Workforce development

andReal skills

What is workforce development?

Right people Right place Right time Doing the right thing

Planning process Plan future services Analyse current workforce Workforce competencies Assess future workforce Recruitment and Retention Organisational Development

Planning process Labour markets Education and training supply Address gaps/issues National planning includes projects to

address Gaps in research and evaluation Infrastructure to support wd

Lets get real New name for the core competencies

project Youth-orientated language A challenge to the sector Key project for all of workforce

development

International and local context England, Scotland, Australia, US all

developing values-based mental health capabilities

Adapt and pilot UK tools and training approaches

New Singapore work drawing on NZ methodology

Midland common capabilities

How the framework was developed – 2.5 years in the making!

Literature review Environmental scan – earlier and

emerging work Sector meetings Draft Real Skills Workshop and feedback Further development of draft Real Skills

What is does Documents essential knowledge skills and

attributes All people working in mental health and

addiction services Based on service user and family/Whanau

need

Benefits Common language, shared understandings Affirms best practice Better transferability Complements HPCA Act Effective workforce development

(underpins all areas)

General feedback from sector on development Values and attitudes Engagement, and therapeutic relationships Trauma and abuse history Whole of life developmental approach Include skills focus Community focus Be practical

How the Real Skills work Core values and attitudes Seven skills Three levels Links to current frameworks e.g. HPCA Act,

KPIs, NSF

Real skills Working with service users Working with Maori Working with families/whanau Working with communities

Real skills Challenging stigma and discrimination Law, policy and practice Professional development

How will it be implemented Develop and pilot tools and guides e.g. for

reviewing education programmes, use in performance appraisals

Phased implementation plan Current workforce Developing education and training – the

future workforce Linked to national training plan

At local level – embed in Undergrad and other education and

training incl skills matter, ‘key worker’ training, CLIMATE MH e-learning

Recruitment and other HR practices Orientation packages Performance management Professional development

At national level – end of implementation transition phase

Requirement in national service framework Take opportunities to implement via

professional bodies standards

Since the framework…. Awareness raising Development and testing of enablers Implementation plan Development of ‘real skills plus’ – child and

youth and Sei Tapu Some implementation already underway

Next…. Produce enabler resources for sector Target training (Managers are a priority) Take opportunities to implement Embed in practice Keep raising awareness Build into recruitment, orientation,

leadership development, professional bodies

Te Pou’s role

Facilitate Lead Link Enable Train Supervise/mentor Advise Evaluate