Elements and Performance Criteria
- Identify opportunities for improvements
- Monitor trends in the community and in human services and evaluate them for their implications for justice services.
- Ensure that information gathered through a wide range of media is relevant, reliable and balanced to allow valid analysis and judgements to be made.
- Consult key people with an interest in the services of the justice system and give opportunities for them to contribute to the evaluation of services and areas needing change.
- Confirm that improvements identified are realistic and consistent with the organisation’s strategic plans, objectives and policy and with the political and social environment of justice services.
- Consult key people inside and allied to the justice system, providing them with relevant, clear and accurate information about the context and proposal for change.
- Evaluate the costs and benefits of change
- Use complete and accurate information to evaluate current and proposed justice services, outcomes and processes in order to identify relative benefits and disadvantages.
- Determine resource implications of options for change and assess them according to priorities and benefits.
- Ensure that analysis of the implications of change is consistent with the information and identified objectives relevant to services in the justice system.
- Include the advice of key people in the analysis.
- Evaluate the proposed changes, including using information drawn from past experience and likely future circumstances.
- Check the identified benefits and disadvantages of proposed changes and confirm these with key people likely to be effected.
- Plan the implementation of change
- Provide clear and accurate information on proposed change to relevant people at the appropriate time.
- Identify obstacles to change and design constructive strategies to overcome them.
- Actively promote proposed changes with key people.
- Back up arguments with clear and accurate evidence.
- Identify the people and resources involved in the implementation of change and ensure roles, responsibilities and outcomes are clearly defined.
- Design feedback and monitoring mechanisms to ensure implementation of change meets strategic plans and objectives.
- Promote agreement on the implementation of change
- Present plans for the implementation of change positively and comprehensively to key people with an interest in the changes.
- Explain purpose, process and outcomes of change in a clear and accurate manner.
- Assess the understanding and responses of key people and their level of commitment.
- Check that compromises made during negotiations remain consistent with the purposes and objectives of change.
- Conduct negotiations in a manner that maintains positive and productive working relationships with those involved.
- Report failure to reach agreements objectively and in a manner that maintains morale, motivation and positive professional relationships.
- Implement and monitor changes
- Introduce implementation activities at a time, level and pace that can be accommodated by those involved.
- Allocate resources needed for implementation according to priorities and the stages of the plan.
- Monitor and evaluate the impact of change according to evaluation mechanisms, using methods that minimise disruption.
- Deal with problems arising from implementation promptly and effectively through the use of flexibility and reasonable modifications.
- Identify key people to be involved in change process and ensure their involvement is consistent with their roles, responsibilities, skills and levels of commitment.
- Ensure that results are consistent with objectives and expectations.
- Check that the changes reflect the quality standards agreed to and endorsed by the organisation.
- Provide feedback on the impact of change to senior staff as input to planning and policy development and reporting.
- Identify opportunities for improvements
- Monitor trends in the community and in human services and evaluate them for their implications for justice services.
- Ensure that information gathered through a wide range of media is relevant, reliable and balanced to allow valid analysis and judgements to be made.
- Consult key people with an interest in the services of the justice system and give opportunities for them to contribute to the evaluation of services and areas needing change.
- Confirm that improvements identified are realistic and consistent with the organisation’s strategic plans, objectives and policy and with the political and social environment of justice services.
- Consult key people inside and allied to the justice system, providing them with relevant, clear and accurate information about the context and proposal for change.
- Evaluate the costs and benefits of change
- Use complete and accurate information to evaluate current and proposed justice services, outcomes and processes in order to identify relative benefits and disadvantages.
- Determine resource implications of options for change and assess them according to priorities and benefits.
- Ensure that analysis of the implications of change is consistent with the information and identified objectives relevant to services in the justice system.
- Include the advice of key people in the analysis.
- Evaluate the proposed changes, including using information drawn from past experience and likely future circumstances.
- Check the identified benefits and disadvantages of proposed changes and confirm these with key people likely to be effected.
- Plan the implementation of change
- Provide clear and accurate information on proposed change to relevant people at the appropriate time.
- Identify obstacles to change and design constructive strategies to overcome them.
- Actively promote proposed changes with key people.
- Back up arguments with clear and accurate evidence.
- Identify the people and resources involved in the implementation of change and ensure roles, responsibilities and outcomes are clearly defined.
- Design feedback and monitoring mechanisms to ensure implementation of change meets strategic plans and objectives.
- Promote agreement on the implementation of change
- Present plans for the implementation of change positively and comprehensively to key people with an interest in the changes.
- Explain purpose, process and outcomes of change in a clear and accurate manner.
- Assess the understanding and responses of key people and their level of commitment.
- Check that compromises made during negotiations remain consistent with the purposes and objectives of change.
- Conduct negotiations in a manner that maintains positive and productive working relationships with those involved.
- Report failure to reach agreements objectively and in a manner that maintains morale, motivation and positive professional relationships.
- Implement and monitor changes
- Introduce implementation activities at a time, level and pace that can be accommodated by those involved.
- Allocate resources needed for implementation according to priorities and the stages of the plan.
- Monitor and evaluate the impact of change according to evaluation mechanisms, using methods that minimise disruption.
- Deal with problems arising from implementation promptly and effectively through the use of flexibility and reasonable modifications.
- Identify key people to be involved in change process and ensure their involvement is consistent with their roles, responsibilities, skills and levels of commitment.
- Ensure that results are consistent with objectives and expectations.
- Check that the changes reflect the quality standards agreed to and endorsed by the organisation.
- Provide feedback on the impact of change to senior staff as input to planning and policy development and reporting.