Workplace culture. Determine how change can be affected at an individual, organisational and system level to improve workplace culture and practices: • The results of the People Matter Employee Survey will be used to identify areas of best practice and improvement opportunities. • The Junior Medical Officer Your Training and Wellbeing Matters Survey will monitor the quality of supervision, education and training provided to junior medical officers and their welfare and wellbeing. • The Australian Medical Association, in conjunction with the Australian Salaried Medical Officers Association, will undertake regular surveys of senior medical staff to assess clinical participation and involvement in local decision making to deliver human centred care.
Workplace culture. 9.1. The culture we seek will have a number of features including: 9.1.1. Identification with the Council and its corporate objectives as established under the Councils Strategic Management Plan.
Workplace culture. Determine how change can be affected at an individual, organisational and system level to improve workplace culture and practices: • The results of the People Matter Employee Survey will be used to identify areas of best practice and improvement opportunities.
Workplace culture. 14.1. PM&C is committed to maintaining a diverse workforce and a workplace that is free from discrimination and harassment. There are guidelines that seek to prevent workplace bullying and harassment and a list of Workplace Harassment Contact Officers is on the intranet.
Workplace culture. 20.1 The employee shall embrace the culture of CCR Group Labour Hire Pty Ltd and as such shall:
Workplace culture. 11.1. DCCEE is committed to maintaining a diverse workforce and a workplace that is free from discrimination and harassment.
Workplace culture. The Company will meet with the Union regarding its input, suggestions, reports, or recommendations for creating a more equitable work environment. Within six (6) months of the ratification of this agreement, the Company will conclude its third party pay-equity analysis for the unit considering gender, race, and ethnicity. The Company will provide a summary of findings and methodologies and recommendations to the Labor Management Committee and the Diversity Committee based on the results. The Company will continue to analyze pay data considering gender, race and ethnicity on an ongoing basis and shall provide a summary of findings, methodologies and recommendations to the Labor Management Committee and Diversity Committee upon request.
Workplace culture. The parties agree to work towards the removal of barriers and work practices that inhibit the achievement of competitive best practice service delivery. Leichhardt Council is and Equal Opportunity Employer. The parties strive for a workplace free of discrimination and harassment where all employees are treated equitably and with respect. This involves the implementation of programs and policies to prevent discrimination and establishing strategies to overcome employment barriers and assist those who may be disadvantaged (eg. Affirmative action programs, managing workplace diversity, workplace harassment).
Workplace culture. A healthy and functional workplace culture is essential to facilitate the delivery of first class patient centred care. The further consolidation within our workforce of NSW Health’s core values of Collaboration, Openness, Respect and Empowerment (CORE) continues to be a key focus area in 2015/16. Calvary Mater Newcastle is to actively implement an action plan developed in response to the National BPA Staff Engagement Survey, conducted second yearly. Culture Indices will be indicative of the effectiveness of improvement initiatives. National Disability Insurance Scheme The National Disability Insurance Scheme (NDIS) will deliver a national system of disability support focused on the individual needs and choices of people with a disability. The NDIS is designed to provide people with a disability reasonable and necessary supports to achieve their goals and participate in the community both socially and economically. Under the new Scheme, funding for disability support will be allocated to each eligible individual, rather than a service provider, giving people control over the support they want as well as from whom they wish to purchase that support. Under the NDIS, investment in NSW for disability supports is expected to more than double in next five years to provide supports for around 140,000 people. NSW Health is currently working with the National Disability Insurance Agency and the NSW Department of Family and Community Services to promote a seamless transition to the NDIS for people currently receiving disability services through the NSW health system. Local Health Districts (other than HNELHD and NBMLHD) will begin a phased transition starting in 2016. NSW Health is also working closely with the Department of Premier and Cabinet, the Commonwealth and other Health jurisdictions to agree on roles and responsibilities of different Agencies. Further detail on the National Disability Insurance Scheme is available at: xxxx://xxx.xxxx.xxx.xx/ Other Priority Plans and Initiatives In addition to the whole of system priorities outlined above, a number of high priority plans and initiatives are in place to assist in achieving the overarching goals and priorities of the NSW State Health Plan including: Healthy, Safe and Well: A Strategic Plan for Children, Young People and Families 2014/24. Keep Them Safe — A Shared Approach to Child Wellbeing The NSW Aboriginal Health Plan 2013-2023 National Maternity Services Plan National Primary Health Care Strateg...
Workplace culture i. Once every six (6) months, or upon request, the Company will meet with the Union at a Labor-Management meeting regarding its input, suggestions, reports, or recommendations for creating a more equitable work environment. The Company shall take good faith steps to address such input, suggestions, reports, or recommendations.
