Open Minds Submission Family and Community Development Committee Inquiry into Workforce Participation by People with a Mental Illness November 2011

Size: px
Start display at page:

Download "Open Minds Submission Family and Community Development Committee Inquiry into Workforce Participation by People with a Mental Illness November 2011"

Transcription

1 Open Minds Submission Family and Community Development Committee Inquiry into Workforce Participation by People with a Mental Illness November 2011 Prepared by Sally Gibson Maria Katsonis Co-convenors Open Minds P.O. Box Law Courts VIC 8010 e:

2 1. Introduction Open Minds welcomes the opportunity to provide a submission to the Family and Community Development Committee Inquiry into the Workforce Participation of People with a Mental Illness. As a peer directed group for people with mental illness or caring for someone with mental illness, we fully understand the importance of employment and the work environment in supporting people with a mental illness, not just economically but also in contributing to self esteem and self worth. Employment provides an opportunity to regain a positive identity, including a sense of purpose and value, attributes that are often undermined by the experience of mental illness. For the individual, securing and sustaining employment enhances confidence and expands social networks. Being employed is also a key measure of social inclusion. Employment is important to recovery and often it as an unmet need. 1 Additionally, the workplace plays a crucial role in promoting positive mental health outcomes and maintaining mental well being. A supportive and inclusive workplace values people with mental illness and treats them equitably without fear of discrimination and stigma. This requires an organisational culture that takes a systemic approach to mental health in the workplace and creates an environment of trust and respect between managers, employees and colleagues. This submission is informed by an evaluation of Open Minds programs and a survey of Open Minds members. It incorporates direct quotes from managers and employees. The submission addresses two of the Inquiry s terms of reference: 1. identification of the barriers that people with mental illness experience in gaining and retaining employment. 2. the effectiveness of programs that aim to improve the workforce participation of people with mental illness. 2. About Open Minds Open Minds is a peer-directed group for Victorian Public Service (VPS) employees with mental illness or caring for someone with mental illness. Open Minds offers a range of programs for mental health consumers, carers and managers. This includes regular forums on mental illness, recovery and mental wellness. Open Minds also works to decrease the stigma of mental illness and provides a consumer and carers perspective on mental health issues in the workplace. It is the first whole-of-vps program to specifically target mental health issues in the workplace. Open Minds was launched in February 2010 and since its inception, it has been shaped by the lived experience of mental illness and caring. Maria Katsonis (Department of Premier and Cabinet) and Sally Gibson (Office of the Public Advocate) are the Open Minds Coconvenors. Maria is on the National Register of the Mental Health Council of Australia; a member of bluevoices, beyondblue s consumer and carer reference group; and the consumer representative on the Royal Australian GP College Psych Support Advisory Committee. Sally is on the Mind Australia Board; a member of Carers Victoria; Mind's Carer Advisory Group and SANE Australia s StigmaWatch. Open Minds is funded by VPS Departments and the Office of the Public Advocate provides financial auspicing. It currently operates on a volunteer basis and all funding is directed towards program activities. Open Minds has a Program Advisory Group that contributes to Submission to Inquiry into Workforce Participation by People with a Mental Illness Page 2

3 the development of programs and services with representatives from the Department of Justice, Metropolitan Fire Brigade and the Office of Disability. Current programs include: seminars and forums on mental health and wellbeing. Recent subjects have included The lived experience of mental illness, Let s talk about suicide, Building resilience, and Mindfulness. training for managers on managing mental health in the workplace which is delivered by beyondblue. roundtables for mental health consumers which seek to break down the isolation experienced by people with mental illness in the workplace and provide opportunities to share experiences. workshops for carers of people with mental illness. mental health first aid training. coordination of a whole of Victorian Public Service festival for Mental Health Week. People affected by mental illness can be divided into three broad tiers according to the severity of their illness as shown in Figure 1 below. 2 Figure 1: Three tiers of mental illness and prevalence in Victoria To date, the focus of Open Minds activities is on VPS employees in the first two tiers. This does not negate the experience of those in the third tier who have severe disability as they have the lowest likelihood of workforce participation (72 per cent compared to 46 per cent of those with a moderately severe psychiatric disability). Carers involved in Open Minds provide care across all three tiers. Submission to Inquiry into Workforce Participation by People with a Mental Illness Page 3

4 Open Minds has experienced rapid growth in response to the demand from consumers, carers and managers who are looking to do more than simply send staff to employee assistance programs. The comments below are from a survey conducted when Open Minds was being established to gain an understanding of interest and needs. A deeper understanding of the challenges facing people with mental health issues working in the VPS. Ideas and tools to make it safe for people to disclose in the VPS and a VPS wide initiative for the management of mental health. Understanding, resources, involvement in changing the perception of mental illness across government. Informed, educated and confident VPS managers who know a little about mental health and best practice in managing that in the workplace. Develop a work environment where mental health issues can be openly discussed and responded to positively to reach the best outcome for staff member and Department. In order to better understand the demand drivers and the impact of Open Minds programs, Open Minds commissioned The Nous Group to conduct an evaluation. The evaluation was partly funded by beyondblue who were interested in exploring the workplace effectiveness and advantages of a peer-directed model in engaging the workplace about mental health. The Nous Group completed the evaluation in February The evaluation found that Open Minds has had a positive impact on the attitudes, behaviour and well-being of many VPS employees. The strongest program impacts were greater understanding and awareness which contributed to stigma reduction. The majority of managers and colleagues who have been involved with the program identified changes in their own knowledge, attitudes and behaviour since attending an Open Minds activity as evidenced in the evaluation survey results below. 3 Change in behaviour Better understanding of what it is like to experience a mental illness or care for someone that does 90% Greater understanding of how mental illness may affect that person in the workplace 90% Felt more comfortable talking with their colleagues about mental health issues 82% Talked with colleagues about how their workplace can better support colleagues with a mental illness or colleagues caring for someone with a mental illness 59% Table 1: Affirmative responses to the question Since you attended an Open Minds activity, have you: Additionally Open Minds has enabled a substantial number of program participants to talk more confidently and openly with their colleagues about their mental health issues. Participants also reported feeling less isolated after becoming better connected to their peers and suitable support services. For many VPS employees, Open Minds has provided their first opportunity to talk about mental health in the workplace and seek assistance. Submission to Inquiry into Workforce Participation by People with a Mental Illness Page 4

