30 September - 01 October, 2020 |
International Convention Centre, Sydney

Healthcare Workforce Day Two: Thursday, 1 October 2020

10:20 am - 10:30 am WELCOME ADDRESS FROM THE CHAIR

Georges Khoury, Director of People and Culture at eHealth Queensland

Georges Khoury

Director of People and Culture
eHealth Queensland

10:30 am - 11:00 am Keynote Presentation: Increasing the Retention of the Workforce through a Value-Based Leadership Initiative

Home Nursing Group obtained a set of authentic values based on staff feedback and experience to develop a recruitment and retention strategy referred to as a value-based leadership initiative. These values were developed to outline clear expectations of performance which has decreased staff turnover below 25%.

Learn how to:
  • Create a set of values that set the expectations of staff to retain workforce starting at the recruitment process
  • Develop a value-based leadership initiative that focuses on culture and inclusion to increase the retention of your workforce
  • Create an inclusive values based communication strategy for your business to align customer and staff engagement
  • Ensure that your organisation has the capacity to deliver change through the value based leadership initiative to impact the immediate workforce

11:00 am - 11:30 am Digital Nursing Workforce Transformation: The Increasing Value of the Executive Nursing Informatics Role Within Health Organisations

An executive nursing informatics role has the crucial expertise to support and drive successful planning, implementation, workforce adoption and management of both digital technologies and new models of care within any healthcare settings.

Learn how to:
  • Recognise the national body, known as the ACN Chief Nursing Information Officer’s Community of Interest to understand what they advocate
  • Identify how nurses and midwives play a critical role in ensuring clinical information and communication systems are designed to deliver high quality, coordinated care to all those living in Australia
  • Outline the value of such a role going forward, calling on all healthcare organisations to look to establish a CNIO or equivalent position within their healthcare organisations
Sally Duncan, Chief Nursing & Midwifery Information Officer at Northern Sydney Local Health District

Sally Duncan

Chief Nursing & Midwifery Information Officer
Northern Sydney Local Health District

Aaron Jones, Chief Nursing and Midwifery Information Officer at Sydney Local Health District

Aaron Jones

Chief Nursing and Midwifery Information Officer
Sydney Local Health District

11:30 am - 12:00 pm Solution Provider Session

12:00 pm - 12:30 pm Lessons Learnt Working in the Disability Sector: How to Culturally Transform Your Workforce

Achieve Australia, has implemented a workforce strategy for a growing workforce of more than 1,300 employees across NSW. At Achieve, the focus is driving work performance outcomes to create the best possible services for people with a disability and their families whilst ensuring a positive employee experience.

Learn how to:
  • Start your model transformation with the strategy and business outcomes not the HR activity
  • Shift workforce capability and improve client care through organisational redesign, linking your clinical governance framework to a capability framework, redesigning recruitment, learning, performance, and remuneration and benefits
  • Focus on outcome driven results through a cultural transformation that goes beyond professions
Lorraine Salloum, People, Performance & Culture Executive (CHRO) at Achieve Australia

Lorraine Salloum

People, Performance & Culture Executive (CHRO)
Achieve Australia

Staff engagement initiatives motivate staff to contribute to the success of the organisation whilst maintaining their own sense of well-being. This can be achieved by building relationships between the organisation and staff to benefit the success of the future workforce.

Learn how to:
  • Develop effective staff engagement initiatives to improve performance and productivity
  • Use effective communication channels to engage with staff to build stronger relationships
  • Prepare for the future workforce to improve service delivery and patient experience
Kathy Flanigan, Nursing Director - Emergency and Clinical Support Logan Bayside at Health Network

Kathy Flanigan

Nursing Director - Emergency and Clinical Support Logan Bayside
Health Network

Tracy McCrohan, Strategic Workforce Planner and Onboarding Business Partner at Albury Wodonga Health

Tracy McCrohan

Strategic Workforce Planner and Onboarding Business Partner
Albury Wodonga Health

Kate McCormack, Executive Director People, Learning & Culture at Mercy Health

Kate McCormack

Executive Director People, Learning & Culture
Mercy Health

1:00 pm - 1:30 pm How Austin Health Are Implementing a Supportive Learning Culture to Create Multi- Skilled Emerging Nurses

Austin Health is supporting nurses in the first 12 months of their career to help them become a well-rounded novice nurse to meet the demand of flow for the healthcare industry. The challenge is to continuously support a learning culture that encourages novice nurses to be a part of the future workforce.

