Annual Report 2011 - Calvary Health Care Bethlehem

Best Practice Australia
Staff Satisfaction Survey
Every two years we participate in a review of our
services to monitor staff satisfaction. Conducted by
an external agency, Best Practice Australia provides
us with information and strategies to assist us to
improve our workplace.
This year we achieved impressive overall results.
We are now an organisation that has moved into the
Consolidation Phase of its development; which means
our staff are truly engaged in their work environment,
when compared with other hospitals in Australia
and New Zealand.
Our participation rate in the survey was encouraging with
69% staff participation. Some of our highlights included
• A 13.1% improvement around the question of being
a ‘truly great place to work’
• Our retention rate for staff continues to be high
• Over 70% of the staff said that they ‘felt
passionate about their work and that what they
did made a difference’.
This data confirms that a large percentage of our
workforce is very satisfied with their work environment
and they are well engaged with their patients, families,
colleagues and management.
The survey also indicates areas for improvement
and development. As we are truly committed to
advancing our work environment, our learning from
the survey will continue to guide us to make these
improvements internally, so that we can continue
to develop our work culture.
Personnel Services
While not front line in terms of patient care, the role of
Personnel Services is to support all staff and to aid in
maintaining a professional and well-adjusted workforce.
This year has been one of consolidation with the
Human Resources Manager role being well established
within the organisation, the implementation of new
initiatives including free on site Worker Health Checks,
implementation of the Contact Officer Training program
and the Bullying and Harassment prevention training
being administered.
Little Company of Mary Health Care was also successful
in being awarded Employer of Choice for Women.
The current Induction Program has been under review,
with the aim of delivering a broader range of information
to new staff members over the three month period of their
probation. Advancements of the induction program will
enhance the critical three month ‘on-boarding’ phase.
A commitment to developing our leaders in the hospital
has continued to progress this year. A range of training
strategies have been implemented in relation to
professional development and mentoring of staff in
a supervisory or management role. This training included
a range of modalities from traditional adult education
to facilitated small group discussion and interaction.
The outcome being the up-skilling of staff with the art
of management.
Our Work Environment
Effective environmental management and a reduction
of our carbon footprint continued to remain a high priority
for our hospital during the year. To this end, we continued
to make advancements in monitoring and reducing our
environmental impacts wherever change was possible.
An Environmental Management Plan setting out
environmental objectives and targets was completed
and submitted to the Department of Health in July 2010.
This Environmental Management Plan confirmed our
objectives for all resource usage as well as an action
plan confirming intended internal strategies to
improve operations.
As a result all utility usage as well as waste generation
continued to be tracked and submitted to both the
Department of Health and the Little Company of
Mary National Office for monitoring. All internal waste
generating practices were also reviewed for potential
reduction or operational efficiency. From a purchasing
perspective, ‘green’ alternative products are now
implemented for use wherever possible and most
suppliers are now automatically providing us with ‘green’
alternate products.
We recognise our responsibility to ensure impact on
the environment is minimised and managed correctly.
Our commitment to date has seen a reduction in gas
usage by around 50% and all water consumption reduced
by approximately 10%. Targets for a reduction of around
5% of all utility usage and waste generation have been
set for the forthcoming year.
We have made a true commitment this year to the
principle of sound environmental practices which protect
and enhance the environment for future generations.
This is consistent with our hospital’s Values and
specifically aligns with the Value of Stewardship; in being
responsible for our environment and wise in the use of
limited resources, therefore reducing our environmental
impact and increasing our sustainable practices.
Volunteers
have donated
over
9800 hours
of work to the hospital this year.
Calvary Health Care Bethlehem 2010 – 11 Annual Report
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