CENTRAL AND SOUTHERN QLD TRAINING CONSORTIUM RECONCILIATION ACTION PLAN

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "CENTRAL AND SOUTHERN QLD TRAINING CONSORTIUM RECONCILIATION ACTION PLAN 2012-2013"

Transcription

1 CENTRAL AND SOUTHERN QLD TRAINING CONSORTIUM RECONCILIATION ACTION PLAN Page 0 of 19

2 CSQTC PERSPECTIVES ON RECONCILIATION Out of respect to different perspectives this RAP uses Aboriginal & Torres Strait Islander people, First Australians, First Peoples and Indigenous Australians interchangeably. CSQTC Board, Rizvi and Kemmis in evaluating the term equity suggest that equal outcomes for groups is the yardstick it is measured by. To achieve equity an unequal distribution of resources should occur until the key yardsticks of the outcomes for the two groups were equal. In this context it would require an affirmative action distribution of resources so that eventually Aboriginal and Torres Strait islander morbidity mortality educational outcomes and socioeconomic status in median terms were equal to the general population median. Such affirmative action is a cornerstone of reconciliation as it involves a reconciling not only of attitudes but a reconciling (coming together) of key indicators. Because Aboriginal and Torres Strait Islander people are small fraction of the total population it is eminently doable economically where the majority sacrifice a smaller amount per capita than the minority gain. Dr James Finn, CSQTC Board of Directors, You can do, what you can do. Dr John Buckley, CSQTC Director of Medical Education and Member of the Kab-bai Committee, `Close together. Close the Gap campaign. Different cultures working and interacting together. Understanding and respecting each other s differences and cultures and respect it to bring the two cultures closer together. This would improve quality of care of Aboriginal and Torres Strait Islanders. Statement from a General Practice Registrar, Aboriginal health is an important part of being a good Australian. Statement from a General Practice Registrar, No borders have been used in this document as there are no boundaries to Reconciliation. Ms Mary Martin, Kab-bai Co-Chair, Page 1 of 19

3 RECONCILIATION ACTION AT CSQTC FOREWORD Central and Southern Queensland Training Consortium (CSQTC) covers a large area of Queensland which includes communities of Aboriginal and Torres Strait Islanders in urban and regional centres, rural and remote areas. CSQTC honours and respects the Traditional Owners and Elders of the Aboriginal countries of the region we serve. CSQTC operates its 3 different business offices as follows: Darumbal Country CSQTC Central Qld & Fraser Coast District office (Rockhampton); Jagera, Yuggera and Ugarapul Countries CSQTC Metro North & Sunshine Coast District and Metro South & Gold Coast Districts (Stafford office base); and Barunggam Country CSQTC South West Qld District office (Toowoomba). Governance is provided by a Board of nine Directors with skills and connections with organisations that have a key interest in General Practice service provision and associated education and training. Membership of the CSQTC Company highlights the vital linkages and connections for CSQTC, while there are also other stakeholders. The Queensland Aboriginal and Islander Health Council (QAIHC) (see was a founding member of CSQTC. CSQTC Membership and governance details can be found in the CSQTC 2011 Annual Report (see ). The provision of culturally and clinically sound health services for Aboriginal and Torres Strait Islander people, and proactive initiatives designed to bridge the gap in equitable access to, and quality outcomes of health care services for Aboriginal and Torres Strait Islander people, are strategic commitments of CSQTC. The inclusion of these commitments in the CSQTC Constitution; the role and influence of the Board s Aboriginal and Torres Strait Islander Health Training Advisory Committee (the `Kab-bai Committee ); strategic planning processes and plans; education and training delivery programs and associated services of CSQTC; and the initiative and undertakings of this Reconciliation Action Plan (RAP) demonstrate this commitment. The Board, senior executives and staff of CSQTC are proud of the Kab-bai Committee initiative and the work and achievements of the Committee, including the collaborative development of this RAP, and I commend all those within and without CSQTC who contributed to the development of this RAP. Reconciliation properly focuses on proactively redressing past ill-treatment and the health and other gaps experienced by Aboriginal and Torres Strait Islander people. CSQTC s RAP is directed at actions that we can influence on the way to equalising the health and wellbeing of Aboriginal and Torres Strait Islander individuals and communities. While CSQTC is fundamentally a health training organisation, it is not training per se that defines us. Rather it is the social and functional outcomes of training that meet regional health requirements, including workforce distribution, career development for medical practitioners, and closing-the-gap between Indigenous and non-indigenous Australians in respect of health, education and employment. Page 2 of 19

4 Our CSQTC Board and staff are attracted to the concept of empowerment via a three flags partnership: Aboriginal, Australian, and Torres Strait Islander, within the ambit of CSQTC. The commitments and strategies of the RAP are complex and multi-faceted, predicated on a belief that reconciliation is a two-way thing and a meeting of minds in partnership. There is much to do in achieving reconciliation and I assure everyone that CSQTC is committed to the ideals and practicalities of this Reconciliation Action Plan. This RAP addresses the undertakings made in the CSQTC Statement of Commitment. Dr Rick Sapsford Board Chair 30 June 2012 Page 3 of 19

5 PREAMBLE Our challenge for the future is to embrace a new partnership between Indigenous and non- Indigenous Australians. The core of this partnership for the future is closing the gap between Indigenous and non-indigenous Australians on life expectancy, educational achievement, and employment opportunities. Prime Minister Kevin Rudd, Apology to Australia s Indigenous Peoples, 13 February 2008 This statement, part of the apology for mal-treatment of Australian Aboriginal and Torres Strait people for over two hundred years, is both an apology and a commitment to reconciliation. Central and Southern Queensland Training Consortium (CSQTC) recognises historical events and poor management that contributed to disparate health conditions between Indigenous and non- Indigenous Australians, and is committed to contribute towards the ideals of reconciliation through pragmatic objectives that it can realistically influence. The stark reality is that the health of Australia s Aboriginal and Torres Strait Islander people (the First Australians ) is generally worse than non-aboriginal Australians, manifest in the 17-year gap in life expectancy and reduced quality of life due to chronic disease. What might have evolved without colonisation is problematic, however there is widespread guilt among Australians regarding the health discrepancies that exist. Reconciliation describes initiatives towards equalising business, land rights, social and health conditions. CSQTC has always embraced the emphasis needed to redress shortcomings in delivering health outcomes for Aboriginal and Torres Strait Islander people, and has re-affirmed its objective position in 2012 in its updated Constitution: demonstrating commitment to Aboriginal and Torres Strait Islander health through a Reconciliation Action Plan that includes cultural awareness training and strategies to build and sustain Aboriginal and Torres Strait Islander health training capacity in Aboriginal Medical Services and other community General Practices, and General Practice training in these Training Posts CSQTC Constitution, May 2012 Reconciliation requires mutual respect for Indigenous and non-indigenous cultures. It does NOT mean the same thing to all either among Indigenous Australians or among other Australians. CSQTC has encapsulated in its Reconciliation Action Plan (RAP) what can be reasonably influenced by its activities. The RAP is NOT a recipe it is a cogent framework designed to promote healing of cultural gaps through a mix of equity, affirmative action, dignity and promotion, in working towards improved health outcomes. There are some prescriptions and aims for improved health, and there is a belief that attitudes of all parties are focused on the application of the framework. The starting point is the disparity that exists in health outcomes, articulated in various academic and political statements and pivotally encapsulated in the 2008 apology statement. This RAP was developed through the auspices of the CSQTC Board s Kab-bai Committee and wide consultation. As noted above, Kab-bai is a standing Committee of the CSQTC Board in the CSQTC governance structure, with a specific focus on Aboriginal health training and associated cultural underpinnings and initiatives. Kab-bai means native bee from the Yugambeh Language Group. This Page 4 of 19

6 RAP is owned by the Board, staff and associated stakeholders, and is internalised in the strategic planning, programs, and routine operations of the organisation. The RAP is a proactive reflection of CSQTC s values regarding reconciliation, and is not a restatement of other CSQTC strategic, business and work plans. It succinctly sets out elements concerning reconciliation which have remained unstated despite underlying general business and/or Aboriginal and Torres Strait Islander health training particularly. Some elements can stand alone, while others integrate a reconciliation focus into certain business aspects. CSQTC views the RAP as a dynamic position statement that will be reviewed annually by the CSQTC Board of Directors, under advisement of the Kab-bai Committee, with input from staff and other stakeholders. In this way progress toward closing-the-gap in health outcomes for the Aboriginal and Torres Strait Islander individuals and communities within the CSQTC region will be championed, monitored and achieved. Mr Peter Harrison Chief Executive Officer Page 5 of 19

