Representative Workforce Strategic Action Plan

Transcription

1 PROVINCIA L STRATEGY Representative Wrkfrce Strategic Actin Plan Overall gal: t be a diverse, culturally cmpetent rganizatin with a wrkfrce that is representative f the cmmunity we serve t prvide quality, client centred experiences t patients, clients, residents and families within the Saskatn Health Regin HOSHIN IMPROVEMENT TARGETS OBJECTIVES ACTIONS DELIVERABLES TIMEFRAME Phase 1 April 15- March 16 Phase 2 April 16- March18 1. Dmain: Leadership: recgnizes healthcare prviders, clinical and rganizatinal leaders, the gvernance bard, and the cmmunity share respnsibility fr and play an essential rle in the develpment and implementatin f cultural cmpetency activities, in setting plicy and strategy, and in mnitring rganizatinal perfrmance. Leadership must aspire t reflect the diversity f the cmmunity served. Organizatinal Create and sustain an envirnment f cultural cmpetency in Saskatn Health Regin thrugh systems that supprt representative leadership thrugh establishing leadership develpment plicies, prcedures and recruitment and training initiatives. Ensure SHR management plicies, prcedures, prgrams and develpment include cultural cmpetency fundatins in rientatin, training and standard wrk cmpnents. Prvide strategic planning supprt t recruit, train and retain diverse leadership by leveraging existing leadership initiatives Prmte Representative Wrkfrce and Cultural Cmpetency Plicy and cultural cmpetency training at new manager rientatin and ne-n-ne sessins with managers. Prvide Cultural Cmpetency training t leaders Identify pprtunities t integrate cultural cmpetency practices and activities. Supprt First Natins and Métis emplyees t enter int leadership psitins thrugh liaising, netwrking and skills develpment pprtunities Track the number f manager rientatins and ne-ne-ne sessins ffered thrugh RW cnsultants Cnduct fur Cultural Self Awareness wrkshp trainings sessins annually Prvide career path pprtunities fr First Natins and Métis emplyees Netwrk and liaise with current First Natins and Métis emplyees 2. Dmain: Integratin int Management Systems and Operatins Integrating cultural cmpetency thrughut all management and peratins activities f the rganizatin is an essential cmpnent f supprting the delivery f culturally cmpetent care. Reward Systems Incrprate cultural cmpetency Implement a reward and recgnitin versight mechanisms as standard prcess t recgnize individuals, wrk fr management and peratins initiatives and prgrams that prmte activities. and demnstrate cultural cmpetency. Cmmunicatins, Marketing and Public Relatins Market culturally cmpetent services prvided by SHR t the public ensuring that diverse cmmunities have access t infrmatin. Develp prcess fr a Cultural Cmpetency award t be given ut annually E.g. Brav Awards Develp cmmunicatin campaign t increase knwledge and awareness f cultural cmpetency Develp prmtinal materials fr First Natins and Métis Health Service and Representative Wrkfrce Prmte FNMH and SHR prgrams, services, and initiatives t external cmmunity Identify key evidenced-based practices Develp recgnitin standard fr cultural cmpetency Implement awards prcess Track prgrams, activities, initiatives targeting culturally diverse grups Cllabrate with stakehlders t create an inventry f SHR prgrams and services that endrse culturally cmpetent practices. 1

2 3. Dmain: -Prvider Cmmunicatin: Clear cmmunicatin at all levels and at all times amng patients, clinicians, and supprt staff is essential fr effective and culturally cmpetent care. Cultural Awareness Supprt quality patient and family centred care by ensuring culturally cmpetent plicies, prcedures and training are in place fr effective patient-prvider cmmunicatin. Annually assess attitudes, practices, plicies, and structures f staff and the rganizatin fr planning and develping cultural cmpetency initiatives Utilise assessment tls t track prgress f cultural cmpetency integratin Intercultural Develpment Inventry Abriginal Human Resurce Cuncil (AHRC) Indigenus Wrkplace Inclusin Diagnstic Survey Track number f emplyees wh take Change (Abriginal Awareness Training), Cultural Self-Awareness and ther training Cmplete and reprt AHRC Wrkplace Inclusin Diagnstic Survey results Flw Develp resurces t assist in effective and crss-cultural patient-prvider cmmunicatin accessible by staff, patients and families Encurage use and supprt develpment f cmmunicatin materials such as brchures, plicies, guidelines, educatin resurces fr health care wrkers and prfessinals (i.e. bklet in Fasting during Ramadan) Develp targeted guidelines and checklists addressing cultural prtcl Cllabrate with stakehlders t enhance culturally cmpetency services and practices Track mvement alng Intercultural Develpment Cntinuum thrugh: Baseline assessments Mnitring prgress annually Identify imprvement metrics that will enhance patient-prvider cmmunicatin Identify culture-general framewrks fr intercultural develpment Identify culture-specific patterns 4. Dmain: Delivery and Supprt Mechanisms: Frm the first encunter t the last, care delivery structures and supprting mechanisms the delivery f care, the physical envirnment where it is delivered and links t supprtive services and prviders shuld supprt the prvisin f culturally cmpetent care. Flw/ Clinic Encunter Ensure strategic planning, and peratinal systems and prcesses investigating the flw f patients incrprate cultural cmpetency Develp prtcl, tls and checklists fr managers that addresses cultural cncerns at the pint f cntact Enhance cultural cmpetency awareness with caregivers by prmting cultural cmpetency and patient and family centred care Cllabrate with key partners t develp and prvide supprts addressing hw t identify and handle cultural cnflict. Prvide advisry services t enhance awareness f culturally cmpetent cnsideratin within patientprvider interactins. Prvide advisry services t ensure cultural cmpetency is incrprated within planning and ther cmpnents f care delivery and supprting mechanisms. Identify key cultural cnsideratins fr crss-cultural cnflict and cncerns Cmplete mnitring and analysis f types f cnflict with the aim t develp slutins r prcesses t address crss-cultural cnflict. 2

