Your Public Sector EBA 2010

also in this issue:ANF Professional Development Calendar

Aged Care Award and Next Generation GrantANF Student Merchandise

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ANF looks forward to 2011 with a renewed enthusiasm and will be commencing our

ANF Education Centre renovation to ensure all

ANF members can access ongoing professional

development and to meet the nursing profession’s

training needs.

NEROLI ELLIS BRANCH SECRETARY

www.anftas.orgInfusion is the official publication of ANF Tas Branch. Letters and articles are welcome. Advertising rates available on request. Publishing deadline is 1st of each month prior to publication.Statements/opinions in infusion reflect views of the authors, they do not represent official policy of the ANF unless stated. Material featured in infusion is copyright and may be printed only by arrangement with the ANF (Tas Branch).

BRANCH SECRETARYNeroli Ellisneroli@anftas.org

NURSING INDUSTRIAL OFFICERCaroline Saintcaroline@anftas.org

LEAD ORGANISERAgnes Stanislaus–Large,agnes@anftas.org

ORGANISERS

Northnorth@anftas.orgSonia Mackenzienorthern@anftas.orgDeb Stewartnorthorg@anftas.org

North West Sue Robertsonnorthwest@anftas.org

SouthSue Darceysue@anftas.orgKen Harrissorganisersouth@anftas.orgErin Smallbonsouthern@anftas.org

PROFESSIONAL/ EDUCATION OFFICER Alison Salisburyeducation@anftas.org

INFORMATION OFFICER/CASE MANAGEMENTStuart Foote info@anftas.org

OFFICE MANAGERDenise Robbinsmanager@anftas.org

HOBART182 Macquarie Street Hobart, Tasmania, 7000Phone: 03 6223 6777 Freecall: 1800 001 241 (outside Hobart area) Fax: 03 6224 0229

LAUNCESTONCity Mill Business Centre 76 York StreetLaunceston, Tasmania, 7250Phone: 03 6334 1411 Freecall: 1800 001 241Fax: 03 6334 3928

DEVONPORT63 Best Street Devonport, Tasmania, 7310Phone: 1800 001 241 Fax: 03 6224 0229

ANF BRANCH COUNCIL & EXECUTIVEJulie Driver President, RHH WACSJenny Parker Vice President, LGH ICUColleen Fletcher Executive, Clarence Plains CHCAndrew Ostler Executive, RHH NSUJuanita Mayne Executive, RHH MaternitySally Bonde Palliative Care SouthNoelene Burndred LGH WACS PaediatricsCaroline Cryer RHH Nephrology

Sally Dare Queenborough Rise

Anneke Davies RHH 2B South

Deirdre Douglas LGH 5A

Lyn Johnson MCH Ante Natal Clinic

Jackie Nicholls RHH Maternity

Jennifer O’Connor Calvary Lenah Valley

Ann Rees Hobart Clinic

Jan Robinson NWRH DEM

Myf Sutton Midlands MPC

Joanne Triffitt Mental Health

Lee Wallace LGH 3R

Welcome to 2011WELCOME TO ALL OuR NEW GRADuATES COMMENCiNG THE REWARDiNG PROFESSiON OF NuRSiNG ACROSS ALL SECTORS iN 2011.

Due to insufficient numbers of funded graduate positions available in Tasmania and now across the majority of States, a comprehensive workforce plan needs to be urgently developed for Tasmania to assist in ensuring a sustainable profession into the future. With an ageing population of current nurses and midwives who will mostly retire in the next five years, we cannot afford not to employ our new graduates who want to stay in Tasmania.

This year will also see the implementation of the recently negotiated new Enterprise Agreement for public sector nurses. The outcome of the ballot of over 3700 public sector ANF members overwhelmingly endorsed the Government’s offer, which includes a new nursing career structure. Although most private sector EBAs have been finalised, ANF will ensure a new career structure will be introduced over the coming years in all sectors to value and reward all levels of nursing and midwifery.

The implementation of the new career structure opens new grades to nurses and an opportunity to review current positions/classifications which may be under-graded. It will also enable all Level One Year 8 nurses and midwives to apply to advance to the new

Grade 4 with an additional four increments. Over one third of nurses are at this level. Clear criteria and guidelines for application will be available in the near future. Also there will be additional increments for all nurses at the top of current EN, Level One and Two pay scales introduced in December.

Recognition for Enrolled Nurses with a new qualification allowance of 4% for the Advanced Diploma or 2% for a specialty qualification will reward nurses to further advance their qualifications. A six month trial of Assistants of Nursing will only be introduced on wards where nurses have agreed to undertake the trial under strict conditions as specified in the registered Agreement.

The broad scope of new improved conditions for nurses working in all sectors of the public service was negotiated through a new methodology: Interest Based Bargaining. The outcome was negotiated without industrial action and ANF will continue to work with the DHHS in a mutual problem solving approach. Thank you to all our ANF representatives who contributed to this outcome and particularly to our four ANF Reps who ably assisted the ANF negotiating team; Julie Driver and Anneke Davies, RHH, Lee Wallace, LGH and Sue Robertson, NWRH (now the NW ANF Organiser).

More information on the Public Sector EBA is available on the following pages and on the ANF website.

Jill Stewart – Northside ClinicAs Community Mental Health Nurses we previously felt devalued. Now with the new Public Sector EBA we feel valued as we will be at parity with our Allied Health colleagues. This will assist in making the team more cohesive as there will be less fragmentation and it will also improve patient outcomes.

Bill Visser – Queenstown District HospitalThe best outcome for me from the Public Sector EBA has been the $3000 Professional Development Package for Rural and Remote Nurses. it has been a bit hard to get away from the coast to attend study sessions, especially ones run in Burnie or Devonport in the evening.

Alden Thynne – Spencer Clinic, NWRHThe best outcome from the Public Sector EBA for me is the recognition for efforts through the pay rise which is coming more in line with national pay scales.

