Human Resources Information

HUMAN RESOURCES STRATEGIC PLAN

Priorities

	Visible and transparent management – needing to understand our purpose and where we are headed.
	Performance management – providing direction, feedback, recognition, reward and development for staff.
	Recruitment and retention strategies – making sure we have the best people with the right skills and we retain them in SWSAHS.
	On the job learning – having the skills and knowledge to provide quality service.
	Relevant and effective work practices – being flexible and innovative in providing services and in responding to staff, family or work needs.
	An environment and culture that promotes well-being – staff are part of our community and maintaining and improving staff health is important.

The Human Resources Committee, which meets monthly, comprises of key staff from across the Service. If you would like to contribute to the any of the six priority areas contact a representative of the committee through the Human Resources Manager on (88825).

Please click on the link provided to access more useful information about a specific department or service within Human Resources:

• Equal Employment Opportunity (EEO)
• Job Advertising
• Applying For a Position
• Submitting a Job Application
• The Interview and Selection Process
• Helpful Hints For the Selection Interview
• Occupational Health & Safety
• Screening and Reporting Requirements
• Security
• Payroll & Superannuation Salary
• Hours of Work
• Leave Provisions
• Standards of Dress
• Chaplaincy Services
• Staff Benefits
• Unions/Associations
• Change of Personal Details
• Performance Management
• South Western Sydney Area Health Service - CODE OF CONDUCT
• Birralee Child Care Centre

EQUAL EMPLOYMENT OPPORTUNITY (EEO)

Bankstown Health Service is an Equal Employment Opportunity (EEO) employer committed to the recruitment and selection of staff based on merit. The Health Service’s policies and work practices provide a fair work environment. The Bankstown Health Service believes that employment equity is a fundamental part of good management practice. It is against the law in NSW for any employer to discriminate against a job applicant or employee because of their:

	Age.
	Sex.
	Pregnancy.
	Race, colour, ethnic or ethno-religious background, descent or nationality.
	Disability.
	Marital status.
	Homosexuality.
	Gender identification.

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JOB ADVERTISING

Public sector agencies are required to advertise their job vacancies in the print media for positions that are open to all applicants.

As a guide only, the Bankstown Health Service will advertise job vacancies as follows:

	Sydney Morning Herald on Thursday and Saturday.
	The Australian on Saturday (not used for all positions).
	Local papers mid week.
	The Area Health Service Internet site – www.swsahs.nsw.gov.au.
	The NSW Department of Health Internet site – www.health.nsw.gov.au.
	Indigenous and ethnic papers for selected positions.

Job Vacancy Boards are maintained by each hospital. These are located at the hospital Human Resources/Employee Services Department and outside the staff cafeteria.

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APPLYING FOR A POSITION

It is important that job applicants understand the recruitment and selection process. An understanding of the process will enable individuals to prepare an application that is competitive and to prepare themselves for a selection interview.

Job Advertisement. The job advertisement provides the initial information on the vacancy. The Bankstown Health Service will develop an advertisement that accurately reflects the position and that attracts suitable applicants. Each advertisement will normally include the following basic information:

	Position title, position type (fulltime, part time, temporary, maternity relief or casual) and department name.
	Advertising position number (this is important and should be quoted on the application. Remember, as a large employer, the Bankstown Health Service receives a large number of applications for many different positions).
	Brief overview of department and the position.
	Essential and desirable criteria.
	Grade and industrial award conditions.
	Application closing date.
	Contact name.
	Details on how to apply (this will appear as a standard inclusion on block advertisements).

Additional Information. Applicants are encouraged to contact the person nominated in the advertisement. This person will normally be involved in the selection process so they can provide additional information that will assist the applicant. Applicants are encouraged to obtain a copy of the position Job Description which details the role, responsibilities and tasks of the position. This information will assist the applicant to better understand the position. The Job Description can either be mailed to you or you can collect it.

Application Closing Date. Please note the application closing date. This is the date that the application MUST be lodged with the Human Resources/Employee Services Department. If you are concerned about a delay in the mail delivery you should consider delivering the application yourself.

The Essential and Desirable Criteria. While all the information in the job advertisement is important, the essential and desirable criteria are very important. These criteria directly link the selection process to the position. Applicants who fail to demonstrate that they meet the essential criteria will not be offered an interview. Applicants are encouraged to consider the essential criteria very closely. If you do not meet the essential criteria then you probably should not apply. It is most likely that you will not be offered an interview and therefore, your dissatisfaction with the process may result. The stated criteria not only helps the selection panel, importantly, it also assists job seekers to consider only those job vacancies for which they are qualified and suited.

