Chief Executive Officer Northern Adelaide Local Health Network

CANDIDATE INFORMATION PACK

CHIEF EXECUTIVE OFFICER NORTHERN ADELAIDE LOCAL HEALTH NETWORK

CANDIDATE INFORMATION PACK Chief Executive Officer Northern Adelaide Local Health Network

TABLE OF CONTENTS

Northern Adelaide Local Health Network 3

Chief Executive Officer 5

Employment Terms & Conditions 6

How to Apply 8

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CANDIDATE INFORMATION PACK Chief Executive Officer Northern Adelaide Local Health Network

NORTHERN ADELAIDE LOCAL HEALTH NETWORK

Northern Adelaide Local Health Network (NALHN) was established in 2011 and provides health care for around 345,000 people living in the northern metropolitan area of Adelaide as well as providing a number of state- wide services, and services to those in regional areas. More than 4,200 skilled staff provide high quality patient care, education, research and health promoting services. The LHN includes some of the least affluent parts of the state. As a whole, residents of NALHN rate lower on population health measures than residents of other LHNs and are also more likely to have chronic disease or risk factors for chronic disease.

In the last 2 years or so, NALHN has developed strong Clinical Directorate structures. Strategically this has been about implementing the Single Service, Multiple Site model with services being amalgamated across campuses to create single services.

NALHN provides a range of acute and sub-acute health services for people of all ages including the following:

• Lyell McEwin Hospital • Modbury Hospital • Mental Health Services • Ambulatory and Primary Health Care Services

NALHN Mental Health

NALHN has a comprehensive range of public mental health services for youth, adults and older people in northern Adelaide. Services are provided through community health centres and hospitals, and to consumers in their own homes.

Lyell McEwin Hospital

The Lyell McEwin Hospital (LMH) is a 336-bed specialist referral public teaching hospital which has links to the University of Adelaide, University of South Australia and Flinders University. Forming part of the Northern Adelaide Local Health Network, LMH provides a full range of high-quality medical, surgical, diagnostic, emergency and support services.

Modbury Hospital

Modbury Hospital, in conjunction with the Lyell McEwin Hospital (LMH), forms the NALHN acute and community services and has consistently built a strong reputation for providing well-rounded training in a community hospital.

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CANDIDATE INFORMATION PACK Chief Executive Officer Northern Adelaide Local Health Network

Modbury Hospital is a 174-bed, acute care teaching hospital that provides inpatient, outpatient and emergency services to a population living primarily in Adelaide’s north-eastern suburbs.

KEY DATA

Staffing ~4200

Annual Budget ~$800M

Useful Links NALHN Annual Report 2016-17 NALHN Research SA Health

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CANDIDATE INFORMATION PACK Chief Executive Officer Northern Adelaide Local Health Network

CHIEF EXECUTIVE OFFICER

KEY CHALLENGES

Key challenges associated with the role include:

1. Ensuring effective financial management and operational effectiveness 2. Managing service demand because of rapid population growth 3. Readiness for the appointment of, and accountability to, a Board for NALHN 4. Ensuring increased clinician involvement in decision making within the LHN 5. Networking with the Department of Health and other LHN CEOs within a State-wide integrated system 6. In the context of Commissioning and in consultation with the Department of Health and other LHNs, revising service delivery models, service locations and service management structures to maximise quality of outcomes, resource utilisation, efficiency and standards of training and professional development 7. Building relationships with the University, PHNs, NGOs and similar critical organisations 8. Oakden Nursing Home Senate Enquiry and ICAC aftermath will require strategic leadership 9. Development of a NALHN workforce plan to attract and retain quality staff 10. Managing the Lyell McEwen and Modbury redevelopments

THE PERSON

The incumbent will show demonstrated experience and ability in the following:

