P&C Newsletter - November December 2021

P&C Newsletter - November December 2021

PEOPLE &CULTURE December 2021 ISSUE 7

Pavin Govinda Manager, People Systems and Analytics

restructure our new working arrangements. Flexible working arrangements have completely reshaped the standard 9-to-5, and at times has blurred the lines between home and office. Some of us may be reading this whilst we are still in our PJs. It is important for us to find the right balance between the social environment and sense of belonging in the work place, whilst operating from a virtual environment that can quite easily create a sense of loneliness at times. You’re working from home, not the moon. Interacting with other people during the day is allowed, even if they’re not your colleagues. It’s a good idea to see another face during the day when most of your workday is solitary. So, use your breaks to interact with others. Take your ADOs and plan your next recreational leave even if it for just for a long weekend. Taking the taking the time to stop and appreciate who you are and what you’ve achieved is so important, and we have achieved a lot this year. It can be easy to see ourselves as part of the invisible, supporting the visible from time to time. Self-acknowledgment and appreciation are what give you the insights and awareness to move forward towards higher goals and accomplishments. Let’s take the time to celebrate and recognise our individual and team achievements as we near the end of 2021. On behalf of the P&C Executive team I’d like to wish everyone a happy and safe holiday season and new year!

Celebrating Our Achievements 2021 has been a tough year for all of us, given we missed many occasions to be around our friends and loved ones. This has been no “typical” experience for many of us. Our teams have managed to continue to build resilience and support as much as we can. The nature of our roles have evolved as a result of catalyst to reinvent the future of work and taking opportunities to improve previous ways of working. Working from home has become the new normal for some, and we’ve gone from digitising the relationship between District and our stakeholders to digitising the relationship between District and our workforce. From a Systems perspective we have managed to show how fast we can adapt, and have demonstrated that we can act in more agile ways than we thought. Various in- house applications such as the Staff COVID Tracker, COVID Surveillance trackers and Vaccinations Portals have provided our District with an edge to be at least 1 step ahead wherever we could. This gave us the gift of perspective, and challenged us to consider what can and cannot be done outside of traditional processes. We are still continuing to find simpler, faster and more cost efficient ways to operate. There is really no blue print for what we are facing, for example the scheduling teams have had to solve complex challenges and generate new work around to ensure all our staff are remunerated appropriately whilst we rethink and

COVID Wrap Up - 2021

IN THIS ISSUE

Despite high hopes that we had left the worst of COVID in 2020, when June came around we entered into the largest COVID escalation to date in NSW with increased concerns due to the Delta Variant. We were once again presented with challenges we had seen already in 2020, along with many new played a critical role in supporting our District respond to the various challenges that came in 2021. All of our teams made vital contributions to ensuring we were able to support our workforce, patients and community during the lockdown period. After a huge year, we are once again full of hope for some more normalcy in the New Year. challenges we had to face. The People and Culture teams Before we move onto 2022, let’s take a look back at some of the incredible achievements you have accomplished in 2021...

ORGANISATIONAL DEVELOPMENT AND CAPABILITY COVID-19 Care Team » COVID-19 Care Team rounding recommenced at Hornsby in April » Further rounding was conducted week commencing 9 August at HKH and RNSH » Further COVID-19 Care Team rounding recommenced at all sites during the People Matter Engagement Survey period COVID-19 Staff Pulse Survey » Total Responses: 245 » Themes for improvement and areas of concern for staff were identified for further action, such as: increased communication, concerns for family members of staff working in the hospital - access to vaccinations, accessing showers before going home etc., more tech support for WFH and flexibility for those unable to WFH, access to PPE, more support for mental health/wellbeing by managers and the District COVID Care Intranet Site and social media campaigns » The COVID Care hub has been maintained and updated throughout the period. » Update of the “Be Like Rita” campaign to sustain COVID smart behaviours with addition of ‘get vaccinated’ Rita. Education and Upskilling Virtual PPE training » ODaC delivered a total of 20 sessions with a total of 464 participants attending. » A pre-recorded PPE session with IPAC was uploaded on the intranet. Student Placement Safety » New risk mitigation strategies included: Student / Facilitator Risk Assessments; checking vaccination status of students; checking mask fit testing status of students and F2F donning/doffing demonstrations for nursing students prior to entry into the clinical area. » Student verification processes were migrated to online throughout the

escalation period. Pivot of Education

02 International Day of People with Disability 02 SIM Centre Reopens 03 COVID Wrap Up - 2021 06 Staff Spotlight 06 Huge Year for Employee Services 07 STEPtember 08 LDP 2022 09 ODaC 2021 Summary 10 NAIDOC Week 11 16 Days against Gender Based Violence 12 DFV Manager Training 13 All staff huddles 15 Staff Spotlights 16 PMES 18 Happy Holidays from HR

