POSITION DESCRIPTION

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1 POSITION DETAILS: POSITION DESCRIPTION TITLE: Community Engagement Manager REPORTS TO: Director of Engagement & Experience LOCATION: Auckland City Hospital, Grafton AUTHORISED BY: Chief of Strategy, Participation and Innovation DATE: February 2014 PRIMARY FUNCTION: Fundamentally this role is about connecting our communities to our organisation. This will be achieved through: Bringing knowledge of our local communities and their health needs into the organisation. The voices of Māori, Pacific and vulnerable communities need to be strong in the strategy and planning process so that we make health system changes where they are most needed. In partnership with the Director of Communication, establishing and enhancing channels for twoway communication with communities on an on-going basis Through your facilitation and project management skills, you will help stakeholders in a local community agree the main health problem areas and work together on solutions. This involves working with citizens, consumers, iwi, community representatives, health service providers and other government agencies. Arriving at joined up responses to local problems takes time and patience, and results hinge on your ability to act in a way that is empowering, motivating and respectful, consistent with a vision of achieving patient and whānau determined health. A locality (neighbourhood approach) places local communities at the heart of health service planning. It is essential to have someone working in the community who can help integrate health services for a defined neighbourhood. We know that achieving integrated health services requires good connections and communication across many different people and organisations. This job requires good facilitation skills so that people in a community see the value in coming together to find common solutions to problems. As such the outcome should include innovation and new initiatives which make better use of the resources already available in the area. Links to Auckland DHB s various service development plans will be essential and requires you to work within the restraints of a large organisation where there are competing demands. The position offers opportunity to contribute to the Auckland DHB plans and to the regional health plans and to make a real difference to the way in which services are delivered. KEY ACCOUNTABILITIES Key Result Area Relationship Development and Facilitation Expected Outcomes/Performance Indicators Develop and maintain relationships with key stakeholders to energise new approaches to the delivery of health services in high needs areas of the city Work with existing health and social services providers to come up with innovative ways to advance the health needs of the population Prioritise those groups in the local area where inequities are identified along with high unmet need. Work with those groups, and other sectors, to come up with

2 Evidence based practice Planning and service development Strategy work strength-based and empowering solutions Work in both small and larger community meetings to canvas ideas, to develop a sense of shared responsibility for problems and solutions. Help to build greater connections between people in the community and service providers and other agencies In partnership with the Director of Communication, establishing and enhancing channels for two-way communication with communities on an ongoing basis. Draw in data from a wide variety of sources (both hard and soft data) to establish the health and wellbeing needs of the local population Use established health system tools to prioritise issues and scope out likely responses Make sure that all research, consultation, evaluation and needs assessment work complies with social science methodologies and can be written up for peer review as part of projects Use the data gathered to drive solutions to local problems, and to gain insight into health behaviour which can contribute to the overall work of the Strategy Unit Monitor and report outputs of work and outcomes, including indicators of DHB performance relating to the work undertaken Take primary responsibility for managing specific locality projects as agreed Work with the community, community leaders, service providers and planning managers to progress projects that will improve health and wellbeing Use standard projects management tools and methodologies to plan identify stakeholders establish milestones identify risks and mitigation strategies and monitor progress Retain links with our health gain managers (funders) so that local projects can draw on their expertise Contribute to the development of planning documents across the Auckland, working especially closely with the primary care team and with the other funding managers Draft business cases which describe the locality work and new proposals that may need executive team endorsement or funding Make sure any locality driven project work aligns with the achievement of wider Auckland DHB goals and Annual Plan deliverables Participate fully in the Strategy Unit work, making sure that the wider Auckland DHB strategy work is informed by our knowledge of our local communities and by the priority problems as identified by high needs groups Contribute to the development of the Auckland DHB Strategy so that the final material produced makes sense to local people and is easy to understand, is trustworthy and inspiring Provide reports and analysis as required Participate in Strategy Unit team activities and undertake Strategy Unit projects as required Authorities: Level 3 FTE No direct reports: Budget Accountability TBC

3 Relationships External Internal Committees/Groups Community members and Director of Communications Strategy Unit service users Primary Health Asst Director of Strategy Senior Management Team Organisations Māori health gain team Community and Public Health Non-Government Pacific health gain team Advisory Committee Organisations Asian, new migrant and Disability Advisory Group Community leaders refugee health gain manager Auckland DHB Board Manawhenua Funding Managers Te Kahu Pokere Other ADHB Directorates Social Sector Groups Clients/Customers/Patients Local government advisors Auckland Intersectoral Health Group (AIHG) ARPHS Northern Region Alliance Person Specification Education & Essential Qualifications Professional Tertiary qualification in health or social science area Minimum three years experience in community based work Experience/Knowledge Good knowledge of the NZ health sector Experience working at management level Strong understanding of performance improvement culture development. Proven service delivery and planning experience Ability to manage work across many stakeholders Experience working across sectors and organisations to meet a shared outcome Treaty of Waitangi Understand the significance of the knowledge and Treaty of Waitangi implementation Displays cultural sensitivity and model cultural safety in all practices Can provide leadership and advocacy for Māori, making sure that projects are of direct benefit for Māori Diversity and people Understands the strength-building focus approach to community development Understands the New Zealand context for community development and the processes and pathways for growing successful initiatives Community Understands the process for facilitating Desired Post graduate qualification in psychology, community development, project management, or health services including administration Knowledge of the structure and arrangement of primary health care Previous experience in a planning or funding role within a District Health Board

