OCIO/OCMIO Informatics Workforce Development Project Phase II CMIO Subgroup: Planning Discussion...
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Transcript of OCIO/OCMIO Informatics Workforce Development Project Phase II CMIO Subgroup: Planning Discussion...
OCIO/OCMIO Informatics Workforce Development ProjectPhase II CMIO Subgroup: Planning Discussion
February 2012
Informatics Workforce Development Project2
Objectives of today’s discussion
Discuss the role and responsibilities for the CMIO subgroup
Discuss the process for developing the CMIO learning & development program
Confirm next steps
Informatics Workforce Development Project4
Design process
Work step LeadTarget completion date
1. Identify subgroup members to assist with the effort; consider individuals who: – Are fulfilling a CMIO role today – Have awareness and interest in the Workforce Development Project and talent
management, in general– Have knowledge of existing learning & development actions for CMIO roles
LTC Stone By 17 FEB
2. Identify existing learning & development actions for the CMIO competencies and technical skills listed in the role profiles– Focus on Practice, Read, Study/Learn actions– TIAG/Axiom to provide template for sub-team to document findings
LTC Stone & subgroup members
By 31 MAR
Includes weekly review calls every Friday from 1000 to 1100 CT to discuss progress, questions, etc.
3. Identify gaps in learning & development actions for the CMIO competencies and technical skills listed in the role profiles and ways to fill the gaps
Axiom/TIAG By 31 MAR
4. Develop recommended learning & development plan, including recommendations for which elements would be required
Axiom/TIAG & LTC Stone & subgroup members
By 20 APR
Informatics Workforce Development Project
CMIO competencies and assessment results
5
Note: data points for the Deputy CMIO (MTF) role are limited, and therefore caution should be exercised when drawing conclusions based on the data.
Deputy CMIO (MTF) (n=2)
CMIO (MTF) (n=12)
Deputy CMIO (RMC) (n=4)
CMIO (RMC) (n=3)
(8 gaps) (7 gaps) (1 gaps) (8 gaps)
Communication (3 gaps)r y g y
Learning Agility (1 gap)r g g g
Results Orientation (3 gaps)r r g y
Teamwork (4 gaps)r r y r
People Management (3 gaps)r r g r
Talent Development (3 gaps)r r g r
Strategic Alignment/Mission Focus (1 gap)g g g r
Resource Management (3 gaps)r r g r
Change Management (3 gaps)r r g r
Foun
dati
onal
Supe
rvis
ory
Lead
ersh
ip
Informatics Workforce Development Project
CMIO technical skills and assessment results
6
Note: data points for the Deputy CMIO (MTF) role are limited, and therefore caution should be exercised when drawing conclusions based on the data.
Deputy CMIO (MTF) (n=2)
CMIO (MTF) (n=12)
Deputy CMIO (RMC) (n=4)
CMIO (RMC) (n=3)
(6 gaps) (5 gaps) (6 gaps) (6 gaps)
MS Excel (2 gaps)g y g r
MS Power Point (0 gaps)g g g g
MS Word (0 gaps)g g g g
AHLTA (4 gaps)r y r r
CHCS (2 gaps)r g r g
ESSENTRIS (3 gaps)r g r r
ICDB/Carepoint (4 gaps)r r r r
MAPS Tools (4 gaps)r r r r
Function-specific
Clinical/business process analysis and reengineering (3 gaps)
r y g r
Clin
ical
Sys
tem
sM
S O
ffice
Informatics Workforce Development Project7
Learning & development program design
For each of the competencies and technical skills captured in the role profiles, we will create a Learning and Development program comprised of 5 components (see below)
Practice
Read
Study/learn
Mentoring
Coaching
Practical, applied, and mainly on-the-job steps an
individual can take to build a competency or technical skill
Readings and reference material that highlight best
practices and effective approaches
Self-study courses, classroom training (internal
or external to MEDCOM), certifications, etc.
