Page 2990 - Week 08 - Thursday, 17 August 2017
Next page . . . . Previous page . . . . Speeches . . . . Contents . . . . Debates(HTML) . . . . PDF . . . . Video
• Provision of culturally appropriate and sensitive services and information;
• Improving access to services;
• Minimising additional clinical safety risks;
• Improving engagement, participation and representation of these groups;
• Establishing and maintaining meaningful partnerships;
• Development of training and resources for staff; and
• Support of staff who may identify with these groups.
(b) As described in answer to question 3 (a), the MHDP Unit, actively promotes the importance of working sensitively with people from CALD backgrounds. The MHDP Unit developed the organisational strategic document Towards Culturally Appropriate and Inclusive Services – A Co-ordinating Framework for ACT Health (2014-18). This key document highlights the importance, particularly from the clinical risk perspective, of the capacity of ACT Health staff working sensitively with people from CALD backgrounds who may have widely differing cultural beliefs about health and illness and, most importantly of providing access to interpreters for people with limited English proficiency. The MHDP Unit developed a Language Services Policy and associated procedure which mandates the use of accredited interpreters in defined circumstances, together with a Guide to Language Services. Training in working with interpreters is available, both face to face and through an e-learning package. There has been an increase of 97 per cent (from 2011/12 to 2015/16) in interpreter bookings through the Translating and Interpreting Service (TIS National).
(c) The ACT Health Staff Development Unit conducts the mandatory training as well as internal programs. The MDHP Unit delivers tailored programs to individual operating areas.
4. ACT Health offers a number of leadership and management programs to all staff seeking to develop their leadership and management capabilities, including formal qualifications and short programs.
These programs include:
• Senior Doctor Leadership Program – for Clinical/Unit Directors.
• People Manager Program – for frontline supervisors/team leaders to middle managers.
• Emerging Manager Program – for staff who aspire to be in or have recently moved to a supervisor/team leader role.
• Let’s talk...performance –for team leaders/supervisors/managers of all levels.
• Respect at Work – Manager’s Seminar - for team leaders/supervisors/managers of all levels.
• Leadership Network – The network is attended by the Director-General, Deputy Director-Generals, Executive Directors and nominated 100 leaders/emerging leaders.
• Leading Teams through Change – for team leaders/supervisors/managers of all levels that are directly responsible for leading their teams through change.
• Frontline Clinical Leadership Program – specifically designed for frontline clinical leaders.
• Conducting a Preliminary Assessment – designed for supervisors/managers/leaders at all levels.
ACT Health has customised the whole of government Performance Template to reflect ACT Health values, as well as, providing instruction to staff to ensure that
Next page . . . . Previous page . . . . Speeches . . . . Contents . . . . Debates(HTML) . . . . PDF . . . . Video