CULTURAL COMPETENCY TRAINING REQUEST FOR PROPOSAL (RFP)

Transcription

1 CULTURAL COMPETENCY TRAINING REQUEST FOR PROPOSAL (RFP) Prepared by: Belinda Latimore Samaritans Foundation Date: June 2018

2 Contact Officer Respondents should refer requests for information or advice regarding this RFP to: CONTACT NAME Belinda Latimore CONTACT POSTAL ADDRESS PO Box 366 HRMC Warabrook Bvd, Warabrook NSW 2304 CONTACT PHONE Direct: Mobile: CONTACT ADDRESS Any information given to a Respondent to clarify any aspect of this RFP will also be given to all other Respondents if in the opinion of the evaluation committee that it would be unfair not to. 2

3 Table of Contents 1. Business Objectives/ Scope of RFP Background Deliverables Detailed Description/ Scope of Activities Pricing Approach Evaluation Criteria Contract Duration

4 1. Business Objectives/ Scope of RFP This RFP seeks proposals from suitably qualified organisations to provide Cultural Competency Training for all staff employed by Samaritans Foundation, following a mutually agreed phased time line. 2. Background Samaritans Foundation is the welfare of the Anglican Church in the Diocese of Newcastle. Samaritans work began as a few key services including emergency relief, a family centre and op shops. As an organisation it grew significantly since the early 1980s, and now operates over 100 support services throughout the Central Coast, Newcastle, Hunter Valley, Mid-North Coast and Central Western regions of NSW. Throughout these regions Samaritans services support children, youth, people living with a disability or with mental health concerns, parents, families and those who are homeless throughout these communities. Today Samaritans has over 750 staff and more than 400 volunteers across the regions in which it works. Samaritans provides a diverse range of services to its clients. Please check the following URL to learn more about the services Samaritans encourages people to become valued members of their community by exploring their talents, strengthening their skills and relationships and developing solutions which meet their specific circumstances and needs. Samaritans encourages people to have a voice and be offered choice as we recognise all people are valued members of their community. Samaritans also engages in advocacy to promote justice, reconciliation, peace and dignity for all in our community no matter what their circumstance. PROJECT BACKGROUND The Samaritans Foundation, through the Samaritans Reconciliation Action Plan, will ensure an Aboriginal and Torres Strait Islander cultural competency training program is available to all staff across the organisation. Samaritans will consult and engage with Aboriginal and Torres Strait Islander peoples and organisations when conducting cultural awareness and competency training. Where possible from the local community. Samaritans is committed to the five dimensions of reconciliation: historical acceptance, race relations, unity, institutional integrity, and equality and equity (as identified in the State of Reconciliation in Australia Report, 2016). Samaritans Foundation would expect these five dimensions to be incorporated into the training program. 4

5 The successful implementation of a cultural training program will link to other key actions embodied within the Samaritans Reconciliation Action Plan. These include commitments that Samaritans will: Build and improve partnerships with Aboriginal and Torres Strait Islander organisations in Samaritans' service areas. Create a welcoming, trusting and friendly environment for Aboriginal and Torres Strait Islander peoples to visit and use, and where they can feel free to volunteer across all our sites. Build our reputation for Aboriginal and Torres Strait Islander peoples to choose Samaritans as a preferred employer and service provider. Ensure we improve all sites and services for Aboriginal and Torres Strait Islander clients, and make the sites and services culturally safe. Provide all staff with the resources and knowledge to improve understanding of Aboriginal cultures and Torres Strait Islander cultures and provide culturally appropriate services to Aboriginal and Torres Strait Islander peoples. Consult with Aboriginal and Torres Strait Islander communities to assist in increasing their opportunities for self-determination and the achievement of goals. 3. Deliverables The aim of cultural competency training is to educate staff on the diversity of Aboriginal culture. Samaritans' staff and the workplace shall support Aboriginal employment, as well as provide safe and effective points of access and service delivery for those we support. In addition, partnership opportunities will be identified and enhanced. The training outcomes are to include: Practical application to ensure staff are aware of the effect of government policies, and the intergenerational trauma as a result of these policies. The importance and power of language, including verbal, non-verbal, and written communication. Exploration of historical and current disadvantage, and the role of staff and organisations in meaningful reconciliation. Historical background covering Aboriginal perspectives on land, language, family and totems. Understanding and respecting the interface with traditional and emerging Aboriginal lifestyles and identity. Increase knowledge and awareness for supervisors or facilitators in practice conversations. Improve workplace-employment opportunities and exceed the industry standards or levels for worker retention. Increased knowledge and understanding for all staff around creating a culturally safe space for client engagement, responsiveness and overall cultural safety. 5

6 4. Detailed Description/Scope of Activities The training program would be required to cover all staff across Samaritans' service areas, including Newcastle, Lake Macquarie, Mid North Coast, Hunter, Central Coast and Western regions. The number of sessions would vary according to group limits on participants and staffing numbers per region. All staff will be required to attend an initial training session. The sessions should be delivered in a sequence of descending seniority from executive staff, senior managers, and senior workers, through to support staff acknowledging that organisational cultural change is lead from the top. Annual induction training packages for new employees would also be considered favourably. Samaritans offers services across a large geographic area. We cross multiple boundaries of land, language groups and nations. Training provided by a single organisation across all areas will need to teach staff about the necessity for local connection, and where possible invite guests from the local region to assist with training. At the conclusion of the session/rollout, participants will: Understand the principles and the journey of the Samaritans Foundation in undertaking cultural awareness and competency training. Develop skills in cross-cultural communication that ensures respectful engagement and open opportunities for community development. Have the skills to integrate the training into their employment responsibilities Have essential information about Aboriginal culture, history and the aspects that assist in understanding current circumstances, attitudes and beliefs of Aboriginal people. Be able to interpret and actively advocate for improvements in services, additional training or enhancement of service delivery. Have improved skills in interviewing, contacting and assessing. Skills that are culturally appropriate, and ensure the engagement with and protection of those we are supporting, including those unable to be supported, but require referral to other organisations. This includes the use of language, kinship, lines of authority, and consultation processes. Additional Requirements for Partnership Delivery Applications will be considered from both single organisation and partnership arrangements between two or more providers. Where it is determined the services will be delivered via a partnership the following activities are also required: 6

7 Prepare and sign a partnership agreement, which clearly details the roles and responsibilities of each party, monitoring arrangements and how any disputes will be handled. Prepare joint policies and procedures for the co-ordination work. 5. Pricing Approach In creating a budget for training, Samaritans has assumed that one full-day training will occur in groups of approximately 20 at a time, in locations that are close to each service base. Because many services require backfill to attend, this training is limited to one full day only. Samaritans has over 750 staff, therefore it is assumed that approximately 250 staff will be trained each year, thus there will be a three-year contract duration to facilitate training for all staff, accounting for staff turnover during this period. 6. Evaluation Criteria The following criteria will be used to evaluate proposals from training organisations: a) Training Organisation must have an ABN and Certificate of Business Currency and Public Liability. b) Demonstrated experience in providing training over an extended contract to large numbers of staff. c) Proposed content is challenging and provocative for staff with the aim to achieve attitudinal change. d) Clear description of how training is delivered. If training is proposed to include localised content, a description of how this would be achieved across the large geographical reach of Samaritans, acknowledging that there are many Aboriginal Nations, Tribes and community groups. e) Minimum of two references, and permission for the evaluation committee to contact references. f) Price. g) Proposed time frame, including proposed start time. 7. Contract Duration The term of the contract will be a period of 36 months, commencing as soon as practicable, within a mutually agreeable time frame. 7