Issue 20 08/10/12 fortnightly
Mental Health Feature Mental health patients forgoing vital sessions NSW nurses and midwives apologise for forced adoptions Nursing and allied health fall prey to NSW cuts Nurses’ union criticises leaked redundancy script
Mental Health and Drug & Alcohol Services
Recruiting NOW! w w w. y o r a n g e . c o m . a u
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Nursing Careers Allied Health - Issue 20 | Page 3 120926 Flight Nurse ad 180H X 125W converted to outlines.indd 1
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www.ncah.com.au )SSUE p /CTOBER 7E HOPE YOU ENJOY PERUSING THE RANGE OF OPPORTUNITIES included in Issue 20, 2012. If you are interested in pursuing any of these opportunities, please contact the advertiser directly via the contact details provided. If you have any queries about our publication or if you would like to receive our publication, please email us at careers@ncah.com.au m&!#4 ./4 &)#4)/.n 4HE .#!( -AGAZINE DISTRIBUTION IS INDEPENDENTLY AUDITED BY THE #IRCULATIONS !UDIT "OARD Total Audited Print and Digital Distribution: 28,090 4HE .#!( -AGAZINE IS THE MOST WIDELY DISTRIBUTED NATIONAL nursing and allied health publication in Australia For all advertising and production enquiries please contact us on +61 (0) 3 9271 8700, email careers@ncah.com.au or visit www.ncah.com.au If you would like to change your mailing address, or be included on our distribution, please email careers@ncah.com.au
0UBLISHED BY 3EABREEZE #OMMUNICATIONS 0TY ,TD 4RADING AS .#!( !". ÂĽ 3EABREEZE #OMMUNICATIONS 0TY ,TD !LL RIGHTS RESERVED .O PART OF THIS PUBLICATION MAY BE COPIED OR reproduced by any means without the prior written permission of the publisher. Compliance with the Trade Practices Act 1974 of advertisements contained in this publication is the responsibility of those who submit the advertisement for publication.
!DVERTISER ,IST !(. 2ECRUITMENT Alliance Health Services Group !MBULANCE 3ERVICE OF .37 !USTRALIAN #OLLEGE OF .URSING C3 Careers #1 .URSE Deakin University Delmont Private Hospital Employment Office Healthcare Staffing Solutions +OALA .URSING !GENCY Medibank Health Solutions .37 (EALTH "LOOMlELD (OSPITAL .37 (EALTH 'REATER 3OUTHERN .37 )NSTITUTE OF 0SYCHIATRY Oceania University of Medicine 0ATRICIA 7HITES Portland District Health Quick and Easy Finance 2EGIONAL .URSING 3OLUTIONS Remote Area Health Corps Royal Flying Doctor Service Royal Melbourne Institute of Technology Smart Salary Southern Cross University Unified Healthcare Group University of Technology Sydney 7! (EALTH
Next Publication: Midwifery & Maternal Feature Publication Date: Monday 22nd October 2012 Colour Artwork Deadline: Monday 15th October 2012 Mono Artwork Deadline: Wednesday 17th October 2012
Page 4 | www.ncah.com.au
Nursing Careers Allied Health - Issue 20 | Page 5
Join the Alliance Health Nursing Team
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Midwife Hours - Negotiable An opportunity exists within the Midwifery Department for a Registered Midwife to join our dynamic Sea-side Organisation. The role of the Modified Group Practice Midwife is to plan and implement a team approach to women centered care providing antenatal, intrapartum and postnatal care to specified individual women and their families. The midwife will form an integral part of a multi-disciplinary team and will be required to provide highly responsive and flexible service to women and their families both within the hospital and the community. This position is for 40 hours per fortnight, and is available immediately. Key Selection Criteria: s 2EGISTERED -IDWIFE s "ACHELOR OF .URSING AND OR -IDWIFERY EQUIVALENT s 0OST 'RADUATE EXPERIENCE s $RIVERS LICENSE The Ideal candidate will have the ability to work safely as part of a team environment and have a strong focus on providing quality services. You will need to maintain privacy and confidentiality and uphold professional presentation standards at all times. Employment is subject to a satisfactory police check. Applications close: 5pm Wednesday 17 October 2012
For further information regarding this position please visit our website at: www.pdh.net.au Applications are to be directed to: Human Resources Portland District Health, Bentinck Street, PORTLAND VIC 3305 Ph: 03 5521 0312, email: rskaer.pdh@swarh.vic.gov.au
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Nursing Careers Allied Health - Issue 20 | Page 7
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1208-004 1/2PG FULL COLOUR (corrected copy) The Travel Doctor - TMVC is a national organisation of travel medicine clinics specialising in best-practice travel medicine, and providing services to both retail and corporate clients. Travel Doctor - TMVC is the largest provider of travel medicine services in the region. Our clinics are currently providing excellence in international health advice and medical services to travellers.