The criteria concentrates on the relevant knowledge, skills and attitudes required for the position.

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SUBMITTING A JOB APPLICATION

This information is intended as a guide only. Each job vacancy is different in some regard and any specific application requirements will be detailed in the advertisement or by the contact person.

It is also acknowledged that job seekers will have their own style and formats for producing a job application and that others may use a professional agency to assist with their job application.

As a guide job seekers are encouraged to submit applications that meet the following:

	Printed on plain A4 size white paper (there may be a need to copy applications for selection panel members and white paper produces the best quality copy).
	Staple the application at the top left of the page.
	Do not use plastic folders or plastic envelopes (this becomes time consuming for the selection panel).

The application should include a covering letter and a resume (also called a CV):

A one or two page covering letter should include: The job vacancy position title and advertised number as a heading. The applicant’s contact details including address, telephone number and any special contact details. An introduction. A list of each essential and desirable criteria with a short summary of how you meet the criteria. It is also acceptable to attach the criteria to the covering letter rather than include it in the letter. A conclusion.

A two or three page resume: Include at least two work related referees. There is generally no need to include copies of references or qualifications unless specifically requested.

Job seekers should take the time to check their application (or have someone else check it). This check should include:

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THE INTERVIEW AND SELECTION PROCESS

The interview and selection process involves the following:

	Shortly after the advertised closing date, the selection panel convenor will collect the applications.
	The selection panel (consisting of at least three people) will review each application and decide to either offer the applicant an interview or to not offer the applicant an interview.
	Applicants who are not offered an interview will receive a letter stating that their application is unsuccessful. This may take some time and applicants are asked to be patient.
	The selection panel will decide on a date and time to conduct the interviews. Applicants who are being offered an interview will be contacted (normally by telephone).
	The selection panel will normally interview all of the applicants on the same day. This involves the panel asking each applicant a pre determined number of questions. Each applicant will be asked the same questions and they may also be asked additional questions in response to their answers. Importantly, applicants will be given the opportunity to ask the panel any questions and/or to clarify any issues.
	The selection panel may also ask applicants to complete practical activities. This will depend on the position and could include: a typing test, proof reading a document, problem solving and/or, demonstrating competence in an activity by completing a task.
	Applicants will be asked to complete an Application For Employment Form, a declaration in relation to criminal offenses against children, to provide proof of their identity and for some positions, to provide proof of their professional qualification and registration.
	After the interviews have concluded, the selection panel will select the preferred applicant and conduct a number of checks.
	Once the selection panel has completed the necessary checks, it will make a recommendation to the approving authority (General Manager, Bankstown Health Service) who will approve or not approve the employment of the preferred applicant.
	The preferred applicant will be verbally offered the position. At this point, Bankstown Health Service and applicant will agree on the salary and employment conditions. A starting date will also be discussed. If accepted this will be followed up with a written letter of appointment.
	Those applicants who were interviewed and were unsuccessful will receive a letter advising them of the outcome of the selection interview. This may take some time and applicants are asked to be patient.

Please note: Bankstown Health Service does not acknowledge receipt of job applications. The volume of applications received and the administrative cost necessary prevents this.

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HELPFUL HINTS FOR THE SELECTION INTERVIEW

	Arrive early and ensure you know the address and location of the interview. If you are caught in traffic or are going to be late call the contact person and let them know.
	Remember first impressions are important and lasting! Consider how you will dress for the interview.
	If you have a disability that requires any special facilities or you intend bringing a carer it is suggested that you advise the contact person before the interview.
	Prepare for the interview by considering and preparing answers to the types of questions that you might be asked. This is easy enough as the questions will be based on the advertised criteria.
	Plan some questions you may wish to ask the selection panel.
	Bring proof of identity (birth certificate; passport, drivers licence, citizenship certificate, employment or student membership or other identity card (preferably with a photograph).
	Brief your referees. It is inappropriate to nominate a referee without their knowledge
	What if you can not attend an interview at the time offered? Generally applicants are expected to attend the selection interview at the time offered. If you have a problem you should discuss it with the selection panel convenor who will advise you if it is possible to set another date or time.
	Bankstown Health Service does conduct interviews by telephone. However this is normally only for applicants who are not actually in Sydney on the date of the interview.

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GENERAL EMPLOYMENT CONDITIONS

Bankstown Health Service employees a large and diverse workforce. This section provides general employment conditions as a guide only. Please do not use this list as an authority. Actual employment conditions are detailed in the relevant industrial award, appointment letter and public sector policies.

