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PEOPLE &CULTURE December 2021 ISSUE 7
Pavin Govinda Manager, People Systems and Analytics
restructure our new working arrangements. Flexible working arrangements have completely reshaped the standard 9-to-5, and at times has blurred the lines between home and office. Some of us may be reading this whilst we are still in our PJs. It is important for us to find the right balance between the social environment and sense of belonging in the work place, whilst operating from a virtual environment that can quite easily create a sense of loneliness at times. You’re working from home, not the moon. Interacting with other people during the day is allowed, even if they’re not your colleagues. It’s a good idea to see another face during the day when most of your workday is solitary. So, use your breaks to interact with others. Take your ADOs and plan your next recreational leave even if it for just for a long weekend. Taking the taking the time to stop and appreciate who you are and what you’ve achieved is so important, and we have achieved a lot this year. It can be easy to see ourselves as part of the invisible, supporting the visible from time to time. Self-acknowledgment and appreciation are what give you the insights and awareness to move forward towards higher goals and accomplishments. Let’s take the time to celebrate and recognise our individual and team achievements as we near the end of 2021. On behalf of the P&C Executive team I’d like to wish everyone a happy and safe holiday season and new year!
Celebrating Our Achievements 2021 has been a tough year for all of us, given we missed many occasions to be around our friends and loved ones. This has been no “typical” experience for many of us. Our teams have managed to continue to build resilience and support as much as we can. The nature of our roles have evolved as a result of catalyst to reinvent the future of work and taking opportunities to improve previous ways of working. Working from home has become the new normal for some, and we’ve gone from digitising the relationship between District and our stakeholders to digitising the relationship between District and our workforce. From a Systems perspective we have managed to show how fast we can adapt, and have demonstrated that we can act in more agile ways than we thought. Various in- house applications such as the Staff COVID Tracker, COVID Surveillance trackers and Vaccinations Portals have provided our District with an edge to be at least 1 step ahead wherever we could. This gave us the gift of perspective, and challenged us to consider what can and cannot be done outside of traditional processes. We are still continuing to find simpler, faster and more cost efficient ways to operate. There is really no blue print for what we are facing, for example the scheduling teams have had to solve complex challenges and generate new work around to ensure all our staff are remunerated appropriately whilst we rethink and
COVID Wrap Up - 2021
IN THIS ISSUE
Despite high hopes that we had left the worst of COVID in 2020, when June came around we entered into the largest COVID escalation to date in NSW with increased concerns due to the Delta Variant. We were once again presented with challenges we had seen already in 2020, along with many new played a critical role in supporting our District respond to the various challenges that came in 2021. All of our teams made vital contributions to ensuring we were able to support our workforce, patients and community during the lockdown period. After a huge year, we are once again full of hope for some more normalcy in the New Year. challenges we had to face. The People and Culture teams Before we move onto 2022, let’s take a look back at some of the incredible achievements you have accomplished in 2021...