Learn how to:
  • Encourage nurses to remain in the workforce through incentive offerings such as benefit packages
  • Foster a supportive learning culture to retain the next generation of workers past the first 12 months of employment
  • Develop foundational programs to further support the continuous professional development of nurses to transition into the workforce
Jane Warneke, Graduate Nurse Coordinator at Austin Health

Jane Warneke

Graduate Nurse Coordinator
Austin Health

Carolyn Cochrane

Education Coordinator
Austin Health

1:30 pm - 2:00 pm How Western Sydney Local Health District is Using Advanced Technology to Develop Digital Workforce Capabilities

Western Sydney Local Health District is developing digital workforce capabilities by utilising advanced technology to train and develop the skills of healthcare professionals. Simulation technology, virtual reality and augmented reality are examples of the technology that is used to enhance multidisciplinary team education.

Learn how to:
  • Identify the challenges of utilising advanced technology to educate healthcare professionals which may hinder their soft skills
  • Utilise advanced technology to encourage multidisciplinary education systems
  • Establish the need to horizon scan in the technology space to create a workforce fit for the future
Tanya Critchlow, Manager Nursing, Midwifery and Allied Health Education at Western Sydney Local Health District

Tanya Critchlow

Manager Nursing, Midwifery and Allied Health Education
Western Sydney Local Health District

2:00 pm - 2:30 pm How Logan Hospital is Using Effective Succession Planning to Build Future Healthcare Leaders

The cliental at Logan Hospital is considered low socio-economic with a culturally diverse patient flow which has posed as a challenge to attract the new emerging health care workforce. To overcome this challenge, the focus is on building strong relationships with new talent to mould them into future healthcare leaders through effective succession planning.

Learn how to:
  • Identify and address healthcare workforce challenges in low-socio economic areas with over 220 languages
  • Build relationships with the emerging workforce through social media channels such as Facebook
  • Form an effective succession plan to create future healthcare leaders
Kathy Flanigan, Nursing Director - Emergency and Clinical Support Logan Bayside at Health Network

Kathy Flanigan

Nursing Director - Emergency and Clinical Support Logan Bayside
Health Network

2:30 pm - 3:00 pm Recruiting for Specialist Health Roles in the Royal Australian Navy to Build a Sustainable Workforce

The Navy Health Workforce requires unique skill and capability requirements to ensure that the specialist healthcare workforce is attracting the right talent. To ensure this a capable workforce, they have created a more extensive recruitment process that uses a professional body with existing specialist health officers to help determine the best fit.

Learn how to:
  • Identify the role capabilities for specialist healthcare workers in the Royal Australian Navy
  • Develop a recruitment process that will utilise the experience and knowledge of specialist health officers to determine the best fit
  • Provide in house training and specialist training to support the career development in a unique workforce

Captain Amanda Garlick

Director Fleet Health
Royal Australian Navy

3:00 pm - 3:30 pm How Albury Wodonga Health’s Workforce Plan Assisted in Creating a Positive Culture and Increased Staff Engagement

Albury Wodonga Health had a particular hotspot within the organisation where they were seeing significant complaints in regards to alleged inappropriate workplace behaviour, bullying and harassment. They were witnessing divisions between management, surgeons and the nursing teams, and experienced high sick leave and staff turnover within this specific area.

Learn how they:
  • Introduced a positive workplace behaviours program across the organisation
  • Created and introduced a new structure to support the team
  • Implemented a workforce plan that increased employee engagement, and workplace culture
Virginia Boyd, Executive Director - People, Workforce & Support at Albury Wodonga Health

Virginia Boyd

Executive Director - People, Workforce & Support
Albury Wodonga Health

Tracy McCrohan, Strategic Workforce Planner and Onboarding Business Partner at Albury Wodonga Health

Tracy McCrohan

Strategic Workforce Planner and Onboarding Business Partner
Albury Wodonga Health

3:30 pm - 4:00 pm Building Capabilities and Hands-On Experience among the Next Generation of Leaders and Managers Within NSW Health

NSW Health and the Health Education & Training Institute (HETI) are in their fourth year of running a program designed to support the professional and personal development of emerging or new managers and leaders in healthcare.

Learn how they:
  • Link classroom learning with exposure to support the next generation of leaders in developing their leadership skills over a two year period
  • Identified the key measure for success as the amount of support and mentoring participants receive in the workplace, creating a sense of real trajectory to their career
  • Overcome the challenge of allowing opportunities to be fully realised despite all the pressures and complexes that happen in health
Jacqui Blackshaw, Senior Program Manager at Health Education & Training Institute

Jacqui Blackshaw

Senior Program Manager
Health Education & Training Institute

4:00 pm - 4:00 pm Closing Remarks from the Chair