Data Management & Integration Solutions Archives

How a Digital Twin of an Organisation (DTO) revolutionises strategic decision-making & scenario planning

Posted on: 21 October 2024

Organisations often face challenges in strategic decision-making and scenario planning due to fragmented data, siloed operations, and a lack of real-time visibility across departments. This uncertainty complicates planning for change or responding to external disruptions, ultimately blurring the line between strategy and execution. Consequently, decision-makers may face slow responses, missed opportunities, and decisions based on outdated or incomplete information. Without clear insights into the impact of changes, disruptions, inefficiencies, or unintended consequences when implementing new strategies may seem inevitable.

So, how can decision-makers navigate these challenges and how can Mood support them?

How to bolster strategic decision-making & scenario planning

Effective strategic decision-making, scenario planning and change management require the ability to simulate different options and assess their impact on the entire organisation. By visualising dependencies and potential outcomes, businesses can plan and implement changes with greater confidence and minimal risk.

Organisations need a unified, real-time view of their operations that integrates data from across the business. By connecting strategic goals with operational data, businesses can analyse potential scenarios, simulate outcomes and make informed decisions that align with their long-term objectives.

Why bolstering strategic decision-making & scenario planning is critical

Organisations that make a pointed effort to enhance their strategic decision-making will find themselves adapting quicker to everchanging industry conditions, navigating challenges or risks with ease and staying ahead of their competitors. With a comprehensive and real-time understanding of the organisation, faster and more accurate decisions can be made that will improve agility, alignment between strategy and execution and establish a stronger ability to adapt to market changes and internal demands.

Better scenario planning and change management will also lead to more resilient organisations that can adapt quickly to market shifts or internal changes. Businesses will gain the ability to implement change smoothly, with minimal disruption and maximum impact.

How Mood enhances strategic decision-making & scenario planning

Creating and maintaining a DTO would ordinarily require advanced technical expertise, multiple tools, business change and substantial resources. The complexity of integrating various systems and processes into a cohesive digital model can be daunting. Mood alleviates this.

Mood provides a non-technical, dynamic platform with everything a business needs to create and manage a Digital Twin of an Organisation. It collates data, processes and systems into a single, real-time view and supports detailed scenario planning and change impact analysis by integrating all relevant data, processes and systems into a living digital model.

By connecting strategic objectives to live operational data, Mood enables scenario planning and simulation, empowering decision-makers to visualise impacts and align initiatives with business goals. With Mood, your organisation can make strategic decisions with confidence and agility, as well as simulate the impact of strategic initiatives, visualise dependencies and assess risks before making decisions. The integration and digitisation of the change management process can also be enabled, ensuring that changes are implemented smoothly, with full visibility into their impact across the organisation.

Find out how Mood can transform your business by speaking to one of our experts today.

Unlocking the Power of Government Data: Moving from Siloed Information to Smart Public Services

Posted on: 10 September 2024

Government agencies are collecting unprecedented volumes of data, yet much of it remains untapped, trapped in silos that prevent effective decision-making and service improvements. This data holds immense potential to transform public services by enabling more accurate, timely insights into service delivery, effectiveness, and efficiency. However, the way data is currently collected, stored, and structured often renders it under-utilised or completely unused.

In this blog, co-authored by Ali Nicholl from IOTICS and Nick Turner from CACI, we explore the critical user requirements for a data-driven smarter state and propose a scalable, federated approach to data discovery, access, and sharing. By enabling real-time data access at the point of need, this approach not only empowers better public services but also provides a coherent AI-ready workflow that leverages existing legacy systems without disruptive centralisation, duplication, or increased complexity.

The Challenge: Making Data Work for Everyone

In today’s environment, where both government and industry are under pressure to do more with less, reduce complexity, and comply with stringent regulations, several pain points persist:

Breaking down data silos: Data is often trapped within departmental or organisational boundaries.
Improving data quality: Data accuracy and consistency are compromised without a coordinated approach.
Addressing data custodianship concerns: Worries around GDPR, security, and data misinterpretation hinder sharing.
Ensuring controlled access: Striking the right balance between open access and secure controls.
Managing costs: High expenses related to data transit, hosting, and maintenance.
Overcoming budget constraints: Investment in new systems while maximising returns on legacy assets.
Becoming AI-ready: Adopting new technologies without costly overhauls.

For any system to be truly data-driven, it needs a minimum standard for quality, availability, consistency, and interoperability—without sacrificing security and appropriate access control. It’s the organisations closest to the data sources that have the best insights into managing quality and availability. However, leaving consistency and interoperability solely in the hands of data owners can lead to fragmentation, while expecting any single organisation to manage all data ownership is unrealistic.

The Evolving Solution Space: Technology, Policy, and Attitude Shifts

Recent advances in technology and shifts in policy have begun to address these challenges. Nearly two decades ago, the Reuse of Public Sector Information Regulations (2005) and the Transparency Agenda (2010) laid the foundation for more open attitudes towards data sharing in the UK. The evolution of cloud technology and API-driven architectures has further improved data accessibility by reducing latency and enhancing interoperability.

