The Lamp March 2011 by NSW Nurses and Midwives' Association

lamp the

magazine of the NSW Nursesâ&#x20AC;&#x2122; Association

volume 68 no.2 March 2011

healthscope agreement delivers

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better

PAy

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About The Lamp

c o n t e n t s

Contacts NSW Nurses’ Association For all membership enquiries and assistance, including Lamp subscriptions and change of address, contact our Sydney office. Sydney Office 50 O’Dea Avenue, Waterloo NSW 2017 (all correspondence) T 8595 1234 (metro) 1300 367 962 (non-metro) F 9662 1414 E gensec@nswnurses.asn.au W www.nswnurses.asn.au Hunter Office 120 Tudor Street Hamilton NSW 2303 Illawarra Office L1, 63 Market Street Wollongong NSW 2500

Cover story

lamp the

magazine of the NSW Nurses’ Association

volume 68 no.2 March 2011

healthscope agreement delivers

Print Post Approved: PP241437/00033

better

pay

Healthscope agreement delivers better pay 12 Cover Shelley Laffin, RN, Nepean Private Hospital. Photography by Sharon Hickey.

News in brief

Professional issues

9 Nurses help public to eat healthily 9 Sydney Alliance training for 2011 9 Unions partner with indigenous Australians 10 Sick leave reduced in nurses who seek support 10 Australian unions raise half a million dollars for Queensland flood victims 10 Irish student nurses and midwives protest over pay removal 11 Liberal changes to parental leave scheme spell disaster for workforce 11 NZ nurses express concern over Pacific partnership agreement

30 National health reforms press ahead 31 Update on NSW hospital clinical councils

Industrial issues 16 Calvary nurses celebrate new agreement 18 Congratulations on ratios and better pay

Aged care 20 User pays trumps quality of care in Productivity Commission report

Because we care 22 Show some love for older Australians

NSW election 2011 25 Keep up the pressure for public services 26 What the parties are promising nurses this election

Mental Health 34 Spotlight on mental health

Regular columns 5 Editorial by Brett Holmes 6 Your letters to The Lamp 33 Ask Judith 41 Nursing research online 42 Nurse uncut 44 At the movies 46 Books 49 Our nursing crossword 50 Diary dates

Competition 24 Win a luxury getaway to the Hunter Valley

Special offers 40 Win 10 double passes to Never Let Me Go, 20 double passes to The Company Men, 40 double passes to the preview of Barney’s Version and 25 double passes each to The Girl Who Kicked the Hornet’s Nest and A Heartbeat Away.

Agenda 28 Beware threats to public health

NSWNA communications manager Noel Hester T 8595 2153 NSWNA communications assistant Janaki Chellam-Rajendra T 8595 1258 For all Lamp editorial enquiries, letters and diary dates: Editorial Enquiries T 8595 1234 E lamp@nswnurses.asn.au M 50 O’Dea Avenue, Waterloo NSW 2017 The lamp produced by Sirius Communications T 9560 1223 W www.siriuscommunications.com.au Press Releases Send your press releases to: F 9662 1414 E gensec@nswnurses.asn.au The Lamp Editorial Committee Brett Holmes, NSWNA General Secretary Judith Kiejda, NSWNA Assistant General Secretary Coral Levett, NSWNA President John Lyons, Baradine MPS Roz Norman, Tamworth Base Hospital Elsie May Henson, Barraba Multi Purpose Service Peg Hibbert, Hornsby & Ku-Ring-Gai Hospital Michelle Cashman, Long Jetty Continuing Care Richard Noort, Justice Health Advertising Patricia Purcell T 8595 2139 or 0416 259 845 F 9662 1414 E ppurcell@nswnurses.asn.au Records and Information Centre – Library To find old articles in The Lamp, or to borrow from the NSWNA library’s nursing and health collection, contact: Jeannette Bromfield, RIC Coordinator T 8595 2175 E gensec@nswnurses.asn.au The lamp ISSN: 0047-3936 General disclaimer The Lamp is the official magazine of the NSWNA. Views expressed in articles are contributors’ own and not necessarily those of the NSWNA. Statements of fact are believed to be true, but no legal responsibility is accepted for them. All material appearing in The Lamp is covered by copyright and may not be reproduced without prior written permission. The NSWNA takes no responsibility for the advertising appearing herein and it does not necessarily endorse any products advertised. Privacy Privacy statement: The NSWNA collects personal information from members in order to perform our role of representing their industrial and professional interests. We place great emphasis on maintaining and enhancing the privacy and security of your personal information. Personal information is protected under law and can only be released to someone else where the law requires or where you give permission. If you have concerns about your personal information please contact the NSWNA office. If you are still not satisfied that your privacy is being maintained you can contact the Privacy Commission. Subscriptions Free to all Association members. Professional members can subscribe to the magazine at a reduced rate of $50. Individuals $73, Institutions $120, Overseas $130.

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HERE’S HOW YOU CAN WIN 2 Cancel your payroll deductions and start paying your fees through direct debit and you will go into the lucky draw and/or 2 Convince your colleagues to convert from payroll deductions to direct debit, and you and each of your colleagues who switch to direct debit will go into the lucky draw and/or 2 Sign up a new member using the direct debit method of paying their fees, and you and the new member will go into the lucky draw. Direct debit is not only the easiest and most convenient way to pay your membership, but switching over could win you a luxury holiday! Don’t risk your membership lapsing from changing workplaces. With direct debit you are always protected on the job.

4 THE LAMP march 2011

Image supplied by Tourism Port Douglas and Daintree unless otherwise noted.

Membership Application forms or Direct Debit forms can be downloaded from our website www.nswnurses.asn.au. Alternatively call the NSWNA on 8595 1234 (metro area) or 1300 367 962 (non-metro area) for more information.

e d i t o r i a l BY BRETT HOLMES GENERAL SECRETARY

90% vote ‘yes’ to ratios and pay offer g Public health system nurses and midwives have won 9.7% pay rises over the life of the agreement, and ratios as an equivalent to Nursing Hours Per Patient Day are now embedded in a legallyenforceable award.

strong majority of NSWNA Branches have voted in favour of the public health system staffing ratios and pay offer. The final vote was 90% in favour. As the Lamp goes to print, the Award has just been formally made in the Industrial Relations Commission. This means it will be legally enforceable. All RNs, RMs, ENs and AiNs will soon receive backpay from the 2010 3.9% pay rise. This backpay will be delivered in a lump sum. The next 3% pay rise will start from your first full pay period that commences on or after 1 July 2011. Recruitment of the approximately 1,400 FTE additional nurses needed to meet the higher staffing levels will commence from March this year and will be progressively implemented until June 2013. NSWNA members have voted to lock in the gains made during this first nurse-to-patient ratios campaign. We will continue to build on these gains in the years ahead, especially in the areas of skill mix, community health, other specialties and smaller hospitals. Between now and 2014 we will be working hard to see full implementation of the nursing ratios, Birthrate Plus, ACORN 2008 and the employment of the approximately 1,400 full-time equivalent nursing positions.

Good agreements in private hospitals and our aged care campaign continues The public health system isn’t the only sector where we have had progress this month.

Our aged care campaign also continues with more opportunities to influence the Productivity Commission’s final report through hearings that are soon to get under way. We will keep members in touch with our activities around the hearings and I would encourage members in aged care and from other sectors to participate.

No matter who wins the election we will be advocates for nurses and midwives

The public sector outcomes just achieved will provide inspiration for private hospital nurses when compiling their log of claims. A new agreement will deliver 3.85% pay rises over each of the next two years to 2,000 nurses employed in 12 Healthscope facilities in NSW. There have been similar pay improvements at Calvary Private Hospital in Wagga Wagga. No doubt in the next round of negotiations the public sector outcomes just achieved will provide inspiration for private hospital nurses when compiling their log of claims.

This month sees a State election in NSW. As always, people should vote on the policies of parties and the party they believe will provide the best healthcare system and the best leadership of the State for the future. We should, however, bear in mind that a weak opposition can lead to a government believing they have a complete mandate to do as they wish, not as they promised. A clear example is when John Howard won control of both the House of Representatives and the Senate in the 2004 federal election – a result that encouraged him to introduce WorkChoices. More recently we have the unfolding situation in Britain and the United States where public sector cuts have become a central plank of government policy (see p.26). We will have to wait and see what happens in NSW. We always attempt to work with whoever is in government, and, as always, we will be unflinching advocates for our members and the professions of nursing and midwifery.n THE LAMP march 2011 5

l e t t e r s

letter of the month Government must fix problems in aged care I write this letter with valid concerns for the future of nurses working in residential aged care, following the latest report from the Productivity Commission, which failed to even highlight the importance of nursing staff-to-patient ratios in this sector. When will we overcome the crisis in residential aged care and mandate ratios? The maintenance of a professional nursing workforce in the aged care sector is pivotal to the health and wellbeing of the elderly. The lack of mandated nurse-topatient ratios in this federally-funded sector means it is a never-ending struggle in the provision of care, and the future looks daunting. Additionally, there is a current nursing shortage in aged care, high levels of job dissatisfaction, workforce management issues, skills mix issues, problems with recognition and image, issues of equity and remuneration that remain unresolved. This must be rectified. These issues threaten the provision of care for many communities. Resolving these issues is essential to preserving the safety and quality of care.

Congratulations on NSWNA advocacy and ratios win Congratulations on the NSWNA's advocacy and win regarding staffing ratios and skill-mix. It was a huge effort against a very diverse bureaucracy ... it seems a win– win solution for the nursing profession, the nursing profession, patients and the community alike. With all the recent sadness (and calm courage) of the Queensland floods, Cyclone Yasi and the Christchurch earthquake it is wonderful to finally hear some encouraging news! I'm sure gratitude is also due the individual members of the Industrial Relations’ Commission for their deliberations in January and beyond. Their decision regarding the employed professional skills shortage possibly resolved a situation that would have continued to cause as much injury and premature death as the Queensland climate disasters 6 THE LAMP march 2011

Louise Howell Following recent outcomes I don’t believe the Commonwealth Government has any idea of what it is going to do or where it will be going. I don’t believe it knows anything about the needs of the residential aged care community. Is there a plan to mandate ratios in residential aged care? No. Meanwhile, nurses working in residential aged care struggle to provide the best care possible with limited staffing numbers and resources. We need a political visionary leader who really understands the direct care needs of ageing individuals who live in residential aged care facilities: someone who will truly advocate for their needs, not Government representatives who work in their nice air-conditioned offices in Canberra. Nurses know health care and they understand aged care. It would be a tragedy if the people most suited to delivering high-quality care to Australia’s vulnerable ageing population were unable to work in the industry because the Federal Government will not address these issues. Louise Howell, RN Louise Howell won the prize for this month’s letter of the month, a $50 Coles Myer voucher. and earthquake disasters combined. Please convey sincerest thanks to the relevant members of the IRC, and to the many other organisations that supported the skillmix claim. As with the disaster recovery teams, it is indeed wonderful what the well-organised efforts of community members can achieve – whether in simple conversation or high-technology rescue. Hopefully ‘the shortage of nurses’ will gradually cease to be an excuse for premature death, injury and lack of communication in healthcare settings. We now have a work culture where, hopefully, nursing shortages can be calmly anticipated, reported and resolved. Thank you most sincerely for maintaining the strength of our NSW health system, which despite its many faults is so valued by our neighbourhoods, especially in times of personal and civic crisis. Elizabeth Connell-Abbottsmith, RN

Benjamin Fletcher

Ratios and pay increase necessary for nurses’ safety and sanity The 1:4 ratio and a significant decent pay rise for nurses Australia-wide are both overdue and essential for both the safety and sanity of everyone ever to be involved in the delivery of care, and the acceptance of more than just basic timedetermined, minimal, standard care with increasing risks. You get my vote! Thank you. Benjamin Fletcher, EEN

The letter judged the best each month will be awarded a $50.00 Coles Myer voucher courtesy of Moore equipment. Clever carts to help clever nurses. For details on the range of clax carts please visit www.mooreequipment. com.au or call (02) 9519 5540

Every letter published receives a 6 month weekend subscription to the Herald, valued at over $114! Subscribe to the Herald today to save 41% off the newsstand price and enjoy the convenience of the paper delivered to your home each morning. Visit www.subscribe. smh.com.au/ lamp for more details.

Got something to say?

Send your letters to: Editorial Enquiries email lamp@nswnurses.asn.au fax 9662 1414 mail 50 O’Dea Avenue, Waterloo NSW 2017 Please include a photograph along with your name, address, phone and membership number. Letters may be edited for clarity and space.

generally accepted staffing ratio model for births per midwife in the UK and has been adapted for the NSW environment. The new staffing arrangements will be implemented in three phases: the first will be in place by June this year, the second will be implemented by December 2011 and it will be fully implemented by July 2012.

Katherine Grover

Where are ratios for midwives? I am heartened to see the nurse-to-patient ratios claim finally moving forward. I am, however, concerned at the lack of address of patient-staff ratios for midwifery. The worldwide shortage of midwives has seen increasing dilution of the midwifery skill base by an increase in the numbers of non-midwives being rostered to antenatal and postnatal areas. Currently, midwives are allocated 10-12 patients each, which is excessive considering 1:4 ratios are being sought for other areas of nursing. This fact is compounded by the ‘non-recognition’ of the care required for not only the mother but for the baby. Midwifery staffing is in desperate need of review as the lack of expertise, increasing acuity and rapid patient turnover is affecting the morale of our ageing midwife population. Katherine Grover, RN

Editor’s note In maternity/birthing facilities NSW Health has agreed to adopt Birthrate Plus as the staffing model for midwifery services. Birthrate Plus is the

Flexibility will help address shortage of nursing staff I constantly hear about nursing shortages, nurses having to do double shifts, beds closing and now with patient ratios becoming a reality in NSW we will need more nurses than ever. With all this it came as a shock to me when I graduated to find how difficult it is to, firstly, become registered, and then to find work as a registered nurse. I paid for my registration in November 2010 and used the advertised ‘fast track’ to registration and I am still waiting. I know I’m not the only one as your own Nurse Uncut website has plenty of entries relating to the difficulties in dealing with AHPRA. Will I be compensated for the time I could have been practising and generating a decent income? Do we have access to an AHPRA alternative that may provide better results and customer satisfaction? It seems we are doomed to send the obligatory emails and phone calls as hassling them seems to be the only way to get things sorted. Once I become registered, however, the issues don’t stop.

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As I am a single parent, and am enrolled in an honours degree, I am only available to work morning shifts, 7am–4pm, which I thought was fairly reasonable as I’m sure the shift commonly referred to as ‘A shift’ fit squarely in these times. Not reasonable enough for nursing, though. I was accepted into a new graduate program but when I informed them of my availability I was less than kindly asked to withdraw from the program. I am now limited in career opportunities because I choose to be at home for my children. How many times have we all said, ‘Those poor kids, put into day care because their parents are always working’? Here we have a Registered Nurse – well, soon to be (thanks AHPRA), who wants to work, an industry crying out for workers, and because I don’t fit into the mould it’s just bad luck. If Australia wants to build a better workforce and relieve the shortages in nursing, some flexibility needs to be established. Nurses have families and as much as working is an important part of life, it’s not the only part. Although my introduction into registered nursing has not been a bed of roses, I am not deterred and one lucky organisation will pick up a fantastic nurse. Nurse shortage? Absolute nonsense! Danny Oakenfull, Graduated RN 2010

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We couldn’t be more flexible if we worked at Cirque Du Soleil! If you are a great RN who wants to get back into the workforce or change the way you work... ... Talk to us

We are prepared to bend over backwards to help you make your work life balance happen…

Nurse Care Managers Nurse Care Managers (RNs) are responsible to help our participants make lifestyle changes leading them to significantly improved health outcomes. Drawing on your clinical experience and being supported by a team of Dieticians, Exercise Physiologists and a Clinical Nurse Consultant, you will impact the lives of others, while you continue to develop your skills and expertise in this role. You need the following skills set: • Strong rapport building skills • Excellent oral and written communication • 3-5 years experience as a Registered Nurse • Intermediate computer skills • Excellent knowledge of one or more core chronic diseases and/or mental health experience • You must have relevant Australian recognised qualifications and work rights in Australia to apply for this position. Our work place options: • Full time / Part time / Work from home • A combination of office and work at home • We will happily accommodate time off over the school holidays to meet family commitments

...and what we need is your clinical expertise to deliver great health outcomes. Healthways Australia is on an exciting growth spurt. Our Sydney Centre (based in North Ryde) is looking to recruit experienced Registered Nurses every month, (that’s right, every month!) to deliver our telephonic care support and health coaching. Enjoy coming to work and working with a fun and friendly team where you will feel appreciated and rewarded.

