2013 - 2014 Learning Program Map This map illustrates the “formal” learning pathways available to CPFS and partner agency staff Video conferencing gives regional and

remote staff, especially casual staff, easy access to core training”

– House Manager“PeoPle DeveloPmenT Framework

2013 - 2014

EXTENSIONINDUCTION & ORIENTATION

DCP & LOCAL

INDUCTION

UPSKILL UPGRADE

GENERIC SPECIALTY ACCREDITATION

LEA

DE

RS

HIP

DE

VE

LOP

ME

NT

Asp

iring

/ Ta

rget

ed/ S

enio

r Lea

ders

Strong Relationships

Adv. Case and Care Planning

Sanctuary

SofS Skills Workshops

Designing Learning Programs

Facilitating Learning Programs

Managing Client

Aggression

Aboriginal Cultural Learning

Assessing & Responding

to Child Abuse

& Neglect

AOD

Child Assessment Interviewing

Mental Health

Disability

FDV Programs

Team Leader

Programs

Concerning Sexual

Behaviours

SofSAdvanced

Skills

FES

TIV

AL

PR

OG

RA

M:

Sof

SG

athe

ring

/ Fes

tival

of L

earn

ing

Dip

lom

a of

Chi

ld, Y

outh

and

Fam

ily In

terv

entio

n

Cer

tific

ate

4 in

Tra

inin

g an

d A

sses

smen

t-TA

E401

10

Gra

duat

e C

ertif

icat

e (U

WA

) in

Chi

ld P

rote

ctio

n (F

unde

d)

Gra

duat

e C

ertif

icat

ein

Pub

lic S

ecto

r Man

agem

ent (

Fund

ed)

CALD

DCP & LOCAL

INDUCTION

Intro to Child

Protection

3 Days

Impact of

Trauma

2 Days

Sanc

tuar

y

3 D

ays

ASSI

ST 1

Day

TherapCrisis

Intervention

4 Days

Intro to Child

Protection3 Days

Shift Orientation

2 Days

Intro to Signs

Of Safety

2 Days

Simulated District5 days

Impact of

Trauma

2 Days

ChildrenIn Care3 Days

Parent Support &

Best Beginnings Extension

3 Days

Week A Week B Week C

2-6 Month - Compulsory0-1 Month

1 Month Compulsory < 6 Months

Intro to Child Protection

Intro to Children in Care

DCP and Public Sector Induction

Intro to Responsible Parenting Services

Occupational Safety & Health

Intro to Child Development

Accountable and Ethical Decision Making

Intro to AOD

Intro to CALD

Aboriginal Cultural Appreciation

Intro to FDV

Intro to Relative Care

Foster Care Partnerships

CHARM

Legislation For Case Practice 1-6

Intro to Case Practice Manual

Legislation Case Pract7-8 Legislation Case Pract 9-10

Policy, Business Services, Standards & Contracting, Legal, (mix of Public Sector Commission & other providers)

General Intro to Legislation

6+ Month Professional Development Options

Policy, Business Services, Standards & Contracting, Legal, (mix of Public Sector Commission & other providers)

Week A Week B Week C

Objective 1 Day / ASSIST 2 Day

ParentSupport3 Days

Best Beginnings

3 Days

Ski

lls

1 D

ayS

kills

1

Day

CP Legal Issues

DC

PIN

DU

CTI

ON

0.5

Day

Residential Care

Common eLearningPrograms

Statutory Child Protection

ResponsibleParenting Services

All Other Staff

Government of Western AustraliaDepartment for Child Protection and Family Support

EXTENSIONINDUCTION & ORIENTATION

CPFS & LOCAL

INDUCTION

UPSKILL UPGRADE

GENERIC SPECIALTY ACCREDITATION

LEA

DE

RS

HIP

DE

VE

LOP

ME

NT

Asp

iring

/ Ta

rget

ed/ S

enio

r Lea

ders

Strong Relationships

Adv. Case and Care Planning

Sanctuary

SofS Skills Workshops

Designing Learning Programs

Facilitating Learning Programs

Managing Client

Aggression

Aboriginal Cultural Learning

Assessing & Responding

to Child Abuse

& Neglect

AOD

Child Assessment Interviewing

Mental Health

Disability

FDV Programs

Team Leader

Programs

Concerning Sexual

Behaviours

SofSAdvanced

Skills

FES

TIV

AL

PR

OG

RA

M:

Sof

SG

athe

ring

/ Fes

tival

of L

earn

ing

Dip

lom

a of

Chi

ld, Y

outh

and

Fam

ily In

terv

entio

n

Cer

tific

ate

4 in

Tra

inin

g an

d A

sses

smen

t-TA

E401

10

Gra

duat

e C

ertif

icat

e (U

WA

) in

Chi

ld P

rote

ctio

n (F

unde

d)

