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Person coordinating collection of the survey sections: Please write in:
More than numbers Organisation workforce survey Section B – Team workforce information:Organisation Name:
InstructionsPlease complete Section B of this survey about your team’s current and future workforce for adult mental health, alcohol and other drug, and problem gambling services (irrespective of funding sources) as at 1 March 2014.The survey asks about your workforce. There are two sections:
Section A - About your organisation: one form is completed for your whole organisation
Section B – Team workforce information: one form (this form) is completed for EACH team providing these services in your organisation.
Section B can be completed by someone with oversight of this team, e.g. its manager or team leader.
Excluded from the survey are: volunteers, interns and visiting students on practicum (unless the intern or
student is a paid employee) employees working in mental health services for older people employees working in child, adolescent and youth services employees working solely in services funded by the Ministry of Health via Te
Kete Hauora and Te Ao Auahatanga contracts.Next steps:Please complete the Section B questions about your team’s workforce.When you have completed this section, return it to the person in your organisation coordinating collection and return of the survey sections.If you require more copies of Section B forms you can photocopy blank forms or contact Joanne Richdale at Te Pou on 09 301 3739 for reprints or to obtain an electronic copy of the survey.Returning completed surveys: All completed Section A and Section B forms should be returned to Te Pou by 1 May 2014.If it is necessary to return this Section B form to Te Pou directly please scan and email to [email protected] or post to:
Joanne Richdale, Te Pou, PO Box 108-244, Symonds Street, Auckland 1150
If returning by post we recommend you keep a photocopy for your records.
If you need any assistance or have questions, contact one of the support people listed on the following page:
Regional Workforce Planning Leads
Northern Region: Deb ChristensenNorthern Regional AlliancePO Box 112 147, Penrose, Auckland 1642021 988 [email protected]
Midland Region: Nathalie Esaiah-TiatiaLakes District Health BoardPrivate Bag 3023, Rotorua 3046027 839 [email protected]
Central Region: Karen MosesCentralTASPO Box 23 075, Wellington 6140027 560 [email protected]
Southern Region: Valerie WilliamsSouth Island Programme OfficePO Box 639, Christchurch 814003 378 [email protected]
Matua Raki Klare BrayeProject Lead027 703 [email protected]
Te Pou Joanne RichdaleWorkforce Analyst09 301 [email protected]
BackgroundWhy participate in this survey?By participating in this survey, your organisation will have information on the workforce in your DHB area, including recruitment issues and training needs. Your answers will contribute to the development of consistent national data to support future workforce planning at local, regional and national levels. Workforce planning has the potential to enhance your service delivery and therefore better meet the needs of tangata whaiora, families and whānau.
You may have contributed previously to workforce surveys such as NGOIT and the Matua Raki workforce surveys. This current survey builds upon that earlier work. It is timely to update previous surveys on the adult mental health, alcohol and other drug, and problem gambling workforce. Later this year the Werry Centre will undertake another child and youth workforce stocktake.
Anonymity and confidentialityParticipation is voluntary and organisations can withdraw from the survey at any time prior to data analysis.Contact information provided on Sections A and B will only be used if we need to clarify your responses. These details will not be stored with the survey data. Your organisation’s information will not be identifiable in reports and the organisation name will not be stored with the data. Only those people involved in the survey administration will see your responses. ReportingYour organisation’s survey information will be combined with others and reported nationally, by region and DHB area.
During the second half of 2014 there will be opportunities to take part in activities such as workshops and presentations to discuss the survey results. A report describing these results for NGOs and the DHB in your DHB area will be provided to your organisation.
More information, including answers to frequently asked questions, is available on our website: www.tepou.co.nz/morethannumbers.
THANK YOU FOR YOUR SUPPORT
If you want to talk to someone who is not involved with the survey, you can contact an Independent Health and Disability Advocate (phone 0800 555 050 or email [email protected]).
Section B page 3 of 16
TEAM INFORMATION
QB1a Section B requests workforce information about ONE team in your organisation.
Write the name of the team you are reporting on:
QB1b Please put one tick on the table below to specify which type of service this team predominantly provides. If the team specifically provides Kaupapa Māori, Pasifika or Asian services, please tick the relevant column, otherwise tick the ‘General’ column.
NOTE: The table below should have only ONE tick.