If you are looking for a fresh start in 2011 this is the role for you. Our next intake is March so don’t delay. We look forward to hearing from you! For more information please contact: Laura Hookes, HR Coordinator on (02) 8264 4800 or submit your application to the below email: careers-au@healthways.com www.healthwaysaustralia.com.au

Healthways Australia, the place you choose to do your best work. 8 THE LAMP march 2011

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NURSES

HELP PUBLIC

TO EAT

HEALTHILY

urses are among a range of allied health professionals offering free telephone advice to the public on how to eat healthily. The NSW Government Get Healthy Service is a free and confidential telephone-based service that provides information and ongoing support to adults in the State who would like to eat more healthily, be more active or achieve and maintain a healthy weight. People calling the service are given advice by professionals from a number of disciplines including psychologists, dieticians, sports scientists, social workers and nurses. They will be sent information on eating healthily and can choose to take part in a six-month coaching program in which they are allocated a health coach who will assist them to set healthy lifestyle goals, overcome barriers and setbacks, maintain motivation and achieve long-term lifestyle changes. The service is available Monday to Friday, 8am to 8pm, on 1300 806 258. Visit www.gethealthynsw.com.au for more information.

Sydney Alliance training for 2011 Sydney Alliance is a non-party political organisation that brings together diverse community organisations, unions and religious organisations to advance the common good and achieve a fair, just and sustainable city. Over the past two years Sydney Alliance has been building its capacity and growing its membership. Many NSWNA members have attended the two-day Alliance Building Institutes and others have completed the sixday leadership training. As a partner organisation, the NSWNA would like to encourage more members to attend training in 2011. There is no cost to members of partner organisations. The Alliance will be holding listening campaigns of members to find out what issues are important to them, and will hold a huge launch in September 2011. To register your interest in training sessions visit the Sydney Alliance website at www.sydneyalliance.org.au

Unions partner with indigenous Australians Unions have formed a new partnership to advance economic and social justice for indigenous Australians and to campaign to improve the lives of all Aboriginal and Torres Strait Islander people through decent jobs and sustainable economic development. Drawing on the tradition of the Aboriginal pastoral workers who walked off the Wave Hill Station in 1966 in protest at their poor working conditions and treatment, the ACTU has pledged to work hand-in-hand with indigenous Australians to advocate for better social and economic opportunities. ‘Australian unions have always stood by our indigenous brothers and sisters,’ said ACTU Secretary Jeff Lawrence, who opened the ACTU Indigenous Conference in Darwin last month. ‘But it is clear that indigenous Australians have been left behind by the strong growth of the Australian economy over the past decade. ‘While unions have been able to achieve significant gains for members and communities through bargaining and

community campaigning, thousands of indigenous workers remain without basic rights and are usually employed in the most vulnerable and insecure types of work. ‘The ACTU is committed to the development of an effective partnership with Aboriginal and Torres Strait Islander peoples to redress economic and social disadvantage, particularly in relation to employment.’ Mr Lawrence presented a report on a delegation of Australian union officials

‘While unions have been able to achieve significant gains for members and communities though bargaining and community campaigning, thousands of indigenous workers remain without basic rights and are usually employed in the most vulnerable and insecure types of work.’ that visited central Australia in November last year to observe first-hand the Northern Territory Emergency Response (The Intervention). The delegation has identified shortcomings in self-determination, empowerment and representation in the Intervention. The union delegation was also told about the failures of the Community Development Employment Program, which has further entrenched Aboriginal people in economic dependency, along with the lack of opportunities for formal employment and training. ‘The courage and commitment of the Gurundji people who led the walk-off at Wave Hill Station in 1966 in pursuit of equal wages and treatment must not be forgotten,’ Mr Lawrence said. ‘This was a pivotal moment in not only the assertion of indigenous rights, including self-determination, but in Australian workers’ rights. We have a responsibility to carry on their work, so that all indigenous Australians experience the opportunities a First World country provides. As always, the pathway to economic development is through decent employment and workplace rights.’ THE LAMP march 2011 9

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SICK LEAVE REDUCED IN

NURSES WHO

Photo: Irish Nurse and Midwives Organisation

SEEK SUPPORT Irish student

evels of absence due to sick leave are lower among nurses who try to solve problems at work or seek support from colleagues, according to Dutch researchers. A study of 566 female hospital nurses revealed that problem-solving and social coping styles were linked with less sickness absence. The nurses completed a questionnaire with items on health, work, and coping styles. Three styles of coping were defined: problem-solving coping (looking for opportunities to solve a problem), social coping (seeking social support in solving a problem), and palliative avoidant coping (seeking distraction and avoiding problems). The researchers studied sickness absence figures retrieved from the hospital's register in the following year. The association between the coping styles and the number of both short (one to seven days) and long (more than seven days) episodes of sickness absence was assessed. ‘Problem-solving coping and social coping styles were associated with less sickness absence among female nurses working in hospital care. Nurse managers may use this knowledge and reduce sickness absence and understaffing by stimulating problem-solving strategies and social support within nursing teams,’ said the researchers. The study was published in the International Journal of Nursing Studies. 10 THE LAMP march 2011

nurses and midwives protest over pay removal Over 3,000 Irish student nurses and midwives attended a rally in Dublin last month to protest the government’s decision to eliminate pay for preregistration student nurses. The rally was organised by the Irish Nurses and Midwives Organisation (INMO) and was attended by members from all four years of the degree program

Australian unions raise half a million dollars for Queensland flood victims As of 20 January Australian unions had donated $550,000 to the Queensland Premier’s Flood Relief Appeal to help the thousands of victims of the state’s floods. On behalf of all Australian unions, ACTU President Ged Kearney expressed sadness and condolences over the loss of life and the destruction of homes and workplaces by the Queensland floods. In January, the ACTU initiated a union-wide fundraising drive by donating $10,000 to the Queensland Premier’s Flood Relief Appeal, and called on Australia’s two million union members and their families to donate what they can afford.

and supported by qualified members. Speakers at the event included Liam Doran, General Secretary INMO, and Aisling Maher, third year INMO student nurse member as well as representatives from other unions including SIPTU. ‘We cannot and we will not allow the elimination of pay for men and women who are providing vital frontline services,’ said SIPTU’s National Nursing Official, Louise O’Reilly. ‘It is a new low for the Government to attempt to force men and women to work for nothing.’ Representatives from INMO handed a letter to the Department of Health calling on the incoming Minister to reverse this draconian cut for students. ‘Apart from the tragic loss of life and widespread havoc, the floods pose a serious direct threat to the livelihoods of tens of thousands of Queensland workers living in the affected areas and indirectly to the state and national economies,’ said Ged. ‘The thoughts of the entire union movement goes out to the victims at this time. There are thousands of our members who have lost their homes and possessions, whose livelihoods have been devastated, and some who may have lost friends or relatives. ‘Australian unionists have a long and proud history of helping their fellow workmates in times of natural disaster. It is at times like this, in the face of incredible adversity, that our national character of caring and sharing shines. Donations should be made on the Queensland Premier’s Flood Relief Appeal website at www.qld.gov.au/floods/ donate.html or by phoning 1800 219 028.

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Liberal changes to parental leave scheme spell disaster for workforce

NZ nurses express concern over Pacific partnership agreement

A Liberal Party proposal to end employer involvement in the new paid parental leave scheme would undermine the scheme’s objectives of strengthening the workforce participation of new mothers, the ACTU has warned. Independent MPs must oppose the Bill, as it would result in new mothers losing their connection to their employer, said ACTU President Ged Kearney. Ged said the Private Member’s Bill was a mischievous attempt by the Liberal Party to sabotage the new taxpayerfunded paid parental leave scheme that was just over two months old. The scheme began on 1 January, and provides new mothers with 18 weeks, leave paid at a rate of $569.90 a week. Ged said thousands of mothers had already registered for the scheme, which aims to allow them to keep their job while taking the valuable first few months off after the birth. ‘A primary objective of paid parental leave is to strengthen female workforce attachment after the birth of a child. This proposed Coalition Bill would turn a workplace leave entitlement similar to sick leave or annual leave into a welfare payment. It would weaken a woman’s connection with the workplace rather than strengthen it,’ said Ged. ‘The Coalition Bill would ... make it very difficult for employers who would like to “top up” the 18-week payment, or to provide superannuation while female workers are on maternity leave,’ said Ged.

The New Zealand Nurses Organisation (NZNO) has warned that the ‘megatreaty’ – the Trans-Pacific Partnership Agreement (TPPA) – is a potential threat to New Zealand’s health system and has urged the government to release the text of the agreement. NZNO President Nano Tunnicliff is critical of the secrecy surrounding the negotiations and stressed the importance of transparency and wide consultation before any sign-off takes place. The TPPA is a ‘free trade’ treaty currently under negotiation between New Zealand and eight other countries, including the US. But, according to advocacy website TPP Watch, trade is only a minor part of the agreement. ‘A TPPA would be an agreement that guarantees special rights to foreign investors. If these negotiations succeed they will create a mega-treaty across nine countries that will put a straight jacket around what policies and laws our governments can adopt for the next century – think GM labelling, foreign investment laws, price of medicines,’ its website states. Nano has warned that the TPPA poses a number of potential threats to New Zealand’s public health system. ‘Drug-buying agency PHARMAC’s ability to purchase cheaper, generic drugs would be threatened and that may mean New Zealanders no longer get the treatment they need. There is the threat of further privatisation of the Accident Compensation Corporation (ACC) and threats to health policies aimed at regulating the marketing and sale of cigarettes and alcohol. ‘We don’t want our government’s ability to reduce these health hazards compromised. As nurses, we have a responsibility to speak out against anything that could weaken the health of our country,’ said Nano.

stop press As The Lamp went to print, the Bill was defeated after Independents Tony Windsor, Rob Oakshott and Andrew Wilke rejected the Bill.

s CPD workshop for ENs – 1 day 9 March, Waterloo 30 March, Wagga Wagga 8 April, Tamworth Seminar is suitable for all enrolled nurses to learn about CPD requirements and what’s involved in the process. Members $60 • Non-members $170 s Medications in Aged Care – 1 day 14 March, Waterloo A workshop for RNs, ENs and AiNs in aged care that have medicationrelated duties. Members $75 • Non-members $170 s Stress Management – 1 day 21 March, Waterloo Seminar is suitable for all nurses and midwives. Members $85 • Non-members $170 s Policy & Guideline Writing – 1 day 25 March, Waterloo Seminar is suitable for all nurses and midwives involved in writing, rewriting, reviewing policies or practice guidelines. Members $85 • Non-members $170 s CPD workshop for RNs – 1 day 29 March, Wagga Wagga 7 April, Tamworth Seminar is suitable for all registered nurses to learn about Continuing Professional Development requirements and what’s involved in the process. Members $75 • Non-members $170 s Practical, Positive Leadership – 3 days 13 April, 25 May, 15 June Waterloo A 3-day workshop specifically designed to meet the leadership needs of nurses and midwives. Members $250 • Non-members $400 s Leadership Skills for the Aged Care Team – 4 days 4 April, 9 May, 20 June, 11 July Waterloo A 4 day workshop specifically designed to meet the leadership needs of nurses working in aged care. Members $320 • Non-members $480

TO REGISTER or for more information go to www.nswnurses.asn.au or11ring THE LAMP march 2011 Carolyn Kulling on 1300 367 962

c o v e r s t o r y

Healthscope agreement delivers better pay [ Bargaining by members at Healthscope private hospitals has won good pay rises, setting a benchmark for the private hospital sector.

embers at Healthscope private hospitals are celebrating a 3.85% pay rise in 2011 and 2012 as part of their renewed two-year agreement, bringing pay rates in line with the NSW Public Health System over the course of the Agreement. It sets a benchmark for the private hospital sector. 'The NSWNA would like to congratulate Healthscope for valuing their nursing staff and setting the standard for other employers in the private sector to follow suit,’ said NSWNA Assistant General Secretary Judith Kiejda. The Agreement covers more than 2,000 nurses at 12 facilities in NSW and is the fourth agreement negotiated with the employer. In February, approximately 80% of staff who voted, voted ‘yes’ to the new Agreement. In addition to a good pay rise, the new Agreement also includes some extra benefits, which have been welcomed by staff. These include three days of paid professional development leave, as well as five days of trade union training leave and more options during annual shutdown periods. ‘This claim for paid professional development leave is a great win for nurses and midwives at Healthscope and will assist in maintaining their registration and furthering their professional development,’ said Judith Kiejda.

‘We will be working to achieve mandated staffing arrangements next time.’ Judith Kiejda

‘While this is a good agreement, it does not include mandated staffing arrangements. We will be working to achieve this next time.’

Members had input to Agreement These wins would not have been achieved without members and Branches taking a proactive approach to bargaining. Indeed, Karen Noble, RN in maternity at Newcastle Private Hospital and Branch President, was instrumental in getting the shutdown clause reworded so that it allows staff a choice of whether or not they work during this period. ‘At Newcastle this is mainly an issue for theatre nurses. I wanted to get it sorted by Christmas as that was when the shutdown was occurring, so I took a proactive approach and spoke with the Union and the employer and we reached an agreement we could all understand,’ said Karen. ‘The big win is the fact that theatre

nurses can work in another part of the hospital or an adjacent Healthscope private hospital or facility if they want to, so they don’t have to take annual leave during the shutdown. Or they can take individual days. As long as they don’t work on their annual leave days it suits everyone. It supports nurses because it’s their choice – they are not forced into working or being on call.’ Karen says it’s important that individual Branches take a proactive approach in negotiating their terms and conditions. ‘You know your own situation, especially in private hospitals. The good thing about being proactive is you can have positive outcomes for workers and for management,’ she said. ‘The big thing here is to have a choice. That’s the epitome of being proactive in your own hospital; it’s meeting the individual needs – and having a choice also makes staff feel valued.’

‘You know your own situation, especially in private hospitals.The good thing about getting involved is you can have positive outcomes for workers and for management,’ Karen Noble, RN, Newcastle

12 THE LAMP march 2011

NSWNA Nepean Private Hospital Branch: (front left) Nicole Thomas, (front right) Jacqueline Michelle Wurst. Back left to right: Shelley Laffin, Yamana (Marnie) Bradford, Jan Wernery, Kathleen Denbrok.