7 CSQTC OVERVIEW CSQTC s mission is articulated in its Constitution: Our mission is to provide training for General Practice to address primary health care needs for communities. CSQTC Constitution, May 2012 CSQTC was established as a limited guarantee company in 2002 to primarily manage and deliver the Australian General Practice Training (AGPT) program in Central and Southern Queensland on behalf of the Australian Government, to qualify medical practitioners for vocational registration as general practitioners by meeting the curriculum and clinical practice standards of the Royal Australian College of General Practitioners (RACGP) and/or the Australian College of Rural and Remote Medicine (ACRRM). The training includes a trainer/trainee model of in-practice supervision. The role broadened in 2010 to include a general practice experiential program (the Prevocational General Practice Placements Program) for hospital-based junior doctors in the designated region shown in the CSQTC map (available on the CSQTC website In 2012 CSQTC operates four decentralised medical education training Districts, each with two Medical Education Delivery Nodes, facilitated by staff who are located in CSQTC s Brisbane, Rockhampton, and Toowoomba offices. The region includes Aboriginal and Torres Strait Islander people living in urban, rural and remote communities. CSQTC is the largest of 17 training providers delivering the AGPT and PGPP Programs around Australia. In 2012 there are around 400 GP registrars in training with CSQTC, and about 65 junior hospital doctors will undertake short term (10 to 12 week) General Practice placements facilitated by CSQTC. 187 General Practices are accredited training facilities, involving around 440 GP trainers. CSQTC employs 60 staff that includes an Aboriginal cultural educator, and contracts with QAIHC for the provision of Aboriginal and Torres Strait Islander cultural training and other related services. The majority of Aboriginal and Torres Strait Islander cultural input is via the service-level agreement with QAIHC for training, mentoring and inclusion activities. OUR VISION FOR RECONCILIATION In drawing up a succinct Vision statement for reconciliation, CSQTC stakeholders identified a range of characteristics and objectives that encapsulate our operations and aspirations. These include: wanting reconciliation to be a conscious and sub-conscious part (i.e., internalised) of who we are and what we do a belief that reconciliation is not bounded and is dynamic a philosophy of equity in organisation, operations and training actions designed to make a difference CSQTC as a participant with other bodies in the pursuit of equity and reconciliation Page 6 of 19

8 GP registrars imbued with pre-eminent goals to close-the-gap and pursue equity through positive discrimination and proactivity positive training experiences in Aboriginal and Torres Strait Islander health as way to increase AMS/rural/remote workforce and sustainable services integration of all activities towards equitable training and workforce outcomes CSQTC s vision for reconciliation is mutual respect for Indigenous and non-indigenous cultures at organisation and individual levels manifesting in partnerships for training and clinical service that deliver increasingly equitable health outcomes. There are commitments that CSQTC makes in this RAP to advance the vision. We value the existence of parallel cultures in our field of action, which in itself is the gestation of a joint culture of coexistence the cornerstone for nation-building. STATEMENT OF COMMITMENT CSQTC s RAP derives from the Board of Directors, staff and other stakeholders. It is a one-year plan that will be dynamically reviewed as to progress and relevance on a regular basis and updated annually. The RAP harmonises our vision for reconciliation, identifying commitments, timelines and measurable targets for respect, relationships, and promotion opportunities. In the development process, CSQTC submitted a Statement of Commitment as follows: 1. Partnerships with Aboriginal & Torres Strait Islander communities to support training and mentoring of GP registrars and junior doctors. This includes an increasing number of Aboriginal Medical Services (AMSs) achieving/maintaining accreditation for the delivery of General Practice Training. 2. Quality Aboriginal & Torres Strait Islander Health Training for all CSQTC GP registrars and optional extension including Advanced Skills training opportunities in Aboriginal and Torres Strait Islander Health. 3. Professional development programs in Aboriginal and Torres Strait Islander health for all accredited CSQTC GP Trainers. 4. Support for mainstream General Practices (GP registrars, Trainers, junior doctors, Practice Managers) with a particular interest in Aboriginal & Torres Strait Islander Health. 5. Cultural awareness training, initial and renewal, for CSQTC Board Directors and staff. 6. Policies and procedures that guide processes to ensure culturally inclusive and sensitive business operations. 7. Contributions to relevant regional, state and national initiatives for reconciliation. 8. Recognition and celebration of achievements consistent with reconciliation. Page 7 of 19

9 ACKNOWLEDGEMENTS This RAP has been developed through a collaboration process involving the CSQTC Board, the Board Kab-bai Committee and staff, including input from registrar and trainer representatives and the Aboriginal & Torres Strait Islander community representatives and significant others. The collaboration also included input from CSQTC Company Member organisation QAIHC (The Queensland Aboriginal and Torres Strait Islander Health Council). The Kab-bai Committee coordinated the development of the RAP for endorsement by the Board. In launching the RAP development initiative, the Kab-bai Committee sought input from Reconciliation Queensland which included a meeting with a local Aboriginal Elder. Liaison also occurred with Reconciliation Australia personnel during the development process to gain guidance on requirements for RAPs. The content of the RAP was derived through workshopping of the Kab-bai Committee, the staff annual review and planning retreat, and a joint Board-staff workshop. This process harnessed the vision and ideas of all involved yielded an overall ownership of the commitments and strategies of the RAP. The Champion of the CSQTC RAP is Dr Brad Murphy. Brad is the Chair of the RACGP National Faculty of Aboriginal & Torres Strait Islander Health, he has an appointment with the Bond University School of Medicine, and is located in Bundaberg which is within the CSQTC Fraser Coast Node. Brad is a significant member of the Aboriginal and Torres Strait Islander Community, by virtue of his current roles and experience. He provides independent advice on the CSQTC RAP and will contribute towards subsequent evaluation, implementation, monitoring and performance of the RAP. It is my firm belief that the core issue in moving forward on Aboriginal and Torres Strait Islander issues, whether this be health, social or justice related is the importance placed on the values and belief systems of this culture from an individual, family and community perspective. If indeed we as a proud Nation hold true to these aspects at the heart of Indigenous culture then we cannot help but drive forward the advancement of issues facing ALL Australians not just FIRST Australians. Dr Brad Murphy, 2012 RECONCILIATION ACTION PLAN FRAMEWORK This RAP addresses Reconciliation Australia s (RA) three headings of Respect, Relationships, and Opportunities. While the three elements are interrelated, the RAP covers them separately along with other RA criteria including Tracking Progress and Reporting. For each element CSQTC provides a general relevance statement and identifies a particular focus, followed by compliance actions consistent with Reconciliation Australia requirements, and other CSQTC specific commitments or actions for CSQTC has framed the structure of the RAP to address the eight action areas identified by Reconciliation Australia (May, 2012) which are across the elements referred to above that need to be included in each RAP. Page 8 of 19

10 Consistent with advice from Reconciliation Australia, this inaugural CSQTC RAP relates to the first ( foundation ) RAP year. Subsequent RAPs will progress CSQTC s initiatives year by year. RESPECT FOCUS STATEMENT: Use CSQTC s strategic, operational, medical, and training dealings to promote awareness of, engagement with, and respect for the culture, traditions and health and other needs of Aboriginal and Torres Strait Islander people, with a view to facilitating reconciliation and the importance of improved health outcomes. The importance of respect in human dealings is fundamental for social progress to occur. There are innumerable writings on the importance of mutual respect for acceptable outcomes. CSQTC respects Aboriginal and Torres Strait Islander people as the First Australians and Traditional Custodians of the land, and for the integrity of their beliefs, values and aspirations. Concomitantly, CSQTC values the respect of the Indigenous Australians for the societal and technological advances that are attendant in mainstream Australia. CSQTC characterises respect as inclusion mutual involvement of the dual cultures (inclusion) and the importance of being genuinely valued. Inclusion will manifest in consultation, mentoring, encouragement, and support for Aboriginal and Torres Strait Islander students to enter and pursue health career pathways, and mutual presence at significant happenings across the cultures. Respect requires that CSQTC and its people understand the cultural backgrounds of CSQTC AGPT registrars, PGPP junior doctors, other CSQTC trainees and other stakeholders, and how culture impacts on relationships and the provision of services that are appropriate and appreciated amid diverse views and experiences. An immediate goal for CSQTC is to continue to increase the awareness of and engagement with Aboriginal and Torres Strait Islander people and the cultures among professionals and staff involved in GP training. There are various cultural orientation segments conducted on behalf of CSQTC for different groups and purposes (e.g., registrar cultural safety), predominantly by Queensland Aboriginal and Islander Health Council (QAIHC), to assist the Board, staff and stakeholders. A substantial part of multicultural medical orientation for GP registrars is provided by CSQTC medical educators. As part of this RAP, CSQTC will review the sufficiency of the current approach. Page 9 of 19