For example, the UK Transport Sector has effectively used open data APIs to share real-time transport information with developers and service providers, resulting in over 600 apps that benefit millions of Londoners every day. However, while these methodologies improve access, they do not fully solve the “data silo problem”—where data remains fragmented and lacks context, limiting its utility for broader insights.

A Federated Approach: Keeping Data in Place While Maximising Its Value

Our combined experience at IOTICS and CACI has only reinforced how unsustainable current approaches are. A smarter state needs a smarter approach. A federated approach. A federated approach allows data to stay in situ within its existing silos, accessible through a controlled, consistent, and extensible framework. This approach eliminates the need for costly mass data migrations while still unlocking insights at the point of need. Creating a more equitable democratisation of decision-making by ensuring that the right data is available at the right time.

This methodology aligns with how Health Services in the UK have approached data integration in recent initiatives. Within Social Care Networks, for example, connecting existing systems rather than centralising all data has ensured the Healthcare sector maintains flexibility to access relevant information while adhering to security and privacy requirements.

Understanding Stakeholder Needs: Tailoring Solutions for Maximum Impact

Different stakeholders have different goals and challenges when it comes to leveraging data. Here’s how a federated approach such as ours addresses their specific pain points:

CIOs need timely, reliable data for informed decision-making. Our solution ensures up-to-date insights without the need for complex data migration, helping CIOs set policies and make strategic decisions with confidence.
Heads of Data and CDOs seek to maximise ROI from data assets. We provide enhanced data discoverability and governance, ensuring that those who need access can find and use data efficiently.
Service Owners focus on delivering policy or strategic outcomes. Our approach reduces the under-utilisation of data, enabling service improvements without significant operational disruption.
Data Analysts require consistent and high-quality data for accurate analysis. By maintaining data integrity and enabling seamless integration across sources, we empower analysts to deliver actionable insights.
End Users demand real-time access to relevant data without navigating multiple platforms. Our solution brings data closer to its source, maximising relevance and minimising inconsistency.

Building a Data-Driven Smarter State: The Path Forward

Creating a data-driven smarter state requires lowering the barriers for departments, organisations, and individuals to surface their data and enrich it with context, turning it into actionable insights. A federated approach represents a scalable, flexible, and low-risk path towards unlocking the full potential of government data. The journey from siloed information to integrated insight is not just about technology; it’s about creating an ecosystem where data flows seamlessly, fostering collaboration, innovation, and smarter decision-making across the public sector.

To build this future, we must prioritise accessible, context-rich data and scalable collaboration across stakeholders. The smarter state of tomorrow is within reach if we embrace these principles today.

This blog was submitted to TechUK as part of their “Building the Smarter State Week” and can be found on their website here.

Automating competency management: effective, efficient, accurate

Posted on: 23 May 2024

Having the ability to automate your competency management process enhances your workforce scheduling, improving output and safety

When assigning staff to tasks and schedules, understanding their core competencies is essential. As a stark and wholly unfair example, in a transport organisation you wouldn’t assign an accountant to drive a train. Nor would you ask a train driver to look over your accounts. Understanding an individual’s skills, training and experience is essential. It’s essential to the smooth running of your services and the safety of your workers and end users. Competency management is central to this.

Running schedules in a live and constantly evolving environment such as transport is difficult. There’s the basic schedule to adhere to. Then there are events, often beyond your control, which can curtail even the best laid plans. Being able to respond to these unforeseen circumstances swiftly and accurately is the difference between minimising service disruption and lengthy delays or cancelations.

This goes beyond transport, too. In construction, for example, if there is an accident on site or work isn’t carried out to the required standard, it can cause delays and impact the cost of the project.

The most reliable way of minimising such incidents is by having the right people in the right place at the right time. Your competency management framework plays a vital role in this. It achieves this not only by ensuring staff are trained, skilled and experienced, but also by being made transparent and available across your organisation. The link between training, assessment and scheduling needs to be seamless. Information must be available in real-time and events responded to accordingly.

What does real-time competency management look like?

Automation is key here. Let’s take the example of a train driver being assessed. Their ongoing competence is paramount to the smooth and safe running of services. Regular assessments need to be scheduled, conducted and reported on.

Driver A is due for their assessment. The assessor needs to be notified of the need to assess them and they will then go about conducting the assessment. Once the assessment is complete, they will then need to record the outcome of it. If Driver A has passed the assessment, this information needs to be made available to the driver, their management team and the scheduling team. In this scenario, it’s a case of confirming business as usual.

But what if Driver A fails to pass their assessment? In this scenario, further training may be required as remedial action to rectify their error. If the assessor notes Driver A as having failed, there needs to be a swift chain reaction to this. Driver A must be notified, their managers too, plus the scheduling team. Driver A may need to be removed from duty until such a time that they have undertaken the requisite training. This means, therefore, that the training team must be notified, too, with a view to booking Driver A in for training asap.

The scheduling team will then need to arrange to have another driver cover any shifts that they are booked in for. This triggers its own chain of communication, impacting another driver and their ongoing shifts. Regulations around working hours must be factored in and adhered to.