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Corporate Nurse (RN or EN) CanberraAgency Location Nursing We are seeking a Corporate
Nurse to become a part in of our Positions available ...
team of health professionals who s -IDWIFERY s %MERGENCY s 2URAL have a passion for travel and a s -ENTAL (EALTH s 4HEATRE s )#5 keen interest in international health and ... travel medicine. We Offer s In(IGH RATES OF PAY this role you will be involved in s the &2%% RETURN TRAVEL preparation and management all corporate medical files. s of&2%% OR SUBSIDISED Liaising with corporate clients as ACCOMODATION well as internal and other external s 6ARIETY OF LOCATIONS AVAILABLE stakeholders. Consolidating and s dispatching 3HORT AND LONG TERM CONTRACTS corporate medical
CONDITIONS APPLY files. Meeting tight deadlines within set KPIs. 7E DO NOT PROVIDE VISA Approx. 70% administration work SPONSORSHIP TO INTERNATIONAL and 30% clinical workload – APPLICANTS including immunisations, phlebotomy, spirometry, ECGs, audiometry and delivering travel health information.
one of the largest areomedical services in Australia, providing a range of emergency services and primary health care to the STATE OF 7ESTERN !USTRALIA
Senior OurRegistered operations are ever evolving and we Nurse are seeking suitably skilled and motivated
2EGISTERED .URSE -IDWIVES WANTING TO Brisbane Location join our dynamic flight nurse teams at our BASES WITHIN 7ESTERN !USTRALIA
We are seeking an experienced
Nurse with strong leadership 4HE ROLE OF A &LIGHT .URSE IS FUN REWARDING andpotential challenging while valuing to become a part ofteam our work andtravel independent practice. If you are health team. registered with AHPRA as a registered TheAND primary focusHAVE of this role will POST NURSE MIDWIFE YEARS to ensure the dispensing gradbeexperience in correct emergency or critical travel related medications andRFDS careofand great communication skills ensuring that appropriate 7ESTERN /PERATIONS MAY HAVE THE ROLE FOR you.documentation is completed for all patients.
A comprehensive 2 week orientation, You willsalary have strong decisionpackaging generous and salary making skills, an excellent benefits, assistance with relocation, fully furnished approachaccommodation to customer serviceincluding and utilities provided at minimum cost, district proven problem solving and loadings and gratuities are some of the delegation skills. incentives offered to the successful candidates.
If you think this is the role for you information on positions can be obtained from Rosemary Hunt, by phoning + 61 8 9417 6300 during office hours or send your e-mail request to nursing@rfdswestops. com.au.clinical environments. We also offer a range of other opportunities within diverse
Aus 1300 306 858 NZ 0800 333 733 Freecall now to secure your place
For more information please see our website www.medibankhealth.com.au/careers. Register online at on 03 8888 9180. Alternatively call Carmen Saywell www.koalanurses.com.au or email your CV to nursing @koalanurses.com.au Nursing Careers Allied Health - Issue 20 | Page 9
Two thirds of ED visits meet four-hour standard by Karen Keast A new report reveals almost two thirds of the 6.5 million emergency department visits at Australia’s public hospitals in 2011-2012 were completed in four hours or less. The statistics, detailed in the Australian Institute of Health and Welfare’s report on emergency department care 2011-12, shows 64 per cent of ED visits were completed in the four-hour timeframe, with 90 per cent of patients leaving the ED within 8.5 hours. The states and territories have agreed to achieve a 90 per cent rate of patients completing their ED visit within four hours by the end of 2015 as part of the national health reforms. It’s the first time the report, which covers the 12 months to June 30 this year, has included Page 10 | www.ncah.com.au
data on the length of stay in EDs and the length of time from ED visits to hospital admissions. Western Australia reported the highest proportion of ED visits completed in four hours at 79 per cent, Tasmania was next on 66 per cent, followed by Victoria and the Northern Territory both on 65 per cent, Queensland and South Australia on 64 per cent, New South Wales on 60 per cent and the ACT on 58 per cent. The median waiting time to clinical care was 15 minutes in SA, 19 minutes in NSW, 21 minutes in Victoria, 22 minutes in Queensland, 24 minutes in Tasmania, 29 minutes in WA, 38 minutes in the ACT and 39 minutes in the NT For the full article visit NCAH.com.au
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recruitmentperth@hssnursing.com.au www.hssnursing.com.au +61 8 6212 8200 Nursing Careers Allied Health - Issue 20 | Page 11
More Indigenous psychologists wanted by Karen Keast The Australian Psychological Society is working to increase the number of Aboriginal and Torres Strait Islander psychologists in Australia. The APS estimates there are only about 50 Indigenous psychologists working across the nation despite the high demand for Indigenous psychology graduates in the health workforce. APS manager of public interest Heather Gridley said the organisation is taking steps to increase the number of Indigenous psychology students and graduates. Ms Gridley said there is ample opportunity for Indigenous Australians wanting to forge a career in psychology.
“They are incredibly employable because we have got so few,� she said. “They will actually find themselves in great demand. In so much demand they burn out, so we have to support the very small numbers from that point of view. “If they can get through the training they can see there’s an opportunity to work in their own community or to work in the mainstream. That will be their choice. “They will certainly get work. That’s probably the good news for anybody who is thinking of that as a career.� For the full article visit NCAH.com.au
Master of Clinical Leadership I Master of Clinical Practice I Master of Public Health Southern Cross University offers postgraduate degrees for busy healthcare professionals wanting to further their knowledge and advance their careers.