1. Strong leadership and change agent ability and capacity to motivate and inspire 2. Capacity to effectively liaise and collaborate with key stakeholders including the community, the Department, other LHNs, Universities, NGOs, PHNs 3. Ability to form linkages across primary and acute care 4. Proven ability to analyse and conceptualise problems and formulate and execute solutions and negotiate successful outcomes 5. Proven communication and influencing skills with a wide range of audiences on a range of sensitive and complex issues 6. Proven ability to negotiate at senior levels of government and private industry 7. Ability to be innovative and enterprising 8. Experience in providing leadership to a complex multidisciplinary organisation in a climate of continuing change and fiscal responsibility 9. A demonstrated awareness of the political and socio-economic sensitivities that impact on the planning, development, funding, delivery and management of health services

Please see a more comprehensive list provided in the Position Description.

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CANDIDATE INFORMATION PACK Chief Executive Officer Northern Adelaide Local Health Network

EMPLOYMENT TERMS & CONDITIONS

CLASSIFICATION SAES 2 level

APPOINTMENT / TERM Contract / Up to 5 years

PRE-EMPLOYMENT PROBITY CHECKS

Information on a person’s suitability for appointment is obtained for all appointments. Potential appointees will be asked whether there are any reasons why they should not be appointed such as: Information on a person’s criminal history and other associated probity checks will be sought from those candidates whose application has progressed to shortlisting for interview.

Applicants unsure about the definition of disclosable criminal convictions or status of any criminal conviction may wish to seek legal advice in responding to the probity check questions. (A ‘disclosable’ conviction is one that is recorded by the court and has not been rehabilitated or spent under the Criminal Law (Rehabilitation of Offenders) Act 1986 and, in the case of Commonwealth convictions, the Crimes Act 1914 (Commonwealth), and does not breach the confidentiality provisions of the Youth Justice Act 1992.)

SA HEALTH

• It is mandatory that no person, whether or not currently working in SA Health, will be eligible for appointment to a position in SA Health unless they have obtained a satisfactory Background Screening and National Criminal History Clearance.

• Prescribed Positions under the Children’s Protection Act (1993) must obtain a satisfactory Background Screening and National Criminal History Clearance through the Screening and Licensing Unit, Department for Communities and Social Inclusion.

• Background Screening and National Criminal History Clearances must be renewed every 3 years thereafter from date of issue for ‘Prescribed Positions’ under the Children’s Protection Act 1993 (Cth) or ‘Approved Aged Care Provider Positions’ as defined under the Accountability Principles 1998 made in pursuant to the Aged Care Act 2007 (Cth).

• Depending on work requirements the incumbent may be transferred to other locations across SA Health to perform work appropriate to classification, skills and capabilities either on a permanent or temporary basis subject to relevant provisions of the Public Sector Act 2009 for Public Sector

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CANDIDATE INFORMATION PACK Chief Executive Officer Northern Adelaide Local Health Network

employees or the SA Health (Health Care Act) Human Resources Manual for Health Care Act employees.

• The incumbent may be required to participate in Counter Disaster activities including attendance, as required, at training programs and exercises to develop the necessary skills required to participate in responses in the event of a disaster and/or major incident.

HANDLING OF OFFICIAL INFORMATION

By virtue of their duties, SA Health employees frequently access, otherwise deal with, and/or are aware of, information that needs to be treated as confidential.

SA Health employees will not access or attempt to access official information, including confidential patient information other than in connection with the performance by them of their duties and/or as authorised.

SA Health employees will not misuse information gained in their official capacity.

SA Health employees will maintain the integrity and security of official or confidential information for which they are responsible. Employees will also ensure that the privacy of individuals is maintained and will only release or disclose information in accordance with relevant legislation, industrial instruments, policy, or lawful and reasonable direction

SA HEALTH WHITE RIBBON

SA Health has a position of zero tolerance towards men’s violence against women in the workplace and the broader community. In accordance with this, the incumbent must at all times act in a manner that is non- threatening, courteous, and respectful and will comply with any instructions, policies, procedures or guidelines issued by SA Health regarding acceptable workplace behaviour.

