0 i /',]rr, z Write a Draft Communication and Education plan Develop a communication and education plan to be used in conjunction with the change management project plan. This plan should show how the...

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0 i /',]rr, z Write a Draft Communication and Education plan Develop a communication and education plan to be used in conjunction with the change management project plan. This plan should show how the change will be managed, including the provision of information to staff about the proposed changes and benefits. Ensure that the strategies you develop are designed to promote the benefits of change to staff and to reduce the likelihood of a negative response/adverse outcomes. Your communication and education plan should also show the reporting process to senior management, which will be required on a regular basis. Use the Communication and Education Plan Template to guide your work. Name the document accordingly. This document is Communication and Education Plan Template. It is part of the supporting assessment resources for Assessment Task 2 of BSBINN601. Samson Media Communication and Education Plan Audience Key message Delivery method Frequency and duration of session (if applicable) Location BSBINN601 Lead and Manage Organisational Change Vocational Training Institute RTO 41111 CRICOS 03487C Page 1 of 1 Version: October 2019 v1.0 © J&S Learningwork 2018 This document is Change Management Plan Template. It is part of the supporting assessment resources for Assessment Task 2 of BSBINN601. Samson Media Change Management Plan Note: delete the prompts under each heading before submitting your plan Introduction Provide background, link to strategic goals and other changes Project Sponsor This person leads the change project and is accountable for ensuring the project and change plan are implemented Project Objectives Detail what the project will achieve. Change Objectives and Principles Provide details of: · What the change process will achieve · Principles that underpin the change plan · Ethical issues that need to be considered and how will the change plan will address them. Change Plan Elements What are the main elements in the change plan? [e.g. people/culture, systems/technology, documentation, positions/roles, process, skills] Each of these elements may require a particular focus in the change plan. Rationale for the Change · List the drivers and constraints for change. · What are the risks for the change process? Key Stakeholder Analysis Identify the key stakeholders and: · Analyse their response to the change [e.g. what will be their main concerns/fear, where is there likely to be support for the change]; · Identify their needs in terms of change management and consider the style of communication required [language style & level]; and · Identify the preferred media for communicating or consulting with them about the change [e.g. sessions involving dialogue about the changes, newsletters, briefings from project team members, frequently asked questions]. Assessment of Readiness to Change · Comment on the status of the change so far [e.g. is there a high level strategy in place that stakeholders are already aware of and committed to that provides a framework for the change]. · What elements might support the change [e.g. dissatisfaction with current processes; a workplace culture that supports change and innovation]. · Is there strong senior support for the change? Key Change Messages Identify 6 key messages to convey about the change process, being upfront about gains and losses. Consider: · What will be gained/lost for the key stakeholder groups in the change process; · The messages from the stakeholder perspective; · What will be their main concerns; and · Presenting changes in a positive light even whilst acknowledging loss. Identify Change Elements · Structures/Processes/Responsiblities/Resources/Timeframes/Performance Measures · Consider the need for particular change support structures [e.g. a change team, super users/specialists who are trained first and can support people in the workplace, involvement of users and key stakeholders at various stages, change champions in the workplace]. · Consider if there is a need for transitional arrangements to support and whether the introduction of the change process needs to be staged. · What will be the impact on workloads and how will these be managed? Develop Change Plan Develop a change plan including performance measures [how will you know the change plan is effective?]. Ensure the plan is adequately resourced. Actions Resource requirements Who When Performance Measures Reporting arrangements Identify and explain the reporting arrangements for the project. Consolidation · Ensure policies, procedures and performance measures reinforce the changes. · Remove organisational barriers to the change. · Reinforce how changes have provided benefits. Evaluation · How will the change be evaluated in relation to the achievement of the planned objectives? · How will the change management processes be evaluated – consider summative as well as final evaluations, how can you assess your change management strategies as you implement them? · How will the evaluation outcomes be circulated and promoted to stakeholders? · How will evaluation outcomes be used in other organisational processes? BSBINN601 Lead and Manage Organisational Change Vocational Training Institute RTO 41111 CRICOS 03487C Page 1 of 3 Version: October 2019 v1.0 © J&S Learningwork 2018