ramsay australia workforce report...3 ramsay australia workforce report 2015 our strong focus on...
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Ramsay Australia Workforce ReportHuman Resources / 2015
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3 Overview
3 Scope
3 Key Performance Indicators
4 Majorinitiativesandachievementsinfiscalyear2014
Contents
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3 Ramsay Australia Workforce Report 2015
Ourstrongfocusonpeopleisembeddedthroughouttheorganisation’sethosofPeopleCaringforPeople,andthisisrepresentedbyauniquecultureandasetofvaluescollectivelyknownas“TheRamsayWay”.Asalargeemployer,ensuringasustainableworkforceofapproximately27,000iskeytoachievingourgoalsandwemustensurethatourworkplacerelationsstrategiesand management practices support and enhance the deliveryofhighqualityhealthcareservices.
ScopeTheNational,StateandSiteHRteamsplan,developanddeliveranarrayofservicesandproductsforallfacilitiesandworkplacesofRamsayHealthCareAustralia.Thisincludes:
Thisincludes:
DevelopmentofHRsystems,policiesandproceduresusingclearstandardsandguidelines;
Education,instructionandadviceonHRmanagement practice and appropriate action whendealingwithworkforceissues;
Establishingperformancestandardsandtargetsfortheworkforce,andmonitoringorganisationalperformance;
Ensuringcompliancewithindustrialregulationsandgoodfaithbargaininginallindustrialsituationsincludingbothindividualandcollectivebargaining;
Monitoringorganisationalcultureandengagementoftheworkforceandsupportingbothstaffandmanagementincontinuouslyseekingwaystoengagestaff;and
Developmentandimplementationoflearninganddevelopment(L&D)initiativesthatsupportgrowthofboththeorganisationandindividualswhilstalso,throughmandatorytrainingrequirements,ensuringcompliancewithrelevantpolicies,practicesandlegislative/regulatoryrequirements.
Key Performance Indicators• Employeeturnover
• Employeeabsenteeism
• Traininganddevelopment:100%mandatorytrainingcompliance,graduate/traineerecruitmenttargets,clinicalplacementnumbers,interntraining,totalL&Dspendasa%oftotallabourcosts
• CompliancewiththeWorkplace Gender Equality Act 2012
• Mitigationofindustrialaction&reductioninnumberofbullying/harassmentoradverseactionclaims.
Overview
RamsayHealthCarerecognisesthatitsemployeesareessentialtoitssuccessandaccordingly,strivesforexcellenceandcontinuousimprovementindeliveryofworkplacepracticestopromoteapositive,harmoniousandproductiveworkplacewherepeopleliketowork.
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4 Ramsay Australia Workforce Report 2015
MyTimeimplementationMyTimeisRamsay’snewtimeandattendancesystemandisasingleconvenientonlinesystemthatimprovesoncurrentpayrollandHRprocesses,eliminatingpapertimesheetsandrosterstoachieveanewlevelofefficiencyandaccuracy.TheMyTimeprojectcontinuestorolloutthroughoutAustraliaandinJuly2015,59hospitals(17,356employees)wereliveandbeingpaidonMyTime.
EmployeeturnoverRamsayHealthCare’semployeeturnoverhasremainedsteadyat9.85%,wellbelowtheCompany’sKPIof14%.“Onboardplus”aprogramthatincludesdetailedscreening,interviews,scheduleddebriefsandregularreviewsaimedatimprovingturnoveroutcomes,continues toplayanimportantroleinthelowturnoverrate.
EmployeeabsenteeismTheCompanyinvestsheavilyinstaffwellnessprograms,employeebenefitsandflexibleworkingarrangementswhichcontributetolowabsenteeismrates.Therehavebeennoindustrialdisputesresultinginemployeeabsenteeism.Absenteeismremainsstableat4.13%.
Major initiatives and achievements in fiscal year 2014
% Turnover % Absenteeism
5.00
4.00
3.00
2.00
1.00
0
20.00%
15.00%
10.00%
5.00%
0.00%
2011 2012 2013 2014 2015 2011 2012 2013 2014 2015
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Learning&DevelopmentRamsayHealthCareiscommittedtotheongoingtrainingofourexistingemployeesandinvestsinthefutureworkforceofAustraliathroughtrainingofstudentsandgraduates.
