Page 22 - Week 01 - Tuesday, 12 February 2019
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As part of the transition a new blueprint governance and compliance committee will be established, with the implementation charter to be updated and endorsed by the new committee. Reporting will be to the Director-General of the Justice and Community Safety Directorate on a quarterly basis, and the director-general will be accountable to me on a continuing basis to progress this work.
Recommendation 2, professionalism as a cultural standard, is substantially addressed. The achievement of professionalism as a cultural standard involves considerable hard work and commitment from all staff across ACTAS. The ESA commissioner and the chief officer of ACTAS have both issued statements of commitment. Significant investment in training for behavioural change has been undertaken, including values in practice; respect, equity and diversity; respectful workplace; and difficult conversations training.
The blueprint for change report also spoke of the need to progress the paramedic profession to achieve registration nationally. I am pleased to recognise this achievement, with all ACT paramedics now registered under the national registration and accreditation scheme.
The Chief Officer ACTAS, Mr Howard Wren, is also one of the nine members on the Paramedicine Board of Australia, under the Australian Health Practitioner Regulation Agency, or AHPRA. The board is responsible for a range of key steps in preparing for registration and regulation of the paramedic workforce, including the preparation of draft national standards. On the board Mr Wren represents the interests of the three smaller jurisdictions—the ACT, Tasmania and the Northern Territory.
Recommendation 3, ACTAS emergency services leadership framework, has been achieved. The ACTAS leadership toolbox, comprising the ACTAS leadership framework, the leadership expectations statement and the behavioural interview guide, has been issued to all staff, after extensive stakeholder consultation. Online resources have also been developed to embed the culture of leadership in ACTAS.
The project board will continue to set measurement criteria for remaining implementation project products and the blueprint program outcomes. This will include measures of the success of deeply embedding the ACTAS leadership framework into recruitment, promotion, staff development, performance management and the wider fabric of ACTAS human resources practice.
Recommendation 4, 360-degree feedback of leaders, has been achieved. Such feedback was conducted for all managers at the rank of duty officer and above, and individual feedback has been supplied. As part of the transition the broad trends identified in the initial program will inform management and leadership development initiatives under the leadership training and support component of the blueprint for change project.
Recommendation 5, leadership development, is substantially progressed. A number of important blueprint initiatives, including values in practice; respect, equity and diversity training; respectful workplace and difficult conversations training; and the
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