National Learning Management System NLMS Project Update Louise

National Learning Management System (NLMS) Project Update • Louise Frost and Jane Daly • ESR Benefits Realisation Manager and North Central London Account Manager • 24 th January 2008 1 World-class People Management for a 21 st Century NHS

Agenda • • • 2 Project Background NLMS – How will it work? Implementation elearning Content Questions World-class People Management for a 21 st Century NHS

Agenda • • • 3 Project Background NLMS – How will it work? Implementation elearning Content Questions World-class People Management for a 21 st Century NHS

What is ESR? • Electronic Staff Record • Replacing HR and payroll systems in England & Wales • Joining up employee data to reduce duplication and streamline processes • 12 waves: April 2005 - April 2008 • On time and on budget! 4 World-class People Management for a 21 st Century NHS

Composition of ESR Data Warehouse - Central Reporting ESR Core Solution Standard Interfaces Local Reporting Recruitment Core HR Payroll App. Quick Entry App. Management Mass Interview Inter-Authority Transfers Employee administration Processing Data Capture Absence Pensions Travel & Expenses (New Hire –Changes -Termination) Employee Relations Training Administration & Talent Management Bank Administration Employee & Manager Self Service Work Structures [Create – Location > Organisation > Position] Security Underpinned by ESR National Business Processes 5 World-class People Management for a 21 st Century NHS e-Recruitment NHS Pensions Agency Inland Revenue BACS Occupational Health Time & Attendance e-KSF NHS National Directory General Ledger

Compelling Need for a National LMS • e-Learning for Healthcare requires a solution for deployment of elearning content to NHS staff • Connecting for Health requires a national LMS for delivery of training strategy to in excess of 600, 000 users • Increasing number of NHS organisations purchasing stand alone e-learning applications • Link elearning completed to employee ESR training & competence record 6 World-class People Management for a 21 st Century NHS

The NLMS Solution • Enables the delivery of national elearning content to employees • Enables the delivery of local elearning content to employees • Employee portable training record updated • Provided at no cost to NHS organisations 7 World-class People Management for a 21 st Century NHS

The NLMS Solution (cont’d) • • • 8 Utilises extended ESR OLM module Integrated with core ESR solution Ensures security of ESR core application Enables remote access to elearning content Scope: elearning will be available to all employees with a staff record on ESR World-class People Management for a 21 st Century NHS

Agenda • • • 9 Project Background NLMS – How will it work? Implementation elearning Content Questions World-class People Management for a 21 st Century NHS

elearning Architecture • All elearning functionality will operate on a separate server which is linked to the core ESR application: – N 3 users are redirected seamlessly to ‘play’ an elearning course if accessing at work (within the N 3 network) – Remote access users access directly onto the separate server • elearning content will not be hosted on the ESR NLMS – content providers (local and national) will need to organise content hosting arrangements 10 World-class People Management for a 21 st Century NHS

elearning Architecture Key Points: i. All elearning activity takes place on elearning server Elearning content server(s) ESR Elearning functionality Interface ESR Core Application N 3 Environment (at work access) Remote access elearning users 11 elearning users accessing at work World-class People Management for a 21 st Century NHS ii. Interface ensures training history in ESR is updated with elearning completed iii. Architecture safeguards employee data in core ESR application

Agenda • • • 12 Project Background NLMS – How will it work? Implementation elearning Content Questions World-class People Management for a 21 st Century NHS

New ESR URPs • Two new Employee Self Service User Responsibility Profiles (URPs) will be added to ESR for the purposes of staff accessing elearning. These will be in addition to the existing Employee Self Service URP. Employee Self Service elearning URP (URP ‘a’) Employee Self Service Training URP (URP ‘b’) Full (existing) Employee Self Service URP (URP ‘c’) Employee access only to self enrol on, or ‘play’ an elearning course Employee access to the ‘learning’ area of employee self service (includes enrol on classroom based course etc in addition to elearning) Full access to all employee self service functionality Can ‘play’ elearning content Can not ‘play’ elearning content – use URP a Can not ‘play elearning content – use URP a Accessible remotely NOT accessible remotely NB – on URP ‘a’, an employee cannot enrol on an elearning course which requires managerial approval; this activity needs to be completed in URP ‘b’ or ‘c’, if applicable. 13 World-class People Management for a 21 st Century NHS

Implementation Model 1 • For NHS organisations wishing to provide only national elearning content to staff: – Provide either the new elearning (URP a) or training & elearning self service URPs (a & b) to staff – Staff can access ESR national elearning course catalogue – Not essential for OLM module to be fully deployed locally – Local reports on user progress can be generated from general HR ESR user responsibility profiles such as : • HR Administration • HR manager • Learning Administration • DISCO Ad-hoc 14 World-class People Management for a 21 st Century NHS

Implementation Model 2 • For NHS organisations that wishing to make national and local elearning content available to staff: – The local implementation of OLM is required to enable local course content to be added to local course catalogue – Provide either the new elearning (URP a) the training & elearning self service URPs (a & b) to staff – Employees will have access to both national and local training content – Support for OLM implementation through ESR Benefits Realisation Team 15 World-class People Management for a 21 st Century NHS

Remote Access • Remote access will: – Use the elearning self service URP (a) to enable remote self enrolment & playing of courses – Be available to use with both implementation models 1 and 2 • Remote access will require the following: – A local one-off approval process for employees to be granted remote access – elearning content will need to be hosted on internet facing servers for remote access • Important notes: – Remote access will only provide functionality to elearning users to enrol on and play an elearning course – No further ESR functionality will be accessible remotely 16 World-class People Management for a 21 st Century NHS

User Education • No new classroom courses for training administration staff are required as elearning functionality a straightforward extension of OLM • ESR training materials will be updated to include elearning functionality • End users/learners – training not required as web based 17 World-class People Management for a 21 st Century NHS

Timescales • Solution development complete by end May 2008 • Pilot from June – August 2008 • Available to NHS from September 2008 18 World-class People Management for a 21 st Century NHS

Agenda • • • 19 Project Background NLMS – How will it work? Implementation elearning Content Questions World-class People Management for a 21 st Century NHS

elearning Content • Content will be hosted by content providers • Standards/requirements to ensure content compatibility will work with NLMS due February 08 • The content server ‘set up’ will be the responsibility of the content provider (e. g. adapters that will need to be installed on the content servers) • Content Governance Group established to manage national content provision • NLMS does not include software for elearning content authoring 20 World-class People Management for a 21 st Century NHS

Questions? 21 World-class People Management for a 21 st Century NHS