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HEALTH PROFESSIONALS WORKFORCE PLAN
2012-2022REVISED 2015
NSW MINISTRY OF HEALTH
73 Miller Street
NORTH SYDNEY NSW 2060
Tel. (02) 9391 9000
Fax. (02) 9391 9101
TTY. (02) 9391 9900
www.health.nsw.gov.au
This work is copyright. It may be reproduced in whole or in part for study or
training purposes subject to the inclusion of an acknowledgement of the source.
It may not be reproduced for commercial usage or sale. Reproduction for
purposes other than those indicated above requires written permission from
the NSW Ministry of Health.
© NSW Ministry of Health 2015
SHPN (WPD) 150526
ISBN 978-1-76000-300-5 (PRINT)
ISBN 978-1-76000-301-2 (ONLINE)
Further copies of this document can be downloaded from the
NSW Health website www.health.nsw.gov.au
September 2015
Health Professionals Workforce Plan 2012-2022 – Revised 2015 NSW HEALTH PAGE 1
Contents
FOREWORD ....................................................................................................................................... Page 2
MESSAGE FROM THE MINISTER .................................................................................................. Page 3
EXECUTIVE SUMMARY ...................................................................................................................Page 4
STRATEGIES FOR ACTION .............................................................................................................Page 6 STABILISING THE FOUNDATIONS .................................................................................................................................Page 7
BUILDING BLOCKS .................................................................................................................................................................Page 9
RIGHT PEOPLE, RIGHT SKILLS, RIGHT PLACE ..................................................................................................... Page 13
APPENDICES......................................................................................................................................Page 21APPENDIX A: SMALL BUT CRITICAL WORKFORCES ......................................................................................... Page 21
APPENDIX B: MEDICAL WORKFORCE MODELLING BY SPECIALTY OVERVIEW ................................ Page 22
APPENDIX C: CONSULTATIONS FOR THE HEALTH PROFESSIONALS WORKFORCE PLAN......... Page 25
PAGE 2 NSW HEALTH Health Professionals Workforce Plan 2012-2022 – Revised 2015
Foreword
I am pleased to provide the revised NSW Health Professionals Workforce Plan 2012-2022.
Released in September 2012, the Health Professionals Workforce Plan 2012-2022 provides a high level framework detailing the strategies that need to be implemented to ensure NSW trains, recruits and retains Doctors, Nurses and Midwives, Oral Health practitioners, Paramedics and Allied Health professionals to meet the future needs of the community.
I wish to thank the Local Health Districts, Specialty Networks, the NSW Health Education and Training Institute (HETI) and the Agency for Clinical Innovation (ACI), which have all led the implementation and delivery of initiatives since the release of the Plan three years ago.
65 state-wide and local initiatives have already been implemented, representing almost 90% of 1-2 year targets, a truly collective effort and remarkable achievement by anyone involved.
For example, over the first two years of implementation there has been:
n significant growth and support of medical training networks, hospital skills training and the establishment of a Dual Training pathway for medical officers, an increase in intern positions, additional medical specialist training positions and additional Senior Hospitalist positions.
n capacity building within the nursing workforce, including the increase of nursing positions by over 4600
n establishment and utilisation of 30 pre-registration positions in Allied Health
n Implementation of education and training programs to expand clinical, people management, leadership and financial management skills across NSW Health
In late 2014 and early 2015, a review of the Plan was undertaken to ensure the targets to be delivered over the life of the Plan remain relevant, appropriate and fit for purpose. The Plan was not intended to be a static document. It was envisaged that some of the strategies would shift and change as the initial actions were implemented, and with the availability of new information and research. The review, which
was informed by consultations across NSW Health, builds on the lessons learned from the first two years of implementation.
The review process, necessarily and appropriately, has been both quantitative and qualitative. Stakeholders, partners and major leads for the strategies have been consulted for their views of strategies, their achievement, their outcome and their requirement for updating. The outcome has been a comprehensive catalogue of successes, a diagnostic review of challenges, a critical reappraisal of strategies and detailed consideration of the current policy landscape. The next review is planned to be undertaken at the end of the 2 to 5 year time bracket.
While the review found that the future targets continue to remain relevant, some adjustments have been made to reflect recent changes to the NSW Health landscape.
