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Aboriginal Traineeships in an Acute Allied Health Setting

Aboriginal Traineeships in an Acute Allied Health Setting. Presenter: Josie Kitch Hospital: Centauri. Josie Kitch, josie.kitch@fmc.sa.gov.au (08) 8204 4048. KEY PROBLEMS. Need for new workforce roles in Health due to national skills shortage and ageing workforce

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Aboriginal Traineeships in an Acute Allied Health Setting

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  1. Aboriginal Traineeships in an Acute Allied Health Setting Presenter: Josie KitchHospital: Centauri Josie Kitch, josie.kitch@fmc.sa.gov.au (08) 8204 4048

  2. KEY PROBLEMS • Need for new workforce roles in Health due to national skills shortage and ageing workforce • Health care with cultural knowledge and senstitiviy limited for the Aboriginal population • Creating an entry point into the health system for young Aboriginal people • Increase ratio of Aboriginal staff in line with Health Service Agreement and State targets

  3. INNOVATIONS IMPLEMENTED • Development of Aboriginal traineeship role • Development of clear duties at traineeship level • Prior to trainees on board – appropriate cross-cultural and supervisory training for AH workers • Comprehensive orientation for trainees that was culturally senstive • Development of mentorship roles, both internal and external • Development of links with vocational agency

  4. RESULTS • Final evaluation occuring now but preliminary evaluation in May 2007 showed: • 100% saw induction/orientation program helpful • 100% found mentoring and support systems beneficial • 80% found value add of trainees occurred in last month of department time – longer department periods would be more beneficial. • Timing of subjects and work experience needs further refinement • Greater benefit for departments at end of traineeship as contributed more to department work.

  5. HOW WE DID IT • Detailed discussions with DH Workforce Unit and pilot plan submission to DH in July 2006. • Grant to support came through in August 2006. • Submission to Management Executive re: project and funding arrangements – basically cost neutral/ • Planning and preparation from July to November. • Recruitment October and trainees commenced Nov 2006.

  6. Key Success Factors • Time taken to discuss roles as an AH group • Structured training of AH staff • Structures orientation program • Targeted and pragmatic cultural awareness training • Mentorship program • Cultural links with Aboriginal Health Unit

  7. LESSONS LEARNT • As Cert 111 not available in Adelaide the distance learning very problematic for the trainees – we plan to continue the program once training site in Adelaide confirmed. • Male mentor for male trainees would assist reduction of cultural barriers • Recruitment processes need to be refined for this group as not cognisant with usual recruitment practices and were easily intimidated by process.

  8. Future Plans • Broaden and strengthen AH assistant role in FMC – three pronged approach • 1. Aboriginal traineeship in AH assistant roles and also Admin roles • 2. Multi-D assistant roles – currently on in ANCER unit, developing Aged Care Assistant roles • 3. Increased FTE in discipline specific Assistant roles across all disciplines.

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