Cultural Competency and Diversity Plan: FY

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1 Adult Learning Systems-Lower Michigan Cultural Competency and Diversity Plan: FY The following Cultural Competency and Diversity Plan (CCDP) will outline the services available to the consumers, staff and other stakeholders of ALS LM. The plan takes into consideration culture, age, gender, sexual orientation, spiritual beliefs, socioeconomic status and language as well as feedback from consumers, guardians, staff, and board members on the annual ALS LM survey. The CCDP will be reviewed annually by the ALS LM Executive Team, Corporate Trainer and Board of Directors and updated as needed by the Corporate Training Director. The Board of Directors approval is needed for the annual CCDP to be implemented the next year. Administration Goal 1: To assure the support of the leadership of ALS LM in developing a system of care that is culturally competent. Objective: Cultural Competence is embedded into all organizational components. ALS LM will review and implement a cultural competence plan annually. This plan will include goals and objectives for all pertinent organizational components. Responsibility: Corporate Training Director Completed: October 1 ALS LM policies and procedures reflect respect and responsiveness to the service needs of the consumers and their families. Responsibility: CEO, Executive Team, Training Director Supervisors will ensure that all employees meet the standard for cultural competence on their performance evaluation. Those that do not will be given objectives for improvement to be completed within stated timeframe. Also, supervisors will address and document on the staff monthly observation form any cultural competency concerns or issues. Responsibility: Supervisors Completed: At time of individual employee evaluations and ongoing ALS LM administrators will receive basic training about the principles of cultural competence and its relevance to quality care. Responsibility: CEO, Executive Team, Corporate Trainer 1

2 Human Resources Goal 2. To ensure the general workforce of ALS LM reflects the diversity of their communities. Objective: To recruit, retain, and develop a culturally diverse workforce at all levels of the organization that reflects the needs of the community served. ALS LM includes in policy the need to maintain a qualified workforce that reflects the diversity of the community and population served. Responsibility: CEO, Executive Team ALS LM will recruit, hire, train, retain, and promote qualified employees from diverse cultural/racial backgrounds. The number of qualified employees hired, retained and promoted by race and gender will be tracked. Responsibility: Human Resource Coordinator ALS LM will prepare Annual Professional Development Plans for both staff and management to guide the development of a culturally competent workforce. These plans will address staff training needs in light of services for the consumers. Responsibility: CEO and Corporate Training Director Completed: October 1 and on going Education and Training Goal 3. To assure that all ALS LM employees are tolerant of all cultures. Objective 3.1: To continue the revision and implementation of the training program that promotes cultural awareness and tolerance. When conducting a live training the annual cultural diversity curriculum will be revised each year and it will address cultural awareness and tolerance issues. It will include training in areas such as culture, age, gender, language, sexual orientation, spiritual beliefs, socioeconomic status, traditions, and life style. In 2014, this training was completed through of an on line course during the 3 rd quarter training by all staff. The completion of training is documented in the staff on line training record. Responsibility: Corporate Trainer and Human Resource Coordinator Completed: Curriculum developed by April 30 when applicable; Course completed either live or on line by June 30 th. 2

3 As part of new hire training, staff will take an on line course that address the disabilities of person served in order to educate them to better meet the cross cultural needs of the persons served. All staff will also complete a cultural diversity course that addresses the differences between diversity training and cultural competence and specifically covers the following areas: culture, age, gender, sexual orientation, spiritual beliefs, socioeconomic status, physical abilities, language and many other considerations. Responsibility: CEO, Corporate Trainer, Management Completed: Upon hire, within 30 days All new staff will attend orientation training and review the policy and procedures on cultural competence and diversity and the importance of diversity in the workplace. Responsibility: Regional Skills Trainers Completed: Upon Hire All ALS LM employees will complete annual cultural diversity training and a cultural competence exercise. An additional training will be provided to newly hired management on cultural awareness to ensure a better understanding of diversity and enhance their ability to teach staff and consumers. Proof of training will be documented in e learning. Responsibility: Corporate Training Director, Management Completed: Third Quarter Annual Diversity Training (April June); On going Objective 3.2: To promote cultural competency in the ALS LM workforce. Activities/ Outcomes: All employees will have access to information dealing with diverse cultural issues that pertain to the consumers and ensure they acquire a basic knowledge, awareness, and sensitivity of cultural issues. Completed: On going ALS LM management will review and present information on diversity at monthly participant meetings and staff meetings as evidenced on meeting minutes. Completed: Monthly The ALS LM training library resource list will be available to all management staff on the intranet. The resources will include a section on diversity. Management will be encouraged to use the cultural resources at staff and participant meetings. The following resources that have helpful information about diversity training, including views of disability and it s causes, and the influence of culture on service delivery and predicted outcomes will be shared with management: The Society of Human Resource Management U.S Department of Health and Human Services Office of Minority Health, U.S. Department of Health and Human Services Human Rights Campaign cultural competence Responsibility: Corporate Training Director, Quality Assurance Coordinator Completed: Updated as needed when new resources are added to the library. 3

