Technology and its impact on risk in the rail industry

Technology and its impact on risk in the rail industry

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

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

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

NHS data effectiveness planning in the real world

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

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

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

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

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

Appeals and school admissions: how to handle them efficiently

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

Managing oversubscription criteria in the school admissions process

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.

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.

Reducing risk in the transport industry through workforce management

Reducing risk in the transport industry through workforce management

Reducing risk entails several factors. Most pertinently, worker safety. Rules and regulations exist to protect workers, from health and safety directives to working time directives, covering working conditions to fatigue. Then there’s risk to projects and tasks. If they are done improperly, then tasks need to be redone. This impacts overarching projects, both in terms of time and cost. Of course, accidents and mistakes happen. Building in mitigation for such events is prudent. But what if you can identify patterns and head off errors before they happen? Competency management, as part of a robust workforce management process, can help.

Workforce management – training 

Training management is essential across largescale workforces. From mandatory ongoing courses, refresher courses and training staff in new skills to upskill your workforce and offer career progression, having a robust training programme in place forms the backbone of this. 

By linking training to other areas of your workforce management, such as assessments and scheduling, it makes it possible to identify skills gaps across your workforce. To reduce the risk of these gaps impacting upon project and service delivery, you can appropriately train existing members of staff to fill these gaps.  

It also makes it possible to utilise your training programme to focus on specific areas and tasks where mistakes are occurring. By pooling data from accidents and assessments, you can identify repeat errors. In doing so, you can then tailor your approach to training to better prepare staff for areas in which, statistically, they are most likely to pose a risk to themselves and overarching projects. 

Workforce management – assessments 

Knowing that staff have the appropriate qualifications, skills, training and experience is one thing. But how are they actually fulfilling the tasks to which they have been assigned? Regular, ongoing assessments of your workforce are crucial. This is both from a safety and a service delivery perspective.  

From a safety perspective, many roles within the transport industry pose a safety risk. From infrastructure workers to drivers, the risk of getting things wrong can be catastrophic. It’s prudent to check in to ensure that tasks are being conducted properly. 

From a service delivery perspective, mistakes can result in shoddy work. This means that it needs to be redone, which costs time and money, impacting upon project timelines and budgets.  

This extends to maintenance, too. We regularly see on the rail network, for example, things such as signal failures which result in delays and cancellations. Regular assessments of infrastructure are vital to repairing the roof whilst the sun is shining.  

Reducing risk in the transport industry through workforce management

Overarching planning to manage risk 

Proper, robust planning builds in sufficient time to complete tasks, with enough room for reasonable error. People make mistakes, external factors such as the weather can waylay you and where there are several moving parts. Things don’t always come together as you’d hope. Mitigating for this by building it into your planning is sensible. 

When it comes to specific tasks, however, granular detail is important. When scheduling your workforce, workers can be assigned to shifts on a rolling basis ad infinitum. But how can the specifics and the complexity of each shift and its tasks be considered? How can these then be communicated with staff? 

Using a central system with the ability to overlay such complexity onto shifts can drive efficiency and greater control of the overarching project and its processes. It can be established according to your bespoke business rules and configured to factor in elements such as regulations and directives. 

Understanding what will happen during a shift is important. If maintenance needs to be performed, being able to communicate exactly what equipment is required, the nature of the task and the location helps to prepare people. As the process continues, being able to intelligently alter task timelines based upon previous completion times and rates enables a more accurate scheduling of tasks. If, for example, you have set aside three hours for the completion of a task but staff are regularly completing it in two hours, then future timelines can be adjusted accordingly. 

This helps to drive a more complete understanding of your projects and how your staff are performing against timelines and tasks. This in turn helps to mitigate the risk of work running over time, since you can rely on a robust database of previous work to inform future projects.  

