Common use of Teaching, Training and Research Clause in Contracts

Teaching, Training and Research. In accordance with Section 10(m) of the Health Services Xxx 0000, one function of the LHD is ‘to undertake research and development relevant to the provision of health services’. Teaching and training functions are undertaken in the context of the NSW Health Professionals Workforce Plan 2012-2022 and the workforce development requirements of the NSW Health Corporate Governance and Accountability Compendium. Schedule C includes details of funding relating to teaching, training and research. The National Health Reform Agreement requires the Independent Hospital Pricing Authority to provide advice to Ministers on the feasibility of transitioning Teaching, Training and Research to activity-based funding by no later than 2018. Teaching and Training To be informed by the implementation of relevant strategies in the NSW Health Professionals Workforce Plan 2012-2022 and the work program of the Health Education and Training Institute, including the agreed response to the Medical Portfolio Programs Review: Equipping NSW Doctors for Patient Centred Care: Review of Health Education and Training Institute Medical Portfolio Programs. Grow and support a skilled, competent and capable workforce:  Implement a District/Network Education and Training Plan incorporating HETI Online modules and varied learning modalities which include face to face and blended learning courses.  Ensure effective information and communication technology infrastructure that adequately supports online and blended education and training across the District/Network.  Work in partnership with HETI to ensure the District-HETI Operational Model is delivering District nominated education and training priorities.  Work in partnership with HETI to support the development of interprofessional learning activities.  Ensure staff have learning plans within the Performance Development and Review process and are encouraged to access learning resources from HETI Online.  Meet the HETI Workforce Distribution Formula for the number of District/Network intern positions in line with planned growth in medical graduates, and the NSW Government’s COAG commitment.  Monitor expenditure and take-up of Training, Education and Study Leave across specialties and facilities.  Ensure support for the provision of training and education for allied health professionals.  Meet the NSW Ministry of Health reporting requirements for education and training programs for professional entry, for clinical, clinical support, administration and corporate staff in the public health system.  Report the clinical placement hours provided by the LHD for professional entry students in Nursing & Midwifery, Medicine, Allied Health and Dentistry/Oral Health for reporting as required by the Commonwealth Department of Health.  Implement and report against the NSW Health Aboriginal Workforce Strategic Framework 2011-15, Good Health – Great Jobs which includes and supports a variety of education and employment activities and the Respecting the Difference Aboriginal Cultural Training Framework.  Implement the NSW Health Mandatory Training Classification System, including compliance monitoring.  Ensure staff managing new starters and teams have access to HETI-endorsed learning resources from within the New Graduate Interprofessional Framework (including the Foundations modules and Foundations of interprofessional Teamwork Workshop. Recognise the value of generalist and specialist skills:  Expand medical specialist training opportunities in line with current and future service requirements.  Expand the Rural Generalist Training Pathway for proceduralist GPs (for LHDs covering rural areas) in line with the commitment of a further increase of 20 positions between 2015-2019.  Expand the generalist medical workforce including general medicine and dual physician training positions, hospitalist and senior hospitalist positions utilising HETI and other programs and resources, including the University of Newcastle Master of Clinical Medicine (Leadership and Management).  Establish new graduate and pre-registration trainee positions in allied health professions to meet future workforce need. Develop effective health professional managers and leaders:  Co-lead the implementation of Financial Management Education training and meet District/Network program targets in partnership with HETI.  Implement the NSW Health Education and Training Framework.  Participate in management and leadership development activity as mapped to the NSW Health People Management Skills Framework, and the NSW Health Leadership Framework.  Participate in the statewide talent development strategy.  Support the implementation of coordinated training for Medical administrators as part of the Royal Australian College of Medical Administrators training program.  Support the implementation of the three new Local Area Networks and the Wide Area Network for radiology training.  Support the implementation of the training program for specialists in receipt of the managerial allowance to ensure they have performance, financial and people management skills. Governance of medical education and training:  Ensure funds distributed to the LHD from the Ministry to provide specific support for the delivery of medical education and training are utilised for the purpose of medical education and training.  In partnership with HETI, develop and implement the strategies agreed in response to the Medical Portfolio Programs Review.  Ensure all reporting and accreditation requirements are met in relation to HETI’s responsibility for accreditation of hospitals and services in relation to Postgraduate Year 1 and Year 2 doctors and Rural Generalist Training positions.

