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CULTURAL COMPETENCY
Technical Assistance
Pre-Application Workshop
WHY CULTURAL COMPETENCY?
Growing diversity across the region, including in
suburban communities.
Patients bring various perspectives about health
based on their social and/or cultural backgrounds.
Cultural competence can improve provider-service
recipient communication, trust and adherence to
medical instructions – leading to better health
outcomes.
INITIATIVE GOAL
 Improve service delivery and reduce
health disparities by …
Increasing understanding and the
practice of cultural competency in
nonprofit health and human service
organizations.
KEY COMPONENTS
Steering
Committee
Learning
Community
Funders
TA Recipients
Evaluator
TA
Consultants
WORKING DEFINITION
Cultural and linguistic competence is a set of
congruent behaviors, attitudes, and policies that come
together in a system, agency, or among professionals that
enables effective work in cross-cultural situations.
'Culture' refers to patterns of human behavior that include
the language, thoughts, communications, actions,
customs, beliefs, values, and institutions of racial, ethnic,
religious, or social groups.
'Competence' implies the capacity to function effectively
as an individual and an organization within the context of
the cultural beliefs, behaviors, and needs presented by
consumers and their communities.
[Adapted from Cross, T., Bazron, B., Dennis K., & Isaacs, M., 1989.]
INITIATIVE OUTCOMES
1.
Build understanding of national best
practices in cultural competency.
2.
Strengthen awareness of how cultural
competence, access and delivery of health
services connects with health outcomes.
3.
Enable health and human service providers to
recognize and respond to the needs of their
target populations.
OUTCOMES (cont)
4.
Engage the region’s foundations in
supporting efforts to strengthen cultural
competency.
5.
Build the capacity of local providers to lead
future cultural competency efforts.
INITIATIVE OVERVIEW
Lead by Example
Organizational Sustainability
Infrastructure
Development
Diversity Integration
Organization and
Community
Inclusiveness
TA FRAMEWORK
Organizational Focus
Organizational
Structure
 Cultural Competence
Sustainability
 Diversity Integration
 Policy Review
 Assessment / Survey
 Development of
Program Indicators
 Sustainability Plan
 Training
 Evaluation


BOARD OF
DIRECTORS
MANAGEMENT
STAFF
VOLUNTEERS
INITIATIVE BENEFITS
From Current
To Diversity
Outcomes
To
Organizational
Outcomes
 Board
Incorporate Inclusion and
Diversity as an
Organizational Value
Integration of Inclusion and
Diversity in Decision Making /
Organizational Development
 Employee
Workforce with Best Talent /
Increased Staff Satisfaction
Retention / Diverse
Workforce
Integrated Inclusive Work
Environment
Increased Performance &
Innovation / Flexibility
 Community
Positive Reputation
In all Communities
Community Partnerships and
Involvement
 Service
Integrated and Diverse
Organization
Inclusive Policy and Service /
Increased Access to Diverse /
Underserved Consumers /
Clients
 Workplace
EVALUATION FRAMEWORK
1. Attitudes
2. Motivation
3. Skills
Technical Assistance
People/Personnel
Interaction
1. Leadership Support
2. Planning
3. Service Design
1. Direct Services
2. Environment
Reduction in Disparities in
Provision of Services
Organization-Specific
1. Policies
2. Procedures
1. Indicators of
success
2. Systematic
feedback
process
EVALUATION REQUIREMENTS
Participants agree to:
• Participate in focus group(s) during
learning community
• Complete two online surveys
• Be available to participate in interviews
by evaluator as needed
SAMPLE EVALUATION OUTCOMES
80%
Updated our compliance policies, procedures and…
Formally adopted/sanctioned a process for ongoing…
100%
The cultural competency committee has an active…
100%
80%
The cultural competency committee has moved…
A clearer understanding of the need for ongoing…
100%
A clearer definition of cultural competency/inclusion…
100%
Become more intentional in making an effort not to…
100%
Become more intentional in actively listening to each…
100%
Discussing and developing an organizational…
80%
At staff meetings we regularly discuss cultural…
80%
We are providing more inclusive/culturally…
80%
60%
We have developed a process and indicators for…
0%
20%
40%
60%
80%
100%
APPLICATION PROCESS
Up to 10 organizations will be selected.
Technical assistance term runs 12
months.
Organizations must meet Foundation’s
general eligibility criteria.
Completed application can be mailed or
emailed.
APPLICATION PACKAGE
Application Consists of:
1. Cover Page
2. Statement of Commitment
3. Narrative Statement of Request
4. Copy of Organization’s IRS Letter
NARRATIVE STATEMENT
Should address (within four pages):
1. Describe organization, and your experience with
diversity and inclusion.
2. Describe conditions in your organization and/or
community that explain your interest in cultural
competency.
3. Discuss level of commitment of board of
directors and capacity to sustain efforts.
4. Describe organization’s ability to dedicate staff
resources and capacity to continue efforts
beyond the TA period.
SELECTION CRITERIA
Evidence of organizational readiness
(including commitment of the board).
Demonstrated understanding of the
barriers affecting culturally competent
delivery of services.
Evidence of commitment to sustain
efforts beyond the TA period.
APPLICATION TIMELINE
Application Deadline: Thursday, December 13, 2012
@ 4:00 p.m.
Notification of Awards: Wednesday, March 6, 2013
T.A. Period: April 1, 2013 – March 31, 2014
CONTACTS

Carla Gibson – Senior Program Officer
REACH Healthcare Foundation
(913) 432-4196 / [email protected]

Adriana Pecina – Program Officer
Health Care Foundation of Greater Kansas City
(816) 241-7006 / [email protected]

Theresa Reyes Cummings – Director of Program Development
Jackson County Community Mental Health Fund
(816) 842-7055 / [email protected]