Conclusion 

Finally, the regulatory aspect is crucial. Things such as the working time directive exist to combat elements such as fatigue. A central database that can further call upon the geographic location of staff can help to more efficiently assign them to tasks. If someone is 20mins away from the location of a task, it makes more sense to assign them to it than someone 1hr away. Since travelling time is considered as a factor in fatigue management, it’s an extremely inefficient use of time to swallow it up on travelling times. 

Managing risk extends across the entirety of the transport industry, from workforce safety to service delivery. With so many moving parts – risks – being able to navigate them and efficiently and reliably match those moving parts to your targets is essential to achieving the ultimate goals of your organisation. A well trained, regularly assessed and robustly scheduled workforce forms the backbone of this.  

The technology exists to help largescale transport organisations to gain greater control of their workforce management. From training and assessments to scheduling, having a single view of your workforce facilitates automation, insight and, ultimately, efficiency. It’s a topic we’ve explored in more detail in our recent white paper, Tackling workforce management complexities in transport. You can download your free copy here.

Unmet needs and data driven decisions: how Milton Keynes uses technology to support vulnerable young people

Unmet needs and data driven decisions: how Milton Keynes uses technology to support vulnerable young people

In the first part of our case study with Milton Keynes Youth Offending Team we explored how the team uses ChildView. We examined how the system supports the team’s administrative functions such as reporting, and how the YOT is supported by CACI. In this, the second part of the case study, we sat down with Diz Minnitt, head of youth justice and support service at Milton Keynes, to look at the benefits ChildView has brought to the council outside of its office walls. How does ChildView support work with vulnerable young people in a rapidly expanding population? What tangible difference does flexible reporting bring to the YOT? How does technology help to join the dots in each young person’s journey to provide a single view of them, helping to improve outcomes and reduce elements such as reoffending? How can systems support in identifying more unmet earlier, to help with prevention?

We start by taking a broader perspective on the multi-agency approach within Milton Keynes. The MK Together Safeguarding Partnership brings together senior leaders from key agencies in Milton Keynes to agree ways to co-ordinate local safeguarding services, act as a strategic leadership group in supporting and engaging others and implement local and national learning, including from serious child safeguarding incidents. It has created an improvement in communication and accountability with the right people routinely updated.

“Working within this context has provided an opportunity for us to advocate on the part of people and families that the local authorities are working with,” begins Diz. “These are very vulnerable people and families; children in care, children in need and youth with unmet needs who are in the criminal justice system. We’re really starting to realise the importance of unmet needs and increasing our understanding of what stronger partnership working can achieve.”

Unmet needs – speech, language and communication needs (SLCN)

Following research and partnership work with the Association of Youth Offending Team Managers AYM in 2016, Diz told us about his original focus on identifying speech and language needs and developing what the YOS could do to help. “Following professor Karen Bryan’s original study in 2007, which identified 60% of children in contact with YOTs as having speech, language and communication needs, in 2008 we undertook our own four-month study with a speech and language therapist.

“We focused the assessments on key sub-groups in the service, those with repeat offending, disrupted education history or no education provision and those with suspected SEND (special educational needs and disabilities), and what we found was that 88% of these groups had significant SLCN – significantly higher than professor Bryan’s 60%.

“This was much closer to Prof Bryan’s figure of 60-90% for young people in custody, but what it highlighted was that there was a majority of those in contact with the service who had undiagnosed SLCN. Furthermore, these needs are very difficult to spot without a full assessment and hence are often referred to as hidden disabilities.

“Having effectively tested and proved the findings of professor Bryan’s academic study as a local reality in the high risk groups, particularly among young people who are repeat offenders, it was clear to me that such crucial unmet needs should inform youth justice and prevention practice across the entire system. Communication and the understanding that comes from this is key to thinking, processing, anticipating and understanding consequences. If we carried on as if children automatically have these skills, when it was clear they don’t, this was a recipe for failure carrying consequences for these children and for the rest of society.”