The importance of having a Branch Shelley Laffin, RN in recovery and anaesthetics at Nepean Private Hospital, said that forming a Branch resulted in many members, including herself, changing their minds about the Agreement and realising it was a good one worth voting ‘yes’ to. ‘The biggest thing is getting relevant information across to staff,’ said Shelley, who is the Branch Secretary and Delegate at

Having a Branch has been really important in that we have had access to a Union rep who’s come out and explained [the agreement] all to us. Shelley Laffin, RN, Nepean

Nepean. ‘The Agreement is full of legalese and is a huge document. Having a Branch has been really important in that we have had access to a Union rep who’s come out and explained it all to us. Staff felt like they were informed when they were voting. A lot of people did change their vote to a yes after they had the Agreement explained to them,’ said Shelley. Of course, maintaining a Branch means members who take on an official position need time to develop their skills as local representatives of the NSWNA. This is why paid trade union training leave is important. ‘Previously, this training was done through unpaid leave,’ said Lyne Dine, NSWNA Councillor and RN at Campbelltown Private Hospital. Lyne and a colleague set up the Branch soon after the hospital opened in April 2007. ‘A Branch helps in making staff aware of their rights and entitlements, and also their responsibilities,’ said Lyne. ‘Paid trade union leave will be important in encouraging members to be active in their Branch executive.’

Branch Officials and Activist Training (BOAT) Members are encouraged to take part in the Association’s private hospitals Branch Officials and Activist Training (BOAT) courses. The next course takes place 16 and 17 March at the NSWNA office at 50 O’Dea Avenue, Waterloo. Further sessions are also being planned for later in the year at Newcastle and Wollongong. For more information, call 1300 357 962 or 8595 1234 (metro) or email gensec@ nswnurses.asn.au

THE LAMP march 2011 13

Donâ&#x20AC;&#x2122;t miss the nursing and midwifery event of the year. Book your tickets now! MONDAY 9 MAY 2011 6.30 PM Randwick Ritz Cinema, 45 St. Pauls Street Randwick COCKTAIL PARTY & FESTIVAL $35.00 FILM FESTIVAL ONLY $20.00 For bookings and full details of the 2011 film festival go to: www.nswnurses.asn.au or call Glen Ginty on 02 8595 1234. Proudly sponsored by:

14 THE LAMP march 2011

c o v e r s t o r y

‘A Branch helps in making staff aware of their rights and entitlements, and also their responsibilities.’ Lyne Dine, RN, Campbelltown Private Hospital

In order to be proactive in putting forward what staff want to see in an Agreement – and not just accepting what management offers – it’s essential to have a Branch so members know who to come to if they have questions about workrelated issues. ‘I asked my colleagues questions – Who’s a member of the Union? Who wants a Branch? Then people got to know me and now they approach me and ask questions about who to contact for advice. It’s important to have one or two faces of a Branch that members can go to,’ said Shelley. Lyne concurred: ‘A Branch helps in making staff aware of their rights and entitlements, and also their responsibilities. Agreements cover meal breaks, time span between shifts, annual leave and reasonable workloads and so on. These clauses are about looking after nursing staff, which enables them to better look after their patients.’ n

Shelley Laffin, RN at Nepean Private Hospital, and her colleagues Yamana (Marnie) Bradford and Kathleen Denbrok realised the importance of having a Branch to negotiate the new Agreement.

Key benefits in the agreement u 3.85% increase from the first full pay period on or after 1 January 2011; 3.85% increase from the first full pay period on or after 1 January 2012; and allowances to be increased by the same percentages from the same dates.

u On-call during periods of leave: Employees will not be required to participate in an on-call roster during periods of annual leave. However, employees can agree to be on-call during periods of leave if they wish.

u Three days’ professional development leave a year for fulltime employees, and pro rata for part-time staff. This leave is not cumulative from year to year and should be relevant to the nursing profession.

u Shutdowns: A shutdown will not occur more than once every 12 months for a period not exceeding two weeks. During a shutdown, an employee may be required to take paid annual leave during part or all of this period. If an employee doesn’t have sufficient accrued annual leave for this period, they can take annual leave in advance. Affected employees will be given a minimum of two months notice in writing of the temporary closure. Further, an employee, instead of taking annual leave or annual leave in advance, may elect to be temporarily reassigned to another part of the hospital or an adjacent Healthscope private hospital or another adjacent Healthscope facility; and/or bank hours and/ or accrued time off in lieu for the purpose of covering a likely shutdown period.

u Annual review of part-time hours: Permanent part-time employees will now be able to have their contracted hours reviewed annually. Where a part-time employee is regularly working more than their specified contracted hours, they can request to have their contracted hours adjusted to reflect the hours regularly worked. Healthscope cannot unreasonably withhold such a request, except if the increase in hours is as a direct result of an employee being absent on leave or a temporary increase in hours. u Five days’ paid trade union training leave for Union Delegates.

THE LAMP march 2011 15

i n d u s t r i a l i s s u e s

‘We are particularly pleased with the wage increase.’ Helen Teakel, RM.

Calvary nurses celebrate new agreement

Left to right: Helen Teakel, Maria Harmer and Janet Hume were part of the bargaining team for the new Agreement.

g Nurses at Calvary Private Hospital in Wagga Wagga are pleased with the renewal of their third Enterprise Agreement, which retains all previous conditions plus some improvements.

he NSWNA and members at Calvary Private Hospital have negotiated a 3.85% pay increase per year – which matches public hospital rates six months later – as part of a two-year Enterprise Agreement. The Agreement also sees additional, improved conditions. These include paid maternity leave increased to 15 weeks (from 13), paid emergency services leave of three shifts a year, an extra week of annual leave

16 THE LAMP march 2011

for theatre nurses required to be on call one weekend in four and one night a week and three days of paid trade union training leave a year. There is also an option for part-time staff to have a review of their hours, and for casuals to convert to permanent employment. Negotiations began in November 2010 to renew the Agreement, which covers 300 nurses at the 104-bed private hospital and day procedure centre owned by Little Company of Mary. ‘Wagga Wagga has a competitive

labour market for nurses and Calvary realised they needed good wages and conditions to retain nursing staff,’ said NSWNA Assistant General Secretary Judith Kiejda. ‘Members are educated around the process and were keen to start early. The employer took a sensible approach to bargaining.’ The Agreement matches public hospital rates six months later, with wage increases happening in the public sector from 1 July 2010 and at Calvary from 1 January 2011. Backpay will be paid to all nurses in March.

Key benefits of the Agreement u A two-year Agreement with an expiry date of 31 December 2012. u 3.85% increase per year in wages and allowances from first pay periods on or after 1 January 2011 and 1 January 2012. u Increased paid maternity leave from 13 weeks to 15 weeks. u Paid emergency services leave of three shifts per year. u Fifth week annual leave for operating theatre nurses required to be on call one weekend in four and one night per week (in addition to the on call allowance). u Paid trade union training leave – three days per year. u Increased casual loading and an option of conversion to permanent employment. u Annual review of part-time hours. u Formation of a Consultative Committee. u Clarification of public holidays. u Jury service consistent with the NSW top up approach. u Extension of Continuing Education Allowance to CNCs. u Professional development leave – 16 hours retained from the current Agreement. u Annual leave options – half pay and purchasing two weeks' leave. u Ceremonial leave.

‘Calvary has employed 13 new graduate RNs, which is a real positive, who will be covered under the Agreement,’ said Judith. The members who took part in the

The success of this third Agreement is testimony to the importance of bargaining. bargaining process were Helen Teakel, RM; Maria Harmer, CNE orthopaedics; Kate Paech, CNE theatre: James Krebs, NUM Medical and Palliative Care; and Janet Hume, RN, Medical and Palliative Care. Before the negotiations began, the Association conducted a survey of nursing staff, asking them what they would like included. The Lamp spoke with Helen Teakel, Janet Hume and Maria Harmer, who said the negotiating team felt staff were mostly pleased with the resulting Agreement.

‘We are particularly pleased with the wage increase as well as the extra leave for theatre nurses if they meet the criteria,’ said Helen, who was involved in the negotiations for the first agreement back in 2006. ‘And younger nurses are happy about the paid maternity leave, which will help retain our staff.’ Not all issues were resolved in the Agreement – workloads and ratios, for example. But the employer did agree to the formation of a Consultative Committee at the hospital so these issues could be discussed in detail over time. The Agreement retains the previous Nursing Workloads provisions. ‘It’s a start,’ said Janet. ‘Many members were unable to get to meetings to discuss the Agreement, even though their managers said they could go. Their workloads meant they couldn’t attend. Workloads and ratios is one of the issues

we are fighting for and it will definitely be high on the agenda in two years for the next agreement.’ Other issues for the Consultative Committee include overtime for staff and ensuring employees get meal breaks. The success of this third Agreement is testimony to the importance of bargaining. For Maria, it was her first time taking part in a bargaining process. ‘It was not too daunting and I felt we had our say,’ she said. ‘The union reps were great because they were able to converse with the lawyer and understood all the legal jargon. There’s no way we could have secured this Agreement without the Association.’ The Agreement was voted on last month with 94% of staff who voted, voting ‘yes’. The pay rise was effective from the first pay after the vote, rather than waiting several weeks for formal approval by Fair Work Australia. n THE LAMP march 2011 17

i n d u s t r i a l i s s u e s

Congratulations on ratios and better pay g Public health system members vote ‘yes’ to nurse-to-patient ratios and 9.7% payrise.

SWNA Branches in public health sector hospitals and facilities have overwhelmingly voted ‘yes’ to the Government’s staffing and pay offer. 90% of the votes were in favour of the offer, which will

Judith Kiejda and Brett Holmes (back right and front right) signing the agreement with Professor Debora Picone, Director General of NSW Health and Trevor Craft, Deputy Director, Workplace Relations and Management.

‘A great achievement’ NSWNA Liverpool Branch voted unanimously in favour of the Government’s ratios and pay offer. Maureen McIlwrath, Nurse Manager, said Branch members were very enthusiastic about nurse-to-patient ratios and got very involved in the campaign. ‘I’ve been a NSWNA member for 27 years and it’s been a long time since nurses got so fired up about an issue. We had a very high turn out to meetings and members voted unanimously on the offer. It’s a great achievement that takes us to the next stage of the nursing profession. While it’s not perfect, it’s a great start.’ 18 THE LAMP march 2011

deliver nurse-to-patient ratios in the public health system award, 1,400 FTE extra nurses on current estimates and payrises of 9.7% between now and July 2012. NSWNA General Secretary Brett Holmes said public health system nurses and midwives are to be congratulated on these outstanding achievements – won after a hardfought campaign by members and the NSWNA. ‘What we’ve achieved is a major reform of staffing arrangements in public hospitals, which will significantly improve patient care and reduce nursing and midwifery workloads,’ said Brett. Following the vote by Branches, the Association signed the Agreement for the new public heath system award with NSW Health and formally ratified the Award in the Industrial Relations Commission on 23 February. NSW will now join Victoria and California with the power to enforce nurse-to-patient ratios. n

‘What we’ve achieved is a major reform of staffing arrangements in public hospitals, which will significantly improve patient care and reduce nursing and midwifery workloads.’ NSWNA General Secretary Brett Holmes

90% vote ‘yes’ Under a NSWNA conference decision, a Branch vote is weighted according to the number of delegates a Branch is entitled to. There are 240 Public Health System Branches. 207 submitted a valid vote. 186 voted yes, 21 voted no. When weighted according to entitled delegates it produced a 90% ‘yes’ vote. Members can read the full voting results on www.nswnurses.asn.au under the members only section.

Major achievement that will impact on patient safety and health outcomes By Dr John Buchanan, Director, and Sara Wise, Senior Research Analyst, Workplace Research Centre, University of Sydney

What we have won Strong payrises The new Award will deliver 9.7% payrises to public health system nurses and midwives over the three-year agreement. This comprises 3.9% back paid to 1 July 2010, 3% from 1 July 2011, and 2.5% from 1 July 2012. The pay rise will provide the majority of full-time registered nurses and midwives (RN Year 8) with a weekly rise of $129.00 by 1 July 2012. Full-time, 5th year and thereafter Enrolled Nurses will receive an increase of $88 per week. All the new salary rates are posted on the NSWNA website www.nswnurses.asn.au

Improved staffing Nurse-to-patient ratios are now embedded in the Award for surgical/medical wards, palliative care, rehabilitation and acute adult inpatient mental health. An estimated 188 additional nurses, dedicated to resuscitation areas, will be employed across 34 of the State's larger Emergency Departments to provide specific guaranteed levels of resuscitation staffing. Staffing arrangements have also been strengthened in community health and community mental health services, although

Research demonstrates that the number and type of nurses providing care has a huge impact on patient safety and health outcomes. Over recent decades the quality of health care in NSW has been compromised by not only declining nursing numbers per patient, but also the declining proportion of care provided by Registered Nurses (ie. skill mix). Few unions in the world, let alone Australia have been able to do anything

effective about reversing this trend. The NSW Nurses’ Association achievement in getting agreed standards concerning nurse-to-patient ratios is a major one. Having settled baseline standards for staffing in the form of ratios, the challenge now becomes enforcing those standards and improving the skill mix. The provision in the Award specifying that management replace missing or departing nurses on a 'like for like

nurse-to-patient ratios were not offered in these areas. ‘The NSWNA will be working very hard with members to prepare a renewed campaign to get maximum faceto-face, nurse–patient hours for community and community mental health,’ said Brett. Staffing standards in operating theatres will also be updated to ACORN 2008, with a guaranteed minimum of two nurses, plus an anaesthetic nurse, in each theatre. Birthrate Plus will be adopted as the staffing model for midwifery services in maternity/ birthing facilities.

Ratios will now be progressively implemented Recruitment has now started for the new nurses needed to meet the new higher staffing levels under the Award. NSWNA officials are now meeting with NSW Health to determine the implementation program. The additional nurses will be delivered progressively between March this year and June 2013. The Association will be sending members more information about the commencement of ratios as the details are agreed.

basis’ is important. Equally the right of nurses in the Award to demand ‘spot checks’ to ensure the new arrangements are honoured is critical. It is vital the campaign continues; the rights to preserve skill mix contained in the award need to enforced and improved. Success on this matter will be vital for ensuring a healthy future for the nursing profession and the health care system in this State.’ n THE LAMP march 2011 19

a g e d c a r e

User pays trumps quality of care in Productivity Commission report g The interim Productivity Commission Report into aged care warns that the current system cannot withstand the challenges facing the sector but fails to address critical workforce issues.

he Productivity Commission has released its interim report into aged care, with recommendations for older Australians to fund their own aged care needs through a wider use of bonds or daily fees for their accommodation. It also advocates a roll back of regulation in the sector. The interim report was welcomed by many aged care providers but the ANF has identified some weaknesses.

care, a relative decline in ‘informal’ carers and a need for significantly more nurses and aged care workers.

Workforce issues barely get a mention The Productivity Commission concedes there is a workforce shortage exacerbated by uncompetitive wages but, according to the ANF, it has failed to link this to the impact on quality of care. ‘Wage disparity has led to a staffing

NSW aged care residents on average receive just two hours and 26 minutes of care per day. Only 25 minutes of this care per day is from a registered nurse. The report bluntly states that the sector, as it is now, cannot withstand the challenges confronting it. The challenges identified in the report include a significant increase in the number of older people, rising expectations about the care they receive, community concerns about the quality of

crisis. Ignoring this issue means the problem of attracting nurses and assistants in nursing to aged care will continue long into the future,’ said ANF Federal Secretary Lee Thomas. ‘Nurses and AiNs are not just the backbone of the sector. They are keeping the system going day in and day out. The

The Commission’s key proposals to improve aged care c Create an Australian Seniors Gateway Agency for easily under stood information, assessments of care needs, assessments of financial capacity to make cocontributions and co-ordination of care – all at a regional level.

c Older Australians would contribute in part to their cost of care (with a maximum lifetime limit) and meet their accommodation and living expenses (with safety nets for those with limited means).

c Older Australians would be able to choose to receive care at home or in a residential facility and choose their approved provider.

c They would be able to retain their age pension when selling their home by purchasing an Australian Pensioners Bond.

