|
|
|
|
|
|
|
Quality Framework for Disability Services
Download for Training Program: B. Registration Forms & Training Schedules:
The priority targets for attending the training program are the ‘leaders’ and ‘quality drivers’ in the organisation. These are the staff in the organisation responsible for strategic thinking, organisational development, and quality planning and workforce development. This may include CEOs, senior staff, quality officers, senior program managers and may also be staff responsible for undertaking organisational and individual assessments, including the development and reporting requirements around quality management systems.
Disability Service Providers will be responsible for identifying who will attend the training program. This will enable the CEOs to strategically determine who in the organisation will be able to maximise the learning and development opportunities including the use of the Quality Framework tools and resources to best position the organisation to implement the quality framework. The strategy acknowledges that those who attend training will vary from organisation to organisation and will depend on the size, scope, management and service delivery structures in each organisation. CS&H ITB estimates that this will be between 2 – 10 people from each organisation who will work with the CEO to integrate an outcomes focused approach to plan, measure, monitor and improve the quality of service provision in the organisation.
The Department of Human Services (DHS) Disability Services Division recently sent CSOs an information bulletin about the Quality Framework for Disability Services (2007) implementation. The bulletin highlighted:
Training Program In recognising the diversity of Disability Service Providers, the CS&H ITB has designed three models for organisations to select from. They are:
Once a CSO has registered in a training program, an email confirmation will be forwarded.
For more information or queries in relation to selecting the most appropriate program that best meets your organisational needs, please contact the CS&H ITB on Tel: 03 9347 0377. WorkingTraining : CSIF Workforce
Strategies Training Program This project aims to better equip community service organisations (CSO’s) with the skills and knowledge to navigate and use the Community Services training package as a tool to improve workforce recruitment, development and retention of community sector staff. The project will · Assist community sector organisations and the general public in better utilising and negotiating the community services training package · Develop staff across the community sector as ‘workplace assessors” so that prior learning and development can be recognised and qualified. · Assist community sector organisations in procuring and implementing training more effectively. more...
Mapping Articulation Pathways from
Certificate IV to Bachelor (Nursing) Project Complex articulation pathways and entry requirements led to a perception that registered nurses Division 2 with a Certificate IV in Health (Nursing) are disadvantaged in progressing to Bachelor of Nursing programs. Other inhibiting factors for people intending to enter and progress within the nursing profession include differing methods of assessment, recognition of prior learning and processes for credit transfer between Vocational Education & Training (VET) and Higher Education (HE).
The Victorian Department of Education and Training funded the CS&H ITB to research and map existing articulation requirements for Certificate IV qualified nurses to enter Higher Education degree courses. A comparative analysis was conducted to identify inconsistencies and themes and create opportunity to propose future articulation pathways. This project will assist and inform work within the continuing Prepare Nurses for the Future project by the Department of Human Services. The
research indicated that 30% of Certificate IV applicants intended to pursue
Division 1 studies at enrolment. The evidence of this study established this
as a very achievable goal and one that should be encouraged. Subject to good
grades and consistent performance in the Certificate IV, there is every
indication that a Certificate IV holder will obtain admission to university,
significant advanced standing and go on to successfully complete their
Bachelor of Nursing studies. The
results of the study revealed that while university articulation arrangements
are unclear and allow some discretion, there was no evidence that holders of
the Certificate IV are disadvantaged or discriminated against. In fact,
Certificate IV holders are admitted to Bachelor of Nursing places in slightly
higher numbers than other cohorts. At admission, Certificate IV holders
received greater credit than other cohorts. It is also noteworthy that
Victorian universities awarded significantly greater credit to students with
Certificate IV than many interstate universities give to students with
Diploma in Nursing. Certificate IV entrants are significantly more likely to
complete the Bachelor of Nursing than other cohorts. Financial and time
constraints were listed as the most significant reasons by Certificate IV
entrants for not pursuing a Bachelor of Nursing and for failure to complete
the course. Improvements
in the process can and should be made at both university and RTO levels, but
it would appear that the high levels of anxiety and pessimism about
Certificate IV articulation are unjustified. The study indicates that
improved communication and collaboration between universities and RTOs may go
some way to changing this perception. To
promote further discussion and affirmative action, a seminar on the 1 May
2007 highlighted the findings of the research and engaged participants from
nursing and non-nursing establishments that span the regulatory, higher
education, VET and accreditation sectors. Ewa Kuriata, Office of Training and
Tertiary Education (OTTE), Department of Innovation, Industry and Regional
Development, launched the report and spoke on the “State of
The Board wishes to express our appreciation for OTTE’s support in this groundbreaking research and the numerous individuals who have contributed to the validity and successful completion of the report. For more information or to obtain a copy of the report, please contact Kelvin Lee at the CS&H ITB office by phone (03) 9347 0377 or email kelvinlee@intraining.org.au
This requires the
identification of alcohol and other drug (AOD) skill requirements for 24
occupations in the following five generalist workforce sectors: DHS workers,
Local Government workers, Commonwealth workforces, Community workforces and
Health workforces.The objectives of this project are to: 1.