Connecting multiple agencies and teams

“It’s essential to reflect the importance of interconnection to this, too,” says Diz. “Most organisations, even those within the same local authority, frequently operate in siloes. They focus and prioritise the work that they need to do, that applies directly to them. However, achieving shared applied learning across the whole system to real life situations is the real world challenge and ultimately helps in achieving the goal of improving outcomes for vulnerable children.

“For example, it’s very clear that there’s an increased chance of a child with unmet needs entering the youth justice system. With the right focus this risk can be significantly reduced. Where people do not take a holistic view of this known risk, opportunities get missed and all professionals and departments don’t get the benefit from the insights and feedback that come from identification.”

Funding new projects, finding evidence

“For a new prevention project, you can only get funding once there’s a proof of concept,” explains Diz. “The SEND team at Milton Keynes initially picked up the bill for the speech and language therapy provision after the initial four-month funded period as they could see the benefits it would bring. Further funding for speech and language therapists was then obtained from NHS England, the Office for the Police and Crime Commissioner, the Home Office and most recently as part of Turnaround funding.

“This has consistently increased our screening and assessment capacity, meaning that we could identify SLCN earlier and can now clearly evidence that 88% of children and young people in contact with the service have SLCN. Milton Keynes is now one of a handful of youth justice services in the UK with speech and language therapists (SLTs) embedded in the team where an SLCN assessment is conducted by an SLT with every child.

“These assessments enable all of those professionals working with the child and their family to have greater insight, providing real opportunities for coherent, coordinated working with the child’s needs at the forefront.

“This complements the wider SEND focus and the understanding of needs arising from adverse childhood experiences amongst children across Milton Keynes. It also helps us to target interconnection with other parts of Milton Keynes’s services.”

“Like many Youth Offending Services we were in a position where we could see the impact as other services were cut due to the impact of austerity measures around funding. We had already begun to see the benefit of SLCN assessments and we had the evidence that children coming into the YJ system weren’t having their needs identified prior to contact with the YOT.

“As SEND support to schools started to be charged for we could see a nightmare scenario with the levels of children with previously unrecognised and unmet needs increasing as a direct consequence of schools being forced to make challenging decisions about how they use their reducing resources.

“To seek to counteract this predicted increase we started working with both secondary and primary schools offering SLCN assessments for their children who were at greatest risk of exclusion. With these assessments we discovered that 96% of those that schools had considered excluding have SLCN, confirming the ‘hidden disability’ impact of SLCN.

Promoting Reintegration Reducing Exclusion

“As well as providing free assessments to the schools, we also provided free specialist training around how to work effectively with children with SLCN and a host of other associated SEND needs. This removed a barrier as schools were no longer having to justify difficult choices with their budgets and enabled schools to develop better ways to support individual children and to adapt the whole school environment to enable swifter identification and support for those children with SLCN.

“This approach also supported a more compassionate way of thinking regarding challenging behaviour as we stress that, supported by the evidence, behaviour is an indicator of underlying causes that needs to be explored and understood.

“We have connected with different organisations to establish and evidence the research links and we saw more interconnects and overlaps with ACEs and SLCN. SLCN is not the only need, but its identification is frequently indicative of other symptoms of complex underlying needs. Identifying SLCN can trigger the process of further investigation.

“This overall approach is based upon our increasing knowledge of the needs that ultimately result in children finding themselves in the youth justice system. We can see clearly when this journey starts to arise and by definition the more we can go up these known tributaries to identify and meet needs earlier the more we can prevent children from being excluded from school, moved into alternative education or placed on part time timetables, finding themselves exploited or involved in offending behaviour.

“We need to use all of the information available to intelligently adapt the system collectively to identify and meet needs earlier. These children do not have the luxury of pausing, rewinding and replaying their lives if we collectively as professionals get it wrong or lack diligence and professional curiosity in our approach.”

