Common use of Workforce Management Clause in Contracts

Workforce Management. The LHN Chief Executive Officer is a Work Health and Safety defined officer and is required to meet the elements of Work Health and Safety due diligence. This includes compliance with legislation and the implementation of the SA Health Work Health and Safety and Injury Management System which supports workplace health, safety and wellbeing considerations and the development of a safety culture. The LHN will ensure a safe, respectful and positive working environment that fosters workforce wellbeing and a culture of respect. The LHN will actively promote positive workplace behaviours and encourage reporting and will take prompt action to deal constructively with behaviours that are not respectful in the workplace. The LHN is responsible for implementing workplace wellbeing initiatives and encouraging, enabling and supporting leadership development as a collective endeavour, in addition to individual leadership development. This includes but is not limited to, management training and skills development, support for continued professional development (e.g. postgraduate study) and NSQHS Standards, work health and safety competencies, and the leadership, learning and training obligations under these. The LHN Chief Executive Officer will exercise their decision making power in relation to all Human Resources (HR) management functions which may be delegated to the LHN Chief Executive Officer by the Chief Executive in respect of health service employees. All decisions must be made, in a lawful and reasonable manner and with due diligence, in accordance with relevant legislation and policy, including but not limited to: • Code of Ethics for the South Australian Public Sector. • Employing authority policies and directives. • South Australian public sector directions, determinations and guidelines. • Any other policy document that applies to the health service employee. • Any industrial instrument that applies to the health service employee. • The HR delegations manual. This also includes ensuring health service employees are suitably qualified to perform their required functions and accuracy of credentialing information. The LHN will be expected to monitor workforce metrics and at least maintain, if not improve on performance. This includes, but is not limited to, the collection of injury data (e.g. manual tasks and psychological health), disputes, collaboration, and policy and enterprise agreement implementation. The LHN shall provide to the Chief Executive, HR, workforce and health and safety reports of a type, and at the intervals agreed between the Parties, or as reasonably specified by the Chief Executive. The Local Health Network agrees to meet the service obligations and performance requirements as detailed in Schedule 3 of the Agreement. The Chief Executive agrees to provide the funding and other support as outlined in this schedule of the Agreement. 1. Purpose 2. Funding Sources Allocation 158,542,000 168,000,000 (9,458,000)

Workforce Management. The LHN Chief Executive Officer is a Work Health and Safety defined officer and is required to meet the elements of Work Health and Safety due diligence. This includes compliance with legislation and the implementation of the SA Health Work Health and Safety and Injury Management System which supports workplace health, safety and wellbeing considerations and the development of a safety culture. The LHN will ensure a safe, respectful and positive working environment that fosters workforce wellbeing and a culture of respect. The LHN will actively promote positive workplace behaviours and encourage reporting and will take prompt action to deal constructively with behaviours that are not respectful in the workplace. The LHN is responsible for implementing workplace wellbeing initiatives and encouraging, enabling and supporting leadership development as a collective endeavour, in addition to individual leadership development. This includes but is not limited to, management training and skills development, support for continued professional development (e.g. postgraduate study) and NSQHS Standards, work health and safety competencies, and the leadership, learning and training obligations under these. The LHN Chief Executive Officer will exercise their decision making power in relation to all Human Resources (HR) management functions which may be delegated to the LHN Chief Executive Officer by the Chief Executive in respect of health service employees. All decisions must be made, in a lawful and reasonable manner and with due diligence, in accordance with relevant legislation and policy, including but not limited to: • Code of Ethics for the South Australian Public Sector. • Employing authority policies and directives. • South Australian public sector directions, determinations and guidelines. • Any other policy document that applies to the health service employee. • Any industrial instrument that applies to the health service employee. • The HR delegations manual. This also includes ensuring health service employees are suitably qualified to perform their required functions and accuracy of credentialing information. The LHN will be expected to monitor workforce metrics and at least maintain, if not improve on performance. This includes, but is not limited to, the collection of injury data (e.g. manual tasks and psychological health), disputes, collaboration, and policy and enterprise agreement implementation. The LHN shall provide to the Chief Executive, HR, workforce and health and safety reports of a type, and at the intervals agreed between the Parties, or as reasonably specified by the Chief Executive. The Local Health Network agrees to meet the service obligations and performance requirements as detailed in Schedule 3 of the Agreement. The Chief Executive agrees to provide the funding and other support as outlined in this schedule of the Agreement. 1. Purpose 2. Funding Sources Allocation 158,542,000 168,000,000 161,070,000 164,204,000 (9,458,0003,134,000)

Workforce Management. The LHN Chief Executive Officer is a Work Health and Safety defined officer and is required to meet the elements of Work Health and Safety due diligence. This includes compliance with legislation and the implementation of the SA Health Work Health and Safety and Injury Management System which supports workplace health, safety and wellbeing considerations and the development of a safety culture. The LHN will ensure a safe, respectful and positive working environment that fosters workforce wellbeing and a culture of respect. The LHN will actively promote positive workplace behaviours and encourage reporting and will take prompt action to deal constructively with behaviours that are not respectful in the workplace. The LHN is responsible for implementing workplace wellbeing initiatives and encouraging, enabling and supporting leadership development as a collective endeavour, in addition to individual leadership development. This includes but is not limited to, management training and skills development, support for continued professional development (e.g. postgraduate study) and NSQHS Standards, work health and safety competencies, and the leadership, learning and training obligations under these. The LHN Chief Executive Officer will exercise their decision making power in relation to all Human Resources (HR) management functions which may be delegated to the LHN Chief Executive Officer by the Chief Executive in respect of health service employees. All decisions must be made, in a lawful and reasonable manner and with due diligence, in accordance with relevant legislation and policy, including but not limited to: • Code of Ethics for the South Australian Public Sector. • Employing authority policies and directives. • South Australian public sector directions, determinations and guidelines. • Any other policy document that applies to the health service employee. • Any industrial instrument that applies to the health service employee. • The HR delegations manual. This also includes ensuring health service employees are suitably qualified to perform their required functions and accuracy of credentialing information. The LHN will be expected to monitor workforce metrics and at least maintain, if not improve on performance. This includes, but is not limited to, the collection of injury data (e.g. manual tasks and psychological health), disputes, collaboration, and policy and enterprise agreement implementation. The LHN shall provide to the Chief Executive, HR, workforce and health and safety reports of a type, and at the intervals agreed between the Parties, or as reasonably specified by the Chief Executive. The Local Health Network agrees to meet the service obligations and performance requirements as detailed in Schedule 3 of the Agreement. The Chief Executive agrees to provide the funding and other support as outlined in this schedule of the Agreement. 1. Purpose 2. Funding Sources Allocation 158,542,000 168,000,000 107,159,000 113,815,000 (9,458,0006,656,000)