SCHN Proposed Workforce Restructure · SCHN Proposed Workforce Restructure Dear Member, ... Once...

Newsletter: 328/2013

Date: 13 November 2013

Distribution: All reps SCHN

Contact: Your organiser

SCHN Proposed Workforce Restructure

Dear Member, Attached is documentation outlining the proposed restructure of workforce for the Sydney Children’s Hospitals Network. I ask that you consult with all affected colleagues and collect points for discussion. Points you might want to consider include:

What effect may the proposed structure have on reporting lines, and what issues could arise?

Do the position descriptions accurately reflect current workloads? The best way to constructively deal with these kinds of proposals is by taking into account the concerns of the group, agreeing on a way forward and then meeting with management to present that united position. Your organiser, Graham Conroy or Lee Papas, is available to facilitate such a meeting and I would encourage you to deal with the restructure in this way. Please forward all concerns and comments to [email protected] or [email protected] by 26th November 2013. Yours sincerely,

Gerard Hayes Secretary, HSU NSW/ACT

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Sydney Children’s Hospitals Network

Proposed Restructure – Workforce Services

11/11/13

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Table of Contents

1 Introduction ............................................................................................................................

2 Case for proposed Workforce restructure………....................................................

3 Impact to Workforce Department …………………………………………………………

4 Classifications and locations of staff affected ..........................................................................

5 Proposed classifications and locations of staff.........................................................................

6 Position descriptions……………………………………..............................................................

7 Proposed method of filling positions in the new structure ........................................................

8 Timetable for implementation ..................................................................................................

9 Support Available.................................................

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1 Introduction

The Sydney Children’s Hospital Network was formed during 2011 bringing together The Children’s Hospital at Westmead and Sydney Children’s Hospital at Randwick. The Network was established as a result of the Garling Review and harnesses the expertise of the two Sydney children’s hospitals within one Network with the aim of improving clinical care, research opportunities, education and staff training and to advocate for a healthy future for all children. The proposed Workforce Services restructure is necessary to ensure the Directorate is positioned to fulfil the current and future workforce and people challenges facing the Network and NSW Health. On a phased basis, many of the services provided historically at both sites are being reviewed with a view to developing the existing practices that work well and also to ensure that the Network the service provision is aligned across the Network. This consultation document outlines the first set of proposed changes to Workforce Services outlining the proposed management and professional workforce roles for Workforce Services, positions below these management positions may see a change of reporting but substantive position holders below HSM2 will not be formally affected by this consultation. Please note this consultation excludes the Work Health and Safety Unit which is not subject to consultation at this time. The restructure process and procedures will be managed in line with the Policy Directive – Managing Excess Staff of the NSW Health Service PD2012_021.

2 Case for proposed Human Resources Department The current workforce structure has evolved building on the historical team based at The Children’s Hospital at Westmead and limited resources transferred from the old SESIASHD. It is recognised that those staff currently employed in the directorate have worked collaboratively since the formation of the Network in 2011 but that a different model of service is required for optimum service delivery. It has also been recognised by the Network Executive that inward investment in the professional services of the workforce directorate is required and number of new professional HR positions have been created. Once the new management structure is embedded a review of staff supporting in particular the medical, recruitment and administrative functions will be undertaken and any further changes to this structure consulted on during 2014. The Senior HR/Workforce Managers met in May 2013 to review the changing internal and external priorities facing the workforce team in the Network and it was identified that the use of the ‘business partner model’ would work more effectively for the delivery of workforce support to the Network, supported by some work stream leadership. It was also determined that the transactional services (recruitment, payroll, rostering and administration) should shift from working in individual silos and be aligned more clearly with the business partner support. (this second stage will be undertaken in 2014) The proposed structure has been identified to meet the changing requirements on the directorate and to ensure that the interactions with the departments across the Network are efficient and to enable the delivery of a high quality workforce service that meets the needs of the Network. The proposed structure also will help to reinforce the Network’s brand as an employer of choice and to increase employee engagement. The overall aim is develop a service that is able to deliver strategic and innovative workforce and culture developments while ensuring the delivery of a high quality operational workforce practice and support services for our 5000 staff.

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3 Impact to Human Resources Department • The proposed restructure aims to strengthen the ability of the Directorate to provide improved

and accountable HR business support to the Clinical and Corporate Directorates. The proposed structure includes an Associate Director of Operational Workforce Services which will oversight the provision of professional HR ‘business support’ to the Hospitals and Network directorates via two HR Managers, the Medical Workforce team and the HR Services team - which will includes recruitment, administration, payroll and workforce information. This one position will ensure consistency of advice and operational HR services across the Network.

• This operational team will be complemented by the Workforce Development and Culture team,

led by the HR Manager – Workforce Development and Culture who will lead a small team of HR professionals providing specific support to develop management expertise in workforce issues and change management and to embed processes across the Network to continually improve the workplace culture. In the next year these will include development of performance and capability systems, staff engagement and workplace culture initiatives and coaching managers in their people management skills.

• The proposed structure disbands the formal workforce performance unit embedding the role of investigation management across all HR Manager and HR Consultant roles.

• The proposed position descriptions for all HR Management and Consultant roles are generic, thus enabling deployment of resources across the directorate with only the need for informal consultation with position holders developing broader experience opportunities for staff along with flexibility for the Network.

• The position of Workforce Engagement Consultant will work closely with the Director, Associate Director and HR Managers to improve workplace engagement and to improve communication with and feedback from staff. This position holder will also work closely with Communication colleagues, the Executive and Clinical Program Directors in both Hospitals particularly to improve staff understanding and engagement in organisational changes and developments.

• This proposal seeks to consolidate Medical Workforce functions and support under the Workforce Directorate working closely with and supporting the Director (and Deputy Director) of Clinical Governance and Medical administration and the Chief Resident Medical Officers. The new structure will include a new position of Medical Workforce Coordinator at Randwick.

• The Work Health and Safety function has already been subject to changes to reflect the Network role in relation to injury and claims management and is not affected by these proposals but will be subject to review in 2014 to strengthen its role in providing medical and nursing occupational health advice to the Network and staff.

• The Education and Training function at Westmead currently reporting to the Director of Workforce, will subject to finalisation of consultation, shortly due to merge with the functions at Sydney Children’s Hospital under the direction of the Network Director of Nursing.

• The FTE of positions in the proposed structure are open for discussion with affected staff and

current part time workers are encouraged to apply. Where positions are not filled on a full time basis, discussions will take please about how to allocate the remaining hours; arrangements may include workload reallocation and or job sharing arrangements.

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4 Classifications and locations of staff affected Listed below are the intended classifications of affected staff. In some instances staff will be contending for positions at a higher grade than are currently in existence. The intention is to create a more hierarchical structure to ensure tasks are undertaken by appropriate levels of personnel and to facilitate practice and communication.

Position

Classification

Current Location

Senior Human Resources Consultant HSM3 Sydney Children’s Hospital

Human Resources and Medical Staffing Manager HSM2 Westmead Human Resources Manager – Clinical Programs HSM4 Westmead Human Resources Manager – Non clinical, medical and payroll

HSM4 Westmead

Human Resources Manager – Workforce Performance Unit

HSM4 Westmead

Behaviour and Culture Adviser HSM2 Westmead Employee Services Manager HSM2 Westmead

5 Proposed (FTE)

Position & Classification

Classification

Main

Location

Associate Director HSM5 Network HR Manager Workforce Development and Culture HSM4 Either HR Manager CHW HSM4 Westmead HR Manager – SCH and Network Programs HSM4 Sydney Children’s

Hospital Medical Workforce Manager HSM3 Westmead HR Services Manager HSM3 Westmead HR Consultant –CHW HSM2 Westmead HR Consultant – SCH & Network Programs HSM2 Network HR Consultant – Workforce Development and Culture x 2 HSM2 One each at

Westmead and Sydney Children’s

Hospital HR Advisor HSM1 Westmead HR Advisor HSM1 Sydney Children’s

Hospital SCH Medical Workforce Co-ordinator HSM1 Sydney Children’s

Hospital CHW Medical Workforce Co-ordinator HSM1 Westmead Workforce Engagement Consultant HSM2 Network

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6 Position Descriptions

Refer appendix A

7 Proposed method of filling positions in the new structure

Should the proposed changes go ahead the process for redeployment will be via a selection process determined by NSW Health policy.

