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Workforce development and Real skills

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

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  1. Workforce development andReal skills

  2. What is workforce development? • Right people • Right place • Right time • Doing the right thing

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

  4. 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

  5. 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

  6. 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

  7. 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

  8. 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

  9. Benefits • Common language, shared understandings • Affirms best practice • Better transferability • Complements HPCA Act • Effective workforce development (underpins all areas)

  10. 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

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

  12. Real skills • Working with service users • Working with Maori • Working with families/whanau • Working with communities

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

  14. 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

  15. 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

  16. At national level – end of implementation transition phase • Requirement in national service framework • Take opportunities to implement via professional bodies standards

  17. 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

  18. 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

  19. Te Pou’s role • Facilitate • Lead • Link • Enable • Train • Supervise/mentor • Advise • Evaluate

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