Holistic & cultural approach workshop – Derby adult ed - DACES

Presenting a Generator strand in their service – people & culture strand

USB microphone – records as MP3 – family learning www.easi-speak.co.uk – comes with a portable
version of audacity loaded. Can get instant feedback & upload to VLE, etc. We could use this to get
feedback from delegates during our events? A roving mike evaluation.

Mismatch in available funding to upskill staff & the need to – coupled with determined resistance to
embracing & exploiting technology.

Perpetual positioning – must look @ staff, managers & students to work up a strategy.

SMT buy in to help write original strategy.

Induction process is key for all new staff – as a course on Moodle. Developed e-tools via a training
programme for the e-learning manager. Put in wifi + laptops (from CAMEL) funding. ITQ training &
funding pays staff to get a laptop – to continue to use Moodle with learners.

Lots more funded projects under way i.e. advanced PDA, constantly reflecting upon their process at
every stage. Community learning champions training to fund adult informal learning.

Has a strong staff development strategy as opposed to a strong technology acquisition strategy.

Second workshop – strategic approach to stakeholder engagement – North Hert’s College

e-strategy implementation: ideas & approaches

e-framework: T&L, student experience, business intelligence, smarter working, QA

underpinned by technology rich environment, systems & tools, eCPD (LSIS PDA scheme),

Aims; confidence ownership of data & systems, innovation, performance improvement.

New systems development involves iterative stakeholder design and evaluation of bespoke user
needs following planning consultation & development.

Mind map of team interests > mapped to e-strategy with new manager = action plans for the
following year. Students involved to understand needs.

Speed dating sessions with students to find out what they need – list of actions, still run anytime
anywhere training + using remote tools to reach remote campus’

Run a data warehouse; needed to clean up mountains of data to analyse it & generate useful
reports. No predictive models existed, but now they are looking a data mining to predict
demographic data.
Data warehouse takes in data from lots of systems; HR, students, timetables, ILR. The data gets
processed overnight to go into the warehouse to be presented the next day. Similar system to
Norwich, where staff can look at traffic lighted reports – covering all types of college performance(s).

It runs in a customised version of Sahrepoint. A KPI dashboard lets users choose what type of date to
analyse . Can go from top level & drill down to subject/class to student levels. Can review traffic
lighting & trending on a daily basis to compare it with previous days, months, years. & try to predict.

Single accepted version of the truth by all. Easy & accurate. Staff are now confident. Working on
imporving the results for all data sets (i,e, finance).

Push towards identifying clear customers and their needs. Exerrcising basic and effective customer
requirements. There’s a 6 week course process review. Good for inspection & SMT, but difficult to
fill in initially. Start with class lists & begin with learners in this new system – during course reviews.
Links to e-ILPs. Use the system to check to see if the learners are at risk, with a view to creating an
action plan to help learners. This can be tracked to see how the student was given additional
support. To OFSTEAD they are demonstrating the ability to improve. All academic staff conduct
course reviews.

Student (new) intranet / portal has things like videos, selling stuff, general help desk – all features
we added from students consultations. All done in Sharepoint – which is what staff wanted – 1 inlge
system that does everything. Blogs & wikis + a text wall to ask questions. Have a kind of social
network _ chatter box. Staff are starting to use this new portal and stopping to use Blackbored.

New technology person meets regulary with all curriculum teams + she now works closely with QA,
library, IT / database team – everyone knows what’s going on.

Clear communication is key to get technology to do the job & save people time & make life easier.

*Note – send Geoff Rebbeck the laguardia paper quoting retention & acheivemtn figures***

E-learning strategy – TESCO approach

Achieve maximum impact for minimum outlay.

Ie. 6 extra pc’s in the staff room to increase access to the net – all about improving bang for buck.

Do a staff IT skills audit – for all staff – not just teaching staff – generate a needs analysis.

There is a digital divide – don’t let early adopters run too ahead – but be aware not to stifle
innovators.

1 year plan – think carefully about purchases. i.e. students use phones to vote on questions , not
voting kits.

Involve technical team in your strategy- + learners + other key stakeholders (employers) – note
expectations. Including T&L – obtain a method of input (sub group to fed into plan).

Discussion & negotiation – reviewed & evaluated regularly.

Staff training is often about confidence not competence, the strategies matter not the targets. It’s a
learning strategy – NOT an ILT strategy or e-elearning strategy.

Stuart Edwards DBIS:

New Industry new Jobs paper :

Employability & responsivrness (to growth) – a skills strategy

On average USA department of education study report Students in online learning conditions
performed better than those who just learned F2F.

Martha lane fox published a paper on digital inclusion last week – some useful stats. Links to social
exclusion & depravstion, low confidence and low skills + 0 qualifications.

OFSTEAd 2009 said VLES were more of a cottage industry rather than a revolution – which
contradicts with BECTas vision of ematurity. << mismatch.

HULU + QIK = streaming sites

Too much focus on the learning occurring at the place – not anytime.