Teaching, Training and Research. ‌ In accordance with Section 10(m) of the Health Services Xxx 0000, one function of the LHD is ‘to undertake research and development relevant to the provision of health services’. Teaching and training functions are undertaken in the context of the NSW Health Professionals Workforce Plan 2012-2022 and the workforce development requirements of the NSW Health Corporate Governance and Accountability Compendium. Schedule C includes details of funding relating to teaching, training and research. The National Health Reform Agreement requires the Independent Hospital Pricing Authority to provide advice to Ministers on the feasibility of transitioning Teaching, Training and Research to activity-based funding by no later than 2018. Teaching and Training To be informed by the implementation of relevant strategies in the NSW Health Professionals Workforce Plan 2012-2022 and the work program of the Health Education and Training Institute, including the agreed response to the Medical Portfolio Programs Review: Equipping NSW Doctors for Patient Centred Care: Review of Health Education and Training Institute Medical Portfolio Programs. Grow and support a skilled, competent and capable workforce:  • Implement a District/Network Education and Training Plan incorporating HETI Online modules and varied learning modalities which include face to face and blended learning courses.  • Ensure effective information and communication technology infrastructure that adequately supports online and blended education and training across the District/Network.  • Work in partnership with HETI to ensure the District-HETI Operational Model is delivering District nominated education and training priorities.  • Work in partnership with HETI to support the development of interprofessional learning activities.  • Ensure staff have learning plans within the Performance Development and Review process and are encouraged to access learning resources from HETI Online.  • Meet the HETI Workforce Distribution Formula for the number of District/Network intern positions in line with planned growth in medical graduates, and the NSW Government’s COAG commitment.  • Monitor expenditure and take-up of Training, Education and Study Leave across specialties and facilities.  • Ensure support for the provision of training and education for allied health professionals.  • Meet the NSW Ministry of Health reporting requirements for education and training programs for professional entry, for clinical, clinical support, administration and corporate staff in the public health system.  • Report the clinical placement hours provided by the LHD for professional entry students in Nursing & Midwifery, Medicine, Allied Health and Dentistry/Oral Health for reporting as required by the Commonwealth Department of Health.  • Implement and report against the NSW Health Aboriginal Workforce Strategic Framework 2011-15, Good Health – Great Jobs which includes and supports a variety of education and employment activities and the Respecting the Difference Aboriginal Cultural Training Framework.  • Implement the NSW Health Mandatory Training Classification System, including compliance monitoring.  • Ensure staff managing new starters and teams have access to HETI-endorsed learning resources from within the New Graduate Interprofessional Inter-professional Framework (including the Foundations modules and Foundations of interprofessional inter-professional Teamwork Workshop. Recognise the value of generalist and specialist skills:  • Expand medical specialist training opportunities in line with current and future service requirements.  • Expand the Rural Generalist Training Pathway for proceduralist GPs (for LHDs covering rural areas) in line with the commitment of a further increase of 20 positions between 2015-2019.  • Expand the generalist medical workforce including general medicine and dual physician training positions, hospitalist and senior hospitalist positions utilising HETI and other programs and resources, including the University of Newcastle Master of Clinical Medicine (Leadership and Management).  • Establish new graduate and pre-registration trainee positions in allied health professions to meet future workforce need. Develop effective health professional managers and leaders:  • Co-lead the implementation of Financial Management Education training and meet District/Network program targets in partnership with HETI.  • Implement the NSW Health Education and Training Framework.  • Participate in management and leadership development activity as mapped to the NSW Health People Management Skills Framework, and the NSW Health Leadership Framework.  • Participate in the statewide talent development strategy.  • Support the implementation of coordinated training for Medical administrators as part of the Royal Australian College of Medical Administrators training program.  • Support the implementation of the three new Local Area Networks and the Wide Area Network for radiology training.  • Support the implementation of the training program for specialists in receipt of the managerial allowance to ensure they have performance, financial and people management skills. Governance of medical education and training:  • Ensure funds distributed to the LHD from the Ministry to provide specific support for the delivery of medical education and training are utilised for the purpose of medical education and training.  • In partnership with HETI, develop and implement the strategies agreed in response to the Medical Portfolio Programs Review.  • Ensure all reporting and accreditation requirements are met in relation to HETI’s responsibility for accreditation of hospitals and services in relation to Postgraduate Year 1 and Year 2 doctors and Rural Generalist Training positions.

