organisations must ensure, amongst other issues, that Victoria has a stable and appropriately skilled workforce. To be regarded by other community service sectors as competent and knowledgeable professionals, training and qualifications in the specialty of residential out of home care is required to ensure workers have the skills to support young people in achieving better outcomes. The residential care workforce is a diversely qualified workforce who hold a range of relevant qualifications. While, over 60% of residential care workers hold a relevant post-secondary qualification, up to 40% of residential care workers hold no relevant qualification creating a significant variability in the baseline level of skills of the workforce. Supporting minimum qualifications The Residential Care Workers Vocational Education and Training Initiative has been developed to support upskilling the residential care workforce. This initiative provides statewide training for workers who do not currently meet the minimum qualification requirements from 1 January 2018. Consultation Extensive consultation has been undertaken with community service organisations and the Centre for Excellence in Child and Family Welfare to develop and test the key elements of this strategy and to understand the training needs of community service organisations delivering residential care across Victoria. Monitoring and review Minimum qualification requirements will take effect from 1 January 2018. Community service organisations will be required to ensure staff working in their homes meet these requirements. Compliance will be monitored through existing performance and contract management processes. Characteristics of the residential care workforce A census of the Victorian residential care workforce undertaken by the Centre for Excellence in Child and Family Welfare in December 2014 provides a summary of the qualifications held by the workforce. Key findings are outlined below: Length of service There is a high instance of turnover in the Victorian residential care workforce, with over 50% of workers having less than 2 years tenure with their employing organisation. Figure : Length of service with current employer Source: Victorian Residential Care Workforce Census 2014-15. Employment status The Victorian residential care workforce is comprised of a full time and part time workforce supplemented by a casual pool of workers to provide flexibility to manage rostered staff arrangements based on the individual needs of children and young people in their care.
Implementing behavioural management techniques Aims to understand and address the function of problematic behaviours through the use of behaviour plans. Focus on understanding and reducing triggers for behaviour and teaches skills to support the physical, emotional, educational, social, and cultural needs of the young person based on their individual strengths. Encouraging positive behaviours and skill development Supports young people to develop skills in emotional regulation, self and social awareness, problem solving, decision making and conflict resolution. Models and encourages positive behaviours and skills required to successfully transition to adulthood. Managing group dynamics & conflict resolution Recognises differences of opinion and works toward the resolution of group conflict. Responds to aggression with strategies to maintain a safe environment and promote development of self-regulation for young people. Skill building and supporting behaviour (cont.) Crisis prevention and management Establishes a safe environment, recognises early indicators of risk and behaviours that could lead to a crisis, and employs effective strategies compatible with the model of care to the situation. Safety, health and wellbeing Cultural competence and ensuring cultural safety Recognises the importance of cultural connection and creating a culturally safe and welcoming environment to enhance resilience for Aboriginal young people and those from culturally and linguistically diverse backgrounds. Demonstrates a commitment to Aboriginal self-determination. Promoting health and safety Assists young people to achieve and maintain good physical and emotional health through routine health assessments (including dental checks, GP visits, and other screening as appropriate). Promotes physical and emotional safety, including sexual health, social-emotional wellbeing and cyber safety. Understands the dynamics of sexual abuse and implements strategies to minimise the risk of sexual exploitation. Knowledge of health service systems. Supporting mental health Understands the impact of mental health conditions, how to work with people with mental health concerns, and implementation of treatment plans. Knowledge of mental health service systems. Responding to substance abuse Recognises signs of drug and alcohol abuse. Appropriately supports and responds to young people wanting to use, bringing drugs and alcohol into the residence, or being intoxicated. Knowledge of alcohol and other drug service systems. Governance, compliance, and professionalism Complying with ethics, legislation, policy & procedures Observes professional boundaries and standards and assists others with ethical dilemmas, including duty of care, confidentiality and privacy. Maintains current knowledge of relevant legislation, policy, and regulatory requirements and ensures compliance in work practices (including Child Safe Standards and the Program Requirements for Residential Care in Victoria). Understands the broader child protection and youth justice service system, and the legal issues and rights of young people in care.