5 I have never previously received any information or support around mental health issues, all the information and advice I have received has been through Open Minds. I feel better equipped to educate others (e.g. managers in my organisation) about how to effectively manage and support employees with mental health issues. Open Minds has also provided program participants with the opportunity to meet and connect with other people affected by mental health issues for first time. Building these new communities has resulted in a considerable number of people feeling less isolated and alone. I feel less alone because I know that there are others across the VPS who are experiencing similar things to what I have experienced. Peer support is an important element. Family/ carers of people with a mental illness can feel very isolated so meeting peers who are also impacted by mental illness reduces the feeling of isolation. Other survey respondents and focus group participants talked about how Open Minds has empowered them to discuss mental health issues in their workplace. [I have gained] the personal courage to speak more openly about my own experience, and learning from others in Open Minds. [I have gained] more confidence in dealing with my own mental health issues. Discussing it as something that exists in the world helps to objectify it, reducing the sense of it as an intractable problem that is intrinsic to myself. 3. Barriers people with mental illness experience in gaining and retaining employment 3.1 Nature of mental illness The statistics are well known: one in five Australians will experience a mental illness every year. 4 However that experience of mental illness will vary from individual to individual. For some, it might be a single episode with full recovery. For others, mental illness may be episodic in nature, coming and going throughout someone s life. It may even affect how a person functions over the course of a day. Similarly, treatment will vary and may involve medication, psychological counselling and lifestyle changes. Consequently every individual will also experience recovery differently. This too may be episodic in nature and recovery from mental illness has sometimes been likened to a dance as it can be two steps forward, one step back. The episodic nature of mental illness can be a barrier to employment especially if there is limited understanding and if workplaces take a one size fits all approach to how they deal with mental health in the workplace. Instead the emphasis should be on flexibility and a case management approach tailored to each individual s circumstances. Workplaces need to broaden their focus beyond return to work to plans to stay at work plans and assess how they can assist an employee with mental illness stay at work. Ideally these will be documented in mental health specific policies that are part of broader health and wellbeing strategies to create an inclusive and flexible workplace. Submission to Inquiry into Workforce Participation by People with a Mental Illness Page 5

6 3.2 Education and training Limited awareness and knowledge of mental health issues in the workplace is another barrier to gaining and retaining employment. A survey of 26,000 members of the Australian business community found that found that mental health training is infrequent amongst organisations with 83% of respondents stating they have not received any training to deal with mental illness in the work place. Additionally, 44% of respondents felt their organisation was not well equipped to effectively manage mental health issues in the workplace. 5 In particular, education and training is essential for managers and supervisors as they play a pivotal role in managing and supporting an employees return to work after an episode of mental illness. Managers without experience in managing employees with mental illness often can lack the confidence to initiate conversations with affected staff. Research conducted by SANE Australia found that an understanding and supportive employer is the most important factor in keeping a job. 6 Managers and supervisors also have a key role in liaising between employees, HR departments, occupational health practitioners and others who may be involved in employees return to work or when workplace adjustments are required. Training would include topics such as the different types of mental illnesses and their prevalence; warning signs and symptoms; how to support the recovery of employees with a mental illness; the impact of mental illness on concentration, memory, decision making and motivation; and actions that managers and supervisors can take to develop a mentally healthy workplace. Specialist mental health training is also relevant for HR and occupational health and safety practitioners as facilitating the return to work of employees with mental illness is not the same as a physical illness. While face to face training can be extremely beneficial, this has limited reach and wider educative opportunities also need consideration. For example in 2010, the Australian Human Rights Commission produced the publication: Workers with mental illness: a practical guide for managers. Available on the Commission s website, this provides managers with information on to how support employees with mental illness and how to develop and promote a safe and healthy work environment for all employees. There is scope to develop a similar VPS wide guide and also use the content for e-learning modules that could be accessed via intranets. The Open Minds evaluation demonstrated that Open Minds has been successful in in raising awareness of mental health issues among the VPS employees who have participated in program activities, including managers and colleagues of VPS employees affected by mental health issues. These activities have included the Open Minds presentations, seminars and events, managers training workshops and the mental health first aid training. I work in HR and we have implemented a few new things, at least partially inspired by what we have learned from Open Minds, including improving our Return to Work support for people with mental health issues and developing a mental health resource page for managers and employees on the Intranet. My training has certainly opened my mind to the impact it has on the workplace and how i can be of assistance without breaching privacy or offending individuals. I've found it great to understand better what some behaviours in others are and hopefully respond better. Submission to Inquiry into Workforce Participation by People with a Mental Illness Page 6

7 These changes in behaviour are validated by the perspectives of consumers and carers as seen in the table below: Change in behaviour Consumers Carers More understanding of what it is like to experience a mental illness or care for someone that does 71% 65% More comfortable talking about your mental illness or role as a carer 68% 68% More understanding of how a mental illness or obligations as a carer may affect your ability to do your job 64% 61% Has inquired about how they can better support your needs 42% 56% Table 2: Responses to the online survey question Since your colleagues and/or managers attended an Open Minds activity, have they 3.3. Stigma The stigma of mental illness is still a significant barrier to employment. Stigma can affect the workplace in two distinct ways: it can prevent employees from disclosing their mental illness due to fears of discrimination, negative stereotyping or adverse impacts on career prospects. it can influence employer perceptions of employees with mental illness and attitudes to attraction, recruitment and retention. While disclosing a mental illness is an individual decision, disclosure is necessary if access is needed to appropriate workplace support and adjustments. Without these supports, employees can struggle with work duties and this can lead to perceptions of poor work performance. Not disclosing can also lead to isolation which is compounded by the invisibility of mental illness. An employee s act of disclosure can also have positive spill over benefits as it can aid further understanding of mental illness in the workplace. It can help counter negative stereotypes and perceptions by demonstrating that people with a mental illness are able to work and that mental illness is a medical condition and not a behavioural issue or character flaw. Employees who disclose can also act as a role model and provide peer support for other employees. An employee with a mental illness is more likely to disclose when the workplace culture is supportive and there is tangible evidence of mental health literacy. A workplace can send signals about the value it places on mental health in the workplace. Positive signals include: mental health specific return to work policies and guidelines trained mental health first aid officers participation in events such as Mental Health Week and R U OK Day mental health awareness seminars and resources (eg information on intranets) mental health incorporated in organisation wide diversity and inclusion strategies mental health incorporated in organisation wide well-being strategies employee access to coaching and support through employee assistance or peer support programs supporting the participation of mental health consumers and carers in the development of workplace mental health policies and strategies. Submission to Inquiry into Workforce Participation by People with a Mental Illness Page 7

