St Vincent’s Health Australia employs more than 19,000 people across over 30 locations. Providing a workplace which allows our staff to
flourish and make individual contributions to our overall Mission is integral to our enVision2025 strategy.
One of our ongoing challenges under the strategy is providing staff with a safer workplace. However, each year we have improved our performance
and that has continued over 2017-18.
We use Lost Time Injury Frequency Rate (LTIFR) as a measure of workplace safety because it is a universal yardstick for any full working day,
or shift, lost to injury. Another key indicator is how many hazards have been identified because it prevents injuries occurring.
The tables below show the journey St Vincent’s has experienced between 2013 and 2018; from when we commenced this change in our culture,
through to the past 12 months.
Lost Time Injury Frequency Rate (LTIFR), April 2013
||Last 12 months
Lost Time Injury Frequency Rate (LTIFR), June 2018
||Last 12 months
(% increases since 2013)
Over five years the change has been dramatic. But we know we can do even better and next year every facility has plans in place to make their workplace
This year has also seen a major transformation in the way we provide education and training across St Vincent’s. We have implemented a learning
management platform through Workday that provides consistency in approach, group-wide learning programs, and robust reporting-on-learning activity.
Our Learning and Development strategy – which was updated in October 2017 – identifies technology as a key enabler, providing a platform to
support growth and enhancement of learning programs.
In the past, facilities used several different legacy systems to manage and report on learning. As a result, reporting within facilities was
inconsistent and organisation-wide reporting was impossible. There were a total of 11,679 courses, many of which were outdated and stored in legacy systems. Facility learning teams also worked independently with a large amount of duplicated effort.
Under our current Learning and Development strategy, all divisions use Workday Learning to manage and report on learning; a single platform
provides on-demand reporting across the entire organisation; the number of courses available has been reduced to 458, all of which are relevant,
current and accurate; 94 separate local courses have been consolidated into a suite of 15 newly-developed SVHA online courses that provide
consistent learning for all staff, no matter which facility they work in; and the learning function operates as a collaborative group, working
together to enhance the quality of the learning on offer, and increasing the level of consistency in approach across SVHA.
St Vincent’s Health Australia is deeply committed to providing employment opportunities to Aboriginal and Torres Strait Islanders and is a
signatory to the Commonwealth Government’s Employment Parity Initiative.
At the end of the 2017-18 financial year, St Vincent’s Health employed 148 Aboriginal and Torres Strait Islander staff across our
facilities – hospitals, aged care, and in our Group Office.
As the table below shows, we are roughly on track to meet our employment targets for Aboriginal and Torres Strait Islanders in our
aged care and private divisions, however, despite our best efforts, we are behind in our public hospitals.
In the year ahead we need to improve our retention and cultural support among new Aboriginal and Torres Strait Islander employees;
and forge closer connections with organisations producing First Nations graduates who are ready to take on clinical roles, such as nursing.
Aboriginal & Torres Strait Islander Staff Current & Proposed Targets for 2018/2019
||As at 21 Aug 2018
||Target 30 June 2018
||Target 30 June 2019