Dr Anne-Marie Feyer Chair, Health Professionals Workforce Plan Taskforce
Health Professionals Workforce Plan 2012-2022 – Revised 2015 NSW HEALTH PAGE 3
Message from the Minister
The Health Professionals Workforce Plan 2012-2022 plays a central role during a time of unprecedented reform of the NSW Health system. A total of $12.4 million is already provided each year to support the delivery of the Plan, with additional funding to be made available over the next four years.
At the time the Plan was released, we knew that more of the same was no longer the answer. Change and innovation was required to address the challenges facing the NSW health workforce, such as an ageing population, an increase in patients with chronic illnesses, the geographical distribution of the NSW population and the diminishing size of the labour pool.
Today, these challenges remain just as relevant as ever.
During the past three years, substantial effort has been made to ensure NSW Health has the right workforce to meet the needs of the community. Some of the key achievements have been:
n Establishment of a new rural health network by the Agency for Clinical Innovation (Strategy 4.1)
n Expansion of the NSW Rural Generalist Training Program (Strategy 7.2)
n Funding of additional medical specialist training positions according to areas of workforce need (Strategy 7.3)
n Establishment of Senior Hospitalist positions in Local Health Districts (Strategy 7.5)
n Recruitment of over 4,600 nurses and midwives (Strategy 7.7)
n Funding of additional training positions in Radiography and Nuclear Medicine (Strategy 7.8)
n Publication of guidelines to support Aboriginal Health Worker roles across NSW Health (Strategy 8.9).
The review of the Plan confirms we are heading in the right direction.
With the commencement of my second term in office, in addition to the current investment into our workforce, I am supporting the delivery of an increase in frontline health staff by at least 3,500 full-time equivalent positions over four years. This
will include at least 2,100 nurses and midwives, 700 doctors, 300 allied health professionals and 400 hospital support staff.
Furthermore, the NSW Government announced an increase in training positions for the medical, allied health and oral health workforces, which includes:
n 20 new positions in the Rural Generalist Training Program
n 60 new Medical Specialty Training positions, with a specific rural and regional focus
n 60 Metropolitan Access Scholarships for rural-based medical trainees to support their training at metropolitan hospitals
n 68 training positions in allied health fields including prosthetics and orthotics, diagnostic imaging and medical physicists and radiopharmaceutical scientists
n Two oral and maxillofacial training positions for currently registered dentists
n 96 traineeships under the Aboriginal Dental Assistants in the rural public sector and Aboriginal Medical Services program
In addition, further funding has been provided for 360 new specialised nursing, midwifery and support staff positions.
More than ever we need health professionals to continue to show the skills and willingness to embrace new models of care and to work together to provide integrated and seamless care for patients, whether they are treated in hospitals or in the community. The NSW State Health Plan and the NSW Rural Health Plan also emphasise the vital role of our health workforce in delivering the right care, in the right place, at the right time.
With ongoing commitment from all stakeholders involved, the Health Professionals Workforce Plan 2012-2022 will continue to transform the way health services are provided to the people of NSW.
Jillian Skinner MP Minister for Health
PAGE 4 NSW HEALTH Health Professionals Workforce Plan 2012-2022 – Revised 2015
Executive Summary
In late 2014, the NSW Ministry of Health undertook a review of the NSW Health Professionals Workforce Plan 2012-2022 to ensure that the future targets remain appropriate.
The review was informed by extensive consultations with the agencies responsible for leading the implementation of strategies within the Plan including: relevant branches within the NSW Ministry of Health, Chief Executives of Local Health Districts, Specialty Networks, the NSW Health Education and Training Institute (HETI) and the Agency for Clinical Innovation (ACI).
How the Plan works The Health Professionals Workforce Plan 2012-2022 rests on a three-part strategic framework. Nine key tenets, grouped into three interconnected parts of a strategic framework underpin the Plan. The cornerstone of the framework is Stabilising the Foundations – setting the scene for effective workforce planning and acknowledging that the challenges will be met by multi-faceted solutions. On this cornerstone rests the Building Blocks for the health professional workforce – providing the culture and working environment in the health system to enable a flourishing workforce. The foundations and building blocks provide the platform to realise the vision: Right People, Right Skills, Right Place.
For each individual strategy, the Plan identifies the expected short, medium, and long term outcomes as well as who is responsible for delivering the strategy.
