Title Verbesserung der Transparenz von Wohnbereichsleiterinnen in stationären Pflegeeinrichtungen
Project Number 2011-1-IT1-LEO05-01925
Project Type Innovationstransfer
Marketing Text Das IDECO Projekt hat zum Ziel, das deutsche Weiterbildungsangebot für Wohnbereichsleiter in stationären Pflegeeinrichtungen insbesondere nach Italien und Rumänien zu übertragen. Kairos S.p.A. (www.kairos-consulting.com) ist der lead partner in dem Projekt. Das Konsortium besteht aus 9 Partnern aus verschiedenen Ländern (Italien, Rumänien, Deutschland und Frankreich). In den 1980er und 1990er Jahren hat sich stationäre Pflege als Dienstleistung für ältere Menschen mit Gesundheits- Pflege- und Rehabilitationsangeboten langsam entwickelt. In den letzten Jahren haben Konzepte wie „total quality management“ und „continuous quality improvement“ den Sektor maßgeblich beeinflusst. Um diesen Veränderungen gerecht zu werden, hat die Bedeutung der Qualifizierung von Leitungspersonal besonders an Bedeutung gewonnen. Die Funktion der Wohnbereichsleitungen blieb dabei in vielen Qualifizierungssystemen nicht ausreichend berücksichtigt.
In 1980s and 1990s “long-term care” was primarily a range of services that were offered to frail older adults living in institutes that provided health care, personal care, and rehabilitation services, usually for extended periods of time. Quality management practices allow long-term care facilities to respond to environmental and industry changes. In the last few years, terms such as “total quality management” (TQM) and “continuous quality improvement” (CQI) represent the main innovation of the sector. In order to better sustain changes the training of key professional figures has became extremely important. Department coordinators are professionals involved the management of facilities and in the coordination of technical staff. They should be considered of primarily importance in change management process but, in many qualification systems, “department coordinator” is a qualification not precisely outlined. For this reason, vocational pathways to become department coordinator are not easily identifiable. As an effect, the acknowledgment and the exploitation of experiences and know-how learn in other Countries or other sectors is problematic. This affect in particular non-formal and informal training as for instance voluntary work which should be considered perfectly focused for the profession.
Moreover, the changes in quality management approach in long term care institutes make the definition of “department coordinator” more difficult. In Germany, department coordinator professional profile is clearly defined and the training pathways disciplined by law. IDECO project aimed at making the German training model transferable in other contexts thanks to the application of the ECVET system. Preparatory context studies contributed to the adaptation of the model to target territories. The testing of the adapted model brought to the validation of a fully transferable model which could be replicated also in other contexts. The incorporation of the model into regional policy was the goal of mainstreaming activities carried out with policy makers.
The consortium is composed by training agencies with specific know how in long term care facilities and European projects management. Partnership involves also social partners as employer associations and a trade union. The dialogue between these different categories helped to obtain transparency and recognition of learning outcomes and qualifications for department coordinator profile. Department coordinators often have the same responsibility of a manager but the remuneration of a common employers. The project demonstrated that an appropriate training for department coordinators guarantees better performances to the organization and contributes to the increase of services quality.
Description Project main objective was to assure transparency for department coordinator professional profile. The tool chosen is the ECVET system. Project established a common definition of department coordinator. So the key competences are outlined accordingly with experts and long term care institutes managers. The profile has been then codify trough ECVET system. The testing phase has been conducted mainly in Italy exploiting the great differences among the services provided in the different regions.
Nutzung und Verbreitung von Ergebnissen
Anerkennung, Transparenz, Zertifizierung
Sectors Gesundheits- und Sozialwesen
Beschreibung neuer Berufsprofile
Transparenz und Zertifizierung
The project has led to the development and identification of a shared definition of the professional profile target. It was then carried out an analysis of the skills and training required for the professional profile within the countries involved in the project both by institutional actors and other training providers. The German model has been validated in a specific document which highlights the specific situational demands for a more efficient transfer.
The target professional qualification was then divided into training units that describe the knowledge and skills required for professional qualification. ECVET scores are then allocated to units of learning and professional qualification. For the testing stage, partner professional training institutions have carried out an analysis of the coordinators involved: they have studied their training gaps based on the German model, through the analysis of CV and through individual and group interviews. The data obtained made it possible to formulate the training path needed to equalize the the Italian coordinators competences to the German ones. The information gathered during the skills assessment have been intertwined with the results arising from the monitoring phase of the training courses. The final report of the analysis was validated during the TC and used as a tool for mainstreaming phase.
The products of mainstreaming are ECVET agreements that allow to promote an institutional commitment to greater transparency in the management of the professional department coordinator, a proper recognition of status and a personnel selection based on certain criteria. The final dissemination event was held in September 2013.