Strategic and Change Management

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Strategic and Change Management

• Workforce Reform and the role of the VET sector
  in Health

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Project Description

• Identify and recognise the impending crisis in
  workforce supply
• Develop a new workforce model for Health
• Use the VET Sector as the key platform for
  planning and role redesign.
• Key component Aboriginal Health Workforce

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Project Description

• Two part strategy to be developed in partnership
  with RTOs and the Education sector.
• 1.- Build career based programs for young people
  to reflect the Future Roles modelling.
• 2.- Investigate and develop a new RTO model
  specific to the needs of the Health workforce of
  the future.

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Process

• Intended
• Data research
• Extend the role of the existing Health Industry
  Training Network (HITN)
• Facilitate a series of internal workshops with
  Department of Health stakeholders
• Facilitate a discussion between Health, relevant
  RTOs, DECS and DFEEST to identify a career
  pathway strategy
• Negotiate a new RTO model with Health planners,
  RTOs (internal and external) and State Training
  Authority
• Present findings back to HITN

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Process

• Key descriptors of this proposed methodology
• Sequential and logical
• Neat
• Idealistic
• Ambitious

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Process

• Actual
• The gathering of workforce data and workforce
  projections
• The gathering of training data (NCVER) relevant
  to health in SA
• New drivers (eg COAG and productivity Commission
  report) pushing a systemic review of workforce
  reform in health
• New network of stakeholders internally at a
  higher level than I had intended

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Process

• Actual cont..
• My role was not as facilitator initially but more
  as a feeder of information
• First workshops run a lot later than intended but
  with a stronger context
• Ongoing methodology of group and individual
  stakeholder consultation
• Ongoing career pathway strategy with a strong
  focus on new roles and priorities in health
  workforce
• RTO model is an evolving discussion with new
  drivers

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Process

• Key descriptors of actual methodology
• More defined
• No logical sequence
• Patient
• Realistic
• Messy normalcy

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Outcomes

• Health Workforce Reform Strategy has a series of
  proposals for trial and implementation over the
  next three years.
• 1. Reform initiatives in role design with
• Allied Health Assistants
• Pharmacy Assistants
• Aboriginal Health
• Health professions
• Health Technician Assistants
• Enrolled Nursing

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Outcomes

• 2. Environmental conditions for reform including
• COAG reforms
• Industrial processes
• Workroles research
• Skilling and upskilling the workforce
• The Career Strategy
• The RTO Model Strategy

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Lessons for Change Management

• Mixed Models
• Stace and Dunphy propose a combination of the
  planned and emergent models.
• Advocate that a range of approaches are valid,
  depending on the environment.
• The environment could be stable,
• Turbulent
• Somewhere in between

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Lessons for Change Management

• The use of strategic management and change
  management to support the implementation of the
  national training system
• Project focus
• Use the national qualifications/units of
  competency to assist the health industry in SA
  with workforce planning
• Enable the health industry to influence and shape
  the appropriate forms of training delivery
  specific to workforce needs.

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Lessons for Change Management

• Therefore whilst the methodology took a departure
  from the original plans, the objectives of this
  project have been achieved.

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Contact

• Nick Schubert
• Senior Consultant Workforce Planning
• nicholas.schubert_at_health.sa.gov.au
• 8226 6223