20 THE LAMP march 2011

Productivity Commission has ignored their call for urgent workforce reform. They have also let down the residents and their families because the key issue of care barely features in the lengthy document.’

Residents are not getting enough care According to figures compiled by Bentley surveyors, NSW aged care residents on average receive just two hours and 26 minutes of care per day. Only 25 minutes of this care per day is from a Registered Nurse. NSWNA General Secretary Brett Holmes says the Productivity Commission failed to deal with this key issue of care delivery. ‘Two hours and 26 minutes is not good enough. NSW aged care residents deserve the right number of staff with an adequate skill mix to look after their health and care needs,’ he said. ‘Workforce issues are having a real impact on the level of care residents receive. We support the Federal Government stepping in to reform aged care and a high priority must be given to fixing workforce issues.’

What the report fails on The interim report fails to recognise that: c Minimum care hours are vital for the delivery of quality care. c That staffing levels and skill mix are integral to improving care for older Australians, many of whom are expe riencing more complex health needs. c Licensing of all workers in the sector is critical for the protection of older Australians.

What

you CAN DO c Write a submission emphasising the importance of staffing and quality of care. The Commission is receiving final written submissions up until Monday, 21 March 2011. c Join other nurses and supporters in a rally outside the Commission when it has its final hearing in Sydney on Monday, 28 March. Contact Stella Topaz stopaz@ nswnurses.asn.au for more details. c Write to your Federal MP and urge them to support our campaign to improve aged care. c Email Julia Gillard and tell her to show some love towards older Australians. Visit www. becausewecare.org.au for more information.

Australian level of funding very poor The Combined Pensioners and Super annuants Association claims the interim report ingenuously suggests Australia has a funding crisis. ‘The Productivity Commission’s draft report on aged care Caring for Older

The Australian Government spends 0.8% of GDP on aged care – whereas Norway spends 2%, the Netherlands spends 3.5% and Sweden spends 3.6%. Australians makes aged care sound like a funding time bomb and it couldn’t be further from the truth,’ says CPSA Policy Coordinator Charmaine Crowe. ‘The Australian Government spends 0.8% of GDP on aged care – whereas Norway spends 2%, the Netherlands spends 3.5% and Sweden spends 3.6%. By 2050, Treasury predicts Australia’s aged care expenditure will be 1.8% of GDP – half of Sweden’s current aged care expenditure. ‘The Productivity Commission is scaring older people into believing that unless they cough up their family home, care in nursing homes will not improve.’ Other proposals in the report include a new regulatory body – the Australian Aged Care Regulation Commission – to oversee the sector. It would be separate from the Department of Health and Ageing and would oversee the Aged Care Accreditation Standards Agency and the complaints scheme. The report proposes abolishing the Aged Care Commissioner and reducing mandatory reporting obligations. n

What professionals say about the report ‘The Productivity Commission and providers claim that these recommendations will give older people “choice” about selling the home. The choice is this: you either sell the home; or take out a reverse mortgage.’ Charmaine Crowe, Combined Pensioners and Superannuants Association

‘Failing to fully engage in debate on the critical issue of aged care staffing detracts greatly from this influential report.’ Aged Care Crisis group

The pressures on aged care nurses A recent survey by the ANF found that: c 93% of AiNs and nurses in aged care say their workloads have increased over the past two years. c 95% say they don’t have the time to complete the job load that is expected of them. c 98.5% say the Federal Government needs to fund the necessary aged care reforms.

The survey identified the key issues nurses believe need to be addressed in the sector: c Staffing and skill mix (76% of respondents). c More money for resident care (61%).

‘It is disappointing that the report does not support licensing for AiNs and care staff. It also removes the delineation between high care and low care. While low care or hostel care might be a choice, high care is almost always a health need and should be treated as such.’ Quality Aged Care Action Group (QACAG)

c Wages (59%).

THE LAMP march 2011 21

b e c a u s e w e

c a r e

Show some love for older

g The NSWNA and ANF held a National Day of Action on Valentine’s Day as part of the Because we care campaign. ‘This Valentine’s Day, show some love for older Australians, Prime Minister’, was the theme of the Because we care Day of Action on 14 February. Members, NSWNA Officers and representatives of community group Quality Aged Care Action Group (QACAG) met with Federal MPs and set up stalls statewide to collect signatures for the Because we care petition, which urges the Productivity Commission to recognise the crisis in staffing levels/skill mix and wages in aged care and recommend to the Federal Government that now is the time to fix aged care.

Members held a Because we care morning tea on Valentine’s Day at Tarragal Nursing Home, which was attended by 50 residents, families and staff. Pictured left to right: June Whitney, relative of a resident at Tarragal House; MP Deb O’Neill, Federal Member for Robertson; and Rita Martin, NSWNA Officer.

Photo: Blue Mountains Gazette

Australians

Morning tea at Tarragal Nursing Home in Erina

Blue Mountains street stalls in Katoomba and Springwood QACAG and NSWNA members in the Blue Mountains Community of Katoomba and Springwood got a great response from the community and collected almost 800 signatures. ‘Most people were happy to sign the petition and knew how understaffed and overworked aged care nurses are,’ said Shirley Ross-Shuley, AIN, QACAG and NSWNA member (pictured left).

189 signatures were collected at Westfield in Hurstville by QACAG, NSWNA Officers and Union summer cadets. ‘The ageing population is now increasing and people want to stay in their homes and they need skilled workers to help them. This will end up costing the Government less,’ said aged care worker Sheena Angelopoulos. Pictured left to right: Union Summer cadet Wenjia Cao, Student Nurse, discussed the petition with Aged Care Worker Sheena Angelopoulos. 22 THE LAMP march 2011

Shopping centre stall at Hurstville

Dubbo stall NSWNA Dubbo Branch Delegate Hazel Nunn, RN, who was interviewed by local paper, The Daily Liberal, told the paper that AiNs were not paid enough for the work they did. Members collected 289 signatures in Dubbo. Pictured left to right: Tessa Brooks and Gwen Harris, AiN, garnering support from some local students.

Shopping centre stall at Woy Woy

Shopping centre stall at Penrith

Photo: Darrin Manuel, The Barrier Daily Truth

NSWNA Officers, including Sunita Gounder (pictured), collected 255 signatures at the shopping centre stall in Penrith Westfield.

Although a small community, over 357 signatures were collected in Woy Woy, with many nurses who work in healthcare in the community stopping by the stall to lend their support. The stall was run by QACAG members and NSWNA officers. Pictured left to right: Debbie Lang QACAG and NSWNA member; Sue Perdriau, QACAG member; Mrs Eileen Mills, community member from West Gosford.

Aged care nurses held a stall at Centro Westside in Broken Hill and managed to collect 450 signatures. Interviewed by the local newspaper, The Barrier Daily Truth, NSWNA member and AiN Christine Spangler said, â&#x20AC;&#x2DC;We would just like the Government to be aware of the need for more funding for aged care.â&#x20AC;&#x2122; Pictured left to right: Anne-Marie Stenhouse; Rosemary Dry, AiN; Amy Thompson, aged care nurse; and Christine Spangler, AiN.

Photo: Hydro Photographics, thanks to The Port Macquarie Independent

Port Macquarie stall NSWNA members at Port Macquarie collected 490 signatures from 10am-2pm on 18 February. NSWNA member Katja Jackman, who had been interviewed by local paper The Independent a few days before, said publicity from the front-page article helped generate support and lots of positive feedback from the local community. Pictured left to right: Katja Jackman, EN, and Betty Cunneen, EN.

Photo credit: The Northern Daily Leader

Broken Hill stall

Morning tea at Tamworth In addition to a stall where 450 signatures were collected, a morning tea event at BUPA Tamworth was attended by MP Tony Windsor, along with 18 residents, management and staff. NSWNA members were on hand to highlight the growing demands on aged care nurses in the face of an ever-increasing ageing population. Pictured left to right: Tony Windsor, Independent Federal Member for New England; Leanne Morton, Director of Quality BUPA; Louise Oliphant, General Manager BUPA Tamworth; Stella Topaz, NSWNA.

THE LAMP march 2011 23

c o m p e t i t i o n

Hunter Valley WIN A Luxury 2 NIGHT getaway to the

The Lamp is offering members the chance to win a fantastic luxury mid-week two-night getaway for two to the Hunter Valley. This month’s competition prize includes: c Two nights mid-week accommodation in a beautiful Vineyard Spa Suite at Hermitage Lodge. The award-winning Hermitage Lodge is nestled on 25 acres in the heart of the vineyards of the Hunter Valley and is within walking distance of many of the area's popular wineries and tourist attractions. c A private, tutored wine tasting and a Hunter Valley cheese platter with Tulloch Wines. The Tulloch family have been producing outstanding wines since 1895. Now in its 116th year, Tulloch Wines continues to strive for excellence in the production of premium Hunter varietals and styles. c A VIP wine and cheese tasting experience at the stunning Tempus Two Cellar Door in the private tasting room. Nestled in the foothills of the Hunter Valley’s Brokenback Ranges, just outside Pokolbin, Tempus Two's iconic cellar door is home to a dynasty of celebrated winemakers, the McGuigans. c A full-day, private-chauffer-driven wine tour with Aussie Wine Tours. Your full-day mid-week private wine tour itinerary will be fully personalised to suit your needs. Utilise the local knowledge and expertise of your guide to maximise your Hunter Valley experience. c Spa treatment at Château Élan with a gentle, full body massage using pure French organic oil and combining lymphatic drainage movements with organic linen neck stretching to assist the body’s natural toxin removal process. The new Spa at Château Élan Hunter Valley is dedicated to your peace of mind and physical wellbeing. c Two-course dinner for two at Hermitage Lodge’s Il Cacciatore Restaurant, with a complimentary bottle of Estate wine. The award-winning restaurant Il Cacciatore specialises in Northern Italian inspired cuisine. With its relaxed ambience and friendly, professional service, Il Cacciatore has long been a favourite with visitors and locals alike. c Two-course dinner for two at The Mill Restaurant located at Tuscany Wine Estate Resort. Signified by the Windmill on the corner of the property, the Mill Restaurant boosts magnificent views of rolling vineyards and The Brokenback Ranges. To enter this month’s competition, simply write your name, address and membership number on the back of an envelope and send it to: Hunter Valley competition 50 O’Dea Avenue, Waterloo NSW 2017 Please note: only one entry per member will be accepted.

24 THE LAMP march 2011

n s w e l e c t i o n

Good questions to ask your candidates

2 0 1 1

u I f your party becomes the next government will they protect services or cut them?

Keep up the pressure for public services

uW ill it maintain public assets or sell them off?

uW ill it govern for the big end of town or for working people like us? For more information about the campaign, visit the Better Services for a Better State website www. betterservices.org.au

g This State election we need to be asking politicians to make a stand for public services – no matter which party wins office.

he polls, political commentators and gut sense indicate there’s likely to be a change of government on 26 March. What isn’t clear is the impact a change of government will have on public services. After 16 years, the Labor Government’s record is open to scrutiny but less clear is the commitment of the Liberal Party to public services. Unions NSW Secretary Mark Lennon says unions, including the NSWNA, are sponsoring a campaign Better Services For A Better State to ensure the quality of public

services is maintained as the demand for those services increases no matter which party becomes the government. ‘The campaign is a long-term one but the state election provides an opportunity for voters to find out what their candidate’s position and that of their party are on public services,’ he said. ‘We want the pressure to be on all candidates from all political parties to make a stand for better services.’

Demand for services is increasing

NSW’s population is growing fast but funding for services isn’t keeping up with Tell our politicians to pledge demand. Independent research commissioned for better services by the Public Service NSW unions have put together a five-point plan to Association found that ensure our communities get the services they need population increases and as our population grows. We are asking politicians volatile economic times to make a stand for better services and pledge to: increase the demand for public services. Invest in services ‘Now, more than Guarantee that service funding and workforce size ever, [we need to] will increase as the population grows. maintain services, invest

Look after public assets

Ensure that no public asset will be privatised without an Act of Parliament.

Plan long term Develop and implement a long-term plan to establish world-class services and infrastructure for our communities.

in infrastructure, set yourself up for the future. The demand for services is strong in areas like training, in areas like housing and community services, even in areas like health and law and order,’ said David Rumbens from Access Economics. ‘The demands are not falling away, if anything they are rising.’ Mark Lennon says these demands need to be met with a government commitment to invest in services. ‘To deal with the increase in population, the government must invest at current levels or increase the investment as the population increases,’ he said. ‘It must also maintain the current size of the public workforce and increase it in line with population growth.’ The Better Services for a Better State campaign will be organising events leading up to the election to give the community an opportunity to hear from candidates about their commitment to public services. For more information contact Rita Martin at the NSWNA – rmartin@nswnurses.asn.au. n

NSW Facts u Population: 7 million. u Size of public sector: 310,000 Full Time Equivalents. u Immigration: 98,300 new arrivals per year.

Back our workers

u Babies born: 84,500 per year.

Guarantee the rights of workers who provide services to the public.

u I n NSW the proportion of population aged 65 years and

Govern for the common good Commit to the common good and be held accountable by Community Impact Statements and State Community Audits.

over will double from 13.7% in 2005 to 24.8% in 2044.

uT he public service workforce is ageing faster than the general population; the NSW public sector is 10 years older than the non-public sector workforce.

THE LAMP march 2011 25

n s w e l e c t i o n

2 0 1 1

What the parties are promising of our busiest Emergency Departments and recognise ACORN 2008 as part of the Award. When fully implemented, it represents an additional $490 million annual investment in nurses and midwives alone and reflects our very real commitment to improving the wages and conditions of nurses and midwives. An important part of this agreement is that it is secured as part of your State award. However, this would be at risk if a future government was to refer your award to the Federal system. This Government remains steadfastly committed to retaining your State award and not giving it to the Federal IR system. The pressures on the health system are many, and I know nurses and midwives in particular feel this impact most sharply. To meet this growing demand on health services we have increased the health budget by 192% since we came to office. We have also committed New South Wales to the national health reform agreement through COAG. The extra funding Premier Kristina Keneally secured through the COAG arrangements is contributing 488 new hospital beds this year and will mean $1.2 billion in funding for NSW over four years. s Health Minister, I Importantly, the establishment regularly see first-hand of Local Health Networks and the how crucial nurses and Commonwealthâ&#x20AC;&#x2122;s commitment to midwives are to the health Medicare Locals will improve integration services we deliver. between acute care and primary care, The most immediate easing the pressure on public hospitals. benefit we are providing to nurses and This Government has proudly midwives will be delivered through the invested in the nursing and midwifery wages and conditions agreement we have workforce since we were elected. We were just reached. Nurses and midwives told the first government in the country to us that workloads were the most introduce Nurse Practitioners, and remain important issue and we have listened. the State with the highest number. We Not only will we deliver over 1,400 have grown the nursing workforce by over new nurses to our public health system 30% and have ensured it will continue to help ease nursing workloads, we are to grow for the coming years. With this providing guaranteed levels of staffing agreement we have increased wages by across the majority of our in-patient over 66%. A re-elected Labor Government wards as well as in many specialty areas. will continue to work with nurses and The agreement will deliver designated midwives to deliver the best possible care nurses for resuscitation areas in some for the patients of NSW.

