The organization continues to There is some understanding Leaders have deep All staff are able to seek out and punish those of system contributions to understanding of system differentiate between involved in errors and harm. harm but there remains a contributions to errors and individual and systems issues There is no differentiation strong focus on individual harm and this is the of when holding individuals to between a systems contributions. learning but not shared by all account. Systems contribution and individual The organization has adopted staff. contributions are the focus of contribution to errors and a just culture approach but Some staff are being held learning and improvement in harm. has not yet implemented accountable to others for line with a just culture Culture is not measured. throughout. their behaviors that support algorithm. Middle managers have not organizational values and The environment is perceived been trained in use of a just responsibility for their actions. as just and fair by all staff. culture algorithm or other The model is not equally All staff understand their roles methods to investigate applied. and responsibilities and are events. Middle managers have been accountable to their Culture is measured every few trained in use of a just culture execution. years but little action occurs algorithm or methods to Culture is measured every as a result. investigate events. year and plans drawn up in Culture is measured year areas of concern that result in and plans drawn up in areas of action and improvement that concern although follow up is is reflected in improved varied culture scores. Just beginning Making progress Significant impact Exemplary Please provide a brief description of the type of data or other evidence you used to inform your choice: 8. Continuous Learning Continuous learning entails the proactive and real-time identification of potential and actual defects and harm. Where defects occur, learning also occurs and the defect is prevented from occurring again in the same or a different area of the organization.
The organization continues to seek out and punish those involved in errors and harm. There is no differentiation between a systems contribution and individual contribution to errors and harm. Culture is not measured. There is some understanding of system contributions to harm but there remains a strong focus on individual contributions. The organization has adopted a just culture approach but has not yet implemented throughout. Middle managers have not been trained in use of a just culture algorithm or other methods to investigate events. Culture is measured every few years but little action occurs as a result. Leaders have deep understanding of system contributions to errors and harm and this is the of learning but not shared by all staff. Some staff are being held accountable to others for their behaviors that support organizational values and responsibility for their actions. The model is not equally applied. Middle managers have been trained in use of a just culture algorithm or methods to investigate events. Culture is measured year and plans drawn up in areas of concern although follow up is varied All staff are able to differentiate between individual and systems issues when holding individuals to account. Systems contributions are the focus of learning and improvement in line with a just culture algorithm. The environment is perceived as just and fair by all staff. All staff understand their roles and responsibilities and are accountable to their execution. Culture is measured every year and plans drawn up in areas of concern that result in action and improvement that is reflected in improved culture scores. Just beginning Making progress Significant impact Exemplary Please provide a brief description of the type of data or other evidence you used to inform your choice: 8. Continuous Learning Continuous learning entails the proactive and real-time identification of potential and actual defects and harm. Where defects occur, learning also occurs and the defect is prevented from occurring again in the same or a different area of the organization.