New approaches to evaluating impact

Editor's Notes

• #2: Helen and Rachel
• #13: Desire to explore the value and impact of group sessions was also
• #14: Used the same approach and principles as we want to measure impact of one to ones in the same way as the group sessions How – not really appropriate to interview after the session – best approach for now is a survey – although aware we are asking a number of closed questions Confidentiality important – made the survey totally anolymous unless students wanted to be entered in a draw and did not ask for information about their actual appointment Decided to survey twice a year Two surveys devised as the nature of the continuous support provided by Spld needed different questions. Decided to email all those who have attended and then send a text reminder
• #15: Used the same approach and principles as we want to measure impact of one to ones in the same way as the group sessions How – not really appropriate to interview after the session – best approach for now is a survey – although aware we are asking a number of closed questions Confidentiality important – made the survey totally anolymous unless students wanted to be entered in a draw and did not ask for information about their actual appointment Decided to survey twice a year Two surveys devised as the nature of the continuous support provided by Spld needed different questions. Decided to email all those who have attended and then send a text reminder
• #16: Demonstrate impact!
• #17: Delivery in what ever format is a key part of staff roles – large numbers of staff are working with Edge Hill staff and students to deliver training and skills Assessment of the impact in one strand to measuring impact but also wanted to develop the quality – excellent sessions delivered enthusiastic and knowledgeable staff will improve the impact of those sessions – where it be groups or one to one Peer observation not a new areas per say in Higher education Review of the literature – some examples of library teams developing a scheme but not many Used examples from Higher Ed where it was both support staff and academics. Long tradition of developing LS staff teaching and learning skills – staff can access the Post Grad Certificate in T and Learning. Approach – steering group with representation from each of the teams who are involved. Taking the intial ideas and plans back to teams and presenting at tema meetings to improve staff awareness. Event in Sep 2014 developed by an external trainer on giving and receiving feedback – also asking staff to talk about any concerns There is some paperwork but 90% of this is confidential between the two people – admin team and myself just informed it has taken place
• #18: Introducing via teams with a champion in each team a good approach – allows staff to discuss in their teams and hear what others have to say Some concerns and anxiety – only natural – would happen with any groups of staff at any institution We call it peer support as it is support Staff dev event allowed staff to discuss their concerns with the trainer – without managers present – I addressed and gave clairifaction at their next team meetings which worked – staff like to be able to at least voice any concerns but get an answer 70% yes – I will work with those who haven’t fully completed Excellent examples of sharing – staff encouraged to bring back examples of good practice to their team meetings – it is an item on agendas so people can share Will now undertake a feedback and review exercise with all the staff involved to seek there views and see if improvements can be made but on the whole staff have said they have found it really useful Example – staff member voicing at a team meeting that by working with someone in another team – not only do you see their style and approach and might pick things up but learning so much more about the areas those teams are working in
• #19: Happy to share the framework and the related paperwork