11 RECONCILIATION AUSTRALIA REQUIRED RESPECT ACTION AREAS Action (Strategies and Activities) Responsibility Timeline Measurable Targets ABORIGINAL & TORRES STRAIT ISLANDER CULTURAL PROTOCOLS CSQTC will produce cultural protocol guidelines for use within the company (including terminology and Welcome to Country & Acknowledgement of Country). RESPECT Recognise the significance of using a local Aboriginal language in the naming of the Aboriginal & Torres Strait Islander Health Training Advisory Committee. Confirm with the Yugembeh local Aboriginal Language Group permission to use Kab-bai a word from their Aboriginal Language Group Confirm with the local Aboriginal Traditional Owner and Elder permission to use a word from their Aboriginal Language Group Kab-bai Committee, Senior Executive Leadership Team, and CSQTC Champion Kab-bai Committee & Board Kab-bai co-chairs Kab-bai co-chairs 30 June June June June 2012 Document produced and commissioned All future reference to the Kab-bai Committee will be respectful of cultural protocol and Acknowledge the local Yugambeh Language Group Aboriginal Cultural Protocols respected and permission granted. Aboriginal Cultural Protocols respected and permission granted. CULTURAL AWARENESS/EDUCATION CSQTC will explore a customised/modified education package to be delivered to all new Board Directors staff, Trainers, Practice Managers. CSQTC distributes cultural events and dates of significance on the weekly Consortium Chatter news brief NAIDOC WEEK Release Indigenous staff and selected other staff, and encourage registrars, and training practices to engage in local NAIDOC week activities. Kab-bai Committee, Senior Executive Leadership Team, and CSQTC Champion CSQTC Administration Officer Education and Executive Officer Communication, Marketing & Promotion Leadership Team and Team Leaders June 2013 for completion of initial delivery 30 th June (continuing) Immediate for 2012 Package developed and implemented Weekly features in the CSQTC Consortium Chatter This is already included in CSQTC employment contracts. Broadcast communication sent to all stakeholders Page 10 of 19

12 CSQTC ADDITIONAL RESPECT ACTION AREAS Action (Strategies and Activities) Responsibility Timeline Measurable Targets MUTUALITY Aboriginal organisations display CSQTC recognition certificates, and vice versa, and bi-lateral attendance at cultural events THREE FLAGS Utilisation of a three-flags badge with Aboriginal, Torres Strait Islander, and Australian flags surrounding a CSQTC logo, in conjunction with CSQTC s badging. Display of the three flags in CSQTC facilities Feature appropriate cultural flag raising and celebrations, recognised by CSQTC Executive Officer- Accreditation & Quality and District Medical Educator Coordinators Leadership Team and Executive Officer Accreditation & Quality Applicable office manager Leadership Team August 2012 October 2012 October 2012 October 2012 CSQTC AMSs provided with CSQTC recognition certificates by 30 September 2012 Three flags badge produced and provided to staff and protocols developed for CSQTC to wear the three-flags badge and for raising the flags. Three flags displayed in CSQTC office precincts. Cultural flag raising occurs for planned celebrations ABORIGINAL MEDICINE Acknowledge traditional medicines and practices. BRANDING Mutual acknowledgement on correspondence and in new corporate branding of commitment to improving Indigenous health outcomes, three flags. ARTWORK Aboriginal and Torres Strait Islander artwork, partnership and Traditional Owners recognition plaques displayed in CSQTC facilities. Medical Educators Executive Leadership Team and Executive Officer- Accreditation & Quality January 2013 September 2012 CSQTC Board, staff and other stakeholders raised awareness of traditional medicine and patients belief systems and their relevance to health care in Aboriginal Health Training sessions. CSQTC and designated stationary document commitment to improving Indigenous health outcomes. CSQTC personnel wear the 3 flags badge at official business events. Executive Officer- Accreditation & Quality and District Office Leadership Teams October 2012 Aboriginal & Torres Strait Islander artwork displayed in foyers, training and meeting rooms of CSQTC controlled facilities. Page 11 of 19

13 CLOTHING Corporate clothing designed or badged to reflect Aboriginal and Torres Strait Islander inclusion. INFORMATION Promote understanding of the health crisis among the Indigenous Australians, the contributory causes and interventions for closing-the-gap. Leadership Team and CSQTC personnel presenting at corporate events CSQTC personnel responsible for inducting new CSQTC personnel, new AGPT registrars and PGPP junior doctors, and new Trainers and Practice Managers of CSQTC selected Training Practices October 2012 Attire for CSQTC staff at corporate and other external events includes 3 flags badge and where appropriate other Indigenous items. Cultural training for all CSQTC new AGPT registrars, PGPP junior doctors and other trainees, Board Directors and staff includes an overview of the health crisis among Indigenous Australians, contributory causes and interventions for closing-the-gap. Page 12 of 19

14 RELATIONSHIPS FOCUS STATEMENT: Actively participate in relevant forums and events to promote reconciliation, and advance CSQTC s credibility in respect of Indigenous health training and workforce through partnerships with ACCHOs/AMSs, mainstream training practices, GP registrars and junior doctors, medical Colleges, Hospitals and Universities in the pursuit of optimal health outcomes within CSQTC s sphere of operations and influence. Harmonious relationships between CSQTC and stakeholders are endemic to our operations. CSQTC s primary function is to regionally deliver the Commonwealth s obligation for the vocational training of medical doctors as general practitioners. This function is not for its own sake or in isolation, and involves GP registrars and junior doctors, training practices (mainstream and AMSs), GP trainers, Hospitals, University Medical Schools, medical profession Colleges, government agencies, reconciliation focused agencies, and Aboriginal Community Controlled Health Organisations (ACCHOs). Respectful and harmonious relationships are vital for effective processes and outcomes. In regard to reconciliation, actions focus on building stronger working relationships among CSQTC, Queensland Aboriginal and Islander Health Council (QAIHC), Aboriginal Medical Services (AMSs) and associated communities, and significant individuals. Building strong and respectful relationships/partnerships is core to the RAP initiative. None of the partner groups is fully independent in relation to the health agenda that is a central lynchpin (along with education and employment) for achieving reconciliation in Australia. RECONCILIATION AUSTRALIA REQUIRED RELATIONSHIPS ACTION AREAS Action (Strategies and Activities) Responsibility Timeline Measurable Targets WORKING GROUP CSQTC will utilise the Kab-bai Committee as the RAP Working Group, and staff, stakeholders and members of the Aboriginal and Torres Strait Islander Community that includes Elders. The CSQTC Champion of the RAP will promote the cultural identity of CSQTC. A standing item on Board and Staff agendas to address the RAP. ENGAGE IN NATIONAL RECONCILIATION WEEK CSQTC will hold an activity and conduct its annual review of its RAP during National Reconciliation Week (NRW) CSQTC will participate externally in selected cultural activities initiated by significant partner organisations. Kab-bai Committee guided by the Board and informed by the CSQTC community and CSQTC Champion. Board Chair & CEO Kab-bai Committee, Senior Executive Leadership Team, and the CSQTC Champion Leadership Team Page 13 of 19 ongoing ongoing During the scheduled NRW July2012 The Kab-bai Committee monitors and report quarterly on the progress of CSQTC s RAP. A standing item to address the RAP is included in Board and Staff agendas. An internal activity for all staff, incorporating the annual RAP review held annually. Employees provided with information about events that are happening in partner

