agenda cqhhs consultative forum - together › files › 1415 › 5675 › 4015 › ... · agenda...

Agenda CQHHS Consultative Forum

Chairperson Shareen McMillan Date and Time 9.00 am – 11.00 am

Friday, 3 May 2019

Venue Executive Board Room

Rockhampton Hospital Secretariat

Hannah Gardner

A/Employee Relations Support Officer

Steve Williamson, Health Service Chief Executive

Sharyn O’Mahoney, A/Executive Director Workforce

Wendy Hoey, Executive Director Rockhampton Hospital

Sandy Munro, Executive Director Gladstone and Banana

Robert Forsythe, A/Executive Director Rural and District Wide Services

Matthew Boyd, A/Executive Director Nursing and Midwifery, Quality and Safety

Tineale Vea Vea, Manager Occupational Health and Safety

Andrew Bailey, A/Manager Human Resource Services

Grant Burton, QLD Nurses and Midwife Union Organiser

Ruth McFarlane, Together Union Representative

Allison Finley-Bissett, Lead Organiser Together Union

Ashleigh Saunders, Together Union Representative

Billy Bijoux, Electrical Trades Union

Craig Sell, Organiser Australian Worker’s Union

Graham Brewitt, Regional Organiser United Voice

Campbell Murfin, Together Union Representative

Mark Pattel, Australian Medical Association QLD Representative

Apologies James Kelaher, A/Chief Finance Officer

Kerrie-Anne Frakes, Executive Director Strategy, Transformation and Allied Health

Guests Megan Dunstan, FSR Transition Lead

James Jenkins, Nursing Director – Division of Medicine

Deb Hirning, Director of Nursing – Aged Care Clinical and Rehabilitation Services

Presentations Nil

Teleconference 1300 590 084 Dial code: 400786 Pin 5776# (QH internal)

Videoconference Dial 400786 Pin 5776# (QH internal)

CQ Health acknowledges the Traditional Owners of the land, and pays respect to Elders past, present and future.

1. Living our Values

1.1. Care: We are attentive to individual needs and circumstances

1.2. Integrity: We are consistently true, act diligently and lead by example

1.3. Respect: We will behave with courtesy, dignity and fairness in all we do

1.4. Commitment: We will always do the best we can all of the time

of 3

2. Confirmation of previous minutes

2.1. Confirmation of minutes from previous meeting held April 2019

3. Business arising from previous minutes (as per Action Plan)

3.1. Action Register

4. Executive Director Operational Reports

4.1. Chief Executive Officer (Quarterly) Steve Williamson

4.2. Executive Director Workforce Sharyn O’Mahoney

4.3. Chief Finance Officer James Kelaher

4.4. Executive Director Nursing, Midwifery, Quality & Safety Matthew Boyd

4.5. Executive Director Rockhampton Hospital Wendy Hoey

4.6. Executive Director Rural and District Wide Services Robert Forsythe

4.7. Executive Director Gladstone and Banana Sandy Munro

4.8. Executive Director Strategy, Transformation and Allied Health Kerrie-Anne Frakes

5. EB Reporting Requirements

5.1. Permanent vacancy – Feb/May/Aug/Nov

5.2. Temporary employee – Feb/May/Aug/Nov

5.3. New Starter – Feb/May/Aug/Nov

5.4. Resignations – Feb/May/Aug/Nov

5.5. Casual employees (labour hire only for BEMS) – Feb/May/Aug/Nov

5.6. Contracting – Feb/May/Aug/Nov

5.7. Current staff lists (6 monthly) – Feb/Aug

6. Workplace Health and Safety

6.1. Dashboard Report April 2019 Tineale Vea Vea

6.2. Occupational Violence Prevention Update Tineale Vea Vea

6.3. AS4801 Audit Update – Action List Tineale Vea Vea

7. Staff Opinion Survey (biannually)

7.1. Nil

8. LCF/LCC Minutes

8.1. Rockhampton Nursing and Midwifery Consultative Forum Wendy Hoey

8.2. Gladstone and Banana Nursing and Midwifery Consultative Forum Sandy Munro

8.3. Gladstone and Banana Local Consultative Forum Sandy Munro

8.4. Gladstone and Banana Administrative Local Consultative Forum Sandy Munro

8.5. Gladstone Operational Services Local Consultative Forum Sandy Munro

8.6. Residential Aged Care Local Consultative Committee Robert Forsythe

8.7. Rockhampton Administrative Local Consultative Committee Wendy Hoey

8.8. Mental Health Local Consultative Committee Robert Forsythe

8.9. Rockhampton Operational Services Local Consultative Committee Wendy Hoey

8.10. Health Practitioner Local Consultative Forum Kerrie-Anne Frakes

8.11. Central Highlands Local Consultative Committee Robert Forsythe

8.12. BEMS Local Consultative Forum James Kelaher

of 3

9. Escalations from LCF/LCC

9.1. Nil

10. Workload Management (via LCF/LCC)

10.1. Nil

11. Circulars/Policies

11.1. Nil Andrew Bailey

12. Organisational Change & Projects

12.1. Financial System Renewal (FSR) Program Megan Dunstan

12.2. Business Case for Change Update - Aged Care Model of Care, NRNC &

SAGE Unit, Rockhampton Hospital

James Jenkins / Deb

Hirning

12.3. Business Case for Change Update – Level 5, New Ward Block,

Rockhampton Hospital Wendy Hoey

13. Work Life Balance

13.1. Nil

14. Contracting

14.1. Nil

15. Equity and Diversity Report

15.1 For discussion and noting Sharyn O’Mahoney

16. New Business without notice

Next Meeting Date

Confirmed Date Friday, 7 June 2019

Confirmed Time 9.00 AM – 11.00 AM

Confirmed Venue TBC

CQHHS Consultative Forum Minutes

Chairperson Shareen McMillan Date and Time 9.00 am – 11.00 am

Friday, 5 April 2019

Venue Executive Board Room

Rockhampton Hospital Secretariat

Samantha Lynam

A/Workplace Relations Advisor

Shareen McMillan, Executive Director Workforce

James Kelaher, A/Chief Finance Officer

Wendy Hoey, Executive Director Rockhampton Hospital

Sandy Munro, Executive Director Gladstone and Banana

Robert Forsythe, A/Executive Director Rural and District Wide Services

Matt Boyd, A/Executive Director Nursing and Midwifery, Quality and Safety

Belinda Driscoll, A/Manager Occupational Health and Safety

Andrew Bailey, A/Manager Workforce Culture and Performance

Ruth McFarlane, Together Union Representative

Ashleigh Saunders, Together Union Representative

Craig Sell, Organiser Australian Worker’s Union

Sue Leis, Australian Worker’s Union (Proxy)

Apologies

Steve Williamson, Health Service Chief Executive

Kerrie-Anne Frakes, Executive Director Strategy, Transformation and Allied Health

Allison Finley-Bissett, Lead Organiser Together Union

Graham Brewitt, Regional Organiser United Voice

Grant Burton, QLD Nurses and Midwife Union Organiser

Campbell Murfin, Together Union Representative

Mark Pattel, Australian Medical Association QLD Representative

Billy Bijoux, Electrical Trades Union

Guests Megan Dunstan, FSR Transition Lead

Deb Hirning, Director of Nursing – Aged Care Clinical and Rehabilitation Services

Presentations Nil

Teleconference 1300 590 084 Dial code: 400786 Pin 5776# (QH internal)

Videoconference Dial 400786 Pin 5776# (QH internal)







of 6


2.1. Minutes confirmed from previous meeting held March 2019

3. Refer to Action Plan

3.1. Discussion and Update – Rockhampton Hospital Car Park

• The car park policy is a Statewide policy and cannot be amended

• There was extensive consultation via car park committee – Grant

Burton was a member of the car park committee and engaged

throughout the process. Council was also engaged in this

consultation.

• ED RBU spoke with council informally about metered parking and at

this stage there are no plans to implement regulated parking

• Regulated car parking throughout hospital is to ensure that parks are

utilised appropriately.

• Subsidies for Mental Health patients are available and these patients

are offered staff rates.

• Recognition that patient group who experience biggest detriment of

paid parking are cancer / renal. These patients are offered

concessions to assist.

• Noted that car park closed across the road – ED RBU to take this on

board.

Wendy Hoey

4. Executive Director Operational Reports

4.1. Chief Executive Officer (Quarterly)

• Minister for Health and Ambulance Services Steven Miles was at

CQHHS for two (2) days and held a number of meetings with unions

and staff.

• The development of a full medical program in Central Qld and Wide

Bay moved a step closer with all parties signing a Memorandum of

Understanding. A local medical program will provide our bright young

students the chance to complete all of their medical studies locally,

and secure our future medical workforce. The plan is to have the

program in place by 2022.

• HSCE Steve Williamson, Minister for Health and Ambulance

Services Steven Miles, Federal Member for Capricornia Michelle

Landry and CQ Health Board Chair Paul Bell unveiled the plaque at

the official opening of Rockhampton Hospital’s multi-level car park.

• Budget was a hot topic of discussion.

• BCG / QTC has concluded and now moving into new phase with five

(5) key projects.

• CQ Health staff took park in a health round table on finance and

costing improvement in Sydney this week. The focus was on

demonstrating value in safer patient care. Each of the 17 health

services prepared a poster and had two minutes to present their

service innovation to the group. The top three posters were selected

by participants to present in full at the workshop’s afternoon session.

CQ Health received the most votes in the group and Executive

Director Rockhampton Business Unit, Wendy Hoey and Clinical

Coder Peter Gorman presented CQHHS innovative work, and the

whole team participated in a question-and-answer session.

• Politically – Federal Labour have pledged as an electron promise to

look at purchasing the Mater Hospital at Gladstone and give to QLD

Health, so watching that space.

Shareen McMillan

on behalf of

Steve Williamson

of 6

4.2. Executive Director Workforce

• myHR went live in CQ last Thursday with more than 450 staff logging

in on the first day. The overall response from end users has been

positive.

• Resilience training is continuing and all employees are encouraged

to attend. Feedback is that the training is very worthwhile and

rewarding.

• CQ Staff Award nominations are open from 1 April 2019 – 30 April

2019.

Acknowledgement of feedback that nomination form is too long and

time consuming which may deter employees from completing them.

Feedback will be taken back to the committee to find an appropriate

balance.

• Amanda Miller has commenced as Workforce Culture and

Performance Manager.

• Sharyn O’Mahoney will be Acting EDWFD 17th April – 4 June 2019.

• Andrew Bailey is Acting Human Resource Manager until 4 June

2019.

Shareen McMillan

4.3. Chief Finance Officer

• Budget is on track which will mean that CQ shouldn’t have a deficit at

the conclusion of the year and hopeful of a small surplus.

• Expenses on labour have always been problematic to estimate but

anticipate that CQ is on track with labour expenditure.

• There has been an increase in medical overtime which is a result of

increased activity. This has resulted in over budget the last few

months.

• Repairs and maintenance have been lacking across the board, so

there is a focus on this area to reduce costs down the track.

• Introduction of a number of new systems – MyHR, Billings, Finance

System.

• With upcoming election, makes it difficult to forecast what next year

will look like for CQHHS so making predictions based on the

unknown.

