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Workforce Development Strategy
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Workforce Development Strategy
SafeKIDS
Summary Statement
PURPOSE
SafeKIDS is tasked to provide a safe place for children and young people, in a setting that fosters culturally aware processes and employs dedicated carers. Some of whom are the most appropriate carers, yet have never worked before, let alone in Residential Care.
Act for Kids mission is to ensure all children have a safe and happy childhood. With a key focus on caring, inclusive and therapeutic approaches with all of its clients.
Creating a culture within SafeKIDS of continuous learning which is supported by a robust framework, and stabilising the teams through better employee value propositions will enable us to provide not just great care, but exceptional care. Which can make a significant difference to a child's life and future.
The Why
Why should we do this?
It is our responsibility to ensure we can provide the most culturally safe, therapeutically informed, compassionate, stable and consistent level of care to the children within our program.
If we can offer an exceptional workplace experience, with genuine collaboration which is driven by truly understanding the workforce, and the offer of ongoing learning and development partnered with a career path within the Residential Care sector, then we have the opportunity to shift our teams paradigm of thinking, and not only nurture but shape a culture where team members instinctively lean in.
Thus, building a stable and reliable model of care for the most vulnerable children in our communities.
Workforce Development Plan
What is it?
The overarching plan which aligns with the Workforce Capability Framework.
It includes considerations such as.....
Select
Attract
Engage
Retain
So....how do we
NOW
Weaknesses
Strengths
NOW
Opportunities
Threats
CURRENT CULTURE
CULTURE MAPPING
Let's start here!
DIAGNOSE - let's find out how the existing culture (attitudes, beliefs, norms) are impacting on our Program Goals
Mapping Process
What is the cause of this?
What do we look like right now?
How will our goal impact the Program?
Understand existing culture
Diagnose current culture
What is the culture goal
Workforce Planning
WORKFORCE PLANNING
Developing the Program
Developing the Current Workforce
Developing the Future Workforce
GOAL
Being an employer of choice among Out of Home Care Providers in Queensland
Providing good care
Workforce Capability Framework
Workforce Capability Framework
It defines the skills, knowledge and capabilities required of all roles
What is it?
It is a robust, consistent and transparent framework that can be used to underpin people management strategies, enhancing the program culture
And.......
STRATEGY
#4
#3
#2
STRATEGY
#1
Measurement
TIMELINE
Workforce Development
Plan
Operational Plan
Current Status
(Analytics)
WFDS FOCUS
#3 - Workforce Development Plan
Workforce Development Specialist Focus
#1
#2
Attract
Engage
BREAKDOWN
Attraction & Retention
How do we attract the best talent?
What do we offer?
How do we keep the best talent?
What does their induction look like?
How supported are new starters?
Do we provide enough cultural support?
Is there a clear career pathway?
Engagement
Culture Mapping
Residential Care Career Planner
Workforce Communication & Change Management processes
Diagnose & Develop Culture
GOALS
Culture Mapping
4
Measurement
3
Measure our unique program goal against generic 'good culture' measures
Key Business Indicators
2
Diagnose the culture
What is the culture goal and what business impact will arise through this goal?
What is the cause for the existing culture?
1
The Why
What does the existing culture look like?
Residential Care Career Planner
Milestone timeline
Level 4 & 5
Level 2
Level 3
Milestone 2
Milestone 1
Milestone 3
Deliverables
Individual Development Plans
PDP Process
Succession Planning
Incorporated into Dadirri discussions
Increased Engagement in individual role
Deliverables
3+ year learning journey
Language & Literacy Program
Internal Coaching Framework
External training for leadership
Career planner prepares existing workforce for future roles
Workforce Communication & Change Management processes
Once the plan is approved and developed consultation will commence with the workforce
This is a staged process, offering employees the chance to provide feedback
Program Coordinators play an integral role in communicating the plan and supporting their team members
SO WHERE TO FROM HERE?
FUTURE
The future of SafeKIDS is one where....
the team flourish in their career
We have a workforce that is supported and engaged. A stable workforce of experienced carers who align with the Act for Kids Values and culture
and they are rewarded with growth opportunities within SafeKIDS and more widely within Act for Kids.
NEXT STEPS
NEXT BIG STEPS
RECAPPING ON THE MAJOR STEPS, There are 3 key points here that we should look at
Objectives
Understanding the Culture
01
Culture Mapping
Workforce Capability Framework
02
Skills, Knowledge, Experience
Communication & Change Management
03
Engagement