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Strategic planning in developing diverse and inclusive services june 2011
 

Strategic planning in developing diverse and inclusive services june 2011

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    Strategic planning in developing diverse and inclusive services june 2011 Strategic planning in developing diverse and inclusive services june 2011 Presentation 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
      • Cultural Vision
      • CCAC Newsletter
      • Cultural Competent
      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
      • Transcultural
      Network
      • Fairs
      Designing & Implementing a Diversity Initiative, © 2009 National Multicultural Institute (NMCI)
    • 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