Achievements to date65 state-wide and local initiatives contained within the Plan have already been implemented, representing almost 90% of 1-2 year targets. These include:
Stabilising the Foundationsn Integration of service and workforce planning
evident in most Local Health Districts;
n Planning for small but critical workforces commenced;
n Workforce data informatics available through SMRS.
Building Blocksn Recruitment arrangements reviewed, streamlined
and enhanced;
n Existing mechanisms for collaboration between rural and metropolitan services and professionals nourished and new ones established;
n Mechanisms for fostering skills for collaboration and teamwork have been developed, piloted and implemented;
n Local decision-making supported through mobilisation of non-clinical training and education - financial management for clinical managers, understanding the activity based funding environment across the board, and clinical coding for JMOs;
n Mechanisms to identify, develop and professionally nurture effective health professional managers and leaders have been implemented.
Right people, Right skills, Right place n Significant growth and support of medical training
networks, hospital skills training and the establishment of the Dual Training pathway;
n Realising the value of generalist skills strengthened by the establishment of 30 Rural Generalist Training Pathways, allocation of 15 sponsored places in the Masters of Clinical Medicine and increased participation by LHDs in supporting generalist career pathways;
n Capacity building within the nursing workforce, including the increase of nursing positions by over 4600;
n Growth of the Allied Health workforce, in line with forecast need, supported through the establishment and utilisation of 30 pre-registration positions in radiography and nuclear medicine, scholarships across 15 professions, publication of Allied Health Assistant framework and increased uptake of school-based traineeships in the Human Services Industry Curriculum Framework;
n Clinical, professional and social support for rural employment strengthened through awarding of 10 rural midwifery scholarships; and local partnerships within Local Health Districts;
n Opportunities for entry level Aboriginal health professionals supported through:
Health Professionals Workforce Plan 2012-2022 – Revised 2015 NSW HEALTH PAGE 5
– Aboriginal Cadetships for Nursing and Midwifery, Allied Health and Medical graduates
– Increased numbers of appointments of Aboriginal Medical Graduates to intern positions
– Development of workforce model for Aboriginal Health Practioners (AHP) and Aboriginal Health Workers (AHW) – released through the Decision Making Framework and Aboriginal Worker Guidelines
n The growth and support of a skilled workforce further facilitated through:
– Implementation of education and training programs to expand clinical, people management, leadership and financial management skills across NSW Health
– Access to clinical education support through establishment of new positions (CNS/ CNE) and enhanced training for clinical supervisors
– Improved access to continuing professional development through successful implementation of SLEs across the State
– Implementation of an on-line state-wide Learning Content Management System (LCMS) for development, deployment and tracking of learning events (128 modules developed, 38 in development)
– Establishment of Midwifery scholarships in rural settings
– Publication of resources to support career planning
n More effective use of the health care workforce was supported by the implementation of Clinical Support Officers and the development and support for implementation of enhanced/ improved models of care.
Outcomes of the review and revised targets The review confirmed that the foundational structure, the nine key principles and the individual strategies of the Health Professionals Workforce Plan 2012-2022 continue to be effective in guiding long-term workforce planning across NSW Health to realise the vision of right people, right skills, right place.
While the review found that most of the 2-5 year targets are still appropriate, some opportunities for adjustment were identified.
Some of the original 2-5 year targets have been updated to incorporate findings and lessons learned from the implementation of the 1-2 year targets, to better align the 2-5 year actions with the desired long-term (10 year) outcomes, and to ensure the targets are clearly defined and measurable.
New targets have also been added to the 2-5 year timeframe to reflect emerging priorities and new areas of work and four of the 1-2 year targets have been carried over into the 2-5 year period as it was identified that these targets have not yet been fully implemented and remain relevant.
Local Health Districts and Specialty Networks (LHDNs) have also been added as co-leads to strategies 6.4, 8.2, 8.3 and 8.5 to recognise the central role LHDNs play in the successful delivery of these strategies.
PAGE 6 NSW HEALTH Health Professionals Workforce Plan 2012-2022 – Revised 2015
Strategies for Action
In line with the original Plan, the strategies are grouped according to the nine guiding principles and against each strategy the major leads, key partners and supporting strategies are identified. There are no specific strategies detailed for the first tenet (solutions being multi-faceted and multi-owned) as this is a foundation that sits across all of the strategies.
