NGO workforce development
description
Transcript of NGO workforce development
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NGO workforce development
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Blueprint II• Outcomes-oriented population with
life course approach • Systems of care: people-centred,
timely, responsive and relevant
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Strengthening the Workforce• Sufficient numbers• Appropriate capabilities• Reflect population• Appropriate education,training &
supervision • People are valued & supported• Jobs are rewarding
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Competencies• Working in partnership with service
users & whanau• Cultural competence• Wellness planning• Brief psychological therapies or MI• Trauma informed service delivery• Work collaboratively
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Priorities – some themes• Enhancing understanding of service
user perspective – service user led training
• Co-existing problems- mental health, addiction, intellectual disability
• Building capability to respond to physical health issues
• Supporting self management & recovery
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Priorities – some themes• Support for work, housing, social
inclusion• Use of information• Measures for quality and productivity• Embed Let’s get real• National workforce plan
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The next wave - 2020• Doubling demand 30-40% increase in
resource• Prevalence for mh not necessarily
increase yet likely for addiction• Double access to more balanced mix
of population
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What’s ahead• Workforce centres
◦ Joint planning◦ Specific population activities
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How do we do this?• Identifying opportunities for shared
work• Context of organisational
development◦ Why, what and how?
• Opportunities for collaborating and partnering
• National, district and local approaches
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Collaborating ContinuumCoexistence Communication Cooperation Co-ordination
and Collaboration Partnership
Self Reliance
No formal communication
Policies & services developed in isolation
Autonomy emphasised
May have common concerns
SharedInformation
Informal meetings e.g. web exchanges
Irregular exchange of practices
Autonomy retained
Getting together on common interests
SharedResources
Formal e.g. face-to-face meetings
Regular exchange of staff, info, practices
Autonomy reduced
Getting together on common projects
SharedWork
Sharing on a regular formal basis
Regular exchanges & specific undertakings
Autonomy further reduced
Working together on shared projects
SharedResponsibility
Formal partnerships
Working together to common goals
Shared policies & or practices and work plan
Shared risks and benefits
Balancing organisational and partnership interests
Adapted by Trish Hall, Thought Partners from: Eppel, E.; Gill, D.; Lips, M.; Ryan B. (July 2008). Better Connected Services for Kiwis. Institute of Policy Studies, Victoria University of Wellington.
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Mid Central approach
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Strategic Areas
Workforce DevelopmentLet’s get real and Co-existing Centralised learning and development Problems Project integrated calendar Supervision MidCentral Community Workforce Survey Career Pathway Three year workforce development plan
Sector DevelopmentStepped-care continuum Integration with hospital based services Shared-care plans Shared-care arrangements
Organisational DevelopmentOutcome measurement Service evaluationInformation-system planning Back-office supportEthical decision framework Participating in design of contracts
Leadership DevelopmentInfluencing policy Change managementCollaborative practice Recognised leader
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Workforce planning• Right people• Right time• Right place• Doing the right thing• Promote natural
supports
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How do we develop our workforce and services?
◦ Plan future services◦ Analyse current workforce◦ Workforce competencies◦ Assess future workforce◦ Recruitment and retention◦ Organisational development◦ Labour markets◦ Education and training supply◦ Address gaps in research and evaluation
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What do we have?• PRIMHD information• KPI information• Outcomes measurement tools• Let’s get real• Evaluation data & information• Service user and staff satisfaction
survey• Stakeholder feedback
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What doesn’t get measured doesn’t get managed
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What will success look like…?• Let’s get real• Rising to the Challenge• ………..
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Strengthening the Workforce• Sufficient numbers• Appropriate capabilities• Reflect population• Appropriate education,training
& supervision • People are valued & supported• Jobs are rewarding
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Competencies• Working in partnership with service
users & whanau• Cultural competence• Wellness planning• Brief psychological therapies or MI• Trauma informed service delivery• Work collaboratively
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