• CQHHS productivity expectations for 2019 are anticipated to deliver

productivity of 2.5-3%.

James Kelaher

4.4. Executive Director Nursing, Midwifery, Quality & Safety

• Sue Foyle returns 8 May 2019.

• Accreditation commences in 8 weeks’ time so have been preparing.

Matt Boyd

4.5. Executive Director Rockhampton Hospital

• Continued work with James and the coding team to ensure HHS is

paid appropriately for the work that is being done, while maintaining

quality patient care.

• Next two months is a tricky time where there is a need to sustain

energy and focus whilst building budgets and protections to prepare

for 2020. Significant clinical engagement involved when looking how

to build budget and manage time / resources appropriately

• Extra workload / staffing with car parking has been managed well.

Reception is commended for their commitment and positivity.

• Had positive staff meeting last week with regards to SAGE process

change and discussion around language and what staff would like to

call things – EG: rename palliative care. Consultation packs went

out this morning for review.

• Have submitted an application to increase renal funding within CQ.

Hopefully will receive funding from this.

• MOPP no longer at Mt Morgan and public concern surrounding

closure of hospital and GP services. There are plans to keep Mt

Morgan GP Service running. The hospital is not closing.

• Cap Coast – 6-month DMS appointed – working to finalise the

medical model.

Wendy Hoey

of 6

• DMS Rockhampton – Ross Duncan – retired yesterday.

Dr Alan Sandford is in this role from next week.

• Dr Jude Joseph – taken on interim CD in Paediatrics following the

resignation of Dr Fred Nagel. Reviewing the RD before advertising.

• DON position at Rton hospital – hard to fill position – discussion

around how the position can become more attractive.

• Allied Health cascading recruitment – month by month plan on when

positions will be advertised.

4.6. Executive Director Rural and District Wide Services

• Aboriginal and Torres Strait Islander women now have access to CQ

Health’s brand new Gumma Gundoo Indigenous Midwifery Group

Practice (MGP). This new service provides culturally appropriate

care for Aboriginal and Torres Strait Islander women. The team

includes midwives and Indigenous health workers based in

Rockhampton and Woorabinda, and a transport officer to help get

women to appointments.

• SACS – appointments made within administration reception.

• Nurse Practitioner commencing at Capella.

• Blackwater appointment of Clinical Nurse and Registered Nurse.

• Eventide audit raised a number of issues.

• NRNC waiting outcome of their audit.

• Oral Health – decrease dentists in Rockhampton to create senior

dentist position in Biloela. Oral Health / Robert to clarify whether FTE

has been moved, or whether FTE has been decreased for the

creation of the Biloela position?

• Mental Health ongoing recruitment.

Robert Forsythe

4.7. Executive Director Gladstone and Banana

• OHS Advisor at Biloela appointed and commenced - Robbie Harland

• Ideas van is continuing across CQ and largely to support indigenous

clients but all clients welcome

• ED renovations are progressing.

• Issues with car parking and working through.

• Looking at CSD refurbishment.

• Business case for change for Nursery with QNMU.

• Developing model of care for escalation beds in Medical Surgery.

• Director Midwifery position advertised and there were 2 applicants

and looking to interview next Friday.

• Mel Wakefield has resigned effective 28 April –EOI initially to temp

fill and then permanently advertise.

• Joy Pitman DON Biloela has resigned effective 9 October.

• Review medical model in Gladstone.

• Additional administration support in pre- admissions clinic to support

staff as high workload.

• Work has been finalised which should significantly reduce risk

pertaining to incident at Biloela.

• Rural maternity taskforce has been to Theodore and now waiting on

information.

• Reduction in services Monday – Friday is already having an impact

at Gladstone Hospital and staff are quite anxious and community

feels the same.

• Progressing the switchboard and where this will be best placed.

Currently recruiting to this position.

• Operational services review (involves Tony Beers).

• Sandy and Ashleigh to discuss offline RE conditions / requirements

when employees are doing outreach work.

Sandy Munro

4.8. Executive Director Strategy, Transformation and Allied Health

• Nil Kerrie-Anne Frakes

of 6


5.1. Permanent vacancy – Feb/May/Aug/Nov

5.2. Temporary employee – Feb/May/Aug/Nov

5.3. New Starter – Feb/May/Aug/Nov

5.4. Resignations – Feb/May/Aug/Nov

5.5. Casual employees (labour hire only for BEMS) – Feb/May/Aug/Nov

5.6. Contracting – Feb/May/Aug/Nov

5.7. Current staff lists (6 monthly) – Feb/Aug

6. Workplace Health and Safety

• Recognition that Risk Man encourages greater reporting.

• Concerns raised from Union that the floors in Kitchen at Rockhampton Hospital are slippery and

employees don’t feel comfortable reporting online – encouragement to raise issues at staff meetings

and/or LCF and also to engage OHS to assist with any issues.

• Reinforce that recommendations and changes cannot be made unless issues are reported.

6.1. Dashboard Report April 2019

• 648 staff incidents this financial year.

• No notifiable events in March.

• Workers comp – 68 claims this financial year.

• 6 current common law claims.

Belinda Driscoll

6.2. Occupational Violence Prevention Update

• Cap Coast and Emerald recently gained FTE for FSSO. Belinda Driscoll

6.3. AS4801 Audit Update – Action List

• Will distribute out of session. Belinda Driscoll

7. Staff Opinion Survey (biannually)

7.1. Nil

8. LCF/LCC Minutes

8.1. Rockhampton Nursing and Midwifery Consultative Forum Wendy Hoey

8.2. Gladstone and Banana Nursing and Midwifery Consultative Forum Sandy Munro

8.3. Gladstone and Banana Local Consultative Forum Sandy Munro

8.4. Gladstone and Banana Administrative Local Consultative Forum Sandy Munro

8.5. Gladstone Operational Services Local Consultative Forum Sandy Munro

8.6. Residential Aged Care Local Consultative Committee Robert Forsythe

8.7. Rockhampton Administrative Local Consultative Committee Wendy Hoey

8.8. Mental Health Local Consultative Committee Robert Forsythe

8.9. Rockhampton Operational Services Local Consultative Committee Wendy Hoey

8.10. Health Practitioner Local Consultative Forum Kerrie-Anne Frakes

8.11. Central Highlands Local Consultative Committee Robert Forsythe

8.12. BEMS Local Consultative Forum James Kelaher

9. Escalations from LCF/LCC

9.1. Nil

10. Workload Management (via LCF/LCC)

10.1. Nil

of 6

11. Circulars/Policies

11.1. Nil Andrew Bailey

12. Organisational Change & Projects

12.1. Financial System Renewal (FSR) Program

• Consultation period has concluded with approx. 44 responses

providing feedback.

• Rolled out first phase of e-learning and the interface is the same as

MyHR.

• Most employees are comfortable with the change process.

• Training will ramp up between now and 20 May.

• There will be a hyper-care period up until September which will

provide additional assistance.

• Employed a person from HSQ for assistance with the roll out.

• Michaela Jackson has been seconded to the project training area.

• Kirsty Molloy is backfilling within the process area.

Megan Dunstan

12.2. Business Case for Change Update - Aged Care Model of Care, NRNC &

SAGE Unit, Rockhampton Hospital

• In stage 2 – post consultation where one on one meetings will

occur from next week.

• This will be quite an extensive period of time

• Rosters for NRNC are sitting with HR to review ER/IR requirements

• Additional docs were emailed out this morning for additional

feedback.

Deb Hirning

12.3. Business Case for Change Update – Level 5, New Ward Block,

Rockhampton Hospital

• Outlined in EDRH update.

Wendy Hoey

13. Work Life Balance

13.1. Nil

14. Contracting

14.1. Nil

15. Equity and Diversity Report

15.1 For discussion and noting Shareen McMillan

16. New Business without notice

• Nil

Next Meeting Date

Confirmed Date Friday, 3 May 2019

Confirmed Time 9.00 AM – 11.00 AM

Confirmed Venue Medical Education Unit – Tute Room 2

Chair Ashleigh Saunders

Consultative Forum

CQHSCF Action Items – April 2019

Action item

Item Description Action Responsible

Officer Timeframe Status

1 Electrical Issues

Attempting to get electricians to be more proactive in raising

issues; however, they are not documenting so information is

getting lost and they are getting some resentment as raising

issues creates work for other staff.

Action: Meeting to be held in October regarding the use of

contractors; could also include electrician who is currently sitting

in the role.

Update 2/11/18: Action was originally with Muku Ganesh. Wendy

Hoey and Billy Bijoux to meet to discuss.

Update 7/12/18: Meetings have commenced and Billy is happy

with progression and will be managed externally but is ongoing.

Update 7/02/19: Wendy Hoey advised Billy Bijoux and James

Kelaher are working together to resolve issues. Meetings have

commenced and progress made. Is being managed externally

and ongoing. Wendy Hoey thanked Billy Bijoux for raising

concerns and sharing ideas surrounding this.

Update 1/03/19: Committee agreed to keep item open and

ongoing.

Update 5/04/19: Billy Bijoux – apology for meeting.

James Kelaher acknowledged BEMS LCC recognised

relationships are stabilising. There is a now a process in

place for engaging external contractors/contracts.

Committee agreed to keep item open until Billy is in

attendance.

Billy Bijoux

Wendy Hoey Ongoing Ongoing

of 5

2 Plaster Training

Feedback Jo received from staff was that training was good,

however it needed to be longer, which Jo will investigate options

and report back to next meeting.

Update 07/12/18: Review training and investigating on aligning

the training across the CQHHS. There are a few hot spots that

training needs to be improved. Sandy is making sure that training

is scheduled on a regular basis. Update at next meeting.

Update 07/02/19: Sandy Munro updated that Gladstone and

Banana have one officer who is an assessor in plastering but

hasn’t completed training component of a Cert IV. Have put a

request through to education and training about how to best

support this. Also looking at how we can put more scheduled

training in place. Committee agreed to keep item open and

ongoing for now.

Update 1/03/19: Sandy advised this is raised at the Operational

Staff LCF. The plaster tech at Gladstone needs further upskilling

and Gladstone is organising the enrolment of training. Gladstone

has received the quote from Tafe and will co-ordinate

commencement with the employee.

Gladstone is working with Rockhampton to ensure a standardised

process for upskilling and plastering.

Sandy advised training workshops have commenced and will be

ongoing over an annual basis.

Committee agreed to keep item open and ongoing.

Update 5/04/19: Tony Beers – apology.

Sandy Munro advised large number of plaster training has taken

place at Gladstone and Biloela. Dilip Kumar (Clinical Director

Emergency) will be in Biloela 2 May 2019 to assist with plaster

training.

Sandy advised that this is completed and a large body of work

has been done in this area. Committee agreed to keep item

tabled until Tony is present at next meeting.

Tony Beers

Sandy Munro Ongoing Ongoing

of 5

3

Excess leave Catering

Services Rockhampton

Hospital

Request to be made of Sandi Brill to give a profile of the excess

leave balance in Catering Services at Rockhampton Hospital to

be provided at next meeting.

Update 14/09/18: Staff issue is an inability to take leave when

they want to; this issue has been raised previously at LCC over

the past couple of years.

Staff leave issues to be discussed with Michelle Jorgensen.