ORGANISATIONAL DEVELOPMENT AND CAPABILITY COVID-19 Care Team » COVID-19 Care Team rounding recommenced at Hornsby in April » Further rounding was conducted week commencing 9 August at HKH and RNSH » Further COVID-19 Care Team rounding recommenced at all sites during the People Matter Engagement Survey period COVID-19 Staff Pulse Survey » Total Responses: 245 » Themes for improvement and areas of concern for staff were identified for further action, such as: increased communication, concerns for family members of staff working in the hospital - access to vaccinations, accessing showers before going home etc., more tech support for WFH and flexibility for those unable to WFH, access to PPE, more support for mental health/wellbeing by managers and the District COVID Care Intranet Site and social media campaigns » The COVID Care hub has been maintained and updated throughout the period. » Update of the “Be Like Rita” campaign to sustain COVID smart behaviours with addition of ‘get vaccinated’ Rita. Education and Upskilling Virtual PPE training » ODaC delivered a total of 20 sessions with a total of 464 participants attending. » A pre-recorded PPE session with IPAC was uploaded on the intranet. Student Placement Safety » New risk mitigation strategies included: Student / Facilitator Risk Assessments; checking vaccination status of students; checking mask fit testing status of students and F2F donning/doffing demonstrations for nursing students prior to entry into the clinical area. » Student verification processes were migrated to online throughout the
escalation period. Pivot of Education
02 International Day of People with Disability 02 SIM Centre Reopens 03 COVID Wrap Up - 2021 06 Staff Spotlight 06 Huge Year for Employee Services 07 STEPtember 08 LDP 2022 09 ODaC 2021 Summary 10 NAIDOC Week 11 16 Days against Gender Based Violence 12 DFV Manager Training 13 All staff huddles 15 Staff Spotlights 16 PMES 18 Happy Holidays from HR
» Conversion of multiple face-to-face delivered education programs to virtual delivery » Support of GradSTART nurses across the District with introduction of District- wide virtual inservices » Development of training restrictions matrix and communication with the District on restrictions on face to face education in alignment with traffic light PPE alerts EMPLOYEE SERVICES Supported a high amount of COVID related Staffing and Recruitment activities, including: » COVID-19 Testing clinics Recruitment: >140 staff » COVID19 Immunisation Recruitment: greater than 240 staff » Special Health Accommodation Recruitment: 20 staff » Also supported the deployment of current NSLHD employees to SHA » COVID Workforce Bank Recruitment: greater than 30 staff » Modified Grad Program (Surge Workforce): 34 Registered Nurses, 12 Enrolled Nurses » Contingent Workers – Ramsay and Arcadia » Virtual Hospital: » NSLHD deployments » 36 FTErecruitment » NSLHD Public Health Unit Recruitment: 18 staff » Employee Services – 30% Auditing increase – 4 FTE COVID Temp AO5 + 1 FTE RN SECURITY SERVICES Manly Waves / Hidden Gem Outbreak » NSLHD Security Services assisted in providing security and support services during the recent COVID Delta Variant outbreak at Manly Waves and Manly Hidden Gem » Security was provided 24/7 to the perimeter of the sites to support safe
(Left to right): Amber Tratter from Australian Network on Disability (on screen), Executive Sponsor for Disability Inclusion James Stormon, Dr Graeme Innes AM, Educational Consultant Sue Melville, CE Deb Willcox, Consumer Advisor Adam Johnson
International Day of People with Disability
NSLHD held its first International Day of People with Disability forum on Friday 3 December. Guest speakers joined the forum including Graeme Innes AM, author and former disability discrimination commissioner and Amber Tratter, senior relationships manager, of Australian Network on Disability. Sue Melville, Education
Consultant, ODaC, joined the forum panel and shared her personal story of living and working with a disability. In the past year the district has achieved a few important steps in its disability inclusion agenda such as, updating recruitment processes and the orientation program to enable support of reasonable adjustments for employees and candidates with disability.
Simulation Centre Cautiously Reopens
After being closed to external clients since since July, the Sydney Clinical Skills and Simulation Centre was able to hold its first external course on October 28th. Whilst numbers were reduced to meet social distancing requirements, it was great to welcome 6 specialist doctors and nurses to the centre for two intensive days learning how to use simulation in their workplace. However, the simulation centre has not been idle during the last 3 months. In addition to their standard mandatory training programs, much of which was delivered online, the staff developed programs and sessions to support COVID related activities across the district.
This included online sessions for JMOs, telephone conversation training to support our new contact tracers, critical care airway management, filming an updated version of Cardiac Arrest Management during COVID and supporting the Operating Theatre and Obstetric department in testing plans for emergency caesarian sections during COVID. The simulation centre staff have been pleased to support front line clinicians during these challenging times and are also excited about cautiously resuming their flagship programs.