Alison Claridge – Spencer Clinic, NWRHThe best outcomes from the EBA are the extra increment for Level Ones, increased penalties and 20 weekend days as opposed to 10 Saturdays and 10 Sundays.

Jim Griffin – LGH 4KThe new career structure is the best outcome for me. it opens up the career pathway for nurses and provides more opportunities for all us all, especially the Level Ones.

On the HeartBeat for February – What is the best outcome for you from the Nurses Public Sector EBA 2010?

Tony Aylward – Mental Health Services SouthThe best outcome for me from the recent Public Sector EBA is that Community Mental Health Nurses will be paid a Community Mental Health Multi-Disciplinary Allowance. This outcome was a collective achievement and i was proud to be among the ANF members who helped to make this happen.

Julie Moltman – RHH Paeds ClinicsThe best thing is stability. People will know where they are with the public holiday dispute, which has been going on for a very long time now and will know what’s going on with the new career structure and where they slot into it and how it effects them. The stability will be really nice.

Debra Dean – RHH 6Ai’m interested in being able to step up to a Level 2 without having to go through the formal process of applying for that position. i think there are quite a few people around who, like me, have been shying away from going to Level 2 and this creates an opportunity for us to move up a bit.

Rebecca Schrale – RHH CNL Burns The best thing is that ANF has looked at the career structure, and also the incentives for Remote and Rural and Mental Health nurses. i think that the changes in the career structure are really exciting. it’s something that we have been looking at for many, many years and it’s good that it’s finally begun. Hopefully over the next few years and next few EBAs they will be able to possibly tweak some of the things, but on the whole i think it’s a good thing.

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iN DECEMBER, THE HEADS OF AGREEMENT (HOA) WAS REGiSTERED iN THE TASMANiAN iNDuSTRiAL COMMiSSiON.

Nurses received the 3.5% pay increase and backpay in 26 January 2011 pay

Status quo was maintained in relation to public holidays until 26 January 2011

All back paid allowances will be paid first full pay period (FFPP) in February

The Registered Agreement, The Nurses and Midwives (Tasmanian Public Sector) Enterprise Agreement 2010, will operate from 1 December 2010 to 30 June 2013 or until replaced by a new Agreement.

Where improvements to current conditions are made by the Tasmanian Government or resulting from the Fair Work Act, effect the provisions of the Tasmanian State Service Award or the Health and Human Services Award the variations shall flow through to the Nurses Award and/or Agreement, eg. Parental Leave.

WAGES

Cumulative increase of 9.57% – 11.31% over the term of the agreement:

• 3.5%fromtheFFPPonorafter 1 December 2010

• 2.75%fromtheFFPPonorafter 1 December 2011

• Additionalincrementswillbeimplemented 1 December 2011 to top of EN, RN L1 and L2 (Grade 2, 3 and 4) to a 1.15% value

• 3%fromtheFFPPonorafter 1 December 2012

CAREER STRUCTURE

Introduction of a new career structure designed to create a professional career pathway from novice to expert with a commensurate wage progression along a single spine. It consists of 9 grades ranging from Assistant in Nursing to Executive Director of Nursing. Translation to the new classification structure will be on a wage point to wage point basis. Each employee will translate directly to the equivalent classification level

and wage point in the new structure. Some positions may need to be ‘grandfathered’ on translation. No-one will be disadvantaged and there will be no ‘spill and fill’.

ASSISTANTS IN NURSING

Trials of Assistants in Nursing will be introduced, where agreed, via a 6-month trial, commencing on 1 April 2011. The agreed conditions of the pilot scheme will include a minimum 2 trials in each of the four (4) main hospitals. If the trial is successful the conditions for full implementation will be agreed between the parties and the Agreement varied to reflect the agreed conditions.

NURSE UNIT MANAGER ROLE

A review of the Nurse Unit Manager role will be undertaken over the next 12 months.

WORk VALUE REVIEW

New classification descriptors have been jointly developed by the parties to reflect the new classification standards for

ANF members have voted in favour of accepting the Government’s formal offer of wages and conditions for nurses and midwives.

86% of votes received supported the offer.

Your Public Sector EBA 2010

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Grades 5, 6, 7, 8 and 9. The parties have agreed to undertake a full work value review of the new classification standards of each of these grades. It is agreed that an interim position will be arrived at by the end of January 2011, with a review and any necessary adjustment occurring during the first 12 months of the Agreement.

SAFE STAFFING LEVELS

The NHpPD model will continue and the staffing levels will be determined using: the NHpPD model and Guiding Principles; the eStaffing Tool; proper management and governance processes and phasing in of implementation and appropriate skill mix using the breadth of grades in the career structure e.g. Enrolled Nurses, Assistants in Nursing, Clinical Coordinators.

FLEXIBLE SHIFTS

The length of shifts can be modified to six (6) hours by mutual agreement to meet the needs of the service and enable nurses to work flexibly and provide a more responsive staffing structure. The parties have agreed to work to introduce rosters that minimise shift overlap, where clinically appropriate on weekends and public holidays with the work to be completed during the first 12 months of the Agreement.

MANAGING FATIGUE

In recognition that tired nurses are a risk to safe patient care the parties have agreed to develop and implement a Leave Management Policy which will seek to ensure that all nurses are able to take their annual leave entitlement at appropriate intervals throughout the year by mutual agreement and that there is a proper distribution of leave. All double shifts will be recorded as an incident on EIMS.

CONDITIONS OF EMPLOYMENT & ALLOWANCES

Improvements to shift penalties, public holiday arrangements, wage related allowances and matters such as uniform allowances, lead apron allowance, professional development, post graduate/enrolled nurse qualification allowance, preceptor allowance, in-charge of shift allowance and introduction of a sabbatical program.

RURAL & REMOTE PROFESSIONAL DEVELOPMENT PACkAGE

A revised package of conditions to improve recruitment and retention of nurses to rural and remote work locations.

