June 2012.pdf - RCSA
June 2012.pdf - RCSA June 2012.pdf - RCSA
Association news Special Interest Groups AANRA AANRA Business Practice Certificate (Quality and Standards at AANRA) AANRA Professional Development Series meetings held in February and May 2012 focused on the areas of quality and standards. As healthcare providers require nursing agency suppliers to meet the highest standards in OHS and all aspects of service delivery, AANRA Council has concentrated on providing members with tools and information to best equip themselves to meet these expectations. The healthcare industry and regulators have identified adherence to standards and an agency’s consistency in implementing these procedures as two areas of concern in their engagement with nursing agencies. AANRA Council is addressing these areas through the development of a Business Practice Certificate that is an undertaking by AANRA members to adhere to the RCSA Code for Professional Conduct and further undertakings specific to the nursing recruitment sector. “The AANRA certification will provide members and their clients with confidence they are dealing with an AANRA member agency that adheres to the highest standards and workplace practices”, said AANRA Chair, Alan Bell. OHS Harmonisation Working Group As national harmonisation of OHS continues to rollout, AANRA has established a Working Group to provide members with insights and updates. The Working Group is currently liaising with the RCSA to put in place a customised Pre-placement Procedure and Checklist that will assist AANRA Members meet their obligations to ensure a safe working environment for nurses. The Working Group may be contacted via the AANRA Secretariat: aanra@rcsa.com.au AANRA/ANF Education The AANRA/ANF education program continues to go from strength to strength. More than fifty new modules specific to aged care are now available to AANRA members in the Aged Care Training Room. AANRA Members can access these new modules and other training at: www.onwebfast.com/anf/corp/ Amranz Shaun Hughston APRCSA, President AMRANZ, reports: I often hear this question: “Why would anyone want to work in medical recruitment” It’s a candidate-short market, with complex bureaucratic processes, and sometimes challenging to candidates and clients. The medical recruiters I know would all respond in the same way – we are making sure that the hospitals, medical centres, and remote healthcare facilities are staffed with highly skilled medical professionals. We are making a difference. Our members work with clients in both the private and public sectors. Both of these areas present challenges. In the private sector there are many smaller GP practices which struggle to remain competitive in recruitment, or to engage recruitment agencies to assist them. There are also large private healthcare and government organisations that staff remote areas such as oil rigs and island medical centres – that’s a completely different type of challenge for us as recruiters! By and large though, our best clients are also our greatest challenges. Public hospitals, of course, are where medical recruitment agencies do much of their work. They are filled with intelligent, dedicated administrators and internal recruiters who are passionate about keeping their facilities fully staffed. However, their job and our role are often challenged by government policy. As an example, towards the end of 2011, Queensland Health released a new medical recruitment policy and a recruitment agency contract along with it. In a nutshell, these policies made it the responsibility of medical recruitment agencies not only to recruit, but to manage the medical staff we place. While this may be the norm in other areas of recruitment, it is certainly difficult in our field. AMRANZ has argued that the changes will render the sector uncompetitive against other states. They were made without adequate consultation. They add to the cost of supplying locum medical services and create clinical accountability and control structures that are not demonstrated to have any positive effects on patient outcomes. In addition to this responsibility, the policy and contract gave rise to agencies being responsible for workplace safety, medical indemnity, and performance management. The medical locum model of doctor engagement is well-known and has been well documented. It has been studied and reviewed in other jurisdictions. No other state in Australia has a similar policy. AMRANZ has conveyed the concerns of our members to QLD Health and we look forward to discussing these at the earliest possible time. In the meantime, Queensland could be losing out on qualified medical staff, as alternative locations around Australia are much easier to manage from an administrative point of view. We are concerned that less doctors equals less healthcare. As President of AMRANZ, I am committed, along with our Council and Members, to ensuring that the interests of our industry are represented across Australia and NZ. This issue may be one of our greatest challenges and we are determined to work through it to achieve the best outcome for all involved. We also acknowledge the critical importance of member groups within RCSA. 36 RCSA JOURNAL
