POSITION INFORMATION DOCUMENT

Transcription

1 South Australia Police POSITION INFORMATION DOCUMENT Stream : Administrative Services Career Group : Consultancy and Information Classification : ASO-5 Service : Human Resources Position Title : Occupational Health Advisor Branch : Health Safety and Welfare LEVEL CHARACTERISTICS The position has been classified at the Administrative Services level 5 by virtue of the requirement to; - contribute to or participate in forward planning; - provide expert advice and assistance to program managers and clients; - exercise a knowledge of agency programs and government policies; and - work under limited direction. POSITION SUMMARY The Occupational Health Advisor is accountable to the Manager Employee Assistance Section (Health Safety and Welfare Branch). The major emphasis of the Occupational Health Advisor s role is the promotion of health and the prevention of injury or illness in the workplace, including the development and promotion of health programs for SAPOL employees throughout the state. The incumbent will provide consultancy and advice to managers and individuals about the prevention of risks to health and the management of injury in the organization. The incumbent will also participate as a team member and exercise personal initiative at a systems level in the development of health policy, work practices and training programs. POSITION CHARACTERISTICS South Australia Police provides a diverse range of services to the community. These services are aimed at producing a safe and peaceful environment by the minimisation of crime and disorder. It is a large complex department which, because of the nature of its operations, is constantly subject to public scrutiny and accountability. It provides services to a range of different locations (over 100) spread across the State on a 24 hour a day basis. SAPOL currently employs some 5400 people.

2 The Advisor is located in the Health Safety and Welfare Branch which form a part of the Human Resources Service. The incumbent is expected to develop credible working relationship with SAPOL employees at all levels of the organization. She/he is expected to provide leadership in and a focus for the management of developing risks to health of SAPOL staff. This includes policy development, work practices and education. The Advisor is expected to remain informed of changes in relevant professional knowledge or practice and the changing legislative environment. She/he is required to interpret significant aspects of these environments to SAPOL management and to initiate or participate in the development and implementation of appropriate departmental responses. The Advisor will have significant input to training and education programs in the general health and hazard management areas. Shift work is common and a variety of working environments in suburban and remote areas are encountered. Police are exposed to the range of environmental and occupational hazards contained in the community. Assault of police, including exposure to communicable diseases is currently of increasing concern. ORGANISATION Supervisor Reports to: Supervisor's Position: Subject Position: Manager, Health Safety and Welfare Branch Manager Employee Assistance Section Occupational Health Advisor Other Positions reporting to Supervisor: Nil STATISTICS RELEVANT TO THE POSITION SAPOL has some 5400 employees located in some 100 stations throughout the state. The majority are Police Act employees of whom approximately 3200 are involved in operational duty involving public and offender contact.

3 South Australia Police JOB AND PERSON SPECIFICATION Title of Position : Occupational Health Advisor Classification Code : ASO-5 Position Number : Position Created : Type of Appointment : Permanent / Temporary / Other : (strike out if not applicable) Service : Human Resources Division/Branch : Health Safety and Welfare Branch Job & Person Specification Approval (for all positions excluding senior positions)... / / Commissioner of Police or Delegate P.C.O. Reference Number..3404/ JOB SPECIFICATION Summary of the broad purpose of the position, and its responsibilities / duties The Occupational Health Advisor is accountable to the Manager Employee Assistance Section (Health Safety and Welfare Branch). The major emphasis of the Occupational Health Advisor s role is the promotion of health and the prevention of injury and illness in the workplace, including the development and promotion of health programs for SAPOL employees throughout the state. The incumbent will provide consultancy and advice to managers and individuals about the prevention of risks to health and the management of injury in the organization. The incumbent will also participate as a team member and exercise personal initiative at a systems level in the development of health policy, work practices and training programs. 2. Reporting / working relationships (to whom the person reports, staff for whom the person is responsible and other significant connections and working relationships within the organisation) The Occupational Health Advisor reports to the Manager, Employee Assistance Section. A collegiate working relationship is required with other branch professionals and administrative staff. The Advisor will be required to develop working relationships with SAPOL employees at all levels of the organization.

4 The Occupational Health Advisor will be responsible for all departmental first aid personnel as required by legislation.

5 -- 3. Special Conditions (Such as non-metropolitan location, travel requirements, frequent overtime) --- Intrastate travel including some overnight absence, carriage by aircraft and the driving of police vehicles will be required for which a driver s licence is essential. Changed working hours and overtime may be required to achieve objectives on some occasions and to attend emergencies Statement of Key Outcomes and Associated activities (Group into major areas of responsibility and list in descending order of importance. Continue on next page if necessary) Contribute to the education and training of all employees and managers within SAPOL through the provision and maintenance of high quality occupational health programs to employees by: identifying potential risks to employee health which may result in injury or illness and initiating strategies to eliminate or reduce them including:- managing and organising the SAPOL Health and Fitness Program; organise, conduct and manage health and fitness assessments. designing and conducting education programs drafting and recommending policy and work practice; monitoring and evaluating health programs; and investigating workplace health hazards on request and ensuring managers receive appropriate advice about their reduction or control. 4.2 Contribute to SAPOL s management of work injured employees and specifically those who are exposed to communicable diseases or other health risks by: providing prompt, comprehensive advice and information and appropriate support; establishing and implementing monitoring and follow up procedures; and maintaining appropriate records; managing SAPOL s immunisation programme, vaccinating all recruits for Hepatitis B and performing venepuncture for blood tests as required. 4.3 Ensure SAPOL complies with legislative requirements for first aid provision on all sites by: advising management of legislative requirements; recruiting and organizing training of first aid personnel to meet established competencies; maintaining currency of training through appropriate records management; and maintaining roster cover of SAPOL premises. 4.4 Ensure SAPOL management is kept informed of relevant developments or changes in practice within the occupational health discipline by: keeping up to date with best practice models, changes in legislation and medical advancements and developing strategies to impart that knowledge to SAPOL employees; researching, analyzing and producing investigative reports/business cases to SAPOL management on a range of occupational health issues; and