• Introductionofaremotestaffingincentive package including a professional development package of $3,000 per annum, a one off Enrolled Nurse (Grade 2) development program to gain medication endorsement, improved accommodation arrangements and a remote area allowance of 10% of base salary

• AnAreaHealthServiceClinicalDevelopment Network will be established progressively over the life of the agreement with an increase of 6.4 FTE Clinical Nurse Educator (CNE) positions to support programs in rural and remote sites

• Establishmentofaruralandremotegraduate incentive program which will allow new graduates to gain experience in the rural and remote health settings. This will include ten (10) weeks induction, four (4) weeks in an acute clinical unit and four (4) weeks in an emergency care setting – working in a supernumerary capacity to normal staffing within the unit.

• Developmentofimprovedrecruitment strategies to support rural and remote sites.

LEAVE MANAGEMENT

Annual Leave – may be taken as single days or any combination of days in accordance with the needs of the service and the Leave Management Policy. Leave loading/shift penalty will be paid on each day of annual leave taken.

Reduction of Excess Leave – a one off option for nurses to convert leave in excess of 4 weeks to cash in the first year of the Agreement, if requested by the nurse. Leave loading will be paid, where appropriate.

Conversion of Annual Leave – nurses are required to take a minimum of four (4) weeks leave each year as mutually agreed, and are entitled to ‘buy’ an additional week’s leave at ordinary time rate as per the State Service Accumulated Leave Scheme (SSALS).

Annual Leave for Shift Workers – shift workers will be required to work twenty (20) weekend shifts in any combination rather than ten (10) Saturday and ten (10) Sunday shifts (pro rata) in order to accrue the additional five (5) days annual leave.

STATEWIDE MENTAL HEALTH SERVICES (SMHS) WORk VALUE

Introduction of a Community Mental Health Multi-Disciplinary Allowance for eligible nurses who work as part of a multi-disciplinary team comprising Allied Health Practitioners (AHP) and nurses who fulfil an equivalent role in delivering a case management function to clients of SMHS or a multi-disciplinary team co-ordination or leadership role.

WORkPLACE SAFETY AND WELL-BEING

Commitment to work in collaboration to foster a culture which supports zero tolerance to violence, an ageing workforce, safe access to and from work, workplace health and well-being, elimination of bullying and harassment behaviour, and safety and security for nurses working in community including in solo positions.

Please refer to the ANF website for further details. 5

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Public Secor EBA membership meetings at LGH (above) and RHH (opposite page)

AGED CAREAged Care DeloraineEBA negotiations are continuing for a single Agreement for all employees.Aged Care Services Australia Group (ACSAG)Nursing Agreement – ANF has advised Management that some pending outcomes have now been accepted by members. Drafting of the Agreement is in the final stages.Care Staff – Negotiations are continuing and is anticipated to be finalised shortly.CorumbeneNegotiations are still continuing for the Corumbene Enterprise Agreements currently under negotiation.Emmerton Park General staff – Agreement is finalised with a recent celebration afternoon tea for staff. A ballot process will occur shortly. Ibis CareNegotiations are continuing for a single Agreement for all employees. Meercroft Care DevonportEBA is nearing finalisation with positive outcomes of 10% wage increase over the Agreement, increased allowances, and a new orientation/buddy allowance. This is a joint Agreement for nurses and general staff with no disadvantage to any employees. As such nurses’ penalty on Sundays increased to 200%.Mt St Vincent Nursing Home & Therapy CentreThe first meeting ocurred on 18 January 2011 and negotiations are continuing.Salvation Army – Barrington LodgeMembership meeting has been scheduled to discuss offer from Management.Southern Cross Care Tasmania (SCCT)Meetings have been held at all Southern Cross Care worksites to develop a Log of Claims for the statewide Agreement for Nurses and General Staff. It has been wonderful to meet more ANF members working in Aged Care who, despite the challenges of working in Aged Care, speak so positively about the reward of working with the residents of their facilities. ANF has sent to SCCT Management relevant correspondence inviting the organisation to commence negotiations for new Enterprise Agreements and is awaiting a response.

Private Sector EBAs

Vaucluse GardensA meeting was held with members in December to develop a Log of Claims for the new Agreement. Since that meeting, ANF has been approached by Vaucluse Gardens representatives to schedule an initial meeting that it is hoped will signal the start of negotiations for the new Vaucluse Gardens Nursing Staff Enterprise Agreement. At the time of writing this meeting has been tentatively scheduled for mid January.

PRIVATE SECTORCalvary Health Care Tasmania (CHCT) Northern CampusAfter several months of negotiations CHCT, ANF and HACSU reached an “in principle” Agreement in late December. ANF Reps Garry Stratton, Helen Turner, Mark Hardy and Michael Huebner attended all negotiations and were able to represent ANF members’ views articulately and passionately to assist in reaching an Agreement. Key points of the Agreement include 2 year Agreement, wage increases of 3% and 3.5% in January 2011 and 2012 respectively, a joint Consultative Workload Monitoring Committee and an increase in annual leave for ORS staff who meet certain on-call criteria. The draft EBA will be circulated to members in late January ready for ballot in early February. ANF looks forward to working with CHCT to address workload issues.HealtheCare North-West Private HospitalEBA negotiations continue with a draft Agreement being reviewed by Management.Hobart ClinicEmployee Ballot results on 15 December supported the Hobart Clinic Nursing

Staff Collective Agreement 2010. The Agreement was lodged with Fair Work Australia (FWA) for assessment of the Better Off Overall Test, was approved by FWA on Thursday 6 January 2011 and will operate from 13 January 2011. The nominal expiry date of the Agreement is 30 June 2013. Thank you to Ann Rees, ANF workplace representative and members for their participation during the EBA process.Hobart Day SurgeryThe first meeting of negotiations for Hobart Day Surgery was held in December. At the time of writing, ANF was awaiting a response from HDS to take to members.Launceston Church Grammar SchoolThe single Agreement for all employees has been approved by FWA 17 December 2010 and will operate from 24 December 2010. The nominal expiry date of the Agreement is 29 February 2012.May Shaw Health Centre IncA meeting was held with May Shaw Management to discuss the new Nursing Staff Enterprise Agreement. A report back meeting was held with Members following negotiations, at which Members requested a draft Agreement for them to review outlining May Shaw’s offer.South Eastern Community CareManagement has been advised that ANF members have accepted the negotiated outcomes. Final drafting of the Agreement and balloting would be conducted soon.The Eye HospitalA Log of Claims has been drafted, which will be finalised and sent to Management on behalf of ANF members.