4 development Research and consultation community-led responses to problems. Can work with respect and integrity with empowerment a core skill Understands social science methodologies and can approach problems using a systematic analysis of soft and data Can devise surveys and other instruments which help to gather and analyse data from the community and form stakeholders Communication skills High quality written work with ability to produce Board papers and report to deadline Has good facilitation skills and can easily take a leadership role in a large group of people Can manage conflict situations while being comfortable with debate and the expression of opinion and feedback Self-management Can manage to time and budget and gets work down on time Asks for assistance when needed and can plan work in a methodical approach that provides transparency to others Is able to work with flexibility of hours and to manage time and also expectations Strategic thinking Has a sophisticated understanding of the social determinants of the health and the various evidence based public health responses to these Experience using NVivo or SPSS or similar data analysis software Experience in managing documents through to publication Personal Characteristics Empathy: ability to see Auckland DHB system through the eyes of a lay person A team player with the ability to motivate and empower people Generates trust and is discreet Able to work in a collaborative and supportive partnership Strong relationship skills Ability to influence others and to support change Strong interpersonal and communication skills Enthusiasm for tasks and complexity Resourceful and resilient; able to cope under pressure. Ability to work constructively in the community where may be conflicting ideas and opinions Can think outside the square, question old ways of working and show creativity Sets the highest ethical and professional standards and leads by example in all interactions Takes a high level of responsibility at work for projects and results

5 CRITICAL COMPETENCIES COMPETENCY Values Diversity Analysis Collaboration Empowerment and respect Influence Innovation Professionalism Communication Team Work (Cooperation) Self-management and tenacity DESCRIPTION Understands the significance of the Treaty of Waitangi Displays cultural sensitivity and values diversity Displays a willingness to work positively to improve opportunities for Māori Appreciates insights and ideas of all individuals and works effectively with these differences Understands and can evaluate numerical data, tables, charts or graphs; and also qualitative data. Considers information from a variety of sources when making decisions. Seeing both the short and long term impact of decisions and their effect. Strong analytical, planning and research skills Sophisticated analysis of social determinants of health and public health responses Works effectively with others in the organisation outside the line of formal authority (such as peers in others departments or senior management) to accomplish organisational goals and to identify and resolve problems Can accommodate changes to the work programme if other priorities emerge and in response to Auckland DHB requirements High level of collaboration and cooperation with the funding mangers, with the health gain managers and with the various directorates on the provider arm Creates a sense of ownership of job or tasks by providing clear expectations, control of resources, responsibility and coaching; offering assistance without removing responsibility. Uses appropriate interpersonal styles and methods to inspire and guide individuals toward goal achievement; modifying behaviour to accommodate tasks, situations, and individuals involved. Generates creative solutions to work situations; trying different and novel ways to deal with problems and opportunities. Understands results-based reporting systems and can fir their community work into the wider reporting framework. Understands their professional code of ethics and the wide requirements expected from ADHB and the Health Quality and Safety Commission and others Expresses ideas effectively in individual and group situations; with language and terminology to the characteristics and needs of the audience Can produce high quality written work to deadline Active participation in, and facilitation of, team effectiveness; taking actions that demonstrate consideration for the feelings and needs of others; being aware of one's behaviour on others. Stays with a position or plan of action until the desired objective is achieved

6 WORKING FOR ADHB EXPECTATIONS OF EMPLOYEES CITIZENSHIP All employees are expected to contribute to the innovation and improvement of Auckland District Health Board as an organisation. This means: Using resources responsibly Models Auckland DHB values in all interactions Maintaining standards of ethical behaviour and practice Meeting Auckland DHB s performance standards Participating in organisation development and performance improvement initiatives Helping to develop and maintain Māori capability in Auckland DHB, including developing our understanding of the Treaty of Waitangi and ways in which it applies in our work Raising and addressing issues of concern promptly THE EMPLOYER AND EMPLOYEE RELATIONSHIP We have a shared responsibility for maintaining good employer/employee relationships. This means: Acting to ensure a safe and healthy working environment at all times Focusing our best efforts on achieving Auckland DHB s objectives A performance agreement will be reached between the employee and their direct manager and/or professional leader containing specific expectations. CONSUMER/CUSTOMER/STAKEHOLDER COMMITMENT All employees are responsible for striving to continuously improve service quality and performance. This means: Taking the initiative to meet the needs of the consumer/customer/stakeholder Addressing our obligations under the Treaty of Waitangi Involving the consumer/customer/stakeholder in defining expectations around the nature of the services to be delivered and the timeframe Keeping the consumer/stakeholder informed of progress Following through on actions and queries Following up with the consumer/customer/stakeholder on their satisfaction with the services PROFESSIONAL DEVELOPMENT As the business of ADHB develops, the responsibilities and functions of positions may change. All staff are expected to contribute and adapt to change by: Undertaking professional development Applying skills to a number of long and short term projects across different parts of the organisation Undertaking such development opportunities as Auckland DHB may reasonably require