SA HEALTH PUBLIC SECTOR CODE OF ETHICS

View the Code of Ethics for South Australian Public Sector, Policies and Procedures and legislative requirements that must be complied with by the incumbent.

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CANDIDATE INFORMATION PACK Chief Executive Officer Northern Adelaide Local Health Network HOW TO APPLY

The closing date for applications is Friday 8 June 2018 The reference number to include in your application is H18_2757

For a confidential discussion, please contact Principal Consultant, Kevin Hardy:

M: +61 (0)412 131 334 E: [email protected]

Please submit application documentation to Search Coordinator, Jane Mather:

T: +61 (0)2 9900 0113 E: [email protected]

Your application must include:

1. Completed HGI Application Form 2. Cover letter addressed to the search consultant; 3. A written response addressing “The Person” key selection criteria, found on page 5; and 4. An up to date copy of your Curriculum Vitae

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REFEREES

You will need to provide details of three (3) professional referees. To do so, complete the relevant fields in the Candidate Profile. You should carefully consider who you select to approach to provide reference advice. Your current manager must be included. It is customary for referee reports to be requested after interview and if you are the preferred candidate, your permission will be requested prior to contacting your referees.

PERSONAL INFORMATION

HGI complies with the Privacy Act 1988 (Cth), all applications are treated by HGI in strict confidence, however in submitting an application you are extending permission to share your application with the Selection Panel.

Personal Information will be used to assess your suitability for appointment to this position. As part of the selection process, personal information will be dealt with in accordance with HGI’s Privacy Policy and the Information Privacy Act 2009.

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POSITION DESCRIPTION

POSITION DETAILS

Position Title: Chief Executive Officer Northern Adelaide Local Health Network

Type of Appointment: Contract Classification: SAES 2 level

Date Created: April 2011 Term: up to 5 years Date Revised: July 2014

CONTEXT AND PURPOSE

The Chief Executive Officer (CEO) is accountable to the Chief Executive, Department for Health and Ageing for the planning, leadership, corporate functions, organisational operations and overall performance of the public health system for the Northern Adelaide Local Health Network (NALHN) and as part of the whole South Australian health system.

The position will be required to support the achievement of the strategic aims and the relevant Health Plan’s consistent with government policy, state-wide priorities and directions and identified population needs.

Further the position is required to provide leadership to planning, services and programs to promote, maintain and restore the health of the community. This is particularly important within the context of a changing health service delivery and infrastructure development profile associated with the SA Health Services Plan and the focus on transforming the health system in South Australia.

The CEO will promote the integration and appropriate design of services delivery models in collaboration with other Local Health Networks, develop and maintain a population and primary health care approach and work towards the coordination across the continuum of care within an environment of continuous improvement and open consultation.

They will ensure health services including health promotion, early intervention and illness prevention are planned, delivered and monitored according to the needs of the population, availability of resources and to achieve optimal health outcomes.

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Reporting / Working Relationships

The Chief Executive Officer is accountable to the Chief Executive of the Department for Health and Ageing for the CEO’s role, in the governance and management of the LHN and for ensuring an effective contribution by the LHN to the SA public health system.

The Chief Executive Officer is accountable for the achievement of performance indicators identified in the Performance Agreement (between the LHN and the Chief Executive, Department for Health and Ageing), maintaining effective clinical governance processes and systems within the LHN, meeting the LHN’s public reporting requirements, providing effective consultative mechanisms in relation to LHN activities and decisions, disseminating information and responding to inquiries about LHN activities and issues of public interest or importance.

As a member of the SA Health Portfolio Executive the Chief Executive Officer is accountable to the Chief Executive, Department for Health and Ageing for the proper exercise of functions delegated by the Chief Executive, Department for Health and Ageing including the effective management of employees of the SA Health Service and the provision of safe, fair and mutually respectful workplaces within the LHN.