Automating this process makes it more efficient. Information, rather than being siloed by department, can be shared electronically at the point of input. This means that the driver, their managers, the scheduling team and the training department can all act quickly.

How do organisations automate their competency management?

This is a process that Transport for London (TfL) operates through CACI’s Cygnum software. Assessors are assigned to a list of tube drivers who need assessing, they can see their routes and timings and meet drivers at a station that best suits them. The results are recorded instantly and follow-up activities are automatically triggered.

Assessors access a priority list of drivers on the go through Cygnum. They can see where drivers are due or coming up for assessment. This means they can prioritise accordingly. Using the Cygnum Mobile app, assessors can record results on the go, in real time.

Obviously mobile reception can be an issue on sections of the London Underground. Where this is the case, results are stored offline on the app to be uploaded as soon as possible once reception is available again.

With results recorded in or near to real time, TfL’s training and scheduling teams have accurate and up to date information available to them. For the training team, their list of drivers is demand driven, so those drivers who need to receive training most are put to the front of the queue. This minimises frontline absences.

Ongoing training can be enhanced via automation too. Regular checks, from safety briefings to eyesight checks need to be conducted and recorded. Sending reminders and auto-booking people onto courses makes for a smoother process.

Network Rail operates its training management programme through Cygnum. This enables Network Rail to automate vast swathes of its training operation. Mandatory courses are booked in advance, attendance is accurately monitored and results are recorded and shared across the organisation.

The automation of this enables Network Rail to not only keep abreast of its training courses and who needs to attend, but also to inform schedulers of their outcomes. This is essential in keeping the right people in the right place at the right time.

Conclusion

Whilst automation of competency management can be incredibly useful across any transport organisation, it is only as reliable as the data entered into your system. Bringing data together from across your organisation is essential. Where data become siloed, its usefulness is stunted. Creating a single view requires the input of every department.

Automation can make the crucial task of keeping the right people in the right place at the right time more straightforward. It can alert you and your staff of required upcoming training. Assessments can be scheduled well in advance with results logged instantly. Training can be booked when it’s needed, including in a demand-led fashion. Again, making the outcomes of sessions available to the wider business instantly facilitates accurate and timely decision making.

Ultimately, automation of competency management underpins accurate scheduling. Assigning tasks to staff safe in the knowledge that they are the right people to perform such tasks is essential in transport. In any industry with moving parts, being able to make changes in a live environment is also essential. When schedulers and administrators have to manually trawl through records to evidence the changes they wish to make, it wastes valuable time. Being able to instantly understand someone’s suitability for a task, against their core competencies, skills, experience and working patterns, saves time and keeps services moving.

Automation is undoubtedly challenging to achieve, but the results are well worth it.

Technology and its impact on risk in the rail industry

Posted on: 16 May 2024

How technology is enhancing safety for rail workers at organisations like Network Rail and Transport for London (TfL)

Whilst the UK is in the enviable position of having one of the safest rail networks in the world, that’s not to say that things couldn’t be improved upon. Technology is playing a major role in advancing safety standards and enhancing safety for the rail network’s workforce and passengers. This case study looks at how Network Rail and Transport for London (TfL) are utilising CACI’s Cygnum software to support their efforts in managing the training and competency of their workforce.

Beyond the immediate safety of the workforce, enhancements in training and competency management serve to reduce overarching risk. Risk takes on many forms in the rail industry. Mistakes can lead to health and safety incidents; they can also result in service disruption and delayed projects. If staff aren’t appropriately trained, mistakes are more likely to occur. If staff aren’t assessed, there’s no knowledge and reporting on frontline delivery.

Capturing data and appropriately acting upon it is vital to a successful training and competency management framework. Being able to schedule training and assessments effectively and efficiently, whilst also being able to capture outcomes in real-time, helps organisations to maintain core competencies across their workforce and provide opportunities for career progression, an expansion in the available pool of skills and also the opportunity for re-training and mandatory ongoing training where necessary.

Training management

Training management takes many guises within an organisation such as Network Rail, which has a workforce of over 48,000 people. From mandatory ongoing training courses to more advanced, career progressing initiatives, Network Rail caters for its workforce with the provision of thousands of courses every year across 11 national training centres.

Running this process efficiently is paramount in achieving the desired training outcomes. Where manual processes are involved in inviting staff to mandatory sessions and checking that they have attended, mistakes inevitably creep in. This can result in staff attending the wrong courses, being sent to the wrong location or not attending.

Implementing a technology system can help to alleviate such issues, with automated checking of course prerequisites, auto-booking of staff to mandatory courses at defined intervals, auto-logging attendance on the day (plus any results that are required) and creating efficiency and consistency across the process. This leaves the more manual aspects to exceptions and more complex arrangements.

Furthermore, a robust training management programme enables organisations to diversify and enhance the range of skills available to them within their existing workforce. If places on courses are free, then they can be offered out to the wider workforce. This improves efficiency by helping to keep courses full. Making best use of available training resources by ensuring that courses are run to capacity and any vacant spaces are offered to interested employees who would benefit from the training opportunity, continuously enhances the core competencies and career opportunities available to your workforce.