“Childview has proved essential in enabling us to capture and extract the data needed for the evaluation of Promoting Reintegration Reducing Exclusion (PRRE) that has been undertaken by the Cambridge Institute of Criminology (CIC) in Cambridge University. The CIC are due to present their report imminently, but this was commissioned following some of the early indicators of PRRE which highlighted that we potentially see examples of unconscious adultification of children. The current systems in schools can become too focused on the behaviours without seeing beyond these to other symptoms and root causes of that behaviour. They can fail to understand reasons for the presenting behaviour and therefore can act to exclude prematurely.”

Data driven decisions

“With the introduction of the Early Support Project in 2018 we saw a 25% reduction in first time entrants to the youth justice system in its first 12 months.

“Milton Keynes is growing rapidly as a city and our resources haven’t always been tailored to match this growth. There has been an increase in gang-related activities post-Covid with an increase in the number of children coming into the system who were previously unknown to our services and those of key partner agencies. This reinforces the importance for us to act earlier.

“Milton Keynes also has a very young population which means a larger population pool of potential first time entrants into our youth justice system. Following an increase in knife related offences we developed a new strand of the ESP, ACT-Now which is focused explicitly on this area. Our ACT-Now model works by establishing direct contact with a young person whilst they are still in police custody within 90-minutes of us being contacted by the police. We then have a follow up visit with the young person and parents/carers within 48 hours to agree how we can work with them voluntarily. This has led to very positive engagement and a very low level of reoffending to date by those children who have been supported using this model. None of the reoffending to date (around 5%) has related to further knife carrying.

“The ACT-Now work has been funded by the Police and Crime Commissioner and the initial success led to the same approach being funded by him to operate in Slough and other parts of the Thames Valley area are being considered for further expansion. ACT-Now is being viewed very positively by the Home Secretary who is monitoring progress with the approach and it has recently been shared as a model of best practice amongst the network of police and crime commissioners.

“As well as significantly increasing timeliness of dealing with these offences, which is crucial for young people to understand the consequences of their actions, we are seeing improved outcomes for these young people and reduced reoffending rates.

“The cost argument is very effective for the police. Their approach is different to ours, but the outcomes are mutually beneficial. It’s cost effective and demonstrably reducing repeat offending. Reduced crime means fewer victims and we can demonstrate this from our data captured in detail in Childview.

Using ChildView to tackle capture and analyse data for tangible action points

“The Early Support Project aims to measure the reoffending rate over two years. The rate for young people who have been through the service is currently 1.81% and we have worked with c.500 young people. We know that the methodology, therefore, works. Correctly identifying needs earlier greatly improves outcomes for these young people.

“Childview has been crucial in all of this in providing the opportunity to capture and analyse significant amounts of data on the different cohorts of children covered under the different strands of the Early Support Project. For many years we have used the prevention extended functionality which we purchased. The identify tool is extremely adaptable, enabling us to add different elements for the various strands, such as new screening and assessment methodologies. We can capture data about the different elements of the project work, most importantly providing verifiable evidence around the impacts and outcomes achieved.

“Further, Childview uniquely allows life event characteristics such as undiagnosed SLCN, trauma and ACEs to be captured and used to add value to the analysis. This enables us to create rich sub-sets of our prevention data and thoroughly learn about what impact we are having and what is working. We can look at the numbers, the work we are doing that makes a difference and the profiles in our Early Support Project, Turnaround, ACT-Now and PRRE.

“We need to analyse the pathways of all these cases via logging their identified adverse and trauma life experiences as well as referrals in and out of our projects. These include referrals for SLCN, SEND, substance use and mental health. ChildView is a flexible and adaptable system that enables us to track all of our different service and project approaches and methodologies.”

Youth Resilience Project

“Our Youth Resilience Project offers one-to-one mentoring at all stages of the youth justice pathway supplementing other models through support that is available end-to-end. It can be used at the beginning of their journey, for those children just starting to work with the service or those who already engaged with us, through to those transitioning out of the youth justice system.