TYPE OF SERVICE TEAM PREDOMINANTLY PROVIDES
General
service
Kaupapa
Māori service
Pasifika
serviceAsian servic
eMental health and addiction
Dual diagnosis/co-existing problems communityManagement, administration and support
AddictionCommunity based services (home, community)Opioid treatment servicesPeer supportProblem gambling interventionsResidential treatment Withdrawal management (home, community)Withdrawal management (inpatient)Management, administration and support Other addiction (please specify)
Mental healthCommunity (including but not limited to community knowledge/skills enhancement and recovery)Crisis assessment/emergency treatment Early intervention (in psychosis/related mood
disorders) EmploymentForensic – communityForensic – inpatientHome-based treatmentInpatientMaternal mental health Psychiatric liaisonPeer supportResidential e.g. supported accommodation, respiteManagement, administration and support Other mental health (e.g. eating disorders, please
Section B page 4 of 16
TYPE OF SERVICE TEAM PREDOMINANTLY PROVIDES
General
service
Kaupapa
Māori service
Pasifika
serviceAsian servic
especify)
Section B page 5 of 16
QB1c In which DHB area(s) does your team provide adult mental health, alcohol and other drug, and problem gambling services? Please tick all the relevant boxes below.
Northland DHB Whanganui DHB
Nelson Marlborough DHBWest Coast DHB
Canterbury DHB
South Canterbury DHB
Southern DHB
QB1d In which DHB area identified above (QB1c) does your team provide MOST of its adult mental health, alcohol and other drug, and problem gambling services?
Specify ONE DHB:
QB1e Is this team contracted to provide a regional or sub-regional service?
Yes No
HEAD COUNT, ACTUAL AND VACANT FTES FOR YOUR TEAM
QB2 For each role listed below please provide numbers for the paid employees in this team as at 1 March 2014 (apart from the exclusions listed on page 1). In the first column enter the total number of employees (head count) for the relevant role. In the second two columns enter your DHB/MOH FUNDED FTEs employed and vacancies. In the last two columns please do the same for any FTEs and vacancies funded by other sources. Count FTEs to TWO decimal places.If you need help completing this table please contact one of the support people on page 2.
Role is defined as the role that people are employed to undertake in this team rather than their professional title or registration (e.g. a registered social worker employed as a 'family support worker' would be included as a 'family support worker').
Head count is defined as the number of actual persons in each role. For example if two people job share a role (1 FTE) then their head count equals 2. Exclude current vacancies from head count.
FTE is defined as full-time equivalents in each role. For example, if someone was employed for 20 hours per week, this would be a 0.5 FTE (i.e. 20hours/40hours per week). If more than one
Section B page 6 of 16
person is employed in a role then their FTEs are added together to give the total FTEs for that role.
Clinical staff is defined as professionals who are qualified and competent to provide intervention and/or treatment independently, albeit while part of a team. They will typically be registered under the HPCA ACT 2003, Social Workers Registration Act 2003 or DAPAANZ practitioner registration.
ROLE IN YOUR TEAMTOTAL DHB/MOH FUNDED OTHER FUNDED
employeeheadcount
FTEsemployed
FTEsvacant
FTEs employed
FTEsvacant
Support workers
Community development worker
Employment worker
Community support worker
Family support worker
Healthcare assistant
Peer support - consumer and service user
Peer support - family and whānau
Psychiatric assistant
Residential support worker
Allied health professionalsAddiction practitioner/clinician
Dual diagnosis practitioner/CEP Clinician
Counsellor
Educator/ trainer
Occupational therapist
Clinical psychologist
Other psychologist
Social worker
Medical and Nursing Professionals
General practitioner
House surgeon
Consultant psychiatrist
Medical officer special scale (MOSS)
Psychiatric registrar
Registered nurse
Enrolled nurse
Nurse practitioner/nurse specialist/nurse educator
Liaison/consult liaison
Cultural advice and supportCultural supervisor
Kaumātua
Kuia
Kaiāwhina
Traditional Māori health practitioner
Matua
Section B page 7 of 16
ROLE IN YOUR TEAMTOTAL DHB/MOH FUNDED OTHER FUNDED
employeeheadcount
FTEsemployed
FTEsvacant
FTEs employed
FTEsvacant
Pasifika cultural advisor
Other cultural advisor
Admin/management/support
Administrative and/or technical support
Senior manager
Clinical director
Professional leader
Service manager/team leader
Consumer advisor/consumer leader
Family/whānau advisor
Other
Other clinical (please specify)
Other non-clinical (please specify)
TOTAL (Please total each column)
MĀORI, PASIFIKA AND ASIAN EMPLOYEES QB3 It is important that our workforce reflect the growing diversity of our
population. This question seeks to identify the proportion of your workforce who identify as Māori, Pasifika and/or Asian. Please provide head count and FTEs for paid employees in this team who are either Māori, Pasifika or Asian as at 1 March 2014. Note: Asian includes Indian and Fijian Indian persons.Report separately the head count and FTEs employed with DHB/MOH funding from those employed with other funding sources. Count FTEs to TWO decimal places.
