Opaskwayak Cree Nation Health

Bridging Cultural Values with Standard HR Practices

First Nations Health Managers Conference 2014

1

Introductions

Presented by:

• Rhonda D. Ross, Executive Director

• Carol A. Buchberger, Healthy Workplace Coordinator

• Lucille Dorion, Personnel / Payroll Clerk…

2

Opaskwayak Cree Nation 3

Presentation Overview

4

• Youth • Adult

• Infant • Elder

Outcome & Lessons Learned

Our Past

-Where we Were

Our Present

-Who we are

Our Future

-Where we want

to be

Our Past – Where we Were 5

Infant

Our Past

-Where we Were

Phase 1 Overview

Issues

Identification

Solution

Development Implementation

↓ Access

↓ Services

↓ Facility

↑ Population

↑ Medical travel

-Needs Assessment

-Partner Service Agreement(s)

-Lease

Agreement

-Funding

Facility

Construction

6

Beatrice Wilson Health Centre – 11,553 square feet

OHA Space

OHA Administration

FNIHB Programs

Ancillary Services

NRHA Programs/Services

*Diabetes programs and services

* Heart health

*Men’s and Women’s wellness

* Dietician

Phase 1 Graphic

7

Our Present - Who We Are 8

Youth

Our Present

-Who we are

OPASKWAYAK

HEALTH AUTHORITY

Beatrice Wilson Health Centre

Mission & Vision

minoyȃwin

katoskȃtamȃk

ᒥᓄᔭᐃᐣ ᑲᑐᐢᑲᑕᒫᐠ

Working

Together for

Health

Opaskwayak Health Authority

will maintain & respect traditional

cultural values & beliefs

incorporating mental, physical,

emotional & spiritual well-being

into health programs & services

for community healing & wellness

10

Values

Values:

Respectful

Workplace

behaviours

11

Organizational Chart 12

Projects - Completed

Accuro implementation

Physician Clinic

Nursing review

Mustimuhw implementation

Manitoba E-Chart implementation

Manitoba Telehealth - information/data sharing policies,

service agreements

13

Accredited with Commendation

OHA successfully took on the challenge of healthcare

accreditation & is now ACCREDITED WITH COMMENDATION

under the Qmentum program clearly demonstrating OHA

commitment to providing safe, high quality health services

14

Projects - In Progress

Health Services Integration Fund (Phase 2)

Human Resource restructure

Primary Care Network development

Mental Health Crisis Response Centre

15

Our Future 16

Adult

Our Future

-Where we want

to be

Strategic Direction

IMPROVE the Health of our people

PROVIDE the right care at the right time

USE our resources wisely

17

Current Challenges

• Staff recruitment & retention

• Sustainability of enhanced programs &

services

• Staff integration between OHA & partner

services

• Buy-in to integrated health services utilization

• Secure funding & support for Phase 2

expansion

18

Phase 2 Overview

Issues

Identification

Solution

Development Implementation

-Recruitment & retention

-Sustainability of P & S

-Integration of OHA & RHA P & S

-Buy-in: utilization of integrated health

services

-Needs Assessment

-Partner Service Agreement(s)

-Lease

Agreement

-Funding

Facility

Construction

19

Beatrice Wilson Health Centre – 11,553 square feet

OHA Space

OHA Administration

FNIHB Programs

Ancillary Services

NRHA Programs/Services

*Diabetes programs and services

* Heart health

*Men’s and Women’s wellness

* Dietician

Medical Training

*Physician training/NMU/Northern Family Medicine

*Dental Worker Training

*BN Students Clinical Experience

*Midwifery Training

*Nurse Practitioners

Health Services

*Physician Clinics

*Traditional Healing

*Diabetes Centre of Excellence

To Be Determined

Other programs and services

provided by other Health Access Centres

OHA/PBDC Business

*Pharmacy

*Lease Tenants (Dental, Chiropractor, Medical Rehab, Optical Dispenser)

Phase 2 Feasibility and Business Planning

Additional NRHA Programs/Services

*Diabetes Screening

*BP clinics

*STEP sessions

*Midwifery

*Mental Health Counselling

*Mammography screening

*Health living education

*MIMS database

*Speech language

*Teen clinics

*Lab phlebotomy

Phase 2 Graphic 20

Human Resource Project 21

HR Project Overview

22

• Training & Development

• Performance Management

• Orientation • Fair Pay & Merit Based Increments

Wage

Scale

OHA

Values

OHA

Competencies

Job

Description

Relational Overview

23

Job Analysis

Inputs Wage

Scale

Job Desc-ription

Job Eval-uation

Salary

Survey Product Compe-tencies

Values

Job Description

24

Job Analysis

Job Descrip

tion

Wage Scale

25

Wage

Scale

Job Desc-ription

Salary

Survey

Wage Scale

Position Start Step 1 Step 2 Step 3 Step 4

Receptionist $11.50 $11.85 $12.20 $12.57 $12.94

Nurse $21.50 $22.15 $22.81 $23.49 $24.20

Manager $31.50 $32.45 $33.42 $34.42 $35.45

26

Client Focus

Presents a positive first impression and is consistently sensitive and

supportive toward clients needs Level 1

Is sensitive to client needs

Level 2

Is dedicated to acting with

clients in mind

Level 3

Demonstrates leadership in

client focus

Level 4

Developing inter-departmental

client relationships

Creates a positive first

impression &welcomes

clients, community members

and visitors

Shows personal

accountability for

maintaining OHA

standards for client

service

Encourages team input

into client service

improvements

Aligns goals for customer

service with organizational

strategic direction

27

Organizational Values

28

Halogen Software - Management Tool

29

• eAppraisal • eLearning

• eJob Description

• eCompensation

Wage

Scale

Job Description

Compentencies, Values & Job

Description

Orientation Process &

Training

Plan

Respect - kistenitamowin 30

Affinity Exercise

Outcome & Lessons Learned 31

Elder

Outcome & Lessons Learned

Cultural Values & HR Management

HR Project

Competencies

Job Descriptions

Orientation Process

Training Plan

Values

Wage Scale

Cultural Values

Humility

Honesty

Respect

Courage

Wisdom

Truth

Love

Bridging Cultural Values with Traditional HR Practices

32

Project Outcome

Groundwork for successful recruitment &

retention

Transparency in staff selection

Improved performance appraisal process

Merit based increments

Process ownership & knowledge retention

Guided cycle… adapting the process for FN

applicability & use

Fair & market competitive pay

33

Honesty & Respect

Honesty

tapweyatisiwin

Be truthful & trustworthy.

Remuneration

-fair & market

Competitive

pay Respect

kistenitamowin

Show regard for the values of people &

things through appreciation.

34

Humility

Humility

tapatenimowin

Learn not to be arrogant.

Do not think too highly of

yourself.

Teamwork

based project

completion

Courage

Courage soketahawin

To face life with courage is to know

bravery - the personal strength to face difficulties &

challenges.

Guided cycle…

adapting the

process for First

Nation

applicability &

use

36

Wisdom

Wisdom

nipwakewin

To cherish knowledge is to know

wisdom.

Process ownership

& knowledge

retention

37

Truth

Truth

tapwewin

Be sincere in action, character &

what you say.

-Transparency in

staff selection

-improved

performance

appraisal

-Merit based

increments

38

Love

Love sakitowin

Attachment is based on devotion,

admiration, tenderness, unselfishness,

loyalty & concern.

Groundwork for

successful

recruitment &

retention

39

A few last words… 40

Questions? 41