Part Two: Organizational Domains and Considerations Defining and Applying Cultural Competence for Kansas SPF-SIG Prevention Programs and Services
Dec 18, 2015
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
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Seven Domains of Cultural Competence
1. Organizational Values2. Governance3. Planning, Monitoring, and Evaluation4. Communication5. Staff and Volunteer Development6. Organizational Infrastructure7. Prevention Services, Activities, Strategies,
and Interventions04/18/23 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
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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
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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
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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
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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
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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
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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
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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
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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)