New Technical Competencies and the Systems Approach Workbook Addictions and Mental Health Ontario 2013 Rod Olfert, CCSA May 28, 2013

Agenda Welcome and Introductions New Technical Competencies Systems Approach Workbook A Change Management Approach to Systems Improvement Interactive Discussion CCSA Support

About CCSA Vision All Canadians should live in a healthy society, free of alcohol and drugs-related harm Mission Provide national leadership and advance solutions to address alcohol and other drug-related harm National non-profit organization Pan-Canadian and international role

CCSA’s National Priorities Canada’s National Framework for Action Children & Youth Mental Health & Substance Abuse Canada’s North & First Nations, Inuit, Métis Workforce Development National Treatment Strategy Impaired Driving National Alcohol Strategy Prescription Drug Misuse 4

Workforce and Systems Development

What Are Competencies? 6 Specific and measureable skills, knowledge, attitudes and values required to effectively perform work functions.

Types of Competencies Technical  Specific to a given job  Example: Screening and Assessment Behavioural  Key personal and interpersonal attributes  Example: Teamwork and Cooperation

Why Are Competencies Important?

New Technical Competencies (2013) Understanding the Continuum of Substance Use Understanding Concurrent Disorders Case Management Client Referral Community Development Counselling Crisis Intervention Family and Social Support Group Facilitation Outreach Medications Prevention and Health Promotion/Awareness Program Development, Implementation and Evaluation Record Keeping and Documentation Screening and Assessment Trauma-Specific Care Treatment Planning Understanding Gambling Understanding Tobacco Cessation 9

Behavioural Competencies (2010) Adaptability and Flexibility Analytical Thinking and Decision Making Client-centred Change Client Service Orientation Collaboration and Network Building Continuous Learning Creativity and Innovation Developing Others Diversity and Cultural Responsiveness Effective Communication Ethical Conduct and Professionalism Interpersonal Rapport and Savvy Leadership Planning and Organizing Self Care Self Management Self Motivation and Drive Teamwork and Cooperation 10

Competency Proficiency Levels Four Proficiency Levels Behavioural and performance indicators at each level Level determined by what is needed to do the job 11 Introductory Developing Intermediate Advanced

Competency-based Interview and Performance Management Guides and Tools Administrative Support Counselling Health Promotion Senior Management Supervision Support and Outreach Withdrawal Management 12 Make a chair and take a seat

Competency-based Interview Questions The Situation or Task in which the candidate is involved; The Action the candidate took to complete the task or address the situation; and The Result of the candidate’s action.

Interview Question: Trauma-Specific Care Question: Describe a situation where you needed to adjust your approach because you recognized that a client was dealing with significant trauma. Probing Questions: How did you identify that the client was affected by trauma? What changes did you make to your approach? How did this change impact your client?

Systems Approach Workbook

Systems Approach Workbook Modules and Topics Change Management Working with Teams Systems Thinking and Complexity Integrating Substance Use and Mental Health Tools and Templates Context Analysis Implementation Plan Communications Strategy Powerpoint, Key Messages, Systems Approach Briefing Note 16 Available Now

Systems Approach Workbook Coming Soon: Quality Improvement Evaluation Collaboration Effective Leadership Social Determinants of Health

Systems Approach Guiding Concepts No wrong door Availability and accessibility Matching Choice and eligibility Flexibility Responsiveness Collaboration Co-ordination

Change Management Stages Background: Develop a rationale for change Preparation: Prepare an implementation plan Implementation: Make the change Sustainability: Evaluate & evolve

Background Stage: Developing a Rationale for Change Small Group Exercise Question Why is it important to change systems or services at this time? For example, what needs are you looking to meet? Consideration Reasons can be at the broad system level or specific to the change being considered. 20

Background Stage: Developing a Rationale for Change Small Group Exercise Question What change(s) are you planning? Consideration Having a simple, focused explanation is invaluable to getting your point across. For example: “We are introducing a standardized screening tool.” 21

Background Stage: Developing a Rationale for Change Small Group Exercise Question What aspects of the Systems Approach will be useful in supporting the change process? Consideration The Systems Approach provides a framework that can be used to guide change. Determine which components you’d like to start with, one step at a time. 22

Competencies and Systems Development What Competencies do your people need to implement systems improvement? To prepare… To plan… To lead… To communicate… To collaborate… To implement… To measure…

Opportunities for Collaboration Supporting your work with evidence-informed resources Bringing your practical, on-the-ground knowledge and expertise to what we know and what we do Adoption and adaptation of evidence and tools, and feedback for their improvement Knowledge Broker assistance Other? What can we do for you?

Thank You

Contact Information Rod Olfert Knowledge Broker ext. 250 Competencies: (under the tab, “Developing the Workforce”) Systems Approach Workbook: 26