Each training course costs money to run, from the trainer, the time taken by the employee and the room and facilities used. Finding a way of maximising the results of this expenditure is crucial. With improved visibility of class utilisation via Cygnum, Network Rail can offer out vacant course places to the wider rail industry, thereby supporting other organisations in their training needs and helping to support the wider safety standards of the rail industry.

Competency management

Closely linked to training is competency management. TfL utilises Cygnum to support the ongoing competency management of its 4,500+ Underground drivers. At a basic level, competency management is ensuring that staff are competent to perform their roles. For example that they are appropriately trained and qualified for the tasks they are undertaking. Beyond that, competency management helps organisations to understand the skills at their disposal across their workforce.

It also ties into training where mandatory ongoing training is required to maintain competence for a role. For train drivers, this includes basic aspects such as eyesight checks. It also establishes the triggering of mandatory training where mistakes have been made out in the field. Similarly to Network Rail, TfL can then schedule training at the point of a result being logged. This ensures that all drivers have access to relevant and necessary training to ensure ongoing competence.

To further have assurance on driver competency, TfL carries out ‘on the job’ staff assessments. These are scheduled by Cygnum automatically based on business rules and the driver’s duty rota. Both the assessor and driver are notified instantly. This reduces the manual effort in arranging assessments, making the process more efficient.

When an assessor assesses a driver, they can capture the outcomes on their mobile device via Cygnum’s mobile app, Cygnum Mobile. Results are uploaded to the Cygnum database and any follow up activities are automatically triggered as a result. Cygnum Mobile also includes offline data capture capability, to mitigate poor mobile reception when operating underground.

Improving workforce safety and reducing risk

By running robust training and competency management programmes, Network Rail and TfL are better positioned to monitor the skills of their workforce and ensure that appropriately trained and competent personnel are operating their services. This further helps them to monitor the safety of their networks by ensuring that all operators are compliant with industry safety standards.

Of course, no system can eradicate human error, but technology can help in prioritising workforce safety whilst at the same time encouraging career progression and the expansion of available skills within the workforce. Where the workforce is trained and regularly assessed, incidents can be kept to a minimum and when they do occur, understanding why is made easier. This is because the competencies, training, skills and experience of those involved can be quickly understood in reporting on incidents.

Having a complete picture of skills, experience and the results of regular assessments also supports administrative and scheduling staff and accurately and fairly assigning tasks to appropriate members of the workforce. Having a central view of core competencies set against bespoke business rules facilitates a degree of automation in scheduling, which reduces manual effort, improves accuracy and makes it easier to handle exceptions. Creating a central view of staff skills enhances workforce safety and reduces risk, since it reduces the likelihood of staff being assigned to tasks to which they’re not suitable for.

For more information on Cygnum, please visit: https://www.caci.co.uk/software/cygnum/

How River Island use ResolvID to effectively perform identity resolution on customer data

Posted on: 14 May 2024

Background

River Island is a beloved high street retailer that has brought leading fashion trends to UK shoppers for over sixty years, with both a digital and in-store presence.

When the brand began building a marketing and analytics data technology environment with only a Single Customer View (SCV)— a single record that merges all customer data– available, they recognised the need for a SaaS solution that would be able to perform real-time identity resolution on customer data.

The Challenge

Bringing the entire SCV in-house posed a significant challenge to River Island, having to terminate many data feeds and re-evaluate incoming and outbound data that lacked clarity. The original data feeds were also set up by employees who had since left the business, resulting in a trial by fire with their SCV.

The Solution

CACI configured ResolvID, a cloud native solution hosted on Amazon Web Services (AWS) Cloud infrastructure, to supply River Island with data cleansing, standardisation, identity resolution and deduplication. Developed with a Microservices architecture, the bespoke platform offers significant advantages through its scaling, resilience and flexibility when rapid changes and improvements are required.

ResolvID comprises horizontally and vertically scalable Microservices that perform different functions with a seamless interface to enhance River Island’s accessibility. The solution leverages advanced deterministic name and address matching techniques in conjunction with digital and non-digital identifiers specific to River Island customers and their data. As part of this initiative, CACI took a three-step approach to effectively perform identity resolution on River Island’s customer data.

The Results

Leveraging ResolvID has resulted in many tangible benefits for River Island, including the creation of various customer dashboards to monitor more targeted figures and generate better, more timely data that bolsters targeted customer campaigns. There have also been noticeable improvements in workload efficiencies, such as cutting down the time required to action workloads to increase the team’s focus on refining their future strategy of doing more with their data to retain oversight on customer performance.

Once we swapped to ResolvID, the numbers we got were close enough to give us confidence that the deduplication received from ResolvID worked better than our previous managed service.

Ben Anderton, Technical Lead at River Island, shared how this real-time capability now enables the confident and immediate actioning of data and customer signups to produce effective campaigns based on genuine buying behaviours and generate accurate results.

