ANZSCO CODE PCAT CODE TBA

Transcription

1 WELLBEING SPECIALIST BRANCH/UNIT TEAM LOCATION CLASSIFICATION/GRADE/BAND POSITION NO. People and Safety Work Health and Safety Optional TWL8 TBA ANZSCO CODE PCAT CODE TBA TAFE Website 1. ORGANISATIONAL ENVIRONMENT TAFE NSW s purpose is to skill the workforce of the future. It is Australia's leading provider of vocational education and training with over 500,000 annual enrolments and a proud history for setting the benchmark for quality service. As the NSW public provider, it supports the NSW Government's priority to grow skills for the economy and jobs of tomorrow. Critically, TAFE NSW plays a vital role in providing vocational education in rural and regional NSW, and job training pathways for the most vulnerable in the community. TAFE NSW offers the best of campus-based delivery as well as flexible, online and work-based learning. The TAFE NSW values of Customer First, Collaboration, Integrity and Excellence guide our team in strengthening communities, delivering world-class training for our students and producing job ready graduates for employers. The operating environment for TAFE NSW is dynamic as we leverage our scale, expertise, passion and reputation to meet the rapidly changing VET landscape. TAFE NSW is committed to its students and customers and the role it plays in changing lives and opening up opportunities through learning. 2. POSITION PURPOSE The Wellbeing Specialist is responsible for developing and implementing initiatives designed to drive positive improvements in the injury management performance of TAFE NSW and minimise health related risk in the TAFE NSW work environment. Last Updated: May 2017 Version 1 Page 1 of 5

2 3. KEY ACCOUNTABILITIES 1. Review, evaluate, and analyse TAFE NSW work environments to drive positive improvements in injury management performance and embed quality assurance and strong linkages with the TAFE Safety Management Systems. 2. Design and implement programs to control, eliminate, and prevent disease or injury caused by chemical, physical, and biological agents or ergonomic factors. 3. Develop and deliver a Health and Wellbeing programs that focuses on identifying and promoting Health and Wellbeing issues around workplace injuries and risk exposure. 4. Embed health and wellbeing practices to drive productivity improvement through reductions in absenteeism. 5. Collaborate with Work Health and Safety (WHS) managers, WHS specialists, case managers and Regional Business Units (RBUs) to identify emerging trends through accurate data analysis to pro-actively respond to staff health risks in TAFE NSW regions. 6. Coordinate with TAFE NSW Workers Compensation Insurer and Treasury Managed Fund (TMF) to identify opportunities to reduce the cost and impact of work related injuries. 7. Interface with stakeholders and provide advice and data to assist in the resolution of complex and sensitive injury management and staff health issues. 8. Develop programs and strategies, KPIs and measures to assist employees and managers in identifying early signs of stress, depression and anxiety related illnesses and evaluate efficacy of EAP, health and wellbeing programs and initiatives through robust review to drive continuous improvements. 9. Provide a supportive mechanism through education and training to employees and managers who may have problems dealing with stressful situations. 10. Reflect TAFE NSW s values in the way you work and abide by policies and procedures to ensure a safe, healthy and inclusive work environment. 11. Place the customer at the centre of all decision making. 12. Work with the Line Manager to develop and review meaningful performance management and development plans. 4. KEY CHALLENGES Gaining understanding and acceptance from stakeholders of the processes and procedures that govern injury management policy and related legislation. Creating WHS programs that simplify the implementation of preventative processes to address hazardous issues and reduce absenteeism. Managing the competing and conflicting agendas of different stakeholders in determining outcomes to complex injury management cases. 5. KEY RELATIONSHIPS WHO WHY Internal Injury Management & Workers Compensation Manager Receive leadership, support and advice on the development and implementation of initiatives and processes to improve injury management performance and the rehabilitation of injured workers. WHS Team/Injury Management Case Specialists Collaboration to provide a cohesive and innovative set of deliverables and processes. Last Updated: May 2017 Version 1 Page 2 of 5