Appendix A provides an updated overview of the Small but Critical Workforces.
Appendix B provides an updated Medical Workforce Planning overview. This provides a summary of the priority for workforce planning for each of the medical specialties and is based on extensive workforce modelling. Further information and detail on each of the specialties can be found on the NSW Health website at http://www.health.nsw.gov.au/careers/Pages/career-planning.aspx
n Multi-faceted and multi-owned solutions
n Integrated and comprehensive workforce planning
n Recognise the value of generalist and specialist skills
n Grow and support a skilled workforce
n Effective use of our health care workforce
n Provide effective working arrangements
n Develop a collaborative Health System
n Support local decision makingn Develop effective health
professional managers and leaders Right People, Right
Skills, Right Place
Building Blocks
Stabilising the Foundations
Health Professionals Workforce Plan 2012-2022 – Revised 2015 NSW HEALTH PAGE 7
Min
istr
y o
f H
ealt
h (M
oH
), L
oca
l Hea
lth
Dis
tric
ts a
nd
Sp
ecia
lty
Hea
lth
Net
wo
rks
(LH
DN
) A
gen
cy f
or
Clin
ical
Inn
ova
tio
n (A
CI)
Hea
lth
Ed
uca
tio
n an
d T
rain
ing
Inst
itu
te (
HE
TI)
Clin
ical
Exc
elle
nce
Co
mm
issi
on
(C
EC
) B
ure
au o
f H
ealt
h In
form
atio
n (B
HI)
NS
W K
ids
and
Fam
ilies
(N
SW
K&
F)
Hea
lth
Wo
rkfo
rce
Au
stra
lia (
HW
A)
Stab
ilisi
ng t
he F
ound
atio
ns1.
Mul
ti-f
acet
ed a
nd m
ulti
-ow
ned
so
luti
ons
Giv
en t
he
com
ple
xity
of
the
issu
es t
hat
nee
d t
o b
e ad
dre
ssed
acr
oss
th
e N
SW
hea
lth
syst
em, t
he
mu
ltip
le p
artn
ers
of
the
NS
W h
ealt
h sy
stem
, an
d t
he
real
ity
that
th
ere
is n
o o
ne
answ
er, o
ne
solu
tio
n, t
hat
will
ad
dre
ss t
he
wo
rkp
lace
issu
es f
acin
g e
ach
Loca
l Hea
lth
Dis
tric
t o
r S
pec
ialt
y H
ealt
h N
etw
ork
it is
imp
ort
ant
that
st
rate
gie
s ar
e n
ot
exam
ined
in is
ola
tio
n fr
om
eac
h o
ther
. So
me
stra
teg
ies
will
cu
t ac
ross
a n
um
ber
of
gu
idin
g p
rin
cip
les,
bu
t in
th
e m
ain
will
sit
mo
re in
on
e o
f th
e g
uid
ing
pri
nci
ple
s fo
r p
ract
ical
pu
rpo
ses.
So
me
bro
ad is
sues
fac
ing
hea
lth
serv
ices
will
be
add
ress
ed b
y m
ore
th
an o
ne
stra
teg
y o
r so
luti
on
. Th
e fo
llow
ing
d
iag
ram
sh
ow
s th
e st
rate
gie
s d
etai
led
in t
he
Pla
n, a
nd
wh
ich
of
the
gu
idin
g p
rin
cip
les
the
stra
teg
y is
inte
nd
ed t
o a
dd
ress
.
Stab
ilisin
g th
e Fo
unda
tions
1.
M
ulti-
face
ted
and
mul
ti-ow
ned
solu
tions
Giv
en th
e co
mpl
exity
of t
he is
sues
that
nee
d to
be
addr
esse
d ac
ross
the
NSW
hea
lth s
yste
m, t
he m
ultip
le
part
ners
of t
he N
SW h
ealth
sys
tem
, and
the
real
ity th
at
ther
e is
no o
ne a
nsw
er, o
ne s
olut
ion,
that
will
add
ress
the
wor
kpla
ce is
sues
facin
g ea
ch L
ocal
Hea
lth D
istric
t or
are
not e
xam
ined
in is
olat
ion
from
eac
h ot
her.