OCCUPATIONAL HEALTH & SAFETY

The SWSAHS has an OH & S Policy which is committed to providing a place to work which is safe and without risk to you, patients or visitors. This policy complies with the Occupational Health and Safety Act (2000) and Occupational Health and Safety Regulation (2001) and can be found in each department.

O H & S covers things like manual handling, personal health, aggression, security and workers’ compensation.

O H & S is divided into two parts:

The SWSAHS and Bankstown Health Service have done a number of things to make your place of work safe, such as:

1. Safety Business Plan - Bankstown Health Service has a ‘Plan’ which states what is to be done and how it is to be monitored.
2. OH & S Committees - Bankstown Health Service has two OH & S committees, one for Community Health Centres and one for the Bankstown /Lidcombe Hospital. These committees include staff and managers who discuss incidents which have occurred and suggest changes to improve the health and safety of staff at work.
3. OH & S Check - Bankstown Health Service participates in a yearly check based on standards by independent people. It is the basis for finding problem areas and then developing ways to improve these areas.
4. Environmental Checks - Managers carry out monthly OH & S checks of their work areas using a standard ‘Inspection Checklist’. These checks are carried out to ensure the safety and security of your workplace.

Accident and Incident Reporting Procedure

All accidents or incidents involving staff, patients, visitors or others must be reported to the Department Manager immediately and an Accident/Incident Report Form must be completed within 24 hours. Even if the persons involved in the incident do not require treatment or time off work, an Accident/Incident Report Form must still be completed.

Non-Smoking Policy

The DOH issued its Smokefree Workplace Policy in January 2000. In brief, the Policy aims to prohibit smoking throughout all Health Service buildings, vehicles and property controlled by NSW Health by September 2002.The Policy will be implemented in a phased program. Phase 2 is to commence from 1 September 2000.

From this date smoking will only be permitted in nominated outdoor areas For staff - the courtyard outside the cafeteria on level 1, except in those areas specifically signposted “No Smoking”. For staff – the courtyard outside the emergency department staff tea room. For patients and visitors – courtyards entered from Banks House, and wards 2D and 2J. Staff wishing to smoke at work are only to do so in award rest breaks (morning tea, afternoon tea, lunch, dinner. These Policy changes are significant, particularly for those staff who smoke. In recognition of the difficulties, the Health Service has a number of smoking cessation and other support strategies which are available. Staff seeking more information on assistance options available for smokers should contact either the sector Drug and Alcohol Co-Ordinator (Ph. 9780 2716) or Employee Services Department (Ph. 9722 8820). Phase 3 of the Policy implementation commences on 1 September 2001, when the implementation of Phase 2 will be reviewed. It is the intention of the policy not to provide for exempted areas for staff after Phase 3.

Emergency Procedures

Employees need to be aware of, and familiar with, the evacuation plan and emergency procedures for the facility in which they work. These provide a coordinated and safe evacuation of premises and surrounds in the event of an emergency.

Quick reference emergency charts are located throughout the organisation. Signs are placed throughout buildings showing evacuation routes and assembly points in the event the buildings need to be evacuated.

Staff Health

Staff Health includes infection control, vaccinations, screenings, employment health assessments, management of needlestick injuries and personal health issues. Advice is available within from the Infection Control CNC.

Immunisation

Hepatitis B Virus. Any employee who has direct contact with patients, their blood or body fluids, is advised to arrange for immunisation against Hepatitis B virus. Other staff may also arrange to be immunised.

Tuberculosis. All staff should be aware of their Mantoux Status and have this information recorded. This base line information is most important in the event that an employee comes into contact with an active case of tuberculosis during their employment. Information on BCG Vaccination is available within Sectors.

Workers' Compensation and Rehabilitation

Bankstown Health Service is committed to the prevention of work-related injury and illness, through the implementation of preventative occupational health and safety strategies. It is recognised however, that injuries may occur and Bankstown Health Service is therefore committed to the provision of workers' compensation and effective occupational rehabilitation programmes for injured staff.

Workers' Compensation. If an employee needs to claim workers' compensation (because of time lost or treatment costs related to an injury sustained at work) they must notify their Department Manager who will complete a notification of injury form.

Rehabilitation. Bankstown Health Service has a Workplace Injury Management Programme to help staff with a work related injury return to work quickly and safely. The OH&S Practitioner will liaise with the staff member and Department Manager to facilitate a return to work.

Minimisation and Management of Aggression

Bankstown Health Service has a policy to help you deal with the minimisation and management of aggression. A copy of this policy can be found in each department.