Read the case study

You can access and download the full case study here.

If you have any questions or want to learn more, please get in touch with us to discuss what strategies and solutions that our team of experts can help you deliver.

NHS data effectiveness planning in the real world

Posted on: 7 May 2024

Let’s talk about what really happens when an NHS Trust initiates a data transformation project, including key factors that determine success

How can NHS Trusts and ICS access the much-discussed potential of their data within the real-world environment of a complex, large-scale, over-stretched, pressurised, life-saving organisation?

Enthusiasm about the power of data is widespread and many leaders and managers have glimpsed a vision of how their organisation and function could transform its planning and service delivery with leading-edge insight. They know the possibility is real, because in their Trust, there are certain highly evolved functions, datasets and systems that form an aspirational benchmark. But in reality, rolling out this best practice consistently, to create an ultimately system-wide transformation, is daunting.

We don’t have easy answers or a silver bullet approach. Every NHS organisation is sophisticated and complicated – optimising data effectiveness demands rigorous focus and a commitment of resources. But we do have best practice examples of successful readiness projects we’ve worked on with NHS Trusts, helping them take the most efficient and cost-effective route to data transformation.

We reached a point where we knew we had to make changes in our technology for future scaling. We had to look not only at the commercials with our existing technology, but at our all-encompassing technology. (NHS Trust Informatics Leader)

One NHS Trust recently asked CACI to help them develop a comprehensive readiness package for a major data migration. The Trust’s situation was typical, with constantly evolving technology and a wide range of users with different levels of capability and understanding. There were acknowledged weaknesses in understanding fast-changing tools and technologies – the Informatics team had identified the value of engaging a trusted partner to help bridge any knowledge gaps.

Adopting a user-centred approach was key. The Informatics lead was determined to do the right thing for the organisation and knew the value of a focused piece of user engagement that would allow everyone to be heard and have confidence that their concerns were understood and included in the output.

Trust and openness are key to an effective readiness project. Whether you conduct it internally or using an expert third party partner, it’s important that everyone feels comfortable discussing how existing products and services are working in practice. External specialists can bring objectivity to the process, defusing possible defensiveness or concerns about confidentiality by using and explaining a transparent and proven methodology designed to achieve the end goal of better data insight for everyone.

It’s one thing to catalogue data queries and requirements as users express them, but to deliver an effective new solution, Trusts must understand the underlying rationale and how data is supporting critical processes and decisions. Our experts were able to explore and question effectively, so different users’ experiences were fully understood in an organisational context.

A third party like CACI has unique capability to discern what the underlying requirements might be for a successful transition and elevation in technology. Our relationship feels grounded in practicality and addressing real problems. (NHS Trust Informatics Leader)

For this project, CACI’s Healthcare Insight consultants first analysed the Trust’s existing reporting outputs and infrastructure, to gain a comprehensive view of its architecture. They engaged with internal and external data analytics stakeholders to understand their needs and preferences and to assess the board’s strategic data and reporting priorities.

The output was a detailed report of all quantitative and qualitative findings. From this, the Trust gained new understanding of their existing functions and capabilities and the changes required to succeed in the future.

The next step was to align with the Trust’s data strategy and produce a blueprint for the future, outlining new data architecture, data governance, licensing requirements and enablement. This evidence-based blueprint, compiled by trusted and experienced experts, made it possible for the Trust to create a compelling business case for change. It was a major accomplishment for the Trust’s informatics team that the capital case was approved faster than ever before, taking just ten days.

By approaching this in the way that we have, we’ve overturned a common assumption in the public sector and NHS – that it’s hard to get things done. Actually, with a clear vision and exceptionally good outputs, we’ve been able to move at a pace that’s not normally expected in an NHS setting. (NHS Trust Informatics Leader)

As external CACI healthcare consultants, we have a privileged viewpoint, because we work with a range of NHS Trusts and can identify common challenges, barriers and imperatives. By applying this insight, we help NHS leaders access a system-wide perspective that can make a big difference in achieving their data effectiveness goals.

Get the full picture with our Data Effectiveness white paper

In this blog, we’ve shared an example of our user-centred NHS data effectiveness approach in practice. If you’d like to know more about the rationale and how it’s evolved, as well as how it’s designed to tackle key issues in the complex NHS environment, we’d love you to read our white paper. Download it free now.

If you’re ready to start a conversation about how our data effectiveness experience could help your organisation please get in touch with Susan Brooks in CACI’s NHS team.

Ready, set, go! Making change happen in the NHS data ecosystem

Posted on: 29 April 2024

Discover a proven and efficient approach to preparation and planning that paves the way to meaningful data transformation for NHS Trusts

It’s widely recognised in the NHS that harnessing data effectively holds the key to understanding and improving performance. When Trusts and ICS can gather and analyse a full and accurate range of patient and service data, they can better understand and anticipate patient needs and can shape service provision and manage capacity to enhance outcomes for patients.