CHCT North Negotiations – (front) Gary Stratton, Mark Hardy, Helen Turner, (back) Neroli Ellis, Michael Heubner and Deb Stewart

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southSouthern News

Are you looking for nursing work on a casual basis?

Or are you easing back from a full-time workload to a flexible nursing career?

NurseLine is committed to finding you the perfect nursing position. Our caring approach and local knowledge will provide you with flexible nursing opportunities. By staying in touch NurseLine can arrange shifts to fit in with your lifestyle; and help you stay in your chosen profession.

To join NurseLine, find out about our great pay rates or for more information call Miren on 6224 6333 or visit nurseline.com.au

We’ll nurse your career back to health.01

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Private SectorCalvary Health Care Tasmania

The Opt In package for Theatre remains an issue. Discussions have been held with Management to try and come to an agreement in regards to which shift in the afternoon will be included in the package. At the time of writing this remains an ongoing issue.

Discussions have also been held with Management in regards to the Night Duty Trial. In the EBA, the Night Duty Trial was to commence on 1 July 2010 and finish on 30 June 2011. The purpose of this trial was to try and aid in the short fall of staff members doing night duty by increasing the shift penalty for night duty to 27.5% and to receive an extra week leave (pro rata).

As the EBA was not ratified by Fair Work Australia until 1 October 2010, Management wished to give staff enough time to decide if they would like to be involved in the trial, therefore changing the starting date.

It has been agreed with ANF that the Night Duty Trial will now commence on 1 February 2011. This trial will continue for 12 months as it would have previously so there will be no disadvantage to staff.

On a separate issue, the newly formed Nursing Workload Consultative Committee held their first meeting in December. There are 3 ANF workplace representatives on the committee. They are Kamala Walden and Sue Kirkwood at Lenah Valley and Gina Best at St Johns. The minutes for this meeting will be available to all staff once endorsed as correct by the committee.

Public SectorNPICU

ANF met with members in the NPICU in December to discuss improving communication between Child Protection Services and the NPICU. A meeting is going to be organised between the two departments to discuss strategies to improve communication.

Local Hospital Networks (LHN)

The first meeting of the Joint Unions Advisory Committee was on 20 December 2010 for a briefing on the transition process to the new LHN model. The Premier has publicly stated that there would be no job losses in the public health system and all staff would remain under the State’s industrial relations system and the State Service Act 2000. The State Government has made the commitment to employees that they will maintain existing employee entitlements.

ANF will be participating in the transition and implementation process and will keep members informed.

Statewide and Mental Health Services SouthCorrectional Primary Health Services, Community Forensic Mental Health & Wilfred Lopez Centre

In late December ANF was formally advised of the proposal to bring together Correctional Primary Health Services, Community Forensic Mental Health Services and the Wilfred Lopes Centre to provide an integrated approach to forensic health service. The integration process will involve changes to the existing nursing structure.

An industrial consultative committee will be established to support the integration process. ANF will continue to distribute information as it becomes available to all members via email and update notices. Members are requested to advise ANF on 6223 6777, 1800 001 241 (outside Hobart area) or membership@anftas.org if any of your details have changed to ensure you are accurately recorded on our membership database.

Department of Psychiatry (DoP)

The agreed Review Process for the integration of the Department of Psychiatric Medicine (DPM) and Psychiatric Intensive Care Unit (PICU) will be undertaken in early 2011. All staff, unions and other stakeholders will have the opportunity to be part of the review process. Members are encouraged to be involved and to keep ANF informed of any concerns you may have.

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northNorthern News

Emergency Crisis Assessment Treatment (ECAT) and Crisis Assessment Treatment (CAT)As last reported, ANF has been involved in meetings with the CAT staff (Nursing and Allied Health) and Management around the implementation of the ECAT role. Advertising for the ECAT positions has now been undertaken internationally as positions are proving very difficult to fill.

At the last meeting staff were given a much appreciated assurance that the CAT roster would not be altered for six months after the implementation of the ECAT positions. This would allow time for data to be collected and also to establish how the two services work together. Evaluation of the roster would then occur, determining whether or not any roster changes would be beneficial to the service. Numerous roster possibilities for the ECAT were discussed, with a consensus that the shifts be 8, 8 and 10 as per the LGH wards. Staff reiterated that they definitely only want a 10 hour night shift. Three options with differing start and finish times have since been presented and staff have provided feedback to Management on their preferred choice. The rostering for the CAT will be converted to Proact within the next 12 months.

It has been proposed by Management that the CAT services relocate to 152 Frankland St in February. Staff were concerned that relocating (from the current position within the LGH) would require them to move between the LGH and the Frankland St building unescorted, in the dark to access files and assess patients. Lighting is poor, there is no security and no means to make a distress/alarm call. Consequently, a membership meeting was conducted and a resolution including the following was endorsed by members;

• “thattherelocationposessignificantrisk to members’ safety and security.

• thattherelocationwouldbreachWorkplace Health and Safety Regulations 1998

• thattheGrievanceProcedure be invoked

• thatthestatusquobemaintainedpending consultation and a risk assessment”

At time of print ANF are awaiting a response from Management.