The Labor Party

The Greens

By NSW Health Minister, Carmel Tebbutt

By NSW Greens MP and Upper House candidate, David Shoebridge

26 THE LAMP march 2011

ith Greens MPs in influential positions in the Federal Parliament and actively contesting the upcoming NSW election, there is an increased focus on what the Greens have to say on key issues like health and industrial relations. The Greens are committed to a world-class public health system. We support abolishing the private health insurance rebate and redirecting those funds to the public health system, including public hospitals. As nurses know only too well, the early discharge of seriously ill patients and long waiting lists are a direct result of chronic underfunding and staff shortages.

nurses this election Improved funding for health care is essential. The Greensâ&#x20AC;&#x2122; platform also emphasises preventative health care, government funding for dental care, affordability and access, and training more health practitioners. The Greens recognise the dire need to increase nurse-to-patient ratios and skill mix to ensure the best patient health outcomes, improve working conditions and help reduce high stress levels at work. We congratulate the Union and its members for the results of the NSWNA Safety in Numbers campaign. The Greens know there is more to do, especially for community nurses, and we will keep working with you on this campaign. We oppose the introduction of case-mix funding proposed in the recent national health agreement and will keep a critical eye on its use in NSW hospitals. Patient care and funding must be based on community health needs, not a one-size-fits-all national formula. On the broader industrial relations front the Greens believe government services and public works should be provided by well-paid and respected government employees, not private contractors. The public sector must lead the way for improved working conditions across the board. This includes increasing annual leave to five weeks a year and progressively increasing superannuation rates from 9% to 15%. For the Greens, all employees should be able to access long service leave after 10 years in any industry or employment. We support a portable long service leave scheme based on the successful model in the NSW construction industry. From industrial relations to health and beyond, the Greens have detailed policies on our website: www.nsw. greens.org.au/policies/nsw. We welcome NSWNA members to review them.

The Coalition By Shadow Minister for Health Jillian SkinnerÂ

aving listened to and worked with nurses and midwives all over the State for more than 14 years, I know how important you are to the successful operation of our health system. Nurses are the backbone of the health system. The NSW Liberals & Nationals are committed to a health system that cares for nurses, supports nurses and gives nurses a stronger say in patient and management decisions. As someone who is passionate about becoming Health Minister if we are successful at the March State Election, I want more nurses working in NSW hospitals. After 16 years, the State Labor Government has failed the nursing profession. In the 2009/2010 year,

The parties explain their policies on health and industrial relations the Keneally Labor Government actually cut nurse numbers in NSW, according to their own documents. This included cutting 340 nurse positions from Western Sydney and nearly 100 positions from Northern Sydney and the Central Coast. I am committed to delivering more nurses for NSW hospitals. We have also signed up to a $3 billion capital works program that will fix many of the hospital upgrades Labor has promised but never delivered. I hear so many stories about bullying and intimidation; this culture has no place in a health system run by me. It is a sad fact that right now there are 1,316 nurse vacancies across the State. Many nurses have told me they would re-enter the public hospital system if they thought the culture had improved, and that should be our aim, to get those nurses back into the system and provide a workplace and career path in which nurses thrive. Iâ&#x20AC;&#x2122;ve also heard the voices of nurses, particularly those working in Hunter hospitals, who are angry that new rostering arrangements introduced by Labor mean those working on the wards no longer have a say about the shifts they work. They will always have a say in rostering decisions if a NSW Liberal and Nationals Government is elected. We do not support Labor's policy of reducing the number of registered nurses. I believe experience is important and that we need the right skill mix. I am happy that nurses have agreed to sign up to a new workplace agreement, and look forward to working with them if we are successful in March. There is plenty of good news still to come in this election campaign. The choice at the State Election is clear: the NSW Liberals and Nationals who are for nurses; or the incompetent Keneally Labor Government that cuts nurse positions ensuring those remaining are rushed off their feet. THE LAMP march 2011 27

a g e n d a

Beware threats to public g Widespread job cuts across the public sector in the UK and legal challenges to Obama’s equitable healthcare reforms in the US are a warning of what can happen when conservative forces put profit before a healthy public sector.

UK health sector faces massive cuts

s NSW nurses celebrate our success in achieving mandated nurse-to-patient ratios, things are not so great elsewhere in the world. While we are getting mechanisms to improve workload issues, which will result in safer patient care, the UK faces massive job cuts across the health sector. When the Global Financial Crisis hit in 2007 and 2008, unlike the Australian Government which implemented a stimulus package to boost the economy, the then Labour Government in the UK responded by announcing plans to save costs by cutting jobs and services in the public sector, including the National Health System (NHS). The Conservative – Liberal Democrat coalition government, which claimed power in May last year, went further, demanding a whopping £20 billion ($32 billion) be cut from the NHS budget – a move that a health select committee of influential MPs said could risk a health and social care meltdown. The situation is already dire, with the vast majority (80%) of nurses saying they did not have enough staff to deliver good quality care to patients, according to a UK Royal College of Nursing (RCN) survey. The RCN said it feared that NHS providers may become unable to provide highquality care for all and that care might be ‘dumbed down’ as a result of not having the right number and balance of staff. The survey revealed that nurses feel strongly that inadequate staffing levels could compromise patient safety, with 83% saying that this could be happening on a daily or weekly basis. RCN Chief Executive and General

28 THE LAMP march 2011

Secretary Dr Peter Carter, said: ‘The results of our survey act as a reality check for those saying that cuts aren’t biting in the NHS. It is deeply worrying that some nurses are telling us they do not have enough staff to deliver quality care, and safety could be compromised. Coupled with the drive to make efficiency savings, we are concerned at the NHS’s ability to cope, especially as staff are clearly under so much pressure. ‘What we are hearing is that there are fewer staff doing more work, and nurses themselves are saying it could have a damaging effect on patient care. The health service is facing unprecedented change, uncertainty and economic challenges. Throughout this period it is vital that managers do not lose sight of the basics – having the right number and

The RCN estimates 27,000 health positions will be lost over the next five years. ‘The results of our survey act as a reality check for those saying that cuts aren’t biting in the NHS.We are concerned at the NHS’s ability to cope, especially as staff are clearly under so much pressure.’ RCN Chief Executive and General Secretary Dr Peter Carter.

balance of staff to provide safe care.’ Despite opposition from the RCN, British Medical Association, the Royal College of General Practitioners and all the major unions, Prime Minister David Cameron is ploughing ahead with the government’s Health and Social Care Bill. This includes plans for a major overhaul of the NHS system, which will see GPs get control of $80bn of the NHS budget from 2013, with primary care trusts and strategic health authorities abolished. The RCN estimates 27,000 health posi tions will be lost over the next five years. Unions have rejected a proposal by NHS Employers (the body that represents health trusts) to freeze pay in return for job protection for some staff. Unite national officer for health Karen Reay said: ‘Our members are completely opposed to these poisonous proposals that employers have no power to guarantee in any case.’ It’s a bleak situation, with rising unemployment that is expected to be exacerbated by these latest cuts.

POSITION VACANT Member Support Officer (MIST)

health

The NSW Nurses’ Association is a trade union, which represents the industrial, professional and legal interest of nurses and midwives in NSW.

Threats to Obama’s landmark health reforms

Z THE ROLE

We seek a Member Support Officer for this permanent position to provide industrial advice to individual members and re present members in the workplace. You will be responsible for: 2 Providing information advice to individual members 2 Providing representation at workplace level for individual members. 2 Participating by assisting in organising around workplace issues 2 Negotiating and following up with management to achieve outcomes for individual members 2 Participating in strategies to recruit new members and retain existing members 2 Identifying potential for and forming new branches 2 Identifying issues and proposing strategies for resolving same 2 Providing support and assistance to other officers i.e. information officers, organisers etc.

Z ESSENTIAL CRITERIA 2

US President Barack Obama

Meanwhile in the US, right-wing forces are conspiring to repeal President Obama’s landmark healthcare reforms that would see around 36 million Americans gain access to affordable healthcare insurance as well as eliminating some of the insurance companies’ worst practices. These include denying insurance to the sickest people, pre-condition screening, premium loadings and lifetime and annual coverage caps. The legislation – which was supported by American nursing unions – came into force last March. But several months later in November a federal judge in Florida deemed the Patient Protection and Affordable Care Act ‘unconstitutional’. According to Reuters news service, District Judge Roger Vinson claimed the legislation’s ‘individual mandate’ went too far in requiring that Americans buy health insurance in 2014 or pay a penalty. ‘Because the individual mandate is unconstitutional and not severable, the entire Act must be declared void,’ he wrote. The case was brought by representatives of more than 26 US states, while several other similar lawsuits have been filed in federal courts. The plaintiffs are Republicans, who have branded the reforms ‘Obamacare’, although some conservative Democrats are against the law. As of February 2011, House Republicans have vowed to ‘defund’ the Act if the lawsuits fail to have it repealed. The US Government is expected to appeal Judge Vinson’s decision, with both Republican and Democrat State Senators urging a speedy process to avoid expenses being incurred by states in implementing the law if it is eventually repealed. ‘If one thing is clear from both these examples, it’s that nurses in Australia must not be complacent. Governments may promise sweeping reforms but a change in the economy or political power can result in them just as swiftly rescinding their commitments, leaving health-care staff without jobs and patients without access to high-quality care,’ said NSWNA Assistant General Secretary Judith Kiejda. n

2 2 2 2 2 2 2 2 2 2

Demonstrated commitment to the union movement Demonstrated ability to analyse individual member issues and respond accordingly Demonstrated ability to articulate complex issues clearly Demonstrated ability to produce a high standard of complex correspondence Demonstrated ability to manage multiple complex issues simultaneously Demonstrated ability to prioritise competing workplace demands A good command of English language both written and oral Understanding of industrial relations in the workplace PC and office administration skills Ability to work with minimal supervision Full Drivers’ Licence.

Z DESIRABLE CRITERIA 2 2 2 2 2

Recognised nursing qualification Experience working in a health related field Experience working in a union and or industrial environment Relevant tertiary qualifications i.e. Industrial Relations, Law, Management Ability to speak a second language.

Z THE APPLICATION PROCESS

Please read the information below on how to apply for this position. Applications will only be accepted from candidates who follow this process.

Z HOW TO APPLY FOR THIS POSITION:

Please email Robyn Morrison, Employee Relations Manager at jobs@nswnurses.asn.au or telephone (02) 8595 2138 to receive an Employment Application pack which includes an NSWNA Employment Application Form and a Member Support Officer Position Description. Applications should be received by 18 March 2011 to: Robyn Morrison, NSWNA Employee Relations Manager, 50 O’Dea Avenue, Waterloo NSW 2017 or via email: jobs@nswnurses.asn.au THE LAMP march 2011 29

p r o f e s s i o n a l i s s u e s

National health reforms press ahead g A simplified version of former Prime Minister Kevin Rudd’s proposal to reform the health sector has been signed off by all Australian states.

ast year then Prime Minister Kevin Rudd said his National Health Reform plan was bigger than Medicare. Under the proposed agreement, the Commonwealth Government would have become the dominant funder of public hospitals, providing 60% of the funding. In return states were to surrender 30% of their GST. However, not all States were happy with the deal and refused to get on board. Now Julia Gillard has put forward a simpler agreement, which all States recently signed. The Commonwealth Government will no longer provide 60% of funding. Instead it will increase its contribution of efficient growth funding for hospitals to 45% from 1 July 2014 and to 50% from 1 July 2017. In addition, from 1 July 2017 the Commonwealth will contribute half of every dollar required by states to meet increases in the efficient price of providing public hospital services and growth in service provision. An ‘efficient price’ means there will be a uniform national price for all hospital services and procedures. These payments will be set by an independent body called the Independent Hospital Pricing Authority (IHPA). The latest agreement also confirmed the States’ role as system managers for public hospital services as well as their lead role in public health, while acknowledging the Commonwealth’s lead role in delivering primary health care reform. The latter is likely to be achieved through the formation of Medicare Locals, which will take responsibility for primary health care in 30 THE LAMP march 2011

local communities. Overall, the Association is happy with the new agreement. ‘Getting this signed off is a significant move,’ said NSWNA Assistant General Secretary Judith Kiejda, although she stressed that nurses must be involved in issues around efficient patient care. ‘In this new landscape, it’s important to us that when the efficient price of care is calculated it incorporates the cost of safe staffing and quality nursing care. The IHPA is independent, which is good, but we have to make sure nurses are involved in that process. The IHPA must realise that loadings will be required for rural and remote hospitals,’ said Judith. The amount of funding available to improve public hospitals remains the same as in the original agreement: $19.8 billion. Another benefit of the new arrangements is the establishment of a national funding pool. ‘The establishment of national pooled funds is something the NSWNA and other professional organisations have advocated for some time,’ said Judith. ‘The Commonwealth and State money goes into the fund and States have their own accounts within this fund. We see this as enhancing transparency and accountability as to where the money comes from and where it goes.’ The new agreement has met with mixed responses from health commentators, with the major criticism being that it focuses on hospitals rather than on integrated healthcare. ‘We await a vision from Health Ministers for Medicare Locals, which must encompass core values of equity,

‘In this new landscape, it’s important to us that when the efficient price of care is calculated it incorporates the cost of safe staffing and quality nursing care. NSWNA Assistant General Secretary Judith Kiejda

effectiveness and efficiency. Only with that breadth of vision can we achieve better health in our communities, which in turn can reduce the use of hospitals,’ said Professor Helen Keleher from the Public Health Association of Australia in the online newsletter Crikey. n

Key aspects of the new agreement the Commonwealth) and delivering teaching, research and training.

u N ew financial arrangements for the Commonwealth and States to share equally the costs of growth in the public hospital system.

u C onfirmation of the states’ lead role in public health.

u C onfirmation of the States’ role as system managers for public hospital services including:

u A cknowledgement of the Commonwealth’s lead role in delivering primary health care reform.

u Affirmation of the Medicare principles, high-level service delivery principles and objectives, outcomes, outputs and measures agreed by COAG in 2008.

– System-wide public hospital service planning and performance, – purchasing of public hospital services, – planning, funding and delivering capital, and – planning, funding (with

u E stablishment of a national funding pool to

improve transparency and accountability. u The Commonwealth Government will increase its contribution to efficient growth funding for hospitals to 45% from 1 July 2014 and to 50% from 1 July 2017. u From 1 July 2017, the Commonwealth will contribute half of every dollar required by States to meet increases in the efficient price of providing public hospital services and growth in service provision.

Update on NSW Hospital Clinical Councils

SW Health has announced that a peer selection process for members of the NSW Hospital Clinical Councils is expected to commence in March 2011 as part of the introduction of Local Health Networks. Around 150 Hospital Clinical Councils already exist across the State. The introduction of a peer selection process to add clinical staff chosen by their peers to the membership of Councils forms part of the transition to Local Health Networks, and reflects the Government’s ongoing commitment to involving clinicians in local decision-making. Clinicians interested in becoming

members of the Councils will be invited to self-nominate and the decision on the final Council membership will be through a peer selection process. Detailed information, including online and printed materials about eligibility to participate and the process, will be made available to relevant nursing, medical and allied health staff working across NSW Health as the selection process is introduced. It is expected that a dedicated email address will be also established to ensure all clinicians can ask questions and clarify issues and be kept up to date with arrangements in their Local Health Network.

