workforce development #vaada13
Post on 22-Nov-2014
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Workforce Development
It is practical and it is real
“Workforce Development is a multi-faceted and multi-level approach to supporting and sustaining effective AOD work practice.”
NCETA 2010
Multifaceted
1. Improve responsiveness to service delivery
2. Enhance quality of services delivered
3. Sustainability.
Different Levels to Workforce Development
Systems
Organisations
Workplaces
Teams
Individual
Improving the quality of service delivery
EDUCATION AND TRAINING PRACTICE FRAMEWORK ANNUAL PROFESSIONAL DEVELOPMENT AND REVIEW (PDR) PROCESS
1 Orientation Training
2 Operational Training
3 ReGen Min Standards within two years (Based on Victorian AOD standards?)
4 Clinical or Managerial Leadership Training
Online orientation training
Induction Checklist
Two Week Orientation Meeting and Site Visits
Operational development as required including:
· OHS First Aid, Fire training Information and Communications Technology
· Equal Opportunity
4 Core AOD Units plus relevant qualification
CHCAOD402B: Work effectively in the AOD Sector
CHCAOD406E: Work with clients who are intoxicated
CHCAOD408B: Assess needs of clients with AOD issues
CHCAOD510B: Work effectively with clients with complex AOD issues
3 Dual Diagnosis Competencies
CHCMH401A: Work effectively in mental health settings
CHCMH504E: Provide a range of services to people with mental health issues
CHCMH408C: Provide interventions to meet the needs of consumers with AOD and mental health issues
Leadership Training
Advanced Diploma in Management
Diploma of Alcohol and Other Drug Work
Topic Specific Training e.g. supervision training, advanced counseling and trauma.
MANAGER’S ROLE IN THE LEARNING PROCESS Work plans and regular Supervision (individual and group)
Clinical Review
TEAM BASED LEARNING Participate in monthly team meetings, quarterly staff meeting and staff action group.
RESEARCH Literature review of research and evidence based practice
CONTINUOUS IMPROVEMENT
EXTERNAL RESEARCH DISSEMINATION Disseminate research findings to sector - both nationally and internationally
REVIEW
Clinical Governance
Pre and Post Tests
Longitudinal surveys
DD Cat Audit
Evaluation – Student and Manager
Monthly site survey
Annual Employee Survey
Improving Responsiveness to Service Delivery
Dual Diagnosis
Sustainable Workforce• Flexible Working Hours
• RDO – 19 Day month
• TIL
• 48/52
• Working from home
• Phased retirement
• Job share
• Off site employment
Key Elements• Commitment to evidence based
practice
• Industry based E&T
• Educationalist/Clinicians
• Integrated Services – Education and Training – Clinical and HR
• Clinical Governance
Future Directions• Service User Representation
• First Aid and Suicide Assessment and Response training
• Advanced clinical skills training • Workforce development strategies - families
and CALD
• Partnerships - elderly, aged care services, forensic clients and Indigenous Australians
• Develop smart responsive services
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