Update 05/10/18: Wendy has spoken to Michelle and Kim and

has worries that this wasn’t brought up in LCC. Wendy to discuss

with Craig on the functioning of LCC. Statistics show that there is

no excess leave.

Update 07/12/18: ongoing

Update: 07/02/19: James Kelaher spoke with Kim Kekewick who

advised that the high leave balances are being managed –

conversations have taken place with staff and reasons / plan to

reduce have been noted. Joanne Chapman noted OSO LCC is in

two weeks’ time so anticipate further discussion then. Wendy

Hoey noted that if employees have concerns about leave, this

needs to be escalated promptly via appropriate channels rather

than as a collective due to individualised circumstances /

situations. Committee agreed to keep item open and ongoing for

now.

Update 1/03/19: James Kelaher advised that he believed the

leave issues have been dealt with.

Craig Sell advised the leave issue was not limited to the

Christmas period, but throughout whole year.

Craig advised that there is limited options for when people can

take leave.

The excess leave is a by-product of people wanting to take leave

and not being able to.

Wendy Hoey encouraged any individual staff to raise their

concerns with Michelle or Kim if aggrieved with the inability to

take leave when they wish,

Wendy Hoey Ongoing Ongoing

of 5


Action item



James Kelaher queried whether casuals could be used in peak

periods to enable staff to take leave when it suited them.

Craig noted this discussion had occurred at local level for

significant amount of time and requires a resolution.

Committee agreed to keep item open and ongoing.

Update 5/04/19:

Wendy Hoey advised that line managers and herself and not

aware of any individual concerns with regards to employees

being denied leave

It was noted by Union rep that employees are not lodging leave

applications at all

Encouragement for employees to submit leave forms in order to

report the number of applications that are being refused

Wendy will speak with Michelle and Kim to encourage employees

to put the leave forms in.

4

Together Union requests

RDWS to establish an

RDWS LCC

Together Union requests RDWS to establish an RDWS LCC

Update 5/04/19:

Together will provide formal correspondence to Robert Forsythe

with regards to the establishment of an LCC as this has not yet

occurred

Robert Forsythe ASAP Ongoing

of 5


Action item



5 Long Term Unfilled

Positions

Request of the Unions to review long term unfilled positions.

Unions would like info on date position became vacant, date

position was first advertised, whether the position is currently

filled by a temp employee

Update 5/04/19:

The report provided did not capture the data requested by the

unions and was very difficult to understand.

Request from Unions to narrow report down to long term hard to

fill permanent vacancies that have been filled long term by

temporary employees.

• Date position became vacant

• Date initially advertised (+ multiple adverts)

• Is the position currently filled

• Date temp employee placed in role

Unions requested these reports by provided out of session and

prior to next meeting.

Shareen McMillan Prior to 3 May 2019 (next DCF)

Ongoing

3/19 Minutes of Gladstone & Banana Nursing and Midwifery

Consultative Forum

Chairperson Grant Burton

QNMU Organiser

Date and

Time

Tuesday 19th March 2019

09:00 – 10:00

Venue Administration Conf Room Gladstone Hospital

Minute

Taker: Lynette Hard, Nursing ESO

Dial Details: Videoconference:832532

Teleconference: 1300 590 084 Passcode: 832532 #

Attendees

QNMU: Grant Burton (GB), Susan Nankivell (SN), Cora Marbach (CM), Cath Dobbin (CD), Bronwyn Galea (BG), Marguerite Bradley (MB), Collette Goldsworthy (CG)

Management: Mellisa Wakefield (MW), Emma Elliott (EE), Leigh Lanzon (LL), Susan Foyle (SF), Sharon Graham (SG), Julie McRae (JM), Ange Hyland (AH), Nicole Branch (NB), Tracey Fish (TF), Melissa Megaw (MM)

Via VC: Leanne Pound (LP), Joanne Dowley (JD), Jennifer Ralaca (JR)

Apologies Elizabeth Warn, Jordan Peasley, HR Workforce Representative

Guests

Presentations n/a

Affirmation of our Values

Care: We were attentive to individual needs and circumstances Yes No

Integrity: We were consistently true, acted diligently and led by example Yes No

Respect: We behaved with courtesy, dignity and fairness Yes No

Commitment: We did the best we could all of the time Yes No


Patient Story: nil 1. Confirmation of Previous Minutes

The minutes of the previous meeting (Tuesday 19th February 2019) were confirmed as being accurate record of proceedings: Moved Susan Nankivell, Seconded Mellisa Wakefield

2. Business arising (Action Sheet)

a. Review Action Register

Director Update (recorded under New Business)

3. Standing Business

3.1

Workload Monitoring Forms

• MW advised that 46 Workload Monitoring Forms were submitted in February:

• Child Health x 3, Periop x 10, Maternity x 23 (includes18 forms that are related to issues

dating back to December 2018), Paeds x 7, Ward 1 x 2, Renal x 1.

• MW advised that CSD workloads are related to steriliser break downs and that the Child

Health plus a number of the Maternity workloads are related to administration support

• EE advised that Child Health’s are related to charts not being available for clinics and she

has met with the Admin Coordinator to resolve this. Turn over of AO staff and lack of

of 5

duties list is meaning some tasks are being overlooked.

• GB noted that MGP workload form indicates that admin tasks form part of the MGP role

whereas the MGP local agreement states that they will have access to admin. MW

advised that benchmarking with Rockhampton is occurring along with discussions to

clarify what access means. SG advised that the AO role has been reviewed and support

for MGP in not part of the role.

• SN advised that feedback from MGP staff is that they do all their own charts etc which

impacts on their workload. MB advised that this flows on to ward staff workloads as well.

• GB advised that nursing staff in other facilities including Rockhampton are reporting

similar issues with clinical time being spent collecting and returning charts etc.

• MB advised that Midwifery staff complete admission and discharge processes in the AH

environment.

3.2

Nursing Recruitment & Vacancies

• Vacancy report tabled and discussed

• SN queried why the Child Health position had been advertised as part-time. EE advised

that it was advertised as multiple of part time or full time and she has clarified this with

staff.

• GB flagged QNMU concerns that full time positions are being broken into part time roles.

• SF advised that we also need to consider that staff may not want full time due to family or

other work commitments and that this should be determined on a case by case basis.

• GB advised that part-time staff should have the option of additional hours when part-time

roles are available.

• MB queried what would happen if MGP positions not filled by the end of June. SG

advised that there is 1.2 FTE for the MGP roles in Gladstone left to recruit. SF advised

that the Government had made an election promise of 11.2 Midwives across the District

and that all efforts are being made to fully recruit so that funding is not lost.

ACTION Noted

3.3

Nursing Education and Development

TF advised:

• Compliance for mandatory and requisite training for Gladstone is at 84.64%

• 7 Graduates have commenced work in Ward 1, Paeds and Child Health. All Graduate

PADs are current.

• RMDP Mocks have been held on Ward 1 and Paeds with desktop mocks for medication

administration, checking and documentation. Spot audits have not identified any gaps so

far.

• Trendcare training will be conducted weekly commencing 8/4/19 and will run for the next 7

weeks, times will be communicated to staff via email.

• 3 new staff have been orientated to Ward 1 during February / March

MW noted:

• MyHR goes live on Thursday. Additional workshops to be scheduled for staff. GB advised

that the QNMU will be monitoring impacts of MyHR.

• LP advised that Baralaba staff training of track.

• JR advised that Theodore mandatory and requisite training compliance is going well but

she is working with CQ Learn to correct omissions to the requisite training matrix for

Theodore staff.

• ACTION

Noted.

3.4 Contemporary Models of Nursing

of 5

• MW advised that all areas are working on their BPF’s.

• GB advised that round table discussions re BPF with the QNMU were planned for March

but no meetings have been scheduled. SF advised that Linda has been off sick for the

past 10 days.

• SN queried progress on the HDU Model of Care. MW advise nil further to report at present

as the Medical Governance is still in progress and awaiting this to be finalised before

commencing the nursing review.

• SN queried the outcome of the PAC / Surgical Clinic mapping process. MW advised this is

part of a 6 month project let by Dr Tony Eidan and hopes to have report in August /

September for tabling.

• SN queried the continuous use of over census beds in Ward 1 and asked if a concept brief

had been tabled at this meeting? MW advised that following advice from the Executive

Director to maximise use of the beds a brief is being developed in conjunction with the BPF

for the overflow area.

• SN indicated that the Winter Manager Plan for the overflow beds is complete but no plan to

keep beds open has been provided.

• MW advised that the 29 beds plus overflow hasn’t changed the Nursing Model.

• GB advised that since the BPF 5th Edition (1/7/16) and changes within the unit including

MOC or extensions to MOC that the BPF needs to be updated and tabled through this

meeting.

ACTION

MW and SN to meet to discuss concerns re overflow beds

3.5

Work life balance Strategies for Nurses

Noted

• MB flagged Midwifery members concerns regarding Agency contracts being complete at

the end of this roster with no backfill. A lot of staff choose to work .8 FTE but are being

called in, or contacted to see if available on days off which destroys your time off even if

you don’t come to work due to concern for colleagues etc.

• MW supported that staff can choose not to come in by declining enquiry.

• MW advised that the roster is matched to established FTE and there is currently a plan in

place for 1 agency midwife which will give full full establishment.

• MW acknowledged that the challenge is emergent leave relief and advised that she is

working on a strategy with Finance to create a permanent reliever utilising the leave

backfill budget

ACTION

Noted

4. New Business

4.1

Terms of Reference (TOR)

• Discussed under Action Register item 2/19 4.3. TOR endorsed by committee members

ACTION

COMPLETE

4.2

Best Practice Rostering Framework

• SN advised that theatre staff have flagged concerns regarding their roster coming out late and being rostered on-call prior to days off. SN is aware that MW has since met with staff and feedback is that feedback is that staff are now fairly happy.

• SN suggested that units develop conventional rostering practices which are shared with staff.

• NB advised that development of a local guideline is already underway in Cancer Services and will be discussed at local team meeting today then tabled at the fortnightly rostering meeting before being tabled at this forum.

• LL advised that similar is occurring for Emergency.

• LL advised that a number of Emergency staff have historically been working set rosters and that this

of 5

may need to changed to comply with BPRG and have fairness and equity in rostering across all staff LL requested QNMU support with advice on timeframes for consultation with staff, processes etc. GB suggested the query is directed to Andrew Bailey in HR. GB also stated that unless the employee has a set contract of employment ie cyclic roster agreement than they don’t own their days but that the QNMU would have to look at any changes on an individual basis.

• GB advised that similar concerns are happening at Baralaba and North Rockhampton Nursing Home and that this has arisen because no one is following the guidelines.

• SN indicated that this change will require negotiation, consultation and feedback from staff which should not be ticking a box.

• GB advised that across the District NUMs are developing “Roster Rules” and forwarding to himself and HR for review. GB happy to be involved in roll out discussions with staff as required.

• LP advised that a roster review for Baralaba is underway and that the guidelines clarify what we already do and how to fit IR into our units as well as inform and imbed the rules for staff etc.

ACTION

GB will forward templates for Roster Rules from the BPGF as well as information on shift

swaps and leave (ie Xmas) rules to committee.

4.3

Roster Forecasting Maternity Vacancies

• MB queried if staff on long term temporary contracts will be offered permanency?