8 The visibility of Open Minds has been effective in addressing stigma as evidenced in the survey comments below: Open Minds has moved the topic from being one of taboo in the workplace to one that people can talk openly about with colleagues. [Open Minds] has changed perception of the nature of mental health issues. I can feel like I can talk more openly about these issues in the workplace. More proactive in managing my personal situation and comfortable with discussing mental illness issues. Amazed how some people have succeeded despite their mental illness. [Open Minds] provided the opportunity of making an impact on the workplace place in decreasing/removing stigma of mental illness. 4. Effectiveness of programs that aim to improve the workforce participation of people with mental illness, including best practice models As previously outlined, The Nous Group evaluation of Open Minds found that Open Minds had a positive impact on the attitudes, behaviour and well-being of many VPS employees. The evaluation also found that one of the unique features of Open Minds relative to other programs with similar objectives is the role of peer support and consumer/carer participation. Peer support is social and emotional support, which is mutually offered or provided by people having a mental health condition or caring for someone with a mental health condition to others sharing a similar condition or situation. It has been described as a system of giving and receiving help founded on key principles of respect, shared responsibility, and mutual agreement of what is helpful. 7 Peer support offers a range of benefits that are outside the scope of traditional models of service provision. These include: acceptance, empathy, and respect - those who have experienced mental illness directly or through their carer role have a basis for accepting and empathising with others with similar experiences. sharing what works, strategies for recovery and fostering hope - by telling their own stories of recovery, peers can provide encouragement and act as a role model to show that recovery is possible. empowerment and affirmation - peer support promotes a culture of health and ability rather than one of illness and disability. reducing isolation and promoting recovery for people with a mental illness. Consumer participation in program delivery is a unique feature of Open Minds. In a mental health setting, consumer participation draws on the lived experience of mental illness and first-hand perspectives given that people with mental illness have a unique understanding as a result of their experience. Consumer participation in the planning, development and delivery of mental health services has been increasingly acknowledged by the Commonwealth and the Victorian Governments. The Commonwealth is establishing a National Mental Health Consumer Organisation to ensure that the voice of mental health consumers is a central part of the Government s mental health reform. Similarly the Victorian Government s framework for strengthening consumer participation recognises that the voice of the consumer is fundamental for the delivery of effective and responsive services. 8 Submission to Inquiry into Workforce Participation by People with a Mental Illness Page 8

9 However the role of the consumer in workplace mental health programs is not as prominent. Open Minds has been cited as an example of a best practice model because of the role of consumer participation. This was acknowledged by beyondblue who co-funded the evaluation to assess the effectiveness and advantages of a peer-directed model in engaging the workplace in raising awareness about mental health. An example of consumer participation in Open Minds is the consumer session during the managers training. Rather than showing the usual video with actors playing a person with mental illness, the Open Minds training includes a Victorian public servant sharing their experience of mental illness and then participating in a question and answer session. This facilitates an open and honest discussion about the impacts of mental illness in the workplace, for both managers and employees. The consumer session consistently features as one of the highlights of the workshop as evidenced by the feedback below from the workshop evaluations: The consumer presentation was a wonderful insight and appreciated the openness and honesty. The consumer s presentation was extremely powerful and confronting. The workshop was fantastic and having a consumer present and be available for questions and discussions was extremely valuable. Consumer participation was also identified in the Open Minds evaluation as a critical success factor. It has given programs a level of credibility and authenticity in the eyes of Open Mind s intended target groups. [Open Minds] better understands the issues from a user perspective rather than often ill-informed expert point of view that further isolates. Because Open Minds is not affiliated with a particular department, it is seen as community owned. This has created a sense of inclusion and ownership among the participants involved with the program. Open Minds is VPS staff driven and this creates a safe, trusted environment for discussions on these topics. 5. Priority actions to improve outcomes With a workforce of 30,000 employees, the Victorian Public Service has an opportunity to position itself as an exemplar employer in workplace mental health. Drawing on the Canadian Workplace Mental Health Code of Best Practice 9, this involves mental health specific policies and programs that: are informed by the lived experience of mental health consumers and carers. educate employees about mental illness and the need to eliminate the stigma of mental illness. assist employees to acquire work-life skills that increase their mental resiliency. avoid workplace practices that increase distress. train managers and supervisors to recognise, manage and assist employees who are experiencing mental illness. encourage employees with mental illnesses to seek help. facilitate employees return to work after treatment with support that is tailored to the needs of the individual. Submission to Inquiry into Workforce Participation by People with a Mental Illness Page 9

10 support employees with a mental illness to stay at work support carers of people with a mental illness who can also face employment barriers. Finally, we would ask that the Committee recognise the role of consumer and carer participation in the recommendations put forward in the Committee s final report. References 1 Mental Illness Fellowship of Australia (2010). Mental illness and employment - challenges for the future. Accessed online 7 November 2011: pdf 2 Boston Consulting Group (2006). Improving mental health outcomes in Victoria: The next wave of reform. Accessed online 7 November 2011: nvictoria/$file/final%20report% pdf 3 The Nous Group (2011). Open Minds program evaluation. Accessed online 7 November 2011: 4 Department of Health (2011). Mental illness prevalence: fact sheet. Accessed online 7 November 2011: lness_prevalence.pdf 5 Beaton Consulting (2011). Mental health in the workplace. Accessed online 9 November 2011: 6 SANE Australia (2006): Research Bulletin No. 3: Employment and mental illness. Accessed online 9 November 2011: 7 Mead S, Hilton D, and Curtis, L. (2001). Peer support: a theoretical perspective. Plainfield, USA. 8 Department of Human Services (2005). Strengthening consumer participation in Victoria s public mental health services. Accessed online 9 November 2011: 9 Business Roundtable For Workplace Mental Health. Code of Best Practices For Workplace Mental Health. Accessed online 9 November 2011: Submission to Inquiry into Workforce Participation by People with a Mental Illness Page 10

Advice for employers on workplace adjustments for mental health conditions

Advice for employers on workplace adjustments for mental health conditions Advice for employers on workplace adjustments for mental health conditions At any one time, one in six adults 1 will be experiencing a mental health condition. It is crucial that employers are playing

More information

Disability Action Plan

Disability Action Plan Disability Action Plan The LIV Disability Action Plan aims to: provide equal opportunity for people with disabilities to participate in and contribute to the full range of activities of the LIV; promote

