Key Education ProgramsRSL LifeCare is always looking for ways to enhance and improve their staff. Therefore a number of innovative programs have been developed to maximise staff’s competence and development potential. There are numerous programs however some examples are:
1. Leadership Development ProgramThis is a creative and innovative management development program which was developed and implemented to equip managers with a knowledge and skills base in relationship management. There is an articulation with each course so managers can enhance their competencies as they progress through the entire program which includes: Level 1V in Frontline Management, Workplace Assessor, Leadership and Advanced Leadership, and for junior executives Professional Coaching. One of the largest issues facing people in Aged Care is that of relationship management. Our whole service is based on interacting successfully as a team – staff, residents, relatives and all other stakeholders. It is recognised that a number of managers at the Village had achieved their management position due to being successful at their core competencies – eg nursing, finance, cleaning, etc. Few managers had received training in leadership and management – particularly relationship management. This led to the creation of the Leadership and Management program. Leadership CourseCourses with a qualified facilitator for all managers focusing on areas such as relationships, conflict resolution, understanding other people’s perspective, and their individual management style etc. Advanced Leadership CourseCourses refining and further developing understandings of the course with particular focus on the psychology of people to enable managers to identify the weaknesses and strengths of their team members to fully maximise not only the team’s functioning but the potential of individual members. Executive Coaching and MentoringPsychological and personality profiling of senior middle managers and junior executive staff to identify strengths and areas for improvement – working with a relational psychologist on a private basis to develop and enhance leadership skills. 2. “Essential Skills” Recruitment ProgramEssential Skills Programs have been developed as an innovative and creative way of recruiting new staff and training them in the essential skills required for their specific work areas. These courses have been developed for the following groups of new staff:
The workforce issues being experienced by the aged care industry have been impacting on our ability to attract quality staff. These programs are an innovative and creative way of attracting, training and assessing staff to ensure they are competent and confident prior to them commencing work in the hostels and nursing home. Positive attitudes towards caring for aged people and towards learning are fostered from the commencement of their employment. We believe this is an effective way to orientate new employees to the vision and mission of the village as a foundation of their sense of belonging. On application to the organisation from advertisements the prospective employee is invited to attend a paid Essential Skills competency-based program held on-site. If successful in gaining a position on results of their participation and assessments from the course they attend an area specific orientation, two or more buddy shifts depending on their individual need prior to them taking up a position in the work area. Notable features include the integration of the theoretical component of the subject matter with practical skills development to competent level e.g. handwashing technique, bedmaking (care staff), bathroom cleaning (for cleaners) and manual handling. The students are given time in the program to practice with the guidance of the teachers. This allows for experiential learning in a safe environment. During the course students are taken to a hostel and/or the Nursing Home and introduced to the residents, staff and environment as a way of reducing the culture shock as well as their anxiety levels. Practical skill development is undertaken in the work area where appropriate. A resource booklet is provided with notes for further reading and competencies for workplace assessments. These booklets are to be added to as they attend further education sessions and undergo further assessment and to keep as a record of their training for their performance appraisal. There is an open book exam at the completion of the course used to measure the participant’s comprehension and understanding of the content of the course as well as their abilities to use the resource book. The intention being to develop their skills in using manuals as information resources, eg Policy and Procedure manuals. Practice exams are completed in the classroom. Exam papers are in the same format as questionnaires regularly used in workplace assessments to introduce the prospective new employee to the format. An English word knowledge test is also included and those who score below average are offered support with English classes. Job offers are extended to those who have participated well in the classroom and completed the competencies and exercises satisfactorily. To date there has been a very high rate approximately 92% of participants who have been gainfully employed. These employees then commence traineeships. A luncheon is provided with the Frontline Managers as a way of breaking the ice for when they first go to their work areas. Buddy shifts are organised for as long as the new employee requires prior to them taking their part in the team. The trained preceptor in each area will work with the new employee orientating them to their work routines, policy and procedure and introducing them to residents and staff. This is to assist them in socialisation to the work environment by breaking down any barriers as well as increase the confidence and skill level of the new employee. Support is available from the Hostel Co-ordinator and education staff as required. All new employees are subject to a performance appraisal after the first three months which is an opportunity for further training goals to be set. All participants in the course are paid the award rate for the duration of the course, orientation day and buddy shifts. All resource materials are provided. A resource folder with the entire lecture content, worksheets, further reading and references are given to each participant. All equipment for practical skills development is also provided. Expert training staff – professionally qualified staff provide the teaching and resource materials. Refreshments and food are also provided. The Essential Skills Course covers:
The course is evaluated by individual topics and the feedback from participants has always been very positive. The practical sessions are consistently rated very highly as are the sessions on Dementia, Resident’s Rights and Infection Control. The content and the mode of delivery for these courses are constantly being reviewed to ensure they are relevant and appropriate for new and unskilled employees. Consequently the courses have undergone further development to include an advanced Essential Skills course for Care staff which is a refresher for existing staff and further enhances the skills and knowledge of new staff after their first three months employment. 3. Further Education and Career PathwaysNew and existing employees are encouraged to embark on a career pathway which will provide them with a nationally recognised training qualification (Certificate III in Community Services (Aged Care Work)) and Certificate 1V in Frontline Management) which are conducted by TAFE and other Registered Training Authorities on –site. The organisation is an affiliated member of the Northern Area Health Service and offers the Trainee Enrolled Nurse program for 3 candidates per year, Care staff who have completed the Level 3 Certificate in Community Service (Aged Care) are encouraged to apply and the successful applicants are offered further career opportunities within the organisation on completion of the Trainee Enrolled Nurse program. The option of taking Leave Without Pay is given to them prior to commencing their course. This is an innovative way of motivating Enrolled Nurses to remain in Aged Care on the completion of their course as the majority of organisations don’t offer this option therefore breaking their ties with Aged Care facilities and their years of service. The organisation has developed a partnership with the Australian Catholic University and Sanicare Pty Ltd in 2003 to conduct tertiary study programs for both undergraduates and post graduates on-site. These programs currently include Advanced Certificates for Assistants in Nursing and Personal Carers, Graduate Certificates in Aged Care and the opportunity to access Nursing as well as Management undergraduate and post graduate programs. There are further learning opportunities with traineeships for Food Services and Cleaning staff as well as Recreational Activity Officers. General Learning and Education ProgramsOur commitment to ensure our staff are trained as well as sharing expertise with others can be demonstrated by our innovative learning and development opportunities which include:
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