QVMU At the NHpPD Grievance Stage 2 Specialist Panel it was agreed that a staff survey be conducted to determine staff satisfaction and morale. Additionally it was hoped that possible solutions would be anonymously suggested by staff.

The survey was developed between Human Resources, QVMU Management and ANF. The survey is currently being conducted on-line. The results and responses will be collated and provided to ANF. It is ANF’s belief the outcomes will assist in developing strategies to improve staff satisfaction and morale within 4O and 4B.

RepsThe Northern Reps enjoyed an ANF end of year breakfast at the ANF office. 2010 was a very busy year for our reps, not only in the public sector but also the private. It provided an opportunity

to compare Rep life in the public and private sectors. Sonia Mackenzie would like to say a huge thank you to the reps at the LGH and within Mental Health Services for their assistance and patience in her first year as an ANF Organiser. She looks forward to working with them all for another successful year in 2011.

Two new Workplace Representatives have joined the ANF team in the North, both working in Aged Care. Heather Currant an Enrolled Nurse at Ainslie, Low Head and Kiera Marshall an Enrolled Nurse at Presbyterian Care Legana. Congratulations and welcome!

Heather has been involved in discussions to develop the Log of Claims for Southern Cross Care and Kiera has been an active member of the Joint Consultative Committee for the new building at Presbyterian Care Legana. With the challenges faced by Nurses and Care Staff in Aged Care it is fantastic to see members wanting to be involved in supporting their colleagues and ultimately the residents and families by taking on the ANF Representative role.

Deb Stewart is looking forward to meeting with more Aged Care Nurses in 2011 and is hoping to see Northern members at the Aged Care Conference in March.

LGH Reps Sharon Philpott, Fanou Burslem, Elizabeth Gordon, Sam Waud, Dee Douglas and Dan Johnson

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n–westNorth-west News

NW Organiser Sue Robertson with Reps at the Christmas Breakfast in Burnie ANF Members at Southern Cross Care (Yarandoo) Linda Ogston, Kath Keating and Allison Mathews discussing their Log of Claims

SuE ROBERTSON iS NOW ON BOARD AS ORGANiSER FOR THE NORTH WEST. SHE HAS viSiTED MOST WORKSiTES AND THOSE OuTSTANDiNG WiLL BE viSiTED BY THE END OF FEBRuARY.

There was a flurry of visits leading up to Christmas to ensure all were up to speed with the public sector EBA and to deliver the ANF wall planners prior to moving into the New Year!!

Aged Care Emmerton Park

A visit to the site revealed a motivated and enthusiastic group with some innovative approaches to aged care activities.

Professional DevelopmentNW members finished up 2010 with fantastic attendance at the education sessions. Members continually ask about the 2011 flyer so get in fast to secure your attendance at these sessions as they are expected to fill fast.

NWRH – Mersey CampusOperating Theatre Staff

Theatre staff welcomed news that there will be no changes to theatre rosters. Management and ANF met with staff to provide feedback of the results of the survey and provide assurance about there being no changes.

NWRH – Burnie CampusSpencer Clinic

There are ongoing issues regarding staffing levels in Spencer, particularly when there is a client(s) in HCU. A shortage of registered psychiatric nurses makes this area vulnerable to client number fluctuations. Consultations continue regarding this issue.

ICU

A recent issue involving follow-up testing for tuberculosis was highlighted in ICU with some staff being required to be tested in their own time. Negotiations resulted in staff being able to take TOIL if they had to attend testing in their own time.

NWPHThe recent grievance continues to be monitored with positive outcomes, particularly with manual handling strategies being planned for implementation.

HealthWestThanks to the HealthWest team during a great whirlwind visit by ANF before Christmas. There was opportunity to meet with staff at all sites. Strahan was covered by staff from Burnie, providing outreach cover. Outreach cover is a great opportunity to get out and see what happens in remote areas. HealthWest staff were impressed and appreciative

with the EBA package for remote employees and look forward to the implementation.

SmithtonANF did a Pre-Christmas visit which included a tour of the facility. Thanks to the staff for EBA discussions and their hospitality.

CommunityDuring visits with community nurses concern was expressed regarding entry point for community nurses in the Career Structure. Expressions of interest have been sought from ANF Members for the reference group to further this debate. Child & Family Health Nurses (CFHN) were consulted regarding the Agenda for Children and Young People submission. They provided valuable insight into current practice whilst identifying potential benefits for the future. Also highlighted was the need for future consultation to include all nurses.

Christmas CelebrationsANF held events around the State for our Reps to thank them for the hard work they did throughout 2010 and to welcome in the holiday period. NW Organiser Sue Robertson held two breakfasts, one in Burnie and one in Devonport, with a good turn out to each event. Thank you to all Reps and members who made 2010 such a successful year, and we hope that 2011 will see more good things to come for the entire nursing team. 9

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ANF Professional Development 2011iN 2011, ANF WiLL CONTiNuE TO ExPAND OuR PROFESSiONAL DEvELOPMENT CALENDAR FOR NuRSES, MiDWivES AND CARE WORKERS. THE AiM iS TO ASSiST OuR MEMBERS TO MEET THEiR CONTiNuiNG PROFESSiONAL

DEvELOPMENT (CPD) REquiREMENTS, iN LiNE WiTH THE CPD NATiONAL REGiSTRATiON STANDARD.

ANF welcomes your feedback on education and professional development services, and in addition to our regular two hour evening sessions, we hope to offer more half and full day sessions, including clinical updates. Next month ANF, in conjunction with DHHS, will be

holding a one day Wound Care seminar in Hobart.

Please forward your feedback and suggestions to improve our education and professional development services to education@anftas.org, 6223 6777, or register a comment or question on our website under ‘Contact Us’.

BuiLDiNG ON THE 2007 SuRvEY THE OFFiCE OF THE STATE SERviCE COMMiSSiONER (OSSC) HAS RECENTLY PuBLiSHED THE RESuLTS OF THE 2010 EMPLOYEE SuRvEY.