15 CSQTC ADDITIONAL RELATIONSHIPS ACTION AREAS organisations during NRW and release staff to attend selected activities. Action (Strategies and Activities) Responsibility Timeline Measurable Targets COLLABORATION Community collaboration visits to ACCHOs continue, and cultural educators included on ECT visits to AMSs and training practices where possible; and ACCHO inclusion in delivery of cultural training and ensuring proper recognition and payment to Elders and cultural mentors. MEDICAL COLLEGES CSQTC to advocate to the Colleges to review training supervision requirements, with the view to enabling greater engagement of AMSs in AGPT and PGPPP. Leadership Team, Medical Educators Executive, Districts and Node Medical Educator Coordinators, and ECT visitors to AMSs Director of Medical Education October 2012 All AMSs in CSQTC training region visited by 30 September 2012 and at least once annually thereafter and ECT visitors to AMSs have completed an appropriate prior visit cultural training program Advocacy provided to ACRRM and RACGP EVENTS Corporate and individual attendance when possible at local RAP events to support other organisations promoting their RAP activities; and invitations to external bodies to attend CSQTC events. AMS RECRUITMENT Explore ways to increase the number of AMSs accredited as training practices additional assistance, different experiences, online support, terms in other jurisdictions. Document strategies and targets in 3 year CSQTC IHT Strategic Plan for Leadership Team, Medical Educators Executive, District & Node Medical Education Coordinators Leadership Team, Medical Educators Executive, and Executive Officer Accreditations & Quality August 2012 June 2012 to 30 September 2012 At least one relevant event participated in each year by representative/s of each CSQTC office CSQTC IHT Strategic Plan for finalised by target date TRAINING OPTIONS CSQTC will implement the three categories of Aboriginal & Torres Strait Islander Health training facilities and develop different training options for exposure to Aboriginal health, such as full immersion, day release to attend AMS for mainstream registrars, offsetting of some training requirements with greater Aboriginal health engagement. Medical Educators Executive Page 14 of 19 October- December 2012 The three categories of Aboriginal & Torres Strait Islander Health training facilities and model is implemented by 2013

16 QAIHC Examine cultural orientation and medicine training as required by CSQTC Leadership Team, Medical Educators Executive August- September 2012 A CSQTC Cultural Orientation Framework documented by 15 January 2013 Page 15 of 19

17 OPPORTUNITIES FOCUS STATEMENT: To advertise CSQTC s commitment to equity and reconciliation by: overt displays; engaging Aboriginal and Torres Strait Islander staff and contractors; supporting innovative education pathways and workplace assistance; and utilising Aboriginal business suppliers. Following from a commitment to promote reconciliation and initiatives specifically focussed on respect and relationships CSQTC sees importance in being proactive in enabling growth, awareness, recognition, acknowledgement and inclusion opportunities. There is sound evidence that Aboriginal & Torres Strait Islander doctors have high credibility and acceptance in Indigenous communities. CSQTC s role in training GPs gives it opportunities to influence the output of Indigenous doctors. Similarly CSQTC can facilitate reconciliation by engaging Indigenous staff either in the normal course of employment or through some models of affirmative action. RECONCILIATION AUSTRALIA REQUIRED OPPORTUNITIES ACTION AREAS Action (Strategies and Activities) Responsibility Timeline Measurable Targets ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT CSQTC will encourage Aboriginal & Torres Strait Islanders to apply to advertised positions. If required, CSQTC will seek an exemption to EEO rules to allow affirmative action for engaging Aboriginal & Torres Strait Islander staff. CSQTC will explore offering an annual administration traineeship for and an Aboriginal & Torres Strait Islander trainee. CSQTC will provide a culturally supportive environment (e.g., Sorry Time release) and career/skill development for Aboriginal & Torres Strait Islander staff. CSQTC will include cultural mentors and educators in their employment structure. Leadership Team and H/R Officer Leadership Team and H/R Officer Leadership Team and H/R Officer Leadership Team and Medical Educators Executive August 2012 October 2012 Employment initiatives implemented Traineeship position filled Relevant staff attend celebrations Cultural mentors and educators support staff in relevant settings Page 16 of 19

18 SUPPLIER DIVERSITY CSQTC undertakes to investigate Aboriginal businesses as contestable suppliers of goods and services. Commercial opportunities for CSQTC/HLA will be investigated under the Australian Indigenous Minority Supplier Council. Leadership Team August 2012 Business options evaluated CSQTC ADDITIONAL OPPORTUNITIES ACTION AREAS Action (Strategies and Activities) Responsibility Timeline Measurable Targets OTHER JURISDICTIONS Pursue arrangements with other RTPs and with state hospitals for Aboriginal health training placements. Leadership Team October 2012 A formal arrangement entered into with at least one RTP by 31 December 2012 CONSOLIDATION CSQTC to explore having a single Aboriginal & Torres Strait Islander Health Curriculum for GP training. Medical Educators Executive October 2012 ACRRM and RACGP formally encouraged to consider and advise CSQTC on this. RECRUITMENT OF REGISTRARS Promote Aboriginal health career opportunities to hospitals junior doctors. AMS CAPACITY BUILDING Review and enhance CSQTC engagement with AMSs in the region. Practice Model - Fully implement CSQTC s three-category training practice model to increase opportunities for greater Aboriginal and Torres Strait Islander health experiences for GP registrars. Medical Educators Executive, Hospital Liaison Officer, District Medical Educator Coordinators, Executive Officer- Communication, Marketing & Promotion Leadership Team and District Medical Educator Coordinators Leadership Team and District Medical Educator Coordinators ongoing January 2012 Aboriginal Health career opportunities are promoted in every CSQTC registrar recruitment activity for hospital doctors. A review of AMSs interest and capacity of GP training completed by 30 September 2012 CSQTC promotes this initiative in Aboriginal National Forums Page 17 of 19

19 TRACKING PROGRESS AND REPORTING FOCUS STATEMENT: To monitor and report the implementation, output and where possible the outcomes of the actions set out in the RAP in a timely, transparent and accountable way, initially to the CSQTC Board for its annual review of the RAP and for selective external dissemination, including to Reconciliation Australia for its mandated criterion to inform their annual report, CSQTC Company Members, GPET, and other stakeholders. Tracking and reporting progress of a program or project is important for accountability and transparency. It is particularly important in this RAP because it is for the first RAP year only, with year-by-year reviews and updates intended. An additional reason for reliable reporting is that the RAP will inform a significant Commonwealth Government funding initiative for GP training that will be implemented from 2013, for Aboriginal and Torres Strait Islander Health Training capacity building, under the auspices of General Practice Education and Training (GPET). RECONCILIATION AUSTRALIA REQUIRED TRACKING AND PROGRESS REPORTING ACTION AREAS Action (Strategies and Activities) Responsibility Timeline Measurable Targets ANNUAL REPORT CSQTC will report achievements, challenges and learnings to Reconciliation Australia for inclusion in the Annual Impact Measurement Report. Kab-bai Committee, Senior Executive Leadership Team, and the CSQTC Champion CSQTC ADDITIONAL TRACKING AND PROGRESS REPORTING ACTION AREAS Annually in July Completion and lodgement of the RAP Impact Measurement Questionnaire by due date Action (Strategies and Activities) Responsibility Timeline Measurable Targets PROCESS CSQTC will use the Kab-bai committee to develop mechanisms and collect data to enable comprehensive reporting of the RAP actions. Kab-bai Committee, the CSQTC Champion, and the Planning & Performance Data Services Business Support Unit Annual Kab-bai report including report against RAP included in 2012 Annual Report Page 18 of 19

20 REVIEW The Kab-bai committee will report on the RAP as a standing item on the CSQTC board agenda, and the Board will review the implementation of the RAP progressively and annually confirm or modify the RAP according to SWOT assessments. Kab-bai Committee, Board and the CSQTC Champion Board meeting RAP standing agenda item addressed at each Board meeting FEEDBACK In line with CSQTC staff and stakeholder ownership of the RAP, full information will be provided internally and opportunity provided for consultation. Kab-bai Committee, and the CSQTC Champion, and Executive Officer- Communicating, Marketing & Promotion Chatter newsletters to feature RAP achievements CSQTC ANNUAL REPORT RAP achievements will be specifically included in the CSQTC Annual Report. Kab-bai Committee, the CSQTC Champion, and the Planning & Performance Data Services Business Support Unit Annual Kab-bai report including report against RAP included in 2012 Annual Report Page 19 of 19

RECONCILIATION ACTION PLAN

RECONCILIATION ACTION PLAN RECONCILIATION ACTION PLAN 2011-2015 0 CONTENTS Foreword 02 Our Vision 03 Our Business 04 Our Plan 05 Action Plan 07 1 Foreword The University of Newcastle has a long-standing reputation for producing

More information

Reconciliation Action Plan for 2015 to 2018

Reconciliation Action Plan for 2015 to 2018 Reconciliation Action Plan for 2015 to 2018 Our vision for reconciliation To create employment opportunities for Islander Australians and establish an inclusive and harmonious work environment free from

More information

ANU College of Engineering and Computer Science. Reconciliation Action Plan 2011-2016

ANU College of Engineering and Computer Science. Reconciliation Action Plan 2011-2016 ANU College of Engineering and Computer Science Reconciliation Action Plan 2011-2016 Endorsed by CECS Advisory Board on 9 December 2010 Revised 2012 Our Vision for Reconciliation The University s vision

More information

A Regional Approach to the Planning and Delivery of the RHOF and MOICDP in Queensland

A Regional Approach to the Planning and Delivery of the RHOF and MOICDP in Queensland CheckUP & QAIHC Working in Partnership A Regional Approach to the Planning and Delivery of the RHOF and MOICDP in Queensland Background CheckUP, in partnership with the Queensland Aboriginal and Islander

More information

Foreword. Closing the Gap in Indigenous Health Outcomes. Indigenous Early Childhood Development. Indigenous Economic Participation.

