NSW Aboriginal Mental Health and Wellbeing
Workforce Forum, 2014
NSW Aboriginal Mental Health Worker
Training Program:
Evaluation Findings and Future Directions
Presented by Tom Brideson and Christine Flynn
Overview of the Presentation
 NSW Aboriginal Mental Health Worker Training
Program
 External Evaluation, ARTD Consultants 2013
 Findings, Conclusions and Recommendations
 Future Directions
 Questions
NSW Aboriginal Mental Health
Workforce Program
Background:
Funded under the NSW Aboriginal Mental Health
and Wellbeing Policy 2006 - 2010
:
 Involved all AHS’s (at the time) now most LHD’s
 19 Trainee positions (funded as enhancements)
 Many services converted existing vacancies to Trainees
 Ref Group oversees the Program and clear lines of governance
 Model developed to train A supported and skilled workforce
The Learning Model
Program Description
‘At a Glance’
 Identified positions
 Mental Health Teams Recruit and Develop their own Trainees
“Growing Our Own Locally”
 Trainees are employees, permanent full time staff in NSW LHD’s
The Learning Model:
– Over 3 years all Trainees undergo On The Job Training (under supervision)
– Undertake a University Degree – RG agreed course at CSU, Wagga Wagga
– Mandatory Clinical Placements as part of the Degree
– Course underpinned by National Practice Standards for the Mental Health
Workforce, 2002

Trainees employed under AHEO Award – non Graduate (during Training)

When completed Trainees transfer to Graduate AHEO or HP Award

Ongoing Employment as per Allocation Summary’s

2010 Implementation Resource: Practical Guide agreed across the MH
system including MH Directors - outlines Program
governance/roles/responsibilities

2012 Qualification recognition (as members) by Indigenous Allied Health
Australia (IAHA)

Potential cost neutral model (once established)
Critical success factors

High level of management/service support

Team capacity/leadership to develop a Trainee is critical

Coordination and support in workplace
– Managers, Team Leaders and senior clinicians are key to success
– Senior Aboriginal Mental Health Professional is vital

Whole teams understanding and valuing of the Program is essential

Sound working partnership/relationship with the education provider
Spread of Trainee Positions in NSW

Bega Valley

Goulburn

Moruya

Queanbeyan

Deniliquin

Griffith

Albury

Wagga

Young

Tumut

Pambula

Broken Hill

Dareton

Tamworth

Taree

Armidale

Narrabri

Blacktown

Penrith

Mt Druitt
–
Orange
–
Cowra
–
Bathurst
–
Parkes
–
Dubbo
–
Bourke
–
Lightning Ridge
–
Ryde
–
Wyong
–
Justice Health
–
Kempsey
–
Coffs Harbour
–
Lismore
–
Camperdown
–
Liverpool
–
Sutherland
–
Wollongong
–
Batemans Bay
–
Temora
–
St George
Our Program, Our Workforce (assumptions)

Builds local community capacity (Aboriginal and MH Service)

Increases a trained skilled MH workforce (all discussions, advocates)

