support worker and the system partition the workforce are growing rapidly in many countries and
just right here in the united kingdom and no exceptions to this
our team particularly interested in increasing effectiveness efficiency of new ways of working and we've
done the number of research projects around the system partition workforce
we know that it's expensive and time-consuming to introduce the roles and because of this
a number of tools have been introduced to support the implementation of
what for strange
one of these tools is the cold i'll framework there are options
the column framework was developed in the united kingdom and has had brought up take
their and illustrated around the implementation of your goals
that's about project was to look at whether the implementation is called a framework was
actually associated with
better adherence to change and better outcomes for the project the information you roles we
do this by doing a retrospective evaluation of three completed evaluations of support worker roles
to illustrate idea and one in the united kingdom the united kingdom one was of
occupational therapy assistant in a strongly several directory assistance and speech pathology assistance
we took the cold our framework which identifies seven stages for introducing a new role
and we turn that into a template using a qualitative methodology a bit like the
rich instance the framework approach and we apply that to the completed evaluations of the
support worker roles
and we were able to look at whether or not those
project had that he to the stages of the cold our framework we should point
out that nonsense projected actually used any implementation framework in the development we did not
to the outcomes for the project and we identified three levels of outcomes the first
one was the official effective and efficient use of the role
the second one was role sustainability so what they continued uptake of the role once
the initial implementation been introduced
and finally what with the redevelopment opportunities and you work as
what we found was that the project he to the
seven stages of workforce change in different wise so we had so
confirming and just confirming prices
and bible had different outcomes as a result but what we were able to show
about looking it was completed evaluations was the adherence to the stages of the cold
our framework is clearly associated with
better sustainability of the role
based on the use of the roles of more efficient use of the role and
the to create development opportunities for the role
once called al framework is the only tool but it can be used to work
for strange we know that it is useful to that it does not lead to
it
a better outcomes so this is trying to implement workforce change
further research could be undetectable different types of the evaluations and using different tools but
one of the recommendations from that project would be that adhering to a standardized process
for estimating work for strange does lead to better out
we hope you enjoy everything i