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It is clear who has the authority to take the e-Learning vision forward.
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The roles of participants and e-Learning leaders are clear with targets and processes in place.
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Those responsible for developing e-Learning understand the need for quick wins and can share their own experience with colleagues.
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There is an integrated project plan that pulls together the technical, behavioural and organisational aspects of e-Learning initiatives. All leaders work to the plan.
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The steps to developing effective e-Learning are planned and documented.
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Leaders model effective use of e-Learning by setting a good example of its use in the workplace.
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Leaders are aware of the National e-Learning Framework and know how to assess their progress against it.
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There are effective e-Learning networks across the organisation with representation from a cross section of staff. The networks feed into high-level decision making and also disseminate information to colleagues in planned and informal ways.
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The organisation has a process in place for reviewing its history of change initiatives and applying lessons learned.
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Sponsorship and support for e-Learning have been identified at the most senior levels within the organisation and this is clearly conveyed in words and actions.
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My organisation is aware of the Widening Participation agenda in the NHS and understands what this means for e-Learning services.
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