PCD Strategy Evaluation 2007.pdf - NT Health Digital Library ...
PCD Strategy Evaluation 2007.pdf - NT Health Digital Library ... PCD Strategy Evaluation 2007.pdf - NT Health Digital Library ...
education as well as industry based training. Therefore a quick review of markers for the qualityof the education system such as the number of children attaining the NT Certificate of Education,literacy levels and retention data, and employment levels is provided below.Indigenous unemployment ratesThe national unemployment rate of Indigenous Australians is about 18 per cent, three times thenational average of six per cent (51) . Between 1996 and 2001 the unemployment rate of 15-24year olds in the NT improved from 23.3 per cent in 1996 to 18.7 per cent in 2001, double thenon-Indigenous rate (3) . However, of the 81 per cent employed, 49 per cent were employedunder the Community Development Employment Program (CDEP) (3) . Remote areas provide muchless access to employment and most Indigenous people work for the CDEP program.Literacy benchmarksThere is a clear gradient in achievements of NT Indigenous and non-Indigenous studentsachieving the 3 rd Grade National Literacy Benchmark, which worsens with remoteness andIndigenousness between 2001-2005 (3) . In 2005 approximately 90 per cent of non-Indigenousstudents achieved the benchmark compared with 48 per cent in remote locations and only 21 percent in very remote locations (3) .Educational AttainmentEstablishing a common approach to training with the Department of Employment, Education andTraining and Community Development, Sport and Cultural Affairs was identified as a key strategyin Building Healthy Communities (23) . In 2007 there is evidence of a joint approach in theconvening of the CDN Chronic Disease Conference between the Education Dept and theNTDH&CS, with initiatives from the Planning Authority.3.2.2.1 What Indigenous Employment opportunities exist?The Building Healthier Communities Policy identified a number of goals in relation to a whole ofgovernment approach to improving educational and employment opportunities for the Indigenouspopulation. In particular it indicated a desire to improve the status of, and access to jobs forAboriginal people within NTDH&CS (23) . This was to be achieved through an Aboriginalemployment and career development package based on the Indigenous Employment and CareerDevelopment Strategy 2002-2006. It aimed to address the critical under-representation of ATSIpeople within the NT public sector workforce by providing a range of appropriate restructure,Chapter 3: Progress Against PCDS Objectives – Evaluation of the NT Preventable Chronic Disease Strategy 2007 38
career development, and retention initiatives. This included the collection of data aboutemployment of Indigenous public sector staff.In 2002 Indigenous Territorians made up 28 per cent of the total NT population yet only 4.8 percent of the public sector workforce (52) . The 2005 Office of the Commissioner of PublicEmployment (OCPE) reported that from 2002 to 2005, the numbers of Indigenous employees inthe public sector increased to 6.9 per cent. Indigenous employees in the Health and CommunityServices sector are reported to have increased from 161 in 2002 to 351 in 2005 (4) . Of whom 130are listed as Aboriginal Health Workers and 15 as Indigenous Nurses. As this was a new datacollection process it is difficult to assess how many of these were „new‟ positions rather than animprovement in data, which is reliant on employees to enter.Figure 3.2 Percentage of Indigenous employees for large agencies May 2002-December 2005 (52) .In 2007, the Indigenous Employment Strategy is under review. Investigation into the number ofnew Indigenous positions and their breakdown revealed that while the information was collectedvia the Person Information Payroll System, it may not be accurate (53) . This was due to at least 30per cent of NTDH&CS staff not completing this section of the system.During interviews with stakeholders, services were asked if new Indigenous positions had beencreated as a result of chronic disease initiatives. Staff from the NTDH&CS could not identify anynew Indigenous positions that had been created in the PCD program. However two newAboriginal Health Worker positions were created using S100 money. These were, for a level 4health workers, one in Alice Springs and one in Groote Eylandt. Aboriginal Health WorkerChapter 3: Progress Against PCDS Objectives – Evaluation of the NT Preventable Chronic Disease Strategy 2007 39