A supported empowered workforce will make a valuable contribution

Aboriginal Mental Health as a valued Professional group

Broaden the base for potential employment and career options

Potential for Extending Mental Health Professional careers

Professional contribution to Safe Education Programs and Aboriginal Associations

No MH Profession has built an effective and/or safe strategy to increase numbers

Benefits will be to Aboriginal individuals, families and communities

Practice based evidence informed decisions, Evaluation NSW AMH Workforce
Program (and other publications)
Program Publications
(Google: NSW Aboriginal Mental Health Workforce Program)
Watson, Carol and Harrison, Nea (2009) New South Wales Aboriginal Mental Health Worker Training Program: Implementation Review.
Cooperative Research Centre for Aboriginal Health and NSW Health
http://www.lowitja.org.au/files/crcah_docs/NSW%20Training%20Manual%20interactive.pdf
Watson, Carol and Harrison, Nea with Brideson, Thomas and Greenwood, Catherine (2010) Walk Together, Learn Together, Work Together:
A Practical Guide for the Training of Aboriginal Mental Health Professionals in New South Wales. Cooperative Research Centre for Aboriginal
and Torres Strait Islander Health
http://crrmh.com.au/Aboriginal-Mental-Health-Workers-Training-Program/
Jones, Carmel and Brideson, Tom (2009) 'Using policy and workforce development to address Aboriginal mental health and wellbeing',
Australasian Psychiatry, 17:1, S72 — S74
Brideson, Tom and Jones, Carmel (2007) ‘NSW Aboriginal Mental Health Workforce Program’, Auseinetter, Issue 29, No 2 pp 20 – 22
NSW Aboriginal Mental Health Training Program Evaluation 2013
External Program Evaluation Report 2013
 Commissioned by MHDAO
 ARTD Consultants – the successful Tender Applicant
 Commenced 2011 - Completed August 2013
 Ethics approval by AH&MRC
 Methods
 Participants from all layers
Report Findings and overall Conclusions
– Overall the Program is highly valued by LHD mental health services across
NSW, and is increasing staff knowledge and understanding of Aboriginal
mental health and cultural issues.
– It is also improving the capacity of LHDs to provide accessible and relevant
services to local Aboriginal people.
– The Program is providing a unique opportunity for Aboriginal people to gain
valuable skills and a tertiary qualification to work as mental health
professionals, support their communities, and be role models for others.
– But the Program has faced many challenges over the last six years in
achieving its planned outcomes, with mixed results in different areas.
Report Recommendations
1. Working party to review and strengthen the
Program (broad membership)
2. Review Program direction, governance and
accountability (including points [a – m] = 13
areas)
3. New Policy Directive
Report Recommendations
4. Strengthen Program implementation
(including points [a – k = 11] & 9 sub points =
20 areas)
5. Communication between mental health
services and the university
6. Program management (including points [a – c
= 3] & 4 sub points = 7 areas)
Changing context
 AHS >>>> LHD – split or transfer of funds & trainee
and Clinical Leader positions
 Activity Based Funding
 Ministry, Pillars and MHDAO – restructure,
relationships and roles
 Mental Health Commission – policy and planning
role; MHDAO resources and role
Implementation Working Group
 An IWG was established in November 2013 with Mental
Health Program Council approval
 Comprises representatives from most LHDs, and key
partners
 Many Aboriginal people and others with Program
experience are on IWG
 Full and frank discussions are occurring
 IWG is discussing recommendations and addressing key
issues
Some key issues
 Scope of program, including Trainees and Clinical
Leaders
 Consistent program implementation (following the
Practical Guide)
 Qualification that equips program graduates as beginning
mental health professionals.
 Employment conditions and applicable Award
 Program governance
Program data and
communication
 Outcomes of IWG & Response to Recommendations will
be part of an ongoing communication strategy with LHDs
to promote and reinvigorate the program.
 The Ministry needs to consider how LHDs/SHN are using
Ministry funding as we want to see fair distribution of
positions and no positions held vacant.
 Need to gather better information on employment
outcomes and career pathways of graduates
Forward Plan
It is timely now to develop a coherent forward plan which will
 prove the value of the program to Mental Health
 build commitment to the program at all levels
 identify what needs to be done to achieve improvements
 make best use of current resources
 build case for growth
Questions and discussion
We invite your comments on the
 Evaluation findings
 Issues
 Forward Plan
Any questions?
Contacts
 Tom Brideson, Statewide Coordinator, Aboriginal Mental
Health Workforce Program, Bloomfield Campus, Forest
Road, Orange 2800
Tel (02) 6369 8891 Thomas.Brideson@health.nsw.gov.au
 Christine Flynn, Senior Policy Officer, Mental Health and
Drug and Alcohol Office
Tel (02) 9391 9728 cflyn@doh.health.nsw.gov.au