‘As part of national health reforms, NSW Health recognises that increased clinical involvement in decision-making is vital to making the necessary and sustainable changes that will help keep NSW one of the best performing health systems in the world,’ said NSW Health Director General, Professor Debora Picone. ‘The introduction of a peer selection process for Governing Councils is a further step in this direction,’ Professor Debora Picone said. Staff nominated by their peers through the process will also form part of a shortlist for the Minister’s consideration when selecting clinical members of the Local Health Network governing councils. n THE LAMP march 2011 31

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and quote promo code WD1 and your Nurses Association number. *Fares are cruise only, per person in AUD, in complete 4 berth or twin cabin as specified, based on lead categories available at time of printing, inclusive of all taxes and charges (which are subject to change). Full Fares offer more flexible booking and cancellation terms - see pocruises.com.au for further details. Valid for new bookings and not combinable with any other offer. Offers end 31 March 2011, discounts available after this date may be lower, but may also be higher. Some outside cabins may have obstructed views. Supplements apply for other cabin categories, please contact P&O Cruises for details. All offers subject to availability. Fares may be withdrawn or varied at any time. Passengers aged under 21 years on date of departure for cruises departing between 1 November and 31 December must travel in the same cabin as their parent or legal guardian. To be read in conjunction with the P&O Cruises Australia Booking and Passage Conditions available at www.pocruises.com.au/html/booking-conditions.cfm. Carnival plc trading as P&O Cruises. ABN 23 107 998 443. 2TA 5580. IH

32 THE LAMP march 2011

Q & A

ASK

JUDITH

when it comes to your rights and entitlements at work,

nswna assistant general secretary judith kiejda has the answers.

Extra pay when daylight saving finishes? I am currently preparing rosters for the first weekend in April when daylight saving finishes and I want to know if staff rostered on night duty to work a 10-hour shift will be paid for 11 hours or 10 hours?

When daylight saving was introduced in 1972 the then Hospitals Commission issued a directive as to how the change was to be handled for working hours affected by the time changes. When daylight saving finishes, staff working night duty on that night should be paid for 10 hours and are not entitled to be paid overtime for one hour. It was also recommended that, wherever possible and if convenient, the same person should be rostered on the first weekend in October at the beginning of daylight saving when the clocks are put forward one hour, and again on the first weekend in April at the end of daylight saving when the clocks are put back one hour.

When are the public holidays during Easter? I am currently preparing rosters for the end of April when ANZAC Day falls during the Easter weekend. Can you advise what days are gazetted as public holidays during this period and if there has there been an additional day gazetted as a holiday?

Yes, there has been an additional public holiday gazetted during this period. The public holidays for the Easter/ANZAC Day

holiday period for 2011 are: • Good Friday – 22 April • Easter Saturday – 23 April • Easter Sunday – 24 April • ANZAC Day – Monday, 25 April • Easter Monday holiday now on Tuesday, 26 April

Can I claim sick pay during long service leave? I am an AiN working in a public health facility and am currently on long service leave. I have been ill for eight days and want to know if I can claim these days back as sick leave?

Under the Public Health System Nurses’ & Midwives’ (State) Award 2008 clause 37 (vi) provides: ‘Subject to the provision of a satisfactory medical certificate and sick leave being due, annual leave or long service leave (extended leave) shall be recredited where illness of at least one week’s duration occurs during the period of annual or long service leave: Provided that the period of leave does not occur prior to retirement, resignation, or termination of services, and provided further that the employer is satisfied on the circumstances and the nature of the incapacity.’

Are we entitled to special leave because of floods? I am an RN working in a public health facility. Recently, staff in my facility have been prevented from attending work due to floods in our area. I understand we can have time off but the time taken will be deducted from our FACS leave or if there is insufficient FACs leave available, annual leave.

I was under the impression that such events are eligible for Special Leave. Can you please advise?

The Public Health System Nurses’ and Midwives’ (State) Award 2008 provides at 32A(iv) (b)(4) for FACS leave to be granted to an individual employee: ‘in a case of pressing necessity (eg. where an employee is unable to attend work because of adverse weather conditions which either prevent attendance or threaten life or property; the illness of a relative; where a child carer is unable to look after their charge).’ In addition, the Premier’s Department has issued three circulars in relation to areas declared a natural disaster due to flooding: • C2009-15 (28 May 2009) Leave for staff affected by flooding in Northern NSW; • C2010-39 (7 December 2010) Leave for staff affected by flooding in Western NSW; • C2011-02 (12 January 2011) Leave for staff affected by flooding in NSW and the Queensland emergency response. On 12 January 2011 Clarence Valley, Inverell, Gwydir and Leeton shires were added to the list of natural disaster areas affected due to flooding. The circulars provide as follows: Where there is insufficient FACS leave to cover the absence, Special Leave of up to five days may be granted at the agency’s discretion where additional absence is absolutely necessary. When FACS leave and special leave is exhausted an employee may apply for annual leave, long service leave and/or leave without pay.n

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THE LAMP march 2011 33

m e n t a l h e a l t h

Spotlight on mental g The Lamp talks to members about the key issues and as well as the rewards of being a mental health nurse.

‘M

y father was a psychiatric nurse and I learnt from him that mental illness is no less debilitating than sickness of the body, nor less worthy of our care and concern,’ said Prime Minister Julia Gillard last September at an event held by suicide prevention service Lifeline. As part of its package of health reforms announced last year, the Federal Government announced $277 million for mental health to boost frontline services, prevention and early intervention. The measures will include psychological counselling services for around 12,500 people each year who have attempted or are at risk of suicide and up to 20,000 specialist

by mental health consumers and carers. NSWNA Assistant General Secretary Judith Kiejda said the investment was ‘a drop in the ocean’. ‘It’s very disappointing. If you compare the standard of cancer care in Australia to mental health, there’s a massive deficit in care for all segments of the mental health community. ‘We now have nurse-to-patient ratios for inpatient mental health embedded in the public health sector Award. This will help address the major problem of staffing in this area, and we will be working to achieve mandated staffing in community mental health next time. ‘Mental health is an area where you need a high nurse-to-patient ratio. Nurses need to have the time to

‘We now have nurse-to-patient ratios for inpatient mental health embedded in the public health sector Award.’ psychiatry sessions. They also include a focus on men and children at risk of mental illness and access to online resources. Yet the investment has been criticised by leading mental health advocates. Australian of the Year Professor Patrick McGorry told Australian Associated Press in July last year that it was ‘off scale and off focus’ and ‘failed to address the needs of more than 700,000 young people locked out of mental health services’. The Mental Health Council of Australia and SANE Australia concurred, saying that the package fell short of the massive investment needed in the sector to address the major service gaps currently experienced 34 THE LAMP march 2011

sit down and talk to patients to build rapport and find out what their issues are and how nurses can help them,’ said Judith. ‘One of the key issues for us is that while the average age of the average nurse is mid-40s, the average age of mental health nurses is late 50s. There is a real crisis in terms of recruitment and retention of nurses in the sector.’ But despite the challenges, mental health nurses love their work, finding it rewarding, varied and interesting. Three members at different stages of their careers offer an insight into the realities of mental health nursing.

‘We have major

troubles staffing the unit at times. Keeping senior staff in mental health nursing is a big one. Our main focus is keeping people out of hospital at all costs and to do that we need a strong community team.’ Tristan Chapman

health challenges

PECC staffing a real problem In mental health nursing, teamwork is particularly important, yet staffing is a major problem, says Tristan Chapman, a second-year RN working in the PECC unit at Nepean Hospital in the Blue Mountains. ‘We have major troubles staffing the unit at times. Keeping senior staff in mental nursing is a big one. Our main focus is keeping people out of hospital at all costs and to do that we need a strong community team. Unfortunately, we are most short of staff, especially senior staff.’

The direct contribution to helping people improve their lives is what drew Andrea Simpson to mental health nursing. Andrea Simpson

Tristan is studying for his Master’s Degree in Mental Health. ‘My mum’s a mental health community nurse so she had an influence,’ he said. ‘Also, I enjoy talking to people more than performing a lot of procedures and general nursing. You’re always meeting very different people from all sorts of backgrounds. Everyone’s story is different, which keeps the work very interesting.’ There’s no one ‘typical’ day in the PECC unit. ‘We only have three staff, which is two RNs and an EN for a sixbedded unit. One of the RNs also does all the assessments and consultations to the Emergency Department,’ says Tristan. ‘So, depending on what shift you are on,

you could be running the unit, dealing with families, dispensing medications, as well as liaising with other teams. If you’re on assessments you could be seeing anywhere up to five or six people in a shift. We see at least 300 presentations a month.’ Tristan has been at Nepean for the past 18 months while he completes his final four subjects of his MA. ‘I’m doing postgraduate studies because I’m interested in getting into a more educational role such as CNE. As CNE, I would be still working clinically on the unit but more with staff on providing better education and developing policies and procedures around the ward,’ he said. n

Plenty of variety and challenges

do home visits or wherever clients are comfortable talking, such as school, a café, park or go to see someone who is in hospital. It’s very varied work,’ says Andrea. ‘Clients are all very different, so with any two people with similar symptoms, there could be multiple reasons why they have got to where they are. So you have to do detective work and work out what brought them to where they are to help them,’ she says. Andrea began her career in mental health in the UK in 1996 when she qualified as a ‘Registered Mental Nurse’ – a title she finds amusing to this day. ‘Yes, I love being a “mental nurse”,’ she laughs. Previously having worked in childcare, Andrea wanted something ‘more challenging’ where she could continue to put her skills to good use in helping young people.

The variety and the direct contribution mental health nurses make to helping people improve their lives are what drew Andrea Simpson to mental health nursing. Andrea, CNC, has been part of the Camperdown Mental Health Team at RPA since 2007, and is currently working with the Early Intervention in Psychosis Service. ‘We do everything from counselling, care planning, helping with housing and accommodation needs, helping to navigate the Centrelink process with some young people, and collaborating with services such as juvenile justice and probation and parole. I work Monday to Friday in the community. Several days of the week we have case reviews and discuss treatment plans in a multidisciplinary team approach. We can

Continued page 37

THE LAMP march 2011 35

ARE YOUR WORKMATES OR FRIENDS MEMBERS OF THE NSWNA? Why not ask them and if they aren’t, sign them up. Like you, they need the security of belonging to a strong and dynamic union. Not only will you be building your union by signing up a new member, you and a friend could win this fabulous holiday on Lord Howe Island. The more members you sign up, the more chances you have to win! The prize* includes a seven-nights’ stay with meals at Pinetrees Lodge, return flights for two on Qantaslink from Sydney, airport transfers on Lord Howe Island, and some activities.

36 THE LAMP march 2011 *

Conditions apply.

Experience the natural beauty and tranquility of world-heritage-listed Lord Howe Island. Enjoy great food, good accommodation and outstanding hospitality at the historic Pinetrees Lodge. Pinetrees Lodge is situated on one of the prime aspects of Lord Howe Island as it has unsurpassed access to the lagoon. Cycling, reading, birdwatching, scuba diving, surfing, swimming and bush climbing – it’s up to you! And if you believe your cardiac health is up to it you can always attempt the challenging climb up Mt Gower. We have been told that this climb is worth every strenuous step as the views from the top are incredible.

So, if you are up for this sort of holiday where you will enjoy uncomplicated days, crystal clear waters and uncrowded and unspoilt beaches, make sure you ask the nurses and midwives you work with if they are members of the NSWNA!

HURRY! Call the Association now for a recruitment kit and recruitment incentive scheme details. Ph: 8595 1234 (metropolitan area) or 1300 367 962 (non metropolitan area) or go to www.nswnurses.asn.au DRA

WN 30 JUNE 2011

m e n t a l h e a l t h

Spotlight on mental health from p35

‘Working with young people I see a very positive attitude with them in terms of their desire to get better. They want to work out what the problem is and get back to where they were before. You work with the young person to find out what their goals are and help them achieve these, rather than telling them what their goals should be. We take a recovery-focused attitude.’ Yet, despite the rewarding aspects of the job, there’s still a stigma surrounding mental health nursing, according to Andrea. Part of this is due to the perception that mental health nurses are constantly working with dangerous people and are at risk of being harmed. While this does occur on occasion, Andrea says the reality of mental health nursing is not as daunting as it is imagined. ‘Mental health nursing is a speciality you can elect on completing general nursing training rather than a specific career in its own right. It’s only when students complete a placement with mental health during their training and see that mental health nursing isn’t this scary, strange thing they think it is that they choose to work in this field,’ says Andrea. It’s because of this stigma that recruitment to mental health nursing is a challenge. Additional administration work compounds the problems of staff shortages, particularly in the community teams. ‘Hospitals need to employ staff to do the admin work as this would improve our lives immensely,’ says Andrea. Andrea would also like to see more opportunities for access to transition training in mental health for new graduates. She says mental health nursing is ‘no walk in the park’, and particular qualities are required to do the job successfully. ‘You have to have a lot of resilience, be very self-aware and non-judgemental,’ says Andrea. ‘So you need to leave your baggage behind and be aware that what is going on with that person is not directed at you, so they’re not calling you that name because you are a horrible person it’s because of what’s going on in their life. You have to be aware of your own values and attitudes and leave them at home.’ n

‘We need to support new grads and increase staffing levels so we can fill our positions as they arrive. If you have understaffed teams everyone gets stressed and people leave.’ Julie Mooney

Issues for rural mental health nurses As manager of in-patient services at Greater Southern Area Health Service, Julie Mooney, RN, faces challenges unique to mental health nurses working in rural or remote areas – particularly those working in areas beleaguered with problems of drought and/or flooding. Julie’s community has seen a higher number of mental health presentations as well as suicides recently due to farmers’ livelihoods being decimated by the weather as well as government restrictions on water. ‘It has an accumulated effect on farmers – the effect of years and years of everything going wrong and having no control over it,’ says Julie, who has worked in mental health nursing for 30 years. ‘The farmers can’t control the weather so you can do everything right and then it doesn’t rain for six months or it rains 10 inches in an hour. Rural people have usually inherited the farm so they are the generation who are failing.’ Many female mental health nurses in rural areas are also farmers’ wives, like Julie. ‘This means you are feeling the angst yourself as a person who is part of the community, and then you have to go and work and experience the anguish of other people. It hits very deeply because you really understand what is going on. Often in mental health you deal with difficult situations but it doesn’t hit home because it’s not your issue – but this hits very close to home,’ says Julie. Another issue is one of confidentiality in a small community. ‘In small

communities, everyone knows everyone else so you are often dealing with your friends and acquaintances and it can be difficult because of confidentiality issues,’ says Julie. ‘If you are the mental health nurse people may feel uncomfortable coming to you because they know you personally.’ Continued page 39

Sixth National Seclusion and Restraint Reduction Forum In November 2010 NSW Health hosted the Sixth National Seclusion and Restraint Reduction Forum attended by Mental Health nurses and other mental health professionals and stakeholders from across Australia. Approximately 190 participants attended the venue each day and over 120 others tuned in to the live video and audio webcast of the event. The forum highlighted efforts from mental health nurses, consumers, allied health and medical staff to reduce the use of seclusion and restraint in mental health and emergency services across Australia and New Zealand. Many services across Australia continue to access these presentations for staff training through the webcast of the forum at http://vioca.st/NationalSeclusi onRestraintForum. The webcast is available for open public viewing until November 2011. THE LAMP march 2011 37

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38 THE LAMP march 2011

m e n t a l h e a l t h

Support for mental health nurses The Mental Health Professional Online Development Program (MHPOD) The Mental Health Professional Online Development Program (MHPOD) is a new evidence-based online learning resource being developed for people working in mental health. Based on the National Practice Standards for the Mental Health Workforce (2002), it draws on the evidence base for mental health care and contemporary practice wisdom. The program aims to support the mental health workforce, and is primarily designed for staff in their first two years of mental health practice working in nursing, social work, occupational therapy, psychiatry and psychology in Australia. Although the training is targeted at the novice workforce, it is expected the wider mental health workforce will also find it useful. MHPOD has been funded by all states and territories, and the Commonwealth Government. The content has been written by the Psychosocial Research Centre at the University of Melbourne.

