Residential Room Agreement Spanish

Document Sample
Residential Room Agreement Spanish Powered By Docstoc
					 Cultural Awareness &
Competency Committee
    Henrico Area CSB
  Celebrating 15+ Years
Cultural Awareness Journey

      The Journey Continues
     An Ongoing Commitment
      Spring Celebration
Celebrating 15 years and counting!
   Questions for Discussion
       How to get started?
How are we going to structure this?
    How to develop a plan?
       How to monitor it?
        How to sustain?
             A Little About Henrico Area CSB

• One of 32 Departments within
  the County of Henrico
• Catchment area includes three
  counties, Charles City, Henrico
  and New Kent
• 16 Locations including our day
  and residential
• Provide a broad range of
  services in mental health,
  substance abuse and
  developmental disabilities
• In FY08 provided services to
  8,399 individuals, (unduplicated
• We have about 400 P/T, F/T
  and hourly staff.
            How to get started?
• Start where you are
• Know your organization
• Get executive buy in
• Understand the culture of
  your organization
• Educate staff, have
  discussions to work
  towards getting started
• Not something separate it
  is incorporated into how
  you do your normal work
• There may be some kinks
  you have to work out first!
  Every organization has a different
           journey or path
• There is no cookie cutter plan
  or path
• Remember everything is
  developmental and will morph
  and grow
• Everyone’s plan will differ
  based on the needs of the
  person served, staff dynamics,
  the communities you serve and
  the culture of the organization
• Begin where you are, it may
  not be ideally where you want
  to be, and that’s ok
• Acknowledge what you are
  already doing
 How did Henrico Area CSB Start?
     Minority Support Group
• Began in early 90’s
• Clinical Division
• Few African American
  Clinicians working in different
• Group sanctioned by agency
• Assisted agency in having
  needed conversations,
  education and celebrations
• Recognized by the Agency
  Management Team for
  creating awareness and a
  more supportive environment
  for all staff



staff                    Management
• Need some type of structure,
  oversight to ensure the work
  will be done
• Lead person, A committee,
  workgroup, steering committee
• The lead person should have
  passion, a champion who has
  credibility with staff and with
  upper management
• To be productive the lead
  person or committee needs to
  be able to make decisions for
  the agency
• This will look different based
  on the size and resources of
  the organization
• Provide a charge or charter to
  the committee or may have a
  mission statement
 Henrico Area CSB Cultural Awareness and
   Competency Committee Membership
• One of the standing
  committees within the Agency
   – 2 Members per Division,
       • CSS,
       • Clinical & Prevention
       • Administrative Services
   – Member of Agency
     Management Team
   – Member of Leadership Group
   – Consumer Representative
   – Chair of Committee
   – 2 year terms with possibility of
     a term renewal but it is not
       Committee Requirements
• Staff volunteer with agreement from supervisor
• Must be able to attend meetings
• Try to obtain representation from different sites
• Seek for diversity within the group, not all
  women, not all Boomers or Gen X er’s for
• Role of staff on committee: Disseminate
  Information, Gather information, Cheerleader,
  Trainer, Greeter, Champion, Representative
• To promote a work
  environment in which
  people learn about each
  other in an atmosphere of
  openness, trust and
• To respond effectively to
  the needs of a community
  that is becoming
  increasingly diverse
• To ensure that this work
  is ongoing and effective
   The Cultural Awareness and
 Competency Committee’s (CACC)
• Goal - CACC’s objective is to build and expand
  the cultural competency of the workforce with
  the expectation of delivering culturally
  competent services.
• Scope - The work of the CACC focuses on
  building cultural competence, cultural
  awareness, policy development, coordinating
  cultural diversity training and events,
  celebrations, community engagement and
  regular communications within the agency about
           Developing a CLC Plan
• Assess – Gather Information
    –   Use an established tool
    –   Building Bridges
    –   CLAS standards
    –   Create an assessment plan
• Develop a Plan
    – Develop goals based on assessment
    – Make them measurable so that you know when you have achieved your
    – Make them attainable
    – Give a time frame, one year or two years
• Implement
   - Within the timeframes work towards implementing the goals
   -    Even though there is a committee it is an agency or organizational goal
            Monitoring a CLC Plan
• Monitor
   – Role of committee or lead person
• Document
  - Keep track of accomplishments
  - Committee minutes,
• PR Work
   – Keep initiatives, committee visible within the agency
   – Updates in Newsletter, send out information regarding upcoming
     events, committee members share developments of committee with
     their teams.
• Report Out
   – Annual Report based on cultural and linguistic plan
• Start Over
   – Review what has worked, what did not work, re-assess and develop and
     new plan
   - Suggest yearly plans as our environment changes to quickly
     Henrico Assessment Plan
• FY10 Draft Implementation Plan for Agency Cultural and
  Linguistic Assessment
• CACC suggests Building Bridges Agency assessment
  for agency and CLAS standards review.
• AMT approves the use of the Building Bridges tool and
  assessment of CLAS standards
• CACC develops a plan to complete Building Bridges
  Assessment with Agency, have a discussion of CLAS
  standards with CACC and AMT and develop questions
  related to cultural competence that will involve
  stakeholders. The information will be gathered by CACC
  and presented to Leadership Group for review to make
  any recommendations that may be added to the FY10
  Agency Cultural Competency Plan.
         Henrico Assessment Plan
           Assign Time Frames
• Time frame July – March 2010:
• Cecily to Leadership group in July
• CACC/AMT to review CLAS standards in
• Focus groups to occur October – December
• Assessment with Leadership Group - January
• Present data from all groups and CLAS
  standards discussion to Leadership group in
• Leadership Group and CACC to update CACC
  plan March 2010
  Closer Look at Building Bridges
  Organizational Assessment Tool
• Tool is from an organization out of Tucson
  Arizona, La Frontera Center, INC.
• Worked with the Office of Minority Health and
  received a grant to develop an assessment tool
• Takes a look at the Organization in four areas:
  –   Organization Environment
  –   Public Relations working with the Community
  –   Human Resources
  –   Service Delivery
    Building Bridges Assessment
•   Four categories and six stages
•   Stage 1 Cultural Oppression
•   Stage 2 Cultural Incapacity
•   Stage 3 Cultural Indifference
•   Stage 4 Cultural Pre-competence
•   Stage 5 Cultural Competence
•   Stage 6 Cultural Advocacy
   Building Bridges Assessment
Using Organizational Environment
  Think about your organization as it relates to visual
  representation looking at the examples provided in
  stages 1 – 6 where does your organization fall? Answer
  may be different for different agency sites.