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U CRICOS Provider: NSW 01241G, QLD 03135E, WA 02621K
Page 12 | www.ncah.com.au
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Clinical Nurse Manager Come work for an organisation that makes a real difference !PPLICATIONS ARE INVITED FROM SUITABLY EXPERIENCED .URSES FOR THE POSITION OF #LINICAL .URSE -ANAGER This is a fulltime position based at Jandakot with some country travel required. Requirements A cover letter with a brief statement indicating the skills you would bring to the position and addressing the selection criteria should be provided by the closing date to the 'ENERAL -ANAGER .URSING AND 0RIMARY (EALTH #ARE Depending on the level of interest, short listing may occur and interviews be conducted to determine the suitability of each applicant to the position. Selection Criteria Essential Come work for an organisation that s $EMONSTRATED ACHIEVEMENTS IN LEADERSHIP PLANNING makes a real difference ANALYSIS AND EVALUATION OF !EROMEDICAL AND OR 0RIMARY Health Care services to achieve service targets and organisational goals. s $EMONSTRATED HIGH LEVEL OF COMMUNICATION AND interpersonal skills including the ability to consult, liaise and negotiate with all levels of staff, patients and external agencies and the ability to positively influence organisational change. s 2EGISTERED .URSE -IDWIFE CURRENTLY REGISTERED WITH AHPRA. s $EMONSTRATED RELEVANT CLINICAL EXPERIENCE IN THE !EROMEDICAL .URSING AND OR 0RIMARY (EALTH #ARE setting and tertiary qualification relevant to the position or willingness to obtain same. s $EMONSTRATED KNOWLEDGE AND ABILITY TO IMPLEMENT legislative requirements, policies and procedures which affect nursing practice. s 0ROVEN ABILITY TO MANAGE RESOURCES EFFECTIVELY specifically, operational budgets and the nursing staff profile. s 3OUND KNOWLEDGE OF CONTINUOUS QUALITY IMPROVEMENT principles and demonstrated ability to apply such PRINCIPLES IN AN AEROMEDICAL RETRIEVAL AND OR PRIMARY health care environment. s $EMONSTRATED EXPERIENCE IN CONTEMPORARY (UMAN Resource Management practices, including EEO. Desired s !DVANCED COMPUTING SKILLS USING EXCEL WORD PowerPoint and data base management. Information T E L : 9 2 1 0 9 5 0 0 | F A X : 9Further 210 0833 0LEASE CONTACT 'ABRIELLE 7EST 'ENERAL -ANAGER .URSING Job: Operator: F78233 Gav AND 0RIMARY (EALTH #ARE ON 10CM Size: Publication: Date: 22 Sepbe 2012 Position: Employment Health 23x3(100) Confidential West Australian applications can submitted to& Med employment@rfdswa.com.au For a copy of the position description contact Rosemary Art/Creative Director Proof Read CO L OU R M O NO SP O T Hunt on 9417 6326. Adcorp has prepared the above proof for your approval. Accuracy, content, media, position, appearance dates CLOSING DATE: 4pm Monday 22nd October 2012 NOTE: and final approval for media publication of this ad is the client’s responsibility. Please check all details carefully.
Clinical Nurse Manager
Nursing Careers Allied Health - Issue 20 | Page 13 T E L : 9 2 1 0 9 5 0 0 | FA X : 9 2 1 0 0 8 3 3
Job:
F78233
Operator:
Gav
Size:
23x3(100)
Publication:
West Australian
10CM Date:
22 Sep 2012
Position:
Employment Health & Med
Are you ready for a Southern exposure? Southern NSW Local Health District Mental Health, Nursing and Midwifery Positions Available Varying positions available at Goulburn, Queanbeyan and Bega For these and other vacancies in our region visit us at gsahs.nsw.gov.au and follow the link to Southern NSW Local Health District Positions For further information, contact Melissa Knight on (02) 4824 1856 Or email SNSWLHD.Careers@gsahs.health.nsw.gov.au and quote reference NCAH-Oct12 http:/www.health.nsw.gov.au/snswlhn/
Southern exposure‌ get up and go! Page 14 | www.ncah.com.au
REGISTERED NURSE VACANCIES MENTAL HEALTH This is a great opportunity to join a leading provider of quality mental health services in a supportive and fulfilling environment where staff are valued and personal development is encouraged. Delmont Private Hospital is an accredited 88 bed private psychiatric hospital with extensive Inpatient Units specializing in General and Aged Psychiatry and Drug and Alcohol. Due to a recent expansion, we are seeking suitably qualified and experienced full and part time highly skilled and motivated AHPRA Registered Nurses. Must have expertise in general adult psychiatry – relevant experience essential. A vision for excellence and providing quality care and service to people with complex mental health issues, together with the commitment to developing practice skills will see you succeed in this role. You need to be self motivated with high level communication and organizational skills, and the ability to work both independently and as a member of a multidisciplinary team. In return you will be offered attractive remuneration, excellent working conditions, and supported by a professional team. Award as per ANF. Salary will be commensurate with experience and skill. Applications Close: Friday October 26 2012 Written applications to: Robyn Baird, HR Co-ordinator rbaird@delmonthospital.com.au PO Box 193, Burwood, 3125 03 9805 7363
Nursing Careers Allied Health - Issue 20 | Page 15
Mental health patients forgoing vital sessions by Karen Keast A Victorian psychologist fears mental health patients are missing out on invaluable group sessions because many GPs don’t know they exist. Psychology Melbourne director and principal psychologist Jill Wright said only 2.5 per cent of the 200 GPs the psychology practice surveyed in the past two years were aware their patients are entitled to 10 group sessions as well as their 10 counselling sessions in a calendar year. “At the moment they are referring them for individual counselling and they are not referring them for anything else,” she said. “GPs need to say - go and do a couple of classes and see how you feel. It can be a forward step into the whole area.” Ms Wright said group sessions are often wrongly considered to be group therapy but are actually psycho-education classes covering topics ranging from stress management to preventing self-sabotage, and men, sex and the internet. “Most people are afraid of group sessions because they think it’s group therapy but that’s old fashioned,” she said. “Today’s group sessions are psychoeducational and skills training – you leave your personal issues for individual counselling.” Ms Wright said group classes, which include a PowerPoint presentation, a trained psychologist and an opportunity for questions and answers, offer a range of benefits, from enabling people to continue to work on themselves once completing their individual sessions while also helping to free up more time in the individual sessions. Page 16 | www.ncah.com.au
“It’s a really valuable, effective way for people to start working on themselves,” she said. “A lot of what you talk about in private individual sessions could be covered in group classes. “It can also accelerate their counselling. Some people get more out of classes than the individual sessions.” Under the Federal Government’s Better Access initiative, mental health patients receive subsidised access to mental health practitioners through Medicare. Ms Wright said only a small number of private institutions and hospitals offer the group sessions due to the high work-load involved. “Not many psychologists bother with them because they are a lot of work to do a group. We are one of the few private practices that offer them,” she said. “It is such a valuable help to the client.”