8 Timetable for Implementation

Phase Completion Date

Consultation with staff commences 11 November 2013

Union informed and consultation commences 11 November 2013

Consultation closes 25 November 2013

Assessment of staff and Union comments Week of 25 November 2013

9 Availability of support, counselling and Employee Assistance Program

In addition to the consultation process Ian Fuller, Director of Workforce or your manager are available to meet with you to review the proposal and how this could affect you. You will also be able to seek support from your Union representative, the HSU will receive a copy of the consultation document. The following counselling and vocational assessment services are available to staff:

EAP is Employee Assistance Program, a free strictly confidential and professional counselling service provided by the Sydney Children’s Hospital Network to all staff. Staff can access by contact details:

• Employee Assistance Program ph: (1800 818728)

• Converge International Free call 1800 337 068

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• SESLHD, Employee Assistance Program, ph: (02) 9382 6616 (Randwick staff only)

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Appendix A – Position Descriptions

SCHN Workforce Directorate Restructure

November 2013

Workforce Direct Reports

Director of Workforce

HR Manager – Workforce

Development and Culture

(HSM 4)

Associate Director – Operational

Workforce Services (HSM 5)

Workforce Engagement Consultant

(HSM 2)

Work Health and Safety Manager

(HSM 3) Existing

Executive Assistant to the Director of Workforce

Operational Workforce Services

Recruitment Transactional Payroll Analyst

Rostering Establishment


HR Manager CHW (HSM 4)

Associate Director - Operational Workforce

Services

(HSM 5)

HR Manager SCH and Network Programs (HSM 4)

Medical Workforce Manager (HSM 3)

HR Services Manager (HSM 3)

HR Consultant

(HSM 2)

HR Adviser (HSM 1)

CHW Medical Workforce

Co-ordinator (HSM1) Existing

HR Consultant

(HSM 2)

HR Adviser (HSM 1) 0.5 FTE

SCH Medical Workforce

Co-ordinator (HSM1)

New

Workforce Development and Culture


Performance Systems

Co-ordinator (HSM 1)

HR Manager – Workforce


HR Consultant Workforce


(HSM 2)

HR Consultant Workforce


(HSM 2)

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Position Description

* Reference Number: “Recruitment Reference Number”

This is automatically generated once you submit an Approval to Recruit via Mercury – also becomes the online recruitment reference number for the position being advertised.

* Recruitment Type Select one of the below options:

General Recruitment

* Position Number If not known, contact Rona Saengdara ([email protected]).

* Position Title: Associate Director - Operational Workforce Services

* Cost Centre:

*Organisation Unit Sydney Children’s Hospitals Network

* Location: Randwick and Westmead

* Facility: Randwick and Westmead

mailto:[email protected]

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* Award: Health Services Manager Level 5

* Classification:

* Treasury Code: Leave this field blank. Staff Services will enter the required information.

Registration / Licence Requirements

Specialty Code/s: Professional Category

Primary Function

Client Group Speciality Code

01 – Medical

02 - Nursing

Leave this field blank. Staff Services will enter the required information.

1 – Adult

2 – Paediatric

3 - Mixed


* Vaccination Category: Category B: No contact with clients or blood or body substances.

Select one category only by ticking the relevant box ‘A’ or ‘B’

* Pre Employment Screening Check

What pre-employment screening check is required for this position:

National Criminal Record Check

* Responsible To: Director of Workforce

* Responsible For (staff): Enter positions that will directly report to the position that is being advertised.

Free Text

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* Purpose of Position • Provide high level advice to the Director of Workforce, Executive and the senior management team on all operational workforce matters including generalist HR matters, industrial and employee relations, employment law, medical workforce, recruitment and employee transactional services.

• Manage and develop the HR generalist and consultancy teams across the Network to provide high quality and customer focussed HR and workforce support.

• Lead the provision of HR expertise and consultancy services in Medical workforce and HR Services across the Network to provide high quality and customer focussed medical workforce support.

• Working with the Director and HR Managers provide leadership and direction across the Network all workforce related services and issues.

• Work with the Director and other senior HR team members on the design and delivery of the HR strategy which will include providing expertise on employment and equity, workforce performance, human resource management, workforce/industrial relations, organisational change and staff engagement, non-clinical learning and human resource information systems.

• Lead the development, implementation and evaluation of workforce reporting systems that provide high quality data workforce data and reports at all levels of the organisation to support the implementation of the Network strategic plan (benchmarking with State, National and International performance benchmarks as appropriate).

• Contribute to the development of Network and facility based workforce governance and compliance structures.

• Establish mechanisms to ensure that the Network meets all its workforce compliance requirements. Foster excellence in workforce professional activities

• To be an EEO and Diversity champion and make sure this is incorporated into all practices.

* Key Accountabilities • Support the Director of Workforce in the delivery of strategic and operational HR and workforce support and advice that builds capacity to improve the Network s workforce performance;

• Develop operational work plans and strategies that align with the Networks strategic plan, ministry policy and meet regulatory requirements;

• In collaboration with the Director develop the planning, implementation and management of organisational changes to meet the needs of the clinical and other Network services;

• Develop and implement systems for the management and use of workforce data for management reporting, planning and, operations, including a HR Dashboard.

• Identify gaps from the workforce data that can be effectively improved for example; recruitment and retention, workforce shortages.

• Implement local strategies (which complement state wide strategies) for the recruitment and retention of the organisation’s workforce and increase Aboriginal and other under-represented

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workforce participation in professional and non-professional positions;

• Provide professional leadership for all direct reports and their teams including regular performance reviews and feedback, professional and job related training and building a customer and results focussed team.

• Work with the Director and HR Managers to develop and continually review a complex and visionary integrated health workforce plan designed to address key Network strategic outcomes and business challenges;

• Working with the HR managers and the lead the identification and provision of People management development strategies, education and training requirements for the current and future Network needs.

• Analyse and interpret complex business and people issues in a across the Network and prepare appropriate management responses/recommendations, HR business processes, and strategic directions ;

• Delivering a collaborative approach for the HR services to achieve major change and organisation reform projects including working in partnership with other health districts and HealthShare.

• Use effective communication, negotiation, influencing and motivational skills with colleagues to build and maintain relationships with diverse stakeholder groups;

HUMAN RESOURCE MANAGEMENT

Equal Employment Opportunity

Employees: Are required to be familiar with and comply with EEO policies. Staff who become aware of or suspect any inequity in the Hospital either in employment or service delivery, are requested to report the matter to their manager and/or supervisor or the Aboriginal Employment and EEO Coordinator.

Occupational Health Safety & Rehabilitation Employees: Take care for the health and safety of yourself and others at work. Cooperate with Department Head’s and supervisors in their efforts to provide a safe working environment. Do not intentionally or recklessly interfere with or misuse anything provided in the interests of health and safety. Report to managers and/or supervisors any hazards in the workplace or any unsafe work practices. Comply with the NSW Health Work Health and Safety Policy (as amended from time to time).

CHILD SAFETY & PROTECTION Network believes children should be as safe in Hospital as their own home. We employ a range of methods to ensure that child safety is reviewed and acted upon at every level of the Hospital. Our safety

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reviews are to create a safe child culture in an environment of learning and improvement. As an employee you are expected to:

• Report safety concerns via the ‘Safety at Kids” electronic reporting system, which is located on your computer in the Novell application start up screen.

• Work in a spirit of partnership and open communication with the parents, their families, and our staff so that, when things go wrong, we can work together to prevent similar events from re-occurring.

Employees: Be familiar with SCHN Child Protection Policy and Procedures. Report all allegations of suspected child abuse and neglect by a health employee. Be familiar with the process of assessing and reporting suspected cases of child abuse and neglect to the Department of Community Services.

LEARNING AND DEVELOPMENT

PERSONAL AND PROFESSIONAL

Organisational Requirements

I undertake to: • Be orientated to the Hospital via the Formal Orientation

Program (Part A) and a Department Program (Part B) within two months of employment.

• Attend Fire Training yearly. • Attend ALL Child Protection Training ‘required for this position. • Professional updates at regular intervals

Risk Management:

Accountabilities

1. All employees at all levels have a role to play in managing risk. The SCHN encourages and supports the active involvement of staff in the risk management process. Employees are expected to proactively contribute to the identification, reporting and minimisation of risks.

2. Department Heads and Supervisors must: Accept accountability for identifying, minimising and managing organisational risks by applying risk management principles outlined in the Risk Management Policy. Develop a risk conscious work-place by educating and supporting staff in proactively identifying, reporting and mitigating risks. Ensure that plans are developed to identify, assess and treat risks. Contribute to the development, maintenance and monitoring of

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the SCHN Risk Register.

* Challenges / Problem Solving

• Leading the development of a pragmatic operational HR Service that incorporates the values of the Network and considers how the organisation will continue to develop its practice.

