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The Use of Business Intelligence
Dashboards in Vocational
Rehabilitation
An Illustration of the Approach Taken by the
Alabama Department of Rehabilitation Services
Michael S. Quinn, M.H.S.
Program Evaluation Coordinator
ADRS Commissioner’s Office
Montgomery, Alabama
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MESSAGE
MEDIUM
Part II
Can you see a difference between typical
reporting and the dashboard example given?
What do you think about
Part III the approach that was
taken toward transparency – aka. Everyone can
see everyone else’s stuff?
1999-
2007
2009
2010
2011
AWARE (web based case management application)
Development Complete
ADRS elects to maintain and develop the AWARE
application locally
“SMILE” enters everyday use by ADRS
VR Counselors
Data regarding VR Services and Activities accumulate within
ADRS Databases – the Foundation of Reporting
FY 2012
1999-
2007
2009
2010
2007 RSA 107 Review
VR Admin & IT Staff
begin to look at Business
Intelligence options
2011
FY 2012
1999-
2007
2009
2010
2011
New Commissioner
Redefined Program Evaluation
Position to include the
Coordination of Business
Intelligence
Staffed this Position
FY 2012
1999-
2007
2009
2010
2011
FY 2012
Federal Stimulus Funds
SharePoint 2010 &
PerformancePoint Selected
and Purchased
Groundwork Development
of Metrics and Key
Performance Indicators
Designated BI Position
in Computer Services
1999-
2007
2009
2010
2011
VR Dedicates a Subject Matter Expert to the BI Team
Technology & People in Place…
Development of Data Warehouse and a first
“Cube” Data Source
True Dashboard Implementation Begins
FY 2012
1999-
2007
2009
2010
2011
FY 2012
VRBI Site with “Operations
Dashboard” Released
2012 RSA 107 Review
ICI Award Enables
Further Development
of BI Resources as a
Performance
Management Tool
2nd Generation
Dashboard Released
FY 2013
2014
2015
2016
2017
FY 2018
Two new Dashboards Made Available
Created a VRBI Notification Center to identify Concerns and
Gather Staff Feedback
Working with ICI to Provide “Demand-Side” BI Resources to VR
Counselors and Job Developers
Part IV
The Philosophy we have Adopted:
Selection of Performance Measures:
•Insist on outcome measures focused on the real mission
•Show people how they play a direct part in the achievement
of the mission (ex. of RSA indicator “roll up”)
•Tell the story of performance with as much context possible –
be fair, an alignment of resources may be necessary.
•Performance over Punishment
•Dashboards should create dialogue
•Transparency is essential – these are shared knowledge
resources
The Philosophy we have Adopted:
The Message to ADRS Staff:
•We’re getting rid of information inequities
•We trust you with this information and expect that you use it
•We are all accountable at every level
•By sharing the agency’s knowledge resources we are investing
in your professional development
•Collectively, we’re smarter…
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