NSW Institute of Psychiatry www.nswiop.nsw.edu.au
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Looking for a range of study options? Studying at NSWIOP allows you to gain an accredited postgraduate degree in mental health via distance education, in a range of specialty areas: Perinatal & Infant Mental Health; Child & Adolescent Mental Health; Adult Mental Health; Older Persons Mental Health; Family Therapy; General Practice; Psychiatry
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I AM FOLLOWING MY HEART Postgraduate Nursing Information Session RMIT is at the forefront of nursing education and research, offering undergraduate and postgraduate programs designed to meet the challenges of current practice and research. As one of the oldest providers of nursing education in Australia, you'll benefit from RMIT's rich history and practical applications to nursing. RMIT offers specialist postgraduate studies including: Child and Family Health, Emergency, Mental Health and Midwifery.
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Nursing Careers Allied Health - Issue 20 | Page 17
Rewarding Career Opportunities, Orange “Providing holistic, multidisciplinary acute mental health care to young people up to 18 years of age, we believe in creating a caring and nurturing environment and fostering positive relationships that support young people to reach their full potential of mental wellbeing.� Nurse Unit Manager, Ben Headlam said 4HE 7OLLEMI +IDS -ENTAL (EALTH AND 7ELLBEING PROGRAM IS ONE OF MANY NEW services offered at the state-of-the-art Orange Health Service.
7E ARE EXCITED TO EXTEND A VARIETY OF CAREER OPPORTUNITIES FOR nursing, medical and allied health staff to join our vibrant team and be a part of the ongoing development of this exciting service. 7OLLEMI n +IDS EMBRACES A DYNAMIC AND PERSON CENTRED APPROACH TO THE Rewarding Career Opportunities, Orange mental health and wellbeing of young people with access to a full range of “Providing holistic, multidisciplinary healthhealth care to young people up to 18 years of age, we general, drug and alcoholacute andmental mental services. believe in creating a caring and nurturing environment and fostering positive relationships that support
.� Nurse Manager, Ben Headlam saidto the unit are young people to reach their of mental The young person isfull atpotential the centre ofwellbeing all that we Unit do. Admissions The Wollemi-Kids Mental Health andAcross Wellbeing all program is one of manyof newthe services offered atyoung the state-ofshort term and intensive. components program people the-art Orange Health Service. We are excited to extend a variety of career opportunities participate in their own care as a valued member of their own treatment team.
for nursing, medical and allied health staff to join our vibrant team and be a part
The innovative inpatient program includes a range of therapeutic activities and of the ongoing development of this exciting service. groups, individual and family interventions, access to a school program and Wollemi – Kids embraces a dynamic and person centred approach to the mental health and wellbeing of young people with access to a full range of general, drug and alcohol and mental health services. MOST IMPORTANTLY &5. The young person is at the centre of all that we do. Admissions to the unit are short term and intensive. #ARA A 2EGISTERED .URSE RECENTLY MADE THE MOVE TO /RANGE AND HASN T LOOKED Across all components of the program young people participate in their own care as a valued member of their own treatment team. back. The innovative inpatient program includes a range of therapeutic activities and groups, individual and family “Orange IS A GREAT PLACE TO LIVE 2ELOCATING HERE WAS EASY interventions, access to a school program and most importantly, FUN! everybody made feel at home and Cara, a Registeredreally Nurse recently mademe the move to Orange and hasn't lookedwere back. extremely HELPFUL 7OLLEMI +IDS IS A GREAT PLACE TO WORK IT S VARIED FUN AND "Orange is a great place to live! Relocating here was easy; everybody really made me feel at home and were extremely helpful. Wollemi-Kids is a great place CHALLENGING )T S EXTREMELY REWARDING KNOWING YOU ARE HELPING AKE to work, it's varied, fun and challenging! It's extremely rewarding knowing you A POSITIVE DIFFERENCE TO YOUNG PEOPLE S LIVES v #ARA SAID
are helping make a positive difference to young people's lives." Cara said.