More information

Supporting the return to work of employees with depression or anxiety

Supporting the return to work of employees with depression or anxiety Supporting the return to work of employees with depression or anxiety Advice for employers Around one million Australian adults live with depression. Over two million have an anxiety disorder. On average,

More information

Mindful Employer. Better workplace mental health. The Mental Health Charity

Mindful Employer. Better workplace mental health. The Mental Health Charity Mindful Employer Better workplace mental health 0 The Mental Health Charity SANE Australia A national non-government organisation and the only one that deals with all mental illnesses 1 Prevalence of mental

More information

DISABILITY ACTION PLAN Education Excellence Framework Promoting excellence throughout courses to support exceptional learner outcomes

DISABILITY ACTION PLAN Education Excellence Framework Promoting excellence throughout courses to support exceptional learner outcomes DISABILITY ACTION PLAN 2016-2018 Education Excellence Framework Promoting excellence throughout courses to support exceptional learner outcomes CONTENTS ABOUT THE DISABILITY ACTION PLAN 3 Background and

More information

POSITION DESCRIPTION:

POSITION DESCRIPTION: POSITION DESCRIPTION: SECTION A: POSITION CONTEXT Position Title Community Mental Health Practitioner COPES Carer Peer Practitioner Position Reference 11916 Position Type Part time 15.2 hours per week

More information

Health LEADS Australia: the Australian health leadership framework

Health LEADS Australia: the Australian health leadership framework Health LEADS Australia: the Australian health leadership framework July 2013 Health Workforce Australia. This work is copyright. It may be reproduced in whole for study purposes. It is not to be used for

More information

Employer s Guide to. Best Practice Return to Work for a Stress Injury

Employer s Guide to. Best Practice Return to Work for a Stress Injury Employer s Guide to Best Practice Return to Work for a Stress Injury Employers Guide to Best Practice Return to Work for a Stress Injury 1. Early Intervention 2. Claim Lodged 3. Claim Acceptance 4. Return

More information

Social and Emotional Wellbeing

Social and Emotional Wellbeing Social and Emotional Wellbeing A Guide for Children s Services Educators Social and emotional wellbeing may also be called mental health, which is different from mental illness. Mental health is our capacity

More information

National Mental Health Survey of Doctors and Medical Students Executive summary

National Mental Health Survey of Doctors and Medical Students Executive summary National Mental Health Survey of Doctors and Medical Students Executive summary www.beyondblue.org.au 13 22 4636 October 213 Acknowledgements The National Mental Health Survey of Doctors and Medical Students

More information

State of Workplace Mental Health in Australia

State of Workplace Mental Health in Australia State of Workplace Mental Health in Australia L1, 181 Miller Street North Sydney 2060 www.tnsglobal.com KEY FINDINGS Mentally healthy workplaces are as important to Australian employees as physically

More information

Position Description: Services Manager

Position Description: Services Manager Position Description: Services Manager Position Details Position Title: Location: Classification: Time Fraction: Contract Detail: Services Manager Mentis Assist, Mornington (or as directed) SCHCADS Level

More information

Employee Assistance Programmes Manager s Guide

Employee Assistance Programmes Manager s Guide March 2012 Employee Assistance Programmes Manager s Guide Support and assistance when you need it Vhi Corporate Solutions Employee Assistance Programme Confidential Professional Help Support Communicate

More information

Evaluation Case Study. Leadership development in special schools

Evaluation Case Study. Leadership development in special schools Australian Government Department of Education and Training More Support for Students with Disabilities 2012-2014 Evaluation Case Study Leadership development in special schools Output 7: Supporting school

More information

Supporting relatives and informal carers top tips for mental health workers

Supporting relatives and informal carers top tips for mental health workers Supporting relatives and informal carers top tips for mental health workers These top tip cards have been produced in partnership by NHS Education for Scotland and Support in Mind Scotland. NHS Education

More information

This submission was prepared by the Policy and Research Team at Carers Victoria.

This submission was prepared by the Policy and Research Team at Carers Victoria. Carers Victoria submission Proposal for a National Disability Insurance Scheme Quality and Safeguarding Framework Consultation Paper released February 2015 Carers Victoria April 2015 Carers Association

More information

The Distinctiveness of Chaplaincy within a Framework of School Support Services

The Distinctiveness of Chaplaincy within a Framework of School Support Services The Distinctiveness of Chaplaincy within a Framework of School Support Services Chaplaincy Services Division ACCESS ministries July 2010 Executive Summary Caring for people within school communities speaks

More information

Workforce Development Pathway 8 Supervision, Mentoring & Coaching

Workforce Development Pathway 8 Supervision, Mentoring & Coaching Workforce Development Pathway 8 Supervision, Mentoring & Coaching A recovery-oriented service allows the opportunity for staff to explore and learn directly from the wisdom and experience of others. What

More information

Helping employees successfully return to work following depression, anxiety or a related mental health problem

Helping employees successfully return to work following depression, anxiety or a related mental health problem Helping employees successfully return to work following depression, anxiety or a related mental health problem guidelines for organisations These guidelines consist of actions organisations can take to

More information

Treasury consultation on. Unfair terms in insurance contracts

Treasury consultation on. Unfair terms in insurance contracts Treasury consultation on Unfair terms in insurance contracts A joint submission by the Mental Health Council of Australia and beyondblue: the national depression initiative May 2010 The Mental Health Council

More information

Discrimination against Indigenous Australians: A snapshot of the views of non-indigenous people aged 25 44

Discrimination against Indigenous Australians: A snapshot of the views of non-indigenous people aged 25 44 Discrimination against Australians: A snapshot of the views of non- people aged 25 44 www.beyondblue.org.au 1300 22 4636 Background From July 2014 beyondblue is rolling out a national campaign that highlights

More information

ACT PUBLIC SERVICE MANAGER AND SUPERVISOR GUIDANCE PEOPLE MANAGEMENT AND MENTAL HEALTH

ACT PUBLIC SERVICE MANAGER AND SUPERVISOR GUIDANCE PEOPLE MANAGEMENT AND MENTAL HEALTH ACT PUBLIC SERVICE MANAGER AND SUPERVISOR GUIDANCE PEOPLE MANAGEMENT AND MENTAL HEALTH PEOPLE MANAGEMENT AND MENTAL HEALTH This guidance has been prepared for ACTPS managers and supervisors to inform

More information

NSW Department of Education Disability Inclusion Action Plan CONSULTATION DRAFT

NSW Department of Education Disability Inclusion Action Plan CONSULTATION DRAFT NSW Department of Education Disability Inclusion Action Plan 2016-2020 CONSULTATION DRAFT (10/3/16) Contents 1. Introduction... 3 2. NSW Disability Inclusion Plan and the Department of Education Disability