• To predict and interpret the needs of the directorates into practice. • To provide evidenced based proposals to Senior Management that

will assist the organisation to meet both statutory requirements and their objectives. .

• To be able to confidently work through Industrial Relations negotiations

• Providing strategic advice and input into the development of a high performing organisation.

• Demonstrating resilience and persistence in balancing the needs of competing demands within a complex, high work volume environment encompassing the delivery of strategic and operational outcomes and coaching others in this challenge.

• The development and implementation of organisational change strategies given the complexities, magnitude and environments within which Health functions and the continuing changes to the structure of the health system.

* Communication

The Associate Director of Operational Workforce Services works closely with:

• Director of Workforce • Human Resources Managers • Human Resources Service Manager • Human Resources Consultants • Workplace Health and Safety team • Executive Directors • Clinical Program Directors and Heads of Department • Managers • Staff • Health Support Services • Ministry of Health • Industrial Associations/Unions • Other external agencies and stakeholders

* Decision Making • The Associate Director of Operational Workforce Services reports to the Director of Workforce and will work collaboratively with other Network Executive members and senior management, as required, to support the leadership and management of the workforce statutory role and function.

• The Associate Director of Operational Workforce Services has day-to-day autonomy in directing and managing expert consultancy services for all workforce related services to the SCHN. Overall decision making and accountability limits will be

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determined in conjunction with the Director of Workforce.

* Selection Criteria 1. Experience as a senior manager in a complex organisation engaged in service delivery;

2. Demonstrated capacity to lead the development and implementation of a complex integrated health workforce plan designed to address key challenges;

3. Demonstrated ability to identify and provide leadership development strategies and education and training requirements for a complex organisation and to develop programs to support the current and future workforce needs;

4. Proven ability to analyse and interpret complex business and people issues and prepare appropriate management responses/ recommendations, HR business processes, and strategic directions ;

5. Demonstrated capacity to manage the provision of expertise and consultancy services to effectively improve recruitment and retention practices affected by workforce shortages, manage the industrial relations and human resources needs for a complex service delivery organisation, and apply that knowledge/experience to the Networks needs and the broader health service needs;

6. Experience in leading a collaborative approach for the delivery of workforce services to achieve major change and organisation reform projects;

7. Strong interpersonal, communication, negotiation, influencing and motivational skills which demonstrate a capacity to build and maintain relationships with diverse stakeholder groups;

8. Relevant tertiary qualifications or equivalent experience; with a commitment and capacity to implement, and provide leadership in Healthcare policies and practices, including EEO, OH&S, cultural diversity, ethical practice and continuous improvement.

* Staffing

HR Managers

HR Consultants

HR Advisors

As required HR specialists

As required HR administrative staff

* Budget

Provide the NCOS (Net Cost of Service) that this position is responsible for.

Free Text Field.

* Financial Delegation

Financial delegation is in accordance with the Delegations Manual.

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Appendices

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General Recruitment


* Position Title: HR Advisor

* Cost Centre:


* Location: Randwick / Westmead

* Facility: Randwick / Westmead

You may be required to work in any facility within the Sydney Children’s Hospitals Network. Should this occur, reasonable notice will be provided.


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* Award: Health Managers (State) Award – Health Manager Level 1

* Classification:



Not applicable


Primary Function


01 – Medical

02 - Nursing


1 – Adult

2 – Paediatric

3 - Mixed






* Responsible To: HR Manager

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* Responsible For (staff): None

* Purpose of Position The HR Advisor is responsible to the HR Manager, and forms a part of the team of HR Professionals providing the first point of contact for managers and staff, offering generalist HR advice and consultancy service that supports the business needs and strategy of the organisation. The HR Adviser may report to the HR Consultant on some areas of work.

The role will also include the development and maintenance of relationships with stakeholders across the Network, in order to develop the profile of HR and trust within its provision of service.

* Key Accountabilities • To be a first point of contact within the HR department assessing the level of complexity and where possible immediately resolving issues to prevent escalations.

• Provide professional advice to managers and staff on Network and MOH Policies and Procedures. Undertaking investigations under the disciplinary and bullying and harassment procedures. With guidance from HR Manager supporting managers through the formal grievance process

• With guidance from HR Manager supporting managers during the management of sickness absence or performance.

• With guidance from HR Manager provide support to managers in disciplinary and grievance investigations and matters taking into account employment legislation and ensuring fairness and consistency of approach.

• Provide advice to managers and staff on terms and conditions of service, liaising closely with HR Services team and resolving staff issues and problems as appropriate.

• Carry out grading reviews in consultation with the HR Consultant/manager as necessary.

• With guidance from HR Manager assist in the support of organisational change, advising managers on the consultation process and undertaking individual interviews in line with Network’s policy.

• Attend individual meetings with managers and staff, to provide HR coaching and support the manager, providing advice and guidance as appropriate to the managers competence and proficiency.

• Provide workforce performance information and data relating to the trends and KPIs for a range of uses to include the balanced scorecard, Board, Directorate reviews, as directed by the HR Manager.

• Support good employee relations by communicating with employee representatives and Unions as appropriate on behalf of key managers to enable a more proactive approach to HR support.

• Ensure that the Networks values are incorporated into all HR practices.

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• Keep up to date with emerging HR policies and support the delivery of these policies as dictated by changes in employment legislation or evolving initiatives, involving key stakeholders and following the agreed communication process.

• Link with the Workforce Development and Culture team to ensure that the strategic practices of HR are embedded within the Directorates and work together to research new practices and communicate any key developments to the department as appropriate.

• Assist in the development and delivery of HR management training programmes to include Managing Sickness Absence, Disciplinary and Grievance procedures, Equality and Diversity issues Appraisal training.

• Support and assist the HR Manager on HR Projects. This may include the production of performance management reports or the analysis of statistical data.


GENERAL REQUIREMENTS

• Delivery of a competent first line HR service • Ensure the Network’s HR policies and procedures are

interpreted correctly and adhered to. • Participate in appraisals, training and personal continuous

development. • Work as part of a team to ensure the delivery of quality HR

services.





CHILD SAFETY & PROTECTION

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SCHN believes children should be as safe in Hospital as their own home. We employ a range of methods to ensure that child safety is reviewed and acted upon at every level of the Hospital. Our safety reviews are to create a safe child culture in an environment of learning and improvement. As an employee you are expected to:










Risk Management:

Accountabilities

• All employees at all levels have a role to play in managing risk. The SCHN encourages and supports the active involvement of staff in the risk management process. Employees are expected to proactively contribute to the identification, reporting and minimisation of risks.

• Department Heads and Supervisors must: Accept accountability for identifying, minimising and managing organisational risks by applying risk management principles outlined in the Risk Management Policy. Develop a risk conscious work-place by educating and supporting staff in

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proactively identifying, reporting and mitigating risks. Ensure that plans are developed to identify, assess and treat risks. Contribute to the development, maintenance and monitoring of the SCHN Risk Register.


• Being a first point of contact within the Human Resources department, it will require judgment in resolving issues and an understanding of when it is appropriate to escalate concerns to the HR Manager/Consultant.

• Developing an understanding and trust by managers within the portfolio of their Human Resources accountabilities and assisting them in exercising the authority, skills, knowledge and experience necessary to fulfil them.

• Demonstrating resilience and persistence in balancing the needs of competing demands within a complex, high work volume environment.

• Assist in developing and implementation of organisational change strategies.

• Establishing, fostering and maintaining a strong focussed Human Resources culture in the delivery of Human Resources services, programs and initiatives which meet customer service needs.

* Communication The Human Resources Advisor works closely with • Human Resources Managers • Human Resources Consultants • WHS team • Directors • Line Managers and staff • Health Support Services • Industrial Associations/Unions • Other external agencies

* Decision Making • The Human Resources Advisor has an influence in the day to day exercise of Human Resources decision making, consistent with the Network’s Delegations Manual and policies.

• The position makes recommendations to the Human Resources Manager on matters including but not limited to: significant change to processes; change management initiatives; policies and procedures; and performance against service level agreements and key performance indicators.

• The Human Resources Advisor exercises analytical, decision making and problem solving skills in relation to Human Resources issues arising within the allocated portfolio of services.

• Within the Network’s Policy and Guidelines, the incumbent has the autonomy to resolve issues and make recommendations to the Human Resources Manager regarding legal, statutory and industrial standards incorporating the following matters:- employment; award compliance (including remuneration); disciplinary action; dismissals; medical terminations; grievances; discrimination; retraining and redeployment.