RamsayHealthCarehasarobusteducationand training program across the company and has many stronglinkswiththeTertiarySectorinrelationtoeducation.Ourcommitmenttotraininganddevelopmentisevidencedinthefollowingways:
Employmentofdedicatededucatorsinallfacilities
Investmentingraduatenursingprograms(EN&RNgraduatewages)atacostof$27million
AccreditedSpecialistDoctortraining–over170medicalregistrarshiredin2014-15atacostof$6.4million
39,476clinicalplacementdaysofferedtostudentnurses&midwives
1573enrollednursestrainedinpartnershipwithTAFEin2015
Strong use of trainees and apprentices throughout the organisation
Continuedinvestmentin,andownershipof,aRegisteredTrainingOrganisation(RTO)calledthe“RamsayTrainingInstitute”
Studyleaveandeducationsupportprovidedtoemployees–$4.874million.
TheRamsayTrainingInstituteTheRamsayTrainingInstitute(“RTI”)offersawiderange of education programs for new and existing staff.TheRTIhaseducationprogramsinplacewhichincludeanumberofscholarshipsforfullysubsidisedexternaltertiarytraining,diplomaandcertificatetrainingprogramsruninconjunctionwithTAFEandothertertiaryinstitutions,aswellasanumberofin-housetraininganddevelopmentprogramsandacomprehensivee-learningprogramforarangeofcompulsorytrainingmodulesforallstaff.
TheRTIhasanannualbudgetof$1.1milliontoproduceanddelivermandatoryandotherspecialisttrainingtoallRamsayHealthCarefacilitiesinAustralia.ThefollowingisabreakdownoftrainingundertakenbyemployeesthroughtheRTIinthelasttwelvemonths.
Modulescompleted
Totalwagescost to
undertake
Mandatory training 172,286 $5.32million
Orientation 62,842 $1.93million
Professionaldevelopment 12,178 $501,616
Managementdevelopment 1,921 $79,125
TOTAL 249,227 $7.83million
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6 Ramsay Australia Workforce Report 2015
RegisteredNurseUK TransferProgramRamsayhaslaunchedaninnovativepilotprogramforregisterednursesemployedintheAustralianbusinesstotransfertoRamsayUKandworkinahospitalinEnglandforaperiodofuptotwoyearsandreturntoAustralia.Thisprogrambringstogetheraglobalvision,allowingthetwocountriestoworktogethertosolvearesourcesdeficitandutilisesskilledresourcesthatmayotherwisebesurplus.
Theprogramprovidesanopportunityforourgraduatenursestogainvaluableexperienceandadvancetheirnursingcareersinadynamicway.
Graduate recruitmentRamsayHealthCarehasacomprehensivegraduateeducationprograminplacewhichresultedinthehiringofover539graduatenursesandmidwivesinAustraliain2015.Thisdevelopmentprogramisruninallstateswhereweoperateandourabilitytohiregraduatesislimitedonlybyourabilitytoaccommodatethemwithinabalancedhealthcaremodel.Wagesforgraduatenursesandmidwivesinourfacilitiesin2015totalledover$27million.
RamsayHealthCarealsopartnerswiththeDepartmentofHealthandAgeingtodirectlyemploymedicalgraduatesinourfacilities.During201557medicalgraduateswereemployedand95medicalgraduatepositionsareprojectedtobeavailablefor2016.Theemploymentofmedicalgraduatesinprivatehospitalsisanewinitiativeasinthepast,graduatesgenerallyneededtoworkinalargepublichospitalinordertomeettherequirementsoftheirtraining.
WearehopingtocontinuetogrowthenumberofRamsayHealthCarefacilitieswhichwilldirectlyemploymedicalgraduates.Wealsosupportmedicalgraduatesemployedbythepublichealthsystembyprovidingopportunitiesforrotationsthroughprivatehospitals.
Workforcediversity,genderequalityandequalopportunityLeadershipequalityandgenderdiversityisevidentthroughoutRamsayHealthCare.Someofthemeasuresin placetopromotegenderequalitywithinthecompanyare:
• Flexibleworkingpractices
• Job-sharing
• Purchasedannualleave
• Paidparentalleave
• On-sitechildcarefacilities(somehospitals)
Therepresentationofwomenthroughouttheorganisationisstrong.In2015womencomprised82%ofemployeesthroughouttheGroup.Womenoccupy16.7%ofseniorexecutivepositions1and53%of senior management positions2.Thesefiguresdonotreflecttheleveloffemalemanagementrepresentationinourhospitalfacilitiesas60%ofallAustralianseniormanagementpositionsarecurrentlyheldbywomen,whichisexceptional.