7468 (24%) out of 30,965 employees completed the survey. The profile was said to reasonably match the state sector workforce (Pages 3, 8). Smaller agencies tended to have higher response rates with the DHHS providing the second lowest response of 22% – 17% of Department of Education employees responded as did 23% of Police and Emergency (Page 8). As the DHHS has the largest workforce the largest overall response was from Health. The results from individual agencies are not reported, rather the information is aggregated.

From 2007 employees reported an increase in awareness of the Code of Conduct and State Service Principles. 82% said they were aware of the Principles and 93% aware that the Code of Conduct applied to all employees and officers (page 20).

Performance management generally was felt to have improved but 32% of employees believed that poor performance was not managed well. Despite finding positive trends in performance management further improvement is required (page 25). Employees participating in performance management were more likely to perceive poor performance was well handled (page 26).

Despite 88% of people reporting that

respectful treatment of others was ‘expected’ in their workforce, and 66% reported that bullying and harassment is not tolerated, only 50% agreed that their workplace was free of bullying and harassment. In contrast 82% believed that the workforce was free of sexual harassment (page 31).

24% reported being bullied or harassed in the previous 2 months – down 4% from 2007. Many employees said that they did report such behaviour, most doing so verbally. Only 23% (compared to 28% in 2007) of people reporting bullying were ‘satisfied’ with the way in which the organisation managed their concerns (page 32). Employees reporting a perception of being bullied were less likely to believe that the State Service Principles were upheld (40% compared with 77% of the non-bullied group) (page 33). While clients were blamed for some bullying the majority of reports involved fellow employees or manager/supervisors –this had reduced by 2% since 2007 (page 34).

Types of bullying common to employees and managers were reported to be ‘negative, intimidating, or aggressive body language’, ‘persistent nit-picking’ and ‘humiliation through sarcasm, criticism or insults’ (page 34).

Space constraints only allow for a quick look at some sections of this report so please access and read the account at http://www.ossc.tas.gov.au to see if you think it accurately reflects your workplace.

State Service Employee Survey

Using Water for Labour and BirthDebbie Chettle, RN, Mersey Community Hospital

i WOuLD LiKE TO TAKE THiS OPPORTuNiTY TO THANK ANF FOR FuNDiNG TO ATTEND A MiDWiFERY uPDATE WORKSHOP uSiNG WATER FOR LABOuR AND BiRTH. iT WAS A GOOD OPPORTuNiTY TO ATTEND THiS WORKSHOP.

I am one of the five caseload midwives working at the Mersey Community Hospital. As we are looking at offering water birth to mothers, the workshop, presented by Shea Caplice, was very relevant. It covered all aspects of water birth starting with the benefits for the women such as the calming and relaxing effect; and reduction of the need for pharmacological pain relief which is both beneficial for the mother and the baby, and reduces perineal trauma.

The workshop also looked at risks and safety. Any mother to be can choose to use water for labour and birth at term with an uncomplicated pregnancy. We heard about care of the mother and baby during labour and water birth. I was keen to find out about why the baby did not breathe until it surfaced, as this was one of my main concerns. This is due to the “Dive” reflex in the larynx, which is controlled by chemoreceptors. When the water contacts the chemoreceptors the glottis closes so that the water is swallowed and not inhaled. Another reason for this is the change in temperature when the baby is brought into the air.

It was a great day and I felt that the workshop was very useful. I am looking forward to being involved in a water birth.

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ANF/ME Bank Aged Care

Excellence AwardOpen to all Care Workers,

Enrolled Nurses and Registered Nurses working in aged care

Nominate a colleague and tell us how they show excellence in aged care

3 cash prizes to be won of $250 each

Winners will be announced at the ANF Aged Care Conference in March 2011

anf@anftas.org | 6223 6777 | 1800 001 241

Entries are to be 250 words or less and received by 5.00pm Friday 25 February 2011 to anf@anftas.org.

Full details on conditions of entry are available on the ANF website.

ANF AGED CARE CONFERENCELaunceston Tram Shed, Friday 18 March

A day for the nursing team, focusing on clinical needs in transitional and aged care.

The day will feature:

> Because We Care campaign progress

> ANF/ME Bank Aged Care Excellence Award presentation

> Clinical practices

For more information and registrations please visit www.anftas.org. Registrations close Monday 7 March 2011.

COSt: $50 members $100 non members

We look forward to celebrating our members’ contribution to aged care.

THE ANF HAS CHOSEN TO HiGHLiGHT AGED CARE THiS vALENTiNES DAY AND ASK THE PRiME MiNiSTER TO SHOW SOME LOvE FOR OLDER AuSTRALiANS.

By showing some love, we mean putting real funding towards delivering quality aged care. This includes ensuring that there are enough quality places for all of those older Australians who need assistance. Quality care also means the number of nurses to residents, and ensuring there are the necessary resources, day and night, for high care and low care residents whenever and wherever they need it.

ANF Tas Branch will be holding events in all regions to promote the Because We Care campaign to the public. Keep this date free and check the ANF website for any events being held in your area.

This Valentine’s Day...

...show some love for older Australians,

Prime MinisterFund quality aged care

Because We Care National Day of Action

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Loan applications are subject to MyState Financial’s normal credit approval criteria. Terms and conditions, fees and charges apply. *This offer excludes lines of credit. This advertising provides general information current as at the time of printing. The products, fees and services stated are correct at the time of printing, and are subject to change. MyState Financial recommends that you read MyState Financial’s Product Disclosure Statements (PDS) which are available by calling 138 001, at www.mystate.com.au or visiting a MyState Financial Branch before deciding to acquire the product. MyState Financial Limited (MyState Financial) ABN 89 067 729 195 AFS Licence Number 240896. Registered Office – Heritage House 172 Collins Street Hobart Tasmania. A wholly owned subsidiary of MyState Limited ABN 26 133 623 962.

