It’s hard to believe we are at the end of March. Autumn and winter are knocking at our door, bringing lots of challenges for our clinical and non clinical staff. Ensuring that we provide high quality, effective and safe care to all of our patients has got to be our number one priority, but I know that this can be difficult when wards are full, staff are on leave and when the money is tight. It leaves little time for thinking about how we as individuals can continue to learn, reflect and develop our skill sets. So how do we support you to not only do your jobs well but enable you to perform at the best of your ability? As ELT Lead for the Enabling High Performing People (EHPP) Programme we have been doing some work in this direction.
First of all we have reformed the previous Health Workforce Committee and pulled together a strong programme board. This group has worked hard to shape the programme of work for 2013 which I will describe shortly. It is important to recognise that we are laying the foundation for the next couple of years and will, year on year, build on the activity, to ensure we are supporting our staff to be the best they can be. However, we can’t do this alone, and need your help in understanding what matters to you and what we can do as an organisation to support you in whatever role you hold.
I’m delighted to say we have now approved four programme themes, to which all projects align. These include:
1) Improving the experience of our leaders and managers
2) Improving the experience of our staff
3) Ensuring our workforce supply meets immediate and emergent workforce needs
4) Ensuring our people management approach is consistent with our values
We know there is a lot of good work happening in many of these areas, so we want to celebrate this, as well as look at the opportunities for further improvement. You will be familiar with the Leadership Academy from some of the previous Team Counties blogs – the planning work is continuing, ably led by Pam Muth and colleagues. We have developed an organizational leadership statement, which has helped the organization determine what kind of leaders we need for the future and what we can do to grow and support staff in these roles. We will critically evaluate our current menu of leadership and management courses to understand if there are any gaps or additional modules required. We will also be reviewing the range of courses on offer for all staff through Learning and Development, with a view to ensuring we are providing the right kind of training for our staff.
Staff safety and health are incredibly important and without you we couldn’t provide the care to our patients. I have asked that we review the work currently being led by Denise Kivell, Director of Nursing as part of the Safe Staffing, Healthy Workplace initiative. The EHPP Programme Board wants to know how the organisation is ensuring that our staff are looked after and kept safe and healthy.
It will come as no surprise that we are undergoing transformational times of change as an organisation, and our colleagues locally, nationally and internationally are faced with many of the same challenges. While this provides some comfort that there is a collective scratching of heads, it is time for action and in the words of Albert Einstein “We can’t keep doing the same thing over and over again and expect different results.” So, in response to the significant change that healthcare reform brings, the Programme Board has approved the development and implementation of a change management framework for organisational change. This piece of work will be led by our Human Resources team.
We have significant workforce issues, in part due to an ageing work force, but also as a consequence of the need to deliver services differently. We must respond to this changing landscape with well informed decisions. Currently, we don’t have a full enough picture of what the workforce needs are for the future. We can’t base these workforce needs on demographic growth alone because we know that with locality development, our models of care and staff skills sets will shift over time. For this reason, the Programme Board have approved three complex pieces of workforce analysis and modelling which will provide the business intelligence to make sound, evidence based and rational decisions about our workforce supply and demand for our Counties Manukau population. This data will be gold for us and I expect that many workforce innovations will be enabled by this key piece of work. The Programme Board have also approved a project which will develop and implement a recruitment and retention strategy for Maaori and Pacific staff, so we can continue to ensure our workforce reflects the population we serve.
In such challenging times, it is important that we work together as one big Counties Team, therefore we are revisiting our organisational vision and values. We need to make sure our vision and values are contemporary and match up with the environment in which we operate and that they reflect the personal values we hold.
So how will we measure the success of EHPP and ensure it makes a meaningful difference to our staff, the organisation and ultimately our patients. To cut a long story short we have aligned our Programme success indicators with the Health Excellence Framework and the System Level Measures and over the coming weeks will be getting our heads round the baseline data, so that we can start to consider what incremental improvements can be achieved.
I recognise that spare capacity within our normal day jobs is limited and that we are living in financially stretched times. For this reason, we have limited our work programme to 5 projects for the year (Leadership Academy, Maaori and Pacific Recruitment and Retention Strategy, Change Management Framework, Vision and Values review, workforce analysis and modeling) and we will have to support these projects within current resourcing. This may mean that some current work has to be stopped or postponed to re-direct resource to this new work. I realise this may be uncomfortable for some people, however we need to make these hard decisions now to ensure CM Health is an organisation where people are inspired and supported to be the best they can be.
I have asked Janne Boot and Kim Wiseman, both members of our EHPP Programme Board, to share their thoughts and wisdom with you about the work programme for 2013 – so keep an eye out for this in the coming weeks.
We also have the launch of the Leadership Academy at Ko Awatea on 4 April 2013 from 12-1pm in Room 103. Everyone is welcome so grab your lunch and come and listen to what the Leadership Academy has to offer
Director Ko Awatea