The will is there to make this happen, amongst managers and clinicians. But the scale and complexity of NHS organisations and their data universe makes it difficult to make meaningful progress. Somehow, NHS leaders need to find a way to understand the dauntingly dense web of data, processes, requirements and systems in their Trust and form a workable plan of action that moves the entire organisation forward.

In your NHS organisation, some functions, datasets and systems may be highly evolved. You may regard them as an aspirational benchmark for the whole organisation. But in reality, rolling out this best practice consistently, within a fully connected data ecosystem, is daunting.

Working hands-on with NHS Trusts, the CACI Health Insights team has evolved an approach that empowers leaders to crystallise their current data reality and desired future state, so that pragmatic action planning is possible. We call this approach Ready, Set, Go. Structured preparation and discovery form a foundation for realistic planning and delivery of priority data effectiveness projects, ensuring synergy between projects and constant progression towards a single, system-wide goal.

The three stages of data transformation

1. Ready…

Readiness is the foundational phase of the approach. This means understanding and documenting current reality, then focusing on stakeholder engagement. Once stakeholders are on-side, you can work with them to define their requirements. Clearly setting out the planned benefits of change and (making sure that there are no unintended side-effects for other stakeholders) brings everyone to a clear vision of the desired future state. During the readiness phase, you’ll also establish standards and processes for quality assurance and governance.

2. Set…

Now that you understand the whole context and have determined the key projects to address, you can lay the foundations for data success by initiating transformation activities. It’s important to set timeframes and allocate resources across the entire transformation programme, so your delivery projects are realistically achievable in harmony rather than competing with each other. You may need to iterate the phasing so that the entire plan of discrete, connected projects is robust. Progressing at pace is key, so stakeholders can see and experience improvements at tangible milestones, but the schedule must be realistic, taking account of available internal and external staff with the right skills, and making sure that vital NHS activities are not hindered or disrupted.

3. Go…

As data transformation projects are completed, you move into a development phase. This means optimising data effectiveness by building the structures and outputs you need to extract ever-increasing benefit and insight for improved outcomes. Targeted learning and development sessions in all functions will enable data users to build their expertise in critical business practices. For ongoing management, you’ll need to use internal or external data experts in a cost-effective way, to maintain, optimise and continually enhance your data, so you can keep pace with new demands and opportunities to improve patient outcomes.

Stepping into the future of effective NHS data

The aspiration for every Trust is a single, complete data platform and analytics solution, providing accurate and consistently formatted data. Following the Ready, Set, Go approach, you can map a path towards seamless provision of historic, real-time and projected data. This will include strong and effective governance for sharing data securely, plus well controlled and monitored access to data for different users.

In the Readiness phase, mapping user requirements reveals the priorities with the greatest potential to transform efficiency and outcomes. In our experience, one of these is provision of self-service analytics and reporting tools that are both powerful and easy to use. By planning your data transformation project to deliver this, you can empower different people, teams and functions to create and tailor queries and reports, regularly and on demand. This cuts down reporting bottlenecks and reduces the pressure on under-resourced analyst teams.

When actionable reports can easily be tailored to the recipient and audience need and level of understanding, with meaningful visualisations and comparisons, you will be able to unlock the full, democratic power and impact of your data to inform strategic and clinical decision-making that improves your most vital NHS performance measures. Adopting the Ready, Set, Go approach can put this transformative outcome within your grasp.

Get the full picture with our Data Effectiveness white paper

For more context about the challenge of unlocking data effectiveness in NHS organisations, our white paper has further detail and examples of how our user-centred approach to defining data transformation priorities can work in practice. Download it free now.

If you’re ready to start a conversation about how our data effectiveness experience could help your organisation, please get in touch with Susan Brooks in CACI’s NHS team.

Scheduling – getting the most from workforce management in the transport industry

Posted on: 6 March 2024

Having the right people in the right place at the right time sounds easy. In largescale transport organisation, effective scheduling is crucial

At the heart of workforce management sits the simple sounding task of scheduling. Your organisation has shifts to fulfil and a pool of workers to fulfil them. Add staff to the rota and away you go. Such shift patterns can be sacrosanct across organisations of any size, providing clarity to workers, management and administrators alike. In largescale transport organisations, however, there are several moving parts to consider and shift patterns can be thrown off course by anything from weather to equipment failure and cancellations in the supply chain.

This blog aims to take a closer look at scheduling in transport organisations. It’s a topic we’ve covered in greater detail in our recent white paper, Tackling workforce management complexities in transport. If you would like to explore the topic in greater detail, you can download a free copy here.

There are myriad tasks that need completing across the transport industry. The complication introduced to the scheduling process often requires a lot of manual work by administrators and schedulers. People fall ill, take holidays and external events can throw a schedule completely off kilter.

Automation in workforce management

Automation of scheduling can greatly reduce the administrative burden. At its most prosaic, automation can simply assign workers to shifts in advance. This can be set out indefinitely, with new workers swapped in for departing/unavailable members of staff easily. Such a process can consider your bespoke business rules and any other factors such as the working time directive and fatigue management.