Foreword. Closing the Gap in Indigenous Health Outcomes. Indigenous Early Childhood Development. Indigenous Economic Participation. National Aboriginal and Torres Strait Islander Health Workforce Strategic Framework 2011 2015 Prepared for The Australian Health Ministers Advisory Council by the Aboriginal and Torres Strait Islander

More information

Private Health Insurance Ombudsman

Private Health Insurance Ombudsman Private Health Insurance Ombudsman Reconciliation Action Plan for 2010-2012 Our vision for reconciliation Our vision is that the Private Health Insurance Ombudsman (PHIO) be recognised as the independent

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

Indigenous Employment Strategy

Indigenous Employment Strategy Indigenous Employment Strategy 2012-2015 Contents Acknowledgments 3 Introduction 4 Definitions 6 Objective 1 - Recruitment and Retention 7 Objective 2 Development 9 Objective 3 - Indigenous Cultural Competency

More information

Q.I.T.E. RECONCILIATION ACTION PLAN 2013/15

Q.I.T.E. RECONCILIATION ACTION PLAN 2013/15 Q.I.T.E. RECONCILIATION ACTION PLAN 2013/15 our vision Q.I.T.E. is a beacon for reconciliation, and through fostering a culture of respect for all individuals, we empower Aboriginal & Torres Strait Islander

More information

Fair Work Ombudsman Workplace Diversity & Inclusion Strategy 2013-2016

Fair Work Ombudsman Workplace Diversity & Inclusion Strategy 2013-2016 Fair Work Ombudsman Workplace Diversity & Inclusion Strategy 2013-2016 April 2013 Introduction The Australian Public Service (APS) is committed to supporting a culture of equity, inclusion and diversity

More information

Australian Human Rights Commission RECONCILIATION ACTION PLAN

Australian Human Rights Commission RECONCILIATION ACTION PLAN Australian Human Rights Commission RECONCILIATION ACTION PLAN Our vision for reconciliation The vision of the Australian Human Rights Commission is Human Rights: Everyone, Everywhere, Everyday. We aim

More information

Aboriginal and Torres Strait Islander Employment Action Plan Foreword

Aboriginal and Torres Strait Islander Employment Action Plan Foreword Aboriginal and Torres Strait Islander Employment Action Plan 2011 2013 Foreword I am pleased to present the Community Services Directorate (CSD) Aboriginal and Torres Strait Islander Employment Action

More information

Reconciliation action plan 2010 13

Reconciliation action plan 2010 13 Reconciliation action plan 2010 13 COMMONWEALTH OF AUSTRALIA 2010 This work is copyright. Apart from any use as permitted under the Copyright Act 1968, no part may be reproduced by any process without

More information

Aboriginal and Torres Strait Islander Health Workers / Practitioners in focus

Aboriginal and Torres Strait Islander Health Workers / Practitioners in focus Aboriginal and Torres Strait Islander Health Workers / Practitioners in focus i Contents Introduction... 1 What is an Aboriginal and Torres Strait Islander Health Worker?... 2 How are Aboriginal and Torres

More information

Closing the Gap: Now more than ever

Closing the Gap: Now more than ever Closing the Gap: Now more than ever Victorian State Election 2014 Introduction (CAHEV) works to ensure that the commitments of the Statement of Intent to Close the Gap in Indigenous Health Outcomes are

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

SA HEALTH ABORIGINAL CULTURAL RESPECT FRAMEWORK

SA HEALTH ABORIGINAL CULTURAL RESPECT FRAMEWORK SA HEALTH ABORIGINAL CULTURAL RESPECT FRAMEWORK Upholding the rights of Aboriginal people to maintain, protect and develop their culture and achieve equitable health outcomes. (AHMAC National Cultural

More information

2015 / 2016 STRATEGIC DIRECTIONS AND OPERATIONAL PLAN

2015 / 2016 STRATEGIC DIRECTIONS AND OPERATIONAL PLAN 2015 / 2016 STRATEGIC DIRECTIONS AND OPERATIONAL PLAN Contents THE APPA NARRATIVE FOR PRIMARY SCHOOL EDUCATION...3 THE AUSTRALIAN EDUCATION CONTEXT...4 CORE PURPOSE...5 APPA S CORE BUSINESS IS TO BE:...6

More information

Queensland Health. Aboriginal and Torres Strait Islander Cultural Capability Framework 2010 2033

Queensland Health. Aboriginal and Torres Strait Islander Cultural Capability Framework 2010 2033 Queensland Health Aboriginal and Torres Strait Islander Cultural Capability Framework 2010 2033 2033 Queensland Health Aboriginal and Torres Strait Islander Cultural Capability Framework 2010-2033 1 This

More information

Aboriginal and Torres Strait Islander Career Development and Employment Strategy

Aboriginal and Torres Strait Islander Career Development and Employment Strategy Aboriginal and Torres Strait Islander Career Development and Employment Strategy September 2006 Revised November 2011 Revised June 2013 Revised June 2015 University of Southern Queensland Aboriginal and

More information

Comparison table showing 2015 accreditation standards for specialist medical programs and professional development programs against the 2010 standards

Comparison table showing 2015 accreditation standards for specialist medical programs and professional development programs against the 2010 standards Comparison table showing 2015 accreditation standards for specialist medical programs and professional development programs against the 2010 standards Medical Programs and Professional Development Programs

More information

AMA CDT STRATEGIC PLAN 2014-16

AMA CDT STRATEGIC PLAN 2014-16 This Strategic Plan is designed to guide the activities of the Council over an approximately three-year cycle, vertically integrating with organisation-wide Strategic Plans and planning processes, where

More information

Aboriginal and Torres Strait Islander Cultural Capability. A Framework for Commonwealth Agencies

Aboriginal and Torres Strait Islander Cultural Capability. A Framework for Commonwealth Agencies Aboriginal and Torres Strait Islander Cultural Capability A Framework for Commonwealth Agencies i 2333 Commonwealth of Australia 2015 All material produced by the Australian Public Service Commission (the

More information

OPERATIONAL GUIDELINES FOR ACCESS TO ALLIED PSYCHOLOGICAL SERVICES (ATAPS) TIER 2 ABORIGINAL AND TORRES STRAIT ISLANDERS MENTAL HEALTH SERVICES

OPERATIONAL GUIDELINES FOR ACCESS TO ALLIED PSYCHOLOGICAL SERVICES (ATAPS) TIER 2 ABORIGINAL AND TORRES STRAIT ISLANDERS MENTAL HEALTH SERVICES DRAFT OPERATIONAL GUIDELINES FOR ACCESS TO ALLIED PSYCHOLOGICAL SERVICES (ATAPS) TIER 2 ABORIGINAL AND TORRES STRAIT ISLANDERS MENTAL HEALTH SERVICES APRIL 2012 Mental Health Services Branch Mental Health

More information

Innovate Reconciliation Action Plan Upper Hunter Valley NSW 2014-2016

Innovate Reconciliation Action Plan Upper Hunter Valley NSW 2014-2016 Innovate Reconciliation Action Plan Upper Hunter Valley NSW 2014-2016 Graphic Design by Carissa Paglino from Miromaa Design www.miromaa.org.au Message from our Chief Operating Officer Ian Cribb Having