InApril2015ourfirstfemaledirectorswerewelcomedtotheBoard;PatriciaAkopiantzandMargaretSeale,meaningthatwomennowcomprise20%oftheRamsayHealthCareBoard.
Ramsayreceivedthe2015WorkforceGenderEqualityAgency(WGEA)noticeofcomplianceaftersubmittingtheWGEA2015Report(publiclyavailablehere)andis committed to ongoing initiatives to improve gender equalityintheworkplace.
1 SeniorexecutivepositionsarethosereportingdirectlytoChrisRex,CEOandManagingDirector
2 Seniormanagementpositionsarethosemanagersuptotwolevelsbelowtheseniorexecutivepositions
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7 Ramsay Australia Workforce Report 2015
Ramsayhasa“50Plus”programwhichrecognisesandrewardsthecontributionofourexperiencedworkforce,whichisessentialfordeliveryofcomplexhealthservices.Traineesprogramsandapprenticeshipsareencouragedandsupportedandcontributetoyouthemployment.
Additionally,thecompanyhasover1073sponsoredoverseasemployeesworkinginavarietyofclinicalroles,aswellas57overseasmedicalinternstrainedinourhospitals,whichevidencesbothourcommitmenttodiversityandourcommitmenttotrainingAustralia’sfuturehealthcareworkforce.
WorkplacerelationsTherehasbeennoindustrialactionforthelastnineyearsatRamsayHealthCare,despiteneedingtocloseanumberofdepartmentswithinsmallerfacilitiesduetochangingoperationalneedsorreducingservicedemandsinspecificareas.TherehasbeensignificantrationalisationofthenumberandcomplexityofindustrialinstrumentsusedatRamsayinordertosimplifyinterpretation,createsomeconsistencyintermsandtoensurealignmentwithchangingModernAwardsandnewNationalEmploymentStandards.During2015,RamsayhastakenactiontoaddressarangeofparticularlabourissuesincludinglimitingemployeesworkingexcessivehoursbyrationalisingemploymentcontractswhereemployeeswereworkingmultiplerolesacrossdifferentRamsayownedfacilities.
Grievances and workplaceissuesThereareabroadrangeofpoliciesandguidelinesavailabletomanagelabourforceissuesandtogiveemployeesaclearpathwayforengagingwithmanagementand/ortoraisegrievances.Managersare trained in the use of the Performance Management systematRamsayHealthCareandemployeeshaveaccesstotheDisciplinaryGuidelinesbywhichpoorperformanceand/orbehaviourstandardsareenforced.Additionally,thereisaNationalHRServicesTeamwhichoperatesasaHR“Helpdesk”todeliverworkplacerelationsadvice,supportandcoachingtomanagersandstafftoassistintheresolutionofperformancemanagement,disciplinarymatters,grievancesandcomplaints.TherearealsoStatebasedEmployeeRelationsexpertswhoaredeployedtofacilitiesineachstatetodeliverannualtrainingprogramsincludingcomprehensiveperformancemanagementprograms,aswellasresolvinganyescalateddisputesorconflict.
RamsayhasengagedDeloittestoprovideanexternalWhistleblowerHotlineforemployeecomplaintsandareescalatedtoaRamsayBoardmemberandamemberoftheExecutiveManagementteamforinvestigation.ThereisalsoacomprehensivestaffEAPprogramwhichprovidesconfidentialcounsellingusingqualified,independentproviders,whichisavailabletostaffandtheirfamiliesforanyworkorpersonalrelatedissuestheymaybeexperiencing.
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Staff satisfaction and engagement indicatorsFollowingthe2014nation-wideStaffSatisfactionSurvey,Ramsayfacilitiesimplementedactionplanstoensureeachfacilitycouldmaintainorimprovetheirtopstrengthsaswellasaddressanypoorperformanceareasorspecificemployeeannoyances.RamsaycontinuestomonitorstaffsatisfactionandengagementandmultiplechannelsareavailableforemployeestosharetheirthoughtsaboutworkingwithRamsay(performancereviewprocess,exitinterviewsandsurveys).
EmployeeshareschemeThepurposeoftheEmployeeShareSchemeistoprovidelong-servingstaffwiththeopportunitytoacquireanownershipinterestinRamsayandhasbeenofferedforthe3rdsuccessiveyeartoeligiblestaff.Theschemehasbeenahugesuccessandverywellreceivedwithmorethan13,000employeesthatshareinthefinancialfuture atRamsay.
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www.ramsayhealth.com.au 0310RH
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