This policy looks at three main areas:	Aggressive incidents are defined as follows:
risk identification and control; management of an aggressive incident; post-management of an aggressive incident.	simple assault (i.e., verbal abuse/threats); assault and battery (physical contact and/or minor injury); threats with an offensive weapon without physical injury; aggravated assault requiring medical assistance.

All incidents of aggression must be reported on the Health Service Incident / Accident Report form.

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SCREENING AND REPORTING REQUIREMENTS

In addition to the criminal record checks, referee checks and identification check requirements currently in place in accordance with Department of Health and Bankstown Health Service policy, Bankstown Health Service is also required to ensure that new and existing employees (includes visiting practitioners), volunteers and students (not secondary students) are not prohibited employees (a persons who has been convicted of a serious sex offence).

The changes are a result of the following new legislation:

	Commission for Children & Young People Act 1998,
	Child Protection (Prohibited Employment) Act 1998, and
	Ombudsman Amendment (Child Protection & Community Services) Act 1998.

The new legislation aims to protect children receiving health care and other services by prohibiting a person who has been convicted of a serious sex offence from work which may involve un-supervised contact with children.

Effective 3 July 2000 Bankstown Health Service is to:

	Require all prospective job applicants, existing employees (includes visiting practitioners) volunteers and students (not secondary students) to complete the Prohibited Employment Declaration.
	Notify the Commission for Children & Young People of any disciplinary action against employees involving child abuse, sexual misconduct or acts of violence in employment where these acts involve children, are directed at children, or take place in the presence of children.

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SECURITY

The security of all employees, patients and visitors to the organisation is very important.

All staff are responsible for maintaining a safe and secure workplace and are required to cooperate with the relevant security policy and procedures to ensure their own safety and the safety of others in the workplace.

Staff are also strongly advised to take special care of personal belongings. Do not leave cash and valuables unattended at work or in vehicles. Loss of personal belongings is not covered by Bankstown Health Service’s insurance policies.

Any concerns should be brought to the attention of the relevant Department Manager or Security Manager.

Identification Card

All staff are required to wear their identification card whilst on duty. If a card is lost, the staff member is to advise their Department Manager and arrange for a replacement card as soon as possible.

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PAYROLL & SUPERANNUATION SALARY

Wages are paid by direct deposit into an employee's nominated Bank, Building Society or Credit Union account on a fortnightly basis. Pay periods end on alternate Sundays and wages are paid into the nominated account on the Thursday of the next week.

Pay Advice Slips giving details of salary are issued each pay period.

Most staff are not required to submit time sheets, as salary is authorised via an electronic system. However, where time sheets are to be submitted, staff must accurately record their attendance for authorisation by their Department Manager.

Superannuation

Bankstown Health Service contributes to superannuation for all staff under the Superannuation Guarantee Scheme. Staff may also make additional contributions to an approved superannuation fund.

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HOURS OF WORK

The normal hours of work are listed in the appropriate award under which you are employed.

For most staff, it is a 38 hour working week. If you are full-time you are covered by an award and are able to take an Allocated Day Off (ADO) every 20th day. This day must be decided between you and your manager.

The ordinary hours of work if you are full-time (apart from Radiographers) is 152 hours spread out over a 19 day, 4 week cycle. You must be at work on time every day. If you are late for work money may be deducted from your pay and may lead to you eventually losing your job.

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LEAVE PROVISIONS

Leave application forms must be completed for all types and periods of leave. Forms are available from Department Managers or from the Human Resources/Employee Services Department.

Annual Leave

When considering an application for Annual Leave, Department Managers will take into account the preferences of all staff and the needs of the Health Service.

Most full time employees are entitled to a minimum of four weeks of annual leave for each completed year of service. Part time employees are entitled to annual leave on a pro rata basis. Leave can be transferred from one Health facility to another, provided that service is continuous.

If employees are rostered to work on Sundays and/or Public Holidays, they may be entitled to additional leave.

Long Service Leave

Most employees accrue long service leave at a rate of two months for the first ten years of service and half a month for each year of service thereafter. Employees are eligible for long service leave after the completion of ten years service. Leave can be transferred from one Area Health Service to another, provided that service is continuous.

Sick Leave

Most full time employees are entitled to 76 hours of sick leave per year. Part time employees are entitled to sick leave on a pro rata basis. Employees are not entitled to sick leave within their first three months of service, except where leave has been transferred from another Area Health Service. Sick leave can be transferred from one Area Health Service to another, provided that service is continuous.

It is the responsibility of the employee to notify their manager/supervisor if they are unable to attend work due to illness. Medical certificates must be presented for absences of more than two days.