For further information Mental Health and Drug &within Alcohol For further information on these on and these all Mentaland Healthall and Drug & Alcohol career opportunities Western NSW Local Health District, please visit www.ynotmakeityou.com.au CAREER OPPORTUNITIES WITHIN 7ESTERN .37 ,OCAL (EALTH $ISTRICT PLEASE VISIT www.ynotmakeityou.com.au
Page 18 | www.ncah.com.au
Offering exciting career opportunities in Orange, Regional NSW
make a difference to young people’s lives? ou want to live where you can really enjoy a work life balance ? ou want to work in a dynamic and people focussed environment? Do
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w w w. y n o t m a k e i t y o u . c o m . a u Nursing Careers Allied Health - Issue 20 | Page 19
Migrant nurses encounter discrimination by Karen Keast Asian, Indian and Filipino nurses working in New Zealand often face discrimination from their patients and colleagues, according to the results of a new study. The New Zealand Nurses Organisation study found 48 per cent of internationally qualified nurses (IQNs) encounter racial harassment from patients and a third receive racial harassment from their colleagues. The study focused on the country’s increasing multi-cultural workforce, where more than a quarter of nurses are now IQNs, and surveyed the views of almost 1300 New Zealand qualified nurses (NZQN) and IQNs. It found NZQNs believe there are shortfalls in some IQNs’ training, cultural awareness and English language skills while NZQNs often witness patients directing racism towards Asian and Indian nurses.
t *2/T MFGU GFFMJOH EF TLJMMFE BOE underutilised because they were unable to use their skills such as venepuncture, cannulation, epidurals, suturing, treating minor injuries, IV medication, vascular Doppler scans, PEG insertion and anaesthetic technician tasks t *2/ QSBDUJDF OVSTFT FYQSFTTJOH GSVTUSBUJPO at not being able to work as previously, such as running chronic disease clinics or prescribing medication t *2/T DPOýOFE UP XPSLJOH JO BHFE DBSF as health care assistants or care-givers, formed the largest group feeling underutilised t /FX ;FBMBOE CPSO BOE FEVDBUFE 3/T of Chinese and Indian ethnicity reporting discrimination and racism at work
IQNs also reported discrimination and often felt frustrated and disappointed at constrained roles, scopes of practice and career opportunities in New Zealand.
t 'FFMJOHT UIBU GBWPVSBCMF SPTUFST XPSLMPBE access to interviews or promotions were linked to ethnicity
The authors of the report, NZNO researcher Leonie Walker and NZNO nursing policy adviser and researcher Jill Clendon, found:
t /;2/T FYQSFTTJOH GSVTUSBUJPO BU *2/T communicating with each other in their own languages while at work
t /VSTFT SFQPSUJOH WFSZ IJHI OVNCFST PG patients stating they do not want to be cared for by a foreign nurse
t "OE /;2/T EJTUSFTTFE BU XJUOFTTJOH discrimination, and expressing support and empathy for IQNs.
t QFS DFOU PG *2/T GFMU UIFZ XFSF working in a position with less scope and responsibility than their previous employment in their home country t QFS DFOU PG "GSJDBO OVSTFT XIP BSF non-South African, thought they were working in a lesser role compared with only 3.2 per cent of Indian nurses Page 20 | www.ncah.com.au
The study states IQNs require “significant support� to make a successful transition to New Zealand nursing and it recommended the development of a good practice guide in a bid to help retain IQNs. For more articles visit NCAH.com.au
Manager Palliative Care & Rehabilitation Services Sacred Heart U Exciting New Role U Focus on Leadership U Mission/Values based Organisation Sacred Heart is part of the St Vincents Health Network and is recognised as a leading provider of Palliative Care and Rehabilitation Services in Sydney’s Eastern Suburbs. Opened by the Sisters of Charity in 1890 as a dedicated Hospice for the Dying, Sacred Heart has grown from a small cottage for terminally ill patients to a modern facility. More recently, its services have extended to include Inpatient, Outpatient, Outreach and Community based services, as well as incorporating the Research and Educational activities of the Cunningham Centre for Palliative Care. Reporting to the Director of Sub Acute and Aged Care, this newly created role is intended to ensure the day-to-day operational management of Sacred Heart and the ongoing development and evaluation of the Service. However, the primary purpose of the appointment is to ensure Operational Excellence in all areas of practice and resource allocation. The requirements of the role are demanding – your demonstrated knowledge and application of best practice; your commitment to The Philosophy, Mission and Values of Mary Aikenhead Ministries and; your outstanding leadership skills. Your commitment to customer service will underpin your business focus and commitment to growing your Team’s capabilities and reputation. Thus, growing Sacred Heart’s services. In return, Sacred Heart offers more than a competitive salary – it seeks to support your career aspirations in an environment that fosters interaction and inclusion. Applications are sought from suitably qualified Clinicians and Allied Health professionals with current APHRA registration and tertiary qualifications in administration and/or health management.
To learn more call Tony Stokes on 02 9248 0103 or 0410 22 88 33. Or email your resume in strict confidence to tony@c3careers.com.au Applications Close 5.00 PM Monday, 15th October 2012.
P: (02) 9248 0103 E: tony@C3careers.com.au www.C3careers.com.au
ERS
17679/SYN
Though challenging, this is a rare opportunity to realise your leadership potential, whilst advancing the philosophy and mission of a leading health care service.
