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
4/13/2015
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
4/13/2015
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
4/13/2015
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
4/13/2015
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
4/13/2015
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
Communication with Community
Intra-Organizational Communication
4/13/2015
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
4/13/2015
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
4/13/2015
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
4/13/2015
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)