More information

Dear Dr Weaver. Introduction

Dear Dr Weaver. Introduction Dr Ted Weaver Chair Training Program Review Working Party Royal Australian and New Zealand College of Obstetricians and Gynaecologists (RANZCOG) College House 254 260 Albert Street East Melbourne VIC 3002

More information

Department of Finance and Deregulation Reconciliation Action Plan Annual Progress Report for the Year 2007/2008

Department of Finance and Deregulation Reconciliation Action Plan Annual Progress Report for the Year 2007/2008 Department of Finance and Deregulation Reconciliation Action Plan Annual Progress Report for the Year 2007/2008 Reconciliation Action Area 1: Employ Aboriginal and Torres Strait Islander people into Finance

More information

MAURICE BLACKBURN. Reconciliation Action Plan

MAURICE BLACKBURN. Reconciliation Action Plan MAURICE BLACKBURN Reconciliation Action Plan Our Vision Maurice Blackburn strongly supports reconciliation and is committed to working to overcome division and inequality between Aboriginal and Torres

More information

Aboriginal Employment Strategy 2014-2016

Aboriginal Employment Strategy 2014-2016 Aboriginal Employment 2014-2016 Communities for all: Opportunities for everyone Acknowledgements The Department for Communities and Social Inclusion (DCSI) Aboriginal Employment has been developed with

More information

Aboriginal Human Resources Development Plan. A message from the Director-General

Aboriginal Human Resources Development Plan. A message from the Director-General DRAFT Aboriginal Human Resources Development Plan 2012-2017 Our priorities The priorities outlined in the Plan provide a framework for committed action and innovative responses from our workforce to meet

More information

Reconciliation Action Plan for 2012 14

Reconciliation Action Plan for 2012 14 Reconciliation Action Plan for 2012 14 Reanna Bono About the Artist: Reanna Bono is a proud Wiradjuri and Wemba Wemba woman originally from Echuca in northern Victoria. In 2000, she moved to Melbourne

More information

Walk Alongside. Church Evaluation Tool (Survey)

Walk Alongside. Church Evaluation Tool (Survey) Walk Alongside Church Evaluation Tool (Survey) (Edition 1, 2016) Introduction 1 Cover Page Artwork: Reconciliation Well by Safina Stewart Mabuiag Island, Torres Strait & Wuthathi Country, QLD, 2014 www.artbysafina.com.au

More information

Barriers to Advanced Education for Indigenous Australian Health Workers: An Exploratory Study

Barriers to Advanced Education for Indigenous Australian Health Workers: An Exploratory Study B R I E F C O M M U N I C A T I O N Barriers to Advanced Education for Indigenous Australian Health Workers: An Exploratory Study CM Felton-Busch, SD Solomon, KE McBain, S De La Rue James Cook University,

More information

A message from our CEO

A message from our CEO Reconciliation Action Plan Gadens Lawyers Sydney April 2012 1 A message from our CEO It gives me great pleasure to introduce Gadens Lawyers first Reconciliation Action Plan. As an organisation, Gadens

More information

Aboriginal and Torres Strait Islander people and the role of the Physiotherapy profession and their Education Providers

Aboriginal and Torres Strait Islander people and the role of the Physiotherapy profession and their Education Providers Indigenous Allied Health Australia (IAHA) Submission to the Review and development of the Accreditation Standards for entry-level physiotherapy in Australia Indigenous Allied Health Australia Ltd. (IAHA),

More information

Workforce management strategy

Workforce management strategy Workforce management strategy 2013-2017 The workforce management strategy 2013 2017 has been prepared by MidCoast Water to support the implementation of its strategic objectives. This plan should be read

More information

NSW Public Service Commissioner NSW Health Good Health Great Jobs Stepping Up Forum 2015

NSW Public Service Commissioner NSW Health Good Health Great Jobs Stepping Up Forum 2015 NSW Public Service Commissioner NSW Health Good Health Great Jobs Stepping Up Forum 2015 Our Aboriginal workforce The Australian Bureau of Statistics figures from 2011 estimate that 2.9% of the NSW population

More information

Aboriginal and Torres Strait Islander. Carers. Education and Training Strategy

Aboriginal and Torres Strait Islander. Carers. Education and Training Strategy Aboriginal and Torres Strait Islander Carers Education and Training Strategy 1 Table of Contents Aboriginal and Torres Strait Islander Carers Education and Training Strategy Table of Contents 1. Context

More information

NATIONAL PARTNERSHIP AGREEMENT ON EARLY CHILDHOOD EDUCATION

NATIONAL PARTNERSHIP AGREEMENT ON EARLY CHILDHOOD EDUCATION NATIONAL PARTNERSHIP AGREEMENT ON EARLY CHILDHOOD EDUCATION Council of Australian Governments An agreement between the Commonwealth of Australia and the States and Territories, being: the State of New

More information

building relationships, respect and opportunities

building relationships, respect and opportunities building relationships, respect and opportunities FOXTEL RECONCILIATION ACTION PLAN Message from the CEO Reconciliation with Indigenous Australians is something I have believed in for many years and it

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

Reconciliation Action Plan

Reconciliation Action Plan Refreshed January 2016 Reconciliation Plan 2014 2017 Opportunity through learning Artwork information The Department of Education and Training Reconciliation Tree was created during National Reconciliation

More information

Key Priority Area 1: Key Direction for Change

Key Priority Area 1: Key Direction for Change Key Priority Areas Key Priority Area 1: Improving access and reducing inequity Key Direction for Change Primary health care is delivered through an integrated service system which provides more uniform

More information

ABORIGINAL CULTURAL STANDARDS FRAMEWORK

ABORIGINAL CULTURAL STANDARDS FRAMEWORK ABORIGINAL CULTURAL STANDARDS FRAMEWORK ACKNOWLEDGEMENTS We acknowledge the traditional custodians of the lands on which our students live and are educated. We acknowledge parents, families and communities

More information

Division of the Chief Health Officer. Quality. Strategic Directions for. Management

Division of the Chief Health Officer. Quality. Strategic Directions for. Management Division of the Chief Health Officer Strategic Directions for Quality Management 2009 2012 is part of a suite of planning and reporting documents which describe the work of the population health services

More information

07 Our people and our corporate governance

07 Our people and our corporate governance 07 Our people and our corporate governance The department is committed to creating a capable, agile and innovative workforce to meet current and future business needs. To achieve this, the department has

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

Australia-wide accreditation of programs for the professional preparation of teachers. A consultation paper

Australia-wide accreditation of programs for the professional preparation of teachers. A consultation paper Australia-wide accreditation of programs for the professional preparation of teachers A consultation paper was established as the national body for the teaching profession with funding provided by the

More information

Mental Health Nursing Education

Mental Health Nursing Education Commonwealth Nurses Federation Mental Health Nurses Forum Lee Thomas Federal Secretary Australian Nursing Federation Wednesday 15 May 2013, ANF Vic Branch Mental Health Nursing Education I begin by acknowledging

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

Workforce Strategic Plan 2011 2014

Workforce Strategic Plan 2011 2014 Workforce Strategic Plan 2011 2014 Foreword The Department of Education and Training, supported by a workforce of approximately 80,000 people, delivers world class services to Queensland across the education,

More information

Unlocking value : corporate support models and Indigenous primary health care services

Unlocking value : corporate support models and Indigenous primary health care services Unlocking value : corporate support models and Indigenous primary health care services Kate Silburn 1, Alister Thorpe 2, Ian Anderson 3 1 Australian Institute for Primary Care and Ageing, LaTrobe University,

More information

Aboriginal Human Resource Development Plan

Aboriginal Human Resource Development Plan Aboriginal Human Resource Development Plan 2009-2011 Valued Aboriginal Staff - Involved Aboriginal Communities - Successful Aboriginal Students The NSW Department of Education and Training (the department)

More information

Submission to the NSW Ministry of Health on the discussion paper: Towards an Aboriginal Health Plan for NSW

Submission to the NSW Ministry of Health on the discussion paper: Towards an Aboriginal Health Plan for NSW Submission to the NSW Ministry of Health on the discussion paper: Towards an Aboriginal Health Plan for NSW June 2012 Council of Social Service of NSW (NCOSS) 66 Albion Street, Surry Hills 2010 Ph: 02

More information

People & Organisational Development Strategy

People & Organisational Development Strategy 2013-2018 People & Organisational Development Strategy Delivering excellent research Delivering an excellent student experience Enhancing global reach and reputation 1. Introduction Glasgow 2020: A global

