Page 3303 - Week 11 - Thursday, 11 November 2021
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With regard to timely decision-making, all three organisations’ processes for complaints and grievance management were reviewed in 2020 by an external consultant. This review confirmed that there were robust processes in place to respond to allegations of inappropriate workplace practices. However, we will continue to invest in opportunities to enhance current processes throughout 2021 and 2022.
In relation to leadership and management, at the system-wide level, there is a focus on building our managers’ and leaders’ skills and knowledge through the management fundamentals training program and the management and leader development program for the workforce. This investment will provide our managers and leaders with the essential capabilities, practices and behaviours required to build high-performing teams.
With regard to human resource practices, including in recruitment, all three organisations in the public health system have or are reviewing human resource policies, processes and systems to ensure that there is alignment with whole-of-government requirements. Relevant training programs have been reviewed and, where necessary, new programs have been implemented to ensure that managers are making decisions that comply with the employment framework and relevant legislation. As noted earlier, the culture review oversight group has also established a human resources matters working group, which is considering the findings of the HR functions review that I have previously tabled in this place.
Lastly, in relation to the May Assembly resolution on evidence-informed decision-making, over the remainder of 2021 and into 2022 there is a focus on bringing the separate organisational data together to be visually represented and reported on through system-wide dashboarding and reporting. This will be an iterative project, where agreed data from each organisation, incorporating workforce and organisation performance data, will demonstrate the impact and effectiveness of the culture reform program.
Madam Speaker, I also committed to respond to another Assembly resolution on healthcare workers. In December 2020, I committed to providing the Assembly with an update on the progress of reducing junior doctor burnout.
The Canberra Region Medical Education Council conducted a site visit to CHS in July 2021 for the purpose of surveying the CHS JMO training program, which is accredited by the CRMEC for the first two years of training for JMOs. While the CRMEC has not yet released its final report, the preliminary summation was positive. CRMEC was impressed with the JMO culture at CHS.
In the preliminary summation, the CRMEC gave the following feedback: the participation of the JMOs, medical officer support unit, and the director of prevocational education and training in the site visit was excellent, and the survey team received open, honest, and balanced answers to their queries. The team culture between the medical officer support unit, the director of prevocational education and training, and JMOs was impressive, and the surveyors were glad to hear the word “team” used often.
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