OPERATIONAL INSTRUCTION
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1 HEALTH DEPARTMENT OF WESTERN AUSTRALIA OPERATIONAL INSTRUCTION Enquiries to: Carolyn Smith - (08) Number: OP 1048/98 - TTY Date: 10 March 1998 Supersedes: OP 0831/96 (03/12/96) File No: Subject: EMPLOYEE MOBILITY POLICY STATEMENT The Health Department of Western Australia is committed to ensuring that all employees have the opportunity to improve their career prospects and develop career paths within the Government Health Industry. It is recognised that the promotion of such a culture will encourage employees to become more mobile and move between the various departments and health services to gain experience in their chosen careers. Employees, through the greater use of secondments, transfers and job rotation where appropriate, will be able to apply existing, or develop new knowledge and experience in different work settings. Maximising the use of expertise and skills available from within existing resources will also achieve a more flexible, dynamic workforce. Mobility is defined as the movement of staff within the Government Health Industry under one of the following options: Secondment; Transfer at level; Job rotation, enlargement and enrichment. Secondment is the voluntary short term assignment, of an employee from their current position, to undertake special projects, or relief positions. The terms and conditions of the position the employee is being seconded to will apply. The expectation is that the employee will return to their current position at the completion of the assignment. Transfer relates to the transfer of an employee into a vacant position with a comparable classification level within or between public sector agencies. The employee transferring into the position would need to meet the essential criteria for the vacant position. Transfer can also mean the internal re-assignment of an employee to another vacant position of comparable classification level where their position or function has been abolished following organisational restructure. OP 1048/98 1
2 Job rotation, enlargement and enrichment are developmental strategies to ensure that employees are able to make the best use of skills and abilities. These strategies are to be part of an overall management strategy to encourage career development and progression within the Government Health Industry. STANDARDS PUBLIC SECTOR HUMAN RESOURCE MANAGEMENT STANDARDS Any secondment or transfer process used must comply with the following Compliance Requirements of the Secondment and Transfer Public Sector Standards in Human Resource Management: Secondment The placement is voluntary. The period of secondment is defined. The organisation s and employee s needs are taken into account in the secondment decision. The employee is notified of the secondment decision. Before beginning a secondment, agreement is reached about the employee s continuity of service, tenure of employment and placement at the completion of the secondment. A secondment exceeding 12 months shall be publicised as widely as appropriate, take into account the organisation s needs and include an assessment of merit. Policies are documented, equitable, applied consistently and accessible to all employees in the organisation. Transfer Movement is at a comparable classification level. Movement does not result in a loss of continuity of service. Movement does not change tenure of employment. The organisation s and employee s needs are taken into account in the transfer decision. The employee is notified of the transfer decision and arrangements. OP 1048/98 2
3 Policies are documented, equitable, applied consistently and accessible to all employees in the organisation. HEALTH DEPARTMENT OF WESTERN AUSTRALIA HUMAN RESOURCE MANAGEMENT STANDARDS The implementation of job rotation, enlargement and enrichment must comply with the following Health Department of Western Australia human resource management standards: Job Rotation As for the Compliance Requirements of the Secondment Public Sector Human Resource Management Standard. Job Enlargement and Enrichment Decisions are mutually agreed by employee and supervisor. The period of time is defined. The employee is formally notified of the agreed duties and these are commensurate with the substantive classification of the employee. WESTERN AUSTRALIAN PUBLIC SECTOR CODE OF ETHICS The Code of Ethics applies to all public sector employees. It specifies the minimum standards of conduct and integrity required of public sector bodies and employees. The ethical principles of Justice, Respect for Persons and Responsible Care are reflected in the Code. All secondment, transfer, job rotation and job enlargement and enrichment processes and practices must embody these standards of behaviour. HEALTH DEPARTMENT OF WESTERN AUSTRALIA CODE OF CONDUCT All secondment, transfer, job rotation and job enlargement and enrichment processes and practices must reflect the spirit and intent of the Health Department of Western Australia s Code of Conduct. CRIMINAL RECORD SCREENING OP 1048/98 3
4 Secondment, transfer, job rotation and job enlargement and enrichment processes must comply with the requirements of the Health Department of Western Australia s Criminal Record Screening Policy and its supporting Operational Guidelines. RECORD KEEPING Documentation detailing all aspects of the secondment, transfer or job rotation, enrichment, enlargement is to be signed by the employee and their supervisor and placed on the employee s personal file. Copies of relevant documentation should be sent to the new employer, where appropriate. LEGISLATIVE BASE The Public Sector Management Act The Equal Opportunity Act 1984, as amended. The Minimum Conditions of Employment Act The Workplace Agreements Act The Occupational Safety and Health Act 1984, as amended. The Occupational Safety and Health Regulations Industrial Relations Acts (state and federal). RELATED HEALTH DEPARTMENT OF WESTERN AUSTRALIA HUMAN RESOURCE POLICIES AND OPERATIONAL INSTRUCTIONS* Equal Employment Opportunity (OP 0829/96); Prevention of Harassment (OP 0832/96); Performance Management (OP 1021/98); Employee Grievance Resolution (OP 0741/96 and 0849/97); Diversity (OP 0817/96); Flexible Work Practices (OP 0830/96); Job Swap (OP 1012/98); Criminal Record Screening (OP 1016/98) Code of Conduct (OP 1021/98) SUPPORTING GUIDELINES* Criminal Record Screening Policy Operational Guidelines (OP 1017/98); OP 1048/98 4
5 Western Australian Public Sector Standards in Human Resource Management (OPSSC); Western Australian Public Sector Code of Ethics (OPSSC); Health Department of Western Australia: Code of Conduct; Employee Grievance Procedures (OP 0742/96) Please note that the references to specific Operational Instructions were correct at the time of issue of this Policy Statement. When referring to these documents, a check should be run to ensure that individual policies/supporting guidelines have not been superseded. DATE OF EFFECT This Policy is effective from the date of the Operational Instruction. The Policy will be reviewed, and revised as necessary by the Health Workforce Reform Division on at least an annual basis thereafter. The policy statement supersedes all previous Health Department of Western Australia Employee Mobility policies. All outdated policies should be removed from circulation. THIS POLICY STATEMENT HAS BEEN ENDORSED BY THE COMMISSIONER OF HEALTH. IT APPLIES TO ALL COMMISSIONER OF HEALTH EMPLOYEES. WHILE THE COMMISSIONER OF HEALTH HAS NO AUTHORITY OVER BOARDS OF MANAGEMENT, IT IS RECOMMENDED THAT THIS POLICY BE ENDORSED AND IMPLEMENTED BY ALL BOARDS, OR THAT AN EQUIVALENT POLICY BE PUT IN PLACE. John Kirwan GENERAL MANAGER HEALTH WORKFORCE REFORM DIVISION OP 1048/98 5
Superseded by: OD: 0601/15 May 2015
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