Gra

duat

e C

ertif

icat

ein

Pub

lic S

ecto

r Man

agem

ent (

Fund

ed)

CALD

CPFS & LOCAL

INDUCTION

Intro to Child

Protection

3 Days

Impact of

Trauma

2 Days

Sanc

tuar

y

3 D

ays

ASSI

ST 1

Day

TherapCrisis

Intervention

4 Days

Intro to Child

Protection3 Days

Shift Orientation

2 Days

Intro to Signs

Of Safety

2 Days

Simulated District5 days

Impact of

Trauma

2 Days

ChildrenIn Care3 Days

Parent Support &

Best Beginnings Extension

3 Days

Week A Week B Week C

2-6 Month - Compulsory0-1 Month

1 Month Compulsory < 6 Months

Intro to Child Protection

Intro to Children in Care

CPFS and Public Sector Induction

Intro to Responsible Parenting Services

Occupational Safety & Health

Intro to Child Development

Accountable and Ethical Decision Making

Intro to AOD

Intro to CALD

Aboriginal Cultural Appreciation

Intro to FDV

Intro to Relative Care

Foster Care Partnerships

CHARM

Legislation For Case Practice 1-6

Intro to Case Practice Manual

Legislation Case Pract7-8 Legislation Case Pract 9-10

Policy, Business Services, Standards & Contracting, Legal, (mix of Public Sector Commission & other providers)

General Intro to Legislation

6+ Month Professional Development Options

Policy, Business Services, Standards & Contracting, Legal, (mix of Public Sector Commission & other providers)

Week A Week B Week C

Objective 1 Day / ASSIST 2 Day

ParentSupport3 Days

Best Beginnings

3 Days

Ski

lls

1 D

ayS

kills

1

Day

CP Legal Issues

CPF

SIN

DU

CTI

ON

0.5

Day

Key: Residential Careinduction & orientation

eLearning Programs

Statutory child protection induction & orientation

Responsible parentingservice induction & orientation

All other CPFS staff induction, orientation & extension

Extension learning available to CPFS staff only

Extension learning available to CPFS & partner agency staff

WA Department for Child Protection and Family Support People Development Framework

The People Development Framework supports our journey as a ‘learning organisation’: an organisation where all interactions, including mistakes, are recognised as learning opportunities. The Framework defines our learning model, approach, pathways and foundation, and articulates the personal and collective responsibilities required for its success.

Together with our partner agencies we aim to develop and facilitate innovative learning opportunities across formal and informal settings that result in the integration of learning into routine work practice. This is the challenge for 2013-14.

Our Learning Model The 70:20:10 learning model* promotes work-based learning, supports collaborative learning and networking, and places formal learning as a foundation to improve individual practice and organisational operation.

Work-based Learning: 70%

People learn most and best as they go about their daily work tasks, especially if they are grounded by a solid foundation of formal learning and when sustained by supportive local structures. Work-based learning will be a significant focus in the next two years.

Collaborative Learning and Networking: 20%

Networking and collaboration are critical to contextualising and localising formal learning. Progress towards integrating learning in the workplace was considerable during 2011 and 2012, particularly in two areas:

1. Strengthening the learning component of the Senior Practice Development Officer roles in each work unit together with the support of Case Practice has ensured that local learning has ‘a face’ and reflects our ‘best practice’; and

2. Developing the ‘Learning and Development Network’ (LDN) creating a DCP wide mechanism for linking, engaging, developing and empowering leaders of learning.

Formal Learning: 10%

Formal learning is a small but critical component of an individual’s professional development and is the foundation for collaborative work-related learning. The hub for structured formal learning and the production of eLearning materials is the Learning and Development Centre (LDC). The formal learning pathways of induction, orientation and extension are illustrated by the Learning Program Map.

* See 70:20:10 by Charles Jennings or Demystifying 70:20:10 White Paper Kajewski and Madisen, 2012 Deakin University

The Learning and Development NetworkThe LDN is the people and tools of the DCP 70:20:10 model.

The LDN is a collaborative network of people who identify themselves as leaders of learning. It links ‘leaders of learning’ into a collaborative on-line community that shares learning resources, ideas and responsibilities.

LDN members are the ‘arms and legs’ who support informal, work-based, local learning. They share, use and customise LDN learning resources and peer expertise to develop local capacity and meet local needs.

LDN members are also co-developers or co-facilitators of formal learning. They provide practice depth and current case examples to complement the formal learning provided by learning specialists from the Learning & Development Centre. This rich source of content and practice maximises the value of the 70:20:10 model.