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to provide further assistance should it be required. ED Registrar Airway Course » Due to COVID restrictions the Anaesthetic Term for ED registrars has been limited and reduced. In response, the SCSSC is designing and developing an airway program for Emergency Department Registrars to compensate for a shortened anaesthetic term. PEOPLE SYSTEMS AND ANALYTICS » Ongoing weekly COVID Vaccinations Reporting and data verification » Development of the staff exposure tracker which enables the contact tracing teams to have access to the relevant details of the staff that might be classified as close or casual contacts from a patient or staff COVID exposure. » Ensuring deployed staff are correctly paid and the appropriate entitlements are applied based on the new working conditions. » Support the documentation and comms process to staff e.g. distribution of the letters to staff within affected LGAs, as well as reminders to unvaccinated. » The Exemptions tracker was introduced for the local workforce Business Partners to manage the residual population of staff with NSLHD who have yet to be vaccinated against COVID » Reinstatement of and functional upgrades to the free parking application. HEALTH SAFETY AND WELLBEING Injury Management Team » Injury Management have continued to support employees who have contracted COVID within the workplace Employee Assistance Program (EAP) » Individual support to employees during lockdown. » Group support provided specific to pandemic related impact and related organisational issues. » Communication of service to build/ maintain awareness utilised Area Communications, newsletter articles and noticeboard flyers. » Staff Deployment support by regular contact and communications with deployed staff.
quarantining of COVID positive residents. The team also assisted with transfer of patients and health care workers. SYDNEY CLINICAL SKILLS AND SIMULATION CENTRE Systems Testing /COVID Emergency drills » Obstetrics - Systems testing, assessment and development of training material for COVID positive women requiring transfers for emergency C-section. Development of a supporting educational video. » Emergency - Out of hours simulation activity to assess and review the Medical Emergency Response after hours to the radiology department. New Courses » Public Health Conversations for Contract Tracing course designed to meet the needs of newly appointed surge staff to the public health unit. Courses Delivered: 4. 20 total participants. » Currently developing an online training course for new staff commencing in the Virtual Hospital Environments. » COVID-19 Airway Team Training (CATT) - train the trainer model developed and support provided to departments through curriculum, equipment, task trainers and staff. Red Zone Rapid Response Team Training for medical and surgical registrars » Courses Delivered: 4. » An online e-learning package was developed and weekly online educational sessions were facilitated. » Developed and produced trigger videos of common emergencies and patient deterioration to utilise in these interactive online sessions. Advanced Life Support (ALS) Training » The SCSSC team were involved with the development of the updated training video for Protected Code Blue BLS/ALS Guideline due to a change in the guidelines. ICU/Recovery Nurse Up Skilling » The SCSSC has acted in a supportive capacity for the development of ICU Nurse up skilling led by the ICU education team. The SCSSC has provided a venue and equipment for this to occur and is currently on standby
Work Health and Safety Team » Significant number of WFH assessments completed across the District. » Provided advice and partook in assessments regarding WHS issues of COVID vaccination and isolation locations » Ongoing review of Vulnerable Worker Risk Assessment
COVID-19 PSYCHOLOGICAL SUPPORT AND WELLBEING PROJECT » Identification, curation and development of appropriate staff support resources » Psychosocial staff support, information sessions, manager training and provision of targeted webinars and forums to address COVID related staff distress, fatigue, burnout, psychological injury and promotion of Team cohesion, wellbeing, support and resilience. » Developed and piloted the following presentations: COVID-19 Supporting Psychological Health & Wellbeing of NSLHD HCWs and Frontline Teams; Psychological First Aid; Supporting HCWs after sudden unexpected traumatic workplace events/ incidents; Identification of Vicarious Trauma Impacts and Response; Grief at Work; Communication Tips in Times of Stress and Identifying signs of stress and distress and ways to respond. HUMAN RESOURCES BUSINESS PARTNERS Vaccination of Health Care Workers PHO » Human Resources supported employees in the District to ensure compliance with the Public Health (COVID-19 Vaccination of Health Care Workers) Order 2021, requiring that all Healthcare Workers have received at least one dose of a COVID-19 vaccine or have been issued with a medical contraindication certificate before 30 September 2021, and have received two doses of a COVID-19 vaccine before 30 November 2021 » Managed the medical contridication and non- compliance processes for unvaccinated employees » Maintatined regular commubications between NSLHD Executive and relevant Union bodies, including regular
» Ongoing review and support for room space requirements in regards to social distancing
Respiratory Protection Program (RPP) » The WHS unit undertook handover of the RPP as of 20 September 2021 » Recruitment of RPP Lead and Fit Test Assessors » Since 1 September 2021, a total of 1537 workers have been tested. An external contractor was utilised to test 430 of these workers » Total number of staff fitted since Oct 2020 through to 8 November 2021 = 6128 Staff Health Department » Reviewed and treated health care workers with skin reactions from mask wearing » Reviewed and risk managed vulnerable health care workers » Supported vaccine hesitant health care workers with information and assessment » Provide guidance to managers and health care workers about isolation requirements following a close or casual contact Vaccination Compliance Project » Conducted approx. 5825 searches and manually updated over 2000 COVID vaccinations in VaxLink between August and November 2021 Health and Wellbeing » Engagement for events such as RU OK Day, STEPtember and Mental Health Month were moved to virtual facilitation
extrardinary JCC meetings with unions » Provided ongoing workforce advice
THANKS EVERYONE FOR YOUR HARD WORK. IT HAS ALL MADE A HUGE IMPACT.
