ABORIGINAL EMPLOYMENT PLAN

Transcription

1 ABORIGINAL EMPLOYMENT PLAN

2 TABLE OF CONTENTS Contents Page Number Introduction 3 Local Aboriginal Community & Background 4 PDH Organisation profile 5 PDH objective 6 Progress /status of past PDH plan ( ) 7 Action plan/goals Key Contacts 10 Reference Material 13 Approvals 13 2

3 Introduction Karreeta Yirramboi is the Victorian Government s plan to improve public-sector employment and Career Development outcomes for Aboriginal people. The plan responds to COAG s National Partnership Agreement to close the gap, in Indigenous Economic Participation with a commitment to halve the gap in employment outcomes, between indigenous and non-indigenous people within a decade. Karreeta is the Gunditjmara word for grow and Yirramboi is the Taungurang word meaning tomorrow. Karreeta Yirramboi sets an Aboriginal employment target of one percent for the Victorian public sector and requires public-sector organisations with 500 or more employees to develop an Aboriginal Employment Plan. Thirty-two Victorian Public Health Services have a workforce over 500 employees. The aim is to develop individual Aboriginal employment plans that are tailored to each organisation s capacity, and reflective of the communities in which they operate. The Department of Health and Human Services has engaged with the Commonwealth Department of Education, Employment and Workforce Relations (DEEWR) to facilitate and coordinate the Aboriginal Employment Plan project. The project is funded by DEEWR with the Department of Health and Human Services taking responsibility for selecting the thirty-two organisations. Priority is given to Health Services with 500 or more employees. Although Portland District Health employs less than 500 staff, the organisation has chosen to develop an Aboriginal Employment Plan, and has been supported as part of the project by the Department of Health and Human Services and DEEWR. The Aboriginal Employment Strategy as set by the Department of Health and Human Services is committed to improving career pathways, so more of the Aboriginal workforce is empowered to take on senior leadership roles now and into the future. 3

4 By building this workforce it ensures the department s services are culturally safe and responsive toward improving, social measures for Aboriginal peo ple across health and wellbeing outcomes. The Aboriginal Employment Strategy has been informed by the department s Koolin Balit: Victorian Government Strategic Directions for Aboriginal Health operating in conjunction with the Moondani: Aboriginal Inclusion Plan Six focus areas have been established by the Department of Health and Human Services in relation to Aboriginal Employment/Plans: 1. Profile and leadership 2. Recruitment 3. Retention 4. Inclusive workplaces 5. Induction 6. Development The Portland District Health Aboriginal and Torres Strait Islander Workforce Officer reports to the Human Resources Manager and has oversight/responsibility for reviewing and revising the Aboriginal Employment Plan. The Human Resources Manager will report to the Chief Executive Officer who will present to the Board of Management regularly. Local Aboriginal Community/Background The Glenelg Shire has more than three times the average proportion of Aboriginal residents compared with the Victorian average. In the 2011, Australian Bureau of Statistics (ABS) 406 people identifying as Aboriginal or Torres Strait Islanders in the Glenelg Shire. The proportion of Aboriginal people in the Shire has continued to increase from 1.2% of population in 2003 to 1.9% in 2006 and 2.1% in

5 The Glenelg Shire Council and the Gunditj Mirring Traditional Owners Aboriginal Corporation, Dhauwurd Wurrung Elderly and Community Health Service and Winda- Mara Aboriginal Corporation have worked together to develop the Glenelg Aboriginal Partnership Agreement and Plan to promote Recognition, Healing and Reconciliation between Aboriginal and non-aboriginal residents. Portland District Health (PDH) will engage and involve the local Aboriginal community in the process of co-producing, updating and revising the Aboriginal Employment Plan through the Aboriginal and Torres Strait Islander Workforce Officers attendance at the bi-monthly Kareeta Ngoot Yoong Wat nan da (Grow Healthy Together) Advisory meetings. Portland District Health (PDH) Organisation Profile PDH is a public health service aiming to provide safe and cost effective primary, acute and aged care services to the residents of Portland and district. The vision of the health service is to deliver excellent health care through continuous improvement and to creatively meet the community s needs by listening, living and working with them. The organisation has 69 approved inpatient beds, 30 nursing home beds, 5 chair Oncology and Dialysis Unit. Through its primary and community health services, Portland District Health offers a full suite of specialists, nursing and Allied Health. In addition the Health Independent PDH programs offer Community Rehabilitation, Post-Acute Care and Chronic and Complex Disease Management. Our Consulting Suite offers the service of 30 visiting specialists travelling from around the region including six resident Specialist Doctor s working permanently from suite. PDH services a population of around 19,777 people mainly located in the Glenelg Shire as per the Australian Bureau of Statistics figures (ABS-2012). The main population centres include the City of Portland and the townships of Heywood, Narrawong, Tyrendarra, Nelson, Merino and Dartmoor. 5