“ChildView’s additional functionality helps us to differentiate needs from data captured and to enquire about the ways we can facilitate targeted prevention and help to children. It enables us to build practice-based evidence and utilise this information to inform where we need to build service system capacity and capability to reduce or eliminate criminal behaviour. Having the flexibility to shape and use our data from local project work is essential to us, this helps to reveal patterns and insight from our work and therefore to evidence and highlight the resources needed.

“However, ChildView also provides a standard framework for monitoring youth justice, for example first time entrants, offending and reoffending to ensure we create consistent information about impact. We aim to always focus on improving outcomes and data is essential to achieving this. The outcomes for children are ultimately what matters.

“All members of the team can access the data and interpret it. It’s transparent and accessible across the service. Because we share a common system with many other services in Thames Valley we can share our methodologies, learning and customisation with other youth justice services. This helps us to pool and build knowledge and approaches to improve outcomes for children in our domain.”

The benefits St. Helens Youth Justice Service realises from CACI’s fully managed hosting solution

The benefits St. Helens Youth Justice Service realises from CACI’s fully managed hosting solution

St Helens Youth Justice Service has been using ChildView from CACI for over 15 years. In May 2020 it decided to utilise CACI’s fully managed hosting solution to support its work. In this case study, we speak to Helen Williams, St Helens Youth Justice Service’s Information Officer about why the council decided to use the service and the benefits that it has brought about.

“One of the main reasons we decided to use the fully managed hosting service was to take the burden off the council’s internal IT department,” explains Helen. “Previously, any upgrades and issues went through that department. Being the council’s team, they are always very busy. We had to log issues with the internal helpdesk and take it from there. Given the scope of the council’s operations and the fact that we’re a small part of it, it often depended on who you got to speak to within the IT team as to whether they would fully understand the software and the problem. Now, when we go through CACI’s helpdesk, we know that we’ll be speaking to someone who fully understands the software and can help us immediately with the problem.

“Another factor was storage and server space. We hold a lot of data and this was taking up a lot of space in the council’s server room. The council was trying to reduce the number of servers it was hosting internally, so the offer from CACI to host our data was an appealing one. This also meant that we were able to utilise CACI’s security arrangements, whilst at the same time reducing the amount of space we were taking up in the council.”

Security was another factor for St Helens Youth Justice Service. CACI meets rigorous international security standards and is routinely tested to identify potential weaknesses. This enables customers to leverage CACI’s security spend in protecting their own data.

“We recently suffered a cyber-attack at the council which shut down most of our systems and we, as a council, lost access to a number of databases,” says Helen. “Because ChildView is hosted separately, however, we were still able to access the system and our data. This meant that we could continue to focus on our work, improving outcomes for the young people in our services.

“It also highlighted that we always have easy access to our data. I can grant access to the data to other people as required very easily and securely. The data works across other systems that we work with, too, making it easy to call upon and rely on.”

Efficiency is often a buzzword in local services. How can it be achieved? St Helens Youth Justice Service no longer has to wait for internal mechanisms to be run before upgrading ChildView or resolving any issues in the system. “Everything is much quicker now,” says Helen. “Any updates that we need are scheduled and done, there’s no hassle.

“Previously there was a lot of back and forth on available dates and when would be best to conduct the updates. Then there were times when our internal IT team were unsure of exactly what they needed to do. It’s now just much quicker.”

“It’s the same as the CACI helpdesk. I can grant them remote access to my desktop and they can fix issues instantly. There’s no more logging the issues with our internal IT department and hoping that someone can fix it quickly. It just gets done now.”

Finally, there’s the issue of cost benefit and cost efficiency. “The people operating above us, who sign off on expenditure such as this, can see the value in the service and are supportive of us using it, so there has been no issue on that front,” concludes Helen. “We have to justify the value, of course, but in terms of security, data access and space saved, it satisfies this. Our council understands the cost benefit of this and we’ve got support for it internally.”

For more information on how CACI’s fully managed hosting service supports youth justice services, please click here.