Strategic planning in developing diverse and inclusive services june 2011Presentation Transcript
Northern Region Cultural Competence & Mental Health Summit XVIIJune 27-28, 2011Strategic Planning in Developing Diverse and Inclusive ServicesbyAndrea Urton, Clinical DirectorWhitney Barnes, Program Supervisor
2 Our History
EMQ FamiliesFirst has been growing for more than 140 years
EMQFF serves 18,000 youth and families annually
Located in 30 counties throughout the state, we meet the diverse needs of many communities
3 Services We Provide 24/7 Intensive Services Addiction Prevention Children’s Intensive Services Crisis Services Experiential Therapy Family Finding Family Preservation Family Therapeutic Services First 5 Foster Care and Adoption Services Full-Service Partnerships Kinship Matrix Program Mt Diablo Day Treatment Outpatient Services Parent Aide Psychiatric Services Residential Services Respite School-Based Treatment Shared Family Care System of Care Therapeutic After-school Program Therapeutic Behavioral Services Transitional Housing Wraparound (UPLIFT) Yolo Crisis Nursery
4 Agency Philosophy EMQ FamiliesFirst believes the most effective form of care for children, youth and their families is based in the community, using strengths and needs to define and individualize service. We believe children and families should have the greatest possible access to services, as well as maximum voice and choice in planning, carrying out and evaluating those services.
5 Service Delivery Philosophies Community Based Culturally Competent Family Centered Team Based Collaborative and Integrative Individualized Strength Based Natural Supports Persistence Outcomes Based Needs Driven Flexible and Accessible
6 Development of our Cultural Initiative 2003- initiated a strategic plan to assess organizational cultural competency Developed infrastructure to support a comprehensive assessment and ensure implementation of improvement plans. Cultural Competence Action Committee was created to oversee plan development and implementation.
7 Development of our Cultural Initiative, Cont’d. This assessment led to an informed process for developing a cultural competency plan. Plan requirements: An agency-wide self assessment measure A governing body A budget A strategic plan
8 Building a Solid Foundation Macro vs. micro levels Organizational change is continuous. It must be fluid and dynamic to adapt as change occurs Comprehensive and systemic way across all elements
9 Absolute Musts for a Diversity Initiative Tied to the Strategic Plan of the organization Distinct from affirmative action and equal opportunity efforts Proactive Tailored to your specific organization’s culture /climate Part of the long-term process with ongoing efforts
10 What Does It Take to Build a Strong Diversity Initiative? Use broad definitions of the dimensions of diversity Involve all members of the organization in all stages Develop leadership commitment in concrete, active and obvious ways Build stake holder commitment
11 How Do We Sustain the Diversity Initiative Resources-(budgets, people, etc) Be complete in scope yet doable, measureable, timely and visible Communicate the goals and progress clearly and consistently Become part of the agency's overall system and initiative
12 How to Start the Strategic Planning Process Agency assessment Where are you? What is the agency need? Sponsorship Who will be your primary sponsor? Who will be your secondary sponsors? Diversity Council Someone to govern
13 Diversity Initiative Chart Leadership Sponsorship Diversity Council Diversity Strategic Plan and Process Diversity Council Ongoing Learning Diversity Council Projects based on defined Goals Ongoing Council Projects
Regional Assessment Goal 1 Employer of Choice Goal 2 Culturally Competent Workforce Development Goal 3 Linguistic Competency Goal 4 Translation of documents for internal and external use Ongoing Council Events
14 Creating the Strategic Plan Who is responsible? Reviewing the data
15 Nuts and Bolts of the Strategic Plan Background and purpose Structure Core concepts Communication Implementation Strategies for addressing challenges
16 I. Background and Purpose How did diversity initiative planning come to your agency? Why is it important? Why are you focusing on it now?
17 II. Structure Diversity vision statement (where you want to be) Diversity mission statement (what you are to do) Organizational alignment (relationship to other organization plans, values, and missions)
18 II. Structure Cont’d EMQFF’s Diversity Vision Statement: Staff will be aware of the governing and regulatory requirements in place at the federal, state and county levels to ensure the development of cultural competency in mental health services, organizations, and systems. Staff will understand and support the agency’s dedication and commitment to valuing the intrinsic differences of the families and children we serve and all our employees across the organization. That staff demonstrate the use of a set of relevant operating rules that support the behaviors and attitudes necessary for the delivery of culturally competent care in a culturally competent environment.
19 II. Structure Cont’d EMQFF’s Diversity Mission Statement: Within EMQ FamiliesFirst, diversity and inclusion is achieved by aligning diversity efforts with organizational business objectives to ensure service to all is achieved as we accomplish the following: Being reflective of the communities we serve: By the enhancement of EMQFF's ability to attract and retain diverse employees Enhancing training to improve service delivery: By the development and delivery of diversity training focused on building diversity awareness and sensitivity, improving cultural competencies, and fostering a welcoming, respectful and inclusive environment in which to work and deliver services. Reflecting diversity commitment in business opportunities: By performing effective outreach to the communities we serve, looking for opportunities to provide and implement culturally appropriate and relevant services to them. Increasing effectiveness and accountability in all we do: By creating and applying measurable diversity goals and objectives.
20 II. Structure Cont’d Organizational alignment is critical for the sustainability within an agency What does this look like? Attaching the diversity initiative to agency-adopted values, philosophies, plans and missions
21 III. Core Concepts Shared language is important in our processes as it helps deepen our understanding and eases collaboration. What is Diversity for your agency? Chose a definition for diversity and or cultural competence Chose core principles and competencies (what demonstrates cultural competency?)
22 IV. Communication Critical for strategic planning success Stakeholders Who are they internally and externally? What is your communication plan with them? This must include a two-way process to give and receive information and feedback
23 V. Implementation Operationalized Goals Remember on 3-4 goals Objectives Steps you will make to reach your goals Key tasks and action steps Measures of success How you will track your progress and completion Timeline Be realistic
24 V. Implementation cont’d Key points Best to do as a collaborative process Keep it simple, 3-4 goals Goals chosen should be in alignment with overall agency goals Don’t forget to use your data to define your goals
25 VI. Strategies for Addressing Challenges Identify potential and/or existing challenges Develop a plan to overcome them
VII. Strategic Plan Translates into Service Delivery Agency assessment Diversity Council Two-way communication 26
27 Remember this process is a continual and part of a continuum…. so give grace
28 Working Together to Celebrate Diversity Diversity Every child instinctively knows what many adults have long since forgotten: our differences are not something to be tolerated, they are something to be celebrated.
29 Resources The National MultiCultural Institute www.nmci.org NAMI Fact Sheet: Cultural Competence, A Key for SuccessBarriers to Mental Health Care Treatment for People of Color From Good to Great: NAMI’s Cultural Competence Self-Assessment Project Cultural Competence Now Law in New Jersey, American Medical News (AMNews) 4/25/05. Cultural and Linguistic Competence Coordinators Network for State, Territorial, and Tribal Mental Health Services Collaboratively organized by the NAMI Multicultural Action Center, National Technical Assistance Center for Children’s Mental Health and National Center for Cultural Competence at Georgetown University Center for Child and Human Development