Transcript Slide 1
Workforce development and Real 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