HERE’S TO 2022! (RIGHT?...)
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STEPtember
Staff Spotlight Name: Nina Trimboli Position Title: Health Management Graduate Team: Graduate Health Management Program, NSLHD
fundraisers at each site and Fitness Passport provided 3 months of membership for the NSLHD highest stepper. Incentive giveaways to encourage participation such as eco- friendly reusable cutlery sets and mobile phone wallet cards were well received. People and Culture held a total funds raised guessing competition. Sam Cairns, NUM Vaccination Compliance Project, was the winner with a very close guess of $81,564. Sam won a box of goodies supplied by the Health and Wellbeing team.
NSLHD raised $81,445 during STEPtember and took almost 172 million steps. Collectively, NSW Health raised over $287,000 in 2021. This placed NSLHD as the highest fundraising Local Health District, 21st place in Australia for fundraising and 20th for stepping. NSLHD had 614 participants and 170 teams register for the challenge. A virtual ‘Thank You’ presentation was held on 1st November. Certificates and prizes were presented to the winners. Smartsalary provided 16 smart watches for the highest
Welcome to Nina who commenced a 3 month placement with People & Culture at the end of November. Nina has already completed a placement with the Chief Executive, and most recently in the Ryde Hospital Executive Unit.
What would you do for a career if you weren’t doing this? I think I would open a restuaurant. If you could meet anyone, living or dead, who would you meet? Yotam Ottolenghi. If you won the lottery, what is one of the first things you would do? Travel or buy a house!
What are you currently watching on Netflix? Christmas movies (including Love Actually of course). What are you passionate about? Travel, cooking and eating out. Pineapple on pizza. Agree or disagree? Disagree. What are some of your pet peeves? Aggressive drivers.
What job did you have prior to working at NSLHD? What was interesting or unusual about this role? Before starting on the Graduate Program, I was working as Physiotherapist in a Perth Hospital. I was mainly based on the Orthopaedic and Maternity Wards, which provided an interesting mix of patients. When you have 30 minutes of free-time, how do you spend the time? I go for a run or get some
fresh air. What’s your favourite travel destination? Hard to look past Japan, especially in winter on the ski slopes. What’s the last book you read? I just finished Infidel by Ayaan Hirsi Ali - definitely puts life into perspective. What’s your favourite movie? Life is Beautiful has been a favourite since I was young.
Huge Year for Employee Services
Above: Damian Percy, Business Manager Cerebral Palsy Alliance, presented at the virtual thank you ceremony
Above: Deb Williams, Health and Wellbeing Consultant, was acknowledged during the virtual thank you presentation
The team welcomed 2021 with an internal restructure to the service. They were then put to the test during the COVID escalation due to increased demand for workforce across the District. Despite increase in workload, service KPIs have improved. 2021 Statistics • 3845 Audit/Checks Completed
• 634 New Positions Created • 152 Cost Centres Created
THE ODAC TEAM GETTING THEIR STEPS IN
• 5 Restructures Processed and 5 for completion before the end of 2021
15% ATF submission increase compared to 2020 15% Audit/Checks increase compared to 2020
• 3868 ATF Submissions • 6053 eForms Processed • 3435 Leave Forms
Jane Millar, Professional Development Manager
Zanule Dube, Education Consultatnt
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COVID-19 Responses Contributions
Leadership Development Program 2022
Number of people we mentored, coached or supported with development
2021 ODaC Team Summary
142
Applications for the NSLHD Leadership Development Programs for 2022 are now open!