3 5. Dmain: Wrkfrce Diversity and Training: Ensuring wrkfrce diversity and training is a way t prvide mre effective services fr culturally diverse ppulatins thrugh practive recruitment, retentin, and prmtin strategies. Diversity at all levels f the rganizatin is imprtant. Training and develpment activities shuld include state f- the-art cntent in cultural cmpetency and shuld reflect rganizatinal cmmitment t cultural cmpetency. Recruitment Recruit, hire and retain a diverse and inclusive staff at all levels f the rganizatin. Implement new recruitment best practice mdels that build n previus wrk t prmte diversity at all levels f the rganizatin in partnership with external stakehlders. Identify best practice mdels arund recruiting underrepresented grups in rural and urban areas. Track prgress by mnitring recruitment & emplyment success, with fcus n cntinual imprvement Wrk with external partners t prmte health careers and implement new recruiting strategies t include physician recruitment Cllabrate with IHS departments in planning, develpment strategies t reach a 10 percent selfdeclared staff-cmpnent gal Establish standard wrk n recruitment psitining t increase fcus n hiring a representative wrkfrce including leaders Cllabrate with Human Resurces in supprt f IHS Department Plans Track self-declared wrkfrce data Cllect and analyze unit prfile baselines Assist managers in First Natins and Métis recruitment and retentin plans Incrprate Cultural Cmpetency Interview Standard Questins Supprt applicatin prcess fr Human Rights Exempt psitins (as needed) Enhance scpe f diversity initiatives within recruitment activities (bursaries, new grads, student placements, etc.) Increase diversity images in career prmtin cmmunicatins Incrprate cultural cmpetency requirements in Out f Scpe jb pstings, requirements and descriptins. Retentin Prmte the retentin f a culturally diverse wrkfrce thrugh enhancement f rganizatinal plicies and prgrams that address areas f retentin difficulties t increase retentin t SHR verall rates at all levels, including management. Develp First Natins and Métis emplyee retentin plan that will enhance current and intrduce new retentin initiatives fr existing emplyees Including management retentin strategies and leadership pprtunities Cnnect with regin wide retentin initiatives and pprtunities Track prgress by mnitring retentin stats with fcus n cntinual imprvement Track educatin and leadership changes f First Natin and Métis staff invlved in RW prgrams Exit survey reprts Track Abriginal and diversity engagement with emplyee engagement survey Flw/ System Training Cmmitment and Cntent Implement training that builds a wrkfrce and that is able t address the cultural needs f patients and Prmte cultural cmpetency with clinicians, management and patient representatives by ffering training Prvide Cultivating Change r ther Abriginal Awareness Training Wrkshp at WOW; Prvide Cultural Self-Awareness Wrkshps t all staff Develp Cultural Cmpetency resurces fr 3 Train 1200 Emplyees at WOW annually, include emplyees nt previusly trained Develp variety f training mdules,

