Part Two Organizational Domains and Considerations Defining and

Part Two: Organizational Domains and Considerations Defining and Applying Cultural Competence for Kansas SPF-SIG Prevention Programs and Services

Organizational Cultural Competence • Behaviors + Attitudes + Policies = Effectiveness in cross-cultural situations • Cultural competence affects substance abuse prevention outcomes positively = Reduction of substance use and abuse across diverse populations 2

Seven Domains of Cultural Competence 1. 2. 3. 4. 5. 6. 7. Organizational Values Governance Planning, Monitoring, and Evaluation Communication Staff and Volunteer Development Organizational Infrastructure Prevention Services, Activities, Strategies, and Interventions 12/4/2020 3

Components of a Cultural Competence Action Plan • Identified organizational domains (focus areas) • Key leverage points (that is, high benefit or critical actions) to address or make the most difference in areas of focus • Necessary resources • Individuals responsible • Completion date *Refer to the Cultural Competence Planning Guide 12/4/2020 4

Domain One • • Organizational Values: An organization’s perspective and attitudes regarding the worth and importance of cultural competence, and it’s commitment to providing culturally competent services. Leadership, Investment, and Documentation Information/Data Relevant to Cultural Competence Organizational Flexibility Evaluation 12/4/2020 5

Domain Two Governance: The goal-setting, policy-making, and other oversight vehicles and organization uses to help ensure the delivery of cultural ly competence services, supports, and activities. • Community Involvement and Accountability • Board Development • Policies 12/4/2020 6

Domain Three Planning, Monitoring, and Evaluation: The mechanisms and processes used for a) long and short-term policy, programmatic, and operational cultural competence planning that is informed by internal and external consumers; and b) the systems and activities needed to proactively track and assess an organization’s level of cultural competence. • Client, Community, and Staff Input • Plans and Implementation • Collection and Use of Cultural Competence-Related Information/Data 12/4/2020 7

Domain Four • • • Communication: The exchange of information between the organization/providers and the clients/population, and internally among staff, in ways that promote cultural competence. Understanding of Different Communication Needs and Styles of Service Culturally Competent Oral Communication Culturally Competent Written/Other Communication with Community Intra-Organizational Communication 12/4/2020 8

Domain Five Staff Development: An organization’s efforts to ensure staff and other service providers have the requisite knowledge, attitudes, and skills for delivering culturally competent services. • Training Commitment • Training Content • Staff Performance 12/4/2020 9

Domain Six • • • Organizational Infrastructure: The organizational resources required to deliver or facilitate delivery of culturally competent activities. Financial/Budget Staffing Technology Physical Facility/Environment Linkages 12/4/2020 10

Domain Seven Prevention Services, Activities, Strategies, and Interventions: An organization’s delivery or facilitation of evidence-based prevention services in culturally competent manner. • Community/Population Input • Needs Assessment • Program Planning • Program, Practice, Intervention, Strategy, Policy Selection and Implementation • Evaluation 12/4/2020 11

Next Steps: • Module One: Exploring and Defining Diversity (posted 3/26/10) • Module Two: Organizational /Coalition Processes (posted 4/2/10) • Action Planning Tool for Identifying Priority Areas and Leverage Points (posted 4/2/10) • Module Three: Inclusivity in Community Planning and Prevention Programming (posted 4/9/10) • Review of process and resources during Individual TA Calls (scheduled for 4/14/10 - 4/15/10 and 5/12/10 – 5/13/10) • Submission of action plan (due 5/21/10)