Hours of professional development we attended ourselves
AIN Orientation – COVID Workforce
636.33
VaccHub Education and Orientation
There will be two cohorts in 2022; one commencing in March, the other in June and both are open for applications. The Leadership Development Program is a purpose-built, multi-disciplinary leadership program for mid-tier leaders that is aligned to the Public Sector Capability Framework to support and grow NSLHD leaders. The program offers a consistent approach and structure to leadership development and capabilities within NSLHD, to better equip NSLHD leaders with appropriate skills, tools and strategies in order to achieve organisational success. NSLHD is currently under-represented in leadership positions by Aboriginal and Torres Strait Islander employees, women in senior medical leadership positions, employees living with disability, and employees from a Cultural and Linguistically Diverse background. We warmly welcome applications from these staff.
What others have said about the program: “It is a program that I have thoroughly enjoyed, it is nothing like I have done before and it has been one of the best learning experiences about myself”. Participant “Very good program - feedback has been excellent. Have participated as a presenter and appreciate the multidisciplinary nature of the participants. It is an excellent direction for the LHD”. – Line manager of former participant. Please complete the application form (linked here) and send it to NSLHD- ODTeam@health.nsw.gov.au on or before 14 January to have your application considered, and good luck !
Number of people who attended our training
Vaccination Worker Orientation
8383
Number of students we worked with
COVID Care Rounding
Number of courses coordinated by the team (1-6 days)
2225
160
PPE Education Sessions
Number of projects we managed
57
Number of learning sessions/programs facilitated by the team
Contact tracing for NSW Health
Number of regular meetings we chaired/attended/were represented at
538
Worked in virtual hospital
95
Staff Spotlight Name: Jane Edwards
Position Title: Operations and Director Support Coordinator Team: Organisational Development & Capability (ODaC)
Welcome to Jane who has recently joined the ODaC team!
What’s your favourite movie? The Holiday. What are you currently watching on Netflix? Nothing at present, in between series. What are you passionate about? Family. Pineapple on pizza. Agree or disagree? Agree What are some of your pet peeves? Bad grammar. What would you do for a career if you weren’t doing this? I’m interested in history and
What job did you have prior to working at NSLHD? What was interesting or unusual about this role? Administrator for CGU at HKH. When you have 30 minutes of free- time, how do you spend the time? Reading if I have a good book on the go. What’s your favourite travel destination? British Columbia, Canada What’s the last book you read? The Dry.
architecture so something in either of those areas. If you could meet anyone, living or dead, who would you meet? David Attenborough, very interesting man. If you won the lottery, what is one of the first things you would do? Take my whole family to Canada for Christmas.
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Supporting staff Experiencing domestic and family violence (DFV) - manager training Facilitated by Northern Sydney Local Health District Domestic Violence Service In support of the DFV Workplace Support Program this training has been established to enable NSLHD Managers to gain a level of knowledge and skills required to support employees who are experiencing DFV, in line with legislative and policy frameworks.
NAIDOC Week Celebrations 2021 The Kiris An Tharan Dance Group inlcuding Gillian Adidi, Aboriginal and Torres Strait Islander Workforce Manager, with some brave dance volunteers - Paula with some red hot moves on the end there!
giveaways as the Aboriginal Health Service put on a spectacular show at each site, with the help of Koomurri and the Kiris An Tharan Dance Group. Staff at Royal North Shore also had country front of mind, with those who attended able to claim a native sapling to plant at home.