4 Consumers, Families & the Community Goal 4. To promote and support the involvement of advocacy groups, consumers and their families in the planning, development and implementation of our system of care. Objective 4: ALS LM develops partnerships with communities and utilizes a variety of mechanisms to facilitate community and consumer involvement in designing and implementing Cultural Diversity. ALS LM will include consumers, family members and members of advocacy groups in planning committees as deemed appropriate. (i.e. ALS LM Consumer Advisory Committee, Peer Support, Family Psychosocial Education, NAMI, ARC, People First) and Team Leaders The CEO will solicit feedback from consumers, guardians/family members, staff, Board of Directors, and funding agencies personnel on an annual basis to secure their perspectives about cultural diversity within ALS LM. Responsibility: CEO Completed: Annually All consumers will be given the opportunity to participate in events within their own communities (i.e. church, community organizations, civic clubs, clubhouses, etc ) Activity calendars show the number of cultural activities participated in each month. Group Homes within the organization have hosted different events around holidays, such as a Cinco de Mayo, St. Patrick s Day, Halloween or Harvest party, October Fest, etc Completed: Ongoing A committee of ALS LM staff will host a Cultural Fest for the consumers that will promote different cultural traditions. Responsibility: Cultural Fest Committee Completed: Annually; (The event was held May 24, 2014) Family members will be invited to attend cultural events hosted by the site. Management will document in the visitors log all attendees. Newsletters are sent to family members and staff which include resources for community events. Responsibility: Office Manager Completed: Quarterly 4

5 Language Goal 5: Any language barrier, verbal or non verbal, that is identified for a consumer will be addressed through training, referral, hiring practices, consultants, and language line assistance. Objective 5.1: ALS LM secures data on the consumers demographics which include language spoken and understood. ALS LM collects data on all consumers language spoken and understood on the Participant Information sheet. This sheet is completed upon entry into the program and updated as needed. Completed: Upon Admission; updated as needed; reviewed annually by March 31 Any language barriers will be addressed through the consumers Individual Plan of Service. The plan will indicate if communication/language services are required and the team will ensure the consumer receives appropriate assistance. in consultation with Community Mental Health, as needed Objective 5.2: ALS LM ensures staff training and consumer support in language assistance as necessary. Employees will be trained in the required areas where language assistance is deemed necessary (i.e. sign language, communication boards, language line assistance program, etc.). Completed: As needed day of training Referral of the consumer to a support service that can assist in developing an appropriate communication device/program. The consumer record will indicate documentation of any referral made requiring language assistance., as needed Limited English Proficiency (LEP) Posting will be posted at all times and will be accessible to all consumers. ALS LM will adhere to its policies and procedures on LEP. All employees will complete an on line training in LEP upon hire and annually. Completed: Upon hire, ongoing 5

FY 2018 CULTURAL COMPETENCE AND DIVERSITY PLAN (CCDP) PRINCE WILLIAM COUNTY VOCATIONAL SERVICES

FY 2018 CULTURAL COMPETENCE AND DIVERSITY PLAN (CCDP) PRINCE WILLIAM COUNTY VOCATIONAL SERVICES Contents I. Objective... 2 II. Goals... 2 III. Processes... 3 IV. FY18 Plan... 5 Date of origin: 2/14 page