6 PDH Objective The objective of this plan is to increase employment participation of Aboriginal people at PDH to a minimum of two and a half percent of the total workforce. This target is based on head count and not effective full-time equivalent (EFT) and is above the Department of Health and Human Services 2% goal. Our plan will be available for public viewing on our Portland District Health website. Through the process of increasing Aboriginal employment participation a greater understanding of cross-cultural requirements will be achieved to assist in developing the environment and systems for long-term Aboriginal participation across the organisation. To achieve the two and a half percent target, this plan intends utilising both State and Federal funding sources to assist Portland District Health minimise its financial exposure, while creating meaningful training and career opportunities for local Aboriginal and Torres Strait Islander people. Although significant funding is available for wage subsidies and training, Portland District Health will need to provide resources for supervision, mentoring, cultural awareness training and project management. The objectives and outcomes of the plan are spread over the period 2016 to It is important to remember when utilising this document that it is not a static plan. As opportunities arise and momentum grows through new initiatives and greater employee and partnership participation, this plan will reflect the change. 6

7 PROGRESS/STATUS OF PAST PDH PLAN ( ) GOAL / STRATEGY PROGRESS COMPLETION/STATUS To encourage a local Aboriginal person to join the Portland District Health Board of Management. Have an engaged local Aboriginal person on the board. Completed July 2016 Koolin Balit funding grants applications for traineeship/ up-skilling/ to be filled with successfully positions. Aboriginal employment total workforce target one percent. National Aborigines and Islanders Day Observance Committee (NAIDOC) Week ceremony. Koori Careers Day. Aboriginal and Torres Strait Islander applicants being interviewed with Aboriginal and Torres Strait Islander Workforce Officer on panel. Has been successful, we have had the below: Diploma of Nursing (Enrolled Division 2 Nursing) Certificate IV in Allied Health Assistant Certificate II in Aboriginal and/or Torres Strait Islander Primary Health Care Traineeship Medication Endorsement for Registered Enrolled Nurse (Short Course Program) Successfully achieved as currently we have six employees of our 404 employees who selfidentify as Aboriginal giving us 1.5 percent. Our annual flag raising ceremony has been a great success for the past two years. This has been a great success over the past two years. Ensure the Aboriginal and Torres Strait Islander Workforce Officer is on all panels with a known Aboriginal and Torres Strait Islander applicant. Ongoing expected completion date end of 2016 Completed in signing off stages Ongoing expected completion date end of 2016 Ongoing expected completion date October Ongoing 2016 Ongoing

8 ACTION PLAN / GOALS ( ) PDH STRATEGIC DHHS FOCUS PDH ACTION/GOAL GOAL AREA We Create Profile & Leadership Continue close collaboration through the Kareeta Ngoot Yoong Wat nan da (GHT) committee. Develop specific Aboriginal and Torres Strait Islander employee questionnaires/surveys relating to workplace experiences. Ensure all Aboriginal and Torres Strait Islander employees have career development plans. We Create & We Learn Recruitment Identify and promote positions for PDH Aboriginal and Torres Strait Islanders. Actively seek funding to implement traineeships / apprenticeships / scholarships for Aboriginal and Torres Strait Islander people which will be advertised internally and externally. Review potential career pathways that can be developed within PDH employee framework. Establish partnerships with TAFE, Registered Training Organisations and Secondary schools. We Create Retention Retain current Aboriginal and Torres Strait Islander staff. Ensure the workplace is flexible and sensitive to the cultural needs of Aboriginal and Torres Strait Islanders people. Develop workforce culture and environment that supports and maintains the employment of Aboriginal people. We Connect Inclusive Workplaces Continue to foster the Grow Healthy Together relationships with Dhauwurd-Wurrung Elderly Community Health Service, Winda- Mara Aboriginal Health Service and Gunditj Mirring Traditional Owners Aboriginal Corporation. Develop a program that ensures Aboriginal and Torres Strait Islander patients feel welcome and comfortable at PDH. Encourage and identify how PDH can 8