• SG advised that the only staff member of a long term temporary contract was due to Visa

limitations but that we are working with HR and immigration to progress sponsorship at

significant expense.

ACTION

Noted

4.4

Members Concerns Culture Gladstone Hospital

• SN advised that general feedback from staff is that when they raise clinical concerns they

receive push back from managers and then they are damned if the escalate or damned if

they don’t.

• SN advised that staff are reporting pushback from managers when submitting workload

forms and acknowledged that this could be perceived or real.

• MW advised that Above and Below the Line Behaviours has been rolled out and that the

AH NM are rounding every 2 hours and using this time to ask staff about workload issues

in order to support the staff. Feedback to the NUMs is provided at morning handover the

following day.

• MW / GB suggested that Workloads are discussed at the ward meetings so that all staff

can see what has been submitted and receive an explanation / response. Over time staff

will become familiar with this proving transparency is embedded in the management of

workload forms.

• In response to query GB advised that the electronic workload form trial is complete and

ready for roll out but due to the DoH being busy with other IT roll outs ie MyHR there is no

time frame available.

• GB advised staff to use the CQHHS Workload Form which is available on QHEPS.

• MW explained that the NUM or AH NM may be providing relief for emergent leave whilst

waiting for called in staff to arrive as part of the workload resolution.

ACTION

SN and MW to meet off line to discuss specific details of concerns regarding pushback from

managers.

4.5

Proposed CNC Paediatrics

• SN requested update on CNC position

• MW advised that a Brief had been provided to the Executive Director in November who

requested additional information from the financial perspective Jan 2019. This was re-

submitted in March 2019 to finance for further work up of the conversion of CF / CN role to

0.6 CNC.

of 5

ACTION

Noted.

4.6

Clarification Position NUM Perioperative Services

• CM on behalf of members requested clarification on whether the NUM Perioperative

position was temporarily or permanently filled.

• DON stated that the Perioperative NUM position is currently progressing through the B1

Recruitment process.

ACTION

MW will discuss with QNMU Organiser off line.

4.7 Union Representatives – EB10 Enablers for staff to attend

• Previously discussed under Action Register item 2/19

4.8

Paediatric Unit Action Plan

• Action plan tabled for noting

• Mental Health training and education for staff managing CYMHS admissions is in progress

with the Mental Health team engaged and CN Paeds has been nominated as a champion

for this.

• The need for an Assessment Tool to assist staff with ongoing assessments has been

progressed to the Standard 8 committee to develop.

• Localised trigger points for escalation are being developed.

• GB advised the mental health staff are light on the ground at present.

ACTION

SG to provide update next meeting

4.9

Business Case for Significant Change: Women’s Paediatrics and Neonatal Nursery

• Revised Business Case and associated documents including Neonatal Nursery Medical

and Nursing Model of Care and Administration Impact Statement circulated. Signed

version will be circulated.

• Staff forums have been scheduled to discuss changes.

ACTION

Noted

5. General Business

5. Patient Safety Reflection (positive/negative impact on patient safety)

• Nil noted

Meeting

Compliance 1 2 3 4 5 6 7 8 9 10 11 12 Total/Average

Meeting Held (Y/N) Y Y Y

Quorum Met (Y/N) Y Y Y

% Members

attending

50

%

70

%

95

%

% action items

completed from

agreed outcome

date/meeting

-

50

%

90

%

Minutes of Gladstone and Banana Local Consultative Forum

Chairperson Grant Burton

QNMU Organiser Date and Time

Tuesday 16th April 2019

10.30 – 11.30 am

Venue

Administration Conf Room

Gladstone Hospital

Videoconference:831497 Teleconference:1300 590 084

Passcode: 831497 #

PIN: 4680#

Minute Taker: ED ESO

Attendees

Management: Sandy Munro (SM), Executive Director Gladstone

Stuart Orr (SO), Allied Health Lead

Jennifer Ralaca (JR) DON Theodore

Cate Driver (CD) OH&S Manager

Apologies

Robbie Harland (RH) OH&S Banana

Amy Galdal (AG) Patient Safety Officer, Banana

Sam Lynam (SL) HR Business Partner

Union: Grant Burton (GB) QNMU Official

Debra Lawrie (DL) Together Union Representative

Ashleigh Warry (AW) Together Union Representative

Cora Marbach (CM), QNU representative

Marie Hall (MH) Proxy, QNU Representative

Deborah Cleary (DC) Director Corporate and Support Services

Mellisa Wakefield (MW), DON Gladstone

Trevor Davis (TD), DON Biloela

Leanne Pound (LP) DON Baralaba

Amy Galdal (AG) Patient Safety Officer, Banana

Sue Nankivell (SN) QNMU Representative

Junett Davis (JD) Together union Representative

Catherine Dobbin(CD) QNMU Representative

Ashleigh Saunders (AS) Together Union Organiser

Lynette Hard (LH) Together Union

Grahame Brewitt United Voice

Guests None

Presentations None






of 4


1. Confirmation of Previous Minutes

1.1. The minutes of the previous meeting, 19th March 2019, were confirmed as being accurate

record of proceedings

2. Business arising (Action Sheet)

2.1. Review Action Register

3. Standing Business

3.1. ED Update

• Election period. Pledges received from government bodies including funding for

Cancer Care services, funding for reduction in wait lists and infrastructure.

• Stair and lighting on stairway from HDU area to be reviewed and improved.

• Working with QNMU regarding Model of Care – Nursery. Not fully recruited to

Nursery FTE at present – Locum staff utilised.

• Increase in Administrative Officers - Clinical AO, Switch operator

• Increase in OO Staff – operational services / catering

• FSSO increase to 2 staff on evening shift.

• BPF Gladstone complete - in review

• CAG - 3 consumers active

• Art Works in Hospital Wards

• Refurbishment of Maternity 99% complete - vinyl floor to be laid. Suggested that

International Midwives day would be a suitable day for the opening of the new

Maternity Ward.

• Director Maternity and Nursery interviews held.

• Director of Nursing – last working day 18th April

• Switch: switch to have a dedicated 1 FTE for operation Mon – Fri. Automated

response will be in place in the afterhours environment (under development)

3.2. Destination 2030

• Nil Discussed

3.3. Gladstone ED Build update

• ED Build Progressing.

• Feedback received from public regarding car parking. Car parking is at premium for

the elderly and disabled. Dedicated drop areas have been created and disabled

parking with access to lifts.

•

3.4. Workload Management

• Electronic Work load management form now live.

• Register of Work load forms presented to local forums.

• Nil Escalations

3.5. HR

• My HR now live - positive feedback received

• Resilience training – May

• CQ Staff awards nominations open to the 30th April

• MOCA 5 Information Meeting to be held tomorrow Gladstone

• DL requested Pulse Survey results to be made available.

3.6. Occupational Health and Safety Committee Report

• Report Tabled

of 4

• Rehabilitation and return to work – 17 cases for Gladstone, 3 cases for Banana

• OVRAT compliance for Gladstone and Banana is 100%

Gladstone

• FURAT compliance –89%

• Incident reports received February - Gladstone: 37

• OHS self-assessment program Gladstone - 88%

Banana

• FURAT compliance at 75%

• Incident reports received February - Banana: 8

• OHS self-assessment program Banana -100%

• Occupational Violence (OV) levels increased. Reflective of Mental Health admissions to the Emergency Department

• OVP Initiative – Colouring Packs to be supplied for children waiting in Emergency Department for diversion.

• Buzzer being trailed I n Rockhampton to notify patients waiting that may have left the waiting area

• Updated ABM training to be available

3.7. Quality management report

• Report Tabled - March

• 25 Complaints received

• 32 Complaints received

• 72% resolved in 35 days

• 78% acknowledged within 5 days

• Complaints received in regard to carparking availability. Information to disability access

and drop points needs to be made available to the community. Information can be shared

on Facebook page - developing a Gladstone Face Book account would be suitable.

More car parks are needed for non-ambulatory patients.

Action: SO to discuss Face Book account with Communications Team

3.8. Shared Service Provider

• Nil Discussed

3.9. Meeting Reports

• District Consultative Forum – Noted

• Nursing Consultative Forum – Noted

• Administration Local Consultative Forum – Noted

• Operational Local Consultative Forum – Noted

• GB informed the committee that there is currently a discussion regarding the LCF

structure and will occur on the 3rd May at the DCF and incorporated into Leadership

Summits and surveys

4. Documents for Noting

4.1.

5. New Business (With Notice)

5.1. Robbie Harland, OH&S Officer Banana welcomed.

5.2. Thanks expressed to Mel Wakefield DON, for all of her great work , and wishing her all

the best with her future endeavours.


6.1.

of 4

Meeting

Compliance 1 2 3 4 5 6 7 8 9 10 11 12 Total/Average

Meeting Held (Y/N) Y Y Y

Quorum Met (Y/N) Y Y Y

% Members

attending

50%

% action items

completed from

agreed outcome

date/meeting

100%

Meeting ACTION REGISTER for Gladstone & Banana Local Consultative

Forum

Item No. Action By Whom By Date

3.7 – 18.04.19 Complaints received in regard to carparking availability. Information to disability access and drop points needs to be made available to the community. Information can be shared on Facebook page - developing a Gladstone Face Book account would be suitable. More car parks are needed for non-ambulatory patients. Action: SO to discuss Face Book account with Communications Team

SO 21.05.19

4.2 – 15.01.19 • Temp employees greater than two years - Designation of process: need to identify what process issues may behind who the paperwork is directed to for finalisation. Letters to line managers noted as delegate

Action: Colleen Fairly to forward localised process for Committee review. Action : 18.04.19: HR to provide Flow Chart

HR

21.05.19

4.6 Occupational Health & Safety: Medical Typists:

Action: DC to speak with CD regarding OH&S report for tabling. Head phones have

been trialled for TC and VC in the area. Follow up with Ashleigh by union delegate.

17.07.18 Action: Review of workspace was carried out - Set up of chairs and workstation

height for correct posture. Copy of computer workstation set up given - no feedback has

been received by OH&S. Due to bar under the table, the table could be lifted. Possible to

move to the side to avoid the bar. Looking for another suitable space. Business rules

regarding open microphone to manage noise. Floor plan to be reviewed

21.08.18: Action: Floor plan reviewed - no firm area found. DC to draft business rules

regarding open plan teleconferencing and area use. Hold Over

25.09.18: Action: Room identified for typists for 6-month period. Desks available. Item

will stay on action list for 5 months for evaluation feedback at end of period. Business

rules not completed as typists have been removed from open plan.

16.10.18 – 3-month trial monitoring impact. DC to discuss desks offline with CD.

