early psychosis work in australia · excellence in youth mental health •workshops •online...
TRANSCRIPT
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Early Psychosis work in AustraliaService and workforce developmentHeather StavelyNational Program ManagerSkills and Knowledge Division
[email protected]/Skills-Knowledge
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Orygen The National Centre of Excellence in Youth Mental Health
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• Workshops
• Online modules
• webinars
Training
• Grad Cert
• Diploma
• Master degree
Award programs
• Service development
• Implementation and start-up
Consulting
• Research bulletins
• Practice points
• Online learning
Campus
• International linkages
• Interest groups
• Conferences
Networking
Skills and Knowledge division
S&K manages Orygen’s workforce training and service development offerings
orygen.org.au/Skills-Knowledge
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History……
“An air of desolation more calculated to fix than remove”
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EPPIC Model – core functions
Objective
Enable young person to maintain / regain social, academic and career trajectory during critical period of first 2 – 5 years following onset of psychotic illness
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EPPIC Model – core components
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Linkages for YMH and EP
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National approach – headspace centres across Australia
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Some headwinds for Early Psychosis programs
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EPPIC National Support Program (ENSP)
Core Functions of ENSP:
o Technical and expert advice, assistance to Australian federal government
o Technical and expert advice to headspace national office (hNO) and headspace sites for implementing and scaling up and model fidelity
o Service development consultancy to hNO and headspace Youth Early Psychosis Program (hYEPP)
o Wide ranging workforce development strategies and advice
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What would you do?
If you were asked to roll out something
similar in New Zealand how would you approach:
Service development
o What would be the key service development issues?
o How closely do you think you could / should emulate the EPPIC 16 core components?
Workforce development
o What additional or different skillsets would your workforce need?
o How would you equip the workforce with these skills?
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Service Development
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Service Development Implementing the EPPIC Model and overcoming challenges
• Building a youth-centric optimistic service
• Supporting youth engagement
Being youth friendly
• Relationship building with other services
• staff specifically assigned to liaise with other services
Building service networks
• Avoiding a clinic-centric care model
• Promoting a culture of working with YP at home
Offering home-based care
• Young people and families have access to comprehensive range of interventionsComprehensive
• Appropriate and timely
• Responsive clinical pathwaysEase of access
RESOURCE
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Implementing the EPPIC ModelSuccess enablers
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Service Development Organisational issues
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Service Development Implementation
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Caseload capping
Service Development Modelling tool
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1. Workforce development
2. Workforce planning
3. Evidence-based core competencies
4. Staffing profile / skillset
5. Registration and practice standards
6. Position descriptions
7. Orientation, mentoring, supervision
8. Peer support
9. Education and training
Service Development Workforce development guide
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Service Development Service development model - steps
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Service Development headspace clinical pathway - 1
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Service Development headspace clinical pathway - 2
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headspace Youth Early Psychosis Program (hYEPP) centre headspace centre
Service Development headspace hYEPP sites
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o Strong collaborative implementation committee
o Understand contextual issues- state government/local
o High priority –workshop/model briefing/fidelity
o One Lead agency and parity of workforce with State
o Change management/Integration in primary setting
o Pick up referrals ASAP (MATT team)
Service Development Learnings
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Service Development Fidelity
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Service Development Consulting and site visit activity
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Workforce Development
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Workforce Development Key domains
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o How to best deliver content and congruency with evidence
o Flexibility and responsiveness to local sites
o Best range training options (to embed knowledge and skills)
o Nature of workforce (multi-disciplinary/level/learning style)
o Different levels of knowledge in workforce (prior/current)
o Core topics
Workforce Development Key issues
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o Focus on local context and particular workforce needs and characteristics
o Specialist roles (family work, peer support)
o Complex and large scale
o Workforce of between 350 - 400
Workforce Development Translation
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Used a multifaceted approach (blended learning) of:
o Direct face to face workshops
o Written resources (manuals/CPP’s)
o A Learning Management System (LMS)
o Online interactive modules
o Community of Practice
o Webinars
o Resource Library
o E-newsletter
Workforce Development Training framework
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Manuals Clinical Practice Points
Workforce Development published learning resources
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Workforce Development Learning Management System (LMS)
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Reports on individual and each site:
o Access
o Time spent
o Completed
o Certificate (CPD points)
o Knowledge gain
Workforce Development LMS activity reports
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Five core packages with adaptation to local site needs
Orientation Package 1 Package 2 Package 3 Package 4
Introduction to
Early Psychosis
and the EPPIC
model
(philosophy, youth
friendly principles,
core components)
Assessment
CAARMS
Home based care
Case formulation
Engagement
Introduction to CBT
UHR interventions
Family Work
CAARMS revision
Functional
recovery
Vocational
recovery
Crisis response
and risk
management
Working with
psychological
interventions
Workforce Development Face to Face onsite training
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Workforce Development Reports –LMS modules
0
1
2
3
4
5
6
7
8
9
10
mod1 mod2 mod3a mod3b mod4a mod4b mod5 mod6 mod7 mod8 mod9 mod10 mod11 mod12 mod13 mod14 mod15 mod16 mod17
mea
n s
core
Knowledge test pre and post mean scores
pre post
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Workforce Development Reports
ACT0%
NSW19%
Vic34%
QLD15%
SA4%
WA23%
NT5%
PARTICIPATION BY STATE AND TERRITORY
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Workforce Development Reports
Social Worker26%
Occupational Therapist
15%
Psychologist29%
Non-clinical6%
Other medical 2%
Psychiatry registrar1%
Psychiatrist3%
Nurse18%
PARTICIPANT PROFESSIONS
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Workforce Development Reports -face to face training
0 2 4 6 8 10 12 14 16
Competence workshop1
Competence workshop 2
Competence workshop 3
Competence workshop 4
Competence workshop 5
mean change in self-assessed competence
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Workforce Development Reports –face to face training
0 2 4 6 8 10 12 14 16 18
Confidence workshop 1
Confidence workshop 2
Confidence workshop 3
Confidence workshop 4
Confidence workshop 5
mean change in self-assessed confidence
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o Any WFD (or SD) strategy open to local innovative practices
o Over extended period 1yr+ provide group seminars, forums or conferences
o 1-2 days seminars at start of large group trainings (set scene)
o LMS to be the centre-point for majority of learning
Workforce Development Learnings
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o Choose champion or co-facilitator at each site/Leadership
o Modules – vary length and activities
o Introduce early varied leaning modalities (webinars/CoP)
o CoP to commence at start and reinforce with site supervision
o Provide foundational set manuals then CPP’s (PDF or e-pubs)
o Do self rated knowledge quizz
Workforce Development Learnings
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Workforce Development Training pedagogy
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Future