Answers are placed on score card and information can be
  used towards developing a cultural awareness and
  linguistic plan.

There is a score card but at the end of the day it is really
  about the conversations, discussions about the culture of
  the organization that leads to areas of continued growth
                                  FY10 Agency Cultural Competency Plan
                     Provided as an example below is a portion of the FY10 Plan
               Objective                                     Deliverable                              Frequency and
                                                                                                     Responsible Party
Agency Cultural Awareness and                   Creates and implements yearly plan. Keep      Meets every six weeks.
Competency Committee (CACC)                     work of committee visible to all agency       CACC and Agency Management Team
                                                staff.                                        (AMT)
                                                 Creates an annual report.

Invite Director of the Office of Cultural and   State Director provides big picture view of   July 2009
Linguistic Competency to Leadership             Virginia’s vision                             CACC

Complete an Agency Assessment –                 Results of assessment used for planning       Within FY10
Building Bridges Assessment                     tool                                          Focus groups to occur
                                                                                              CACC Committee and Agency Leadership

Increase awareness and adherence to             CLAS standards are implemented. Online        CLAS presentation to Leadership group in
CLAS standards                                  training tool developed                       July 2009. Education of CLAS standards
                                                                                              occurs throughout FY10.
                                                                                              CACC and Agency Staff

Update cultural competency plan based           Updated plan with new objectives              Within FY10
on agency wide assessment                                                                     CACC/ Leadership Group

Develop a plan to provide linguistically        Plan developed and known to three             Reviewed at CACC meeting during
appropriate access to services for non-         divisions within agency                       development and at least annually
English speaking clients                                                                      thereafter
                                                                                              CACC/ AMT