9 improve employee self-identifying as Aboriginal and Torres Strait Islander origin. Actively participate and plan in National Aborigines and Islander Day Observance Committee (NAIDOC) week activities. We Learn Induction Develop a tiered culturally learning framework for all PDH staff, which includes a local Aboriginal and Torres Strait Islander orientation program for new employees which will enhance cultural sensitivity and awareness. Develop a support and guidance pathway to meet the needs of Aboriginal & Torres Strait Islanders who work across numerous departments. We Learn Development Identify and develop Aboriginal & Torres Strait Islander people for future employment at PDH. Interviewing all Aboriginal and Torres Strait Islander applicants. GROW Learning Management System cultural safety mandatory requirement. Promote the Aboriginal Employment Plan internally and externally. Develop culturally appropriate marketing campaigns such as annual yearly career days for students to attract Aboriginal and Torres Strait Islander students pathways, in collaboration with our local area network key stakeholders; TAFE, Deakin University, Secondary Schools. Aboriginal Employment Plan is to be endorsed by the PDH Board of Management and reported against half yearly. 9

10 Key Contacts Portland District Health Contact: Chris Giles Position: CEO Address: Bentinck Street, Portland VIC 3305 Phone: (03) Winda - Mara Aboriginal Corporation Contact: Michael Bell Position: CEO Address: 21 Scott Street, Heywood VIC 3304 Phone: (03) michaelbell@windamara.com Gunditj Mirring Traditional Owners Aboriginal Corporation Contact: Damein Bell Position: CEO Address: Shop 4/48 Edgar Street, Heywood VIC 3304 Phone: (03) Damein@gunditjmirring.com Dhauwurd Wurrung Elderly Community Health Service Contact: John Bell Position: CEO Address: 18 Wellington Road, Portland VIC 3305 Phone: (03) john@dwech.com.au 10

11 Glenelg & Southern Grampians LLEN Contact: Anne Murphy Position: Executive Officer Address: PO Box 556, Hamilton VIC 3300 Phone: (03) Fax: (03) Deakin University Geelong Contact: Professor Liz Cameron Position: Director of Institute of Koorie Education Address: 75 Pigdons Road, Waurn Ponds VIC 3216 Phone: (03) South West TAFE Portland Contact: Denise Lovett Position: Koorie Liaison Officer Address: 154 Hurd Street, Portland VIC 3305 Phone: (03) Mobile: Portland Secondary College Contact: Suzanne Patterson Position: Careers Teacher Address: Must Street, Portland VIC 3305 Phone: (03) Fax: (03)

12 Bayview College, Portland Contact: Marian Hasleton Position: Careers Teacher Address: 119 Bentinck St, Portland VIC 3305 Phone: (03) Heywood & District Secondary College Contact: Stephanie Tashkoff Position: Careers Teacher / Indigenous Co-ordinator Address: Gorrie St, Heywood VIC 3304 Phone: (03) tashkoff.stephanie.s@edumail.vic.gov.au 12

13 REFERENCE MATERIAL PDH Strategic Plan DHHS Aboriginal Employment Strategy Glenelg Shire Statistics Australian Bureau of Statistics 2012 APPROVALS This document was produced by the Portland District Health Aboriginal and Torres Strait Islander Workforce Officer, and approved by the Portland District Health Human Resource Manager, Chief Executive Officer and Board of Management. This document was also approved by our local Indigenous Advisory Committee. 13