To Sum Up: A Gap Analysis

Current Challenges and Issues

Desired approach

Rationale

Relevant Sections

Programs delivered through many individual facilities

Programs delivered through smaller number of system partners with a greater number of outlets

• More efficient use of resources
• Greater market penetration/ more people with arthritis reached
• Wider geographic availability of programs
• Easier to sustain programs over time
• Easier to maintain quality control

1-1: Systems Approach and Effective Program Delivery

1-2: Identifying Potential System Partners

1-3: Marketing to System Partners

1-4: Securing the Commitment

1-5: Sustaining the Partnership

Reactive—programs are started wherever there is an interested instructor or facility

Proactive plan builds on knowledge of state/ community and gaps in service

More focused on where the biggest impact can be achieved

1-2: Identifying Potential System Partners

Unclear division of roles and responsibilities among those involved in the programs

Staff, program personnel and partner roles are defined and shared with those involved

• Less confusion
• Better utilization of human resources

1-4: Securing the Commitment

2-5 Resources for Retaining and Recognizing Program Personnel

Programs not sustained over time

Programs embedded into systems

More efficient use of resources over the long term

1-4: Securing the Commitment


1-5: Sustaining the Partnership

Non-affiliated instructors are trained

Emphasis on recruiting personnel affiliated with system partner

• Easier to sustain program instructors and trainers
• System partner may provide salary
• Quality control may be easier

2-3: Resources for Recruiting Leaders and Instructors

2-4: Resources for Training Leaders and Instructors

Staff are doers

Staff are facilitators/ catalysts/ brokers and relationship-managers with program personnel and organizations

• More efficient use of human resources
• Staff can share their workload
• Staff have more time to develop partners

2-5: Resources for Retaining and Recognizing Program Personnel

Limited infrastructure for developing and maintaining leaders, instructors and trainers

Ongoing nationwide management system to track and nurture program personnel

• Better retention of program personnel
• Improved utilization of volunteers
• Increased satisfaction of program personnel
• Improved bottom line

2-5: Resources for Retaining and Recognizing Program Personnel

Collection of accountability/ reach data and quality control are not consistently done or not a priority

Improved data collection that documents people reached

Improved risk and quality management mechanisms

• Improved program reach reports
• Greater ability to recruit major partners due to ability to demonstrate accountability
• Increased likelihood that quality, sustainability, fidelity and safety will be ensured

2-9: Resources for Monitoring Reach

2-10: Resources for Quality and Risk Management