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* Selection Criteria 1. Relevant tertiary qualifications in human resources management, employee relations, employment law, business, other relevant field and /or professional experience in human resources management in a large diverse service industry organisation (or be studying towards)

2. Demonstrated skills to manage Human Resources issues. 3. Ability to provide first line support in complex and sensitive

HR/ER advice and consultancy services. 4. Well-developed communication, interpersonal, sound analytical

and problem solving skills. 5. Demonstrated ability to prepare clearly written memos, briefs

and reports. 6. Demonstrated ability to interact effectively with key stakeholders

including management, staff, industrial organisations, other industry bodies and external agencies

7. A basic knowledge of the legislative and regulative requirements relating to human resources management.

* Staffing

None

* Budget

.



Appendices

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* Recruitment Type General Recruitment


* Position Title: HR Consultant

* Cost Centre:






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* Award:

* Classification: Health Managers (State) Award – Health Manager Level 2



Not applicable


Primary Function


01 – Medical

02 - Nursing


1 – Adult

2 – Paediatric

3 - Mixed







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* Purpose of Position The HR Consultant is responsible to the HR Manager, and forms a part of the team of HR Professionals providing HR advice and consultancy service that supports the HR business needs and strategy across the Network and or within the Directorates where generalist support is required.

The role will also include the development and maintenance of relationships with stakeholders across the Network, in order to develop the profile of HR and trust within its provision of service.

* Key Accountabilities KEY RESULT AREAS • Provide professional advice to managers and staff on Network

Policies and Procedures • Undertaking investigations under the relevant policy, eg

disciplinary, grievance, bullying and harassment etc • Supporting managers during the management of sickness

absence or performance • Provide support to managers at disciplinary hearings/meetings

taking into account employment legislation and ensuring fairness and consistency of approach.

• Provide professional support to senior managers in the development of management cases ensuring all documentation is properly prepared and the procedures are fully explained to any witnesses involved.

• Work closely with colleagues in the HR Services team to ensure that recruitment, employment services and pay and conditions related issues are executed in a timely and efficient manner.

• Work closely with colleagues in the Medical Workforce teams on issues related to contractual, performance and other HR issues for medical staff.

• Provide advice to managers and staff on terms and conditions of service, liaising closely with payroll and workforce development departments and authorising payments as appropriate.

• Carry out grading reviews as necessary within the remit • Assist in the support of organisational change, advising

managers on the consultation process and undertaking individual interviews in line with Network’s policy.

• Operational consultants to link with the Workforce Development and Culture team to ensure that the strategic practices of HR are embedded within the Directorates and work together to research new practices and communicate any key developments to the department as appropriate.

• Provide workforce performance information and data relating to the trends and KPIs for a range of uses to include the HR dashboard, Board, Directorate reviews, as directed by the HR Manager.

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• Support good employee relations by involving employee representatives and Unions as appropriate and maintaining contact with key managers within an agreed Directorates to enable an innovative approach to HR support.

• Ensure that the Networks values are incorporated into all HR practices.

• Interpret HR policies and devise documents that support the delivery of these policies as dictated by changes in employment legislation or evolving initiatives, involving key stakeholders and following the agreed communication processes.

• Deputise for the HR Manager as required in attending directorate business meetings or supporting specific projects.

• Ensure that the HR strategies and the practices of HR are embedded within the Directorates and work together with the Workforce Development and Culture team to research new practices and communicate any key developments to the department as appropriate.

• Support the HR Manager to adapt practices that are influenced by internal and external factors, to shape the future HR practices and strategy including (but not exclusively) engagement, equality and diversity, talent management, employee retention and performance management.

• Influencing through practice the employee journey and career management and how this will impact the Networks provision of services.

• Provide advice and guidance on complex HR issues using a risk management model.

• Assist the development and delivery of HR management training programmes to include Managing Sickness Absence, Disciplinary and Grievance procedures, Equality and Diversity issues.

• Assist the delivery of the Appraisal training and Management Development programmes, acting as an expert in some of these areas as directed by the HR Manager.

• Support and assist the HR Manager on HR Projects, taking the lead where appropriate. This may include the scoping of projects, production of performance management reports, the analysis of statistical data to evidence proposals and how to ensure engagement of stakeholders,

• Ensuring that the intranet remains up to date with current policies, practices and guidelines.



• Contribute to continuous professional development (CPD) of the HR function, providing advice and support to less experienced members of the team to include advice to the recruitment and medical HR departments.

• Ensure the Network’s policies and procedures are interpreted correctly and adhered to.

• Participate in appraisals, training and personal continuous development. Work as part of a team to ensure the delivery of

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quality HR services. • Maintain communication across the HR department to ensure

that a consistent approach is applied, emerging trends are identified and where required mitigations are put in place.





CHILD SAFETY & PROTECTION SCHN believes children should be as safe in Hospital as their own home. We employ a range of methods to ensure that child safety is reviewed and acted upon at every level of the Hospital. Our safety reviews are to create a safe child culture in an environment of learning and improvement. As an employee you are expected to:





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Risk Management:

Accountabilities


• Department Heads and Supervisors must: Accept accountability for identifying, minimising and managing organisational risks by applying risk management principles outlined in the Risk Management Policy. Develop a risk conscious work-place by educating and supporting staff in proactively identifying, reporting and mitigating risks. Ensure that plans are developed to identify, assess and treat risks. Contribute to the development, maintenance and monitoring of the SCHN Risk Register.


• Developing an understanding and acceptance by managers within the portfolio of their Human Resources accountabilities and assisting them in exercising the authority, skills, knowledge and experience necessary to fulfil them.


• Assist the development and implementation of organisational change strategies.

• Establishing, fostering and maintaining a strong focussed Human Resources culture in the delivery of Human Resources services, programs and initiatives which meet customer service needs.

* Communication The Human Resources Consultants works closely with • Human Resources Managers • Human Resources Advisors • Work Health and Safety team • Directors • Managers • Staff

HR Consultant071113

• Health Support Services • Ministry of Health • Industrial Associations/unions • Other external agencies and stakeholders

* Decision Making • The Human Resources Consultant has a level of autonomy in the day to day exercise of Human Resources decision making, consistent with the Network Delegations Manual and policies.

• The position makes recommendations to the Human Resources Manager on matters including but not limited to: significant change to processes; change management initiatives; policies and procedures; and performance against service level agreements and key performance indicators.

• The Human Resources Consultant exercises analytical, decision making and problem solving skills in relation to Human Resources issues arising within the allocated portfolio of services.

• Within the Network’s Policy and Guidelines, the incumbent has the autonomy to resolve issues and make recommendations to the Human Resources Manager regarding legal, statutory and industrial standards incorporating the following matters:- employment; award compliance (including remuneration); disciplinary action; dismissals; medical terminations; grievances; discrimination; retraining and redeployment.

* Selection Criteria 1. Relevant tertiary qualifications in human resources

management, employee relations, employment law, business, other relevant field and /or professional experience in human resources management in a large diverse service industry organisation.

2. Demonstrated ability to assist in the management of a Human Resources team.

3. Experience in providing complex and sensitive HR/ER advice and consultancy services.

4. Well-developed communication, interpersonal, sound analytical and problem solving skills, including demonstrated ability to represent or advocate on behalf of the organisation before relevant statutory tribunals.

5. Demonstrated ability to prepare complex written memos, briefs and reports.

6. Experience in assisting in the development of innovative and contemporary Human Resources policies and strategies.

7. Demonstrated ability to consult effectively with key stakeholders including management, staff, industrial organisations, other industry bodies and external agencies.

8. A sound knowledge of the legislative and regulative requirements relating to human resources management.

* Staffing

None

HR Consultant071113

* Budget



Appendices

HR Manager 071113






* Position Title: HR Manager

* Cost Centre:






HR Manager 071113

* Award: Health Managers (State) Award- Health Manager level 4

* Classification:



Not Applicable


Primary Function


01 – Medical

02 - Nursing


1 – Adult

2 – Paediatric

3 - Mixed


* Vaccination Category: Category B:




* Responsible To: Associate Director – Operational Workforce Services for operational roles

Director of Workforce for Workforce Development and Culture role

HR Manager 071113

* Responsible For (staff): HR Consultants

HR Advisors

As required HR specialists/coordinators

As required HR administrative staff

* Purpose of Position The HR Manager is a key role in proving high quality strategic and operational HR advice and support across the Network. The post holder will also be required to work strategically to understand the business strategies across the Network and or within the Directorates where support is required. The HR Manager will work with the Director and Associate Director to develop programs to support key people and workforce issues across the Network. Specifically the post holder will: • Act as an advocate of change and innovation in support of business

and HR strategies and champion best practice HR management, influencing key business decisions to ensure the effective management of staff through the fair, efficient and pragmatic application of best practice.

