Page 912 - Week 03 - Tuesday, 29 March 2011
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Training will now extend beyond the basic induction period, enabling youth workers to complete a cert IV in youth work and attain 50 per cent accreditation of prior learning through the Canberra Institute of Technology. Madam Assistant Speaker, 23 existing and new staff members have their cert IV in youth work during the week beginning 21 March. A further 15 staff members will enrol in the diploma of youth work and five staff members in supervisory roles will enrol in the advanced diploma of youth work at the Canberra Institute of Technology on 17 April.
Under “increasing support to Bimberi staff”, action already underway includes, on 31 January, a new senior manager commenced work at the Bimberi Youth Justice Centre. The new manager came with a wealth of experience, including working as the assistant manager (programs) at the Frank Baxter juvenile centre in New South Wales since 2002. He has been employed in various roles within that centre for 23 years and has acted as manager at other centres in New South Wales. The selection documentation is being finalised, with a view to advertising a new assistant manager position by the end of March. Applications close for both the sport and rec position and the Aboriginal liaison position on 25 March and interviews, as required, will be scheduled as soon as possible.
Some 20 new youth workers have been recruited since November 2010. Six youth detention workers from the current recruitment round will undergo their induction program, commencing 4 April 2011. A further three new team leaders have been recruited and will commence the induction program on 4 April 2011. The department will continue to recruit permanent and casual staff to ensure that we have sufficient staffing capabilities at Bimberi.
While the focus of the human resources strategy for Bimberi remains on recruiting and appointing permanent staff, there is a need to develop and maintain a pool of casual staff, primarily to cover the unanticipated leave and training absences by permanent staff. As a result of the recent recruitment activity, the centre has been able to over-recruit against the youth worker positions. This means that as of 28 March there are an extra seven youth detention officers available for rostering. An over-recruit strategy will continue to be important, because at any one time not all staff will be available for rostered duties for reasons such as training and all forms of paid leave.
Only two MSS officers are currently required for night shift duty. MSS staff are still required while new staff are fully integrated into the centre’s roster. I am advised that management at Bimberi will seek to phase out their MSS night shift staff at the earliest opportunity. All MSS staff receive a briefing at the commencement of their shift from the night shift team leader. They are required to sign the night shift protocols and are provided with duress alarms, keys and radios prior to entering the residential units, as per the Bimberi MSS protocol. Night shift team leaders are required to complete regular supervision of all staff, including MSS staff, at a minimum of 30-minute intervals. MSS staff have the ability to communicate with the night shift team leader and control room at any time by radio, phone or the intercom.
I have mentioned the redevelopment and implementation of the induction program before. We have also undertaken a comprehensive audit of sick leave for the last
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