The Chief Executive Officer works closely with the Chair of the Governing Council to support the Council in fulfilling its functions.

Direct reports to this position:  Chief Operating Officer  Executive Director Nursing/Midwifery, Clinical Governance and OPD  Executive Director Medical Services  Executive Director Mental Health  Director Allied Health  Director Performance Improvement and Planning  Director of Finance  Director of Workforce

Key Challenges

Generally the size, scope and complexity of the health sector, the critical nature of health services, the multiplicity of vested interests, and the limited availability of financial and other resources, all combine to provide a diversity of short term problems and longer term challenges for the CEO.

Immediate challenges for the NALHN include:  Ensuring the immediate challenges facing the LHN relating to effective financial management and operational effectiveness are met.  Ensuring clinician involvement in decision making within the LHN is strengthened and maintained.  In the context of Commissioning and in consultation with the Department for Health and other LHN’s, revising service delivery models, service locations and service management structures to maximise quality of outcomes, resource utilisation, efficiency and standards of training and professional development.  Providing leadership in a time of significant change.  Attracting and retaining the NALHN workforce in a competitive and skills shortage environment.

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Special Conditions  It is mandatory that no person, whether or not currently working in SA Health, will be eligible for appointment to a position in SA Health unless they have obtained a satisfactory Criminal and Relevant History Screening.  Prescribed Positions under the Children’s Protection Act (1993) must obtain a satisfactory Criminal and Relevant History ‘child-related’ employment screening through the Screening and Licensing Unit, Department for Communities and Social Inclusion.  Criminal and Relevant History Screening must be renewed every 3 years thereafter from date of issue for ‘Prescribed Positions’ under the Children’s Protection Act 1993 or ‘Approved Aged Care Provider Positions’ as defined under the Accountability Principles 2014 pursuant to the Aged Care Act 2007 (Cth).  Depending on work requirements the incumbent may be transferred to other locations across SA Health to perform work appropriate to classification, skills and capabilities either on a permanent or temporary basis subject to relevant provisions of the executive contract.  The incumbent may be required to participate in Counter Disaster activities including attendance, as required, at training programs and exercises to develop the necessary skills required to participate in responses in the event of a disaster and/or major incident.

Handling of Official Information By virtue of their duties, SA Health employees frequently access, otherwise deal with, and/or are aware of, information that needs to be treated as confidential.

SA Health employees will not misuse information gained in their official capacity.

White Ribbon SA Health has a position of zero tolerance towards men’s violence against women in the workplace and the broader community. In accordance with this, the incumbent must at all times act in a manner that is non-threatening, courteous, and respectful and will comply with any instructions, policies, procedures or guidelines issued by SA Health regarding acceptable workplace behaviour.

For Official Use Only – I1-A1

Performance Development

Required to enter into a performance agreement with the Chief Executive, Department for Health and Ageing for the achievement of specific outcomes which will include a regular review of the CEO’s performance against the responsibilities, performance outcome measures associated with the position (the NALHN Performance Agreement between the CEO and the CE, Department for Health and Ageing) and demonstration of appropriate behaviours which reflect a commitment to NALHN values and strategic directions.

STATEMENT OF KEY OUTCOMES AND ASSOCIATED ACTIVITIES

Organisational Development Responsible for leading the development of NALHN by ensuring:

 Appropriate administrative, financial and quality focused systems, structures and operations to support the delivery of health services are established, monitored and regularly reviewed.  Strategic framework in line with the policies of the Department for Health and Ageing is developed, implemented and reviewed.  Health plan for the service including the identification of priorities, strategies and health promotion initiatives specific to the population of the region is developed, implemented and reviewed.  A co-ordinated approach across the LHN to the delivery of primary, acute and chronic services is established, monitored and regularly reviewed.  The LHN operates as part of an integrated health system providing services to the population of South Australia.  Implementing agreed effective clinical and corporate governance frameworks for the LHN which are in line with SA Health wide policy and frameworks.