If a person is of multiple ethnicities, include them in all relevant categories. We realise this may mean some people are counted more than once.
To help us understand how many people are actually included, could you please provide us with a total number of actual people included at the bottom of the table (not including vacancies). Ethnicity is most reliable when it is self-identified. If you do not have the information available on the ethnicity of your staff tick the box below the table to indicate that this information is not available.Use the definitions for Clinical roles given in question QB2.
Section B page 8 of 16
ROLE IN YOUR TEAMDHB/MOH FUNDED OTHER FUNDED
Headcount
FTEsemployed
Headcount
FTEsemployed
Māori clinical staff
Māori non-clinical staff
Pasifika clinical staff
Pasifika non-clinical staff
Asian clinical staff
Asian non-clinical staff
DHB/MOH FUNDED OTHER FUNDED
Actual people included above TOTAL
Tick here if there are no staff members in these ethnic groups.
Tick here if this information is not available.
TEAM CHALLENGES QB4 What do you consider to be the FOUR biggest challenges facing this team
with regards to workforce planning and development over the next two years? Rank FOUR of the following from 1 to 4, 1 being the biggest challenge.
Cost of training and other professional development
Managing pressure on staff due to increased demand for service
Retaining qualified andexperienced staff
Managing pressure due to changing service delivery models
Static or reduced funds
Managing pressure on staff due to increased complexity
Recruiting qualified and experienced staff
Other (please specify below, and rank)
TEAM CROSS-SECTORAL RELATIONSHIPSQB5 Please indicate the current level of this team’s cross-sectoral relationships
with each of the following sectors. Tick ONE box on each line.
SECTOR
CURRENT CROSS-SECTORAL RELATIONSHIP
Working
wellWorkingadequat
elyNeeds
improvement
Notapplicab
leCAMHS (Child and adolescent mental health services)Child Youth & Family CorrectionsDisability sectorEducationFamily violence General hospitals/Emergency departmentsHousing NZ/accommodation providers
Section B page 9 of 16
MHSOP (Mental health services of older persons)PolicePrimary health practicesRelationship servicesWork & IncomeOther mental health servicesOther addiction services
EXPECTED STAFF RECRUITMENT AND RETENTION IN 2 YEARS TIME FOR THIS TEAMQB6 Looking ahead two years, please consider if there are likely to be
recruitment and retention issues for each role you identified in QB2 and QB3 (page 6-8). This question looks at recruitment and retention concerns for your team. Try to take into account current recruitment and retention difficulties, likelihood of up or down-sizing services, and other likely service delivery and policy changes.If you think there is likely to be at least a 20 per cent shortage of staff for a particular role, tick the 'large shortage' box. If you expect a lesser shortage, tick the 'some shortage' box. Tick the relevant box if you expect an over-supply or where you are not likely to be employing anyone in a particular role, or you don’t know. Use the definitions for Clinical roles given in question QB2. Tick ONLY ONE box per line.
ROLEEXPECTED STAFF RECRUITMENT AND RETENTION IN 2 YEARS TIME
Large shortage
(20% plus)Some
shortage
About right numbers available
Over supply
Not likelyto be
employingDon't know
Support workers
Community development worker
Employment worker
Community support worker
Family support worker
Healthcare assistant
Peer support - consumer and service user
Peer support – family and whānau
Psychiatric assistant
Residential support worker
Allied health professionals
Addiction practitioner/clinician
Dual diagnosis practitioner/CEP clinician
Counsellor
Educator/trainer
Occupational therapist
Clinical psychologist
Other psychologist
Section B page 10 of 16
ROLEEXPECTED STAFF RECRUITMENT AND RETENTION IN 2 YEARS TIME
Large shortage
(20% plus)Some
shortage
About right numbers available
Over supply
Not likelyto be
employingDon't know
Social worker
Medical and nursing professionals
General practitioner
House surgeon
Consultant psychiatrist
Medical officer special scale (MOSS)
Psychiatric registrar
Registered nurse
Enrolled nurse
Nurse practitioner/nurse specialist/nurse educator
Liaison/consult liaison
Cultural advice and support
Cultural supervisor
Kaumātua
Kuia
Kaiāwhina
Traditional Māori health practitioner
Matua
Pasifika cultural advisor
Other cultural advisor
Admin/management/support
Administrative and/or technical support
Senior manager
Clinical director
Professional leader
Service manager/team leader
Consumer advisor/consumer leader
Family/whānau advisor
OtherOther clinical (please specify)
Other non-clinical (please specify)
Māori, Pasifika and Asian employees
Māori clinical roles
Māori non-clinical roles
Pasifika clinical roles
Pasifika non-clinical roles
Asian clinical roles
Section B page 11 of 16
ROLEEXPECTED STAFF RECRUITMENT AND RETENTION IN 2 YEARS TIME
Large shortage
(20% plus)Some
shortage
About right numbers available
Over supply
Not likelyto be
employingDon't know
Asian non-clinical roles
KNOWLEDGE AND SKILL LEVELSQB7 The following are knowledge and skills identified as relevant to policy and
service development initiatives, including Rising to the Challenge. Over the next two years, to what extent do you think there will need to be an increase in workforce knowledge and skill levels among this team’s staff for each of the following? There is a box to tick if this knowledge and skill is not applicable to the services provided by this team. Please tick ONE box on each line.