More information

Organisational and Leadership Development at UWS

Organisational and Leadership Development at UWS Organisational and Leadership Development at UWS Context The University of Western Sydney s (UWS) leadership development framework is underpinned by the recognition that its managers and leaders have a

More information

Insecure Work in Australia

Insecure Work in Australia Submission Insecure Work in Australia December 2011 beyondblue PO Box 6100 HAWTHORN WEST VIC 3122 Tel: (03) 9810 6100 Fax: (03) 9810 6111 www.beyondblue.org.au beyondblue Inquiry into Insecure Work in

More information

Position Statement #37 POLICY ON MENTAL HEALTH SERVICES

Position Statement #37 POLICY ON MENTAL HEALTH SERVICES THE ROYAL AUSTRALIAN AND NEW ZEALAND COLLEGE OF PSYCHIATRISTS Position Statement #37 POLICY ON MENTAL HEALTH SERVICES Mental disorder is a major cause of distress in the community. It is one of the remaining

More information

Disability Action Plan

Disability Action Plan Disability Action Plan 2013 2016 Published by the Department of Education and Early Childhood Development Melbourne September 2013 State of Victoria (Department of Education and Early Childhood Development)

More information

Towards Good Practice: Standards and Guidelines for Suicide Bereavement Support Groups

Towards Good Practice: Standards and Guidelines for Suicide Bereavement Support Groups Towards Good Practice: Standards and Guidelines for Suicide Bereavement Support Groups Towards Good Practice: Standards and Guidelines for Suicide Bereavement Support Groups March 2009 These Standards

More information

Employee Engagement FY15. 1. Introduction. 2. Employee Engagement. 3. Management Approach

Employee Engagement FY15. 1. Introduction. 2. Employee Engagement. 3. Management Approach 1. Introduction This document forms part of our Disclosures on Management Approach (DMA) series, prepared in accordance with the Global Reporting Initiative s G4 Guidelines. The DMA series is designed

More information

Mental Health In Multicultural Australia (MHiMA) Strategic Directions 2012-2014 Building Capacity & Supporting Inclusion

Mental Health In Multicultural Australia (MHiMA) Strategic Directions 2012-2014 Building Capacity & Supporting Inclusion Mental Health In Multicultural Australia (MHiMA) Strategic Directions 2012-2014 Building Capacity & Supporting Inclusion Speaker Disclosures Member, Minister Chris Bowen s Council for Asylum Seekers and

More information

Workforce participation by people with a mental illness

Workforce participation by people with a mental illness Submission Workforce participation by people with a mental illness November 2011 beyondblue PO Box 6100 HAWTHORN WEST VIC 3122 Tel: (03) 9810 6100 Fax: (03) 9810 6111 www.beyondblue.org.au beyondblue Workforce

More information

MENTAL ILLNESS FELLOWSHIP VICTORIA

MENTAL ILLNESS FELLOWSHIP VICTORIA MENTAL ILLNESS FELLOWSHIP VICTORIA Mental Illness Fellowship Victoria Practical Design Fund Report (F3) Developing capacity of peer workers, carers and consumers to fully participate in DisabilityCare

More information

Nationwide providers of specialist care and rehabilitation

Nationwide providers of specialist care and rehabilitation Valuing People VP Community Care Nationwide providers of specialist care and rehabilitation 9 YEARS OF SPECIALIST CARE VP Community Care An introduction to what we do Registered with the CQC, we support

More information

1. Build core capability at all levels to improve organisational and individual performance;

1. Build core capability at all levels to improve organisational and individual performance; Graduate Development Program Australian Bureau of Statistics Workshop on Human Resources Management and Training Budapest 5-7 September 2012 Day 1 Session 4(a) Recruitment and training of new staff members

More information

CDC 502 Support policies, procedures and practice to safeguard children and ensure their inclusion and well-being

CDC 502 Support policies, procedures and practice to safeguard children and ensure their inclusion and well-being Child Care Occupational Standard MQF Level 5 CDC 501 Establish and develop working relationships CDC 502 Support policies, procedures and practice to safeguard children and ensure their inclusion and well-being

More information

Registered Nurse. Position description. Section A: position details. Organisational context

Registered Nurse. Position description. Section A: position details. Organisational context Position Description December 2015 / January 2016 Position description Registered Nurse Section A: position details Position title: Registered Nurse Employment Status: Full Time and Part Time (0.6FTE)

More information

South Eastern Melbourne Partners in Recovery Service System Reform Implementation Plan

South Eastern Melbourne Partners in Recovery Service System Reform Implementation Plan South Eastern Melbourne Partners in Recovery Service System Reform Implementation Plan Introduction Partners in Recovery (PIR) is a national program that aims to support people with enduring mental illness

More information

Disability and Reasonable Adjustment in the Workplace

Disability and Reasonable Adjustment in the Workplace Disability and Reasonable Adjustment in the Workplace Last updated August 2013 TABLE OF CONTENTS Table of Contents... 2 Introduction... 3 Policy... 3 The Legal Context... 3 What is a Disability?... 3 Who

More information

Department of Health & Human Services

Department of Health & Human Services Department of Health & Human Services Position description Advanced Child Protection Practitioner In the context of a whole of community approach, Child Protection Practitioners have a specific statutory

More information

Impact Assessment of Mental Health on Employment for Policy Development

Impact Assessment of Mental Health on Employment for Policy Development Impact Assessment of Mental Health on Employment for Policy Development ESF 3.71 www.richmond.org.mt Today as many as one in four (132 million) Europeans are affected by mental health problems each year,

More information

Performance Management Consultancy

Performance Management Consultancy Performance Management Consultancy Facilitating performance improvements through an effective performance management process What are the challenges? While every organisation has performance management

More information

Workplace. Mental Health. essentials. Practical Identification, Early Intervention & Management Skills Training

Workplace. Mental Health. essentials. Practical Identification, Early Intervention & Management Skills Training Workplace Mental Health essentials Practical Identification, Early Intervention & Management Skills Training Mental health and wellbeing are significant issues to contend with in the modern working environment.

