SHuRePlan

Are we making progress towards the goals.

When we defined the goals for the plan we should have made sure that they were measurable.  The key issue at this stage is to make sure that we are measuring them and taking action if they are not being achieved.  This will require establishing:

• Frequency of review: The ideal frequency will depend on the timescale of the plan and the lead times for corrective action.  Short term plans (< 3 years) will probably require monitoring quarterly or even monthly.  Long term plans (> 5 years) may only require annual review.
  
  
• Review body:  Information on progress needs to be reviewed by a group that is empowered to take the necessary corrective action if goals are not being achieved.
  
  
• Data collection: There will need to be a mechanism to collect the data by which progress is measured and ensuring that PCTs, Trusts and other employers return the information accurately and on time.
  
  
• Reports and indicators:  The data will need analysing in a way which highlights areas which need addressing.

It is important not to confuse measuring progress with performance management.  This measurement is primarily for the benefit of the organisations who are responsible for delivering the plan and helping them to take corrective action.  The measures may be similar but good progress monitoring should enable organisations to avoid adverse performance management assessments.

Tools for measuring progress

There are a variety of approaches which can be used to measure progress towards goals.  These include trajectories, traffic lights, balanced scorecards etc.  The knowledge base contains guidance on using a number of these.  The balanced scorecard is especially useful where there are a number of interlinked goals that need to be achieved rather than a single target.