Page 5111 - Week 13 - Thursday, 29 November 2018
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The performance audit was undertaken in relation to the management of specific allegations of breaches of the Public Sector Management Act 1994 relating to ACT Health’s former performance information branch. The report raised concerns that were held around the accuracy of data back in 2015. As members would be aware, the organisation has moved on significantly since that time.
The government has agreed to all three recommendations of the audit and acknowledges the importance of creating workplaces that uphold the values of the ACT public service.
Both the Minister for Mental Health and I have been extremely clear on the expectation of a positive culture in the delivery of public health care in the ACT. Since March 2018 there has been significant work undertaken within our public health system to improve culture and governance, and to build an environment of genuine engagement. These improvements were confirmed by the Australian Council on Healthcare Standards, through their accreditation report handed down in August 2018.
Building on these achievements, I have made the decision to put in place several processes to assist in further improving culture within the ACT public health system. This has included the establishment of an independent review of the workplace culture within ACT public health services and the formation of a clinical leadership forum. I look forward to responding to the findings of the review in early 2019.
We have many dedicated people working in our health workforce: doctors, nurses, allied health workers, clinical support staff and more. These people are there to ensure that the Canberra community receives the highest level of health care. They are doing, and will continue to do, an outstanding job. All staff are expected to uphold a high standard of behaviour and contribute to a healthy, productive workforce.
ACT Health and Canberra Health Services will look to continue to provide clear guidance to staff about workplace standards and expectations, and further training is being planned as outlined in the government response to the audit report.
Both organisations, and the broader ACT government, are committed to improving culture through programs to equip staff to promote respectful workplaces, display consistency when addressing unreasonable behaviours, better manage stress and work professionally together.
A number of avenues are available to employees to have their concerns addressed, including their direct manager, RED contact officers, the “keep calm and have a crucial conversation” program available to all staff, and the employee assistance program.
A new initiative being implemented is the establishment of an employee advocate. This role will provide staff with another avenue, in addition to those already available, to assist in having the issues or concerns of employees addressed and resolved in an appropriate and timely manner. The advocate will be able to advise staff on the
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