More information

Standards of Conduct and Practice for. Social Care Workers

Standards of Conduct and Practice for. Social Care Workers Standards of Conduct and Practice for Social Care Workers NOVEMBER 2015 Introductory Notes About us The Northern Ireland Social Care Council (NISCC) was established in 2001 as the regulatory body for the

More information

STRESS POLICY. Stress Policy. Head of Valuation Services. Review History

STRESS POLICY. Stress Policy. Head of Valuation Services. Review History STRESS POLICY Title Who should use this Author Stress Policy All Staff SAC Approved by Management Team Approved by Joint Board Reviewer Head of Valuation Services Review Date 2018 REVIEW NO. DETAILS Review

More information

South Australian Women s Health Policy

South Australian Women s Health Policy South Australian Women s Health Policy 1 2 South Australian Women s Health Policy To order copies of this publication, please contact: Department of Health PO Box 287 Rundle Mall Adelaide SA 5000 Telephone:

More information

INSPIRING THE FUTURE OF MENTAL HEALTH AND ADDICTIONS IN NEW ZEALAND: The Blueprint Executive Leadership and Management Programmes

INSPIRING THE FUTURE OF MENTAL HEALTH AND ADDICTIONS IN NEW ZEALAND: The Blueprint Executive Leadership and Management Programmes INSPIRING THE FUTURE OF MENTAL HEALTH AND ADDICTIONS IN NEW ZEALAND: The Blueprint Executive Leadership and Management Programmes Sally Pitts-Brown, Chief Executive Officer, Blueprint Centre for Learning,

More information

SCDLMCB2 Lead and manage service provision that promotes the well being of individuals

SCDLMCB2 Lead and manage service provision that promotes the well being of individuals Lead and manage service provision that promotes the well being of Overview This standard identifies the requirements associated with leading and managing practice that supports the health and well being

More information

Creating A Healthy Workplace

Creating A Healthy Workplace Creating A Healthy Workplace Source: Mental Health In the Workplace: Tackling the Effects of Stress booklet Published by the Mental Health Foundation, London (UK) Any employer who wishes to create a healthy

More information

The Success Profile for Shared Services and Centres of Expertise

The Success Profile for Shared Services and Centres of Expertise 1 The Success Profile for Shared Services and Centres of Expertise Contents Role and models 3 Great minds think alike 4 Five factors that make the difference 5 Five factors in action 7 What can we take

More information

Enhanced dementia practice for social workers and other professionals

Enhanced dementia practice for social workers and other professionals Guidance for trainers Enhanced dementia practice for social workers and other professionals Online resource http://workforcesolutions.sssc.uk.com/enhanced-dementia-practice Understanding dementia Personal

More information

3

3 Mindhealthconnect 1 What is Mindhealthconnect? Mindhealthconnect is Australia s first national e-mental health online portal. It was launched in July 2012 as part of the Australian Government s National

More information

Reducing suicide and its impact Queensland Suicide Prevention Action Plan Summary

Reducing suicide and its impact Queensland Suicide Prevention Action Plan Summary Queensland Mental Health Commission Reducing suicide and its impact Queensland Suicide Prevention Action Plan 2015-17 Summary Seek help National 24/7 crisis services Lifeline 13 11 14 Suicide Call Back

More information

Chelmsford City Council EMPLOYEE ENGAGEMENT AND WELLBEING STRATEGY. Human Resources

Chelmsford City Council EMPLOYEE ENGAGEMENT AND WELLBEING STRATEGY. Human Resources Chelmsford City Council EMPLOYEE ENGAGEMENT AND WELLBEING STRATEGY Human Resources 1 Table of Contents Introducing CCC engagement and wellbeing strategy... 3 The purpose of our strategy... 3 How Chelmsford

More information

Promoting mental health for individuals, families and communities CRISIS CARE COMMITMENT

Promoting mental health for individuals, families and communities CRISIS CARE COMMITMENT Promoting mental health for individuals, families and communities CRISIS CARE COMMITMENT Red Cross is committed to an inclusive society where all people are valued, their differences are respected and

More information

2. To understand how personal values and attitudes can impact on the delivery of sexual health services.

2. To understand how personal values and attitudes can impact on the delivery of sexual health services. Practical Skills for Sexual Health Development (Foundation Level) 1. To define sexual health and explore its wider context. 2. To understand how personal values and attitudes can impact on the delivery

More information

LAWYERS AND SOCIAL CHANGE: ACCESS TO JUSTICE HOMLESS PERSONS LEGAL ADVICE SERVICE:

LAWYERS AND SOCIAL CHANGE: ACCESS TO JUSTICE HOMLESS PERSONS LEGAL ADVICE SERVICE: LAWYERS AND SOCIAL CHANGE: ACCESS TO JUSTICE HOMLESS PERSONS LEGAL ADVICE SERVICE: LEGAL ACADEMICS, LAW STUDENTS AND LEGAL PRACTITIONERS: EDUCATION AND ACTION FOR SOCIAL CHANGE Kathleen McEvoy, University

More information

I am at the beginning of my PhD journey as I began in April this year.

I am at the beginning of my PhD journey as I began in April this year. Introduction I am at the beginning of my PhD journey as I began in April this year. My topic is Mapping the Experience of Queensland Social Workers Living with a Mental Illness. I d like to share with

More information

Your guide to. Diversity & Inclusion

Your guide to. Diversity & Inclusion Your guide to Diversity & Inclusion So, just what is Diversity & Inclusion? Diversity is what makes us the individuals we are. That could be nationality, education, religion, sexual orientation, life experience,

More information

USQ Employment Equity and Diversity Strategy Human Resources

USQ Employment Equity and Diversity Strategy Human Resources USQ Equity Diversity 2014-2017 1. Introduction Background The University of Southern Queensl seeks to ensure all its staff are culturally competent able to contribute to their full potential. Informed

More information

Suite Overview...2. Glossary...8. Functional Map.11. List of Standards..15. Youth Work Standards 16. Signposting to other Standards...

