CULTURAL COMPETENCE AND DIVERSITY PLAN
CDS Family & Behavioral Health Services, Inc.
CULTURAL COMPETENCE/HUMILITY AND DIVERSITY PLAN
Five Year Plan
2016/2021
| | | | | | |
|GOAL |OBJECTIVES |MEASURE (S) |PERSONS RESPONSIBLE |TARGET DATE |FINDINGS |
|To ensure staff receive relevant training in|a. Provide in-service training to employees |1. When appropriate add new cultural |COO/Data Systems Manager/Coordinators |2017 add cultural humility| |
|the area of cultural competence/cultural |regarding cultural competency/cultural |competency/cultural humility training to the | |training to the intranet | |
|humility annually |humility annually. |CDS Training Grid and add to the intranet. | | | |
| | | | | | |
| | |plete staff in-service training. | | | |
| | | |All CDS Staff | | |
| | | | | | |
| | | | | | |
|To develop a greater understanding of the |Stay abreast of in-service training materials |1. Research data in preparation for the Basic| | | |
|culture of the runaway, population we serve.|regarding the specific cultural |Center Grant. Use national, state, local |COO, Data Manager, Coordinator and |Second Quarter of the | |
| |characteristics of the runaway population. |data to support the need. |Program Coordinator/Supervisor |renewal grant cycle | |
| | | | | | |
|Review and update Civil Rights compliance |To complete the Civil Rights checklist |Complete document under objectives and put on|HR Specialist/COO/Administrative |4th Quarter of each | |
|check list to ensure that staff are | |intranet on the HR Report section of the CDS |Consultant |fiscal year annually | |
|representative of the population served. | |Intranet | | | |
| | |Distribute Report to the EMT and Board | | | |
| | |Program Committee | | | |
|Review and update Historical Staff |To complete the Historical Demographics Data |Complete document and put on intranet on the |HR Specialist/COO/Administrative |4th Quarter of each | |
|Demographics Data list to ensure that staff | |HR Report section of the CDS Intranet |Consultant |fiscal year annually | |
|are representative of the population | | | | | |
|served. | |Distribute Report to the EMT and Board | | | |
| | |Program Committee | | | |
|Complete an annual survey to determine |Identify staff as a resource to participants |Managers will turn this information into HR |HR Specialist/ Program |4th Quarter of the fiscal |May 2017 Identified |
|bi-lingual ( including sign language) staff |in need of language services |for dissemination. |Coordinators/Supervisors |year. |5 bilingual staff |
| | | | | |and 1 staff with |
| | | | | |basic sign language |
| | | | | |skills |
|Review Board demographics to ensure |Align characteristics of the board in a manner|As measured by the annual Civil Rights |Board President/CEO |During the 4th Quarter | |
|diversity is maintained and recruit members |representative to participants served and the |Compliance Checklist |Board Executive Committee |annually | |
|as appropriate. |community at large. |CDS Board Minutes for approval of Members | | | |
| | |Completed Profile of Board of Directors for |COO |Filling vacancies | |
| | |Board manual | |Filling vacancies | |
| | | | | | |
| | | |COO | | |
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