3 Regional WHS Managers and Teams Collaborate to analyse data to identify emerging trends in order to pro-actively respond to staff health risks. 6. POSITION DIMENSIONS Reporting Line: Injury Management & Workers Compensation Manager Direct Reports: Nil Indirect Reports: Nil Financial Delegation: TBA Budget/Expenditure: TBA Decision Making: Makes decision on complex and sensitive issues that have a high level of impact on the immediate work area and the potential to impact more broadly on agency operations and externally. Matters requiring a higher level of approval are referred to the Reporting Line Manager. 7. ESSENTIAL REQUIREMENTS 1. Relevant tertiary/diploma qualification in Work Health and Safety or related field. 2. Well-developed knowledge of Safe Work NSW and WHS legislation, regulations and contemporary practices. 3. Experience in establishing and implementing organisation-wide health and wellbeing programs. 4. Class C driver s licence with the capacity to travel for TAFE NSW business purposes as required. 5. Ability to address and meet focus capabilities as stated in the Position Description. 8. CAPABILITIES Below is the full list of capabilities and the level required for this role as per the NSW Public Sector Capability Framework. The capabilities in bold are the focus capabilities for this role. Refer to the next section for further information about the focus capabilities. Capability levels are as follows and reflect a progressive increase in complexity and skill: Foundational > > > Advanced > Highly Advanced CAPABILITY GROUP NAME LEVEL Display Resilience & Courage Act with Integrity Manage Self Value Diversity Communicate Effectively Commit to Customer Service Work Collaboratively Influence and Negotiate Last Updated: May 2017 Version 1 Page 3 of 5

4 Deliver Results Plan And Prioritise Think and Solve Problems Demonstrate Accountability Finance Technology Procurement and Contract Management Project Management Foundational Foundational OCCUPATION/PROFESSION SPECIFIC CAPABILITIES FOR THE POSITION CAPABILITY DEFINITION LEVEL Organisational Culture Workforce Relations Employee Services Identify, assess and encourage workplace values and behaviours to foster an engaged, inclusive and high performing workforce. Develop and deliver effective workplace practices aligned with organisational objectives and regulatory and legislative requirements. Delivery customer focused services to optimise the employment life-cycle experience at an individual and organisational level. FOCUS CAPABILITIES The focus capabilities for the Wellbeing Specialist are the capabilities in which occupants must demonstrate immediate competence. The behavioural indicators provide examples of the types of behaviours that would be expected at that level and should be reviewed in conjunction with the position s key accountabilities. NSW Public Sector Focus Capabilities Group and Capability Level Behavioural Indicators Personal Attributes Act with Integrity Relationships Commit to Customer Service Represent the organisation in an honest, ethical and professional way and encourage others to do so. Demonstrate professionalism to support a culture of integrity within the team/unit. Set an example for others to follow and identify and explain ethical issues. Ensure that others understand the legislation and policy framework within which they operate. Act to prevent and report misconduct, illegal and inappropriate behaviour. Take responsibility for delivering high quality customer-focused services. Understand customer perspectives and ensure responsiveness to their needs. Identify customer service needs and implement solutions. Last Updated: May 2017 Version 1 Page 4 of 5

5 Group and Capability Level Behavioural Indicators Relationships Work Collaboratively Results Deliver Results Results Demonstrate Accountability Business Enablers Project Management Find opportunities to co-operate with internal and external parties to improve outcomes for customers. Maintain relationships with key customers in area of expertise. Connect and collaborate with relevant stakeholders within the community. Encourage a culture of recognising the value of collaboration. Build co-operation and overcome barriers to information sharing and communication across teams/units. Share lessons learned across teams/units. Identify opportunities to work collaboratively with other teams/units to solve issues and develop better processes and approaches to work. Take responsibility for delivering on intended outcomes. Make sure team/unit staff understand expected goals and acknowledge success. Identify resource needs and ensure goals are achieved within budget and deadlines. Identify changed priorities and ensure allocation of resources meets new business needs. Ensure financial implications of changed priorities are explicit and budgeted for. Use own expertise and seek others' expertise to achieve work outcomes. Assess work outcomes and identify and share learnings to inform future actions. Ensure that actions of self and others are focused on achieving organisational outcomes. Exercise delegations responsibly. Understand and apply high standards of financial probity with public monies and other resources. Identify and implement safe work practices, taking a systematic risk management approach to ensure health and safety of self and others. Conduct and report on quality control audits. Identify risks to successful achievement of goals, and take appropriate steps to mitigate those risks. Perform basic research and analysis which others will use to inform project directions. Understand project goals, steps to be undertaken and expected outcomes. Prepare accurate documentation to support cost or resource estimates. Participate and contribute to reviews of progress, outcomes and future improvements. Identify and escalate any possible variance from project plans. Last Updated: May 2017 Version 1 Page 5 of 5