3 AREERS
Nursing Careers Allied Health - Issue 20 | Page 21
Nurses’ union criticises leaked redundancy script by Karen Keast 4HE 1UEENSLAND .URSESl 5NION HAS UNCOVERED A REDUNDANCY SCRIPT PROVIDED TO 1UEENSLAND (EALTH MANAGERS
EQUIVALENT NURSES WOULD BE AXED WHILE OTHER NURSES IN THE OLD OFüCE CORPORATE STRUCTURE HAVE ALSO BEEN AFFECTED
1.5 SECRETARY "ETH -OHLE DESCRIBED THE SCRIPT WHICH WAS LEAKED TO THE UNION FROM SEVERAL SOURCES AS mVERY CLUMSILY DONEn
-S -OHLE SAID THE UNION WILL üGHT mEVERY SINGLE JOB CUTn
m7E UNDERSTAND THE NECESSITY TO HAVE SOME GUIDANCE FOR MANAGERS IN THIS TERRIBLE SITUATION n SHE SAID m&OR OUR MEMBERS IT ADDS INSULT TO INJURY m4HERElS NO EASY WAY TO SACK SOMEONE AND HEALTH WORKERS HAVE NEVER BEEN IN THIS SITUATION n 4HE REDUNDANCY SCRIPT COMES AS 1UEENSLAND (EALTH MOVES TO AXE FULL TIME EQUIVALENT POSITIONS IN A BID TO CURB COSTS 4HE SCRIPT SUGGESTS MANAGERS TELL THEIR STAFF EITHER mYOU WERE NOT THE MOST CAPABLE PERSON FOR THE AVAILABLE ROLEn OR mYOUR POSITION NO LONGER IS REQUIRED IN THE NEW STRUCTUREn
m7E DONlT ACCEPT THE NEED FOR IT AT ALL n SHE SAID m)T CAN END UP IN A FORCED REDUNDANCY 7E WILL üGHT EACH AND EVERY ONE OF THOSE n -S -OHLE SAID NURSES AND ALSO THE WIDER COMMUNITY CAN VOICE THEIR OPPOSITION TO THE JOB CUTS AND SERVICE CUTS THROUGH THE UNIONlS ONLINE CAMPAIGN WHICH INCLUDES AN ACTIVE PETITION 3HE SAID THERE WAS ALSO A FUNCTION ON THE WEBSITE WHERE MEMBERS COULD ALERT THE UNION TO ISSUES WHILE THE COMMUNITY CAN ALSO mTIP OFFn THE UNION TO ANY CUTS TO SERVICE DELIVERY -S -OHLE SAID ANY MEMBERS PRESENTED WITH REDUNDANCY OPTIONS SHOULD IMMEDIATELY CONTACT THE UNION FOR SUPPORT
)T ALSO PROVIDES TWO OPTIONS WITH EMPLOYEES TOLD TO CHOOSE ONE OPTION WITHIN TWO WEEKS /NE OPTION IS TO TAKE A VOLUNTARY REDUNDANCY WITH A SEVERANCE PAYMENT AT TWO WEEKSl PAY PER YEAR OF SERVICE AND AN INCENTIVE PAYMENT OF EITHER OR WEEKSl PAY 4HE SECOND OPTION STATES THE WORKER CAN BE REDEPLOYED AT THE SAME LEVEL IN A VACANT 1UEENSLAND (EALTH ROLE BUT IF THE TRANSFER HAS NOT OCCURRED WITHIN FOUR MONTHS A RETRENCHMENT MAY BE CONSIDERED IN WHICH CASE THE EMPLOYEE WILL NOT BE ENTITLED TO A VOLUNTARY REDUNDANCY PAYMENT -S -OHLE SAID JOBS AT 4OWNSVILLE WERE THE üRST TO GO WITH THE ANNOUNCEMENT THAT FULL TIME Page 22 | www.ncah.com.au
Here is the complete, unedited Queensland Health script that the QNU has released: Suggested manager script for informing substantive employees their role is no longer required in the new structure â&#x20AC;&#x201C; one on one Thank you for coming in today. I understand this is a difficult time. Weâ&#x20AC;&#x2122;ve had to make some tough decisions following the approval of our structure. Our branchâ&#x20AC;&#x2122;s core business is now <insert core business>. This means unfortunately not all employees are now needed to deliver these priorities.
It is greatly regretted your substantive position is one of those no longer required here in the <insert branch>. This means that in the near future, you will be offered a voluntary redundancy. (I understand you have been with the department for <insert timeframe>). You have made a significant contribution to Qld Health and the public sector <insert some examples>. Consultation about implementation We are consulting with affected staff and, where relevant, their unions, about the implementation of the changes We are investigating ways to avoid or minimise the impacts of the changes We welcome your input into this process and welcome any suggestions you may have What does this mean? I realise this might come as a shock and may be difficult for you to digest. I appreciate this news will have a significant impact on you. Firstly Iâ&#x20AC;&#x2122;d like to explain why you do not have a role in the new structure. Following the <insert how schedule was filled>, it was determined <you were not the most capable person for the available role. I know you have made a significant contribution to the department and have done some good work, but unfortunately there were other individuals who were deemed to be more suitable>. Or <your position no longer is required in the new structure>.
