Northern Region Cultural Competence & Mental Health Summit XVIIJune 27-28, 2011Strategic Planning in Developing Diverse an...
2<br />Our History<br /><ul><li>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</li></li></ul><li>3<br />Servic...
4<br />Agency Philosophy<br />    EMQ FamiliesFirst believes the most effective form of care for children, youth and their...
5<br />Service Delivery Philosophies<br />Community Based<br />Culturally Competent<br />Family Centered<br />Team Based<b...
6<br />Development of our Cultural Initiative<br />2003- initiated a strategic plan to assess<br />organizational cultural...
7<br />Development of our Cultural Initiative, Cont’d.<br />This assessment led to an informed process<br />for developing...
8<br />Building a Solid Foundation<br />Macro vs. micro levels<br />Organizational change is continuous. It must be fluid ...
9<br />Absolute Musts for a Diversity Initiative<br />Tied to the Strategic Plan of the organization<br />Distinct from af...
10<br />What Does It Take to Build a Strong Diversity Initiative?<br />Use broad definitions of the dimensions of diversit...
11<br />How Do We Sustain the Diversity Initiative<br />Resources-(budgets, people, etc)<br />Be complete in scope yet doa...
12<br />How to Start the Strategic Planning Process<br />Agency assessment <br />Where are you?<br />What is the agency ne...
13<br />Diversity Initiative Chart<br />Leadership Sponsorship<br />Diversity Council <br />Diversity Strategic Plan <br /...
CCAC Newsletter
Cultural Competent </li></ul> Regional <br />Assessment<br />Goal 1<br />Employer <br />of <br />Choice<br />Goal 2<br />C...
14<br />Creating the Strategic Plan<br />Who is responsible?<br />Reviewing the data<br />
15<br />Nuts and Bolts of the Strategic Plan<br />Background and purpose<br />Structure<br />Core concepts<br />Communicat...
16<br />I. Background and Purpose<br />How did diversity initiative planning come to your agency?<br />Why is it important...
17<br />II. Structure <br />Diversity vision statement (where you want to be)<br />Diversity mission statement (what you a...
18<br />II. Structure Cont’d<br />EMQFF’s  Diversity Vision Statement:<br />Staff will be aware of the governing and regul...
19<br />II. Structure Cont’d<br />EMQFF’s  Diversity Mission Statement:<br />	Within EMQ FamiliesFirst, diversity and incl...
20<br />II. Structure Cont’d<br />Organizational alignment is critical for the sustainability within an agency<br />What d...
21<br />III.  Core Concepts<br />Shared language is important in our processes<br />as it helps deepen our understanding a...
22<br />IV.  Communication<br />Critical for strategic planning success<br />Stakeholders <br />Who are they internally an...
23<br />V.  Implementation<br />Operationalized<br />Goals<br />Remember on 3-4 goals<br />Objectives<br />Steps you will ...
24<br />V.  Implementation cont’d<br />Key points<br />Best to do as a collaborative process<br />Keep it simple, 3-4 goal...
25<br />VI. Strategies for Addressing Challenges<br />Identify potential and/or existing challenges<br />Develop a plan to...
VII. Strategic Plan Translates into Service Delivery<br />Agency assessment<br />Diversity Council<br />Two-way communicat...
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Strategic planning in developing diverse and inclusive services june 2011

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Strategic planning in developing diverse and inclusive services june 2011