Suite Overview...2. Glossary...8. Functional Map.11. List of Standards..15. Youth Work Standards 16. Signposting to other Standards... LSI YW00 Youth Work National Occupational Standards Introduction Youth Work National Occupational Standards Introduction Contents: Suite Overview...2 Glossary......8 Functional Map.11 List of Standards..15

More information

Personally Controlled Electronic Health Record System: Legislation Issues Paper

Personally Controlled Electronic Health Record System: Legislation Issues Paper Submission Personally Controlled Electronic Health Record System: Legislation Issues Paper August 2011 beyondblue: the national depression initiative PO Box 6100 HAWTHORN WEST VIC 3122 Tel: (03) 9810 6100

More information

Executive summary. January Growing the health and well-being agenda: From first steps to full potential

Executive summary. January Growing the health and well-being agenda: From first steps to full potential Executive summary January 2016 Growing the health and well-being agenda: From first steps to full potential The CIPD is the professional body for HR and people development. The not-for-profit organisation

More information

Getting It Right For Every Child Learning Partner Core Competency

Getting It Right For Every Child Learning Partner Core Competency Getting It Right For Every Child Learning Partner Core Competency Framework Core Competency Framework The Lanarkshire Partnership is committed to working towards consistent, high standards of practice

More information

Australian Professional Standard for Principals

Australian Professional Standard for Principals AITSL is funded by the Australian Government Australian Professional Standard for Principals July 2011 Formerly the National Professional Standard for Principals 2011 Education Services Australia as the

More information

Equal Opportunity, Discrimination and Harassment

Equal Opportunity, Discrimination and Harassment Equal Opportunity, Discrimination and Harassment Last updated: 22 November 2011 EQUAL OPPORTUNITY, DISCRIMINATION AND HARASSMENT TABLE OF CONTENTS CONTENTS PAGE OVERVIEW... 2 EQUAL OPPORTUNITY LEGISLATION...

More information

Lifestreams Christian Church (LCC) Child Care Centre. Educator/Staff Performance Management Policy

Lifestreams Christian Church (LCC) Child Care Centre. Educator/Staff Performance Management Policy Lifestreams Christian Church (LCC) Child Care Centre Educator/Staff Performance Management Policy Policy Number: /2013 Rationale and Policy Considerations The education and care service understands that

More information

City and County of Swansea. Human Resources & Workforce Strategy 2013-2017. Ambition is Critical 1

City and County of Swansea. Human Resources & Workforce Strategy 2013-2017. Ambition is Critical 1 City and County of Swansea Human Resources & Workforce Strategy 2013-2017 Ambition is Critical 1 Delivering quality services for a safer, greener, smarter, fairer, healthier, richer Swansea Executive Summary

More information

Strengthening palliative care: Policy and strategic directions 2011 2015

Strengthening palliative care: Policy and strategic directions 2011 2015 Strengthening palliative care: Policy and strategic directions 2011 2015 Second year report 2012 13 The Victorian Government s vision for how people dealing with a life-threatening illness, and their carers,

More information

Speech and Language in the Early Years: a nested study of the Linking Schools & Early Years project

Speech and Language in the Early Years: a nested study of the Linking Schools & Early Years project Speech and Language in the Early Years: a nested study of the Linking Schools & Early Years project Executive Summary Jemma Skeat PhD Julie Green PhD Paula Wood Bella Laidlaw March 2010 Executive Summary

More information

YMCA Australia. Submission to the Productivity Agenda Working Group. A National Quality Framework for Early Childhood Education and Care

YMCA Australia. Submission to the Productivity Agenda Working Group. A National Quality Framework for Early Childhood Education and Care YMCA Australia Submission to the Productivity Agenda Working Group A National Quality Framework for Early Childhood Education and Care September 2008 Section 1: Introduction YMCA Australia welcomes this

More information

431 SUPPORT INDIVIDUALS WHERE ABUSE HAS BEEN DISCLOSED

431 SUPPORT INDIVIDUALS WHERE ABUSE HAS BEEN DISCLOSED Unit overview Elements of competence 431a 431b Support individuals who disclose abuse Support individuals who have been abused About this unit For this unit you will need to support individuals who have

More information

WORKING FOR RECOVERY A SNAPSHOT. Suitable employment for return to work following psychological injury

WORKING FOR RECOVERY A SNAPSHOT. Suitable employment for return to work following psychological injury 1 WORKING FOR RECOVERY A SNAPSHOT Suitable employment for return to work following psychological injury 2Psychological injury remains a major source of lost time and compensation cost in the Comcare scheme,

More information

The National Health Plan for Young Australians An action plan to protect and promote the health of children and young people

The National Health Plan for Young Australians An action plan to protect and promote the health of children and young people The National Health Plan for Young Australians An action plan to protect and promote the health of children and young people Copyright 1997 ISBN 0 642 27200 X This work is copyright. It may be reproduced

More information

Events & Operations Coordinator

Events & Operations Coordinator Events & Operations Coordinator 12 Month Fixed Term Contract The Sydney Cricket & Sports Ground Trust has the responsibility and privilege of managing two of Australia s premier sporting venues. Highlighting

More information

Injury Management. Making it Work. Injury Management Making it Work 1

Injury Management. Making it Work. Injury Management Making it Work 1 Injury Management Making it Work Injury Management Making it Work 1 Please note This information is for guidance only and is not to be taken as an expression of the law. It should be read in conjunction

More information

Managing drug and alcohol misuse at work

Managing drug and alcohol misuse at work Survey report September 2007 Managing drug and alcohol misuse at work Contents Summary of key findings 2 Policies and procedures 4 Testing 10 Managing and supporting employees with drug and/or alcohol

More information

THE WELLBEING FRAMEWORK FOR SCHOOLS

THE WELLBEING FRAMEWORK FOR SCHOOLS April 2015 21/04/15_16531 CONNECT SUCCEED THRIVE THE WELLBEING FRAMEWORK FOR SCHOOLS Introduction The NSW Department of Education and Communities (DEC) is committed to creating quality learning opportunities

More information

Fluctuating conditions, fluctuating support: Improving organisational resilience to fluctuating conditions in the workforce

Fluctuating conditions, fluctuating support: Improving organisational resilience to fluctuating conditions in the workforce January 2015 Fluctuating conditions, fluctuating support: Improving organisational resilience to fluctuating conditions in the workforce An executive summary of the second white paper of the Health at

More information

Mental Health and Nursing:

Mental Health and Nursing: Mental Health and Nursing: A Summary of the Issues What s the issue? Before expanding on the key issue, it is important to define the concepts of mental illness and mental health: The Canadian Mental Health

More information

Injury Management. Making it Work. Injury Management Making it Work 1

Injury Management. Making it Work. Injury Management Making it Work 1 Injury Management Making it Work Injury Management Making it Work 1 Please note This information is for guidance only and is not to be taken as an expression of the law. It should be read in conjunction

More information

Rural and remote health workforce innovation and reform strategy

Rural and remote health workforce innovation and reform strategy Submission Rural and remote health workforce innovation and reform strategy October 2011 beyondblue PO Box 6100 HAWTHORN WEST VIC 3122 Tel: (03) 9810 6100 Fax: (03) 9810 6111 www.beyondblue.org.au Rural