Features of the Learning and Development Network:

Learning and Development Centre

• LDC is part of the LDN and is the physical hub of ‘structured’ and ‘core’ learning.

• LDC staff facilitate partnerships between LDN members to develop and deliver learning programs by eLearning, face-to-face and video-conferencing.

Registered Training Organisation

• The RTO within LDC offers accredited Australian qualifications at Certificate and Diploma level from the community services training package.

Learning and Development Teams

• Learning and Development Teams are established in each district and Accommodation and Care Services units to implement local induction and promote, increase and sustain workplace learning.

The People Development Framework 2013 - 2014

It is challenging and rewarding to co-facilitate learning programs with LDN facilitators”

– Senior Practice Development Officer“

CPFS LDN

L&D Teams

LDC RTO

Our individual development requires personal commitment to maximise learning and development opportunities available within CPFS This responsibility is fulfilled by

participation within and implementation of:

Reaching Forward performance development processes that are undertaken every six months with line managers and individual staff;

supervision meetings (for practice staff) that encourage personal reflection and identify knowledge or skill development gaps related to current practice;

individual learning plans that are created within or out of the performance development sessions;

completion of prerequisite programs and preparatory tasks before attendance at scheduled learning events.

Our formal learning pathways are evolving into a blended package of:

‘structured’ and comprehensive induction for all new staff within their first month of employment;

orientation learning programs for each service group to be completed in the first six months of employment;

generic, specialist and accredited extension learning options providing on-going staff learning opportunities.

(See 2013-2014 Learning Map)

Our CPFS approach to people development maximises formal, collaborative and informal learning through:

a rigorous model of program development, monitoring and continuous improvement involving policy, practice and learning staff;

learning delivered by LDC and LDN specialists who have practice wisdom and facilitation expertise;

networking leaders of learning to localise learning content and to support each other in local learning delivery;

emphasising use of local learning tools such as appreciative inquiry, practice development days and district conferences;

providing facilitation and learning program development training to LDN members;

building work unit Learning and Development Teams that deliver local systems of peer support, mentoring, coaching and supervisor support to individualised learning programs.

Our service delivery and practice frameworks are the foundation of our people development activities. These are the:

Signs of Safety Child Protection Practice Framework;

Foster Care Partnership;

Residential Care (Sanctuary) Framework;

Family Support (Responsible Parenting) Framework;

Aboriginal Services Framework (including the Aboriginal Learning & Development Strategy);

Culturally and Linguistically Diverse Services Framework.

Our mission is to protect and care for children and young people who are in need, and support families and individuals who are at risk or in crisis.

Our Personal

CommitmentWhat we individually are

responsible for...

Our Learning Pathways

How we organise our formal learning...

Our Learning & Development Approach

Where we focus our learning...

Our FrameworksWhat we base our learning upon...

Our MissionWhat we do...

Workforce Planning

Formal workforce plan to estimate staff demand and future composition.

Learning strategies to support all roles reflected in the Learning Program Map and work place learning activities.

Recruitment and Retention Flexibility and responsiveness in recruitment practice particularly for Aboriginal staff, including various entry points.

Traineeships and cadetships for Aboriginal undergraduates.

Buddies for all new Aboriginal staff.

Support for all staff to meet performance requirements through induction and orientation learning, performance

development through supervision and Reaching Forward, and subsequent extension learning.

Effective integration of supervision and performance development through Reaching Forward.

Qualification Pathways Support for staff to qualify for specified calling positions commencing with the Diploma of Child, Youth and Family Intervention and subsequent tertiary qualifications.

Scholarships for the Graduate Certificate in Child Protection.

Pursue expanded child protection qualification pathways.

Leadership Development Comprehensive leadership development across all levels, in line with the responsibility of all staff, from the CSO to the CEO, to exercise leadership in their roles.

Leadership development opportunities within the workplace through individual initiative, assigned tasks and formal arrangements such as acting opportunities.

Formal courses for aspiring leaders, middle and senior managers.

Coaching and workshops for individuals and work units.

Aboriginal Learning and Development Strategy

Additional emphases to recognise the drive to increase employment and the range of entry points for Aboriginal staff: pathways to qualifications, mentoring and coaching, performance development through supervision and Reaching Forward, and development through acting opportunities and career planning.

Aboriginal cultural learning for all staff commencing with the Aboriginal Cultural Appreciation package and continuing with local cultural induction and Aboriginal Practice Networks.

“Working with LDN facilitators, policy staff and our NGO partners, I have been able to design and customise a program to meet our region’s learning needs”

– Senior Practice Development Officer

I used the templates from the LDN portal to develop our district learning plan”

– Senior Practice Development Officer

“

relaTeD STraTeGIeS