Page 2543 - Week 07 - Monday, 15 August 2022
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measure Implementing the Independent Review into the Workplace Culture within ACT Public Health Services.
b) Reporting against this budget measure is not conducted at the initiative and survey level. Actual expenditure against this measure is outlined in the ACT Health Directorate (ACTHD) 2019-20 Annual Report and 2020-21 Annual Report. Links below:
https://www.health.act.gov.au/sites/default/files/2020-12/ACT%20Health%20Directorate%20Annual%20Report%202019-20%20Accessible.pdf
https://www.health.act.gov.au/sites/default/files/2021-12/ACTH%20Annual%20Report%202020-21_Accessible.pdf
5) The 2021 CHS Workplace Culture Survey was conducted by an external provider.
6) The 2021 CHS Workplace Culture Survey was conducted by Best Practice Australia Analytics and cost $129,951 (GST excl).
7) The June 2021 Pulse Survey results were a 45 per cent response rate with 38 per cent engaged, placing CHS in a Culture of Reaction.
8) The 2020 Organisational Culture Improvement Model (OCIM) results are publicly available in the ‘Culture in the ACT public health system: Second Independent Annual Review’.
9) From October to December 2020 CHS reviewed use of the Whole of ACTPS Performance Framework in CHS following 2019 CHS Workplace Culture Survey data that indicated performance plans were not well embedded in CHS. This was not a review of the FOCIS performance framework as the original FOCIS performance framework was not in existence at that time.
10) The review was conducted by senior staff in the Workforce Culture and Leadership Unit, with nil cost associated with the review itself. The cost of professionalising the revised performance and development plan and associated guides was $4,455.
11) As per the answer to question 9, there was no original FOCIS performance framework.
12) There was no spend on an original FOCIS Strategy as the current FOCIS Strategy was developed in late 2019.
13) This question cannot be answered because CHS conducts a range of training, and it is not clear which ‘training in May 2022’ is being referred to.
14)
a) The purpose of the survey data analysis was to identify those work units in CHS that had the weakest culture from the 2021 CHS Workplace Culture Survey results.
b) Desktop analysis of the survey data was conducted.
c) Senior staff in the Workforce Culture and Leadership Unit, People and Culture Division.
15)
a) I am advised that releasing the CHS analysis of results would be inappropriate as this
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