C.6 Human resource performance

In 2012‑13, the People Strategy and Services Branch in ACT Health focused on embedding the new branch structure to better support service delivery and planning for the future workforce. The branch has worked hard to implement continuous improvement and quality activities, including a major review of all policies and procedures and refinement of business processes in support of efficient and effective service delivery.

Key strategies for the branch are to improve employee engagement and performance through effective performance management and development; to improve the quality of management, leadership and organisational culture; and to implement specific strategies for the creation of new and innovative employment strategies.

Key achievements and major activities in 2012‑13 are listed below.

  • The completion of the ACT Health Workforce Plan 2013–2018 was a significant milestone for People Strategy and Services (PSS) in the reporting year. In conjunction with the Aboriginal and Torres Strait Islander Health Workforce Action Plan 2013–2018, it establishes a strategic framework for innovation and reform in the workforce.
  • Health Workforce Australia (HWA) released the Health Workforce 2025 series of reports, which clearly forecast the emerging workforce shortages in the domains of nursing and midwifery, medicine and allied health disciplines. These important reports make a substantial contribution to the evidence base driving significant national workforce reforms across the health sector. ACT Health strategies are described in more detail in Section A.9 of this report, under ‘Health workforce’.
  • The staff in the branch have worked with colleagues in Health Service Planning to improve the effectiveness of workforce planning in tandem with support service planning and infrastructure development.
  • The ACT Health Leadership Network continued to create opportunities to build collaborative relationships and partnerships across the directorate. The group met three times during the year, with speakers and presentations encouraging participants to develop their leadership skills, with a particular focus on change and resilience, ethics and self-awareness.
  • HWA initiatives and projects to support the development of the future workforce are centrally coordinated by an HWA-funded team embedded within PSS. Within this team are the ACT Region Integrated Clinical Training Network (ICTN) coordinator and secretariat and the Simulated Learning Environment (SLE) project staff. Major achievements in 2012‑13 include:
  • – establishment of the ACT Region ICTN website
  • – development of the web-based SLE lending library
  • – commissioning of six two-bedroom units for the use of interstate students on clinical training placements, and
  • – increasing clinical training placements across the region.
  • In 2013, negotiations commenced on a number of replacement enterprise agreements covering all staff employed by ACT Health. Additionally, the renegotiation of the Visiting Medical Officer core conditions was undertaken.
  • Significant investment in and commitment to the Respect, Equity and Diversity (RED) framework continued during 2012‑13, with the RED contact officer network expanding to 90 officers and training now having been delivered to approximately 75 per cent of staff in the organisation. The RED contact officer network provides an important support to staff members who may be experiencing bullying and harassment, including the provision of information about potential next steps to address the behaviour.
  • The results of the Australian Council on Health Standards Accreditation survey held in November 2012 were a gratifying affirmation that human resource practice within ACT Health is on track. It was awarded four Extensive Achievements and one Marked Achievement for the five human resource criteria in the standards. The Executive team of PSS was awarded an ACT Health Australia Day Award in recognition of this outcome.
  • The Employment Inclusion Officer has developed a number of employment activities to facilitate the achievement of the ACTPS Employment Strategies. This officer also coordinates ACT Health’s participation in the ACT Government’s Aboriginal and Torres Strait Islander Traineeship Program and has developed a Traineeship Program for People with a Disability. To date, four Aboriginal and Torres Strait Islander traineeships and seven traineeships for people with a disability have been enabled. New programs are planned for implementation in the coming year, along with an expansion of the current programs.
  • – The development and successful pilot of the People Manager Program was another highlight. This program focuses on developing and supporting front-line managers in a range of skill areas. The program will now be rolled out more extensively in the new financial year.
  • – The continued commitment to ongoing development and enhancement of the workforce through a comprehensive and rigorous learning and development strategy delivered significant rewards in terms of qualifications and traineeships, as described in section C.8, Learning and development.