DC

CLOSED

19.03.19

DO

NO

T W

RIT

E I

N T

HIS

BIN

DIN

G M

AR

GIN

MINUTES

Residential and Aged Care Local Consultative Committee

Chairperson Deb Hirning Date and Time 28th March 2019

0900hrs- 1030hrs

Venue

North Rockhampton Nursing Centre

Teleconference- 1300 303 945

Conference code 391709

Moderator (Deb) 2603

Minute Taker: ASO ACCRS

(07) 4932 5131

Deb Hirning Director of Nursing- Aged Care Clinical and Rehabilitation

Grace Hinder NUM ACAT TCP HCP

Andrea Dean Operational Manager North Rockhampton Nursing Centre

Grant Burton QNMU Delegate (tele-conference)

Craig Sell AWU Organiser

Maree Saunders NUM Birribi

Lorraine Bate NRNC Rep QNMU

Troy Jahnke Director of Nursing- Eventide

Apologies

Rachael Davies OHS Safety and Wellbeing Advisor

Sinead McDermott (Andrew Bailey proxy)

Megan Dunstan FSR Transition Lead

Ashleigh Saunders Together Union Organiser

Jennifer Smith NRNC Rep AWU

Guests Nil

Presentations Nil






2. Acknowledgment

CQ Health acknowledges the Traditional Owners of the land, and pays respect to Elders past,

present and future.


Confirmation of minutes: 28.02.2019

1st: GH 2nd: LB

3.1. Amendments Nil


Item

Description Action Officer Time Status

Foul Linen Arrange Meeting with CS AD ON HOLD

Central Queensland Hospital and Health Service

Agenda

Page 2 of 4

AD: advised ongoing pending

information from SOSAN investigation

with other hospitals.

CS: has received more information due

to public hospital oversight committee

discussion. Some structure put to it as

an outcome of this meeting. Key part

noted, it focused primarily on theatre

wardies, linen collectors in hospital and

what their allowances are potentially

recurring rather than ADHOC. MEMO

came from this meeting, CS to distribute

to AD and ASO.

OHS Add escalation process to TOR ASO ACCRS ONGOING:

GB to send Escalation Policy to NB

add to TOR

Resilience

Training

Send flyer through to SL for distribution

to Committee

RD ASAP CLOSED

FSR Training Discuss offline further and coordinate

training sessions at NRNC and Eventide.

MD ASAP DH: Megan attended for manager

training however it was a day of auditor

visit, additional training may be required.

Staff can attend Eventide training if

required.

Best Practice

Roster

Guidelines

GB to provide copies of The Best

practice guidelines and template for the

rostering guidelines currently being used

at the Hospital. Will also provide polices

on Transition to Retirement and Flexible

working arrangements.

GB ASAP DH: there is a new policy for Transition

to Retirement awaiting signing off. We

are constantly looking at the Rostering

Best Practice Guidelines. Notice

difficulties with not having enough staff

to meet requirements due to staffing

structure across facilities.

GB: empathizes with difficulties meeting

rostering requirements, acknowledges

difficulties with night shifts also.

DH: is working on making it fair and

equitable however is coming across

difficulties, especially with staff on perm

nights.

GB: discussed if the perm night staff

acknowledge in writing their request, this

can be worked around. We could get the

departments take on it to seek their view

rather than internal HR. Potentially we

could escalate to DCF.

DH: currently working on the

mathematical formulas to justify why we

can/cant meet the guidelines. Request

rostering is proving difficult to work in

also.

Transition to

Retirement

Could RD and HR provide some

information sessions around Transition to

Retirement, look at getting some more

information and education sessions.

RD will additionally look at seeing if we

can have this also table through our

Workforce Roadshows.

RD and HR

Department

Update at

next

Meeting

ONGOING

HR unavailable at this meeting to

comment on feedback/update.

5. Workload Management

Workload Management Forms

DH: nil to table

6. Occupational Health and Safety

WPH&S Performance Report

DH: report tabled

Occupational Violence – discussion regarding posters provided by RD to NRNC and Eventide

Home Rockhampton around the facilities.


Agenda

Page 3 of 4

TJ: discussed concerns over staff behaviour instigating the behaviour of the

residents/representation. Has provided communication education, held one on one meetings

etc.

GB: perhaps have a communication champion to encourage the best behaviour and to raise

concerns.

DH: encourages PIP process if required.

WPH&S Policies

DH: not aware of any new policies but will be guided by HR

7. Workforce Division

HR Circulars

DH: not aware – have not received any

Financial System Renewal Program (FSR)

DH: education in progress, receiving correspondence regarding roll out and education available

for staff.

8. Staffing

Update of Staffing within CQHHS RACF’s

DH: nil at this stage. OSO NRNC are back on board. New casual staff have been employed

however they are being used to fill vacancies so the pool is still depleted. Discussed difficulties

with VPD requirements and aged care criminal history checks.

Cleaning Up Position Occupancy Reports for NRNC

DH: recently approved the spreadsheet of changes. Currently awaiting next Pos Occ to confirm

changes have occurred.

9. Education and Training

DH: report tabled – Heather has upcoming leave (5 weeks) Clinical Facilitator will be backfilling.

A meeting was held this morning regarding handover and how to meet guidelines. HR has been

chasing GB regarding documentation training at NRNC and Eventide Home Rockhampton.

GB: will endeavour to reach HR today to arrange training. Electronic workload forms for nurses

are coming soon.

DH: discussed controversy over new programs, MyHR, FSR etc. however are embracing the

programs and hopeful they will reduce missing items.

10. Future of Residential and Aged Care

Leecare/Care Systems Software Implementation

DH: we thought we were on track, however we were advised there is another form regarding

privacy that is required – this form is extensive. This is now in progress.

NDIS progress

MS: attending meeting yesterday regarding SIL quotes. We will now need to register as a

provider for other sectors. Meeting this afternoon to initiate this. Individualising each plan on

needs basis at receive correct amount of funding.

DH: there is some talk that SIL will be 2 years not 1 year. Current risk is introducing respite

beds at the Birribi facility. BCG is seeking resident info over the next 3 years which is proving

difficult to estimate. Especially with a recent unexpected death. Discussed unlikelihood of

residents being managed in the community due to lengthy stays in Birribi providing an

institutionalised service.

GB: questioned funding ending in July from Commonwealth.

DH MS: we are hopeful with correct management of NDIS, we will be able to get through.

Model of Care Update

GB: change guidelines changing, to provide feedback to Karen Black / HR team.

11. Residential Aged Care BPF Progress


Agenda

Page 4 of 4

DH: BPF, all except Birribi have been received.

12. New Business

12.1 Terms of Reference

ALL: discussed as a group, comments made. ASOACCRS to amend and send out for final

comment.







Recommendations:

Next Meeting Date

Confirmed Date 2nd May 2019

Confirmed Time 9:00am – 10:30am

Confirmed Venue North Rockhampton Nursing Centre

Minutes

Rockhampton Administrative Local Consultative Committee Chairperson Ruth McFarlane

Systems Implementation Date & Time Thursday 18 April 2019

2.00pm to 3.00pm

Venue Executive Services Boardroom Executive Services

Secretariat: Jacqui Sheehan Executive Support Officer

Teleconference 1300 590 084 834659 (PIN #)

Videoconference 834659 (PIN #)

Attendees

Ruth McFarlane Systems Implementation, CQHHS Information Technology

Kim Kekewick Director, Corporate & Support Services

Joanne Chapman CQHHS HR Representative

Lynette Thomas Union Representative, Outpatients

Michaeleen Brown Executive Support Officer, Director of Medical Services

Melissa Taylor Practice Manager, Specialist Outpatients

Monique Lynam A/Senior Administration Officer

Apologies

Wendy Hoey Executive Director Rockhampton Hospital

Ashleigh Saunders Together Organiser

Aleeta Douglas Business Practice Improvement Officer, Emergency Department

Leanne Law Senior Administration Officer

Vicki Geddes Senior Administration Officer

Fiona Mikkelsen Representative, Rural & Districtwide Services Management

Tanya Trathen Representative, Emergency Department

Kim Jones Representative, Capricorn Coast Hospital Management

Theresa Silvester Representative, Capricorn Coast Hospital

Gordon Luck Representative, Mount Morgan Hospital Management

Jayne Farrell Representative, Mount Morgan Hospital

Paul Mitchell Director, Assets & Commercial Services

Hanna Steel Union Representative, Sub-acute Chronic Care Rehabilitation

Guests

Megan Dunstan CQHHS FSR Transition Lead

Karen Black Senior Change Coordinator

Living our values

Care: We are attentive to individual needs and circumstances

Integrity: We are consistently true, act diligently and lead by example

Respect: We will behave with courtesy, dignity and fairness in all we do

Commitment: We will always do the best we can all of the time


of 4


1.1 Confirmation of Minutes of the Meeting held on 21 March 2019 confirmed as true and correct

2. Business arising from previous minutes

2.1 Action Register from Meeting held on 21 March 2019

3. Correspondence / Circular Lists

3.1 CQHSCF Minutes

3.2 HR Circulars

4. Standing Agenda Items

4.1

Mt Morgan Site Update Nil update

4.2

Capricorn Coast Site Update Nil update

4.3

Rural & District Wide Services Update Nil update

4.4

Emergency Department Update Nil update

4.5

Rockhampton Hospital Director’s Secretaries Update Everyone is going pretty well Started back with regular meetings and weekly huddles Director’s Secretary Surgical position is undergoing B31 recruitment following an EOI – will hopefully be finalised in early May All Directors’ secretaries have now progressed to generic email addresses which will assist with continuity and succession planning

4.6

AS&DU Update Just sent out next lot of leave requests for recreation and long service for the period 01/07/19 to 27/10/19 Draft template sent around for implementing – supervisors to complete with dates – leave balances, etc – myHR has interfered with SAOs being able to see leave balances Had a lot of staff issues with filling positions – two new casual pool starters – one in training and one starting 29/04/19 Have got some cover for Maternity, Surgical and Medical for tomorrow & Monday to assist with administration over the long weekend Casual EOI advertisement is not automated every month – Leya in recruitment to be contacted in relation to setting up an ongoing ad (applicants to be assessed by a panel of representatives to match skills to each area) Leya is also happy to attend an Admin Leadership meeting to discuss recruitment and retention Higher duties register – some staff may be looking at ‘at level’ opportunities for a change or to gain new skills –maybe need to look at a name change

4.7

Outpatients Update Reinstated administration meetings on clinical half days Cancer care – looking at internal advertising 0.6 AO3 part-time – temporary to 30 June 2019 – should go out soon 1 FTE permanent role available in out-patients – needs to undergo B13 process first Clinics will be running over the Easter Public Holidays

4.8

Workload Management Nil issues

of 4

4.9

Workplace Health & Safety Printers No other place to put printer in outpatients Setting up a generic email to try and reduce faxes Brett Hayes suggested that if there is a high volume of printing it should be done at one of the follow-me printers Kim has asked everyone at the Administration Leadership meeting in their areas if they have similar issues and to ask the questions: whether they need to get rid of printer altogether or if it is a high volume job if they need to move to another printer Need to mindful of workflow and efficiency Need to have air circulation – don’t have door shut – noise can also be an issue Printers have already been moved for the Medical Workforce and Orthopaedic Secretary and several other areas are also being looked at

4.10

Change Management Car Park (Kim Kekewick) Reception AOs are trialling whether car park duties can be absorbed into their current duties which will allow some coverage over the weekends Both staff indicated that that it is going really well At the moment we have a bit more FTE assigned to cover busy periods – both staff said that they probably don’t need this anymore as not getting as many calls for help and they are more aware of what they are doing Have looked at busier days when clinics are scheduled –and will be scheduling money counting on the less busy days - will take the additional person out and see how that goes – to be trialled after Easter Aged Care (Karen Black) Consultation phase concluded on Tuesday this week Preliminary discussions have been held with one of the AOs involved and they seem comfortable with what is proposed for them Need to have discussion with two more people Final implementation plan will be out in a couple of weeks Other recruitment to be done but not in relation to the administration stream