Your options I would like to ensure you understand your options and obligations. You will be provided with two options to consider and once the offer is made, you will have 14 days to decide. Iâ&#x20AC;&#x2122;d like to give you more detail now about these options. Option one: Your first option is to take a voluntary redundancy which includes a severance payment and an incentive payment. The severance payment is two weeks pay per year of service in the public service and a proportionate amount for an incomplete year of service paid at your substantive level. The incentive payment is $6500 or 12 weeksâ&#x20AC;&#x2122; pay at your substantive level, whichever is greater. These payments will be taxed as a bona fide redundancy. <If relevant: Please note, being a part time employee will mean your entitlement will be calculated accordingly. There is no provision to revert to full time prior to the offer being made as this is regarded as a contrived benefit> You will also be paid any outstanding recreation leave and long service leave entitlements. The offer of voluntary redundancy will include an estimate and a validation of your leave and service history. It will also provide information about any overpayment that may be outstanding. A separation date will be also advised. Nursing Careers Allied Health - Issue 20 | Page 23
Option two: Your second option is to become an ERP, which means you will be given assistance up to a four month period to be placed at level in another vacant role within Qld Health or in another department. We may initiate a review earlier than four months if reasonable placement efforts have been undertaken and a transfer opportunity is unlikely to occur. If you choose to become an ERP, you will be allocated to the Qld Health Placement Team and they will act as your case manager in this process. It’s also important to understand a voluntary redundancy payment will not be offered to you at the conclusion of the period, if you have not been successful in finding a vacant position. If at the end of the period, you have not found a position, a review will be conducted. Where a review determines that reasonable placement efforts have been undertaken and it is not appropriate to continue these efforts, the retrenchment will be considered. You will be provided with an opportunity to demonstrate why proposed retrenchment is not reasonable, before a final decision is made. If you do not return the letter accepting a voluntary redundancy within the 14 day period, you will be considered to have elected to become an ERP. Qld Health support for you at this time Again I want to reiterate I appreciate this is an incredibly difficult time for you and those around you. Qld Health is here to support you during this time and I would strongly encourage you to utilise the confidential and free Employee Page 24 | www.ncah.com.au
Assistance Program for counselling and career advice. It is important to note, this service can only be accessed while you are still employed at Qld Health so I would urge you to contact them as soon as possible. However, if you have accessed these services prior to exiting the department, you are eligible to take advantage of the remaining number of sessions following your departure. Employee Assistance Program: 1. http://qheps.health.qld.gov.au/eap/ home.htm - contact PPC Worldwide on 1300 361 008 (24/7) 2. Statewide Hotline 1800 239 074 (7am – 9pm every day) To recap and further information To recap on our conversation today, you now have two options – to either take a voluntary redundancy or become an Employee Requiring Placement. Following this meeting today, I will set up another face-to-face meeting with you in two days time to check in. This will be an opportunity for you to ask further questions. I understand this is incredibly tough and you are welcome to take a break for some fresh air or to phone a family member or friend. Please remember you are not the only one being told this news today. Please be mindful of others who are also affected and remember the expectations of the code of conduct. Do you have any questions? If you have future questions, please don’t hesitate to ask me. Thank you for your time today.
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Nursing Careers Allied Health - Issue 20 | Page 25
NSW nurses and midwives apologise for forced adoptions by Karen Keast The NSW Nurses and Midwives’ Association (NSWNMA) has issued an apology to the mothers, fathers, sons and daughters subjected to forced adoption between the 1950s and 1970s. The apology came after state parliament, in front of a packed gallery, recently passed an historic motion of apology for the traumatising policy. Parliament heard an estimated 150,000 babies were taken from their mothers during the period as part of the policy, which was then sanctioned by governments, hospitals, churches and charities. Young mothers were often drugged, sedated and given lactation suppressants to dry up their milk, some were tied to beds while their babies were induced, while other mothers were lied to and told their babies had died. Premier Barry O’Farrell delivered the formal apology. “We are sorry for the forced adoptions practices that severed the fundamental, life-giving bonds between a mother and her child,” he told parliament. “We say sorry for treating you cruelly and insensitively when what you most needed and deserved was care and support.” The NSWNMA later issued a statement “unreservedly apologising” for the part nurses and midwives played in the “unacceptable policy” through their employment. “Through such employment, nurses and midwives were intimately involved with the mothers and their newborn sons and daughters, especially at the time of the birth and removal,” the statement read. Page 26 | www.ncah.com.au
“The NSWNMA also apologises for any nurse/ midwife behaviour that increased the trauma experienced by any mother as a result of this unacceptable policy. “The NSWNMA is also very sorry that, while it was not itself involved in such practices and did not actively support such practices, it did not look more closely at the policy at the time and take a vigorous stand against it.” The union called on other governments, organisations and professions involved in the policy to also issue an apology and demanded the state government deliver widespread assistance to help the mothers, fathers and children subjected to forced adoption. Read the entire statement here: http://www.nswnurses.asn.au/news/42080.html
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Nursing Careers Allied Health - Issue 20 | Page 29
Nursing and allied health fall prey to NSW cuts by Karen Keast The general secretary of the NSW Nurses Association has questioned promises made by NSW Health Minister Jillian Skinner that nurses’ jobs will be protected in the state’s health sector cuts. Brett Holmes said the minister, while insisting nurses’ jobs be protected, had given responsibility for $775 million in budget cuts over four years to Local Health Districts (LHDs). The move is expected to see $89 million shaved off the budget for NSW hospitals this year. With the NSW budget only announced around a fortnight ago, the results were already emerging, Holmes said. Nurses in key positions were being offered voluntary redundancies by their LHDs, while many hospitals and health facilities were witnessing dramatic cutback measures. “In the Hunter New England area, they are picking positions of high value such as clinical nurse consultants and nurse managers and offering voluntary redundancies.’’ “At Manning Rural Referral Hospital in Taree, all staff were asked to come forward regarding voluntary redundancies. Staff were also lectured about not taking sick leave. They were told that if they have a cold they should wear a mask and come to work. They were also told that anyone who is sick needs a medical certificate. When you consider that this entails asking rural doctors to spend administration times giving nurses a certificate, it gets into the realms of the ridiculous.” Holmes said the state was already suffering from chronic staff and resources shortages. Page 30 | www.ncah.com.au
The NSW labour expense cap, which the NSW Premier Barry O’Farrell has imposed on all departments, is on top of $2.2 billion in savings over four years NSW Health has been asked to make. The $2.2 billion in savings will be redirected to frontline services. Minister Skinner has reportedly acknowledged that a 5.4 per cent increase in this year’s health budget, to deliver $16.4 billion in recurrent spending, will not keep up with rising costs and patient demand. Hospitals will be expected to deliver an extra 50,000 emergency department visits, 30,000 overnight hospital stays and 2000 elective surgery procedures this year. Meanwhile the opposition spokesman on health, Andrew McDonald, reportedly estimated the government would shed about 3600 jobs - or 3 per cent - over four years. ‘’Many of these people are frontline workers,’’ he said. ‘’Allied health will bear the brunt of the cuts.’’