Celebrations for NAIDOC Week returned to Northern Sydney Local Health District, after a COVID-19-enforced postponement earlier this year. The theme of this year’s celebrations was Heal Country. Events at Ryde, Hornsby and Royal North Shore hospitals featured singing, dancing and
» 17 January 2022 1:30pm-4:30pm, RNSH » 8 February 2022 9:00am-12:00pm, HKH » 22 February 2022 9:00am-12:00pm, HKH » 3March 2022 9:00am-12:00pm, HKH » 29 April 2022 9:00am-12:00pm, RNSH » 24May 2022 9:00am-12:00pm, RNSH Sessions
The annual international campaign, 16 Days of Activism against Gender-Based Violence, runs from 2 5 November until 10 December 2021. This year’s theme is Orange the World: End Violence against Women Now! https://www.unwomen.org/en/what- we-do/ending-violence-against-women/take- action/16-days-of-activism
16 Days of Activism against Gender Based Violence 2021 Campaign (25 Nov - 10 Dec)
Program Overview The aim of this training:
Virtual Forum with Kristy McKellar OAM – Recorded Live NSLHD hosted a virtual forum on 1 December in recognition of the 16 Days of Activism against Gender Based Violence 2021 campaign. During the forum, Kristy shared her lived experience with domestic and family violence, and helped to promote a vital conversation
Supporting staff Experiencing domestic and family violence (DFV) - manager training A series of training workshops will be held from January across the district which will support managers by building their understanding of, and how to respond to, domestic violence in their teams, become aware of referral pathways for ongoing support, and gain knowledge on legal responsibilities and policy requirements by NSW Health. To enrol in this important education opportunity please see the flyer on the following page.
around what workplaces can be doing to support employees and individuals who may be experiencing these circumstances. The forum was recorded and can be accessed via the Domestic Violence Prevention > Training Resources for Staff Intranet page here: http://intranet.nslhd.health. nsw.gov.au/ClinicalNet/PCC/DV/ DVP/Pages/Training-Resources- for-Staff.aspx
» Support managers to understand and respond to DFV as key decision makers and supports » Build an understanding of legal responsibilities and policy requirements as NSW Health Department employees i.e. NSLHD Policy- Supporting Staff Experiencing Domestic and Family Violence » Increase knowledge of referral pathways for ongoing support For more information regarding workplace support on Domestic and Family Violence at NSLHD, please see: » NSLHD Intranet- Domestic Violence Prevention » Playing our Part, A Framework for Workplace Action on Domestic and Family Violence: https://championsofchangecoalition.org/wp-content/uploads/2021/11/Playing-Our-Part_Workplace- Action-on-DFV-.pdf
Kristy McKellar OAM, frame from the virtual forum
This training contains information that may be emotionally confronting for some people. If you find it raises any concerns please speak to your manager or access our Employee Assistance Program.
Enrolments via My Health Learning For enquiries email: Lisa.Fay@health.nsw.gov.au
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P&C All Staff Huddles
2022 Huddles As per the feedback that was provided at the last huddle, we will be continue to hold these meetings in 2022 on a monthly basis.
Thank you to everyone for your participation in our all staff huddles this year. It has been an excellent way to connect virtually as a team. The huddles have also provided us with an opportunity to break up the day with some lighthearted activities once we have finished the business side of the agenda. A special shoutout goes to Darren Trengove and Miro Markovic from WHS for their artistic flare and comedic value during Virtual Pictionary. They were fittingly awarded prizes that featured their artworks, as were the winners and some notable creative guessers: Sam Cairns, NUM Vaccination Compliance; Petter Tattersall, HR Business Partner HKH & MVH; Paul Rutten, PAT Project Officer. At our most recent huddle we had 2 trivia winners: Merin Thomas and
Natalie McDonald from ODaC, and 3 runners up: Amanda Tidemann and Mel Stuart from ODaC, and Kara Smallhorn, RPP Lead. Their prizes are on the way.
Pete Tattersall, HRBP HKH & MVH
Darren’s excellent crane drawing
Darren Trengove, WHS Manager
FABIO'S LAND
Miro’s fantastic depiction of an amusement park
Miro Markovic, WHS Consultant
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Staff Spotlight Name: Sharon Brisebois Position Title: WHS Consultant Team: Health, Safety and Wellbeing
Moments T H A T M A T T E R
Welcome to Sharon who recently commenced with the HSW team!