Parental Leave

Maternity Leave. Full time and permanent part-time staff, who have completed 40 weeks of continuous service, are entitled to 9 weeks paid leave, and up to 12 months leave without pay, following the birth of a child. Staff working under old part time provisions are entitled to 12 months leave without pay after the birth of their child. Applications for maternity leave must be in writing and must be accompanied by a letter from a Medical Officer stating the expected date of confinement. These should be submitted at least 8 weeks prior to commencement of the leave.

Paternity Leave. Full time and part time male staff are eligible for one weeks unpaid leave following the birth of a child. An additional fifty one weeks unpaid leave may be available, subject to certain conditions.

Adoption Leave. Full time and permanent part-time staff who have completed 40 weeks of continuous service are entitled to 3 weeks paid leave, and up to 12 months leave without pay, after taking custody of a child. Staff working under old part time provisions are entitled to up to 12 months leave without pay after taking custody of the child.

Family and Community Service Leave (FACS Leave)

Family and Community Service Leave can be utilised to meet family activity and community service responsibilities. It can also be used to respond to an emergency situation. Staff are entitled to three working days during the first 12 months of service, or six working days after the completion of 12 months service, in any period of 2 years.

Personal Carer's Leave

Personal Carer's Leave can be utilised to provide care and support for a person (as defined in the policy). Staff can apply for untaken sick leave from that year's annual sick leave entitlement or the untaken sick leave from the previous three year's sick leave entitlement.

Jury Duty Leave

If an employee receives notification that they are required to serve jury duty, they should notify their Department Manager. Staff are entitled to be on duty with pay at the ordinary rate provided they forward to the cashier any payment received for court attendance. They may retain any payment made for meals and travelling expenses.

When applying for this type of leave, an employee is required to submit an Application for Leave form with documentary evidence of the summons, and any payment received or cashier receipts.

Military Leave

Staff who are members of the Naval, Military or Air Force Reserve, and serve on a part-time basis, may apply for Military Leave to attend annual training camps, schools, classes or courses of instruction. Such leave will be granted on receiving a written request from the Commanding Officer, subject to the convenience of the Health Service.

Study and Conference Leave

Staff may apply for study and/or conference leave to attend relevant education, training and development activities.

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STANDARDS OF DRESS

Employees who are required to wear a uniform are issued with the agreed number of uniforms or paid a uniform allowance in accordance with their Award and the Bankstown Health Service Uniform Policy. Uniforms are to be kept neat and clean and are not to be altered. On termination, employees are to return their uniforms.

Where uniforms are not required, staff are expected to maintain a standard of dress appropriate to the function and the role of their position.

CHAPLAINCY SERVICES

Chaplaincy services are available to patients and staff.

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STAFF BENEFITS

A number of benefits are available to staff employed within the Area Health Service (these will vary depending on the actual work location) including:

	Banking facilities.
	Staff cafeteria.
	Social Club including special events and functions.
	Library facilities.
	Staff car parking.
	Child care facilities.
	Accommodation.

Staff Counselling
The Employee Assistance Program (EAP) is a confidential counselling service set up by Bankstown Health Service. Counselling is available to staff and their families.

The EAP counselling service is free of charge. Counsellors talk with you in an informal, non-judgmental way, usually for 1-2 hours.

Child Care Services

The Birralee Child Care Centre is an employer sponsored childcare centre providing childcare for the staff of South Western Sydney Area Health Service. The Centre is accredited as a high quality childcare centre under the National Childcare Accreditation System. Priority of access is to staff employed by Bankstown Health Service. The Centre takes children from 6 weeks to 6 years and is open from 6.30am to 6.00pm Monday to Friday. The provision of all meals and nappies is included in the daily fee. Birralee prides itself on the comprehensive program provided for all children. Each group has a written program individualised to meet the needs of each child.

Library

The Bankstown Health Service has a library for use by permanent employees, which is located in the Hospital. The Library provides information services to support the clinical, education and research needs of Health Service staff and students including:

Reference collection of books and journals Loan of books, audio cassettes and some videos On-line catalogue for the SWSAHS libraries Computer room CD ROM’s including MEDLINE, CINAHL and the COCHRANE LIBRARY searches the bibliographic databases to find articles in journals Document supply service – if the library does not hold the information required it can generally obtain copies of articles from other libraries Reference service.

Staff Development

This Health Service is committed to providing fair and equitable opportunities for all staff to develop their skills and expand competencies. As such the following training and development activities are provided:

Within Bankstown Health Service On the job instruction Inservices Workshops and seminars Secondment and job rotation schemes Management Development programs Allocation of projects for skills development or enhancement.
Across SWSAHS Training programs through the Area Human Resource Development Unit and Information Services Department Mentoring Program for managers Area wide professional or service based workshop.