Where automation can lend a vital hand is in times of strain. We’ve seen examples, notably during the Covid pandemic, of vast swathes of a workforce being absent at once. Where a manual process exists, this resulted in inevitable cancellations of services. With carefully configured automation, it is possible to be more agile in the face of disruption.

Where a worker is absent, having a central system and a central view of your entire workforce enables swift consideration of replacements. This works for smaller examples, too. For example, if a train is delayed and members of crew onboard it are required to meet another service which they will now miss, how can this be handled?

An automated process enables identification of other members of staff who are nearby and can be reassigned, whilst at the same time handling all communications with staff members. The staff who have been delayed can then be reassigned to other tasks, ensuring that their shift isn’t wasted.

Variable demand and moving parts

Another factor to consider in the transport industry is variable demand and moving parts. A high level example of this is the change in train timetables during the Christmas period. Fewer customers means less demand for services, therefore, services can be reduced to ensure more efficient use of the network and staff time.

A more short-term example of this is in shipping. Where a port is expecting a shipment, staff need to be prepared to meet it to initiate the unloading and loading of it. Variation is frequent in such a scenario, since ships can be diverted at a moment’s notice to other ports due to factors such as storms. Another example would be the blockage of the Suez Canal. This can leave a port with a full roster of staff without a function to fulfil. This is a waste of time, money and staffing resources.

Mapping out the changes caused by variable demand in a central system can help to understand its implications. Factors such as cost can be calculated and your response to it can be better informed. Understanding where the risks of variable demand are most likely to occur can help mitigate its impact.

Another example is with revenue protection officers on trains. Understanding the demand for services helps to better utilise them. There’s little point, for example, scheduling ticket inspectors during rush hour to major stations, since moving through the train is all but impossible. Similarly, there are more likely to be barriers at major stations, so working out the best deployment of such staff is more likely to realise the ultimate aim of their work.

Overlaying tasks onto shifts

Establishing a schedule is one thing. Rosters can be worked out well in advance and communicated to staff. But what happens when they show up on the day? Often the set number of employees turn up and discover the specifics of their tasks at that point.

Utilising a workforce management system such as Cygnum helps organisations to understand the specifics of the tasks that need be fulfilled during a shift. This helps organisations to better prepare aspects such as equipment required, time needed to complete the task and where exactly they need to be.

This helps to drive better understanding and efficiency through shifts and tasks. Matching specific skills and experiences to not only shifts, but also tasks, better ensures that the right people are performing the right tasks.

Conclusion

Scheduling can be a complicated and nuanced process, especially across largescale organisations. With several moving parts, variable demand, unpredictable disruptions and the usual ebb and flow of workforce absences, managing the process can be extremely complicated. This can result in inefficiency and poor service delivery.

Introducing automation, clear communication and overlaying tasks onto shifts helps to better understand your workforce the tasks required of them and more accurately assign staff to tasks based on their skills, experience, training, availability and geographic location.

This is a topic that we’ve explored in greater detail in our recent white paper, which you can download freely here. Alternatively, if you would like more information on how Cygnum can help you with your workforce management requirements, please visit our website.

Appeals and school admissions: how to handle them efficiently

Posted on: 28 February 2024

Appeals are an inevitable part of the school admissions process. How can they be effectively and efficiently handled to make the process easy and fair?

Effective and efficient handling of the school admissions process is essential to achieving the goal of a fair and transparent process for all. In this blog, we will look at the appeals process. Appeals are an inevitability. Every admissions authority will have to deal with them every year. In our last blog we looked at oversubscription criteria. They go hand-in-hand with appeals, since they are only required when more applications are received than there are school places available. Evidencing them, and how they’ve been adhered to, is essential to a fair and transparent appeals process.

The central tenets of the appeals process are twofold. Firstly, every parent has the right to appeal a place on behalf of their children. Secondly, the process must be fair and transparent. As we discussed previously, oversubscription criteria must be publicly available and their bespoke ordering by authority laid out.

The appeals process becomes a possibility when the authority rejects a child’s application. In rejecting it, the authority must:

Make clear the reasons why the application was rejected
Inform the parent of their right to appeal
State the deadline for submitting any appeal
Provide the necessary details to make any appeal
Inform the parent that they must set out their grounds for appeal

The report for the 2022/23 school year shows that there were 53,086 appeals; 38,186 for secondary school applications and 14,900 for primary schools. This that means that 3.5% of applications are appealed by parents. So, how can the process be handled fairly and transparently?

Efficient processing of appeals in the school admissions process

The School Admissions Code lays out that authorities must establish a panel to hear appeals. Where appeals are heard by a panel, the decision is binding; the school must either admit the child or the application is confirmed as rejected.

In the 2022/23 school year, 19.8% of appeals were successful. This shows that authorities are getting the majority of rejections right. Yet, mistakes do happen.

Technology can play a fundamental role in fair provision and oversight of the admissions process. Where a place has been rejected, for example, because a family resides outside of the catchment area, being able to show the working on this is essential. In a manual process, this means revisiting how the decision was reached. Linking to a geo-mapping application provides robust evidence in an instant.