What would you do for a career if you weren’t doing this? No idea! WHS is where it’s at!. If you could meet anyone, living or dead, who would you meet? I think Sam Neill would be good to chat with. He likes movies, wine, and New Zealand just like me. And I keep up to date with his farm animals on social media.. If you won the lottery, what is one of the first things you would do? Holiday or at least plan holidays until the time comes when we can travel again..
destination? Cook Islands – beautiful, laid back, and friendly. Although since lockdown, the furthest I’ve travelled is Newcastle!! What’s the last book you read? Blackberry Wine by Joanne Harris. What’s your favourite movie? Difficult question, it’s like asking which is your favourite child. I haven’t been to the cinema for ages but I saw Hunt for the Wilderpeople again recently on TV and had a good chuckle.. What are you currently watching on Netflix?
What job did you have prior to working at NSLHD? What was interesting or unusual about this role? I was the WHS Officer at Sydney Harbour Federation Trust. The Trust manages significant sites around Sydney Harbour so the best part of the job was the iconic views from all parts of the harbour. When you have 30 minutes of free-time, how do you spend the time? Playing with my lazy Golden Retrievers and taking them for walks.. What’s your favourite travel
I’m currently watching old episodes of The Office (US version). The only time when the US version has ever been better than the UK.. What are you passionate about? Caring for our natural environment, reducing waste, sustainability.
A new smarthub, called Moments that Matter , is now available to all Northern Sydney Local Health District staff and is designed with you in mind to support your emotional, physical and mental wellbeing. The smarthub provides helpful tools on mindfulness, diet and nutrition, exercise planners, resources for mental health, tips on how to work remotely, budgeting, a dedicated podcast channel and many other wonderful resources to support your wellbeing and experience at NSLHD. Looking after our physical and mental wellbeing is the most important thing we can do, not just for ourselves, but for our loved ones, colleagues, and importantly, our patients.
Pineapple on pizza. Agree or disagree?
Agree – fruit is healthy, right? What are some of your pet peeves? Cruelty to children and animals, inequality, wastefulness.
Staff Spotlight Name: Shiny Palatty Sunny Position Title: Respirator Fit Tester Team: Respiratory Protection Program (RPP), Health, Safety and Wellbeing
Access the platform using the following link or QR code balance2life.com.au/Join/NSLHD
Welcome to Shiny who has transitioned into the WHS team as part of the RPP! What job did you have prior to working at NSLHD? What was interesting or unusual about this role? What are you passionate about? Teaching
What’s your favourite travel destination? Paris, still on top of my bucket list. What’s the last book you read? The Martian by Andy Weir. What’s your favourite movie? Life is Beautiful. Also a huge
school teacher. If you could meet anyone, living or dead, who would you meet? My mom. If you won the lottery, what is one of the first things you would do? Pre-pandemic- Travel around the world. (Now I would rather buy a fancy house!)
Register using your NSW Health email address and the 4-digit company code: 0721
Pineapple on pizza. Agree or disagree? Disagree. What are some of your pet peeves? People playing loud games on a public transport. What would you do for a career if you weren’t doing this? Would have become a primary
Worked as a Primary Health RN- Schools-based in the primary schools and high schools at Broken Hill. It was an amazing experience- kids and life in the Outback. When you have 30 minutes of free-time, how do you spend the time? Online shopping and social media- it is a tie!