More information

KidsMatter Early Childhood Connecting with the Early Childhood Education and Care National Quality Framework

KidsMatter Early Childhood Connecting with the Early Childhood Education and Care National Quality Framework KidsMatter Early Childhood Connecting with the Early Childhood Education and Care National Quality Framework KidsMatter Early Childhood KidsMatter Early Childhood Mental Health Initiative has been developed

More information

Framework for Student Support Services in Victorian Government Schools

Framework for Student Support Services in Victorian Government Schools Framework for Student Support Services in Victorian Government Schools State of Victoria Department of Education, Victoria, 1998 ISBN 0 7306 9026 1 The Department of Education welcomes any use of this

More information

Learning Disabilities

Learning Disabilities Learning Disabilities Positive Practice Guide January 2009 Relieving distress, transforming lives Learning Disabilities Positive Practice Guide January 2009 Contents 1. Background and policy framework

More information

European Business Charter to Target The Impact of Depression in the Workplace INTRODUCTION

European Business Charter to Target The Impact of Depression in the Workplace INTRODUCTION European Business Charter to Target The Impact of Depression in the Workplace INTRODUCTION Depression is a brain-based mental disorder with a significant incidence in the working populations of Europe.

More information

Schools Advisory Service. Report: Addressing stress; ensuring wellbeing

Schools Advisory Service. Report: Addressing stress; ensuring wellbeing Schools Advisory Service Report: Addressing stress; ensuring wellbeing November 2015 Contents Section Introduction 3 Page Article: How to promote staff wellbeing in our schools? Eight ways leaders can

More information

NATIONAL FRAMEWORK FOR RURAL AND REMOTE EDUCATION

NATIONAL FRAMEWORK FOR RURAL AND REMOTE EDUCATION NATIONAL FRAMEWORK FOR RURAL AND REMOTE EDUCATION DEVELOPED BY THE MCEETYA TASK FORCE ON RURAL AND REMOTE EDUCATION, TRAINING, EMPLOYMENT AND CHILDREN S SERVICES 1 CONTENTS Introduction... 3 Purpose...

More information

Meeting the business support needs of rural and remote general practice

Meeting the business support needs of rural and remote general practice Meeting the business support needs of rural and remote general Kelli Porter 1, Lawrence Donaldson 2 1 Rural Health West, 2 Rural Health Workforce Australia Kelli Porter holds qualifications in health promotion

More information

Practical guide for using the Continuous Learning Framework and the Changing Lives leadership model to develop leadership in social services

Practical guide for using the Continuous Learning Framework and the Changing Lives leadership model to develop leadership in social services Practical guide for using the Continuous Learning Framework and the Changing Lives leadership model to develop leadership in social services 1 Introduction Changing Lives 1, the Report of the 21 st Century

More information

SCDLMCA2 Lead and manage change within care services

SCDLMCA2 Lead and manage change within care services Overview This standard identifies the requirements associated with leading and managing change within care services. It includes the implementation of a shared vision for the service provision and using

More information

BEYOND WORKING WELL: A BETTER PRACTICE GUIDE. A practical approach to improving psychological injury prevention and management in the workplace

BEYOND WORKING WELL: A BETTER PRACTICE GUIDE. A practical approach to improving psychological injury prevention and management in the workplace BEYOND WORKING WELL: A BETTER PRACTICE GUIDE A practical approach to improving psychological injury prevention and management in the workplace CONTENTS INTRODUCTION 5 RESEARCH 7 HOLISTIC SYSTEMS APPROACH

More information

YOUR SERVICES YOUR SAY

YOUR SERVICES YOUR SAY YOUR SERVICES YOUR SAY LGBT PEOPLE S EXPERIENCES OF PUBLIC SERVICES IN SCOTLAND PUBLIC SECTOR CONSULTATION REPORT AND RECOMMENDATIONS FOREWORD In 2014 for the first time in Scotland, we published a detailed

More information

Australian Nursing Federation (Victorian Branch)

Australian Nursing Federation (Victorian Branch) Australian Nursing Federation (Victorian Branch) 17 th February 2012 Lisa Fitzpatrick State Secretary Box 12600 A Beckett Street PO Melbourne Victoria Telephone: 03 9275 9333 Fax: 03 9275 9344 www.anfvic.asn.au

More information

Best Interests Assessor Senior Practitioner

Best Interests Assessor Senior Practitioner Job Title: Best Interests Assessor Senior Practitioner Job Grade: Band 5 Directorate: Adults, Health and Community Wellbeing The Role Job Reference Number: P02163 To assist with the quality checking and

More information

POSITION DESCRIPTION

POSITION DESCRIPTION POSITION DESCRIPTION POSITION TITLE REPORTS TO AWARD/AGREEMENT/CONTRACT POSITION TYPE HOURS PER WEEK Nurse Unit Manager Business Director of Ambulatory and Continuing Care Professional Executive Director

More information

Workforce Management Plan 2013-2017

Workforce Management Plan 2013-2017 Workforce Management Plan 2013-2017 Adopted on Wednesday 19 June 2013 Contents Message from the General Manager 5 city Plan: Cascade of Plans 6 our Vision, Mission and Community Outcomes 7 Introduction

More information

Code of Conduct for Healthcare Support Workers and Adult Social Care Workers in England

Code of Conduct for Healthcare Support Workers and Adult Social Care Workers in England Code of Conduct for Healthcare Support Workers and Adult Social Care Workers in England Code of Conduct for Healthcare Support Workers and Adult Social Care Workers in England As a Healthcare Support Worker

More information

Health and Community Services Industry Workforce Action Plan 2010-2014

Health and Community Services Industry Workforce Action Plan 2010-2014 Health and Community Services Industry Workforce Action Plan 2010-2014 Together, supporting South Australians health and wellbeing through a skilled and innovative health and community services workforce.

More information

Our Young Learners: giving them the best possible start

Our Young Learners: giving them the best possible start NSW DEPARTMENT OF EDUCATION & TRAINING Our Young Learners: giving them the best possible start An Education Strategy for the Early Years from Kindergarten to Year 4, 2006-2009 Introduction We are committed

More information

Manage our corporate governance practices effectively and efficiently ensuring Country Care service and supports are person centred

Manage our corporate governance practices effectively and efficiently ensuring Country Care service and supports are person centred Introduction Country Care s Customer Service Charter represents our vision and values and sets out what our service users can expect from Country Care when they select us to provide their service. Country

More information