Building Workforce Capacity & Capability in Residential Aged Care Facilities (HWA-RFP/2011/003)

1. Aged Care Workforce Reform Request For Proposal Information SessionThursday 19 January 2012, 2.30 - 3.30pm Building Workforce Capacity & Capability in Residential Aged Care Facilities(HWA-RFP/2011/003)

2. Information session outline Session 2: Thurs 19 January 2.30 – 3.30pm • Rules and conduct of the Webinar Information session (1 hour) • Webinar scheduled for 1 hour • 0  -  25min   Webinar conduct & HWA presentation • 25 - 45min   Q&A session questions submitted prior • 45 - 60min    Open Q&A items posted during Webinar. • All participants on mute for first part • Posting questions – via the control panel. • Recorded & lodged on HWA website afterwards • If you log out by mistake: revisit registration confirmation email

3. Agenda: RFP 003 General issues for health and aged care reform across all four Request for Proposals (RFPs) Issues specific to this RFP Access to video-recording of the sessionQ&A on HWA Aged Care Workforce Reform webpage

4. Request for Proposal (RFP) • You have expressed interest in HWA -ACR -RFP 003 • General: all proposals required by 17 February - submit completed template (Section 3 of RFP) • Information provision will continue via FAQ section on website • Workforce focus; aged care irrespective of setting; not a service design project • Themes: represent major pressures on system + evidence for workforce change

5. General Health & Aged Care workforce issues Strategy: use our current workforce more productively for more accessible and responsive services; drive large scale adoption Overcome Poor uptake of evidence ; not built on lessons of the past Trying to put service evidence in place with rigid old workforce structures Think differently about way we design and use workforce: paradigm shift Single role workforce projects with limited scope to affect large scale change Silos of action across boundaries Disconnected / duplicated work across client journey Not reorienting successfully to wellness, early intervention, primary health care Implement evidence of what works – CfOP project + jurisdictional initiatives + international evidence;- mostly known what we should be changing; - barriers to how we mainstream change (policy: industrial, funding)

6. RFP: Implementation projects Broad requirements: • Work backwards from client needs (access & responsiveness) • Comprehensive package of change (all workforce in theme) reflecting systems change • Must be competency-based redesign of roles v. traditionally allocated work • changes to workforce skill mix, configuration and deployment • Focus on capacity of assistants & generalist staff to drive full scope of practice in other groups • Internal - Partnering arrangement reflecting continuum of care • External - Capacity building: leadership for change + knowledge management in your RFP group

7. Project management Funding agreements: three-stage approach to implementing evidence of redesigned workforce models Stage 1 – Setup: three to six months to set up the evidence based and agreed model for implementation and evaluation framework against set criteria in the RFP. Stage 2 – Implementation: implement and monitor the model for at least ten months. Stage 3 – Evaluation structured evaluation process that HWA will develop in partnership with the organisations for common and specific outputs and outcomes (will include use of Impact Assessment Framework, Investment Logic Standard ).

8. How do we expect you to work together? Work closely with HWA via a variety of mechanisms to achieve optimal redesign and diffusion of knowledge Lead organisation for RFPs1-3: drive leadership for change, knowledge management, challenge and innovation to push the boundaries, performance/ process/ data & sustainability Internal partnering with your own stakeholders Attendance at up to three funded workshops for knowledge management and to drive shared redesign / reform approaches in your RFP group Capacity building - leadership for change and management development with HWA and partners Demonstration of sustainability beyond funding ; determination of what is required for large scale adoption

9. Anticipated outcomes & evaluation • Decreased pressure on system: avoidable Emergency Department presentations or GP visits • Population health : less episodes of deterioration or preventable age related conditions • Workforce productivity: whole net gains for greater number of services for same or less cost • Models of flexible workforce configuration (balance of professional/ support staff); • Workforce responsiveness: increased and continuous access to supply of right services, first time; • Workforce flexibility: models of workforce practice adaptable and flexible to future change; • Workforce supply: sustainability factors (measured for net cost and cost effectiveness).

10. Location of Evidence • Throughout the RFP references to sources of evidence used in Workforce Innovation: Caring for Older People program (CfOP) 2010-11 • CfOP: de-identified draft reports pre- RFP. Full availability post contract negotiation • Your RFP group knowledge management • CfOP Wrap Up Event 23/24 Feb 2012 : www.hwa.gov.au/cfop-event

11. HWA RFP – ACR – RFP 003

12. Specific workforce redesign (RFP 003) Systems approach to reform & reorient to Healthy Ageing Functions, evidence based practice and competencies mapped across client journey/ key services – drive fit for purpose redesign for all workforce Competencies based approach to redesign skill mix, configuration of roles and deployment of RACF staff, GP teams (particularly role of Practice Nurses) and AHPs including pharmacists and support staff at four levels Full and/or expanded scopes of practice for support and care workers, Assistants in Nursing (AINs) and Enrolled Nurses (ENs) with remote support mechanisms (+ focus on generalists); release clinical staff for full scope of practice High performing, virtual inter-disciplinary team across boundaries to optimise collaboration between RACFs and General Practices and other community health service providers Harnessing role of volunteers and family/ carers

13. Enablers (RFP 003) • Enablers - local: • skillsets enhanced by delegation, protocol-driven care, review, monitoring and supervision practices; • e-health technologies to connect / supervise; • agreed EB care pathways/ roles across transition points • ‘fit for purpose’ training , consistency of that training, and ongoing education to support continuous improvement (this relates particularly to the Cert III and IV level training- RTO partnerships); • competencies in the application of a wellness model; self efficacy training for clients & workforce; mental health/ behaviour management • application of evidence based practice and research. • Enablers - systems: foreshadow industrial & funding policy changes

14. Using competency-based redesign • Framework designed for ‘whole of workforce’ approach • Common core competencies at transition points • Capture productivity benefits flowing on from any workforce change • Four levels of competence across all service elements to increase access & responsiveness • Core support • Advanced / technical support • Clinical • Advanced / expert clinical

15. Example only Levels : 1 awareness; 2 identify ; 3 interpret and analyse; 4 strategise; 5 leadership; 6 policy and planning

16. HWA RFP Information Session • Posted questions pre- webinar • Your questions posted during the information session • Q&A on webpage - per specific RFP HWA_ACR_RFP2@hwa.gov.au, or - general acwr@hwa.gov.au