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Nursing Careers Allied Health - Issue 20 | Page 31
Disability nurses fight back by Karen Keast More than 1000 disability nurses in New South Wales are campaigning for pay parity with nurses in the public system. Ageing, Disability and Home Care (ADHC) nurses who work under the Department of Family and Community Services are also the first nurses to face major State Government cuts to their award, targeting annual leave, penalty rates and travel allowances. New South Wales Nurses and Midwivesâ&#x20AC;&#x2122; Association spokesperson Lisa Kremmer said ADHC nurses are paid about six per cent less than nurses in the public system. Ms Kremmer said pay disparity coupled with the proposed award cuts had prompted ADHC nurses to fight back. â&#x20AC;&#x153;Nurses working in that sector have had their pay fall significantly behind pay in the public health system,â&#x20AC;? she said. â&#x20AC;&#x153;Nursing is a competitive industry where nurses are in demand and nurses have to earn a living wage, a decent wage. â&#x20AC;&#x153;Nurses that continue to work in ADHC love the job but that doesnâ&#x20AC;&#x2122;t pay the bills.â&#x20AC;? Ms Kremmer said morale among ADHC nurses had reached a new low. â&#x20AC;&#x153;I think itâ&#x20AC;&#x2122;s fair to say morale is pretty poor,â&#x20AC;? she said. â&#x20AC;&#x153;They feel like they are a silent minority, that they are not respected and they are not recognised for the valuable contribution that they make to the quality of life for people with a disability. â&#x20AC;&#x153;This is about these nurses being able to stay in the sector. â&#x20AC;&#x153;For clients, it will mean appropriate nursing care into the future, and thatâ&#x20AC;&#x2122;s important.â&#x20AC;? Page 32 | www.ncah.com.au
Cuts to the Crown Employees Award affecting about 80,000 public sector workers statewide, including ADHC nurses, include: t 3FNPWJOH UIF QFS DFOU BOOVBM MFBWF loading t $VUUJOH QFOBMUZ SBUFT UISPVHI DIBOHJOH UIF definition of a shift worker to someone who works outside 7.30am to 6pm t 3FNPWJOH TPNF TIJGU XPSLFST BOOVBM MFBWF from six and seven weeks to a maximum of five weeks for all t "CPMJTIJOH 'BNJMZ BOE $PNNVOJUZ 4FSWJDF leave t $VUUJOH USBWFM BMMPXBODFT BOE BMTP BYJOH benefits for remote workers, such as remote allowance, additional leave and travel assistance t $IBOHJOH UIF XBZ JOKVSFE XPSLFST BDDFTT sick leave.
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Nursing Careers Allied Health - Issue 20 | Page 33
Young remote nurse wins major accolade by Karen Keast As a descendant of the last full-blooded Tasmanian Aboriginal Fanny CochraneSmith, it is no surprise that Kristy Cooper felt compelled to become a rural area nurse to help Aboriginal people.
As a frontline health professional, Kristy is passionate about remote practice and hopes to improve service delivery to people in remote areas, who Kristy said are “the sickest people in Australia statistically”.
But what did come as a surprise, at least to Kristy, was the recent announcement naming Kristy as Western Australia’s 2012 Nurse of the Year.
Kristy, who job shares with another nurse and works one week on and one week off, is completing her Masters in Remote Health Practice (Nurse Practitioner) through Flinders University and the Centre for Remote Health in Alice Springs.
Kristy received the top honour at the recent WA Nursing and Midwifery Excellence Awards after also winning the Rural and Remote Registered Nurse category. One of 16 nurses and midwives throughout the state to win the diverse range of award categories, Kristy was awarded the overall title for her commitment to providing acute care, educating emerging rural and remote nurses, and for her work developing primary health and prevention programs. At 27, Kristy has spent the past three years working at a single nurse post in Coral Bay, a small town on the coast of WA, 1200km north of Perth, which is home to between 150 to 200 locals plus the seasonal tourists who come to experience Australia’s only fringing reef and its outstanding marine life. “Because I grew up rurally and with the Indigenous heritage, I am really quite interested in social and economic inequality,” she said.
With the nearest hospital 120km away at Exmouth, Kristy thrives on the generalist aspect of her nursing role. “You see so much and you never know what’s coming in,” she said. “With that comes a lot of autonomy and advanced practice.” Kristy hopes she will be endorsed as a nurse practitioner and wants to continue nursing in Coral Bay. “If they re-classify my position I will be able to rid some of the gaps that exist in health care delivery in Coral Bay,” she said. “I will be able to do a lot more, sooner for the patient rather than the patient having to wait for the doctor to arrive.”
“I find it hard to believe that people do have such a different life path. I find it hard to accept it’s already pre-determined because of social, economic and geographic location.
Kristy has completed additional study in a bid to improve her service to patients and she is also working on a thesis researching the experiences and expectations of orientation in rural area nursing, in a bid to enhance the experience for nurses.
“I find it really hard to deal with and I am eager to overcome it.”
For the full article visit NCAH.com.au
Page 34 | www.ncah.com.au
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Nursing Careers Allied Health - Issue 20
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