Som
e st
rate
gies
will
cut
acr
oss
a nu
mbe
r of g
uidi
ng p
rinci
ples
, bu
t in
the
mai
n w
ill s
it m
ore
in o
ne o
f the
gui
ding
pr
inci
ples
for p
ract
ical
pur
pose
s. S
ome
broa
d iss
ues
faci
ng
heal
th s
ervi
ces
will
be a
ddre
ssed
by
mor
e th
an o
ne
stra
tegy
or s
olut
ion.
The
follo
win
g di
agra
m s
how
s th
e st
rate
gies
det
aile
d in
the
Plan
, and
whi
ch o
f the
gui
ding
pr
incip
les
the
stra
tegy
is in
tend
ed to
add
ress
.
Min
istry
of H
ealth
(MoH
), Lo
cal H
ealth
Dist
ricts
and
Spe
cialty
Hea
lth N
etw
orks
(LHD
N) A
genc
y for
Clin
ical I
nnov
atio
n (A
CI) H
ealth
Edu
catio
n an
d Tr
ainin
g In
stitu
te (H
ETI)
Clin
ical E
xcell
ence
Com
miss
ion
(CEC
) Bur
eau
of H
ealth
Info
rmat
ion
(BHI
) NSW
Kid
s and
Fam
ilies (
NSW
K&F)
Hea
lth
Wor
kfor
ce A
ustra
lia (H
WA)
Ri
ght
peop
le, r
ight
ski
lls, r
ight
pla
ce
Bu
ildin
g Bl
ocks
Stab
ilisi
ng t
he F
ound
atio
ns
Effe
ctiv
e us
e of
our
hea
lth c
are
wor
kfor
ce
Gro
w a
nd s
uppo
rt a
ski
lled
wor
kfor
ce
Reco
gnis
e th
e va
lue
of g
ener
alis
t an
d sp
ecia
list
skill
s
Dev
elop
effe
ctiv
e he
alth
pro
fess
iona
l man
ager
s an
d le
ader
s
Supp
ort
loca
l dec
isio
n m
akin
g D
evel
op a
col
labo
rativ
e H
ealth
Sys
tem
Pr
ovid
e ef
fect
ive
wor
king
arr
ange
men
ts
Inte
grat
ed a
nd c
ompr
ehen
sive
wor
kfor
ce p
lann
ing
Mul
ti-fa
cete
d an
d m
ulti-
owne
d so
lutio
ns
Integrate workforce planning with local service and facility planning
Ensure planning for small but critical workforces
Ensure availability and access to workforce data
Support flexible work practices that meet patient needs
Ongoing review and adjustment of the industrial relations framework
Improve recruitment processes
Strengthen linkages within and between rural and metropolitan services and professionals
Develop skills for collaboration and effective team work and support
Provide health professionals with financial management skills
Implement a People Management Skills Framework (PMSF)
Implement a Leadership and Management Pathway for managers of
Select, develop and recognise clinical leaders
Improve medical workforce management and leadership capability
Drive the development of general clinical skills and career paths
Establish a rural generalist training program and pathway for rural general practice training
Align specialist medical workforce supply with forecast health service demand
Fully develop the generalist medicine training pathway for metropolitan and rural hospitals
Establish and grow a suitable general medicine workforce for the NSW hospital system.
Establish additional rural fellowship specialist positions
Grow Nursing and Midwifery workforce in line with forecast health service demand
Grow Allied Health workforce in line with forecast health service demand
Career counselling to health professionals
Support new health practitioners in undertaking their role
Ensure that the skills of non-specialist health professionals are
Provide best practice clinical education support
Improve access to education delivery and continuing professional development
Develop effective incentives for rural employment
Support the rural Midwifery workforce
Create opportunities for entry level Aboriginal health professionals
Develop the role of registered Aboriginal Health Practitioners for NSW Health
Support the Paramedic Workforce
Ensure that models of care take an evidence based approach to efficient utilisation of the workforce
Development of state-wide guidelines and system to assist with effective Health Professional Credentialing and appointment scope of practice.
Ensure that the registration of health professionals meets the needs of NSW Health
Effectively use Clinical Support Officers as a ward/unit based resource.
