This document discusses Somerset County Council's implementation of an electronic learning platform called The Learning Centre using the Totara/Moodle software. It outlines the key drivers for the project, which were to consolidate multiple learning systems into one solution for 5000 employees. The document describes the timeline of the project from initial discussions in 2013 to a pilot launch in March 2014 and full launch in April 2014. It provides details on communication strategies, management engagement activities, and early adoption rates. Finally, it outlines future enhancements planned for The Learning Centre such as appraisal functionality and skills registers.

1. Finding Solutions
Somerset County Council
and The Learning Pool
Hugh Griffith
Head of Organisational Development
Somerset County Council

2. Starting Point Tell me and
agree with
me what is
expected of
me
Allow me to
do my job
Tell me how
I am getting
on
Reward me
according
to my
contributio
n
Give me
guidance
and training
where
needed

3. Five Principles
Setting and recording expectations
Giving people the opportunity to deliver
Giving people necessary feedback
Guidance and training
Recognition and reward
Surely someone out there has an electronic
solution to deliver all of this together for 5000
people!!!

6. The issue
•Too many options
•Too many systems
•None do it all under one solution
•All have something in
common………Totara / Moodle

7. Right Place, Right Time…..
• PPMA conference 2013, Bristol
• Initial discussion and follow up meeting –
start to see the scope for gradual
development to provide the complete
electronic package
• Contracts signed in August 2013

8. High Level Timeline
• Development (Sept, 2013 – Feb, 2014)
• Pilot (Mar, 2014)
• Launch (April, 2014)

11. Pilot (March, 2014)
• Access granted to management tier during pilot phase
• Demonstrated capabilities and engaged with key
individuals
• Created plans for short/medium term

12. Launch (April, 2014)
Communication
•Email, posters, pull up banners, in-house media, LP promo
items etc
Management
•Challenge – content requests, first log on challenge,
completions challenge etc
•Senior Leadership Driven
Organic Growth
•“WIIFM”….demonstration of example modules
•Within a month over 50 requests for service specific modules

13. The Learning Centre – The
first 8 months
• Designed 4 Course Categories: Join / Learn / Develop /
Grow.
• In excess of 230 modules in TLC: approx 50% self-authored.
• Other Programs in TLC: MDP / Future Managers
Programme / Organisation Development Area / Information
Technology Area / Social Care Modules.
• View/Upload/Change Job Assignments to TLC.
• Developing use of Forum, Classroom Connect,
Appraisals, Internal ‘social network’ etc

16. The Learning Centre Communication
and Engagement Strategy
• Continual reinforcement of message and offer
• Staff encouraged to submit course ideas – what they
want to learn.
• Module of the month/ module release dates.
• Use reporting functionality to understand levels of
usage in varying business areas to help future
engagement plans.
• Clustering of modules to fit specific job roles

17. The future
• ADAPT
• Classroom Connect.
• E-Appraisal (January 2015)
• Skills & Talent Register
• Social Media links
• Auto log-in
• Member’s Portal
• Use of ‘flip book’ style communications and learning
• Sponsored programs of learning (Penna, EDF, ILM)