5. New Business

5.1

FSR (Megan Dunstan) (Attachment) Training has been rolled out There have been issues with people attempting to do the training but not completing certain steps that show that they have completed the program Need to have done the online training before moving to the next phase Can see budget and forward commitments GPVs will be a thing of the past Currently there is a lot of order splitting so looking at delegations to ensure everyone is on the appropriate level – will be no more order splitting Michaela Jackson will be an hyper trainer available for ongoing training and there will be support system elearning for the future (iLearn) Enable now videos are embedded in screen – can watch and it will tell you what to do Delegations mapped to position and cost centre Will be able to manage inventory properly which will result in savings – better visibility – can set minimum and maximums (will automatically reorder when minimum level reached) Domestic Consumable Order Template to be added to Ordermax as not charged for shipping or ordering; and will free up space for clinical supplies and reduce costs (estimated $7000 per year saved in procurement costs with Ordermax)

of 4

Crime and Corruption Act (Jo Chapman) (Attachment) Change to definition of corrupt conduct and a decision to make HHS’ more accountable Will be a big push in the HHS to protect confidential information and prevent unauthorised access Reports received from IT will show people accessing their own information, their families’ information, etc Education will be part of the Workforce Division Roadshow and highlighted in Privacy Month next month Need to bring up at staff meetings because if they have inappropriately accessed it will be reported to CCC and it will be treated as corrupt conduct - if clinical it will also be reported to OHO Reporting will come from corporate and there has been a special email account set up for notifications – Ruth’s area will investigate and refer results to Workforce ER/IR

Consultative Committees and Forums (Ruth McFarlane) Chief Executive called a special union meeting on Monday – attendees were Steve Williamson, Shareen McMillan, Sharon O’Mahoney and Union delegates Focus was the make-up and purpose of the consultative committees and consultative forums It is important to educate staff about the importance of these meetings and how they fit in within a Queensland Health environment – should be used to air concerns and reach satisfactory agreement before issues are escalated to the DCF Information about the requirements of what union and management meetings are about and why it is important that relevant people attend will be provided at the next Leadership Forum and maybe the Health Consultative forum if ready Union Encouragement Policy and Frequently Asked Questions were sent out by Ruth this week

6. General Business

6.1

Out of Session Feedback – Discussed in 4.10 Change Management 6.1.1 Proposed Implementation Plan – NRNC & SAGE 6.1.2 Proposed Implementation Plan – Level 5 RH 6.1.3 Collated Feedback 20190329

Next Meeting Date

Confirmed Date 16 May 2019

Confirmed Time 2:00pm

Confirmed Venue Executive Services Meeting Room Level 6, Rockhampton Hospital

The information contained in this paper is based on investigation outcomes, analysis of complaint data, and an audit of complaints relating to confidential information by Queensland public sector agencies.

May 2016

Confidential information Unauthorised access, disclosure and the risks of corruption in the Queensland public sector Queensland’s public sector agencies handle a variety of sensitive and confidential information. What may seem a simple “peek” by a public servant at someone else’s personal data is not only an invasion of privacy, it’s potentially a criminal offence and grounds for investigation by the Crime and Corruption Commission.

What are the corruption risks associated with access to and disclosure of confidential information? And how well are agencies learning the lessons from investigations of those complaints, to reduce the risks of such inappropriate access recurring?

Members of the public have every right to expect that their private information is not being accessed by or disclosed to anyone who does not have a legitimate reason to use it.

What you should know • Directors-General and CEOs are accountable for the safe

storage of confidential information held by government agencies and must ensure that this information is used only for lawful purposes.

• Under the law, improper use of information by public officers can be a criminal offence. It is a serious breach of the trust placed in every employee and the agency by the government and the public.

• Once information is released from an agency without proper authority, there is no guaranteed control over it. The agency cannot know who may come to possess it or what use they will put it to.

• Unauthorised access to confidential information by public officers is a significant and longstanding issue, and is one of the most common types of allegations and investigations that the CCC deals with.

• Since 1 July 2015 the CCC has finalised 15 investigations related to abuse of confidential information, resulting in 81 criminal charges and 11 disciplinary recommendations.

• A recent CCC audit revealed that some agencies were not regarding breaches of confidential information seriously enough, or properly understanding the risks involved.

2 Confidential information: unauthorised access, disclosure and the risks of corruption in the Queensland public sector

Some agencies require any staff accessing their internal databases to declare that they are doing so solely for authorised purposes.

Confidential information is entrusted to an agency for identified lawful purposes, not for the personal use of its employees

Improperly accessed information included tendering and recruitment information, personal health data, criminal histories and custody information

Confidential information and government agencies Queensland public agencies collect and store a wide range of confidential and sensitive information that public officers access and use in carrying out the functions of the agency. Such information includes commercially sensitive information, residential and financial data, personal health records and criminal histories.

This information is held in trust for both the individuals concerned and the Queensland community generally. Community members have every right to expect that such information is not being accessed by or disclosed to anyone who does not have a legitimate and lawful reason to use it.

Improper use of confidential information occurs when an employee of a public sector agency accesses information held by the agency not to perform their normal lawful duties but rather for a private use and benefit, either for themselves or another person.

Potential criminal offences are spelled out in the Criminal Code, the Police Service Administration Act 1990, the Information Privacy Act 2009 and the Public Interest Disclosure Act 2010.

Despite this, misuse of confidential information remains one of the most common types of corruption allegations referred to the CCC.

Examples of inappropriate access or use of confidential information Recent examples of allegations of the misuse of confidential information by public officers/employees that have been received by the CCC include:

• A procurement officer was alleged to be using his work email to forward quotes received from prospective contractors to another contractor (a friend), asking if the friend “can do any better”.

• An officer, who was seeking to support a friend involved in court proceedings about a child, accessed confidential information about the friend’s ex-partner’s criminal history and other personal information through information systems only available to him through his work. His intention was to help the friend demonstrate the ex-partner’s lack of suitability or capacity to care for the child.

• A senior officer involved in a recruitment process provided the interview questions to one of the applicants ahead of the interview. The applicant, who worked in the senior officer’s team at the time, was ultimately successful in the recruitment process.

• An officer accessed confidential information related to the health of a family member and subsequently disclosed that information to another family member.

Confidential information: unauthorised access, disclosure and the risks of corruption in the Queensland public sector 3

Once information is released from an agency without proper authority, there is no guaranteed control over it

Risks of improperly using confidential information Improperly accessing and/or disclosing such information can:

• damage the reputation of the organisation or individuals

• provide unfair advantages (for example, commercial) to the recipients of the information

• adversely affect projects, activities and the public interest

• increase the likelihood of corruption (petty misuse is likely to lead to more systemic and serious abuse over time).

Once information is released from an agency without proper authority, there is no guaranteed control over it. Even if the original release was not intended to cause harm, the agency cannot know who may come to possess it or how they might use it.

Misuse of information and the Crime and Corruption Commission The CCC is tasked with reducing the incidence of corrupt conduct in the Queensland public sector — especially the most serious and systemic — by receiving and investigating complaints and by keeping track of how agencies deal with corruption issues.

Investigation outcomes Those cases in which access to information could constitute a criminal offence, or result in someone being dismissed from employment, are investigated by the CCC or the QPS. Since 1 July 2015 it has finalised 15 investigations related to abuse of confidential information, resulting in 81 criminal charges and 11 disciplinary recommendations.

The cases below show examples of penalties for public officers who accessed information without proper authority.

Case study

Criminal charges and convictions for information offences

A former Queensland police officer was sentenced to six months imprisonment (wholly suspended) for accessing and releasing confidential information to a relative who worked as a private investigator. The information included car registration details, addresses and criminal history records. His co-accused pleaded guilt to 14 counts of computer hacking and was given two and a half years probation.

A police officer pleaded guilty to 50 offences of computer hacking. He was fined $8000 and had a conviction recorded. The officer had been regularly accessing various telephone dating services at work and then using the QPS database to access personal information about the individuals identified on the dating services.

A public servant was sentenced to 18 months imprisonment immediately suspended, with conviction recorded, for obtaining details from her employer’s database about a client’s property valuation and building inspection reports to inform decisions she and her husband were making about their personal property purchases. She had no work-related reason to access the information and had therefore gained an improper advantage. This conduct was aggravated by her deliberate concealment of her access to the records.

4 Confidential information: unauthorised access, disclosure and the risks of corruption in the Queensland public sector

Complaints about misuse of confidential information are among the four or five most common types of allegations made to the CCC

Allegation data A review by the CCC of complaints from 2009–14 identified unauthorised disclosure of information as one of the major corruption issues facing the Queensland public sector.

Recent data analysis confirms that complaints about misuse of confidential information continue to be among the four or five most common types of allegations made to the CCC. In this financial year alone, 483 such allegations have been received and, as can be seen from the graph above, this type of allegation is not only increasing in number but is also an increasing percentage of all allegations of corrupt conduct received by the CCC (7% in 2014–15 to 11.5% in 2016).

Given the prevalence of these allegations, the CCC recently audited how a group of agencies had handled the less serious complaints about confidential information that the CCC had referred to them for investigation. The audit examined the investigations of 50 complaints by eight agencies representing the sectors with the highest volumes of such incidents — departments, public health services and statutory authorities.

0%2%4%6%8%10%12%14%

0

200

400

600

800

1000

2011-12 2012-13 2013-14 2014-15 2015-16 (to29/2/16)

Allegations of misuse of information2011–12 to 2015–16

No. of allegations received % of all allegations received

Confidential information: unauthorised access, disclosure and the risks of corruption in the Queensland public sector 5

No agencies took the opportunity to analyse their existing preventative measures in light of the breaches

Agencies generally were not regarding breaches of confidential information seriously enough

Audit findings The CCC found that agencies need to improve the way they deal with corrupt conduct complaints involving inappropriate access/disclosure of confidential information, to address appropriately the desired outcomes and reduce corruption risks. The CCC found that agencies generally were not regarding breaches of confidential information seriously enough or properly understanding the risks such breaches involved for the individuals concerned or their agencies. For example:

1. Confidential information that had been improperly accessed included tendering and recruitment information, personal health records, custody information, criminal histories and prisoner transfer dates. In most cases, the information had also been disclosed to others who had used it in business dealings, gaining employment, and getting favourable outcomes in court proceedings such as WorkCover claims or child custody.

2. Agencies’ policies, procedures and other relevant material used to guide case officers in undertaking investigative or other resolution processes were either inadequate or required updating, to ensure that complaints were dealt with appropriately. Inadequate policies and procedures made it more likely for case officers to miss relevant evidence, make inappropriate decisions, or miss opportunities for preventative action.

3. Most employees being investigated for breaching confidential information had no restrictions placed on their access to confidential information while being investigated — indicating that agencies failed to appreciate the seriousness of such behaviour. In cases where it is impractical to block or restrict access – meaning that an officer would be unable to perform their job function — those circumstances should be documented in the decision-making process to enhance transparency and support the decision.

4. Final outcomes of investigative or other resolution processes did not always reflect the official policies and any standards of practice of the agency, even where improper access had been substantiated.

