ELEMENT

PERFORMANCE CRITERIA

1Identify opportunities for improvements.

1.1 Monitor trends in the community and in human services and evaluate them for their implications for justice services.

1.2 Ensure that information gathered through a wide range of media is relevant, reliable and balanced to allow valid analysis and judgements to be made.

1.3 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.

1.4 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.

1.5 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.

2Evaluate the costs and benefits of change.

2.1 Use complete and accurate information to evaluate current and proposed justice services, outcomes and processes in order to identify relative benefits and disadvantages.

2.2 Determine resource implications of options for change and assess them according to priorities and benefits.

2.3 Ensure that analysis of the implications of change is consistent with the information and identified objectives relevant to services in the justice system.

2.4 Include the advice of key people in the analysis.

2.5 Evaluate the proposed changes, including using information drawn from past experience and likely future circumstances.

2.6 Check the identified benefits and disadvantages of proposed changes and confirm these with key people likely to be effected.

3Plan the implementation of change.

3.1 Provide clear and accurate information on proposed change to relevant people at the appropriate time.

3.2 Identify obstacles to change and design constructive strategies to overcome them.

3.3 Actively promote proposed changes with key people.

3.4 Back up arguments with clear and accurate evidence.

3.5 Identify the people and resources involved in the implementation of change and ensure roles, responsibilities and outcomes are clearly defined.

3.6 Design feedback and monitoring mechanisms to ensure implementation of change meets strategic plans and objectives.

4Promote agreement on the implementation of change.

4.1 Present plans for the implementation of change positively and comprehensively to key people with an interest in the changes.

4.2 Explain purpose, process and outcomes of change in a clear and accurate manner.

4.3 Assess the understanding and responses of key people and their level of commitment.

4.4 Check that compromises made during negotiations remain consistent with the purposes and objectives of change.

4.5 Conduct negotiations in a manner that maintains positive and productive working relationships with those involved.

4.6 Report failure to reach agreements objectively and in a manner that maintains morale, motivation and positive professional relationships.

5Implement and monitor changes.

5.1 Introduce implementation activities at a time, level and pace that can be accommodated by those involved.

5.2 Allocate resources needed for implementation according to priorities and the stages of the plan.

5.3 Monitor and evaluate the impact of change according to evaluation mechanisms, using methods that minimise disruption.

5.4 Deal with problems arising from implementation promptly and effectively through the use of flexibility and reasonable modifications.

5.5 Identify key people to be involved in change process and ensure their involvement is consistent with their roles, responsibilities, skills and levels of commitment.

5.6 Ensure that results are consistent with objectives and expectations.

5.7 Check that the changes reflect the quality standards agreed to and endorsed by the organisation.

5.8 Provide feedback on the impact of change to senior staff as input to planning and policy development and reporting.