602-06 AN ORGANISATIONAL START-UP AGENDA

Community Learning Development Resource 602 – 06

A START UP AGENDA – BUILDING A PRACTICAL UNDERSTANDING OF

ORGANISATIONS AND AGENCIES

 

SUMMARY

A framework to help a worker or agency find out about other organisations, workers and networks engaging in learning in the community and related work:

  •  To develop their networking and the potential for co-working and partnership
  • To build their knowledge and understanding of the work context and of the community
  • To build their database/portfolio of information
  • To build an agenda for planning and action.

 

 

FRAMEWORK FOR EXPLORING ORGANISATIONS, THEIR WORK AND THEIR CONNECTIONS

 
 

1.

  

  • Nature of the organisation / organisational setting and purposes and practice?
  • Nature of any worker activity, function/role, location, connections and contacts

 
 

2.

Nature of current client group – generic or specific, needs focused or provision focused?

 
 

3.

  

Profile of their current client group within the neighbourhood/community and in relation to learning in the community and regeneration target/priority groups

 
4. Current nature and purpose of their engagement with learners and their participation:

 

Social?                                             Educational?

 

Leisure & recreation?                   Needs-based?

 

Work-related?                               Community action?

Guidance and support?               Political activity?

 

Community provision?                 Age-related

 

Representation?                            Consultation?

 

Cultural?                                        Care-related?

 

Health-related?                             Commercial?

 

Statutory?                                        Voluntary?

 

Religious?                                       Other?

 
5.  

  • Links with other agencies, groups and organisations?
  • Networking and contacts – community role and connections – relationships with other workers/organisations

 
6. Potential to engage:

  • The organisation has a learning mission?
  • Is it a learning organisation?
  • An awareness of learning – what is the profile of learning within the organisation’s activities?
  • What is the profile of learning and learner expectations within their client arena?

 
7. Organisational and worker perception of role and mission:

  • Organisational commitment and capacity to engage in adult and community learning?
  • Organisational commitment and capacity to engage in community development work?

 

  • Worker ability and capacity to engage in adult and community learning?
  • Worker ability and capacity to engage in community development work?

 
8. Current activity, experience and engagement in:

  • adult and community learning?
  • community development work?

 
9. Readiness to engage in inclusion – possible contributions and potential capacity:

  • Engaging in adult and community learning?
  • Widening participation in adult and community learning?
  • Capturing the voice of non-confident learners?

 
 

10.

  

  • Barriers and constraints in relation to engaging with learners?

 

  • Barriers and constraints within the organisation?

 

  • Barriers and constraints in relation to networking and/or co-working?

 
 

11.

  

Organisation as provider of learning opportunities:

  • As a venue – a place to come to?
  • As a provider of learning opportunities?
  • As a supportive network for learners?
  • As a source of information and advice for learners?

 
12. Own needs – in order to make effective connections with another organisation Agency, group, service, etc.) and/or worker:

  • Information needs?
  • Advice and signposting needs?
  • Support needs?
  • Training and development needs?

 

 

 

PROMPTS FOR REFLECTION AND DISCUSSION

  • Use of the framework to analyse an organisation/the work of a worker – what issues need to be addressed in order to try to establish effective working relationships/co-working?
  • What does an analysis, using this framework, tell you about what you need to change within your own work or your organisation?
  • What other fields might be added to the framework?