» Conversion of multiple face-to-face delivered education programs to virtual delivery » Support of GradSTART nurses across the District with introduction of District- wide virtual inservices » Development of training restrictions matrix and communication with the District on restrictions on face to face education in alignment with traffic light PPE alerts EMPLOYEE SERVICES Supported a high amount of COVID related Staffing and Recruitment activities, including: » COVID-19 Testing clinics Recruitment: >140 staff » COVID19 Immunisation Recruitment: greater than 240 staff » Special Health Accommodation Recruitment: 20 staff » Also supported the deployment of current NSLHD employees to SHA » COVID Workforce Bank Recruitment: greater than 30 staff » Modified Grad Program (Surge Workforce): 34 Registered Nurses, 12 Enrolled Nurses » Contingent Workers – Ramsay and Arcadia » Virtual Hospital: » NSLHD deployments » 36 FTErecruitment » NSLHD Public Health Unit Recruitment: 18 staff » Employee Services – 30% Auditing increase – 4 FTE COVID Temp AO5 + 1 FTE RN SECURITY SERVICES Manly Waves / Hidden Gem Outbreak » NSLHD Security Services assisted in providing security and support services during the recent COVID Delta Variant outbreak at Manly Waves and Manly Hidden Gem » Security was provided 24/7 to the perimeter of the sites to support safe

(Left to right): Amber Tratter from Australian Network on Disability (on screen), Executive Sponsor for Disability Inclusion James Stormon, Dr Graeme Innes AM, Educational Consultant Sue Melville, CE Deb Willcox, Consumer Advisor Adam Johnson

International Day of People with Disability

NSLHD held its first International Day of People with Disability forum on Friday 3 December. Guest speakers joined the forum including Graeme Innes AM, author and former disability discrimination commissioner and Amber Tratter, senior relationships manager, of Australian Network on Disability. Sue Melville, Education

Consultant, ODaC, joined the forum panel and shared her personal story of living and working with a disability. In the past year the district has achieved a few important steps in its disability inclusion agenda such as, updating recruitment processes and the orientation program to enable support of reasonable adjustments for employees and candidates with disability.

Simulation Centre Cautiously Reopens

After being closed to external clients since since July, the Sydney Clinical Skills and Simulation Centre was able to hold its first external course on October 28th. Whilst numbers were reduced to meet social distancing requirements, it was great to welcome 6 specialist doctors and nurses to the centre for two intensive days learning how to use simulation in their workplace. However, the simulation centre has not been idle during the last 3 months. In addition to their standard mandatory training programs, much of which was delivered online, the staff developed programs and sessions to support COVID related activities across the district.

This included online sessions for JMOs, telephone conversation training to support our new contact tracers, critical care airway management, filming an updated version of Cardiac Arrest Management during COVID and supporting the Operating Theatre and Obstetric department in testing plans for emergency caesarian sections during COVID. The simulation centre staff have been pleased to support front line clinicians during these challenging times and are also excited about cautiously resuming their flagship programs.

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to provide further assistance should it be required. ED Registrar Airway Course » Due to COVID restrictions the Anaesthetic Term for ED registrars has been limited and reduced. In response, the SCSSC is designing and developing an airway program for Emergency Department Registrars to compensate for a shortened anaesthetic term. PEOPLE SYSTEMS AND ANALYTICS » Ongoing weekly COVID Vaccinations Reporting and >Page 1 Page 2-3 Page 4-5 Page 6-7 Page 8-9 Page 10-11 Page 12-13 Page 14-15 Page 16-17 Page 18-19

www.nslhd.health.nsw.gov.au

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