KNOWLEDGE AND SKILL
LEVEL OF INCREASE IN KNOWLEDGEAND SKILLS NEEDED OVER NEXT 2 YEARS
Large increase needed
Some increase needed
No increase needed
Not applicable
Don't know
Working with Māori
Knowledge and skills in Whānau centred practice (Whānau ora)
Cultural competence for working with Māori
Cultural competence for working in Te Reo Māori me ona tikanga (language and custom)
Knowledge and skills in Māori models of engagement e.g. pōwhiri process
Knowledge and skills in Māori models of health e.g. Te Whare Tapa Whā, Te Pae Mahutonga, Te Wheke, Dynamics of whanaungatanga
Knowledge and skills in Māori health outcome measurement and assessment e.g. Hua Oranga
Working with Pasifika
Cultural competence for working with Pasifika ethnic groups
Knowledge of Pasifika cultural models of health
Confidence in one or more Pasifika languages
Knowledge and skills in the engagement process when working with Pasifika ethnic groups
Knowledge of Pasifika family values, structures and concepts
Knowledge of the basic concepts of tapu across a range of Pasifika cultures
Working with other groupsCultural competence for working with Asian ethnic groups
Working with children and young persons
Working with older people
Working with families
Working collaboratively with other services and agencies
Other
Able to respond readily to changes in type of work
Supporting use of peer support
Knowledge and use of relevant legislation, regulations, standards, codes and policies
Section B page 12 of 16
KNOWLEDGE AND SKILL
LEVEL OF INCREASE IN KNOWLEDGEAND SKILLS NEEDED OVER NEXT 2 YEARS
Large increase needed
Some increase needed
No increase needed
Not applicable
Don't know
Working with new technologies and IT
Knowledge of community resources available in your area
Risk assessment (including suicidality)
Physical health assessment
Screening and brief interventions e.g. use of AUDIT tool, sleep hygiene education
Psychological interventions e.g. cognitive behavioral therapy, social network, mindfulness, motivational approaches
Supporting self-managed care (including on-line options, 12-step programmes, and sensory modulation)
CEP (co-existing problems) capability
Using strengths based approaches to enhance resiliency and recovery with service users
Using outcome measures e.g. HONOS, Hua Oranga
Promotion of restraint and seclusion reduction initiatives
MANAGING WAIT LISTS (for addiction teams only)
QB8a Do you manage a wait list for this team? Please tick ONE box below.
Yes No Unknown
QB8b What actions do you take to prevent, manage and/or reduce your wait list for this team?
Tick all that apply.
No actions Monitored and supported by other mental health and addiction services
Prioritise in multi-disciplinary team meetings
Single point of entry process/service coordination
Internal triage by service for appropriate treatment pathway Choice & Partnership Approach (CAPA)
Interim Opioid Substitution prescribing Referral to Alcohol Drug or Problem Gambling Helpline/Lifeline/Youthline
Provide pamphlets and information Refer to a pre-entry to service group
Referral to self-help groups or peer support workforce
Other (please specify) 1.
2.
Your contact details (in case we have any questions about the survey) Section B page 13 of 16
Name
Job title
Phone
Work email
Your contact details will not be shared outside Te Pou Ltd and its authorised agents
THANK YOU FOR YOUR SUPPORT
Once you have completed Section B for your team, please return this form to the person in your organisation coordinating collection of the completed survey sections.
All surveys (including Section A and all Section Bs) need to be returned to Te Pou either by email ([email protected]) or by post (PO Box 108-244, Symonds St, Auckland 1150) by 1 May 2014.
Section B page 14 of 16