fan of Christmas movies. What are you currently watching on Netflix? Lost In Space
If you have any questions while using the website, or feedback on what you’d like to see included, please email Hayley.johnson1@health.nsw.gov.au
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NSLHD District Results Summary
People Matters Engagement Survey
People and Culture Results
Executive Summary
3 focus groups were held between 22-26 November 2021, facilitated by ODaC, with an aim to deep dive into the mainly quantitative People and Culture results of the People Matter Survey conducted August/September 2021. All team members from People and Culture were invited to participate. 61 team members attended. The groups covered the following focus areas: » Learning and Development » Recruitment » Feedback & Performance Management » Communication & Change Management » Grievance Management » 3 things that keep you here/would make you leave? » Ideal workplace People and Culture Focus Groups
Highest and Least Favourable Questions
The key findings from the focus groups are outlined below:
Learning and Development What’s working well? » Range of development opportunities » Seen as a priority in district » Management/leadership courses » ODaC – electronic and multimedia platforms What’s not working? » Promotion/marketing of development opportunities » Limited courses for Admin people » IT / Zoom Licenses / MHL » F2F delivery better? Ideas for the future? » More mentorship & coaching capacity » Pathways & Capability framework – e.g. HR & WHS » External conference access » Targeted education for corporate services
Recruitment What’s working well? » Fairness, merit based » Vaccination clearances faster » Weekly job promotion » Panel diversity
What’s not working? » ROB/lengthy process, hard to explain to our internal stakeholders » Too much double handling » Set up with system access too long » Not always transparent and fair Ideas for the future? » Improve comms to all stakeholders » Streamline process » Improve governance/transparency/ management education of process » Stronger EVP/Brand and on boarding experience
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Happy Holidays from the HR Teams
RNS / DWS HRBP Team
What’s not working? » Greater ownership needed by managers (not leaving it to HR) » More manager take up of education to improve capacity/capability » Still reactive, subjective, issues build up, too hard basket or ignored » Don’t feel protected/PMES not secure? » Ideas for the future? » Managers need support, problems can lead to burn out » Promote culture of psychological safety » Promote the managers education toolkits more » Promote access to resources/HR better What would make you stay or leave? Culture » Non inclusive, discriminatory, lack of equity » Bullying & harassment » Internal fighting (v. A happy, friendly team) » Meetings and discussions that go nowhere » Inflexibility (keep hybrid working please!!) » Incentives and Support Salary » Career progression (keep PD, mentoring, during work hours) » If had to move location » Job satisfaction (diversity and challenge, new things) » Burnout (work life balance, wellbeing, more staffing) Management and Leadership » Lack of transparency and authenticity » Recruitment decisions/career progression » Being micro managed (v. supportive manager) » Recognition (of good work, and what I ) The ideal workplace » Great managers and leadership that support us to thrive » Maintain and disseminate further, a broad range of flexible work practices » Cultivate a positive and diverse culture where everyone feels that they belong, have a voice and are psychologically safe » Facilities – improving our internal and external environments » Technology – adequate, efficient, paper free and facilitating flexible working » Support for staff – from individual grades/ salaries and advancement, through to time to creatively and innovatively improve what we do.
Feedback and Performance Management What’s working well? » Policy allows employees a lot of time to respond » PACE supports conversations » Managers early, timely feedback/check ins valuable » PRIDE (but shift to paperless) What’s not working? » Not enough time for feedback and communication (COVID hasn’t helped) » PACE stifles conversations » Lack of career progression » Jury is still out on PAT Ideas for the future? » More management education and skill building » Good goal setting and more regular reviews » Opportunity to challenge goals of management » More constructive feedback Communication and Change Management What’s working well? » CE/Snr/GMs comms is very good “best it’s ever been” » Variety of comms is good e.g. newsletters etc. » Local comms good e.g. HKH » Change management handled well What’s not working? » Intranet » Pockets where comms not good e.g. small dept.s & teams » COVID impact on volume of change and comms not always good » Email broadcasts and StaffLink clunky Ideas for the future? » Keep checking in, keep the comms up, keep variety of channels » More social interaction as we head back into workplace » Capture lessons learned from the pandemic » Change Management training & SARA education Grievance Management What’s working well? » New managers being trained to have the conversations » Prevent escalation » Risk Management of Workplace Behaviours for Managers » Policy framework & support from HR
From left to right: Adam Steggles, Caitlen Wright, Michelle McKenzie, Janan Huseyin, Andrew Herning
From left to right: Adam Quested and Lucy Barrett
HKH / MVH HRBP Team:
From left to right: Pete Tattersall, Jeanette Danser, Collins Boykin
CONTACT: Hayley Johnson Executive Officer to Director People & Culture NSLHD phone 9462 9972 email Hayley.Johnson1@health.nsw.gov.au
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