Accommodation

Accommodation is available at:

1.  Level 3 Accommodation Block in the Main Service Building;
2.  Above the Child Care Unit in Gallipoli St.

The first location is available to all on-call medical staff and relatives of patients. The second location is for on-call nursing staff, seconded medical officers and for medical students.

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UNIONS/ASSOCIATIONS

Bankstown Health Service recognises the important functions of the various unions and associations representing employees. Membership is a matter of personal choice. In most instances, union or association activities are to be conducted outside normal working hours.

Joint Consultative Committee

Joint Consultative Committees comprise employee and management representatives. The purpose of this committee is to provide a mechanism for employee involvement in the management of the organisation and to resolve issues at a local level.

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CHANGE OF PERSONAL DETAILS

Staff are required to advise their Department Manager and the Human Resources/Employee Services Department of changes to any of the following details:

	Name.
	Address.
	Telephone numbers next of kin.
	Financial institution details for direct bank deposit.
	Standard deductions (eg. superannuation, health fund contributions).

This notification is important to keep your pay and personnel records up to date.

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ACCESS TO PERSONNEL FILES

The personal file of an employee is a confidential document. The employee is entitled to view their personal file at a mutually convenient time, in the presence of a representative of the Human Resources/Employee Services Department.

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PERFORMANCE MANAGEMENT

Performance Management is defined as:

	Every year you and your manager meet and discuss your work and you both decide how this work can be improved. An ‘Action Plan’ is then decided for the next 12 months.
	This ‘Action Plan’ is a list of tasks which you agree to carry out or achieve over a period of time. Each task within the ‘action plan’ should be measurable and in line with the department‘s ‘Business Plan’ and ‘Statement of Duties’.
	Performance Management aims to have what you do linked to the overall aims of your department and the Health Service. You ‘Action Plans’ are developed from the hospital’s Business Plan, Department/Service Business Plans and the Performance Management process, which assists us to see how you are doing in achieving your ‘Action Plans’.
	As well as this yearly meeting your manager will meet with you to see how you are going. These follow-up meetings give you the opportunity to discuss anything which may be of concern to you and helps you to find ways to deal with your concerns. These meetings allow both you and your manager to discuss any personal development opportunities which might be needed for you and to improve what you are doing.
	On a day-to-day basis your manager is involved in giving you feedback on how you are going and how you might improve.
	In doing so, this will improve communication between you and your manager, help you to know what is expected of you, and find ways to help you grow and develop your skills. The performance management process requires commitment from both you and your manager, which in turn will improve the way you work and the way your team works every day of the year.

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SOUTH WESTERN SYDNEY AREA HEALTH SERVICE CODE OF CONDUCT

The Area Health Service values the contribution of its employees and visiting practitioners in providing service to the people of South Western Sydney and seeks to promote an organisational culture which deals with colleagues, patients, clients and customers in a manner that reflects the underlying values of fairness, respect and integrity.

This Code of Conduct aims to ensure that employees and visiting practitioners are aware of their rights and responsibilities and should support a work environment which not only enables employees and visiting practitioners to perform their best but to make work experience as fulfilling and enjoyable as possible.

The people of New South Wales have a right to expect that all Government Services are fairly and economically conducted with integrity, efficiency, effectiveness and impartiality. This requires that all health employees and visiting practitioners perform their duties at a professional and high standard that demonstrates respect of the individual and promotes public confidence and trust in the public health care system. This underpins the Area’s duty of care to its patients and clients.

Employees and visiting practitioners are accountable for their decisions and their conduct but have rights under common law and statute law.

The Code of Conduct is a set of standards for all employees and visiting practitioners which prescribes the manner in which they should conduct themselves, whilst engaged by the Health Service. The Code does not replace any provision of an Act or Regulation. Following is an outline of the policy and the responsibilities of staff and visiting practitioners for each of the situations under various headings.

CONFLICT OF INTEREST

Employees and visiting practitioners in performing their duties are to act in the general public interest and not in a manner to obtain an unfair advantage for themselves or other individuals. Employees and visiting practitioners are required to disclose in writing to their respective General Manager/Director, any interest which could lead to a conflict between personal interest and public interest. If an employee or visiting practitioner is uncertain if a conflict exists then this must be discussed with the General Manager/Director to attempt to resolve the matter. A common situation in which a conflict of interest may arise is where a company which has a commercial dealing with the Area Health Service offers sponsorship to attend conferences and or courses.