More information

Strategic Plan 2013-2016. Leading a strong, vibrant and growing sport

Strategic Plan 2013-2016. Leading a strong, vibrant and growing sport Strategic Plan 2013-2016 Leading a strong, vibrant and growing sport Message from the President and CEO Athletics Australia in consultation with its Member Associations and other key stakeholders has developed

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

NATIONAL MEDICAL TRAINING ADVISORY NETWORK CONSULTATION SUBMITTING YOUR FEEDBACK

NATIONAL MEDICAL TRAINING ADVISORY NETWORK CONSULTATION SUBMITTING YOUR FEEDBACK NATIONAL MEDICAL TRAINING ADVISORY NETWORK CONSULTATION SUBMITTING YOUR FEEDBACK Please review the discussion paper (available as a pdf on the HWA website www.hwaconnect.net.au/nmtan) and provide your

More information

Diversity and inclusion strategy 2016 2020

Diversity and inclusion strategy 2016 2020 Diversity and inclusion strategy 2016 2020 2 Airservices diversity statement Diversity recognises and celebrates the value and contribution that each individual brings to our workplace. It facilitates

More information

6 February 2015 Submission to the Department of the Treasury

6 February 2015 Submission to the Department of the Treasury 6 February 2015 Submission to the Department of the Treasury 2015-16 Commonwealth Budget Reconciliation Australia is the national organisation promoting reconciliation between the broader Australian community

More information

FINAL REPORT DISCIPLINE OF OCCUPATIONAL THERAPY

FINAL REPORT DISCIPLINE OF OCCUPATIONAL THERAPY FINAL REPORT QUEENSLAND REGIONAL TRAINING NETWORK HEALTH DISCIPLINE GROUPS 2014 DISCIPLINE OF OCCUPATIONAL THERAPY A collaboration between The Queensland Occupational Therapy Fieldwork Collaborative (QOTFC),

More information

Submission on the National Registration and Accreditation Scheme Partially Regulated Occupations

Submission on the National Registration and Accreditation Scheme Partially Regulated Occupations Submission on the National Registration and Accreditation Scheme Partially Regulated Occupations The Australian Medical Council Limited (AMC) welcomes the opportunity to make a submission to the Practitioner

More information

Submission to the Tasmanian Government. Rethink Mental Health Project Discussion Paper

Submission to the Tasmanian Government. Rethink Mental Health Project Discussion Paper Submission to the Tasmanian Government Rethink Mental Health Project Discussion Paper February 2015 Alcohol, Tobacco and other Drugs Council of Tas Inc. (ATDC) www.atdc.org.au ABN: 91 912 070 942 Phone:

More information

AN INCLUSIVE WORKPLACE THE TREASURY S INCLUSIVITY AND DIVERSITY STRATEGY

AN INCLUSIVE WORKPLACE THE TREASURY S INCLUSIVITY AND DIVERSITY STRATEGY AN INCLUSIVE WORKPLACE THE TREASURY S INCLUSIVITY AND DIVERSITY STRATEGY A message from the Secretary A diverse and inclusive culture is essential to the future of the Treasury. It is not only important

More information

Reconciliation Action Plan 2012 16. Relationships, respect, opportunities

Reconciliation Action Plan 2012 16. Relationships, respect, opportunities Reconciliation Action Plan 2012 16 Relationships, respect, opportunities % Murrumbidg ee 90 10 Loddon-Avo ca Eastern Mt Lofty 80 Murray Ran ges Selle rs Buyers % 70 35% 78% 22% 20 Goulbu rn-b rok en 30

More information

Position paper on the Federal Budget 2015

Position paper on the Federal Budget 2015 Position paper on the Federal Budget 2015 Context Closing the gap in health equality between Aboriginal and Torres Strait Islander peoples and other Australians is an agreed national priority. On this

More information

Workforce Diversity Plan 2009-2011

Workforce Diversity Plan 2009-2011 Workforce Diversity Plan 2009-2011 The Department of Education and Training (the department) is committed to diversity and inclusion in providing high quality education and training services to our students

More information

A RESPONSE TO SHAPING OUR FUTURE A DISCUSSION STARTER FOR THE NEXT NATIONAL STRATEGY FOR VOCATIONAL EDUCATION AND TRAINING 2004-2010

A RESPONSE TO SHAPING OUR FUTURE A DISCUSSION STARTER FOR THE NEXT NATIONAL STRATEGY FOR VOCATIONAL EDUCATION AND TRAINING 2004-2010 A RESPONSE TO SHAPING OUR FUTURE A DISCUSSION STARTER FOR THE NEXT NATIONAL STRATEGY FOR VOCATIONAL EDUCATION AND TRAINING 2004-2010 March 2003 1 This response to Australian National Training Authority

More information

COMING TOGETHER. Clans and Country

COMING TOGETHER. Clans and Country CARLTON FC RECONCILIATION ACTION PLAN JULY 2015 SEPTEMBER 2016 COMING TOGETHER Clans and Country My approach in creating the symbol is that it has to have a message that is simple, symbolic, strong and

More information

CONNECTION COLLABORATION CAREERS LEADERSHIP ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT ACTION PLAN

CONNECTION COLLABORATION CAREERS LEADERSHIP ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT ACTION PLAN CONNECTION COLLABORATION CAREERS LEADERSHIP ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT ACTION PLAN 2014-17 ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT ACTION PLAN 2014-17 Acknowledgement of

More information

Public Health Association of Australia: Policy-at-a-glance Injury Prevention and Safety Promotion Policy

Public Health Association of Australia: Policy-at-a-glance Injury Prevention and Safety Promotion Policy Public Health Association of Australia: Policy-at-a-glance Injury Prevention and Safety Promotion Policy Key messages: Summary: Audience: Responsibility: Date policy adopted: 1. New National Injury Prevention

More information

A Linkages Project to strengthen links between palliative care and aged care

A Linkages Project to strengthen links between palliative care and aged care Program overview Decision Assist: A program to help deliver palliative care and advance care planning in residential and community aged care. This will help to meet a vital need as the population ages.

More information

University Strategy 2011-2015

University Strategy 2011-2015 University Strategy 2011-2015 FOREWORD Dear Colleagues Thank you for your contributions to the University Strategy 2011-2015, which was endorsed by University Council at its meeting in December 2010. The

More information

POSITION DESCRIPTION. CLOSING DATE FOR APPLICANTS: 2 nd January 2015. Salary Range $95,000 - $105,000 including Super and Salary Packaging benefits

POSITION DESCRIPTION. CLOSING DATE FOR APPLICANTS: 2 nd January 2015. Salary Range $95,000 - $105,000 including Super and Salary Packaging benefits POSITION DESCRIPTION CLOSING DATE FOR APPLICANTS: 2 nd January 2015 Salary Range $95,000 - $105,000 including Super and Salary Packaging benefits GPcare Practice Manager: 0.8 1.0FTE (negotiable), 2 year

More information

Setting Standards in Public Health Training. The Australian Experience Asia-Pacific Academic consortium for PH Accreditation in PH Education

Setting Standards in Public Health Training. The Australian Experience Asia-Pacific Academic consortium for PH Accreditation in PH Education Setting Standards in Public Health Training The Australian Experience Asia-Pacific Academic consortium for PH Accreditation in PH Education Drivers Kerr White 1986 Review of research and educational requirements

More information

Growing rural general practice through business support

Growing rural general practice through business support Growing rural general practice through business support Laura Harnett, Kelli Porter Rural Health West, WA Aim Rural Health West, as a not-for-profit organisation, is funded by the Australian Government

More information

Bi-College Regional Training Provider Accreditation Program

Bi-College Regional Training Provider Accreditation Program Bi-College Regional Training Provider Accreditation Program Guidelines The Royal Australian College of General Practitioners (RACGP) Postal/Street Address: RACGP College House, 100 Wellington Parade, East

More information

Standard 1. Governance for Safety and Quality in Health Service Organisations. Safety and Quality Improvement Guide

Standard 1. Governance for Safety and Quality in Health Service Organisations. Safety and Quality Improvement Guide Standard 1 Governance for Safety and Quality in Health Service Organisations Safety and Quality Improvement Guide 1 1 1October 1 2012 ISBN: Print: 978-1-921983-27-6 Electronic: 978-1-921983-28-3 Suggested