- Page 5 and 6: 6.6 Indigenous workforce 996.7 Prev
- Page 7 and 8: List of AbbreviationsABCDACCHOsACIC
- Page 9 and 10: ACKNOWLEDGEMENTSWe would like to ac
- Page 11 and 12: However the extraordinary number of
- Page 13 and 14: the establishment of the Sunrise He
- Page 15 and 16: RECOMMENDATIONSGeneral recommendati
- Page 17 and 18: Exploration of joint funding arrang
- Page 19 and 20: CHAPTER 1. INTRODUCTION1.1 Backgrou
- Page 21 and 22: Choosing the 5 chronic conditionsTh
- Page 23 and 24: Table 1.1Key Result Areas + Best Bu
- Page 25 and 26: prior to the launch of NTPCDS, such
- Page 27 and 28: Year * Action Outcome1999 S NT Prev
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- Page 31 and 32: CHAPTER 2.EVALUATION METHODOLOGYThe
- Page 33 and 34: 2.2 Evaluation StagesThe NTPCDS eva
- Page 35 and 36: chronic disease activities funded t
- Page 37 and 38: internal project team. It was very
- Page 39 and 40: Situation at Baseline1. The Guideli
- Page 41 and 42: 3.1.2 Patient information and recal
- Page 43 and 44: Ferret Miwatj, Numbulwar, Marngarr,
- Page 45 and 46: Medicare information is not for pub
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- Page 49 and 50: What orientation and ongoing traini
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- Page 55: Assessment against objectiveMost se
- Page 59 and 60: are. Indigenous employment is NTDH&
- Page 61 and 62: NTDH&CS Programs that encourage Hea
- Page 63 and 64: 2002 Aboriginal and Torres Strait I
- Page 65 and 66: delivering any prevention and healt
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- Page 69 and 70: 1 x AHW Central Australia 2001 S100
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- Page 73 and 74: Identifies priority practices to in
- Page 75 and 76: There has been a significant growth
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- Page 79 and 80: The level of funding provided by th
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- Page 83 and 84: The diabetes education teams at HLN
- Page 85 and 86: maintenance group for people with l
- Page 87 and 88: Rebates for participating or arrang
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- Page 93 and 94: improvements have been made to serv
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career development, and retention initiatives. This included the collection of data aboutemployment of Indigenous public sector staff.In 2002 Indigenous Territorians made up 28 per cent of the total <strong>NT</strong> population yet only 4.8 percent of the public sector workforce (52) . The 2005 Office of the Commissioner of PublicEmployment (OCPE) reported that from 2002 to 2005, the numbers of Indigenous employees inthe public sector increased to 6.9 per cent. Indigenous employees in the <strong>Health</strong> and CommunityServices sector are reported to have increased from 161 in 2002 to 351 in 2005 (4) . Of whom 130are listed as Aboriginal <strong>Health</strong> Workers and 15 as Indigenous Nurses. As this was a new datacollection process it is difficult to assess how many of these were „new‟ positions rather than animprovement in data, which is reliant on employees to enter.Figure 3.2 Percentage of Indigenous employees for large agencies May 2002-December 2005 (52) .In 2007, the Indigenous Employment <strong>Strategy</strong> is under review. Investigation into the number ofnew Indigenous positions and their breakdown revealed that while the information was collectedvia the Person Information Payroll System, it may not be accurate (53) . This was due to at least 30per cent of <strong>NT</strong>DH&CS staff not completing this section of the system.During interviews with stakeholders, services were asked if new Indigenous positions had beencreated as a result of chronic disease initiatives. Staff from the <strong>NT</strong>DH&CS could not identify anynew Indigenous positions that had been created in the <strong>PCD</strong> program. However two newAboriginal <strong>Health</strong> Worker positions were created using S100 money. These were, for a level 4health workers, one in Alice Springs and one in Groote Eylandt. Aboriginal <strong>Health</strong> WorkerChapter 3: Progress Against <strong>PCD</strong>S Objectives – <strong>Evaluation</strong> of the <strong>NT</strong> Preventable Chronic Disease <strong>Strategy</strong> 2007 39
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