Teaching, Training and Research. In accordance with Section 10(m) of the Health Services Xxx 0000, one function of the LHD is ‘to undertake research and development relevant to the provision of health services’. Teaching and training functions are undertaken in the context of the NSW Health Professionals Workforce Plan 2012-2022 and the workforce development requirements of the NSW Health Corporate Governance and Accountability Compendium. Schedule C includes details of funding relating to teaching, training and research. The National Health Reform Agreement requires the Independent Hospital Pricing Authority to provide advice to Ministers on the feasibility of transitioning Teaching, Training and Research to activity-based funding by no later than 2018. Teaching and Training To be informed by the implementation of relevant strategies in the NSW Health Professionals Workforce Plan 2012-2022 and the work program of the Health Education and Training Institute, including the agreed response to the Medical Portfolio Programs Review: Equipping NSW Doctors for Patient Centred Care: Review of Health Education and Training Institute Medical Portfolio Programs. Grow and support a skilled, competent and capable workforce:  Implement a District/Network Education and Training Plan incorporating HETI Online modules and varied learning modalities which include face to face and blended learning courses.  Ensure effective information and communication technology infrastructure that adequately supports online and blended education and training across the District/Network.  Work in partnership with HETI to ensure the District-HETI Operational Model is delivering District nominated education and training priorities.  Work in partnership with HETI to support the development of interprofessional inter professional learning activities.  Ensure staff have learning plans within the Performance Development and Review process and are encouraged to access learning resources from HETI Online.  Meet the HETI Workforce Distribution Formula for the number of District/Network intern positions in line with planned growth in medical graduates, and the NSW Government’s COAG commitment.  Monitor expenditure and take-up of Training, Education and Study Leave across specialties and facilities.  Ensure support for the provision of training and education for allied health professionals.  Meet the NSW Ministry of Health reporting requirements for education and training programs for professional entry, for clinical, clinical support, administration and corporate staff in the public health system.  Report the clinical placement hours provided by the LHD for professional entry students in Nursing & Midwifery, Medicine, Allied Health and Dentistry/Oral Health for reporting as required by the Commonwealth Department of Health.  Implement and report against the NSW Health Aboriginal Workforce Strategic Framework 2011-15, Good Health – Great Jobs which includes and supports a variety of education and employment activities and the Respecting the Difference Aboriginal Cultural Training Framework.  Implement the NSW Health Mandatory Training Classification System, including compliance monitoring.  Ensure staff managing new starters and teams have access to HETI-endorsed learning resources from within the New Graduate Interprofessional Inter professional Framework (including the Foundations modules and Foundations of interprofessional inter professional Teamwork Workshop. Recognise the value of generalist and specialist skills:  Expand medical specialist training opportunities in line with current and future service requirements.  Expand the Rural Generalist Training Pathway for proceduralist GPs (for LHDs covering rural areas) in line with the commitment of a further increase of 20 positions between 2015-2015 - 2019.  Expand the generalist medical workforce including general medicine and dual physician training positions, hospitalist and senior hospitalist positions utilising HETI and other programs and resources, including the University of Newcastle Master of Clinical Medicine (Leadership and Management).  Establish new graduate and pre-registration trainee positions in allied health professions to meet future workforce need. Develop effective health professional managers and leaders:  Co-lead the implementation of Financial Management Education training and meet District/Network program targets in partnership with HETI.  Implement the NSW Health Education and Training Framework.  Participate in management and leadership development activity as mapped to the NSW Health People Management Skills Framework, and the NSW Health Leadership Framework.  Participate in the statewide talent development strategy.  Support the implementation of coordinated training for Medical administrators as part of the Royal Australian College of Medical Administrators training program.  Support the implementation of the three new Local Area Networks and the Wide Area Network for radiology training.  Support the implementation of the training program for specialists in receipt of the managerial allowance to ensure they have performance, financial and people management skills. Governance of medical education and training:  Ensure funds distributed to the LHD from the Ministry to provide specific support for the delivery of medical education and training are utilised for the purpose of medical education and training.  In partnership with HETI, develop and implement the strategies agreed in response to the Medical Portfolio Programs Review.  Ensure all reporting and accreditation requirements are met in relation to HETI’s responsibility for accreditation of hospitals and services in relation to Postgraduate Year 1 and Year 2 doctors and Rural Generalist Training positions.