Association news New Zealand Update Meet the Minister The Hon Paula Bennett MP is New Zealand’s Minister for Social Development and Youth Affairs. Minister, could you provide some insight into how your personal background – particularly in juggling family responsibilities, work, education and training for a career – has shaped your views of employment, training and the skills required for success in the New Zealand workforce We are not one dimensional. As people, and particularly as women, we are a product of our life experiences along the way and we bring that experience to the workplace. An education is absolutely critical for our young people but I think after that the choices are individual. Some find that tertiary education works for them, and for others it’s on-the job training that fits them best. The trick is to maintain flexibility. I am also yet to see any course that replaces life experience and common sense. Prior to entering politics, your career included time in the recruitment industry. What attracted you to the industry, and what can you tell us about your experiences working in the sector I wanted to work with people and do something that was important to them and also provided reward for the effort. Recruitment fitted the bill. What we do for a living has often been described as the third most important thing in our lives after family and home. It is a privilege to work with companies and individuals and match them into the right role. I also liked being well remunerated for my success. What insights or experiences from the recruitment industry have assisted you in politics A lot! It’s all about people and relationships. In both, if you stay focused on your goal, if you have a clear plan and stick to it and if you have a passion for people then you will be successful. Do you see the recruitment industry in New Zealand having a working relationship with government departments, such as WINZ in getting people back into work If so, do you have a vision of how that relationship might work Many recruitment companies already have a relationship with Work and Income. Our industry partnerships are very important to our success in helping beneficiaries into work and I understand that ongoing discussions are taking place with the recruitment industry. Should recruitment companies be able to receive subsidies when placing people who are currently on benefits No, but there may be a subsidy that follows the beneficiary and helps offset their wage while they get up to speed. Do you think recruitment companies in the labour hire sector have a positive impact on reducing the number of people on benefits or are they just “casualising” the workforce With Pendragon as Hon Paula Bennett MP I support all types of employment – I believe there is a place for labour hire and temping. Some individuals prefer it because they feel more in control of the hours they work and they like shorter contracts. Labour hire often gives someone a foot in the door and can give them much needed experience. Do you think a “work for the dole” program would be beneficial in New Zealand to assist the long term unemployed to retrain, gain experience and better equip them to get back into the work force We currently subsidise employment for some groups of beneficiaries. The evidence around ‘work for the dole’ scheme is mixed. At the end of the day you can’t beat a real job for a real employer. The RCSA Journal would like to thank Kris Hope-Cross of Hope-Cross Consulting and Wendy Hewson of Kelly Services who facilitated this interview with the Minister. Pendragon, your ally for swift recruitment solutions As an RCSA Premium Supporter Pendragon can assist you to place the best candidates with your clients... You can offer your clients, if you don’t already: International candidate options Contractors — local and international Immigration/visa services You can offer your candidates: Contractor management support Salary packaging Immigration/visa advice 457 sponsorship options With over 15 years experience in people management we want to work with you to give your candidates and clients the best options... www.pendragon.net.au Please Talk to... Gemma (Client Relations) today on 02 9407 8700 to find out more or e-mail gemma.fowler@pendragon.net.au JUNE 2012 37
- Page 1 and 2: ecruitment and consulting services
- Page 3 and 4: Please pass on to: ________________
- Page 5 and 6: Protecting what matters most to you
- Page 7 and 8: Here’s the story so far First, we
- Page 9 and 10: 2012 RCSA GALA BALL & Awards Nick M
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- Page 13 and 14: focus: RECRUITMENT AT THE SPEED OF
- Page 15 and 16: 2012 RCSA INTERNATIONAL CONFERENCE
- Page 17 and 18: international comment Ciett Report
- Page 19 and 20: international comment My dad is big
- Page 21 and 22: BUSINESS MANAGEMENT ISSUES retired