• Develop robust relationships with Directors and senior management, staff and other stakeholders to influence, challenge and support service delivery and people strategies, establishing credibility as an expert in operational HR.

• Work alongside the Directors/senior management and their teams in identifying workforce issues and developing appropriate business focussed HR interventions.

• Work closely with other HR Managers, Medical Workforce Manager, HR Services Manager and WHS Manager where appropriate and to gain maximum effectiveness.

• Provide advice and guidance on complex HR issues using a risk management model.

• To lead and manage highly complex processes including investigations, disputes resolution, facilitation and mediation, in consultation with Director/Associate Director and with legal/professional expert support as appropriate.

• Work with senior HR colleagues and the wider HR teams to ensure the services provided meet the needs of the Network or service area supported.

• Drive specific projects to support delivery of the people and workforce strategy, both within the Directorates and across the Network as appropriate.

• NB - HR Managers will be deployed to Operational roles or Workforce Development and Culture

* Key Accountabilities

• To support the Director and Associate Director in the development and delivery of the Network’s workforce strategy, taking account of the Network’s performance objectives and other key drivers and challenges.

• Contribute to the achievement of the Network’s strategic goals and priorities by ensuring these are reflected in workforce policy, practice and delivery.

• To provide a highly visible, competent and coaching leadership style which is consistent with the Network values, building and

HR Manager 071113

maintaining effective working relationships with managers, staff and external organisations.

• To support the Network in reaching its vision of excellence in everything it does by leading and promoting equal opportunities, fairness, equity and inclusion.

• To contribute the development and implementation of the HR function, the policies, strategies and business plans, which enable Network corporate aims and objectives to be achieved.

• To contribute to the development and maintenance of a HR Dashboard to drive workforce intelligence, both internal and external, to identify people management strategies in the Network and within the Directorates.

• To line manage the HR Consultants and HR Advisors (and other HR staff as required) to ensure an effective and professional operational or specialist HR service is provided, to support their development and CPD. This will include providing monthly 1:1s and performance appraisals.

• Authorised Signatory as delegated. Responsibilities

• To make a full and proactive HR and workforce contribution to Network business focussed on contributing to clinical and service planning activity, ensuring these take account of best practice, NSW Health HR initiatives and corporate HR policies and agenda.

• To inform the business planning process and support continuous improvement in the Directorates by contributing to the workforce planning cycle, seeking opportunities for employee service improvement and efficiency and organisational design.

• To work in partnership with Directors/senior management across the Network to establish the people and workforce strategies that support Network and team business success.

• Support and challenge managers in the application of HR policies and practices, providing advice and guidance on complex HR issues, ensuring best practice and minimising risk and financial exposure.

• To oversight all investigations under HR related polices as they relate to span of responsibility and to lead on the complex cases.

• To advise and support the Network/Directorates in the development and change management of their services and related workforce requirements to include effective workforce utilisation, role design, workforce restructuring, skill mix and management of change in line with best practice and Network policy and procedure.

• To lead partnership, consultation and negotiation meetings with industrial organisations/unions as appropriate to role and in conjunction with Director or Associate Director as appropriate.

• To support the Network/Directorates in the management and development of its workforce to ensure it supports current and future performance targets, recommending HR initiatives to meet business needs.

• To develop the role of HR Manager (operational) by actively

HR Manager 071113

working with service areas, contributing to the early and proactive resolution of potential people management and change issues and ensuring that workforce factors are identified and actioned within overall divisional business plans.

• To lead and project manage key HR initiatives and change programmes in conjunction with the Director to ensure delivery in accordance with agreed requirements.

• Be the driving force in ensuring that the HR Strategy and the practices of HR are embedded across the Network and work together to research new practices and communicate any key developments to the HR Directorate/Network as appropriate.

• Design practices that consider the internal and external factors that will shape the future HR practices and strategy including (but not exclusively) engagement, equality and diversity, talent management, employee retention and performance management.

• To lead, deliver and evaluate HR and workforce projects and programs.

• Work in partnership with staff representatives/Unions in addressing employment issues, ensuring early resolutions of concerns where possible.

• To deliver training for Managers on specialist people and workforce as required. Provide expert advice as required in disciplinary, grievance and job evaluation panels.



• To deputise for the Director or Associate Director as required, taking delegated responsibility at internal and external meetings and events.

• To support the Director or Associate Director by undertaking project work as appropriate to ensure the delivery of a professional and high quality HR function.

• To ensure continuing, personal and professional development of self and team.

• To work collaboratively with colleagues across the HR Directorate to ensure delivery of a comprehensive HR service.

• It is essential to the development of the HR Service that the post holder is able to respond flexibly and positively to changes in the requirements of this post. This job description is therefore a guide to the level and range of responsibilities the post holder will be expected to undertake initially and the duties of this post may be altered from time to time to meet changing demands.



Employees: Are required to be familiar with and comply with EEO policies. Staff who become aware of or suspect any inequity in the Hospital either in employment or service delivery, are requested to report the matter to

HR Manager 071113

their manager and/or supervisor or the Aboriginal Employment and EEO Coordinator.












HR Manager 071113

Risk Management:

Accountabilities




• Developing a pragmatic HR Service that incorporates the values of the Network and considers how the organisation will continue to develop its practice.

• To interpret the needs of the directorates into practice. • To deliver HR and workforce projects and programs • To coach stakeholders to further their knowledge of HR and its

delivery. • To be able to confidently work through Industrial Relations

negotiations • Contributing to the development of a high performing organisation. • Demonstrating resilience and persistence in balancing the needs of

competing demands within a complex, high work volume environment encompassing the delivery of strategic and operational outcomes.


* Communication The Human Resources Manager works closely with

• Director of Workforce • Associate Director • Human Resources Managers • Human Resources Consultants • Executive Directors • Clinical Program Directors and Heads of Department • Managers • Staff • Health Support Services • Ministry of Health • Industrial Associations

HR Manager 071113

• Workplace Health and Safety • Other external agencies and stakeholders

* Decision Making • The Human Resources Manager has a high level of autonomy in the day to day exercise of HR decision making and authority within the portfolio, and will assist the Director/Associate Director in the development and implementation of people and workforce plans and strategies within the Network.

• The position makes recommendations to the Director of Workforce/Associate Director on matters including but not limited to: significant change to processes; change management initiatives; project and programs; policies and procedures; budget/ financial performance as it relates to HR activities within the portfolio; and performance against service level agreements.

• The Human Resources Manager exercises analytical decision making and problem solving skills in relation to all complex Human Resources issues arising within their nominated directorates.

* Selection Criteria (Max of 8)

1. Relevant tertiary qualifications in Human Resources

Management, Employee Relations, Law, Business, other relevant field and/or extensive experience in human resources management in a large diverse service industry organisation.

2. Demonstrated capacity to keep abreast of emerging policy trends and changes to employment related law and apply them to contemporary service delivery models in Health.

3. Demonstrated experience in the delivery business outcomes that are beneficial to the organisation.

4. Demonstrated ability to lead a professional HR team in the provision of the full range of HR services.

5. Extensive experience in providing expert technical and specialised strategic HR/ER and change management advice and services at a senior level.

6. Well-developed analytical skills that facilitates a conceptual approach to the strategic planning process and proven ability to develop innovative solutions

7. Extensive experience in employment relations including demonstrated ability in advocacy and negotiation, briefing counsel and preparation of legal briefing documents.

8. Demonstrated high level communication and interpersonal skills (both verbal and written) including the ability to prepare complex briefs, reports and submissions.

* Staffing

The role of HR Manager will be responsible for directly managing XXX Employees.

HR Manager 071113

* Budget

As delegated


Financial delegation is in accordance with the Delegations Manual

Appendices






* Position Title: HR Services Manager

* Cost Centre:


* Location: Randwick or Westmead

* Facility: Randwick or Westmead



HR Services Manager 09 10 13 v4


* Classification:




Primary Function


01 – Medical

02 - Nursing


1 – Adult

2 – Paediatric

3 - Mixed


* Vaccination Category:

Category B: No contact with clients or blood or body substances.