All staff must attend at least one diversity    Training is evident on staff training log     At least yearly
training per year                                                                             First Line Supervisors
                                                                                              CACC Committee
                  CACC Committee
• Program Cultural Competency        • Diversity Celebrations
  Plans (2002 – 2005)                    – Taste of Culture
• Diversity Training                     – Black History Month
   – Annual requirement for all      • Track Agency Statistics
     staff, tracked on MyTraining        – # of Minority Staff
   – 101 classes for new staff           – Generational data
• Agency Assessment                      – Ethnicity compliment of clients
• Space on Intranet                        compared to staff
• CACC committee has own e-          • Member State Steering
  mail address                         Committee
• Brown Bags – Opportunities         • Sharing of articles via e-mail to
  for Discussions                      all staff
   – 11 to 12 per year on relevant   • Discuss World events
     topic                             (presidential campaign lead to
                                       great discussions)
                  CACC Committee
• Diversity Bulletin Boards      • Key materials in Spanish
• Diversity Artwork and             –   Authorization for disclosure
  Magazines                         –   Human Rights Brochure
• Published information has         –   Orientation Checklist, etc.
  diverse pictures                  –   Financial Agreement
• Language Bank                  • Phone Translation Services
• Toolkit for Team Discussions   • CACC on Agency Intranet
• Pictorial Human Rights Sign    • Monthly Diversity information,
• Lobby Signage                    Diversity Corner in the Agency
   – Spanish                       monthly newsletter, Quality
   – Vietnamese
   – Mandarin
Brown Bag Series Presents…
“Medical Discrepancies Among Minority Groups”
Dr. Arpita Aggarwal, VCU Massey Cancer Center
Wednesday, July 30, 2008 12:00pm – 1:00pm
Woodman, Conference Room “C”
Please sign up on the Agency Intranet
The Youth & Family Services Unit is proud to present the following Brown Bag lunch:
Follow Up Brown Bags Scheduled for:
“Working with Gay and Lesbian Clients: An Affirmative Approach”
Dr. Steven Dixon is back to continue discussions in an informal setting.

                               You won’t want to miss these discussion
                                 Monday, July 14, East Center Conf.
                                Tuesday, July 15, Woodman Rd, Conf.
                                                Rm. B

                                            Noon – 1 o’clock
            NOVEMBER 2
          11:30am - 1:00pm
       Woodman Road Staff Lounge
        POTLUCK- bring a dish
Since pre Columbian times, El Día de los
Muertos , the Day of the Dead has been celebrated
in Mexico, as in other Latin countries. This is a very
special ritual, since it is the day in which the living
remember their departed relatives. The Day of the
Dead is a beautiful ritual in which Mexicans happily
and lovingly remember their loved relatives that have
On November 2, bring a dish to share in this day of
celebration. A display altar will be set-up and you are
invited to bring a picture of your departed loved ones
to share.
Thank you! — Cultural Awareness & Competency
Brown Bag Series Presents:

         Who will it be and what challenges will they face?
                                        June 12, 2008
                                   12:30 pm – 1:30 pm
                            East Center, Conference Room “23”
                                 Facilitator: Bonnie Marrow

                           Please sign up on the Agency Intranet
           Cultural Awareness & Competency Committee
         “ Understanding me helps me understand others”
                       Monday, January 23, 2006
                           8:30 am – 12:00 pm
                   Woodman, Conference Room “C”
                           Who should attend?
This workshop is designed for new staff or staff who have not attended a
 beginning cultural awareness class and all other staff interested in self-
   Seating is limited as this class is designed for a small group of 20.
Please register on the intranet-training site at http://virtual.henrico/mhmr/,
              Example of Stats
• For FY08 Henrico Area Mental Health & Retardation
  Services, HAMHRS, employs a diverse workforce that is
  representative of the person served.
• Approximately 55% of consumers served were
  White/Caucasian and 40 % were Black/African-
  American. The remaining 5% were: Alaskan Native,
  American Indian, Asian/Pacific Islander, and multi-racial
  or other ethnic group. Of all consumers served 3 percent
  identified themselves as Hispanic.
• As of 6/08, of the approximately 289 HAMHRS
  permanent employees 56% self identify as
  White/Caucasian, 42% Black/African-American and 2%
  Asian, Hispanic and American Indian.
                  Lobby Signage
       Federal Limited English Proficiency (LEP) Guidance,
                Office of Civil Rights Requirement
English, Spanish, Mandarin, Vietnamese based on County Census
         Diverse Pictures
      Reflects various ethnic groups and
age appropriate mural for children’s waiting room
    CACC Committee Presence
• Keeping us in view
   – Logo for Committee
   – CAAC Bookmark with
     committee members and
     vision statement
   – New staff orientation
   – Agency Intranet
   – Diversity Bulletin Boards
   – Diversity Corner in Agency
     Monthly Newsletter
   – CACC yearly
     accomplishments part of
     Agency Management Report
     on Agency Internet
   – Special e-mail designated for
     staff to contact committee
     directly at
           Long Term Sustainability
•   Vary Strategies
•   Rotate staff on committee, new members new ideas
•   Keep visible
•   Know what works for your agency and what does not work. Be
    comfortable with tweaking something that doesn’t work or stop doing
•   Celebrate accomplishments
•   Expand initiatives (expand to community initiatives)
•   Refresh classes and vary brown bags
•   Seek new materials
•   Keep learning
•   Have tangible tasks for the committee to deliver
•   Learn from others and share with others what has worked for you

Description: Residential Room Agreement Spanish document sample