5 minute read
Full credit to the team
TO THE TEAMfull credit
ISO, EA, RAP, WHS – no acronym is too small for team MPHN! But what does all this mean?
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It’s been a busy 12 months with employees helping to formalise an internationally recognised quality accreditation, negotiate a new Enterprise Agreement, refine the Reconciliation Action Plan, and implement various activities to streamline processes and upskill staff. HR and Quality Manager Kristy Hawkins said MPHN achievements would not have been possible without the assistance of all employees. “This year we have asked employees to participate in a range of really significant work to help improve our systems, processes, working arrangements, and our commitment to Reconciliation, and it’s been pleasing to see all staff contribute,” Ms Hawkins says. “For example, we worked really hard to address feedback from the 2021 Staff Benchmarking survey by critically reviewing and updating delegations and processes, performance reviews, and internal meetings.” Employee participation was critical to achieve ISO 9001 Standard: Quality Management Systems accreditation, which is an internationally benchmarked standard for organisations to meet in relation to how it manages and ensures quality in all its work. “Every team across MPHN was involved in preparing for our accreditation, and I would like to acknowledge their efforts in preparing their documents, systems and processes in alignment with the ISO requirements,” Ms Hawkins says. “The whole accreditation process was a great opportunity to review our quality management system and demonstrate how each employee can ensure quality across all that we do. It was great to hear the lead Auditor from SAI Global compliment us on our clear commitment to quality.” Commitment was also evident during the negotiations for a new Enterprise Agreement (EA), which commenced in December 2021. After discussions with staff EA bargaining representatives and the union, the EA was reviewed and voted on by staff before being issued to Fair Work Commission for approval. The new EA includes changes to time in lieu, addition of remote work arrangement provisions, amendments to Domestic and Family Violence Leave, and the addition of Cultural and Ceremonial Leave, Miscarriage or Pre-Term Birth Leave, and extra pay points in level 5 and level 6. Toni Preuss, one of the five staff bargaining representatives, said the addition of the Cultural and Ceremonial leave was a key element of the negotiations. “As a member of MPHN’s Reconciliation Action Plan (RAP) working group, I was pleased we were able to successfully negotiate culture and ceremonial leave. It’s a small way for MPHN to acknowledge the importance of First Nations employees engaging in their culture, and for non-Indigenous employees to gain a greater understanding and awareness of culture,” Toni explains.
As part of International Women’s Day celebrations in March 2022, MPHN’s Suicide Prevention Project Officer Seryn Adams was recognised as the 2022 Cootamundra Electorate Woman of the Year for her outstanding work in suicide prevention. The award was announced by State Member for Cootamundra Steph Cooke MP. Seryn said it feels like an understatement to say she is honoured to receive this award. “To be acknowledged in this way truly inspires me to continue advocating for positive change, speaking out and stepping up for those who experience mental ill health and suicidality.” Ms Adams said. “I would also like to take this opportunity to thank my employer MPHN and my various managers for allowing me to turn my passion for suicide prevention into a career. Working with incredible colleagues to support our many communities across the Murrumbidgee gives me a great sense of purpose.”
Staff Christmas lunch (top left); staff consultation session (bottom left); MPHN’s Workplace Health and Safety Committee training (right)
In fact, culture and ceremonial leave provisions is part of MPHN’s draft RAP, as is completing cultural awareness training, which was held throughout the year with staff, general practice staff and commissioned service providers. RAP working group Chair, Kelly Dal Broi said cultural awareness training is a key strategy in closing the gap on Aboriginal people’s health. “It is so important to understand how to deliver culturally safe services and practices. I’m pleased this training will continue to be offered to all MPHN staff. The more we know and understand, the better able we are to contribute to closing the health gap for our First Nations people,” Kelly says. The first draft of the RAP vision and actions was endorsed by Board in May 2022, and will be submitted to Reconciliation Australia in late 2022 for final endorsement. “It’s great to see some of the actions listed in the RAP draft being implemented already, and I would like to take this opportunity to thank all the working group members for their continued effort and enthusiasm,” Kelly says. MPHN staff are always eager to engage in internal committees including the CEO Consultative Committee and the Workplace Health and Safety (WHS) Committee. Chair of the WHS Committee Naomi Richards said training completed by members in late 2021 highlighted the significance of keeping people safe at work. “The training highlighted the legality around WHS and got us thinking about what other things can we do to keep our colleagues safe,” Naomi says. Wellbeing Wednesday was also implemented to help support health and wellbeing among staff. These activities included yoga, walks, lunch get-togethers and webinars. Other training completed by staff throughout the year included 7 Habits of Highly Effective People and Coaching and Mentoring training for our leaders.
In early 2022, two MPHN employees marked 10 years of service with MPHN in its various iterations. First, Julie Bailey who is currently a casual receptionist with the Wagga GP After Hours Service reached 10 years of service in January. “My first role was with Wagga GP After Hours, I was then lucky enough to be employed by headspace Wagga as their Practice Manager in the Medicare Local days. Since then I’ve worked in various mental health positions for MPHN. Even though now I am not employed by MPHN in a fulltime role, I have still work at the Wagga GP After Hours. It is a role I really enjoy; I like meeting all the local doctors and assisting them to help unwell people after hours. This is such a valuable service for our area,” Julie shares. Then in March, Finance Manager Bettina Goolagong followed. “My first role was a maternity leave finance position and when the maternity relief was complete, I was fortunate to be able to continue working here – at one stage working three roles at once in other programs, before coming back into the Finance team. This broad scope of roles and experience is a major reason why I’ve achieved this milestone,” Bettina shares. Reflecting on her last ten years, Bettina said “Life is so unpredictable, and we are all faced with so many challenges, especially with COVID. From what I see in and around the office, MPHN embraces the challenges and just runs with it.”
