Guide to Competency Frameworks HHR generally refers to the individuals providing health care including professionals such as physicians, lab technicians, psychologists – some with national but most with education and accreditation within PT jurisdiction allied health workers such as homecare workers, diabetes prevention Mix of public service such as hospitals, as well as private service such as chiropractors Complexity of multiple systems and jurisdictions No agreed-upon number of health careers

FNHM Competencies Framework Project History Indian Health Policy (1979) and RCAP recommended to build more capacity in FN communities on health Announcement on Aboriginal Health Human Resources Initiative (AHHRI) mad at the 2004 First Ministers Meeting with Aboriginal Leaders AFN’s Chiefs Committee on Health and FNIHB’s Executive Committee made HHR a priority in March 2005 FNHM Advisory set up with nominations from the NFNHTN In AFN, reports through to the CCOH Why a priority now?

AHHRI Objectives: Recruitment, retention and graduation of youth into health careers Visibility of health careers Cultural safety of post-secondary health programs Recruitment and retention of health workers Supportive and conducive work environments Research and data on Aboriginals in health careers Establish standards of practice for allied health workers ON Anishnawbek Ed. Institute – development of traditional FN mental health curriculum, cultural safety MB St. Theresa Point – Elders involved in programs to support students and increase FN content into program AB University of Calgary – inclusion of Aboriginal content into curriculums for medicine, dentistry and nursing SK Saskatoon Tribal Council – Mentorship coordinator to improve retention of FN employees in STC QC FN - Cultural adaptation of youth intervention curriculum - and moving program online - for NNADAP workers and mental health workers NAAF bursaries for students in health IPAC-AFMC Cultural safety in curriculums for physicians FN community health representatives and the future of health promotion Nursing HHR with ANAC Additional HHR activities: Home and Community Care accreditation FASD worker role MCH job description Mental wellness teams – 4 pilot projects Health organization accreditation by the Canada Council on Health Services Accreditation NNADAP competency framework, accreditation and evidence base. Provincial/Territorial Initiatives Collaboration on testing for health professionals immigrating to Canada Increasing funding for seats in health programs such as medicine and nursing Pan-Canadian HHR Strategy Health Human Resource Planning - ensuring we have enough of the right types of health-care providers to meet the needs of Canadians; Recruitment and Retention - encouraging more people to enter the health-care field and improving working conditions to keep them there; and Interprofessional Education for Collaborative Patient-Centred Practice - changing the way we educate health providers so Canadians will have better and faster access to the health-care provider they need when they need it, ultimately boosting the satisfaction of both patients and health-care providers.

FNHM Project Funded by AHHRI as a national project Activities: Develop of a national set of FNHM Continuing Competencies that communities may wish to adopt Identify effective FNHM recruitment and retention strategies Develop a communication framework Identify potential opportunities and challenges relating to transition (i.e., adoption of continuing competencies framework) Identify training and educational needs and opportunities Establish of a national network of FNHM Develop an informative website and e-portal for FNHM

Activities to Date First Nations Centre at NAHO Needs Assessment & Environmental Scan of FNHM Literature review Regional focus groups Assembly of First Nations www.fnhealthmanagers.ca website Champion on Canadian Health Leadership Network (CHLNet) Regular updates to FN HHR Regional Coordinators, NFNHTN and CCOH Organization of this national forum

Key Definition of FNHM Works in FN community or tribal council Have responsibility for management of health human resources, financial resources, and health programs. May also provide leadership and direction around resource planning, change management, and health and social program delivery. May have title of CEO, health director, health coordinator, or health manager May have the role of manager of a community health facility, health centre, and health programs

Vocabulary A skill is an ability, usually learned and acquired through training, to perform actions which achieve a desired outcome. A competency is a standardized requirement for an individual to properly perform a specific job. It encompasses a combination of knowledge, skills and attitude utilized to improve performance. Core competencies are the set of cross-cutting skills, knowledge and attitude necessary to effectively manage a health facility, and its related health and social programs. Continuing competencies are defined as the competencies required to create a supportive work environment and to effectively adapt to a changing work environment. Continuing competencies are comprised of core competencies, but also include skills such as self-assessment, health human resource planning and change management. A Competencies Framework is a holistic document of continuing competencies that represents the work and potential in a given job.

Ways to discuss a Framework Numerous ways to think about a Competencies Framework: Individual – career entry, progression and satisfaction Organizational – clarification of duties, performance review Educational – entry-level education, continuing education Systems – reduce inefficiencies in the system such as wait-times and referrals Values include economic, people-centred, and/or client-centred Important to clarify the goal first – what are the problem(s) to address with a Framework?

Issues in FN HHR Issue of “Continuum” of health work paraprofessional to professional No clear line Strict regulation of professionals hinders a community-based approach with multi-tasking and taskshifting Risk of ghettoizing paras into the role, with no ability to move up into a professional role Jurisdiction and role confusion PT mandate: post-secondary education, most professional accreditation Federal mandate: funding for FN health FN community mandate: balance the needs and the available funds Status quo versus planning for the future

Intent of National Forum Review and comment on the work done to date by the First Nations Centre Learn about promising practices and procedures from across the country Network and build linkages