4 prvide apprpriate and effective services as required by federal, prvincial, and lcal laws, regulatins, and rganizatinal plicies. pprtunities t all emplyees n cultural cmpetency managers t strengthen knwledge and understanding n: Imprtance f diversity Cultural Self-Awareness ffer n TRS and prvide 2 annually Prvide 4 Cultural Self-Awareness Wrkshps Review/assess/adjust prgress (PDSA) Cultural cnflict reslutin Crss-cultural adaptatin strategies 6. Dmain: Cmmunity Engagement. Active utreach and the exchange f infrmatin, as well as cmmunity inclusin and partnership in rganizatinal decisin making, help ensure the prvisin f culturally cmpetent care. Cmmunity engagement is a cllabrative apprach fr Saskatn Health Regin t prvide an equitable space fr stakehlders t be invlved in planning t research and imprving health status. Cmmunity Outreach Finalize Memrandum f Understanding agreements with stakehlders, develp jint wrk plans and supprt internal/external stakehlder cmmittees in supprt f better health utcmes. Cntinue t build nt MOU agreements with STC/GDI/SIIT/Unins and strengthen partnerships thrugh jint wrk plans and identificatin f pririties t address issues and supprt culturally cmpetent care fr patients and families. Supprt and netwrk with cmmunity utreach rganizatins Supprt the develpment f Regin-wide equity based netwrk Cntinue t supprt and cnnect with First Natins and Métis and Family Advisry Cmmittee and the First Natins and Métis Health Cuncil Evaluate the need t reinstate grups such as the Cultural Cmpetency Cmmittee and RW Activities Advisry cmmittee. Develp jint wrk plans between SHR, unins and cmmunity agencies STC jint wrk plan SIIT jint wrk plan Flw Cmmunity Investments Healthcare prfessinals and rganizatins will wrk t engage cmmunities in building their assets as vehicles fr imprving health utcmes. Engage diverse cmmunity agencies, patient ppulatins and service prviders t cllabrate, and share resurces and infrmatin n designing implementing and evaluating activities in a culturally cmpetent manner. Enhance cmmunity engagement activities and partnerships thrugh active participatin n external and internal cmmittees. Mnitr activities fr value-add and quality imprvement Supprt facilitatin f cllabrative relatinships between rural facilities and cmmunities and First Natin cmmunities. Supprt cllectin f data related t patient-flw activities in rder t remve barriers fr First Natins and Métis patients Supprt Reginal Intersectrial Abriginal sub-cmmittee Cmmunity based participatry research Cllabrate with cmmunity Use cmmunity-based participatry stakehlders and researchers in research methdlgies that fster the research initiatives that are culturally unique strengths f cmmunity cmpetent, relevant and build stakehlders when cnducting cmmunity t fster strength and research in the cmmunity. resilience f cmmunities by wrking with, identifying issues and develping in-cmmunity strategies. Develp an academic advisry cmmittee t assist in ensuring quality, patient and family centred research initiatives and t guide and mentr stakehlders. Enhance cmmunity capacity t link and address health disparities related t emplyment and training. Supprt and cntinue t build n jint wrk plans that invlve participatry research effrts with varius IHS departments Supprt and represent SHR n cmmunity-based cmmittees 4

5 7. Dmain: Data Cllectin, Public Accuntability, and Quality Imprvement. Organizatins use these methdlgies t cllect the data needed t assess their cultural cmpetency, t assess whether they perfrm rutine self-assessments in this regard, and t assess whether they integrate cultural cmpetency int their public accuntability and quality Imprvement activities. Cllectin f patient and emplyee cultural cmpetency related infrmatin Cllect race/ethnicity, primary written and spken language and ther identified infrmatin patient and emplyee identificatin data n in a systematic manner at all cntact pints t ensure accuntability. Accuntability Cllect data t analyze, determine and mnitr rganizatinal cultural cmpetency n a cmprehensive and regin-wide basis in cllabratin with ther units t mnitr prgress twards representative wrkfrce targets. Ensure accuntability t stakehlders thrugh transparency and annual reprting t key stakehlder grups n diversity, statistics, plicies, recruitment and retentin results Cllect, analyze, utilize and reprt n data cllected in relatin t recruitment, retentin, languages spken, training received, thrugh Gateway Online Supprt self-identificatin data cllectin f client/patient racial, ethnic and ther cultural identifiers by aligning vluntary emplyee data t include cultural identifiers Cllect and reprt infrmatin that supprts prgress and successful innvatin in culturally cmpetent prgrams Publicize infrmatin abut prgress & successful innvatins in implementing culturally cmpetent prgrams Reprt quarterly recruitment and retentin statistics Annual Reprt Exit Survey Reprt Enhanced statistical reprting that supprts cultural cmpetency and diversity gals as standard practice Research and identify metrics that measure cultural cmpetency in rganizatins Publicly reprt data stratified by ethnicity and primary written and spken language. Crss-cultural cmplaints and reslutins Ensure that cnflict and grievance reslutin prcesses are culturally sensitive and will equip emplyees with tls necessary t identify, prevent and equitably reslving crss cultural cnflicts r cmplaints made by patients and emplyees Cllabrate with internal partners and unins t develp a prcess t identify and/r prevent and reslve cnflicts utilizing dcumented culturally cmpetent apprach that is available t management and unins as an ptinal tl. Cllabrate with Labur Relatins, Organizatinal Learning and Leadership and unins t address cmplaint and cnflict reslutin prcesses by ensuring they are culturally sensitive Supprt and enable managers t identify, prevent and equitably reslve crss cultural cnflicts and cmplaints by patients and emplyees. Cllabratively undertake researching, reviewing and develping a culturally cmpetent cmplaints prcess that meets the needs f the stakehlders. Research and identify culturally cmpetent standards regarding crss-cultural cnflict reslutin. Dcument successful reslutin f situatins using cultural cmpetency standards Reprt n culturally cmpetent cnflict reslutin prcesses in cllabratin with internal and unin partners thrugh an agreed prcess. Strategy Evaluatin Ensure accuntability t SHR stakehlders and t the public Objective 4: Cllabrate with Public Health Observatry in the develpment f a strategic evaluatin. Finalize Representative Wrkfrce strategic evaluatin framewrk Supprt and cllabrate with Public Health Observatry n patient data cllectin related t selfidentificatin and ther prjects. Final Evaluatin Reprt Includes research and findings Reprt t SLT and SHR Bard 5