2010-11 Annual Report - Taranaki District Health Board
2010-11 Annual Report - Taranaki District Health Board
2010-11 Annual Report - Taranaki District Health Board
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page 91<br />
<strong>Report</strong>ing on “good employer” practices<br />
20<strong>11</strong> <strong>Annual</strong> <strong>Report</strong><br />
<strong>Taranaki</strong> DHB’s role in workforce planning and development is to identify further strategic actions and mechanisms that when implemented will contribute<br />
to <strong>Taranaki</strong> having enough health workers with appropriate clinical skills now and into the future. Actions identified are from a perspective of the DHB being<br />
both a planner and funder of services and a major employer and provider of health services which is the single largest health provider in our district.<br />
In addition to these sector wide responsibilities <strong>Taranaki</strong> DHB is the largest single employer of health employees in <strong>Taranaki</strong>. Ensuring as an employer good<br />
employer practices being provided to staff excellent leadership, people, culture, relationships and processes. The table below is a quick summary of those<br />
human resources practices that assist the DHB to be a good employer.<br />
Element/Measurement Describe formal polices of procedures Other Practices Priority issues Action taken<br />
Leadership, Code of Conduct Policy<br />
Comprehensive leadership<br />
Foundation and Policies and Procedures currently being<br />
Accountability and Culture<br />
Equal Employment Opportunities (EEO) programme developed for new and existing managers<br />
advanced<br />
management training reviewed<br />
TDHB specific “How to” training<br />
Peer mentoring<br />
Recruitment, Selection Recruitment and Selection Policy<br />
Comprehensive induction<br />
Developing the TDHB Establishment of the national Heath Careers<br />
Induction<br />
Recruitment Guideline Procedure<br />
programme<br />
Employment Value website targeting students, returning to<br />
Induction and Orientation Policy<br />
Post entry survey (3 month)<br />
Recruitment training<br />
Scholarships across all disciplines Schools EXPO<br />
Working with clinical schools to<br />
provide work experience placements<br />
Proposition.<br />
Use of social<br />
networking to target youth.<br />
work and international candidates.<br />
An interactive website, Whyora, has been<br />
developed for rangatahi Maori.<br />
Implementation of the Whakatipuranga<br />
Rima Rau project to place 500 Maori into<br />
health sector employment over 10 years.<br />
Employee<br />
Development,<br />
Performance Appraisal Policy and<br />
Procedure<br />
Exit interview<br />
Coaching available to all staff Reviewing reasons why staff are leaving the Process established to record / monitor<br />
reasons for exiting<br />
Promotion and Exit Study, Conference and Course Leave Clinical Supervision<br />
DHB<br />
Preceptorship training<br />
Termination of Employment Policy and Procedure<br />
Employee Assistance Programme Interpersonal skills training<br />
Performance<br />
Management Training<br />
programme<br />
Mentoring training<br />
HR to monitor requests<br />
Flexibility and Work<br />
Redesign<br />
Remuneration,<br />
Recognition and<br />
Conditions<br />
Harassment and<br />
Bullying Prevention<br />
Safe and <strong>Health</strong>y<br />
Environment<br />
Flexible Working - Request and Complaints<br />
Procedure<br />
Collective employment agreements<br />
Job Evaluation Procedure<br />
Recognising Long Service Procedure<br />
Superannuation Contributions<br />
Remuneration Policy<br />
Collective employment agreements<br />
Managers aware of flexible working<br />
legislation 01/07/08<br />
Monthly JE committee<br />
Comprehensive progression criteria<br />
process via collective agreements<br />
Harassment Policy and Procedure Interpersonal skills programmes<br />
Coaching / training union reps<br />
<strong>Health</strong> and Safety Policy<br />
Staff <strong>Health</strong> and Monitoring<br />
Significant Hazard Control Plan<br />
Material Safety Data Sheets<br />
Infection Control<br />
Educational Information<br />
Nursing Core Procedures<br />
Pharmacy Procedures<br />
Clinical Practices<br />
Critical Incident Debriefing<br />
Occupational <strong>Health</strong><br />
Conflict Resolution<br />
Pre-employment health<br />
questionnaire for all staff<br />
Employee Assistance Programme<br />
Work place health assessments<br />
Wellbeing week for all staff<br />
<strong>Annual</strong> flu jabs<br />
<strong>Health</strong> and Safety Reps in each work<br />
area<br />
<strong>Health</strong> and Safety orientation<br />
Future lifestyle<br />
planning<br />
Retirement courses<br />
Resolve issues as soon<br />
as possible at first level<br />
if appropriate<br />
Promoting employee benefits for all staff<br />
HR to monitor and report to GM / CEO any<br />
harassment / bullying cases.<br />
Quality and Risk Department responsible<br />
for majority of these procedures<br />
Recreation society available to all staff
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