MYS

F4194rj

Caring for Tasmania together

Aisha WilliamsBusiness Development Manger South(03) 6211 2471 0417 371 859aisha.williams@mystate.com.au

John WalkerBusiness Development Manager North(03) 6336 1239 0418 134 270john.walker@mystate.com.au

To take up any of the member benefits, please contact:

MyState Financial and the Australian Nursing Federation

MyState Financial is excited to extend its partnership with the Tasmanian branch of the Australian Nursing Federation.

Next Generation GrantsIn partnership with the ANF, MyState Financial will provide two $1,000 Next Generation study grants to up-and-coming Tasmanian nurses.

“The Next Generation Grants will help to ensure that tomorrow’s nurses follow in today’s nurses’ footsteps. We are extremely excited to work with MyState Financial to support our members, future nurses and the community.”ANF Tasmanian Branch Secretary Neroli Ellis

For more information on the Next Generation Grants, and to nominate, please visit anftas.org

ANF Member BenefitsIn addition to the Next Generation Grants, MyState Financial is proud to offer ANF members discounts and benefits on our products and services.

• No establishment fees on any consumer personal loan or home loan.*

• The lowest home loan rate offered for loans of $150,000 or more.

• Mobile Business Development Managers.

• A discounted loyalty rate on any secured personal loan.

• An additional 0.25% interest on selected term deposit products.

• A free financial planning consultation.

“At MyState Financial, we are proud of our Tasmanian heritage and are committed in our support for the community and the growth of our future generations.” MyState Financial Managing Director John Gilbert

MYSF4194_ANF_Infusion Ad_V1.indd 1 6/01/11 10:38 AM

New RepsChris Wilson – Bruny Island CHC

Amber Etheridge – RHH Antenatal Clinic

Jeanna Spurling – Mt St Vincent

Anita Denholm – Launceston Community Nursing Service

Enrolled and Registered NursesBRAND NEW FACILITIES – IMMEDIATE START

Presbyterian Care Tasmania are commissioning new facilities in Hobart and Launceston and we need Enrolled and Registered Nurses to staff them.

We select our employees because they have the right attitude, and are bright and energetic team players – does that sound like you?

if you’re looking for meaningful work where you can make a positive difference in the lives of others then come and join us.

in addition to industry leading wages our staff can access attractive salary packaging arrangements.

if you would like to join us please contact Angela Lord at alord@prescaretas.org.au or call 6335 8625.

Next Generation GrantIs someone from your family interested

in a nursing career?

Help them kick start their RN, EN or Care Worker studies

2 grants of $1,000 to be won6223 6777 | 1800 001 241 | anf@anftas.org

For full details and conditions of entry please visit www.anftas.org or contact the ANF office.

*Prize money to be demonstrated as utilised for education resources. Entrants are to complete the online form at www.anftas.org and submit entries by 5:00pm Monday 28 February 2011. Full details on conditions of entry are available on the ANF website.

MyState Financial Limited (MyState Financial) ABN 89 067 729 195 AFS Licence Number 240896. Registered Office – Heritage House 172 Collins Street Hobart Tasmania 7000. A wholly owned subsidiary of MyState Limited ABN 26 133 623 962

31 Years ANF MembershipCONGRATuLATiONS TO JENNiFER BARTELS ON 31 YEARS MEMBERSHiP WiTH ANF.

Jennifer has this year retired from nursing and attended a recent Branch Council meeting to be acknowledged for her long association with ANF.

ANF wishes Jennifer an enjoyable retirement and thanks her for her contribution to nursing in Tasmania.

Right: Jennifer Bartels and ANF President Julie Driver

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FOR SALE FROM ANF 6223 6777 | 1800 001 241 | anf@anftas.org | www.anftas.org

STUDENT & GRADUATE NURSING SET($70 VALUE) INCLUDES:

> Stethoscope or Fob Watch > Artery Forceps > Bandage Scissors > Retractable ID Holder > Reference Cards > Pen

ANF HOODIES

AVAILABLE TO BUY

$40 NON-MEMBERS

$35 EACH

BACK

FRONT

$30 MEMBERS

THE HESTA/ANF PRizE CAME AT JuST THE RiGHT TiME. i HAD ALREADY NOMiNATED TO ATTEND THE NATiONAL STuDENT RuRAL HEALTH CONFERENCE iN ALiCE SPRiNGS AS A MEMBER OF RuSTiCA (uTAS). ALTHOuGH A MAJORiTY OF THE ExPENSES WERE BEiNG MET BY CONS (CONFERENCES OF NATiONAL SiGNiFiCANCE), THERE WERE STiLL OuT OF POCKET ExPENSES AND THE HESTA/ANF PRizE MONEY WENT SOME WAY TO MEETiNG THOSE.

The conference itself was excellent and provided a multidisciplinary environment for students to consider and learn about the challenges facing rural practitioners of health care. While I was there I entered the CRANA Plus competition, where nursing students were encouraged to write about how they would adapt their practice for working in remote environments. I was lucky enough to win the award – a book prize!

Award Win Brings Opportunities

Since returning from the conference, I have become aware of the challenges Tasmanians face, and their similarity in many respects to those faced by rural communities on the mainland. The lack of media coverage and the impressive distances means for the most part the plight of our rural communities goes unheard and unreported.

In the last semester of 2010 we worked hard to raise the profile of RUSTICA and the ANF amongst the student population and increased the nursing membership significantly.

With the ANF’s assistance we ran a social event that managed to raise over $1000 for the LGH and Coastal Patrol; and a clinical skills night where students were exposed to and got to practice skills not normally in the student scope of practice. In 2011 we plan to build on that by further encouraging student nurses to get involved with rural community events and activates as well as to make

Matthew Tyson, 2nd Prize Winner in the HESTA/ANF Student Awards 2010

use of the extra education opportunities offered by the ANF, CRANA Plus and other organisations.