CRIMINAL RECORD CHECKS

The Area Health Service will conduct Criminal Record Checks for all employees, visiting practitioners and volunteers both prior to engagement and on an annual basis. The checks will be conducted in respect of sexual offences, serious offences involving threat or injury to another person and other serious offences relevant to the duties of the position. Any employee, visiting practitioner or volunteer who is charged with having committed, or is convicted of, any sexual offence, serious offence involving threat or injury to another person or other serious offence relevant to the duties of their position, must report this within seven (7) days to the Chief Executive Officer.

CONDUCT OF FORMER EMPLOYEES AND VISITING PRACTITIONERS

Former employees and visiting practitioners are to maintain confidentiality of official information known to them by virtue of their involvement with the Health Service even after their engagement with the Area Health Service has ceased. They are not to use that information nor take any advantage as a consequence of having that information.

DISCRIMINATION AND HARASSMENT

Employees and visiting practitioners must not harass, discriminate or support others who harass and discriminate against colleagues or members of the public on the grounds of sex, pregnancy, age, race, marital status, disability or sexual orientation.

FAIRNESS AND EQUITY

Employees and visiting practitioners are to deal with issues consistently, promptly and fairly. Therefore all action must be seen to be dealt with on its own merits and in an impartial and non discriminatory manner as well as applying procedural fairness. When an individual wishes to challenge a decision then that person is to be advised of the process to obtain that review.

INFLUENCE TO SECURE ADVANTAGE

An employee or visiting practitioner is not to seek the influence of any person to assist themselves in gaining an advantage or promotion.

INTELLECTUAL PROPERTY/COPYRIGHT

The Health Service is the owner of intellectual property created by employees and visiting practitioners in the course of their engagement with the Area Health Service unless a specific PRIOR agreement has been made to vary this principle.

LAWFUL ORDERS

Employees and visiting practitioners will not wilfully disobey or disregard a lawful order or request given by their Supervisor, Department/Divisional Manager or a person with the authority to make or give the order or request. Employees and visiting practitioners who disagree with the order/request can discuss the matter with the Department Manager or General Manager/Director but shall comply with the order/request until the outcome of the appeal has been decided unless compliance is considered to be detrimental to the well being of a client or an Occupational Health and Safety risk in which case the issue needs to be resolved immediately.

OCCUPATIONAL HEALTH AND SAFETY

Managers are responsible for ensuring that premises are safe for employees, visiting practitioners and members of the public who use those premises. Employees and visiting practitioners are responsible for safety in their work area and co-operating with and reporting on matters of safety.

OUTSIDE EMPLOYMENT

Employees who wish to engage in paid employment outside the Area Health Service are to obtain prior approval of their General Manager or Area Director. Employees who are given approval to engage in outside employment must ensure that it does not conflict with the performance of their duties with the Area Health Service. If there is any conflict between the duties to be performed for the Health Service and other employment, then the duties of the Health Service must come first.

PARTY POLITICAL PARTICIPATION

Employees and visiting practitioners are to perform their duties in a party political neutral manner and if they do participate in political activities then they must ensure that their own views and actions are not presented as, nor interpreted as, an official view of the Area Health Service or the Department of Health. For those wishing to contest State or Federal Elections special arrangements apply.

PERFORMANCE OF DUTIES

Employees and visiting practitioners should give their whole time and attention to carrying out their work efficiently and the standard of their work should reflect a good image of themselves and the Health Service. The work of an employee or a visiting practitioner is to be done within the policies and guidelines of the Area Health Service and personal views should not be exercised in a manner which is contrary to those policies and guidelines. Should an employee or a visiting practitioner conscientiously disagree with a particular policy then the employee or the visiting practitioner should discuss the matter with the General Manager/Director.

PERSONAL AND PROFESSIONAL BEHAVIOUR

Employees and visiting practitioners must refrain from any form of conduct that may cause offence or embarrassment to the Area Health Service, members of the public or other staff members. Therefore employees and visiting practitioners must obey lawful directions, behave honestly and with integrity and perform duties efficiently, economically and effectively, including at those places other than the normal place of work, such as when attending conferences and courses.

PERSONAL RELATIONSHIPS WITH PATIENTS OR CLIENTS

Employees and visiting practitioners need to be aware of the particular vulnerability of many patients or clients of the Health Service.

Employees and visiting practitioners must not develop/establish a sexual relationship with patients or clients of the Health Service, and any physical contact which has some form of sexual gratification must be avoided.

Other personal relationships between employees/visiting practitioners and patients or clients are to be avoided where such a relationship could result in some form of exploitation of, or some perceived obligation by, a client or patient.

