Improving population health and community wellbeing in New Zealand

Introducing Careerforce The Industry Training Organisation (ITO) for the disability, wellbeing and health sectors. Careerforce supports organisations of all sizes to implement workforce training which enables employees to achieve recognised New Zealand qualifications.

The qualifications and programmes are registered by NZQA Role We are the Government appointed body that develops qualifications in consultation with the sector The qualifications and programmes are registered by NZQA We develop the assessments, learning support resources and systems to support workplace training. We moderate the assessments for consistency We work with employers, trainees and apprentices to support the achievement of qualifications NZQA = New Zealand Qualifications Authority

We also have a leadership role in workforce development, working with many stakeholders throughout New Zealand Careerforce – a bridge that spans industry, government, disability, social and health needs, both now and in the future

Our sectors Aged support Cleaning and caretaking Community, primary and secondary healthcare Community services Disability support Mental health and addiction support Public health Social services Urban pest management Youth work

Our numbers 18,000+ trainees 1,000+ apprentices (new in 2016) 1100+ workplaces 75% programme completions 19 qualifications levels 2-7 Training is about the difference it makes to practice. This year our trainees and apprentices are working with 100,000+ clients.

Underpinning workforce development Looking 3 – 5 – 10 years out We start by understanding client needs Identifying the competencies and workforce to support the needs Understanding the link to government policies and initiatives Building a person centred, thinking workforce Implementing respectful, efficient and applied training Understanding the difference training is making to practice Growing the value, recognition and competence of the workforce Joining up conversations especially between social and health needs Person centred, thinking workforce was the TROQ philosophy all stakeholders agreed to. Person centred means asking not telling, listening not assuming, understanding the person from the context within which they lead their lives. It can be broadened to whanau, community etc. A thinking workforce is about developing reflective practice and critical thinking skills so the employee is thinking how did it go and what could be done differently. The employee is watching and responding to changes in clients circumstances and conditions

Needs centred development competence evidence assessment learning gaps & support This approach tells us the what At the same time we develop the how – how will the programme be implemented Graduate outcome = know, be and do, we already know the be as we know the role so the competencies help us understand the know and do Evidence is how the employer or sector knows the employee can meet the client needs The assessments provide the evidence required Then the learning gaps are identified which inform the learning supports needed

Who are the employers? Any organisation with employees or volunteers involved in the wider health and wellbeing sectors: Large Government organisations Multi-national companies NGOs and NFPs Small organisations Individualised funded employers

Who are our trainees? They are all employees or volunteer workers Statistically they are: Less qualified 25% have NO qualifications compared to NZs overall workforce of 14% Older 58% aged 45 years + More ethnically diverse 67% European vs 78% of overall workforce Female 77% vs 48% Figures based on 2013 health and community support sector data

What roles do our trainees have?

Qualification pathways from school From high school students to mature workers, Careerforce has multiple workplace training programmes available. High school students aspiring to work in the health and wellbeing sectors can participate in a Vocational Pathway programme through their school.

Arranging training by levels 2 Induction & orientation Employer teaches – its I & O 3 Predicable tasks and situations – its core business 4 Complex tasks & less predictability Mix of employer teaching and specific topics being contracted 5 & 6 Complex tasks, specific field of work & influencing skills Contract specialist knowledge, the employer supports NZQA descriptors http://www.nzqa.govt.nz/studying-in-new-zealand/understand-nz-quals/ L2 directed teaching with plenty of guidance and supervision – where matching occurs “apply processes and known solutions to familiar problems & collaborate with others” L3 more directed teaching with plenty of guidance and less supervision – also where matching occurs if the employer has a consistent programme across many staff “apply processes, select and apply known solutions to familiar problems & contribute to group performance” L4 more self management of learning still with support and guidance “select and apply standard and non standard processes & some responsibility for the performance of others” An example of what we might contract could be peer support as an employer may employ or work with peer support workers but may not have in depth knowledge of the role. L5 self-management of learning includes understanding the theory, includes influencing people and/or managing staff “apply a range of solutions & some responsibility for managing the performance of others” L6 complete self management of learning, specialised, in-depth competencies “analyse and generate solutions & responsible for leadership within dynamic contexts” The above is a generalisation, there is inconsistency across the sectors and in reality the situation is never fully predictable as our trainees and apprentices are working with people

Pathways to Business Business L3 Administration & Technology First Line Management Business L5 Leadership & Management Business L6 Leadership & Management Cleaning L2 Cleaning L3 Health and Wellbeing L2 Health and Wellbeing L3 Health and Wellbeing L4 Health and Wellbeing L5

Administration & technical level 3 First line management level 4 People skills Analyse task requirements Communication skills Analyse team member requirements Software skills Analyse own requirements System skills Complete the task Review progress Feedback

Leadership & Management L 5 & 6 Te Tiriti o Waitangi, The Treaty of Waitangi

Kaiāwhina Workforce Action Plan

The 20-Year Vision “A kaiāwhina workforce that adds value to the health and wellbeing of New Zealanders by being competent, adaptable and an integral part of service provision” The plan identifies the workforce development needs of the non-regulated care and support workforce for the health and disability sectors. Implementation of the plan enables the kaiāwhina to contribute as valued members of the integrated service delivery team which is seeking to improve health and wellbeing outcomes.

The Plan has multiple owners overseen by a partnership The Kaiāwhina Workforce Action Plan (the Plan) is overseen by a partnership between Health Workforce New Zealand (HWNZ) and Careerforce Health Workforce New Zealand (HWNZ) is a business unit within the Ministry of Health set up in 2009 to provide national leadership on the development of the country’s health and disability workforce. Its work is overseen by an independent board chaired by Professor Des Gorman with board members from business and across the health sector. The Plan has multiple owners involving many agencies with the domains, outcomes and actions interlinked The Plan identifies the workforce development needs of kaiāwhina Implementation of the plan enables the kaiāwhina to contribute as valued members of the integrated service delivery team which is seeking to improve health and wellbeing outcomes.

Health Workforce New Zealand Strategic Priorities 2014 - 2018 Five Workforce Taskforces Aged Care Cancer care Disability Support Services Maori Health Care Mental Health Care Pacific Health Care Primary Care Rural Health Care Vunerable Communities & Child Health Programmes Medical Nursing Allied Health Kaiāwhina The kaiāwhina workforce is one of the six strategic workforce priorities of Health Workforce New Zealand (HWNZ).  To achieve the 20-Year vision a framework has been developed with seven domains and associated outcomes. Midwifery

Contact Gill Genet General Manager Business Development gill.genet@careerforce.org.nz