9
PAGE 8 NSW HEALTH Health Professionals Workforce Plan 2012-2022 – Revised 2015
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cal d
eci
sio
n
mak
ing
2. I
nteg
rate
d a
nd c
om
pre
hens
ive
wo
rkfo
rce
pla
nnin
g
Min
istr
y o
f H
ealt
h (M
oH
), L
oca
l Hea
lth
Dis
tric
ts a
nd
Sp
ecia
lty
Hea
lth
Net
wo
rks
(LH
DN
) A
gen
cy f
or
Clin
ical
Inn
ova
tio
n (A
CI)
Hea
lth
Ed
uca
tio
n an
d T
rain
ing
Inst
itu
te (
HE
TI)
Clin
ical
Exc
elle
nce
C
om
mis
sio
n (C
EC
) B
ure
au o
f H
ealt
h In
form
atio
n (B
HI)
NS
W K
ids
and
Fam
ilies
(N
SW
K&
F)
Health Professionals Workforce Plan 2012-2022 – Revised 2015 NSW HEALTH PAGE 9
Ho
w w
e w
ill g
et t
here
...W
hat
we
are
stri
ving
fo
r...
No
Str
ateg
yM
ajo
r Le
ad(s
)S
take
hold
ers/
Par
tner
s
Key
S
upp
ort
ing
Str
ateg
ies
In 1
-2 y
ears
In 2
-5 y
ears
In 1
0 y
ears
3.1
Su
pp
ort
fle
xib
le w
ork
ar
ran
ge
me
nts
th
at m
eet
p
atie
nt
ne
ed
s
Mo
H
n L
HD
N
n H
ealt
h S
har
e N
SW
7.1
7.2
7.6
Rev
iew
exi
stin
g p
olic
y to
en
sure
m
od
ern
fle
xib
le w
ork
op
tio
ns,
ap
pro
pri
ate
to s
erv
ice
req
uir
em
en
ts
Info
rmat
ion
an
d t
oo
ls a
vaila
ble
to
as
sist
hea
lth
man
age
rs e
ffe
ctiv
ely
imp
lem
en
t a
nd
man
age
flex
ible
w
ork
pra
ctic
es in
th
e lo
cal o
pe
rati
ng
e
nvir
on
me
nt
En
sure
Hu
man
Res
ou
rce
syst
em
s, in
clu
din
g r
ost
eri
ng
sy
ste
ms
sup
po
rt
imp
lem
en
tati
on
an
d e
ffe
ctiv
e m
anag
em
en
t o
f fl
exib
le w
ork
o
pti
on
s th
at o
pe
rate
wit
hin
th
e fr
amew
ork
o
f sa
fe p
atie
nt
care
3.2
On
go
ing
rev
iew
an
d
adju
stm
en
t o
f th
e in
du
stri
al r
elat
ion
s fr
amew
ork
Mo
Hn L
HD
N
n E
mp
loye
e A
sso
ciat
ion
s
2.1
8.1
8.4
Ide
nti
fy c
han
ges
to
hea
lth
p
rofe
ssio
nal
Aw
ard
s w
hic
h e
nab
le
pri
ori
ty w
ork
forc
e re
form
s
Neg
oti
ate
ch
ang
es
to A
war
ds
con
sist
en
t w
ith
Go
vern
me
nt
wag
es
po
licy
to s
up
po
rt
pri
ori
ty w
ork
forc
e re
form
s
Eff
ect
ive
ind
ust
rial
rel
atio
ns
fram
ewo
rk
that
me
ets
the
ne
ed
s o
f p
atie
nts
, em
plo
yees
an
d e
mp
loye
rs
3.3
Imp
rove
re
cru
itm
en
t p
ract
ices
Mo
H
LH
DN
n P
ub
lic S
erv
ice
Co
mm
issi
on
n H
ealt
hS
har
e N
SW
n P
rofe
ssio
nal
A
sso
ciat
ion
s
n M
ed
icar
e L
oca
ls
n H
ET
I
6.1
7.6
Str
eam
line
d r
ecr
uit
me
nt
pro
cess
es
and
mo
re u
ser
frie
nd
ly r
ecr
uit
me
nt
syst
em
s d
evel
op
ed
Eva
luat
ion
of
exis
tin
g r
ecr
uit
me
nt
mar
keti
ng
pro
gra
ms,
incl
