POSITION DESCRIPTION

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1 POSITION DETAILS: POSITION DESCRIPTION TITLE: OD Practice Leader Supportive Employment REPORTS TO: HR Director OD and Recruitment LOCATION: Greenlane AUTHORISED BY: Fiona Michel, Chief People & Capability DATE: January 2018 PRIMARY FUNCTION: The Organisational Development (OD) Team exists to create strategy, frameworks, experiences and tools to enable our people to do their life s best work at Auckland District Health Board (ADHB). The team has a common passion, care and enthusiasm for delivering a high quality experience and outcome for our stakeholders. We are high energy, flexible and work collaboratively to deliver exceptional results. We are strongly focused on living the ADHB values and role modelling the behaviours we inspire our people to develop. ADHB has developed a strategy for our lower income employees to encourage and improve their health and wellness; enable them to make informed financial decisions that will positively impact their families, and provide learning opportunities and a career path within the DHB. The THRIVE programme directly contributes to ADHB s vision of healthy communities, and provides a framework of initiatives that may be replicated for other employee groups. This role is a 12 month, fixed term contract that will: Focus on operationalising support mechanisms and initiatives for the following four ADHB employee groups: o those with disabilities o those with mental health needs (including measures for supporting those who develop mental health needs) o our lower income employees; and o young people in our community who may or may not be work ready Pull together all the components of the THRIVE programme and facilitate their extension to these employee groups as relevant Develop supportive employment mechanisms including: o how we bring people in to ADHB o how we support them whilst they are here o sustaining strategies for any employees who may develop mental health needs during their employment here o career management/pathways to success (by their definition of success) o provide opportunities and employment pathways for them to self select and selfmanage for success Develop and implement a plan to achieve the above 1

2 KEY ACCOUNTABILITIES Key Result Area Develop and manage programmes of work Expected Outcomes/Performance Indicators Manage and operationalise the programme s workstreams Build and manage change strategy and communications to enable successful adoption of frameworks, experiences and tools; plan for proactive communication Work to minimise spend leakage Work with key stakeholders to select and manage providers to deliver learning initiatives or projects as appropriate Partner with key stakeholders Develop and implement fit for purpose approaches Recognise Individual Responsibility for Workplace Health and Safety under the Health and Safety in Employment Act 1992 Work with THRIVE programme and supplier partners as needed Keep a continuous focus on cost improvements, quality & timeliness Apply contemporary practice to workstreams as best fits the ADHB environment Have a sound understanding of external trends and approaches Have strong coaching and facilitation skills Company health and safety policies are read and understood and relevant procedures applied to their own work activities Identify and report on workplace hazards, including selfmanagement of hazards where appropriate Can identify health and safety representative for area MATTERS WHICH MUST BE REFERRED TO HR DIRECTOR OD & RECRUITMENT Any emerging factors that could prevent achievement of the KPI at year end Any emerging factors that could prevent budget achievement at year end Any matter that may affect the reputation of the service/s or Auckland District Health Board Any significant human resources/employment relations issues Authorities: FTE Direct Reports: 0 Budget Accountability (if applicable): $NA Relationships External Internal Committees/Groups Health partners in the region Youth Employment Pledge MALT Educational Institutions Unions External suppliers HR Director OD Team HR Managers HR Consultants Remuneration Team askhr Other ADHB Operating Units People Leaders Committees and groups relevant to the position 2

3 Person Specification Education & Essential Desired Qualifications Professional Tertiary level qualification Post Graduate Experience/Knowledge Professional approach to delivery Ideally 7+ years in and consultation Stakeholder management experience Programme and project people related development or transformation projects management Knowledge of NZ Knowledge of the implications of Health Sector the Treaty of Waitangi with a Knowledge of the commitment to Biculturalism Strong relationship management and influencing skills. Excellent oral and written political, legislative or other external influences affecting the health sector communication skills and highly service orientated Business partnering capability Systems thinker Vendor management experience Microsoft Office CRITICAL COMPETENCIES COMPETENCY Drives Vision and Purpose Customer Focus Values Difference Collaborates Learning Agile Strategic Mindset DESCRIPTION Articulates the vision in a way everyone can relate to. Creates milestones and symbols to rally support behind the vision. Creates organisation wide energy and optimism for the future. Shows personal commitment to the vision. Gains insights into customer needs. Identifies opportunities that benefit the customer. Builds and delivers solutions that meet or exceed customer expectations. Establishes and maintains effective customer relationships. Seeks to understand different perspectives and cultures. Promotes an environment where differences are valued and supported. Leverages different experiences, styles, backgrounds and perspectives appropriately. Is sensitive to cultural norms, expectations and ways of communicating. Works collaboratively across the organisation to achieve shared objectives. Facilitates open dialogue with a wide variety of contributors and stakeholders. Partners with others to get work done. Credits others for their contributions and accomplishments. Gains the trust and support of others. Has the capacity for broad and critical thinking. Delivers results through personal drive and by building strong relationships and networks. Is able to get on well with others. Demonstrates the capacity to experiment with new ideas and to personally cope with change. Anticipates future trends and implications accurately. Articulates credible pictures and visions of possibilities that will create sustainable value. 3

4 Credibility / Impact Work in Partnership to reduce Inequality in Outcomes Improves Health Prevents Harm Creating a good first impression; commanding attention and respect; showing an air of confidence Works in a way that: Demonstrates awareness of partnership obligations under the Treaty of Waitangi. Shows sensitivity to cultural complexity in the workforce and patient population. Ensures service provision that does not vary because of peoples personal characteristics. Appreciates insights and ideas of all individuals and works effectively with these differences Work practices show a concern for the promotion of health and wellbeing for self and others. Follows policies and guidelines designed to prevent harm. Acts to ensure the safety of themselves and others. WORKING FOR ADHB EXPECTATIONS OF EMPLOYEES CITIZENSHIP All employees are expected to contribute to the innovation and improvement of Auckland District Health Board as an organisation. This means: Using resources responsibly Models ADHB values in all interactions Maintaining standards of ethical behaviour and practice Meeting ADHB s performance standards Participating in organisation development and performance improvement initiatives Helping to develop and maintain Maori capability in ADHB, including developing our understanding of the Treaty of Waitangi and ways in which it applies in our work Raising and addressing issues of concern promptly THE EMPLOYER AND EMPLOYEE RELATIONSHIP We have a shared responsibility for maintaining good employer/employee relationships. means: This Acting to ensure a safe and healthy working environment at all times Focusing our best efforts on achieving ADHB s objectives A performance agreement will be reached between the employee and their direct manager and/or professional leader containing specific expectations. CONSUMER/CUSTOMER/STAKEHOLDER COMMITMENT All employees are responsible for striving to continuously improve service quality and performance. This means: Taking the initiative to meet the needs of the consumer/customer/stakeholder Addressing our obligations under the Treaty of Waitangi Involving the consumer/customer/stakeholder in defining expectations around the nature of the services to be delivered and the timeframe Keeping the consumer/stakeholder informed of progress Following through on actions and queries Following up with the consumer/customer/stakeholder on their satisfaction with the services 4

5 PROFESSIONAL DEVELOPMENT As the business of ADHB develops, the responsibilities and functions of positions may change. All staff are expected to contribute and adapt to change by: Undertaking professional development Applying skills to a number of long and short term projects across different parts of the organisation Undertaking such development opportunities as ADHB may reasonably require 5