ARCHI

The program provides about 70 hours of material on 45 topics, including recovery, legislation and complex presentations. Each topic includes an overview, knowledge check, an activity, an in-practice section and a list of resources. The MHPOD training will be available from the first quarter of 2011. Currently, mental health educators and facilitators are being identified in each mental health service to support the implementation and staff can access the training through their local co-ordinator. The online learning platform will be introduced to support and expand existing training and staff development processes. NSW Health has also funded a Project Officer (for 18 months) to support the implementation of the program. A small number of topics are currently available to trial on the MHPOD website: www.mhpod.gov.au

Spotlight on mental health Issues for rural mental health nurses from page 37

Staff shortages in rural areas are particularly chronic. ‘We can’t even fill the shifts we have got. We are struggling on a day-to-day basis,’ says Julie. ‘Nurses aren’t coming into mental health and certainly not in rural areas. I hear students saying they are not encouraged to go into mental health. They are getting the idea at university that mental health nursing is not good, with a stigma of thinking it’s aggressive or dangerous and you’ll get hurt. You get difficult people but that’s what we are trained to do – to manage difficult people. ‘We need to support new grads and increase staffing levels so we can fill our positions as they arrive. If you have understaffed teams everyone gets stressed and leaves, which makes it worse,’ says Julie. Despite the challenges, Julie loves her work. ‘It’s incredibly rewarding,’ she says. ‘The nurse in a mental health setting does a lot more than a nurse in the general setting because you do all the care for the patient. A psychiatrist might prescribe medication but all the work done to get the patient well is done by the nurse. You sit with them, talk and spend lot of time with the patients, so it’s very satisfying because you know your work has a profound impact on patients.’ n

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THE LAMP march 2011 39

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nursing research online

Issues in rural and remote nursing g This month the National

Rural Health Alliance will convene its 11th National Rural Health Conference. The National Rural Health Alliance comprises 31 member bodies, including the ANF and the Council of Remote Area Nurses, representing health professionals, service providers, consumers, educators and researchers. The vision of the National Rural Health Alliance is good health and wellbeing in rural and remote Australia, with the specific goal of equal health for all Australians by 2020. The health of the 32% of Australians who live in rural and remote Australia represents a major challenge to health professionals and governments. It’s a critical time for the rural and remote health sector, with changes resulting from the major health reviews of the past few years. For nurses and midwives wishing to understand the contemporary issues and challenges in rural and remote health, the National Rural Health Alliance website is a great place to start.

E-health Overall, ‘e-health’ is about providing the right health information to the right person at the right place and time in a secure electronic form. It includes the systems required to make online information available to consumers about preventive health and provide them with practical support for self-management of chronic conditions, in consultation with their doctor, as well as those who can help provide continuing professional development for health practitioners. It also includes the information systems that will allow for the more standardised and automated collection and reporting of health data. Because of its potential for helping to overcome the effects of distance, people living in rural areas stand to benefit substantially from e-health in its various guises. However, rural and remote communities have the poorest infrastructure and thus a limited capacity to access and make use of e-health applications. It is because of this mix of major opportunity and reduced capacity that the Alliance has a strong interest in e-health. It has developed a position paper on the rural and remote implications of a national e-health strategy and has set goals to ensure people in rural and remote communities are not only informed but involved in the development and implementation of e-health solutions for the future. http://nrha.ruralhealth.org.au/ e-health/?IntCatId=45

Fact sheets The National Rural Health Alliance prepares fact sheets on a variety of issues relating to health in rural and remote areas. These issues include: ageing in rural, regional and remote Australia; obesity and nutrition; health promotion; regional development and health; patient assisted travel schemes; rural schooling; suicide in rural Australia; and many others. http://nrha.ruralhealth.org.au/fact sheets/?IntContId=14819&IntCatId=41

Nursing Workforce Project The Alliance has maintained activity related to the nursing workforce in rural and remote areas. The various written materials (submissions, policy papers etc) can be found in the ‘Publications' section of the website. The Alliance has also produced a Brief Guide to Nursing in Rural and Remote Settings to help both the employers of nurses and nurses themselves with the key incentives for nursing in nonmetropolitan areas. http://nrha.ruralhealth.org.au/cms/ uploads/projects/nrha%20rn%20 booklet%20internals.pdf

Publications The National Rural Health Alliance produces policy documents as one of the elements of its information and advocacy activities. The documents include media releases, briefs and more comprehensive position papers, election charters and submissions. The policy development process begins with agreement by Council of the issue to be considered, followed by a collaborative development of content and approach and ends with sign-off by member bodies on the final publication. Input to policy positions is sought from friends of the Alliance and other key stakeholders. All the Alliance’s published documents, plus selected other historical papers on rural and remote health, are available on the Rural and Remote Health Papers CD, which is available free of charge to members of friends of the Alliance. http://nrha.ruralhealth.org.au/ publications/?IntCatId=6 THE LAMP march 2011 41

n u r s e u n c u t

What’s hot on Nurse Uncut g A new series highlighting frustration over new National Registration guidelines, questions over whether too many caesareans are performed in Australia and thoughts on the Productivity Commission Report into aged care draft report. And don’t forget to enter our Nurses’ Rally Photo Contest! Read all the latest happenings at www.nurseuncut.com.au

Nurses rally photo contest! http://www.nurseuncut.com.au/ nurses-rally-photo-competition-winelsevier-book-vouchers/

We’ve got a fun contest for you and it’s very easy to enter. All you have to do is send us a photo of you participating in a nurse-related rally. It could be strike action from five years ago, or a photo of you attending a One2Four meeting, or a rally from the 1970s – we’d love to see some ‘blast from the past’ photos!

The two winners will be the photos with the most ‘likes’ on the Facebook page. First and second winners will receive Reed Elsevier book vouchers worth $150 and $100! Email the photo to us at admin@ nurseuncut.com.au. See full details at Nurse Uncut.

Frustration over new National Registration guidelines. http://www.nurseuncut.com.au/newseries-frustration-over-new-nationalregistration/

Nurses have written to the NSWNA expressing their confusion over the new registration guidelines. Confusion includes lengthy delays in renewing registration, frustration with the amount

of paperwork necessary to be filed, and anger with delays in the returning of phone calls and emails. As a response, we have decided to do a series on the new National Registration guidelines, discussing the changes and asking for feedback from our readers.

Are too many caesareans performed in Australia? http://www.nurseuncut.com.au/aretoo-many-caesareans-performed-inaustralia/

In Australia, the surgical birth rate is about 30% but the NSW Government has pledged to reduce the number

A first-class health service needs first-class professionals like you. WA Health has a vast range of employment opportunities. We have 111 different places to work across WA and 2.3 million customers. To find your opportunity, visit www.health.wa.gov.au

42 THE LAMP march 2011

DOH 11941 DEC’10 THE LAMP

Hot topics

of caesareans to 20% by 2015. Hannah Dahlen, spokeswoman for the Australian College of Midwives and a practising midwife for the past 21 years, said some women need to have caesarean sections, but they should only be performed on women who really do need them.

Thoughts on Productivity Commission Report into aged care draft report http://www.nurseuncut.com.au/agedcare-draft-report-could-make-it-worse/

Nursing unions say the Productivity Commission’s draft report into aged care risks worsening the problems by not stipulating the need for more staff, minimum hours and licensing of workers. The ANF said the recommendations would roll back control of the sector when more regulation, not less, was required. ANF Federal Secretary Lee Thomas said the draft report failed to acknowledge that ‘extra staffing levels and the right skill mix are integral to improving care for older Australians’ in residential homes.

WHAT NURSES ARE TALKING ABOUT Smoking – should the government cut costs associated with this killer drug? http://www.nurseuncut.com.au/forum/component/option,com_ccboard/ Itemid,24/forum,14/topic,621/view,postlist/#ccbp3580

‘Like any other drug addict a smoker will flaunt societal rules and continually state that their drug of addiction is “legal”. Smoking will never be made an illegal act. There are too many “winners” financially in this industry. Tobacco companies still turn a profit.’ Issues in nursing – Can a midwife do this? http://www.nurseuncut.com.au/forum/component/option,com_ccboard/ Itemid,24/forum,14/topic,621/view,postlist/#ccbp3580

‘Given that it was an emergency situation, I think there is no problem with the UK midwife assisting at this birth. After all, cab drivers, fire fighters, police officers and ordinary Joes assist at births from time to time and are hailed as heroes for doing so.’ Show some love to older Australians http://www.nurseuncut.com.au/forum/component/option,com_ccboard/ Itemid,24/forum,16/topic,623/view,postlist/#ccbp3567

‘Our Prime Minister, Julia Gillard, made Aged Care her second term priority, according to her pre-election promises. Our Union, the NSW Nurses Association, in conjunction with The Australian Nursing Federation, wants the Prime Minister to “Show Some Love to Older Australians”.’ Visit our forums and www.one2four.com.au and show your support!

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www.nursing.edu.au THE LAMP march 2011 43

a t

t h e

m o v i e s

The Girl Who Kicked the Hornet’s Nest g If you like a political thriller, The Girl Who Kicked the Hornet’s Nest is a real treat.

dapted from The Millennium Trilogy, the series of award-winning novels by the late Swedish author, Stieg Larsson, this is the film version of the third and final story. If you haven’t already seen The Girl with the Dragon Tattoo and The Girl Who Played With Fire, both available on DVD, you will want to view them after you have been mesmerised by The Girl Who Kicked the Hornet’s Nest. Much of the first half of this gripping movie takes place in a Swedish hospital

Review by Liz Joyce, RN (now retired)

where the elfin Lisbeth Salander (played by Noomi Rapace) struggles to recover from wounds including a bullet in her head, as well as other attempts on her life. From hospital she is taken to Stockholm to stand trial for the attempted murder of her evil father. Lisbeth, already declared legally incompetent, is branded a paranoid schizophrenic and mentally dysfunctional. Greatly helped by her friend and investigative journalist, Mikael Blomkvist (Michael Nyquist), Lisbeth has to prove her innocence. It has a David versus Goliath feel as they, with the help of a computer hacker named Plague, uncover those in authority who have allowed the vulnerable to suffer sexual abuse and violence as well as the corrupt government institutions that almost destroyed Lisbeth’s life.

Waiting for Superman g Waiting for Superman exposes the declining standards of the public school system.

44 THE LAMP march 2011

found this documentary about the decline in the standards of the American public school system both fascinating and enjoyable. The film, directed by Davis Guggenheim, who also directed An inconvenient truth, relates the personal struggle of five families to fulfil their dreams of bettering their children's lives through access to the best education. It is both humorous and poignant. The American ideal of a great education at the public expense is denounced as a dream by the revelation of some truly astounding statistics shown in the form of graphs and animated figures eg. 70% of Year 8 students cannot read at the grade level and, despite its wealth and increased spending on education, America

is ranked 25th out of the top 30 developed countries in maths and 21st in science. It is not these statistics that make this film fascinating, though – it is the characters. Guggenheim spent considerable time with the five families and his questioning of the children and their carers is both delightful and heart wrenching. Each family is struggling in their own way, and all are hoping for a chance at a better education. These hopes are centred on the successful application to a private school. The way these hopes are fulfilled is by a humiliating public lottery draw and we witness the ballot using both a lotto-like rolling ball system and another of drawing names from a barrel. The emotion of the

This is made all the more complex by Lisbeth’s half brother, a pathological killer. It’s easy to admire the pierced, 27-year-old Lisbeth, with her lack of social and communication skills and tragic life story. As nurses, we may see patients, young and old, hurt by institutions or betrayed by those who should have cared for them. So to watch this clear-thinking, brilliant avenger defend herself and triumph over a system that deceived and failed her, is exciting and ultimately satisfying. This is a great but complex story and the last in the trilogy. Everything is revealed in this breathtaking thriller. One hundred and forty-two minutes of sustained action and surprise. I loved it.n In cinemas 3 March.

Review by Lynne Dive, phone triage nurse.

viewing crowds whether crying in delight or despair is hard to watch. The reason for the decline in the standards of public education is explored through the eyes of some very interesting characters – both educators and bureaucrats. The standard of teachers comes under close scrutiny and there is criticism of the system that allows poorlyperforming teachers to stay in the job. It’s a complicated subject and it made me wonder about our own education system. Is a free, universal education system bound to have lower standards and, if so, why? A fairly dry subject matter has been made enjoyable by the inclusion of the personal stories of five families trying to live the American dream of truth, justice and the American way – only there's no Superman character to deliver it.n In cinemas 24 March.

giveaways

for NSWNA members

NEVER LET ME GO

A Heartbeat Away g Jackie Blanch says take a punt on this quintessentially Australian, quirky film that shows how one person with determination and drive can make a difference. It’s sure to please!

et 20 years ago in a small town called Montague, the opening scenes convincingly show a dismal battleground, with uniform-clad men falling to the mud under the vivid red ensign that waves like a flag of surrender. The moody photography with dramatic splashes of scarlet portrays a bleak hopelessness. All is not as it seems, and later in the here and now, idyllic visions – distinctly Australian – show a peaceful fishing village. Flash to a rock and roll band, and the baby-faced Kevin, played credibly by Sebastian Gregory (Beautiful, Accidents Happen) disturbs the peace with a screaming guitar riff. This teenaged son, in conflict with his father over the differing styles of their music, is patiently encouraged by his mother Grace (Tammy McIntosh: All Saints, Police Rescue) to pursue his musical style. William Zappa (Mad Max 2, Bootmen) plays the father, Edwin Flack. Leading his marching band with a passion bordering on obsession, he will accept no less than perfection from his musicians as he prepares to perform for the town for the first time in two decades. It is soon revealed that the battleground in the opening scenes was something very different. Enter the greedy entrepreneur, who plans to bulldoze the Montague Municipal Band Hall to construct a high-rise tourist monstrosity, complete with giant lobster sculpture. The town mayor (Colin Friels: Cosi; Tomorrow When the War Began) conspires with the developer to acquire the site which had been bequeathed to the marching band. Kevin meets a girl, but Mandy, played by Isabel Lucas, is the mayor’s daughter.

Review by Jackie Blanch, NUM, Operating Theatres, Tamworth Rural Referral Hospital

Our reviewers and tipsters receive a delightful ABC Classics CD for uplifting enjoyment! Gifts so good, you won’t want to give them away. There is an ABC Shop near you. For locations visit abcshop.com.au or call 1300 360 111. Ask about our rewards program.

Fate steps in, and Kevin is forced to make some tough decisions to save his father’s band. Recognisable as an Australian movie, A Heartbeat Away was filmed on the Gold Coast and directed by Emmy-awardwinning Gale Edwards. This is a feel-good movie and you will find yourself warming to the characters and cheering on the coolest marching band on the planet. The soundtrack is solid and contains something for everyone aged from 15 to 95. The screenplay, written by Julie Kincade, shows that one person with determination and drive can influence and change the ingrained attitudes of those around them. It’s a film that defines the meaning of the words teamwork, leadership, respect and courage.n In cinemas 17 March.