identify and evaluate present training in AOD for Generalist Workforces For more information on
this project and/or list of the occupations, contact Brian Spencer at the
CS&H ITB by phone (03) 9347 0377 or email brianspencer@intraining.org.au
|
|||||||||||||||||||||||||
|
Frontline Alcohol and Other Drug
Workers’ Overdose Management Practices Project The Project will focus
on the following four groups of frontline AOD workers: Primary Health Care
Centres, Mobile Overdose Response workers, Youth Outreach, Needle and Syringe
Program workers. Some of the issues that
will be explored and documented as part of the Project include: • The varying degrees
of knowledge and skills in overdose management of the four key groups of
frontline AOD workers. For more information,
contact: Rebecca Ford at the CS&H ITB by phone (03) 9347 0377 or email
|
|||||||||||||||||||||||||
|
Emerging role of foot and hand
carers There are a number of
contributing factors leading to an increased demand for foot and hand
services: the aging population with limited or no family support, increased
case complexity and numbers of diabetic clients, and the inability of
podiatrists to meet service demand due to recruitment and attrition issues. There is sound support
for the emerging role of foot and hand care workers. A Certificate IV level
course that meets the specifications of the Australian Qualifications
Framework and meets the specific need expressed by most managers and
clinicians for a level of autonomy to be afforded to foot and hand care
workers. For more information,
contact Brian Spencer at the CS&H ITB by phone: (03) 9347 0377 or email
brianspencer@intraining.org.au
|
|||||||||||||||||||||||||
|
Articulation arrangements
between VET and HE Sectors •
barriers to successful articulation between Vocational Education and Training
(VET) and Higher Education (HE) courses and examples of successful
articulation arrangements It was found that In general terms, there
is a need for: • articulation
considered as part of the design of CS&H Training Packages, not an after
thought,
|
|||||||||||||||||||||||||
|
Competency standards for health
and allied health professionals in •
determine the availability of, and obtain, existing competency standards for
specified health and allied health professions The document analysis
found that: •
most health and allied health professions have competency standards or are in
the process of developing / redeveloping them and that they adopt the
National Office of Overseas Skill Recognition (NOOSR) format for writing,
developing and using competency standards. However, there has been individual
modification and reworking over time in some individual professional fields The research report
suggests a competency framework for further discussion with professional
associations and medical colleges under which health and allied health
competency standards could be clustered, with the intention of facilitating
interprofessional and intersectoral dialogue and comparison. A consistent
format for competency standards would also have a facilitatory effect. For more information,
contact Brian Spencer at the CS&H ITB by phone: (03) 9347 0377 or email
brianspencer@intraining.org.au
|
|||||||||||||||||||||||||
|
VET responses to the learning
needs of 45+ and disadvantaged workers The paper outlines
examples of effective training strategies that meet the needs of this group.
Many workers in this age group have the lowest levels of formal education in The paper also
identifies examples of successful delivery of accredited courses in the
community services industry, which is the largest employer of older workers
in
|
|||||||||||||||||||||||||
|
Women in the workforce: factors
affecting retention and re-entry This audit included
identifying training modalities that enable workers to maintain and enhance
their skill levels. An analytic framework was applied to the findings:
drivers, triggers and attitudes, to provide new insight to the issues of
retention and re-entry. The dominant drivers
for women’s participation in the workforce are economic, education, identity,
meaning and purpose and social expectation. Notwithstanding these drivers,
women do have more forced breaks from the workforce. The break may result in
permanently leaving an employer, or maintaining a link to the employer
through taking a leave entitlement. Having made the decision to return to the workforce, or seeking to resist the pressure to withdraw from the workforce, there are a number of structural and management initiatives which can act as ‘enablers’ to retention and re-entry: training opportunities; work arrangements; economic conditions; personal networks and legislative provisions. The major enabler of retention and re-entry of women in the workforce is a supportive manager who understands and facilitates flexible work arrangements.