* Responsible To: Associate Director - Operational Workforce Services

* Responsible For (staff): Recruitment staff

Transactional Staff

Payroll

Analyst

Rostering

Establishment staff


* Purpose of Position The HR Services Manager manages the Operational/ Transactional Services teams and ensures that they are able to deliver a seamless provision. Key areas of delivery are managing the HR information and payroll system (StaffLink) and associated internal staff and systems, managing the Mercury e recruit system and associated internal staff and systems, managing the production of high quality and user friendly workforce information. The role is pivotal to supporting the delivery of HR and provides all of the operational HR practices to ensure excellent customer service to the employees and managers in a timely manner while ensuring the Network meets all its regulatory and best practise compliance requirements. The position is expected to actively participate in the implementation of systemic development and continuous improvement activities that will ultimately provide tangible improvements and increase the level of engagement within the workforce, with the overall aim of increasing patient experience. The HR Services Manager is actively involved in the ensuring policies, procedures and business processes are current and ‘fit for purpose’, to ensure that they are ‘customer friendly’ and comply internal and external requirements. The position holder will develop and maintain positive relationships within the HR department, across the Network including Healthshare as well as facilitating communication with various external agencies.

* Key Accountabilities

• Ensure a customer service approach to the provision of efficient and effective HR ‘back office’ transactional services ’.

• Provide skilled analytical approach to resolving complex issues relating to the delivery of the service.

• Develop and maintain performance measures to ensure effective monitoring of the function in various formats including a dashboard reporting system.

• Building a compliance model and reporting systems to ensure the Network meets all regulatory requirements in relation to workforce issues as they relate to recruitment, payroll, record keeping, screening and credentialing.

• Participate in the evaluation of the service including improvements for the successful delivery of timely services.

• Manage department feedback and performance indicators and produce a report of feedback to monitor issues and ensure continual improvement strategies are in place.

• Drive high quality rostering, making recommendations for improvement in processes to increase payroll accuracy. To support those involved in rostering to further develop their rostering knowledge and practice, with the aim of this process becoming self-driven.


• Manage the ‘contractual arrangements and foster a partnership with HealthShare (payroll and systems provider).

• Develop an ‘on boarding strategy’ that enables recruitment targets to be achieved while fostering a single point of contact approach for applicants, which encompasses the first contact through to management of probation.

• Ensuring the strategy reinforces the values of the organisation and allows the Network to continue to develop its brand as an employer of choice.

• Maintain the intranet and other e portal sites to guarantee employees and managers are able to access the most up to date versions of HR systems and support, practices and policies.

• Develop the utilisation of the establishment systems by managers.

• Proposing projects to the Associate Director that will provide a reduction of queries and escalations with a view to reducing HR services’ involvement in transactions and moving to a manager and employee self-service model.

• Managing projects from design through to delivery, making sure that outcomes are monitored and reported.

• Create opportunity to enhance professional development within the team. Identify training and development needs and organise training and mentorship to meet the Team’s requirements.

• Provide appropriate feedback to team members and develop and implement performance evaluation tools within the team

• Provide Management support to the Associate Director • To be an Equality and Diversity champion and make sure this is

incorporated into all practices.





CHILD SAFETY & PROTECTION SCHN believes children should be as safe in Hospital as their own home. We


employ a range of methods to ensure that child safety is reviewed and acted upon at every level of the Hospital. Our safety reviews are to create a safe child culture in an environment of learning and improvement. As an employee you are expected to:







I undertake to: • Be orientated to the Hospital via the Formal Orientation Program (Part

A) and a Department Program (Part B) within two months of employment.


Risk Management:

Accountabilities


2. Department Heads and Supervisors must: Accept accountability for identifying, minimising and managing organisational risks by applying risk management principles outlined in the Risk Management Policy. Develop a risk conscious work-place by educating and supporting staff in proactively identifying, reporting and mitigating risks. Ensure that plans are developed to identify, assess and treat risks. Contribute to the development, maintenance and monitoring of the SCHN Risk Register.


Key Challenges • Developing a pragmatic HR Transactional Service that incorporates the values of the Network and considers how the organisation will continue to develop its practice.

• To develop excellent relations with Healthshare, to predict upcoming challenges and plan how these can be mitigated.

• To interpret the needs of the directorates into practice. • To coach stakeholders to further their knowledge of processes and

their delivery. • Gate keeping all regulatory compliance issue as they relate to HR

support services. • Acting as the Network /portfolio representative in the development

of a high performing organisation. • Demonstrating resilience and persistence in balancing the needs of



* Communication The HR Services Manager works closely with: • Director of Workforce • Associate Director – Operational Workforce Services • Medical Workforce Manager • Human Resources Managers • Human Resources Consultants • Executive Directors • Managers • Staff • Healthshare • Workplace Health and Safety Manager • Ministry of Health • Industrial Associations • Other external agencies and stakeholder

* Decision Making • The HR Services has a level of autonomy in the day to day exercise of HR decision making and authority within the portfolio, and will assist the Director/Associate Director in the development and implementation of projects and strategies within the Network.

• The position makes recommendations to the Director of Workforce on matters including but not limited to: significant change to processes; change management initiatives; facility; guidelines and procedures; budget/ financial performance as it relates to Operational HR within the portfolio; and performance against service level agreements.

• The HR Services Manager exercises analytical decision making and problem solving skills in relation to all complex issues arising within their nominated directorates and external


stakeholders.

* Selection Criteria 1. Relevant tertiary qualifications in Human Resources Management, Customer Services, Business, other relevant field and/or extensive experience in management in a large diverse service industry organisation.

2. Demonstrated ability to lead a team in the provision of the full range of HR transactional services

3. Experience of managing and developing highly effective customer service teams working to set a high level KPIs

4. Extensive experience of successful project and program implementation, management and evaluation

5. Demonstrated experience in the delivery business support service that is entirely focussed on the benefits to the internal customers.

6. Demonstrated capacity to keep abreast of emerging policy trends and changes and to act on the requirements to operational these into the practices of the department.

7. Analytical skills that facilitates a conceptual approach to the planning process and proven ability to develop innovative solutions

8. Demonstrated high level communication and interpersonal skills (both verbal and written) including the ability to prepare complex proposals and reports.

* Staffing

Responsible for the management of

Non Clinical Recruitment staff

Transactional staff

Payroll staff

Rostering staff

Establishment staff

* Budget



Appendices






* Position Title: Medical Workforce Manager

* Cost Centre:






Medical Workforce Manager 21 10 13 v3


* Classification:




Primary Function


01 – Medical

02 - Nursing


1 – Adult

2 – Paediatric

3 - Mixed



Category B: No contact with clients or blood or body substances.

Select one category only by ticking the relevant box ‘A’ or ‘B’




* Responsible To: Associate Director Operational Workforce Services

* Responsible For (staff): Enter positions that will directly report to the position that is being advertised.

Free Text


* Purpose of Position The Medical Workforce Manager manages the Medical (Junior & Senior) Teams for the Network. The role will work closely with Director/Deputy of Clinical Governance and Medical Administration and the Chief Resident Medical Officers (CRMO) in the provision of recruitment, deployment and ongoing management of HR issues for all medical staff. The role is responsible for managing and developing a team that provide a first point of contact for Junior and Senior Medical staff for human resource and administration matters and delivery of high quality customer service, in a timely manner. The role will work closely with the HR Services Manager to ensure that the HR transactional services as they relate to Medical Staff are efficient and effective and that specific systems for rostering and payment of VMOs are integrated with the overall Network’s business processes. The Medical Workforce Manager will work closely with the Director/Deputy of Clinical Governance and Medical Administration and relevant HR Manager on any issues of a performance or disciplinary nature for senior medical staff. The Medical Workforce Manager will work closely with the CRMO and relevant HR Manager on any issues of a performance or disciplinary nature for junior medical staff. The Medical Workforce Manager is actively involved in the development, implementation and review of policies, procedures and business practices to ensure that services comply with Network, NSW Health and regulatory requirements The position is expected to actively participate in the development and implementation of systemic medical workforce changes and continuous improvement activities that will ultimately improve the delivery of care to children and their families. The position holder will develop and maintain positive relationships between the Network and other health organisations as well as facilitating communication with various external agencies.

* Key Accountabilities • Lead, inspire and influence the Medical Service Teams to provide a customer focussed service that supports the Network’s values.

• Provide expert human resource advice to the Director/Deputy of Clinical Governance and Medical Administration, Chief Resident Medical Officer (CRMO), Director of Prevocational Education and Training (DPET), Clinical Program Directors and managers,

• Embed the Network’s values into medical workforce practices, procedures and resource materials.

• Support the Director/Deputy of Clinical Governance and Medical Administration to implement medical workforce change management initiatives.

• Develop and maintain performance measures to ensure effective


monitoring of the recruitment, selection, appointment and other human resource related functions in various formats including the HR Dashboard.

• Participate in the evaluation of the service including improvements for the successful delivery of timely services. Manage department feedback and performance indicators and produce a report of feedback to monitor issues and ensure continual improvement strategies are in place.