Self-initiated relationship with a colleague who has
particular expertise/strength in a competency or technical
skill
MEDCOM-assigned/ sponsored external, professional coach
Subgroup’s focus
Axiom/TIAG focus
Informatics Workforce Development Project9
Learning & development library input file – demo live
To complete work step #2, the CMIO subgroup will capture the existing Practice, Read, and Study/learn tools in an input file that we can then review as a team at our weekly meetings
Competencies
Deputy Chief Medical
Information Officer (MTF)
Chief Medical Information
Officer (MTF)
Regional Deputy Chief Medical Information
Officer (RMC)
Regional Chief Medical
Information Officer (RMC)
Tool/Item Brief description of content Source
Resource (if available, include hyperlink, citation, etc.) Competency Type 4 4 4 4
1
The Elements of Business Writing: A Guide to Writing Clear, Concise Letters, Memos, Reports, Proposals and Other Business Documents by Gary Blake and Robert W. Bly
Read this reference book to improve your business writing skil ls
Axiom Communication Read X X X X
2
Videotape yourself giving a presentation Review the videotape and consider:- How was your voice, tone, and pacing?- Did you convey the right level of enthusiasm?- Did you use easy to understand language?
Axiom Communication Practice X X X X
3
Asking Questions Practice using different types of questions (open ended, close-ended, clarifying, rhetorical, etc.)
Communication Practice
4
Plain English at Work: A Guide to Writing and Speaking. By E. Bailey
Read this book to improve your communication skil ls and deliver clear and articulate messages
Axiom Communication Read
5
CWA Competency Description Objectives - Change Management Deck
Read this deck to understand the key elements of change management and corresponding processes and models to effectively implement change management practices in an organization.
AMEDD - Deloitte Change Management Read
6
Army e-learning: The 21 Indispensable Qualities of a Leader: Becoming the Person Others Want to Follow
Read this reference book provided by Army e-learning site to focus on improving your leadership qualities
AMEDD - only l isted in ppt; need more details about courses
Strategic Alignment/Mission Focus
Read X X X X
Strategic Leadership
Fill out columns B - G and mark an "X" next to any of the roles (listed in Columns S - V) that the learning & development tool applies to
Informatics Workforce Development Project10
We will use Sharefile to store and share our working documents—Interim Strategy
You will soon receive an email granting you access to a Sharefile site that we will use to share our documents
The Sharefile site contains:» The 4 CMIO role profiles containing the competencies and technical skills definitions and
proficiency requirements
» The learning & development input file
» A submission folder
Informatics Workforce Development Project11
Next steps
1. Subgroup members access the CMIO Subgroup Sharefile and familiarize yourselves with the role profiles and the Learning & development library input file
2. Subgroup members start to populate the input file with existing Practice, Read, and Study/learn solutions for the competencies with greatest gaps
a. Results Orientation
b. Teamwork
c. People Management
d. Talent Development
e. Change Management
f. Resource Management
3. LTC Angela Stone uploads a consolidated input file with team’s progress by TBD
4. Subgroup meets with TIAG/Axiom at our next weekly call on TBD to review progress
Make sure to review the role profiles for details on each of these competencies
Informatics Workforce Development Project13
Competency Model
Each assessment included the critical competencies identified for a particular role. Competencies comprised of the following four categories and varied by role/level:
Leadership
Supervisory
Functional
Foundational
Foundational competencies provide the basic building blocks or necessary requirements for performing the roles and should be demonstrated by all employees. Selection efforts should determine whether or not threshold levels have been achieved.
Functional competencies are the specialized knowledge, skills, and abilities required to achieve results in a particular role. Training and development programs can enhance functional competencies and provide high impact for the organization.
Supervisory competencies are required for success in supervisory or lead roles. These knowledge, skills, and abilities enable supervisors to effectively execute the strategy defined by OTSG leadership at the regional and MTF levels.
Leadership competencies define the knowledge, skills, and abilities that informatics leadership must have to drive the maturation of informatics and successfully execute the mission and vision throughout the AMEDD.