new technical competencies and the systems approach workbook

www.ccsa.ca • www.cclt.ca

New Technical Competencies and the Systems Approach Workbook

Addictions and Mental Health Ontario 2013Rod Olfert, CCSA

May 28, 2013

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Agenda

• Welcome and Introductions

• New Technical Competencies

• Systems Approach Workbook

• A Change Management Approach to Systems Improvement

• Interactive Discussion

• CCSA Support

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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

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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

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Workforce and Systems Development

www.nts-snt.cawww.cnsaap.ca

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What Are Competencies?

Specific and measureable skills, knowledge, attitudes and values required to effectively perform work functions.

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Types of Competencies

• Technical Specific to a given job Example: Screening and Assessment

• Behavioural Key personal and interpersonal attributes Example: Teamwork and Cooperation

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Why Are Competencies Important?

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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

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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

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Competency Proficiency Levels

• Four Proficiency Levels

• Behavioural and performance indicators at each level

• Level determined by what is needed to do the job

Introductory

Developing

Intermediate

Advanced

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Competency-based Interview and Performance Management Guides and Tools

• Administrative Support

• Counselling

• Health Promotion

• Senior Management

• Supervision

• Support and Outreach

• Withdrawal Management

Make a chair and

take a seat

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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.

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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?

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Systems Approach Workbookwww.nts-snt.ca

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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

Available Now

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Systems Approach WorkbookComing Soon:

Quality Improvement

Evaluation

Collaboration

Effective Leadership

Social Determinants of Health

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Systems Approach Guiding Concepts

• No wrong door

• Availability and accessibility

• Matching

• Choice and eligibility

• Flexibility

• Responsiveness

• Collaboration

• Co-ordination

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Change Management Stages

• Background: Develop a rationale for change

• Preparation: Prepare an implementation plan

• Implementation: Make the change

• Sustainability: Evaluate & evolve

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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.

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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.”

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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.

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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…

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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?

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Thank You

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Contact Information

Rod OlfertKnowledge Brokerrolfert@ccsa.ca613-235-4048 ext. 250

Competencies: www.cnsaap.ca (under the tab, “Developing the Workforce”)

Systems Approach Workbook: www.nts-snt.ca