  1. 1. Northern Region Cultural Competence & Mental Health Summit XVIIJune 27-28, 2011Strategic Planning in Developing Diverse and Inclusive ServicesbyAndrea Urton, Clinical DirectorWhitney Barnes, Program Supervisor<br />
  2. 2. 2<br />Our History<br /><ul><li>EMQ FamiliesFirst has been growing for more than 140 years
  3. 3. EMQFF serves 18,000 youth and families annually
  4. 4. Located in 30 counties throughout the state, we meet the diverse needs of many communities</li></li></ul><li>3<br />Services We Provide<br />24/7 Intensive Services<br />Addiction Prevention<br />Children’s Intensive Services<br />Crisis Services<br />Experiential Therapy<br />Family Finding<br />Family Preservation<br />Family Therapeutic Services<br />First 5<br />Foster Care and Adoption Services<br />Full-Service Partnerships<br />Kinship<br />Matrix Program<br />Mt Diablo Day Treatment<br />Outpatient Services<br />Parent Aide<br />Psychiatric Services<br />Residential Services<br />Respite<br />School-Based Treatment<br />Shared Family Care<br />System of Care<br />Therapeutic After-school Program<br />Therapeutic Behavioral Services<br />Transitional Housing<br />Wraparound (UPLIFT)<br />Yolo Crisis Nursery<br />
  5. 5. 4<br />Agency Philosophy<br /> 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. <br /> 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. <br />
  6. 6. 5<br />Service Delivery Philosophies<br />Community Based<br />Culturally Competent<br />Family Centered<br />Team Based<br />Collaborative and Integrative<br />Individualized<br />Strength Based<br />Natural Supports<br />Persistence<br />Outcomes Based<br />Needs Driven<br />Flexible and Accessible<br />
  7. 7. 6<br />Development of our Cultural Initiative<br />2003- initiated a strategic plan to assess<br />organizational cultural competency<br />Developed infrastructure to support a comprehensive assessment and ensure implementation of improvement plans.<br />Cultural Competence Action Committee was created to oversee plan development and implementation.<br />
  8. 8. 7<br />Development of our Cultural Initiative, Cont’d.<br />This assessment led to an informed process<br />for developing a cultural competency plan. <br />Plan requirements:<br />An agency-wide self assessment measure <br />A governing body<br />A budget<br />A strategic plan<br />
  9. 9. 8<br />Building a Solid Foundation<br />Macro vs. micro levels<br />Organizational change is continuous. It must be fluid and dynamic to adapt as change occurs<br />Comprehensive and systemic way across all elements<br />
  10. 10. 9<br />Absolute Musts for a Diversity Initiative<br />Tied to the Strategic Plan of the organization<br />Distinct from affirmative action and equal opportunity efforts<br />Proactive<br />Tailored to your specific organization’s culture /climate<br />Part of the long-term process with ongoing efforts<br />
  11. 11. 10<br />What Does It Take to Build a Strong Diversity Initiative?<br />Use broad definitions of the dimensions of diversity<br />Involve all members of the organization in all stages<br />Develop leadership commitment in concrete, active and obvious ways<br />Build stake holder commitment<br />
  12. 12. 11<br />How Do We Sustain the Diversity Initiative<br />Resources-(budgets, people, etc)<br />Be complete in scope yet doable, measureable, timely and visible<br />Communicate the goals and progress clearly and consistently<br />Become part of the agency's overall system and initiative<br />
  13. 13. 12<br />How to Start the Strategic Planning Process<br />Agency assessment <br />Where are you?<br />What is the agency need?<br />Sponsorship <br />Who will be your primary sponsor?<br />Who will be your secondary sponsors?<br />Diversity Council<br />Someone to govern<br />
  14. 14. 13<br />Diversity Initiative Chart<br />Leadership Sponsorship<br />Diversity Council <br />Diversity Strategic Plan <br />and Process<br />Diversity Council<br />Ongoing<br />Learning<br />Diversity Council Projects based on defined Goals<br />Ongoing <br />Council <br />Projects<br /><ul><li>Cultural Vision
  15. 15. CCAC Newsletter
  16. 16. Cultural Competent </li></ul> Regional <br />Assessment<br />Goal 1<br />Employer <br />of <br />Choice<br />Goal 2<br />Culturally <br />Competent <br />Workforce <br />Development<br />Goal 3<br />Linguistic <br />Competency<br />Goal 4<br />Translation of <br />documents for <br />internal and <br />external use<br />Ongoing <br />Council <br />Events<br /><ul><li>Transcultural </li></ul> Network<br /><ul><li>Fairs</li></ul>Designing & Implementing a Diversity Initiative, © 2009 National Multicultural Institute (NMCI)<br />
  17. 17. 14<br />Creating the Strategic Plan<br />Who is responsible?<br />Reviewing the data<br />
  18. 18. 15<br />Nuts and Bolts of the Strategic Plan<br />Background and purpose<br />Structure<br />Core concepts<br />Communication<br />Implementation<br />Strategies for addressing challenges<br />
  19. 19. 16<br />I. Background and Purpose<br />How did diversity initiative planning come to your agency?<br />Why is it important?<br />Why are you focusing on it now?<br />
  20. 20. 17<br />II. Structure <br />Diversity vision statement (where you want to be)<br />Diversity mission statement (what you are to do)<br />Organizational alignment (relationship to other organization plans, values, and missions)<br />
  21. 21. 18<br />II. Structure Cont’d<br />EMQFF’s Diversity Vision Statement:<br />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.<br />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.<br />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. <br />
  22. 22. 19<br />II. Structure Cont’d<br />EMQFF’s Diversity Mission Statement:<br /> 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:<br />Being reflective of the communities we serve: By the enhancement of EMQFF's ability to attract and retain diverse employees<br />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.<br />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.<br />Increasing effectiveness and accountability in all we do: By creating and applying measurable diversity goals and objectives.<br />
  23. 23. 20<br />II. Structure Cont’d<br />Organizational alignment is critical for the sustainability within an agency<br />What does this look like?<br />Attaching the diversity initiative to agency-adopted values, philosophies, plans and missions<br />
  24. 24. 21<br />III. Core Concepts<br />Shared language is important in our processes<br />as it helps deepen our understanding and eases<br />collaboration.<br />What is Diversity for your agency?<br />Chose a definition for diversity and or cultural competence<br />Chose core principles and competencies (what demonstrates cultural competency?)<br />
  25. 25. 22<br />IV. Communication<br />Critical for strategic planning success<br />Stakeholders <br />Who are they internally and externally?<br />What is your communication plan with them? <br />This must include a two-way process to give and receive information and feedback<br />
  26. 26. 23<br />V. Implementation<br />Operationalized<br />Goals<br />Remember on 3-4 goals<br />Objectives<br />Steps you will make to reach your goals<br />Key tasks and action steps<br />Measures of success<br />How you will track your progress and completion<br />Timeline<br />Be realistic<br />
  27. 27. 24<br />V. Implementation cont’d<br />Key points<br />Best to do as a collaborative process<br />Keep it simple, 3-4 goals<br />Goals chosen should be in alignment with overall agency goals<br />Don’t forget to use your data to define your goals<br />
  28. 28. 25<br />VI. Strategies for Addressing Challenges<br />Identify potential and/or existing challenges<br />Develop a plan to overcome them<br />
  29. 29. VII. Strategic Plan Translates into Service Delivery<br />Agency assessment<br />Diversity Council<br />Two-way communication<br />26<br />
  30. 30. 27<br />Remember this process is a continual and part of a continuum…. so give grace<br />
  31. 31. 28<br />Working Together to Celebrate Diversity<br />Diversity<br />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.<br />
  32. 32. 29<br />Resources<br />The National MultiCultural Institute www.nmci.org<br />NAMI Fact Sheet: Cultural Competence, A Key for SuccessBarriers to Mental Health Care Treatment for People of Color<br />From Good to Great: NAMI’s Cultural Competence Self-Assessment Project<br />Cultural Competence Now Law in New Jersey, American Medical News (AMNews) 4/25/05.<br />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<br />

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