1. Putting People First – Do we? Barney Cooper 2014 CE - CCT

2. Who are CCT? CCT supports 280 people in Otago and Southland to have the life they want CCT provides assistance to people to increase their confidence with activities in daily life e.g. – Community participation – Cooking – Cleaning – Personal Cares CCT provides support to people e.g. – Finding a paid job – Voluntary role in the community – Being a sportsperson individually or in a team – Being an artist – Being a positive partner in a relationship – Learning parenting skills

3. Who are CCT? CCT employs over 200 staff to assist these people to accomplish this, with varying degrees of success The Ministries of Health and Social Development fund us in excess of $10m to help people work towards or achieve their goals

4. 4 Key Areas High quality – person centred Listen to people – right culture to speak up Ability to complain safely for everyone Effective performance management systems

5. High Quality – Person Centred CCT values and daily practices are rights based Service delivery is about having a life like yours and mine, nothing “special” is the aim Do yourself out of a job, get people into the place they want to be, with the people they want to be with, doing the things they want to do. Withdraw your support as they gain confidence. Understand that work is how people often define themselves so CCT focus really hard on employment outcomes for people Needs to be person centred but with personalisation

6. Work Outcomes Employ people - receptionists, cleaners and car groomers Business Units – property or vehicle maintenance and building maintenance Support micro enterprises - firewood ( NEW )Quality Checkers - Plan for 2015-16 to train and support people to become self employed in a way that adds value to our and others’ services

8. Listening Communication - Tool Box Workshops and supports New Community Resource Workers for support to Key Workers Values Training Day introduced to Orientation Examples

9. Complaining Complaints Database – developed last 12 months – Recognise “open door policy” not enough for everyone – Record and investigate every small complaint Abuse – Following national abuse reporting we held several workshops to explore if we had a culture where people and staff felt they were safe to make complaints or report others How does culture change? Quarterly Think Big Lunches – World Café topics – keep it to the fore

10. What do we hope to do and why? Learning Journey – more than Person Centred – more than a plan and a planner Policies and Procedures will be audited against Person Centeredness Middle managers position descriptions explicitly responsible for people’s outcomes and accountable for role modelling One page profiled for everyone, people and staff to better enhance matches Rostering practises - stay focused on matching and “right” respectful relationships for people and their staff Reflective, skilled and professional staff at all levels Exploring new and different support options to assist people to reach their potential Exploring ways to get people to support each other and take us out of the picture as much as possible Make a difference for people one person at a time, in a time, place and way that works for them