Other criteria, such as faith, can quickly be evidenced, too. Where a parent hasn’t submitted relevant supporting documentation to evidence their child is of the same faith of the school, the authority can quickly demonstrate that other applications were accepted as a result of this.

Making the process easy for parents is paramount, too. With a parent portal, applications and appeals can be made easily and recorded against the child’s record simultaneously. This further helps with timelines, since any appeals process can be withdrawn after the established date for their submission has passed.

If a panel is convened to hear an appeal, they too can have easy access in one place to the process, the rejection and the grounds for appeal. This helps them to make better informed, fairer decisions.

Conclusion

Nothing can prevent appeals from happening. As the statistics show, they are a prevalent part of the school admission process. Rather, authorities need to be in the best possible position to respond to them.

Where the end-to-end process is handled in a central system, it makes evidence gathering, communications and reaching fair and transparent decisions much more straightforward. Messages and outcomes can be submitted and received via a central portal. This means that parents receive information instantly and can appeal via the same method.

Appeals are to be expected, so being in position to administer them is crucial. They are a central part of the overarching school admissions process. Having a system in place, linked to admissions and oversubscription criteria, helps to make the task of implanting a fair and transparent process much easier for everyone. If the system is simpler for schools and authorities, it will be for parents, too.

The technology exists now to make the admissions process easier to administer, as well as fairer and more transparent for children and their families.

This is a topic that we’ve covered in greater detail, examining the entire admissions process, in our recent white paper, A fair school admissions process for all. You can download a free copy here.

Managing oversubscription criteria in the school admissions process

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When an admissions authority receives more applications for a school than it has spaces available, it must order the provision of places according to its oversubscription criteria. These rules can be bespoke to each admissions authority. The criteria must be transparent and easy to understand, with a public outlining of the criteria available. So, how can this process be handled fairly and transparently?

Admissions arrangements must be in line with the School Admissions Code. “The purpose of this code is to ensure that all school places for maintained schools and academies are allocated and offered in an open and fair way.” The code has the force of law.

Exceptions to oversubscription criteria

There are exceptions to whom oversubscription criteria do not apply. Children with identified special educational needs and disabilities (SEND) who have an education health and care plan (EHCP) which specifically names a school, must be offered a place.

Once they have been offered a place, the highest priority must then be given to looked after children and previously looked after children.

Having a record of any EHCP or child looked after status in the authority’s system already makes it easy for admissions teams to validate the status of such an application. A joined-up approach is essential for handling applications fairly and transparently. A robust evidence base also makes handling appeals much easier.

Once EHCPs and children looked after have been allocated places, the rest of the applicants must be sorted through. In the easiest case scenario, there will be fewer applications than there are available place and, simply, they must all be offered a place.

Setting out your oversubscription criteria

Every admissions authority must set out its arrangements against which school places are allocated in the event of oversubscription. Each authority can define and order the criteria in their own way. There is no prescribed ordering of criteria, or even which criteria must be included.

The following is an inexhaustive and unindicative list of oversubscription criteria:

Siblings: It may sound obvious, but the authority must outline its interpretation of the term ‘sibling’. This is to cover step-siblings and adoptions. Linking family records in a central system makes defining and implementing the interpretation straightforward.
Catchment area: These must be designed by the authority to be reasonable and clearly defined. Linking this to digital mapping solutions can further help define a catchment in a system by considering factors such walking time to a school.
Feeder schools: These must be nominated by the authority and clearly defined. Linking records in a central system helps determine this, since obtaining current school attended information is easy.
Social and medical records: Authorities must clearly set out how social and medical records will be used in this context. Enabling parents to submit any records as part of their initial application makes the process easier for everyone.
Ability or aptitude: Any such requirements must be publicly available. Only grammar schools can base their entire intake based upon this.
Faith schools: Enabling parents to submit supporting documentation at the point of application makes determining this much easier for everyone. Where faith schools are undersubscribed, places must be offered to all applicants regardless of faith.
Children of staff: The School Admissions Code states that this applies to children of staff who have been working at the school for two or more years, or where the staff member has been recruited to fill a vacant post for which there is a demonstrable skills shortage. Linking records again helps to make determining this easier.

Conclusion

Oversubscription criteria are essential to a fair and transparent admissions process. Where places are appealed, a robust set of protocols also helps to argue the admission authority’s decisions.

It is also a process that can be automated. Where complete information on a child is held in an authority’s education management information system, all relevant information can be submitted by parents, schools and professionals, recorded against the child and considered when oversubscriptions criteria are called upon in the school admissions process.

This makes collecting evidence for appeals much more straightforward. No more manually trawling through records, aspects such as catchment areas can simply be called upon and put forward to an appeals panel.

It also makes determining admissions based on the bespoke criteria of the admissions authority much easier. To use catchment area as an example again, linking to mapping tools makes determining distance from a school incredibly straightforward. The decision can then be logged in the central system, with no need to resort to spreadsheets and physical copies of children’s records and the outcomes of their admissions.

The technology exists now to make the admissions process easier to administer, as well as fairer and more transparent for children and their families.