|
|||||||||||||||||||||||||
|
Other Projects: Recognising Competency WELL Project DISTSS Disability Support Work Induction Developing Networks Learning Resources Professional Development Research Consultancies |
|||||||||||||||||||||||||
|
The RCC model represents an approach that is focused on recognising an employee's skills and experience through an interview process and the assessor will assess against the individual's competence. The case scenarios and interview questions form part of the model and we are currently developing specific disability services case scenarios and questions that existing employees can relate to and respond to their current work situation. Also a handbook on the RCC process and assessor and candidate templates are being developed.
Also a brochure for candidate and another for assessor has been developed as well as a pro forma for each interview process that may assist the assessor and candidate with identifying pieces of evidence.
|
|||||||||||||||||||||||||
|
WELL Project: Assist with Self
Medication video resource Many workers in
our industry have low literacy and numeracy skills due to limited formal
education or because they are from a Culturally and Linguistically Diverse
(CALD) background. The CS&H ITB
recently secured funding to develop Workplace English Language and Literacy
(WELL) training support materials for direct care workers working with
clients who self medicate in a home or community setting. The WELL resources
will support the new "Assist with Self-Medication" competency in
the revised Community Services Training Package particularly because this
competency demands specific levels of literacy and numeracy to meet the
essential reporting and recording requirements of the job. However, these
materials will also be relevant to other related competencies in the Package. These materials
will be based around real work situations and documentation and will use
plain, everyday English and explain any terminology that workers are required
to know for their jobs. The resources will
include: • A video (also in
DVD format) • A CD-Rom to
support the video/DVD and provide printed worksheets and trainer's notes. The materials will
be trialed in
Ready4Work
Disability Support Work Induction. Client: DISTSS
and DHS DISTSS contracted
the ITAB to develop competency-based induction resources for use within the
disability sector relating to parts of four national competency standards
within the Certificate IV in Disability Work. Each section contains a number
of topics with their own learning materials. The induction
materials consist of a Manager’s Guide, Tools & Resources Guide and a
Learner’s Workbook and is available for purchase from distss.org.au Career
Pathways for Young People kit Client:
Banyule/Nillumbik LLEN The ITAB has
developed information resources for young people describing five occupations
and career pathways in the community services industry. The kit includes a
pathways chart, fact sheet on each occupation as well as regional specific
case studies of young people working in the industry, and employer
perspectives. The feedback from secondary schools and young people has been
very positive. Assist with self medication Client: CS&H ITB (VIC) The revised Community Services Training Package has for the first time included medication competencies. The Board has developed resources to support the delivery of training for direct service workers in the disability and HACC fields. These resources are available now. Contact: rebeccaford@intraining.org.au Out of Home Care resources project Client: DHS Industry Training Networks Client: ANTA (Reframing the Future) The ITAB provided professional development and engaged with our 2003 Conference workshop leaders in the training debate while facilitating an avenue for new partnerships to develop. As a direct outcome of the project, a number of public, private and enterprise registered training organisations made strategic alliances with industry and supported one another.
Community
building project Client: OTTE Determining how
VET training supports community building was behind the OTTE funded project
undertaken by the ITAB. The ITAB's report to the OTTE is available now.
Contact: suepicot@intraining.org.au Environmental scan Client: OTTE Gaining a better understanding of such topics as living standards,
debt and savings, and structural change and their implications for training
lay behind the project the ITAB fulfilled early in 2003 for the OTTE. The
environmental scan was used by OTTE to inform the development of their
priority planning report, following the centralisation of the research
function previously fulfilled by ITABs via the provision of the annual
Strategic Training Report. Various topics were desktop audited by Victorian
ITABs who gave a presentation to senior OTTE managers and planners followed
by provision of a summary report of the findings. Training needs analysis Clients: Box Hill TAFE – FLM: We continue to conduct training needs analyses at the request of
industry and have supported others by undertaking the data entry, analysis
and provision of reports. Volunteer training program evaluation Client: Menzies Homes In 2003, Menzies Homes commissioned the ITAB to undertake an
evaluation of the professional development program conducted for volunteers.
This project is in progress and has continued in 2004. |