5. Agencies needed to consider and take the opportunity to analyse their existing preventative measures in light of the breaches, to see how to reduce corruption risks in the future.

Case study

Systemic breach of policy One public sector agency had reasonable policies and procedures for handling allegations of corruption but did not always apply these in making decisions about confidential information incidents.

The CCC identified six cases in which, due to the seriousness of the allegations and despite inappropriate access being substantiated in five of them, the agency should have considered taking disciplinary action. Instead, these matters were dealt with by managerial guidance (an online tutorial or similar), irrespective of the number of times an employee had accessed information for their own purpose. This explicitly contravened the agency’s own professional conduct standards.

Repeated decision making of this kind tells staff that their managers regard abuse of confidential information as a minor matter.

Conclusion If public sector agencies want the confidence of the public, they must ensure that their staff understand that confidential information is entrusted to an agency for identified lawful purposes, not for the personal use of its employees. The CCC’s expectation of CEOs, Directors-General and supervisors is that, in the public interest, they must provide clear direction on this issue, ensure that these standards are consistently upheld, and show “zero tolerance” for behaviour that does not meet the standard. The CCC notes that the Commissioner of Police has already taken a positive step in this direction.

Information on this and other CCC publications can be obtained from:

Crime and Corruption Commission

Level 2, North Tower Green Square 515 St Pauls Terrace, Fortitude Valley QLD 4006

GPO Box 3123, Brisbane QLD 4001

© Crime and Corruption Commission 2016

Phone: 07 3360 6060 (Toll-free outside Brisbane: 1800 061 611) Fax: 07 3360 6333 Email: mailbox@ ccc.qld.gov.au

www.ccc.qld.gov.au

mailto:mailbox@%E2%80%8Accc.qld.gov.au

http://www.ccc.qld.gov.au/

Minister: Attorney-General and Minister for Justice Agency: Department of Justice and Attorney-General

Crime and Corruption Act 2001Reprint current from 1 March 2019 to date (accessed 1 April 2019 at 16:15)

15 Meaning of corrupt conduct

(1) Corrupt conduct means conduct of a person, regardless of whether the person holds or held an appointment, that—

(a) adversely affects, or could adversely affect, directly or indirectly, the performance of functions or the exercise of powers of—

(i) a unit of public administration; or

(ii) a person holding an appointment; and

(b) results, or could result, directly or indirectly, in the performance of functions or the exercise of powers mentioned in paragraph (a) in a way that—

(i) is not honest or is not impartial; or

(ii) involves a breach of the trust placed in a person holding an appointment, either knowingly or recklessly; or

(iii) involves a misuse of information or material acquired in or in connection with the performance of functions or the exercise of powers of a person holding an appointment; and

(c) would, if proved, be—

(i) a criminal offence; or

(ii) a disciplinary breach providing reasonable grounds for terminating the person’s services, if the person is or were the holder of an appointment.

(2) Corrupt conduct also means conduct of a person, regardless of whether the person holds or held an appointment, that—

(a) impairs, or could impair, public confidence in public administration; and

(b) involves, or could involve, any of the following—

(i) collusive tendering;

(ii) fraud relating to an application for a licence, permit or other authority under an Act with a purpose or object of any of the following (however described)—

Page 1 of 2View - Queensland Legislation - Queensland Government

1/04/2019https://www.legislation.qld.gov.au/view/html/inforce/current/act-2001-069

(A) protecting health or safety of persons;

(B) protecting the environment;

(C) protecting or managing the use of the State’s natural, cultural, mining or energy resources;

(iii) dishonestly obtaining, or helping someone to dishonestly obtain, a benefit from the payment or application of public funds or the disposition of State assets;

(iv) evading a State tax, levy or duty or otherwise fraudulently causing a loss of State revenue;

(v) fraudulently obtaining or retaining an appointment; and

(c) would, if proved, be—

(i) a criminal offence; or

(ii) a disciplinary breach providing reasonable grounds for terminating the person’s services, if the person is or were the holder of an appointment.

Page 2 of 2View - Queensland Legislation - Queensland Government

1/04/2019https://www.legislation.qld.gov.au/view/html/inforce/current/act-2001-069

Meeting of Rockhampton Business Unit Operational Services

Local Consultative Committee

Chairperson Craig Sell Date and Time 19th 2019, 9.00am

Venue

Darnell Meeting Room


Minute Taker: Margaret Willie

Attendees Michelle Jorgensen-RH, Craig Sell-AWU, Elizabeth Dwyer-MTM, Angela Harbas-

CCHHS, Kim Kekewick–RH, Theresa Silvester-CCHHS, Joanne Chapman-HR.

Apologies

Craig Wilson-OHS, Tristan Watson-RH,

Tanara Dunne-RH, Lyn Moore MTM,

Guests

Presentations

1. Affirmation of our Values

1.1 Care: We were attentive to individual needs and circumstances

1.2 Integrity: We were consistently true, acted diligently and led by example

1.3 Respect: We behaved with courtesy, dignity and fairness

1.4 Commitment: We did the best we could all the time

1.5 Recommendations:

2. Confirmation of Previous Minutes

2.1 The minutes of the previous meeting were confirmed as being accurate record of proceedings

by M. Jorgensen, C. Sell

3. Business arising from Previous Minutes

3.1 TOR reviewed, signed off and sent to DCF

3.2 RH - Change to duty list 19 in Food Services on 19th November 2018, staff will be asked at

regular staff meeting if there are any issues, for the next 6 months till May 2019.

3.3

Recurring foul linen allowance – RH have about 30 staff receiving this allowance some are not

entitled to the allowance. Looking at changing the process - staff writing the foul linen

allowance on the DSVF as they sign on for shift. (only entitled if foul linen is handled)

Craig has contacted most of the staff and these should still be entitled to the allowance.

Michelle asked for their names so that she can check which areas they work.

3.4

Craig enquired if there is enough Food Safety Supervisor’s trained in the kitchen at CCHHS.

Discussion took place with regards to the number of FSS requirement in the kitchen during

operational times, Therese stated she would have more staff trained as soon as the training

became available and that she is always available. Michelle quoted from the Food Act where

it stated there is no specific requirement to have one food safety supervisor for every store

location.


4.1

A workload tool was filled out by staff at CCHHS – Theresa to follow up on the completion of

the workload part B. Theresa has employed another casual member that also holds a Food

Safety Supervisor.

of 3

5. Employee Relations / Industrial Relations

5.1

There are two circulars to be tabled

01-19 Amendments to human resources (HR) Policy documents

03-19 Flexible working arrangements

5.2

MYHR going live 21st March RH Has 4 new computers, six in total in the staff dining room.

Craig asked MTM to request another computer, and CCHHS to obtain another computer for

the lunch room.

6. Recruitment/Vacancies

6.1

RH Operational Services team and Jo Chapman HR met to discuss the best approach to

improve our process’s when recruiting staff.

Craig Sell AWU has been sent the documentation from that meeting to look over.

6.2

RH – 003 Equipment Officer full time position x 1 to be advertised. Approval given to go ahead

RH – 003 Porterage Theatre full time position x 1 – Sid Pablo successful candidate.

RH – 002 Porterage part time position (ED/support 4 x 4) x 1 to be advertised

RH – 002 Porterage full time position (ECCU/Surgical) x 1 to be advertised

RH – 002 Cleaning part time position (SAGE) x 1 to be advertised

RH – 002 Cleaning part time position (SSP/Darnell) x 1 to be advertised

RH – 002 54 hour part time position. Have started casual to perm process.

7. Training

7.1 ABM update still in process engaging external RTO.

7.2 Coregas training completed at MTM, CCHHS & RH

8. Culture

8.1 Two RH & two MTM staff attended Aboriginal and Torres Strait Islander Forum on 19.2.2019.

9. Work Health & Safety

9.1

CCHHS – have schedule regular OHS meetings. .

RH back dock lifter out of action for approximately another two weeks. All large deliveries are

going to stores and stores are assisting staff to move it as far as the cold ambulance bay.

10. New Business

10.1 Ongoing issues with Catering staff being able to take leave. There is only two lines for the

002s. Kim Kekewick & Michelle Jorgensen are to talk to RH Business Manager

10.2 Working group for Sage impact. At this stage KK says there will be no impact. Michelle

mentioned that it will be an impact on porterage if there is an increase of turnover in patients


11.1 Care: We were attentive to individual needs and circumstances Yes No

11.2 Integrity: We were consistently true, acted diligently and led by example Yes No

11.3 Respect: We behaved with courtesy, dignity and fairness Yes No

11.4 Commitment: We did the best we could all the time Yes No

ACTIONS STATUS RESPONSIBILITY

Next Meeting Date

Confirmed Date – 16th April 2019

Confirmed Time – 9.00 am

Confirmed Venue – Learning & Development Room 4 - Rockhampton Hospital

of 3

Meeting Month

2

3

4

5

6

7

8

9

10

11 12

Overall total

Meeting held (Y/N) Y

Quorum Met (Y/N) Y

Audits presented (number)

N

Incidents recorded in PRIME-CI reviewed (Y/N)

N

Minutes

Health Practitioner Local Consultative Committee 02/2019

Chairperson

Kerrie-Anne Frakes

Executive Director Strategy,

Transformation and Allied Health

Date and Time Friday 22 February 2019

11:00apm – 12:15 pm

Venue

Allied Health Meeting Room

6th Floor, Medical Services Building


Minute Taker: Andrea Robinson

Ph: 4920 5774

Telco dial in 1300 590 084 Conf. code 831288

Videoconference

(QH Internal) 831288

Living our values

Care: We are attentive to individual needs and circumstances

Integrity: We are consistently true, act diligently and lead by example

Respect: We will behave with courtesy, dignity and fairness in all we do

Commitment: We will always do the best we can all of the time



1.1. Confirmation of minutes of meeting held 31 January 2019

• Minutes confirmed by members.


2.1.

3. Executive Director Strategy, Transformation & Allied Health Report

• Annual Board/EMT and Clinical Council Strategy Day held 21 February 2019.

Discussions being held around Clinical Services Master Plan: future activity, workforce

planning, infrastructure. Expecting outputs mid-March through Board, EMT & Clinical

Council.

• Value Optimisation work is ongoing with QTC and BCG. Showcases held in

Rockhampton & Gladstone, a lot of feedback is being received. Four Work streams

proposed: Service planning, frail & aged, surgical and budgeting processes aligning with

activity.

• Congratulations to Robert Forsythe who has been appointed A/ED RDWS for 6 months.

• STAH recruitment – Director Service Transformation, Director Program Management

Office and PMO team have all been recently appointed.

4. Allied Health Leadership Operational Report

4.1. Sub-Acute

• Nil update

of 5

4.2. Acute

• Reviewing business cases.

• Physio, Social Work and Occupational Therapy undertaking feasibility study to include

full weekend service.

4.3. CQMHAODS

• Nil update

4.4. Gladstone-Banana

• Critical vacancy with HP4 Social Work due to a failed recruitment process. Working with

Director Social Work to provide coverage.

ACTION

• Allied Health Team Leader Gladstone & Banana to provide update next meeting.