6 maintaining development and implementation of SAPOL health and safety policy by participating in a multi-disciplinary team. 4.5 Contributing to the effective management of the Section by maintaining appropriate records and producing summative management data to form the basis of prevention programs. 4.6 Contribute to the effective management of staff within the unit by ensuring that:- team members are afforded equal employment opportunity in accordance with the principles of equity and diversity; team members are managed in accordance with SAPOL s Occupational Health and Safety policies and relevant legal requirements; and an harmonious workplace free of unlawful discrimination, sexual harassment and bullying is maintained. Certified correct by OIC/Branch Head :... / / Acknowledged by Current Occupant :... / / Name of Current Occupant :...

7 PERSON SPECIFICATION Essential Minimum Requirements (Those characteristics considered absolutely necessary.) Educational / Vocational Qualifications (Include only those listed in Commissioner's Standard 2 as an essential qualification for a specified group.) Registered Nurse with a current appropriate practising certificate Personal Abilities/Aptitudes/Skills (Related to the job description, and expressed in a way which allows objective assessment.) 1. Oral and written communication skills appropriate to a professional working environment. 2. Proven ability in communicating effectively and articulately both verbally and in writing with persons at all levels within an organisation. 3. Demonstrated ability to develop and maintain quality working relationships with individuals at a range of seniority levels. 4. Ability to plan, prepare and deliver high quality training and education programs. 5. An ability to work without close supervision and achieve long term goals. 6. Demonstrated confidence sufficient to work in professional isolation. 7. Demonstrated capacity to maintain awareness of relevant contemporary professional and legislative issues in relation to the health, safety and welfare of employees. 8. Possess a high level of personal integrity and credibility and maintain confidentiality. 9. Ability to undertake research, investigate and analyse problems then formulate and activate appropriate solutions to those problems. 10. Proven ability to research, analyse and produce reports that can form the basis of well argued and rationalized business cases. 11. Demonstrated leadership in the provision of occupational health services. 12. Demonstrated ability to address natural justice and equity principles in professional practice. 13. Demonstrated ability to work effectively in a team environment and achieve agreed objectives. 14. Demonstrated ability to contribute to the maintenance of a harmonious, safe and healthy workplace, free of harassment, unlawful discrimination and bullying and where diversity is valued.

8 Experience (Including Community Experience) 1. Practical experience in delivering health promotion programs within an organisation or community. 2. Practical experience in performing vaccinations and venepuncture. Knowledge 1. Demonstrated knowledge of occupational health practice including fields of education, training, screening and workforce assessment and monitoring. 2. Knowledge of the principles of Equity and Diversity requirements. 3. Demonstrated proficient knowledge and commitment to OHS&W legislation, principles and practices; and risk assessment in accordance with the OHS&W Act (1986), Regulations & AS/NZS 4360 Standard 4. Knowledge of the Workers Rehabilitation & Compensation Act, Knowledge of the Controlled Substances (Poisons) Regulations, 1996, administered by the Therapeutic Goods Section, South Australian Health Commission. 6. Detailed knowledge of contemporary communicable diseases and its control in the workplace. 7. Working knowledge of the WorkCover Corporation performance Standards for Self Insurers. - Desirable Characteristics (To distinguish between applicants who have met all essential requirements) Educational / Vocational Qualifications (Considered to be useful in carrying out the responsibilities of the position) 1. Qualification in Occupational Health & Safety. 2. Vocational experience or qualification in training or consultancy. Experience (Including Community Experience) 1. Practical experience in performing and assessing audiometric testing. 2. Experience in Occupational Health Safety and Welfare.

9 NOTES ON THE PREPARATION OF JOB AND PERSON SPECIFICATIONS Job and person specification serve several functions including: When filling a vacant position, to provide both job applicants and the selection panel with information on the responsibilities and duties of a job, and the skills and knowledge that it requires; and assist in ensuring selection based on merit. To assist with induction and training. When reviewing an employee's performance, to provide a basis for discussion. When considering and refining organisation goals, to provide information on the relationship of the position to others within the organisation, and to the organisation's functions. When considering job classification, to provide base information on the responsibilities and reporting relationships associated with the position. Job and Person specifications should be written so as to maximise the information relevant to the above aims, and should be consistent with and complement each other. In setting key responsibilities/duties attention should be given to the use of words indicating the degree of accountability involved. For example, "responsible for" or "ensures" indicates a higher level of accountability than does "contributes to" or "provides support for". In defining Essential Minimum Requirements, careful attention should be paid to the degree of skill or knowledge required. For example "proven ability to" or "detailed knowledge of" requires a higher level of expertise than does "ability to" or "awareness of". High skill words should be used with care to avoid unnecessarily limiting the field of acceptable applicants. Commissioner's Circular 7 defines the use of the person specification in the selection process in Section 3, and the meanings of the terms used in accordance with the applications of the merit principle in Appendix 1. Commissioner's Circular 50 gives qualifications for specified classifications. Any queries should be referred to the Secretary, Qualifications Review Committee, Department of Personnel and Industrial Relations.