Strategic Planning Responsible for developing appropriate clinical and operational strategies, and corporate strategies, in line with the LHN’s Strategic Framework and the policies of the Department for Health and Ageing.

 Strategies to achieve improved health outcomes for the local population are developed, implemented and reviewed.  NALHN vision and values are role modelled and promoted throughout the organisation.  Processes for reconciling priority needs against available resources and opportunities are developed, implemented and reviewed.  An appropriate framework for the LHNs future development is developed, implemented and reviewed.  Mechanisms to monitor the implementation of strategies and report on the achievement of objectives are established, monitored and regularly reviewed.  NALHN plans achieve improved health outcomes for the local population in partnership with Local Health Networks across South Australia are developed, implemented and reviewed.

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Health Service Management

Management of the NALHN public hospitals, primary health services and administrative services to achieve and continuously improve standards of patient care and client services, as well as achieve improved health outcomes for the local population.

 High quality management and quality control systems ensure the efficient, effective and economic utilisation of health service outcomes.  Clinical risk management and quality assurance systems are developed, implemented and reviewed.  Contractual arrangements with service providers are established through negotiations and monitored for delivery against contract specifications.  Risk management strategies across the LHN support the systematic identification, assessment and treatment of risks.

Financial and Asset Management

Effective management of the NALHN financial and physical assets is achieved by:  Administrative and financial delegations exercised where appropriate and decisions implemented as required.  The LHN is represented in relevant forums and the interests of the clients and the LHN and Department for Health and Ageing objectives are advocated for.  Relevant budgets to support the LHN are developed, allocated, monitored and evaluated.  Department for Health and Ageing requirements for financial reconciliations and reporting are met.  Purchasing function is administered in line with Government and Department for Health and Ageing policy and guidelines.  Capital works projects that support the delivery of high quality services are planned, implemented and monitored.  Financial processes to ensure the attainment of population level LHN objectives are developed, implemented and reviewed.

Human Resource Management Ensure the promotion and implementation of a safe, productive and healthy work environment across the Local Health Network, by ensuring:

 Workforce planning and business redesign processes are developed, implemented and reviewed to ensure adequate numbers and skill mix to support service provision  Professional and personal development is available and accessible for all staff.  Mechanisms for consultation and the development of positive relationships with employee representative groups are in place and reviewed periodically for effectiveness.  Provisions of legislative requirements including (but not limited to) relevant Worker Health and Safety and Equal Opportunity legislation are complied with.  Initiatives for work life balance for all groups of staff are developed, implemented and reviewed.  An employer of choice status is developed to promote attraction and retention of health service staff.  A work place free of harassment and discrimination

Advice and Information Requirements Ensure the provision of high level, timely, accurate and informative advice and reports to the Minister, the Chief Executive and the Advisory Council of the LHN.

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PERFORMANCE MEASURES

Leadership  Achieving the main purpose of the position specified in the Position Description  Contributing to and driving the strategic directions for the organisation  Articulating the vision and mission for the organisation  Facilitating, encouraging and developing team performance and delivery  Sound clinical and corporate governance  Results orientation  Focussed on the delivery of safe, quality and accessible health services  Achieving improved health outcomes for Aboriginal people in line with the Aboriginal Health

Effective Management  Competently undertake key roles and responsibilities specified in the Position Description.  Building the capacity of the organisation  Sound decision making and problem solving skills  Achievement of allocated budgets and implementation of clinical, financial and budget strategies/targets  Embedding continuous improvement in all services delivered by the LHN  Sound human resources management and change management  Informed risk assessment and management  Media and stakeholder management

Collaboration and consultation  Building co-operative and collaborative relationships and systems across SA Health  Effectively supporting and working with the Governance Council to achieve the required outcomes of the LHN  Working effectively and efficiently with external organisations, the Department for Health and Ageing and other LHNs