Never Let Me Go is a poignant love story, adapted from Kazuo Ishiguro’s bestselling, Booker Prize short listed novel of the same name. As children, Ruth (Keira Knightley), Kathy (Carey Mulligan) and Tommy (Andrew Garfield), spend their childhood at a seemingly idyllic English boarding school. As they grow into young adults, they find that they have to come to terms with the strength of the love they feel for each other, while preparing themselves for the haunting reality that awaits them. In cinemas 31 March www.foxsearchlight.com/neverletmego

The company men Bobby Walker (Ben Affleck) is living the proverbial American dream: great job, beautiful family, shiny Porsche in the garage. When corporate downsizing leaves him and co-workers Phil Woodward (Chris Cooper) and Gene McClary (Tommy Lee Jones) jobless, the three men are forced to re-define their lives as men, husbands and fathers. Bobby soon realises that there is more to life than chasing the bigger, better deal. In cinemas 10 March

BARNEY’S VERSION Based on Mordecai Richler's prize-winning comic novel, Barney's Version is the warm, wise, and witty story of Barney Panofsky (Paul Giamatti), a seemingly ordinary man who lives an extraordinary life. Barney’s candid confessional spans four decades, two continents and includes three wives (Rosamund Pike, Minnie Driver, and Rachelle Lefevre), one outrageous father (Dustin Hoffman), and a charmingly dissolute best friend (Scott Speedman). In cinemas 24 March The Lamp has 10 double passes to Never Let Me Go, 20 double passes to The Company Men, 40 double passes to the preview of Barney’s Version and 25 double passes each to The Girl Who Kicked the Hornet’s Nest and A Heartbeat Away. To enter, email lamp@nswnurses.asn.au with your film preference, name, membership number, address and contact number. First entries win!

b o o k s

Book me Managing Intimacy and Emotions in Advanced Fertility Care: The Future of Nursing and Midwifery Roles By H. T. Allan, M & K Publishing, RRP *$65.00 : ISBN 9781905539079 The aim of Managing Intimacy and Emotions in Advanced Fertility Care is to consider the nature of advanced assisted reproduction (AR) roles in the 21st century and arises from the author’s experiences as an infertility patient as well as her experiences in research and teaching in this field. It focuses on an unexplored area of fertility or AR nursing practice, namely working with emotions, and to promote awareness of how emotions affect the nurse and the patient dynamic in AR clinics and in women’s health – more widely in the context of nursing role developments.

Why the World Needs Nurses: An Anthology of Perspectives Edited by Cynthea Wellings and Marilyn Gendek, Ausmed Publications, RRP *$29.95 : ISBN 9780980366273 Why the World Needs Nurses is not intended to be a definitive text, citing an extensive range of perspectives on nurses’ roles and why the world needs nurses. Rather, it aims to further expose what qualified nurses actually do, and

why they are such an important group of health professionals who must not be a sideshow when health reform is being debated. Nurses are the beating heart of any sophisticated healthcare system. But, strangely, and almost universally, they have a disproportionately diminished voice in the allocation of healthcare funds. A realistic and inspiring evaluation of a profession and industry in crisis, Why the World Needs Nurses is a timely reminder that nurses are a precious but not infinite resource and crucial to the future of any effective healthcare system.

Core Curriculum for MaternalNewborn Nursing (4th ed.) By Susan Mattson and Judy E. Smith, Mosby (available through Elsevier Australia), RRP *$97.95 : ISBN 9781437715767 Core Curriculum for MaternalNewborn Nursing is an easy-to-read study guide for those wishing to sit for certification examinations in maternal-newborn nursing. It offers the essential knowledge for care through the various stages of pregnancy and childbirth, as well as being a useful tool for development personnel and educators as an orientation for new staff, or as a source of information for nurses entering or returning to maternalnewborn nursing. The text covers the concepts of reproduction, foetal development, normal pregnancy, the intrapartum and postpartum periods, the normal newborn, and complications in the mother and the newborn.

Where to get this month’s new releases These books are all available on order through the publisher or your local bookshop. Members of the NSWNA can borrow any of these books and more from our Records and Information Centre. For borrowing information, contact Jeannette Bromfield, 8595 2175, jbromfield@nswnurses.asn.au or Cathy Matias, 8595 2121, cmatias@nswnurses.asn.au Reviews by NSWNA librarian, Jeannette Bromfield. Disclaimer: Some of the items featured in Book 46 THE LAMP march 2011

Me are based on information received and have not been independently reviewed.

Leading and Managing in Nursing (5th ed.) By Patricia S. YoderWise, Elsevier/Mosby, RRP *$75.95 : ISBN 9780323069779 Leading and Managing in Nursing successfully blends evidencebased guidelines with practical application. This thoroughly updated edition is organised around the issues that are central to the success of professional nurses in today’s constantly changing healthcare environment, including patient safety, workplace violence, consumer relationships, cultural diversity, resource management, and many more.

Nursing Care Plans: Guidelines for Individualizing Client Care Across Life Span (8th ed.) By Marilynn E. Doenges, Mary Frances Moorhouse and Alice C. Murr, F. A. Davis Co., RRP *$42.00 : ISBN 9780803622104 Nursing Care Plans: Guidelines for Individualizing Client Care Across Life Span has been written to provide practising nurses as well as students with up-todate assessment skills and a working knowledge of pathophysiological concepts concerning common diseases and conditions as they are presented. This all-in-one resource provides the step-bystep guidance readers need to develop individualised plans of care, while also improving their critical thinking and analytical skills.n *Price in Australian dollars at time of printing

Publishers’ websites c Ausmed: http://www.ausmed.com.au/ c Elsevier Australia: http://shop. elsevier.com.au c Allen & Unwin: http://www. allenandunwin.com/ c F A Davis: http://www.fadavis.com/ c M & K Publishing: http://www. mkupdate.co.uk/mkpublishing/ mkpublishing.htm

Immunisation Nurses – Casual (Ref No. 11/26) Are you an enthusiastic, friendly and community focused Immunisation Nurse looking for casual employment? If you have excellent communication and interpersonal skills then this is the ideal position for you! For information on how to apply and for a full copy of the advertisement and position specification, please visit our website: www.ryde.nsw.gov.au . Closing date: Friday 1 April 2011

special interest title

The Simple Death By Michael Duffy, Allen and Unwin, RRP* $29.99 : ISBN 9781742375526

Respected hospital ombudsman Mark Pearson is reported missing, a witness sees a man pushed off the Manly Ferry leaving behind a bag containing ampoules of pethidine. Detective Nicholas Troy

and his attractive colleague, newly single Susan Conti, are called in to investigate. He’s distracted by accusations of child abuse made toward his old friend, a priest. In another part of Sydney Leila Scott has returned from Mexico after smuggling Nembutal, which will assist her dying mother’s death. She later finds herself caught up in a police investigation after Troy comes across doctors and nurses who belong to a euthanasia group. Troy begins to see that all of these events are somehow connected. As Troy digs deeper he begins to suspect voluntary euthanasia is being

used as an excuse for something much darker. The Simple Death is a fast-paced, great read that keeps you guessing to the end. Set in a fictitious hospital and hospice in Sydney it is a fun read for nurses. Detective Nicholas Troy featured in Duffy’s first book The Tower, which had great reviews. Duffy co-presents Counterpoint on ABC Radio and writes about real crime for the Sydney Morning Herald. Duffy has woven a web of intrigue, with real crime and fiction making The Simple Death simply entertaining. (Reviewed by Michele Simpson RN CM)

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1300 654 099 hipsuper.com.au This information from Health Industry Plan is general only. It is not specific to your personal financial situation, objectives or needs. Get the facts from www.hipsuper.com.au or talk to a financial advisor before making any super decisions. The Trustee of HIP is Private Hospitals Superannuation Pty Ltd ABN 59 006 792 749, AFSL 247063.

Our Industry Super Fund! THE LAMP march 2011 47

ot everyone with impaired vision is a dog person; a guide dog may just not suit the lifestyles of some people. For them, guide canes and electronic aids such as talking GPS devices, that don’t need feeding or walking, may make perfect sense. Everyone’s different. That’s why here at Guide Dogs we provide a wide range of free mobility advice and equipment, as well as training in their use, that are designed to suit all types. Even cat lovers. To find out how Guide Dogs NSW/ACT helps people with impaired vision get around safely, call 1800-GUIDEDOGS or visit guidedogs.com.au today.

Crossword Test your knowledge in this monthâ&#x20AC;&#x2122;s nursing crossword. 1

8 9

11 12

13 14

23 24

across

1. A doctor (9) 8. Living in air (7) 9. Having never borne children (9) 12. A structure resembling a prism (8) 13. Purple pigment in the retina (9) 14. Without alternative system or pathway (8) 16. Pertaining to mood or emotion (9) 17. Intravenous (1.1) 18. A discolouration due to extravasation of blood (10) 24. Having to do with the heart (7) 25. Ten (4) 26. Multiple Endocrine Neoplasia (1.1.1) 27. Bodily or mental suffering or distress (4)

30. An erosive lesion on a cutaneous surface (5) 31. The science of heredity (8) 33. Containing arsenic (9) 34. To breathe out (6)

down

1. A gland organ in the digestive system that produces hormones, including insulin (8) 2. Tropical mosquito-borne viral hepatitis (6.5) 3. Separation of the anterior layer of the iris from the posterior layer (12) 4. Ventilate (3) 5. The study of causes of diseases (9) 6. Vermes (4)

7. Wink (7) 10. Refraining from the use of certain things (10) 11. Related to apnoea (7) 15. Gluelike (4) 19. Human granulocytic ehrlichiosis (1.1.1) 20. A passage or channel (6) 21. Semiconscious (8) 22. The pattern of symptoms in a disease (8) 23. Absence of carbon dioxide in blood (7) 25. Digit (6) 28. Muscular diaphragm that controls size of pupil (4) 29. One-half (4) 32. A nurse classification (1.1.1) Solution page 50 THE LAMP march 2011 49

DIARY DATES Conferences, seminars, meetings SYDNEY, Hunter & Illawarra March is Lymphoedema Awareness Month Contact: staterep.nsw@lymphology.asn. au or visit website www.lymphology.asn.au Kenmore Hospital Museum Exhibition & Tours 12 March – 1 May 2011 Western Sydney Wound Interest Group 15 March 2011, The Hall, Our Lady of Consolation Aged Care Facility, 32 Evans Road, Rooty Hill RSVP: Jill Sparks, Wound CNC, Primary Care & Community Health Network, WSLHN Contact: 8887 4484, 0414 192 691, Jill_Sparks@wsahs.nsw.gov.au Nurses Christian Fellowship Professional Workshop; Abuse and Assertiveness in the Workplace 23 March 2011, Shalom Centre, 157-163 Balaclava Road, Marsfield Contact: 9888 5842, email: ncfansw@ optusnet.com.au NSW Urological Nurses Society Study Day 8 April 2011, Burwood RSL Contact: Karina So ph. 9767 5000 or 9767 6627 (Voicemail) karina.so@ssawhs.nsw.gov.au Professional Breakfast 16 April 2011, Cornerstone Bookshop, Erina Contact: Jane 9449 4868 Trauma & Emergency Nursing Skills – 2-day seminar for general nurses 28 & 29 April 2011, Venue: Quality Hotel Cambridge, Surry Hills. Contact: www.ausmed.com.au or 03 9375 7311

Crossword solution

Critical Care Nursing Course – One evening a week for 10 weeks Thursday evenings 5 May to 7 July 2011, 6.30–9.30pm, Westmead Private Hospital, Westmead Contact: (03) 9390 8011 or info@ criticalcare.edu.au or www.criticalcare. edu.au Basic & Advanced Cardiac Life Support 1-day Update 6 May, 7 May 2011, Westmead Private Hospital, Westmead Contact: (03) 9390 8011 or info@ criticalcare.edu.au or www.criticalcare.edu.au NSW Health & Ambulance Employees 22 May 2011, Venue: Revesby Workers’ Club, Brett Street, Revesby. Contact: Paul Sillato, Anatomical Pathology (SWAPS), Liverpool Hospital, 9828 5391 Interstate and overseas Nurse Practitioners Keeping Our Patients Between The Flags 12-13 May 2011, Calypso Resort, Coolangatta, QLD Price: $50pp Contact: Anne.moehead@ncahs. health.nsw.gov.au The Frontiers of Pain, Australian Pain Society 31st Annual Scientific Meeting 12-16 June 2011, Darwin Convention Centre, NT Contact: (02) 9954 4400, aps2011@ dcconferences.com.au www.dcconferences.com.au/aps2011 The Future Role of Support Workers and Assistant Practitioners 2nd National Conference, 30 June 2011 London Contact: www.mkupdate.co.uk to see complete listing of events, dates and venues in the UK. Advanced Emergency Skills Masterclass 21 June 2011, Manor Hospital, Walsall, UK. Contact: bookings@mkupdate.co.uk, or +44 17687 73030 12th International Mental Health Conference 24-26 August 2011, Radisson Resort, Gold Coast Contact: http://www.anzmh.asn.au/ conference2011 for full details

Diary Dates Diary Dates is a free service for members. Please send diary date details, in the same format used here – event, date, venue, contact details, via email, fax and the web before the 5th of the month prior, for example: 5th of May for June Lamp. Send information to: Editorial Enquiries Email: lamp@nswnurses.asn.au Fax: 9550 3667 50 O’Dea Ave, Waterloo NSW 2017 Please double-check all information sent is correct. The Lamp cannot guarantee that the issue will always be mailed in time for the listed event.

Reunions Hospital Staff from Manning Rural Referral Hospital (Taree) 26 March 2011, 11am to 5pm, Taree Wingham Race Club, Bushland Drive Taree Cost: $30 per person RSVP by 12 March 2011 Contact: Merle Wright ph 02 6552 2956 Royal North Shore Hospital September 81 – 30-Year Reunion Saturday 30 April 2011, TBC – North Sydney/St Leonards Cost: TBC Contact: Toni Gwynn-Jones (nee Treloar) email: mrsgwynnie@gmail.com or 0412 880 894 50-Year Reunion, General Training Group, Royal Prince Alfred Hospital, May 1961

Due to high demands on the page, some dates too close to publication or too far in the future may be cut. Only Diary Dates with an advised date and contact person will be published. Special Interest Groups Special Interest Groups is now part of Diary Dates. If you are a special interest group, you now must send information about your event as above. Diary Dates are also on the web – www.nswnurses.asn. au/events

Send us your snaps

If you’re having a reunion, send us some photos and any information from the night, and we’ll try to publish them.

4 March 2011 Contact: Joy Carter (Tringham), 9979 6969 Western Suburbs Hospital Graduate Nurses Reunion Saturday 28 May, 12 midday, RydeEastwood Leagues Club Contact: Robyn Daniel 02 9644 9692, Margaret Gane 02 9584 8801

NSWNA Events For more information on NSWNA Education Courses contact Carolyn Kulling at the Association – Ph: (02) 8595 1234 or free call 1300 367 962 or visit the Associations’ website http://www.nswnurses.asn.au/ topics/2761.html

Applications can be lodged on line at www.hnehealth.nsw.gov.au/recruitment Application Information Packages are available at this web address or by contacting the application kit line on (02) 4926 7626.

Mental Health Nurse Permanent Full Time Raymond Terrace, Newcastle Creation of an eligibility list for future Perm Temp, Full/Part time and casual positions. Enquiries: Kathleen Schelling, 02 4016 4538 Ref ID: 12381 Closing Date 27 March 2011 Australian Aboriginal and/or Torres Strait Islanders are encouraged to apply. Salary and conditions in accordance with relevant award. Hunter New England Health promotes the values of Teamwork, Honesty, Respect, Ethics, Excellence, Caring, Courage & Commitment and is an Equal Employment Opportunity/Affirmative Action employer.

NSW Health Service: employer of choice

50 THE LAMP march 2011

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Issued by FSS Trustee Corporation (FTC) ABN 11 118 202 672, AFSL 293340, the trustee of First State Superannuation Scheme (the Fund) ABN 53 266 460 365. Q Invest Limited ABN 35 063 511 580, AFSL Number 238274, trading as FSS Financial Planning, provides financial planning services under its own Australian Financial Services Licence. Neither FTC nor the Fund is responsible for any advice given to you by FSS Financial Planning. While FTC is not involved in the provision of financial planning services, the Trustee has retained FSS Financial Planning to provide financial advice to Fund members relating to their Fund account. The information contained in this document is current as at July 2010.