Capability Strategy

Capability Strategy

Contents

1. Introduction
2. Defining training needs
3. Learning Objectives
4. Creating the correct type of training module delivery
5. Feedback and Revision
6. Upload and Launch
7. Capability Schedule
8. Annexes
9. Introduction

This strategy document outlines the main capability strategy for the European Statistical System Web Intelligence Network (ESSnet WIN) project, the users who will be accessing the platform, and the channels used. The capability strategy is led by ESSnet WIN Work Package 1.

The Web Intelligence Hub (WIH) is designed to provide National Statistical Institutes (NSI) exposure to alternative data sources, enabling data sharing within a trusted, secure environment. New data sets collated from modern technologies can help produce statistics more cost-effectively by harnessing the power of the digital era.

The WIH will harness technology and, in turn, will allow collaboration to benefit the modernisation of official statistics. The WIH will create a community of collaboration to:

• Learn together
• Share knowledge, data, and methods
• Build a partnership between NSIs
• Enable cooperation and sharing statistical solutions for NSIs

To support the platform, there is a significant need for a robust capability strategy which will:

• Deliver a comprehensive set of educational activities to deliver the skills required to use the WIH 
• Meet training needs to target building knowledge and capabilities necessary to use the WIH

The training provided will need to account for different levels of knowledge and work experience to:

• Help increase the end users’ performance and productivity
• Identify and strengthen areas of opportunity
• Create opportunities to learn new skills and techniques. 

To leverage the possibility to integrate the services of the WIH into NSI production systems with project partners and beyond, the capability strategy will work together with the communication strategy, by sharing knowledge about the WIH and its function through training courses, webinars, and lectures (organised separately or jointly at other events). The capability strategy will:

• develop and deliver comprehensive training on the use of the WIH
• ensure courses, workshops, and seminars are delivered virtually, via E-learning, or in person 
• ensure that all training needs follow appropriate concepts, legislation, and implementation practices

2. Defining training needs

Training requirements will be defined by understanding the following three core foundational needs:

1. What is the required overall performance outcome of the training?
2. What job behaviours, knowledge and skills does the training need to deliver, to ensure the overall performance outcome is fulfilled?
3. What learning activities will help the learner to develop those knowledge and skills?

The answers to the above will help define the training requirement in terms of the knowledge and skills, proficiency levels and target audience. It will ensure that the training is focused on the result, on the needs of the business (i.e., the performance outcome), and through the mapping of the requirements, will also identify the learning objectives for training.

The training provided will need to have the ability to utilise new data sources in the statistical production system. To help with the above, the ESSnet WIN Work Package 1 will:

• Create a group of Subject Matter Experts (SME) and stakeholders from the wider project team and the Web Intelligence uSER (WISER) group (the Panel) for feedback
• Run sessions with Work Package leads to understand the requirements from the three core requirements above (A – C).
• Review contributions from Work Packages, agree topics and ensure core project competencies are met
• Confirm curriculum and present to Work Package leads and WISER group
• Facilitate the design of content and delivery for the training by the Work Packages, with support and guidance in learning design being provided by Work Package 1
• Ensure that courses, workshops, and seminars are delivered via e-learning, virtual training or in-person
• Ensure that courses deliver the appropriate concepts, legislation, and implementation practices.

 See Annex A for more details on Workshops.

3. Learning objectives

Learning objectives will be used to define the learning outcomes and focus the teaching content of the materials used.  They will help to clarify, organise and prioritise the learning.  They will also help in the evaluation process. Objectives need to be:

• Specific – The learner knows what they will be able to do when they have finished the training module.
• Measurable – The learning provider will be able to assess whether the learning objectives have been met.
• Achievable – The learner will be able to perform tasks listed in the training module.
• Relevant – The training module will focus on the essential knowledge and skills that were determined at the outset.
• Timely – Learners will be able to complete the training module in a timely manner.

4. Creating the correct type of training module delivery

A successful training programme will offer a variety of different modes of training, to ensure that all different learning styles are catered for and so that the information is delivered in the most appropriate way. Not all learning requires a trainer-led course.  Each module should have an e-book/downloadable document to support the training.

5. Feedback and revision

Feedback from participants will provide valuable information and will enable continuous improvement to the content of materials being used. Any feedback will allow developers to review the learning objectives and to ensure that materials are fit for purpose.  This phase will also provide insight into the success and impact of the learning. Feedback on the design of the learning materials, will be sought at different stages of development:

• Development phase: Use the Panel to obtain feedback and approval for the initial drafting of the learning materials. Take on board any feedback and revise the learning materials.
• Testing phase: Establish and run a test/pilot of the learning materials and obtain feedback. Review and revise the learning materials based on the findings. See Annex B for more details on Testing.
• Inform Panel of changes and seek approval to move to implementation phase
• Implementation phase: Implement the learning, continue to seek feedback and continue to improve learning materials

6. Launch of capability initiatives

To ensure the success of the capability strategy it is important to ensure the target audience knows about the training on offer and how they can gain access to it.  The chosen channels for communicating the learning on offer will be key to ensuring the target audience is reached.

• Develop training schedule that includes dates, confirmed trainers and venue (if required)
• Create a broader communication network via WP leads and project participants
• Add training schedule to the website
• Promote the release of learning materials and/or courses via social media and blogs, and encourage sign up
• Regular promotion of learning materials and courses in the run up to events, with increasing frequency as the launch date approaches.

7. Capability initiatives schedule

8. Annexes

Annex A. Training Development Workshops

• Workshops will be held with each Work Package; these workshops will determine the performance outcomes for the training
• Each workshop will identify the knowledge, skills, job behaviours required to deliver the performance outcome
• Considerations will be made for the audience and how best to deliver the training.

From the above steps a training/learning programme will be developed for each Work Package.

Annex B. Upload and Launch of Tutorials, Webinars and Training

• Run a pilot with a test audience, which will provide an additional layer of review and allow to see whether learners can attain the expected performance.
• Select a test audience that consists of a small group of possible users of the WIH who do not have a high level of expertise and who can experience the training with a pre-existing notion of what it should be.
• Gather feedback from the test audience both during and after learning materials have been completed. 
• Find out what worked well and what could be improved with the learning.
• Should the test audience not be able to reach the expected performance goals after undertaking the learning, review the assessment results to see what gaps may exist.
• Work with the panel to develop ways to fill in the gaps and improve the overall training experience.

Annex C. Hackathon

A hackathon is a vital tool for promoting the WIN, creating greater collaboration between NSIs and providing hands-on experience using the WIH services. Other benefits include:

• Helps to find different solutions for a problem – A hackathon will focus on an issue, identifying the actual need and developing multiple solutions. Furthermore, the diversity of the teams allows an approach to the problem from different angles and perspectives.
• Inspire and motivates – Challenges participants to solve problems in other areas or get more specialised in theirs. Strengthens and grows the WIN community by networking with like-minded individuals.
• Testing Skills – Depending on the problem being solved, the hackathon will strengthen communication, leadership, and teamwork skills.
• Increase awareness of the WIN – through media coverage of the hackathon, we can grow the awareness of the project.

Return