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Association news<br />
New Zealand Update<br />
Meet the Minister<br />
The Hon Paula Bennett MP<br />
is New Zealand’s Minister<br />
for Social Development<br />
and Youth Affairs.<br />
Minister, could you provide some insight<br />
into how your personal background –<br />
particularly in juggling family responsibilities,<br />
work, education and training for a career –<br />
has shaped your views of employment,<br />
training and the skills required for success<br />
in the New Zealand workforce<br />
We are not one dimensional. As people,<br />
and particularly as women, we are a product<br />
of our life experiences along the way and we<br />
bring that experience to the workplace. An<br />
education is absolutely critical for our young<br />
people but I think after that the choices are<br />
individual. Some find that tertiary education<br />
works for them, and for others it’s on-the job<br />
training that fits them best. The trick is to<br />
maintain flexibility. I am also yet to see any<br />
course that replaces life experience and<br />
common sense.<br />
Prior to entering politics, your career<br />
included time in the recruitment industry.<br />
What attracted you to the industry, and<br />
what can you tell us about your experiences<br />
working in the sector<br />
I wanted to work with people and do<br />
something that was important to them and<br />
also provided reward for the effort. Recruitment<br />
fitted the bill. What we do for a living has<br />
often been described as the third most<br />
important thing in our lives after family and<br />
home. It is a privilege to work with companies<br />
and individuals and match them into the<br />
right role. I also liked being well remunerated<br />
for my success.<br />
What insights or experiences from the<br />
recruitment industry have assisted you<br />
in politics<br />
A lot! It’s all about people and relationships.<br />
In both, if you stay focused on your goal, if<br />
you have a clear plan and stick to it and if<br />
you have a passion for people then you will<br />
be successful.<br />
Do you see the recruitment industry in New<br />
Zealand having a working relationship with<br />
government departments, such as WINZ in<br />
getting people back into work If so, do you<br />
have a vision of how that relationship might<br />
work<br />
Many recruitment companies already have<br />
a relationship with Work and Income. Our<br />
industry partnerships are very important to<br />
our success in helping beneficiaries into work<br />
and I understand that ongoing discussions<br />
are taking place with the recruitment industry.<br />
Should recruitment companies be able to<br />
receive subsidies when placing people who<br />
are currently on benefits<br />
No, but there may be a subsidy that follows<br />
the beneficiary and helps offset their wage<br />
while they get up to speed.<br />
Do you think recruitment companies in the<br />
labour hire sector have a positive impact on<br />
reducing the number of people on benefits<br />
or are they just “casualising” the workforce<br />
With Pendragon as<br />
Hon Paula Bennett MP<br />
I support all types of employment –<br />
I believe there is a place for labour hire and<br />
temping. Some individuals prefer it because<br />
they feel more in control of the hours they<br />
work and they like shorter contracts. Labour<br />
hire often gives someone a foot in the door<br />
and can give them much needed<br />
experience.<br />
Do you think a “work for the dole” program<br />
would be beneficial in New Zealand to assist<br />
the long term unemployed to retrain, gain<br />
experience and better equip them to get<br />
back into the work force<br />
We currently subsidise employment for<br />
some groups of beneficiaries. The evidence<br />
around ‘work for the dole’ scheme is mixed.<br />
At the end of the day you can’t beat a real<br />
job for a real employer.<br />
The <strong>RCSA</strong> Journal would like to thank<br />
Kris Hope-Cross of Hope-Cross Consulting<br />
and Wendy Hewson of Kelly Services who<br />
facilitated this interview with the Minister.<br />
Pendragon, your ally for swift recruitment solutions<br />
As an <strong>RCSA</strong> Premium Supporter Pendragon can<br />
assist you to place the best candidates with your<br />
clients...<br />
You can offer your clients, if you don’t already:<br />
International candidate options<br />
Contractors — local and international<br />
Immigration/visa services<br />
You can offer your candidates:<br />
Contractor management support<br />
Salary packaging<br />
Immigration/visa advice<br />
457 sponsorship options<br />
With over 15 years experience in people<br />
management we want to work with you to give<br />
your candidates and clients the best options...<br />
www.pendragon.net.au<br />
Please Talk to... Gemma (Client Relations) today on 02 9407 8700 to find out more or e-mail gemma.fowler@pendragon.net.au<br />
JUNE 2012 37
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