• Create opportunity to enhance professional development within the teams. Identify professional development needs and organise training and mentorship to meet the Team’s requirements.

• Develop and implement performance evaluation tools within the team and provide appropriate feedback to team members.

• Act as a first point of contact for JMOs with regard to HR and administration matters. Attend the CHW JMO Liaison Meeting, network and other relevant meetings.

• Provide management support to the Chief Resident Medical Officer and Director of Prevocational Education and Training (DPET) in relation to training, allocation and human resource related matters.

• Support the Director of Prevocational Education and Training (DPET) and the Director of Physician Training to prepare accreditation submission and assessment.

RECUITMENT,SELECTION, APPOINTMENT & ORIEN TATION • In consultation with key stakeholders promote the Network as an

“Employer of Choice”. Develop and manage marketing campaigns promotion activities and employment programs to attract and retain junior, senior and specialist medical staff.

• Contribute to the Network medical workforce plan and develop strategies to implement workforce planning initiatives.

• Ensure recruitment, selection and appointment for medical staff are continuously reviewed and implemented in accordance with the Ministry and Network requirements as well as supporting contemporary employment principles.

• Support the Director/Deputy of Clinical Governance and Medical Administration to ensure credentialing and privileging requirements are met. This includes reviewing policies and procedures and reporting on non-compliance

PERFRORMANCE MANAGEMENT. • In consultation with the Director/Deputy of Clinical Governance and

Medical Administration review and implement performance management system that is consistent with the Network’s values.

• Develop and deliver training/workshops and resources that build on the capabilities and skills of managers in relation to the implementation of performance management system.

EMPLOYEE RELATIONS • Provide expert advice and problem solving strategies to the

Director/Deputy of Clinical Governance and Medical Administration, CRMO, Clinical Program Directors and managers regarding employee relations matters.

• Contribute to the development, review and implementation of employee relations policies and procedures.


• Undertake initial assessment and planning of employee relations matters (Performance, Grievance and Misconduct) in consultation with the CRMO, HR Manager and Associate Director of Workforce Operational Services.

• Undertake case management of investigations as required. • To be an Equality and Diversity champion and make sure this is






CHILD SAFETY & PROTECTION SCHN believes children should be as safe in Hospital as their own home. We employ a range of methods to ensure that child safety is reviewed and acted upon at every level of the Hospital. Our safety reviews are to create a safe child culture in an environment of learning and improvement. As an employee you are expected to: • Report safety concerns via the ‘Safety at Kids” electronic reporting system,

which is located on your computer in the Novell application start up screen.







I undertake to: • Be orientated to the Hospital via the Formal Orientation Program (Part A)

and a Department Program (Part B) within two months of employment. • Attend Fire Training yearly. • Attend ALL Child Protection Training ‘required for this position. • Professional updates at regular intervals

Risk Management:

Accountabilities




• Developing a pragmatic HR Service that incorporates the values of the Network and considers how the organisation will continue to develop its practice.

• To interpret the needs of the directorates into practice. • To coach stakeholders to further their knowledge of HR and its

delivery. • To be able to confidently work through Industrial Relations

negotiations • Acting as the LHD/portfolio representative and the development of

a high performing organisation. • Demonstrating resilience and persistence in balancing the needs of



* Communication The Medical Workforce Manager works closely with:

Director of Workforce Associate Director – Operational Workforce Services Human Resources Managers Human Resources Consultants Executive Directors Clinical Program Directors and Heads of Department Managers


Staff Health Support Services Ministry of Health Industrial Associations Other external agencies and stakeholder Junior Medical Employment Officer – JMO Junior Medical Employment Officer – JMO and SMP General HR Employment Officer General HR Employment Officer (Part Time) WHS Manager

External:

Specialist Colleges

Training Networks

HETI Australian Health Practitioner Regulation Agency

Rotating hospitals and training programs

* Decision Making • The Medical Workforce Manager has a high level of autonomy in the day to day exercise of HR decision making and authority within the portfolio, and will assist the Director/Associate Director in the development and implementation of people and workforce plans and strategies within the Network.

• The position makes recommendations to the Director of Workforce on matters including but not limited to: significant change to processes; change management initiatives; facility reform agenda; policies and procedures; budget/ financial performance as it relates to HR activities within the portfolio; and performance against service level agreements.

• The Medical Workforce Manager exercises analytical decision making and problem solving skills in relation to all complex Human Resources issues arising within their nominated directorates.

* Selection Criteria 1. Relevant tertiary qualifications in Human Resources Management, Employee Relations, Law, Business, other relevant field and/or extensive experience in human resources management in a large diverse service industry organisation.

2. Demonstrated capacity to keep abreast of emerging policy trends and changes to employment related law and apply them to contemporary service delivery models in Health.

3. Demonstrated experience in the delivery business outcomes that are beneficial to the organisation.

4. Demonstrated ability to lead a team in the provision of the full range of HR services.

5. Experience in providing expert technical and specialised strategic HR/ER advice and services.

6. Analytical skills that facilitates a conceptual approach to the strategic planning process and proven ability to develop innovative solutions

7. Experience in employment relations including demonstrated ability in advocacy and negotiation, briefing counsel and preparation of legal briefing documents.

8. Demonstrated high level communication and interpersonal skills (both verbal and written) including the ability to prepare complex


briefs, reports and submissions.

* Staffing

Responsible for the management of

SCH Medical Workforce Co-Ordinator

CHW Medical Workforce Co-ordinator

* Budget



Appendices

Performance Systems Advisor 09 10 13 v3





General Recruitment


* Position Title: Performance Systems Co-ordinator

* Cost Centre:







* Award: Health Managers (State) Award – Health Manager Level 1

* Classification:



Not applicable


Primary Function


01 – Medical

02 - Nursing


1 – Adult

2 – Paediatric

3 - Mixed









* Purpose of Position The Performance Systems Co-ordinator is responsible to the HR Manager, and forms a part of the team of HR Professionals by providing the analytical and technical support to the HR Function, with a particular focus on staff performance management and workforce capability systems to support the Network to delivery its business needs and delivery of the external requirements as set out by the MOH and Public Sector Commission (PSC).

The role will focus on developing, implementing and maintaining easy to use performance and capability systems which also allow for high quality HR and Network reporting.

* Key Accountabilities • Working with the HR Manager (Workforce Development and

Culture) to develop the Performance Management system that meets the complex needs of the Network and public sector framework.

• With guidance from HR Manager, to support managers with processes and technical support linked to Performance Management in order to enable smooth delivery of the process, including the development of timelines and deadlines.

• With guidance from HR Manager develop documentation and guidelines that will support to managers in the implementation of a fair and consistent approach to performance management.

• Develop a range of standard and adhoc reports to track processes and highlight trends.in compliance.

• Provide workforce performance information and data relating to trends and KPIs for a range of uses to include the dashboard, Board / Directorate reviews, as agreed with the HR Manager.

• Ensure that the Network’s values are incorporated into all Performance Management and capability practices.

• Research new practices and keep up to date with emerging internal and external influences, including changing priorities regarding Performance Management or evolving initiatives.

• Effective Communication of changes within HR and to key stakeholders via an agreed communication process.

• Link with the HR team to ensure that the Performance Management and capability processes reflect the needs of the organisation.

• Support and assist the HR Manager (Workforce Development and Culture) with HR Projects. This may include the production of performance management reports or the analysis of statistical data.

• Working with the HR management team support the review of all Network position descriptions PD’s to meet with capability frameworks.

• Maintain excellent relations with the internal and external IT providers. Working collaboratively to identify improvements to the systems.


• To be an Equality and Diversity champion and make sure this is incorporated into all practices.

GENERAL REQUIREMENTS • Ensure that all external stakeholders requirements are met and

where possible exceeded. • Delivery of a competent technical service that supports the HR

function. • Participate in appraisals, training and personal continuous

development. • Work as part of a team to ensure the delivery of quality HR

services.








Employees:


Be familiar with SCHN Child Protection Policy and Procedures. Report all allegations of suspected child abuse and neglect by a health employee. Be familiar with the process of assessing and reporting suspected cases of child abuse and neglect to the Department of Community Services.







Risk Management:

Accountabilities


2. Department Heads and Supervisors must: Accept accountability for identifying, minimising and managing organisational risks by applying risk management principles outlined in the Risk Management Policy. Develop a risk conscious work-place by educating and supporting staff in proactively identifying, reporting and mitigating risks. Ensure that plans are developed to identify, assess and treat risks. Contribute to the development, maintenance and monitoring of the SCHN Risk Register.

