Rebecca Hirst from Telford and Wrekin talks learner engagement and updating their LMS Ollie

1. Rebecca Hirst, Learning & Development Facilitator
Telford & Wrekin Council
Ollie

2. Our workforce Strategy
At Telford & Wrekin we have a new workforce strategy linked to
workforce planning and are using this to equip employees with skills to
work in different ways.
Our LMS is a critical part of that journey and is part of our L&D success
story.
Through the changes we are making in light of the focus on L&D we
have taken the opportunity to review the LMS and ensure it supports
the learners and the organisation on our journey.

3. The Challenge We found there were a number of key
things we needed to review and ‘get
right’ around the main themes of:
• Increase user engagement by
making Ollie easier to navigate and
‘cleaner’
• Cleaning up the site
• The ability to produce accurate
reports with minimal editing

4. <The Solution>
We have refreshed the site and made it cleaner and more straight forward
to navigate. We have achieved this by:
• Removing all but 3 key buttons on the homepage
• Moving courses to categories to enable learners to see what is on
offer with matching icons for the courses
• Used certification to create a programme for essential learning that
must be completed every 2 years
• Auto enrolled learners on this programme to make it easier for to
complete their required learning
Learner engagement

6. Cleaning up the site
- Reduced number of frameworks
- Removed duplication of positions
across frameworks
- Renamed for clarity
- Identified and corrected those in
incorrect position frameworks
• Considered reporting and ease of use for administrations when creating new
external hierarchies
• Cleaned up position frameworks
• Removed all leavers
• Closed off account that haven’t been
accessed in past 12 months
• Removed all duplication from external
hierarchies

7. • Archived all face to face courses with
no events
• Archived all face to face courses that
will not run again for at least 12 months
• Archived eLearning courses that are
out of date or not used
• Ensured that at least the top 100
courses used are ADAPT and put plan
in place to convert any AT courses
• Ensured all courses have short succinct
overview with plan to get better at
writing ‘more engaging’ course outlines
to make them more appealable
Courses

8. Reports/data
• Data cleanse and cleanse of course has helped with reporting which is
why we felt this was important
• Monthly reports provided to ‘performance board’ to review face to face
and eLearning completions on month by month basis
• Review data from CRM to look for trends that may need addressing
through site changes, training or engagement
• Monthly performance monitoring to ensure training needs for
administrators identified and quality of data remains good
• Year end reporting to identify ROI based on investment over past 12
months

9. The Results• This is still ‘work in progress’ for us
and we have just asked Learning Pool
to support our data cleanse following
the introduction of a new HR system
• We now have a Development board to
ensure we contain to move forward
and constantly review the LMS
• We are receiving positive feedback
from the learners and managers

10. The results speak for themselves
Through our end of year review we have identified:
● Face to face course completions
- In 2017/2018 we had 8,865 face to face courses completed, this rose to
10,614 for the year 2018/2019 and we are not at the end of the year yet!
- This is an approximate increase in face to face course completions of
1749
● eLearning completions
- In 2017/2018 we had 11,633 eLearning completions. This has risen to
16,933 by 14.3.2019 for the year 2018/2019
- This gives us a massive increase in eLearning completions of 5,300