More information

PEOPLE AND ORGANISATION DEVELOPMENT STRATEGIC FRAMEWORK FOR LOCAL GOVERNMENT IN NORTHERN IRELAND

PEOPLE AND ORGANISATION DEVELOPMENT STRATEGIC FRAMEWORK FOR LOCAL GOVERNMENT IN NORTHERN IRELAND PEOPLE AND ORGANISATION DEVELOPMENT STRATEGIC FRAMEWORK FOR LOCAL GOVERNMENT IN NORTHERN IRELAND DRAFT JULY 2011 PEOPLE AND ORGANISATION DEVELOPMENT STRATEGIC FRAMEWORK FOR LOCAL GOVERNMENT IN NORTHERN

More information

AUSTRALIAN PROFESSIONAL STANDARDS FOR TEACHERS I L C O U N C

AUSTRALIAN PROFESSIONAL STANDARDS FOR TEACHERS I L C O U N C AUSTRALIAN PROFESSIONAL STANDARDS FOR TEACHERS QUALITY TEACHING I L C O U N C Contents Introduction 2 Organisation of the Australian Professional Standards for Teachers 4 Professional Knowledge 8 Professional

More information

REFLECT RAP Reconciliation Action Plan for the WorkFocus Group

REFLECT RAP Reconciliation Action Plan for the WorkFocus Group REFLECT RAP Reconciliation Action Plan for the WorkFocus Group 2015-16 Reconciliation Action Plan for the Years 2015-16 About the Reflect RAP The WorkFocus Group Reflect RAP will allow our organisation

More information

ROYAL AUSTRALASIAN COLLEGE OF SURGEONS Subject: Indigenous Health Ref. No. FES-FEL-001

ROYAL AUSTRALASIAN COLLEGE OF SURGEONS Subject: Indigenous Health Ref. No. FES-FEL-001 BACKGROUND The College recognises that the health of our Indigenous populations in Australia and Aotearora / New Zealand is a public health problem of serious proportions. The College further recognises

More information

Inquiry into educational opportunities for Aboriginal and Torres Strait Islander students Submission 18

Inquiry into educational opportunities for Aboriginal and Torres Strait Islander students Submission 18 Introduction The National Catholic Education Commission (NCEC) welcomes the opportunity to provide a submission as part of the House of Representatives Standing Committee on Indigenous Affairs inquiry

More information

Statewide Education and Training Services. Position Paper. Draft for Consultation 1 July 2013

Statewide Education and Training Services. Position Paper. Draft for Consultation 1 July 2013 Statewide Education and Training Services Position Paper Draft for Consultation 1 July 2013 This paper establishes the position for an SA Health Statewide Education and Training Service following the initial

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

Frequently Asked Questions

Frequently Asked Questions Nurse Practitioner Accreditation Standard 2015 Who is ANMAC? The Australian Nursing and Midwifery Accreditation Council (ANMAC) is the independent accrediting authority for the nursing and midwifery professions

More information

St Joachim s Catholic Primary School CHILD AND YOUTH RISK MANAGEMENT STRATEGY

St Joachim s Catholic Primary School CHILD AND YOUTH RISK MANAGEMENT STRATEGY St Joachim s Catholic Primary School CHILD AND YOUTH RISK MANAGEMENT STRATEGY PART 1: COMMITMENT Statement of Commitment (mandatory requirement 1) St Joachim s Catholic Primary School is committed to the

More information

Peninsula Health s Reconciliation Action Plan

Peninsula Health s Reconciliation Action Plan 2 nd Peninsula Health s Reconciliation Action Plan 2016-2018 Acknowledgement of Country Peninsula Health acknowledges and pays respect to the traditional people of this region, known as the Myone Buluk

More information

Issues in Rural Nursing: A Victorian Perspective

Issues in Rural Nursing: A Victorian Perspective Issues in Rural Nursing: A Victorian Perspective Angela Bradley, Ralph McLean 5th National Rural Health Conference Adelaide, South Australia, 14-17th March 1999 Proceedings Angela Bradley Issues in Rural

More information

Inquiry into the future of Australia's aged care sector workforce

Inquiry into the future of Australia's aged care sector workforce Inquiry into the future of Australia's aged care sector workforce 1 March 2016 The Dietitians Association of Australia (DAA) is the national association of the dietetic profession with over 5800 members,

More information

POSITION DESCRIPTION. Classification: Job and Person Specification Approval JOB SPECIFICATION

POSITION DESCRIPTION. Classification: Job and Person Specification Approval JOB SPECIFICATION POSITION DESCRIPTION POSITION DETAILS Position Title: Central Adelaide Director of Psychology Classification: Administrative Unit: Allied Health Term: Type of Appointment: Ongoing Date Created: November

More information

St Ita s Dutton Park CHILD AND YOUTH RISK MANAGEMENT STRATEGY

St Ita s Dutton Park CHILD AND YOUTH RISK MANAGEMENT STRATEGY St Ita s Dutton Park CHILD AND YOUTH RISK MANAGEMENT STRATEGY PART 1: COMMITMENT Statement of Commitment St Ita s School is committed to the safety and wellbeing of all students. St Ita s School respects

More information

Indigenous Land Corporation Reconciliation Action Plan 2015-2018. Taking Back Our Land by Miyuki Dickerson

Indigenous Land Corporation Reconciliation Action Plan 2015-2018. Taking Back Our Land by Miyuki Dickerson Indigenous Land Corporation Reconciliation Action Plan 2015-2018 Taking Back Our Land by Miyuki Dickerson 2 Indigenous Land Corporation Reconciliation Action Plan 2015-2018 Contents Message From The Chairperson

More information

RACGP General Practice Patient Charter Australian Primary Health Care Nurses Association (APNA) September 2014

RACGP General Practice Patient Charter Australian Primary Health Care Nurses Association (APNA) September 2014 RACGP General Practice Patient Charter Australian Primary Health Care Nurses Association (APNA) September 2014 For further information and comment please contact Kathy Bell, Chief Executive Officer, Australian

More information

Health Consumers Queensland...your voice in health. Consumer and Community Engagement Framework

Health Consumers Queensland...your voice in health. Consumer and Community Engagement Framework Health Consumers Queensland...your voice in health Consumer and Community Engagement Framework February 2012 Definitions In this Framework, Health Consumers Queensland utilises the following definitions

More information

Our Lady of Fatima School, Acacia Ridge CHILD AND YOUTH RISK MANAGEMENT STRATEGY

Our Lady of Fatima School, Acacia Ridge CHILD AND YOUTH RISK MANAGEMENT STRATEGY Our Lady of Fatima School, Acacia Ridge CHILD AND YOUTH RISK MANAGEMENT STRATEGY PART 1: COMMITMENT Statement of Commitment (mandatory requirement 1) Our Lady of Fatima School is committed to the safety

More information

Mallee District Aboriginal Services. Aboriginal and Torres Strait Islander Employment Strategy

Mallee District Aboriginal Services. Aboriginal and Torres Strait Islander Employment Strategy Mallee District Aboriginal Services Aboriginal and Torres Strait Islander Employment Strategy 2013-2016 Document Number: MDAS-PNC-POL-201.01 Generations of vibrant, healthy and strong Aboriginal communities

More information

Department of Education, Training and Employment. Community Learning. Inclusive learning for Queenslanders. Guidelines for funding 2014 15

Department of Education, Training and Employment. Community Learning. Inclusive learning for Queenslanders. Guidelines for funding 2014 15 Community Learning Inclusive learning for Queenslanders Guidelines for funding 2014 15 140107 Community Learning Inclusive learning for Queenslanders Guidelines for funding 2014 15 Introduction Community

More information

The Standards for Leadership and Management: supporting leadership and management development December 2012

The Standards for Leadership and Management: supporting leadership and management development December 2012 DRIVING FORWARD PROFESSIONAL STANDARDS FOR TEACHERS The Standards for Leadership and Management: supporting leadership and management development December 2012 Contents Page The Standards for Leadership

More information

Department of Treasury and Finance CULTURAL INCLUSION AND RECONCILIATION FRAMEWORK. DTF Cultural Inclusion and Reconciliation Framework 1 of 14

Department of Treasury and Finance CULTURAL INCLUSION AND RECONCILIATION FRAMEWORK. DTF Cultural Inclusion and Reconciliation Framework 1 of 14 Department of Treasury and Finance CULTURAL INCLUSION AND RECONCILIATION FRAMEWORK DTF Cultural Inclusion and Reconciliation Framework 1 of 14 UNDER TREASURER S FOREWORD The Department of Treasury and

More information