PERSON SPECIFICATION

Essential Minimum Requirements

Personal Abilities/Aptitudes/Skills

 Strong leadership and change agent ability with a demonstrated ability to motivate and inspire others to work together as a team to achieve objectives in a changing environment.  Demonstrated ability to effectively liaise and collaborate with the general community and relevant organisations.  Demonstrated ability to analyse and conceptualise problems, formulate and execute appropriate solutions and negotiate successful outcomes in an innovative and resourceful manner.  Demonstrated ability to manage and evaluate group and individual performance against agreed objectives.  Demonstrated ability to communicate, both verbally and in writing, to a wide range of audiences on a range of sensitive and complex issues.  Proven ability to negotiate at senior levels of government and private industry.  Demonstrated ability to manage complex projects.  Ability to be innovative and enterprising in relation to influencing and earning the trust and respect of relevant parties who possess a diverse range of values.  An ability to manage to the spirit and principles of the Premier’s Safety commitment and the legislative requirements of the Work Health and Safety Act, utilising AS/NZS 4360 Risk Management, or to an equivalent set of standards. For Official Use Only – I1-A1

 Experience in the effective management of human, financial and material resources including the management of business contracts.  Experience in the preparation of reports, policies and plans dealing with complex issues.  Experience in public speaking to both large and small groups of people and in liaison with the print and electronic media.  Experience in managing and providing public health services.  Experience in policy, strategic planning and innovative program development at a senior level, preferably in a human services related area.  Experience in program evaluation and continuous improvement activities.

Knowledge

 A demonstrated awareness of the political and socio-economic sensitivities that impact on the planning, development, funding, delivery and management of health services.  Knowledge of the SA and Australian health system.  Knowledge of Public Sector management aims, personnel management standards, in particular Equal Opportunity and Occupational health, Safety and Welfare.  An understanding of emerging directions within the human services, nationally and internationally.  Knowledge of indigenous issues, especially as they relate to the provision of health services and sensitivity to other cultures.

Experience

 Experience in providing leadership to a complex multi-disciplinary organisation in a climate of continuing change, increasing the effectiveness and accountability of the organisation and/or programs.  Experience in the effective management of human, financial and material resources including the management of business contracts.  Experience in the preparation of reports, policies and plans dealing with complex issues.  Experience in public speaking to both large and small groups of people and in liaison with the print and electronic media.  Experience in managing and providing public health services.  Experience in policy, strategic planning and innovative program development at a senior level, preferably in human services related area.  Experience in program evaluation and continuous improvement activities.

Knowledge

 A demonstrated awareness of the political and socio-economic sensitivities that impact on the planning, development, funding, delivery and management of health services.  Knowledge of the SA and Australian health system.  Knowledge of Public Sector management aims, personnel management standards, in particular Equal Opportunity and Work Health and Safety.  An understanding of emerging directions within human services, national and internationally.  Knowledge of indigenous issues, especially as they relate to the provision of health services and sensitivity to other cultures.

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DESIRABLE CHARACTERISTICS

Personal Abilities/Aptitudes/Skills

 Ability to form linkages across primary and acute care.

Knowledge

 Understanding the political environment and managing successful to meet political agendas.

Experience

 Experience in leadership and management within a complex health system.  Experience of successful change management of major proportions.  Experience in successfully managing significant financial, physical and human resources in a complex health environment.

Educational/Vocational Qualifications (considered useful in carrying out the responsibilities of the position)

 A tertiary qualification in a relevant discipline.

Approvals

Role Description Approval

I acknowledge that the role I currently occupy has the delegated authority to authorise this document.

Name: Role Title:

Signature: Date: / /

Role Acceptance

Incumbent Acceptance

I have read and understood the responsibilities associated with role, the organisational context and the values of SA Health as outlined within this document

Name: Signature:

Date: / /

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