* Challenges / Problem Solving • Being the champion within the Human Resources department for

the Performance Management and Capability Framework requirements, this will require judgment in resolving issues and an understanding of when it is appropriate to escalate concerns to the HR Manager (Workforce Development and Culture).

• Developing an understanding and trust by managers within the portfolio of their Human Resources accountabilities and assisting them in exercising the authority, skills, knowledge and experience necessary to fulfil them.



• Support the development of organisational change strategies through the provision of reports.

• Establishing and maintaining a high quality customer focussed delivery of services, programs and initiatives which meet customer service needs.

* Communication The Performance Systems Coordinator works closely with • Human Resources Managers • Human Resources Consultants • Human Resources Advisors • Directorate Unit Executives • Line Managers and staff • Other external agencies

* Decision Making • The Performance Systems Co-ordinator has an influence in the day to day exercise of decisions of their area of responsibility, consistent with the Network’s Delegations Manual and policies.

• The position makes recommendations to the Human Resources Manager on matters including but not limited to: significant change to practice and processes; performance against service level agreements and key performance indicators.

• The Performance Systems Co-ordinator exercises analytical, decision making and problem solving skills in relation to systems and issues arising within the allocated portfolio of services.

• Within the Network’s Policy and Guidelines, the incumbent has the autonomy to resolve issues and make recommendations to the Human Resources Manager regarding legal, statutory and industrial standards.

* Selection Criteria 1. Relevant tertiary qualifications in IT, business, other relevant field and /or professional experience in data analysis, project delivery and reporting in a large diverse service industry organisation (or be studying towards)

2. Demonstrated ability as an advanced IT systems user. 3. Experience of developing reports that meet the stakeholder

requirements. 4. Experienced in the development of systems and practices. 5. Well-developed engagement and communication skills, written

ability and problem solving skills. 6. Demonstrated ability to analyse data and prepare complex

written project plans reports and timelines. 7. Demonstrated ability to interact effectively with key stakeholders

including management, staff, industrial organisations, other industry bodies and external agencies

8. Excellent customer service skills and an innovative approach to problem solving.

. * Staffing

None


* Budget

.



Appendices






* Position Title: Workforce Engagement Consultant

* Cost Centre:






* Award: Health Services Manager Award 2

* Classification:




Primary Function


01 – Medical

02 - Nursing


1 – Adult

2 – Paediatric

3 - Mixed



Category B: No contact with clients or blood or body substances. Select one category only by ticking the relevant box ‘A’ or ‘B’




Working with Children Background Check

Working with Aged Care Check

* Responsible To: HR Manager – Strategy


* Purpose of Position This role coordinates and delivers a broad range of internal and external workforce engagement and communication practices within the Network. This role plays a pivotal role in supporting HR Function to communicate and engage staff and managers on a broad range of areas to support the HR & Network Strategy and engagement initiatives.

* Key Accountabilities Developing the awareness of the importance of engagement and communication with customers within the HR department and to act as the subject matter expert by supporting all the HR professionals and service teams in their communication across the Network.

Develop strategies across the Network to increase levels of staff engagement within the organisation and support any people communication and projects that are required.

The ability analyse high level data in order to connect the workforce communication and engagement activities to the organisations objectives.

Deciphering the effective staff communication and engagement priorities across all of the Directorates in conjunction with Clinical Program Directors, Heads of Department and working collaboratively with other HR and workforce colleagues.

Proactively identify potential opportunities to develop the engagement of the workforce to support the Network’s business outcomes.

Benchmarking other organisations engagement practices in order to ensure that best practice is considered within any staff communication and engagement activities and projects.

To develop practices that are inclusive of the Network’s values, Strategic Plan and short, medium and longer term objectives.

Leading projects to develop the profile of the engagement survey and to continuously improve on results that will positively impact the Networks business outcomes.

Analysis of key workforce data to propose new projects that consider how to increase engagement within the workforce.

Ensuring that engagement practices are inclusive from an equality and diversity perspective.

Work closely with Aboriginal specialists to improve the participation and experience of the aboriginal population in the workforce.

Facilitation of workgroups to understand the present position and short term working teams to deliver innovative and embedding solutions

Provide advice and ensure that the formal workforce communication is designed and delivered with tact and diplomacy, to ensure unintended outcomes are avoided.

To be an Equality and Diversity champion and make sure this is


GENERAL REQUIREMENTS Contribute to continuous professional development (CPD) of the HR

function, providing advice and support on Engagement practices to members of the team to include advice to the recruitment and medical HR departments.

Ensure the Network’s policies and procedures are considered in proposing new priorities

Participate in workgroup facilitation and personal continuous development. Work as part of a team to ensure the delivery of quality HR services.





CHILD SAFETY & PROTECTION SCHN believes children should be as safe in Hospital as their own home. We employ a range of methods to ensure that child safety is reviewed and acted upon at every level of the Hospital. Our safety reviews are to create a safe child culture in an environment of learning and improvement. As an employee you are expected to: Report safety concerns via the ‘Safety at Kids” electronic reporting

system, which is located on your computer in the Novell application start up screen.

Work in a spirit of partnership and open communication with the parents, their families, and our staff so that, when things go wrong, we can work together to prevent similar events from re-occurring.

Employees:

Be familiar with SCHN Child Protection Policy and Procedures. Report all allegations of suspected child abuse and neglect by a health employee. Be familiar with the process of assessing and reporting suspected cases of child abuse and neglect to the Department of Community Services.




I undertake to: Be orientated to the Hospital via the Formal Orientation Program

(Part A) and a Department Program (Part B) within two months of employment.

Attend Fire Training yearly. Attend ALL Child Protection Training ‘required for this position. Professional updates at regular intervals

Risk Management:

Accountabilities

All employees at all levels have a role to play in managing risk. The SCHN encourages and supports the active involvement of staff in the risk management process. Employees are expected to proactively contribute to the identification, reporting and minimisation of risks.

Department Heads and Supervisors must: Accept accountability for identifying, minimising and managing organisational risks by applying risk management principles outlined in the Risk Management Policy. Develop a risk conscious work-place by educating and supporting staff in proactively identifying, reporting and mitigating risks. Ensure that plans are developed to identify, assess and treat risks. Contribute to the development, maintenance and monitoring of the SCHN Risk Register.


Developing an understanding and acceptance by managers within the portfolio of their Engagement accountabilities and assisting them in exercising the skills, knowledge and experience necessary to assist them in delivering higher levels of engagement. .

Demonstrating resilience and persistence in balancing the needs of competing demands within a complex, high work volume environment.

Assist in developing and implementation of organisational change strategies.

Establishing, fostering and maintaining a strong focussed Human Resources culture in the delivery of Human Resources

Engagement services, programs and initiatives which meet the Networks needs.

Proactively identify issues of potential engagement risks and proposal of mitigations to the HR Manager.

Maintaining up to date knowledge of best practice in communication and engagement services.

* Communication The Workforce Engagement Consultant works closely with • Human Resources Managers • Human Resources Consultants • Human Resources Advisors • Executive Directors • Managers • Staff • Workplace Health and Safety • Health Support Services • Ministry of Health • Industrial Associations

Other external agencies and stakeholders

* Decision Making • The Workforce Engagement Consultant has a level of autonomy in the day to day exercise of Human Resources Engagement decision making, consistent with the Delegations Manual and policies.

• The position makes recommendations to the Human Resources Manager on matters including but not limited to: significant change to processes; change management initiatives; policies and procedures; and performance against service level agreements and key performance indicators (linked to engagement).

• The Workforce Engagement Consultant exercises analytical, decision making and problem solving skills in relation to engagement issues arising within the Network.

• To make proposals to the HR Manager on engagement practices and projects that will develop the profile of the HR department and overall all workforce engagement.

* Selection Criteria 1. Tertiary qualifications or equivalent relevant experience in internal HR communications, or public relations.

2. Demonstrated ability to develop and deliver communications programs for contentious and sensitive workforce issues, including experience in conducting meetings and forums using a wide range of engagement tools.

3. Demonstrated ability to translate complex and technical information into accessible workforce information.

4. Proven ability to build and maintain stakeholder relationships both internal and external to the organisation

5. Excellent written and oral communications skills 6. Advanced Microsoft Office skills. 7. Proven organisational skills including a high degree of initiative

and flexibility, the ability to manage resources to meet competing priorities.

* Staffing

None

* Budget


“Financial delegation is in accordance with the Delegations Manual.”

Appendices

SCHN Proposed Workforce Restructure · SCHN Proposed Workforce Restructure Dear Member, ... Once...

Documents

Transcript of SCHN Proposed Workforce Restructure · SCHN Proposed Workforce Restructure Dear Member, ... Once...