5.1. Permanent Vacancies

• Feedback from Together Union that vacancy reports are

incomplete and do not provide adequate data sought by Unions,

therefore seeking a written response from HHS to clarify vacancy

information: when did it become vacant, is recruitment in

progress? A/Deputy Director Allied Health (Acute) advises that a

number of vacancies are tied up in the realignment process and

some are temporary vacancies (interns).

ACTION

• A/Deputy Director Allied Health (Acute) and Allied Health Team

Leader Gladstone & Banana to provide details on all vacancies

next meeting.

• Executive Director ST&AH to discuss RDWS with A/Executive

Director RDWS and Ngari Bean, Director Community Programs

and Allied Health, CQMHAOD and provide information next

HPLCC meeting.

5.2. Temporary Employees

• Noted

5.3. New Starter

• Noted

5.4. Resignations

• Noted

5.5. Casual Employees

• Noted

5.6. Contracting

• Nil report

5.7. Current staff lists

• Noted

6. Safety & Wellbeing

6.1. Dashboard Report

• Noted

7. Staff Opinion Survey

7.1.

8. CQHSCF minutes

8.1. Draft February 2019 minutes for noting

• Noted

of 5

9. Escalations to CQHSCF

9.1. Nil


10.1. Nil

11. Circulars

11.1. Nil

12. Organisational Change

12.1. Allied Health Workforce Realignment

• Waiting role descriptions to be evaluated through JEMS process. Celia Anich

12.2. Allied Health Assistant Reclassification

• Sharni Tippet, Director Aboriginal & Torres Strait Islander Health

and Wellbeing has advised that negotiations are underway for

Health Workers to be reclassified under HP/Assistant Stream from

the Operational Stream.

12.3. Financial System Renewal Program (FSR)

• Business case for Change is nearing completion. Working with

HHS to make sure contributions are at level required. Plan to

release week beginning 4 March 2019. FSR has written to Unions

advising same. Communication and information packs for line

managers being developed. Role mapping has been undertaken

locally. Will conduct site visits once rollout has been implemented.

Megan Dunstan

12.4. Aged Care Bed Reallocation Project

• Working through consultation for change process. Meetings with

staff and unions are occurring.

Rachael Villiers

13. Work life balance

13.1. Nil update

14. New Business

14.1. Retention allowance anomalies.

• Seeking further clarification from Executive Director ST&AH

whether members are going to be required to pay back incorrectly

received payments?

ACTION

• ED STAH to follow up with Workforce and provide back to HPLCC.

Ashleigh Saunders

14.2. Change management guidelines training

• Has training been provided? It would be valuable for HR to provide

updates at Local Consultative Forums.

ACTION

• Secretariat to invite Karen Black and AH Leadership to provide

training.

Ashleigh Saunders

14.3. EB Negotiation meetings

• Campbell attending as a delegate at EB meetings next month Campbell Murfin

14.4. Mt Morgan Physio/Podiatry service

• Students are seeing patients that are non-EPC eligible. Students

using our facilities but not seeing our patients. Director

Physiotherapy working with Nursing Director Mt Morgan HHS to

develop an acute service at Mt Morgan.

Celia Anich

of 5

14.5. Radiology Services

• Acknowledge Graham’s request to table at this meeting, however

this is broader than HPLCF. Suggest out of session conversation

between United Voice & EDRH/CFO.

ACTION

• ED STAH to discuss further with EDRH/CFO.

Kerrie-Anne Frakes

Next Meeting Date

Confirmed Date Thursday 21 March 2019

Confirmed Time 1:00 pm

Confirmed Venue Rockhampton Hospital, Allied Health Meeting Room, Level 6

Video/Teleconference

of 5

Committee Membership and Attendance

Terms of Reference – Required Membership Jan Feb Mar Apr May Jun

Kerrie-Anne Frakes Executive Director Strategy,

Transformation & Allied Health

Celia Anich, Acting Deputy, Director Allied Health Acute A

Struan Ferguson, Acting Deputy Director, Allied Health

Sub-Acute A

Colleen Fairley, A/Workplace Relations Advisor, CQHHS ×

Karen Black, Organisational Change Advisor, CQHHS ×

Ngari Bean, Director Community Programs and Allied

Health, CQMHAOD A

Stuart Orr, Allied Health Clinical Network Manager,

Gladstone & Biloela Hospital

Conny Reddig-Kleynhans, Allied Health Team Leader

Banana ×

Megan Dunstan FSR Project Manager

Jamie Warren, Together Union Member A

Ashleigh Saunders, Organiser, Together Union A

Rachael Villiers, Together Union Member A

Campbell Murfin, Together Union Delegate

Graham Brewitt, Organiser United Voice Union x

Guests

Presentations

Minutes – Thursday 21st March 2019

Central Highlands & Woorabinda Local Consultative Forum

Chairperson Claire Letts (A/GM Central Highlands)

Date and Time Thursday 21/03/2019

Venue

Emerald Boardroom Teleconference Details Phone: 1300 303 945 Moderator Pin: 0823# Participant Pin: 141907#

Minute Taker: ESO- Central Highlands [email protected] 4987 9405

Attendees Member Attendance

(Effectiveness and Efficiency)

Nov Dec Jan Feb Mar

General Manager CH & Woorabinda Eddie Gacitua

Meti

ng

No

t H

eld

Meti

ng

No

t H

eld

A

Director of Nursing – CH Claire Letts

Director of Nursing – Blackwater Shastee Walmsley

Director of Nursing – Springsure Gillian Robbins

Proxy

Jaylene Watkins

Director of Nursing Woorabinda Robert Cody

District Human Resource Sinead McDermott Andrew Bailey

Proxy

:Sinead Mcdermott

Sinead McDermott

Sinead McDermott

Central Highlands OHS Kay Reeks-Stitz

QNMU Organiser Grant Burton

QNMU Representatives

Dallas Myers, Kim Swinbourne

Kim Swinbourne

A A

AWU Organiser

Craig Sell

Proxy: Larry Bernie

A

AWU Representatives

Shane Johnston

Together Union Organiser

Ashleigh Saunders

Together Union Representatives

Helen Sweeney

Apologies

Eddie Gacitua Dallas Myers Kim Swinbourne Craig Sell

Guests Katie Millar


1.1. Care: We were attentive to individual needs and circumstances Yes No

1.2. Integrity: We were consistently true, acted diligently and led by example Yes No

1.3. Respect: We behaved with courtesy, dignity and fairness Yes No

1.4. Commitment: We did the best we could all of the time Yes No

2. Minutes of the Last Meeting 2.1 Acceptance of last meetings minutes – February 2019

mailto:[email protected]



LCF Minutes 21.02.2019.docx

• Amended Dallas Apology

• Kay Reeks-Stitz Accepted & Grant Burton 2nd – Minutes Moved

3. Action Items

Date Raised Issue / Discussion Action Required Action Officer

Action Due Date

21/02/2019 WPHS Report Imbed documents rather than links in the report so union representatives can have access

Kay Reeks-Stitz

Close

21/02/2019 MyHR and linking Qualifications

Sinead to provide feedback from Sandy Brill the ability to link a nurse’s qualifications to all movements rather than having to resubmit as soon as they change roles

- MY HR state wide – more around delegation – HHS will look at a process as MY HR is not able to be a solution Strategy looking at Payroll system later in the year to manage and record qualifications.

Sinead McDermott

Close

4. Standing Agenda items / General Business

4.1 Nursing Stream Emerald

• For Noting:- NUM ED and Periop has relinquished role back to CN – Position will be advertised

• FTE is almost full at Emerald

• 1 new position Emerald – New Financial Year Temp Position for a Telecardio CN

• Next priority is filling of ENRU Capella

• Capella NP – open for patient care for next Tuesday

• Official opening is on the 5th April for Capella Clinic Blackwater

• Blackwater going along ok

Grant Burton

• Happy with Central Highlands – no business to raise

4.2 Administration Stream Emerald

• Perm recruitment Pt Travel and Front Reception AO3

• Resignation of Ward Clerk – Advertisement and filling of position to commence

4.3 Operational Services Stream



4.3.1 – Business Case – Operational Services

Operational Services Business Ca

Emerald

• 1 FTE oso commence 1st July

• Operational SERV culture is going along really well

4.4 Workplace Health and Safety 4.4.1 Central Highlands WHS Report – Feb Stats

Safety Report - March.docx

• Medical records management project has ramped up and commenced/mobilised

• Security swipe cards – for Emerald still ongoing

• Onsite security CFO 1st July approval for onsite security for 7 days for 5 hrs per day. Highest risk area is ED and 7pm – 11pm is a suggested the best time.

• Sign off a service agreement with QPS – Blackwater, Springsure Emerald authorisation of DON and manager on call QPS can be requested for supervision and special assistance for up to 10hrs and sitting with patient.

4.5 Workload Management 4.5.1 Nil Workload Forms received for Month of Feb

4.6 Central Highlands and Woorabinda Education and Mandatory Training Report PAD COMPLIANCE: MANDITORY TRAINING COMPLIANCE: Blackwater 90% Blackwater 91.51%

Emerald 89.88% Emerald 94.04%%

Springsure 98.08% Springsure 95.97%

Woorabinda 76.00% Woorabinda 79.49%

5 New Business 5.1 EB10

• possibility of delegates being sent to Rockhampton for formal training for better understanding of EB’s and there content.

6 New Risks Identified

6.1



7. Next Meeting Date

Confirmed Date Thursday 18th April 2019

Confirmed Time 10.00am – 11.00am

Confirmed Venue Teleconference Number 1300 303 945 Pin: 141907#

Workforce Diversity and Inclusion Dashboard April 2019 CQHHS Workforce Participation

CQHHS Diversity and Inclusion by Pay Stream

CQHHS Diversity and Inclusion Targets

Data information up to 7 April 2019

Aboriginal and Torres Strait Islander % of staff for April 2019 is 2.98%

compared to March 2019 was 2.83%. Min Target % to meet by 2022

is 3.00%, Stretch Target % of 3.50% by 2025.

Non-English Speaking Background (NESB) % of staff for April 2019 is

10.45% compared to March 2019 data was 10.40%. Min Target % to

meet by 2022 is 11.03%, Stretch Target % of 12.75% by 2025.

People with Disability (PWD) % of staff for April 2019 is 2.01% compared

to March 2019 data was 1.97%. Min Target % to meet by 2022 is 3.00%,

Stretch Target % of 5.12% by 2025.

Women (SES & SO) equivalent % of SES staff for April 2019 is 56.77%

compared to March 2019 was 52.04% and SO is 54.90% compared to March

2019 was 54.59%.

Aboriginal and Torres Strait Islander MOHRI Headcount indicate

Operational (48), Nursing (38), Managerial & Clerical (22), Health

Practitioners (3), Trade (1) and Medical (2).

Non-English Speaking Background (NESB) MOHRI Headcount indicate

Nursing (157.09), Medical (144), Operational (49.41), Managerial &

Clerical (18), HP’s (23), Professional (6) and Trade/VMO (2).

People with Disability (PWD) MOHRI Headcount indicate Nursing (37),

Operational (17), Managerial and Clerical (12), HP (5), Medical (6) and

Trade/VMO (0.00)

CQHHS Gender Balance MOHRI Headcount indicates a large proportion of

Staff are Female (3102.07) compared to Male around (720.62) across all

streams as of April 2019.