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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

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Workforce development and real skills

Workforce development andReal skills


What is workforce development
What is workforce development?

  • Right people

  • Right place

  • Right time

  • Doing the right thing


Planning process
Planning process

  • Plan future services

  • Analyse current workforce

  • Workforce competencies

  • Assess future workforce

  • Recruitment and Retention

  • Organisational Development


Planning process1
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
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
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
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
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
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
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
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
Real skills

  • Working with service users

  • Working with Maori

  • Working with families/whanau

  • Working with communities


Real skills1
Real skills

  • Challenging stigma and discrimination

  • Law, policy and practice

  • Professional development


How will it be implemented
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
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
At national level – end of implementation transition phase

  • Requirement in national service framework

  • Take opportunities to implement via professional bodies standards


Since the framework
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
Te Pou’s role

  • Facilitate

  • Lead

  • Link

  • Enable

  • Train

  • Supervise/mentor

  • Advise

  • Evaluate


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