The catalyst for all of this was the HESTA/ANF award I received in the first half of the year. Thank you ever so much.

Matthew Tyson

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FEBRUARYDEPRESSION AND ANXIEtY

Management and treatment. (2 CPD hours)

Hobart: Wednesday 23 February, 6:00pm – 8:00pm Presenter: Liz Woolley, Credentialed Mental Health Nurse

Launceston: Tuesday 22 February, 6:00pm – 8:00pm Presenter: Linda Buggy

Devonport: Tuesday 15 February, 6:00pm – 8:00pm Presenter: Judy Joyce, CNE

PSYCHO GERIAtRIC CONDItIONS IN tHE ELDERLY

Dementia versus depression – assessment and management. (2 CPD hours)

Hobart: Thursday 10 February, 6:00pm – 8:00pm Launceston: Wednesday 16 February, 6:00pm – 8:00pm Devonport: Thursday 17 February, 6:00pm – 8:00pm

Presenter all sessions: Michelle Kemp, Dementia Behaviour Advisory Service

MARCHEPILEPSY

Epilepsy – types, causes, symptoms and management. (2 CPD hours)

Hobart: Tuesday 15 March, 6:00pm – 8:00pm Launceston: Wednesday 16 March, 6:00pm – 8:00pm Devonport: Thursday 17 March, 6:00pm – 8:00pm

Presenter all sessions: Reachelle Beasley, Epilepsy Tasmania

LEARNING AND tEACHING IN CLINICAL SEttINGS

Part 1 – a programme to support preceptors and supervisors of learners in the clinical setting. (2 CPD hours)

Hobart: Tuesday 1 March, 6:00pm – 8:00pm Launceston: Wednesday 2 March, 6:00pm – 8:00pm Devonport: Thursday 3 March, 6:00pm – 8:00pm

Presenter all sessions: Annette Marlow and Juliet Sondemeyer, UTAS SoNM

BACK CARE FOR NURSES, MIDWIVES AND CARE WORKERS

A refresher for health care workers – basic anatomy, physiology and back care, practicing basic postural techniques, tips for transferring clients. (2 CPD hours)

Hobart: Tuesday 8 March, 6:00pm – 8:00pm Presenter: Susie Furphy, Physiotherapist and Manual Handling Trainer

Launceston: Wednesday 9 March, 6:00pm – 8:00pm Presenter: Nadia Zalucki, Acting Cardio Respiratory Physiotherapy Supervisor

HUNtINGtON’S DISEASE

Living with Huntington’s Disease – support and management of symptoms. (2 CPD hours)

Launceston: Tuesday 29 March, 6:00pm – 8:00pm Devonport: Tuesday 22 March, 6:00pm – 8:00pm

PROFESSIONAL DEVELOPMENTwww.anftas.org YOu CAN NOW REGiSTER AND PAY FOR EDuCATiON SESSiONS ON THE ANF WEBSiTE.

PAYMENTS ARE THROuGH PAYPAL. SAFER. SiMPLER. SMARTER.

EARN CONTiNuiNG PROFESSiONAL DEvELOPMENT (CPD) HOuRS FROM ANF TRAiNiNG RELEvANT TO YOuR PRACTiCE.

Presenter all sessions: Joyce Abblitt, Huntington’s Disease Association

OBStEtRIC EMERGENCIES

An overview of postpartum haemorrhage (PPH) – shoulder dystocia, cord prolapse and neonatal resuscitation. (2 CPD hours)

Launceston: Wednesday 23 March, 6:00pm – 8:00pm Presenter: Judy Parish, CME

OBStEtRIC EMERGENCIES

Postpartum haemorrhage (PPH) and shoulder dystocia. (2 CPD hours)

Hobart: Wednesday 23 March, 6:00pm – 8:00pm Presenter: Beck French and Angela Hay, Maternity Services and Women’s Health RHH

tRAINING LOCAtIONS

Hobart, Launceston, Devonport

Due to increasing attendance numbers at ANF education sessions, venues will be confirmed closer to the event.

Cost – 2 hour sessions

$30 ANF Members $20 ANF Student Members $60 Non Members* $40 Student Non Members* *If positions available

For dates, registrations or more information please visit www.anftas.org, contact the ANF Office on 6223 6777, 1800 001 241 (outside Hobart area) or educationassist@anftas.org

BASIC COMPUtING FOR NURSES

10 CPD hours (5 sessions)

Created with the nursing team in mind for computer use at home and in the work place. The program is a complete package and all 5 sessions must be attended to receive the certificate of attendance. Classes are personalised with a limit of 8 places per class.

Session 1: Basic computer skills Session 2: Windows explorer and file systems Session 3: Beginning surfing on the internet Session 4: Introduction to emails Session 5: Introduction to word processing

Presenter: Earl (Marty) Martin, RN

Dates for Hobart will be advertised throughout the year.

CONtINUING PROFESSIONAL EDUCAtION ONLINE

www.anftas.org

Just one click and you’re on your way.

$7.70 per topic for ANF members $22.00 per topic for non members

ANF members can record continuing professional education portfolio online, which can be printed for your records. 15

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Do you know a remarkable nurse?

Nurse of the Year Innovation in NursingGraduate Nurse of the Year

Recognise the outstanding efforts of a remarkable nurse by nominating them in one of three categories:

Proudly presented by:*Proudly supported by:

Issued by H.E.S.T. Australia Limited ABN 66 006 818 695 AFSL 235 249 Trustee of HESTA Super Fund ABN 64 971 749 321.

NomiNatE NoW!Nominations close 28 February 2011

2011

For more information and to purchase tickets visit: hestanursingawards.com

Winners announced at a gala dinner on Thursday 12 May 2011 at Melbourne’s

Crown Entertainment Complex

$25,000in prizes to be won!*

2010 Winners

tickEts oN salE

NoW

Gala DiNNER 12 maY

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