PUBLIC COMMENT AND DISCLOSURE OF OFFICIAL INFORMATION

Employees and visiting practitioners are not to give information or make comment on matters concerning official business or government policy unless it is required in the course of their duty or by a court of law or when an employee or visiting practitioner is authorised by the Chief Executive Officer to do so. However, an employee can give out information that is the subject of public knowledge such as information contained in an annual report.

CORRUPT CONDUCT AND REPORTING CORRUPT CONDUCT

Corrupt conduct occurs when:

An employee or a visiting practitioner performs duties dishonestly or unfairly.

Anyone (including an employee or a visiting practitioner) does something that could result in an employee or a visiting practitioner performing duties dishonestly or unfairly;

Anyone (including an employee or a visiting practitioner) does something that has a detrimental effect on official duties, and which involves any of a wide range of matters, including (for example) fraud, bribery, official misconduct, violence;

An employee or former employee or a visiting practitioner or a former visiting practitioner breaches public trust; or

An employee or former employee or a visiting practitioner or a former visiting practitioner misuses information or material obtained in the course of duty.

Section 11 of the ICAC Act, 1988 requires the Chief Executive Officer of the Area Health Service to report instances of suspected corrupt conduct to the Independent Commission Against Corruption.

The Chief Executive Officer can only fulfil this requirement if employees and visiting practitioners convey this information to him. Should an employee or visiting practitioner wish to make a report on possible corrupt conduct then that report should be made to the supervisor or directly to the Chief Executive Officer, the Director of Internal Audit, ICAC, the Ombudsman or the Auditor General.

Reports made within the Area Health Service will be treated in confidence and measures will be taken to avoid victimisation of those within the Area Health Service who make such a report.

The Protected Disclosures Act provides certain protection against reprisal for reporting possible corruption, maladministration or serious and substantial waste either internally or externally to the ICAC, Auditor General or the Ombudsman.

REWARDS, BRIBES, GIFTS AND GRATUITIES

Employees and visiting practitioners are not to directly or indirectly demand or receive any rewards, bribes, gifts, gratuities or benefit in respect of work performed or services delivered by them in connection with their position in the Health Service. Any advances of this nature are to be reported to the General Manager/Director. It is acknowledged there may be occasions where the refusal of a gift would upset the person giving the gift. In these circumstances gifts of a minor nature may be accepted by the Unit or the Health Service and the gift should be reported to the supervisor who will determined how the gift is to be used.

SECURITY OF OFFICIAL INFORMATION

All Employees and visiting practitioners have a responsibility to ensure that confidential documents cannot be accessed or read by people not authorised to do so. Any information of a confidential or sensitive nature should be kept in secure storage and when transported be in a secure form. Health Services will validate bona fide requests for information before providing same. The security of information also applies to confidential and sensitive information on computer and other electronic systems.

STANDARDS OF HONESTY AND INTEGRITY

Employees and visiting practitioners are to observe the strictest practice of honesty and integrity at all times and this may include a duty to report dishonesty on the part of another member of staff.

USE OF OFFICIAL INFORMATION

Employees and visiting practitioners should always act in the interest of the general public and not in self interest regarding official information and issues of confidentiality. Official information must never be used to gain benefit or advantage for any person.

Employees and visiting practitioners should notify the General Manager/Director, in writing, of any financial or other interest they have as soon as they become aware that a conflict between official duty and personal interest is a possibility.

Employees and visiting practitioners who are involved in matters such as decisions on the success of applicants for Tenders, or dealing with relatives or close friends, should disclose this fact immediately and if possible, disqualify themselves from dealing with the matter.

USE OF FACILITIES AND EQUIPMENT

Employees and visiting practitioners should ensure that resources, funds or equipment that are their responsibility, are used effectively and economically. They are not to be used for any other reason than in the course of the employee’s or visiting practitioner’s duties in the Health Service. Where official facilities and/or equipment have been approved for use for private purposes then the specific directions and conditions of the use must be strictly followed. The approval of requests for private use of official resources is NOT to be anticipated.

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Birralee Child care Centre

Birralee Child Care Centre is an employer sponsored Child Care Centre providing care primarily for children of working families within the Bankstown Health Service. The Centre offers an educational and individualised program that allows the children to grow and develop to their full potential.

The centre recognises the needs of working families and aims to provide a high quality service that allows families to feel confident with the care provided, therefore allowing them to fulfil their work commitments.

Birralee prides itself on the comprehensive program provided for all the children Each group has a written program individualised to meet the needs of each child.

Click Here for a sample letter

Click Here for a Waitlist Application form

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