ud
ing
th
e L
ive
and
Wo
rk c
olla
tera
l an
d c
ou
ntr
y ca
ree
rs p
osi
tio
ns
E-r
ecr
uit
me
nt
and
Hu
man
Cap
ital
M
anag
em
en
t (H
CM
) sy
ste
m
up
gra
de
d t
o e
nh
ance
re
cru
itm
en
t an
d r
ete
nti
on
pro
cess
es a
cro
ss N
SW
Su
stai
nab
le N
SW
Hea
lth
JM
O
recr
uit
me
nt
pro
cess
in p
lace
Lo
cal h
ealt
h p
rofe
ssio
nal
man
age
rs
up
-ski
lled
in e
ffe
ctiv
e re
cru
itm
en
t p
ract
ices
Re
cru
itm
en
t p
ract
ices
su
pp
ort
ef
fect
ive
hea
lth
pro
fess
ion
al
sele
ctio
n a
nd
on
-bo
ard
ing
Re
cru
itm
en
t p
ract
ices
in
corp
ora
te p
roce
sses
th
at a
re
con
sist
en
t w
ith
pro
fess
ion
al
stan
dar
ds,
ris
k m
anag
em
en
t an
d p
olic
y re
qu
ire
me
nts
LH
DN
s d
em
on
stra
te
recr
uit
me
nt
and
mar
keti
ng
le
ade
rsh
ip in
att
ract
ing
hea
lth
p
rofe
ssio
nal
s
Min
istr
y o
f H
ealt
h (M
oH
), L
oca
l Hea
lth
Dis
tric
ts a
nd
Sp
ecia
lty
Hea
lth
Net
wo
rks
(LH
DN
) A
gen
cy f
or
Clin
ical
Inn
ova
tio
n (A
CI)
Hea
lth
Ed
uca
tio
n an
d T
rain
ing
Inst
itu
te (
HE
TI)
Clin
ical
Exc
elle
nce
C
om
mis
sio
n (C
EC
) B
ure
au o
f H
ealt
h In
form
atio
n (B
HI)
NS
W K
ids
and
Fam
ilies
(N
SW
K&
F)
Bui
ldin
g B
lock
s3.
Pro
vid
e eff
ecti
ve w
ork
ing
arr
ang
emen
ts
PAGE 10 NSW HEALTH Health Professionals Workforce Plan 2012-2022 – Revised 2015
Ho
w w
e w
ill g
et t
here
...W
hat
we
are
stri
ving
fo
r...
No
Str
ateg
yM
ajo
r Le
ad(s
)S
take
hold
ers/
Par
tner
s
Key
S
upp
ort
ing
Str
ateg
ies
In 1
-2 y
ears
In 2
-5 y
ears
In 1
0 y
ears
4.1
Str
en
gth
en
lin
kag
es
wit
hin
an
d b
etw
ee
n r
ura
l an
d m
etro
po
litan
se
rvic
es a
nd
p
rofe
ssio
nal
s to
fac
ilita
te
op
po
rtu
nit
ies
for
seco
nd
me
nts
, p
rofe
ssio
nal
d
evel
op
me
nt
and
se
rvic
e co
llab
ora
tio
n
AC
In H
ET
I
n C
EC
n M
oH
n E
du
cati
on
P
rovi
de
rs
n M
ed
icar
e L
oca
ls
3.2
7.6
Exi
stin
g li
nka
ges
em
be
dd
ed
an
d
no
uri
she
d
New
lin
kag
es id
en
tifi
ed
an
d
faci
litat
ed
Imp
lem
en
t a
targ
ete
d m
en
tori
ng
p
rog
ram
to
su
pp
ort
new
an
d
relo
cati
ng
hea
lth
pro
fess
ion
als
in
rura
l lo
cati
on
s
Hea
lth
pro
fess
ion
al n
etw
ork
s co
nti
nu
e to
gro
w a
cro
ss r
ura
l an
d
met
rop
olit
an d
istr
icts
Imp
lem
en
t a
targ
ete
d m
en
tori
ng
p
rog
ram
to
su
pp
ort
new
an
d
relo
cati
ng
hea
lth
pro
fess
ion
als
in
rura
l lo
cati
on
s
Eva
luat
e an
d a
dju
st m
en
tori
ng
p
rog
ram
to
en
sure
ou
tco
mes
su
pp
ort
exp
ansi
on
of
pro
gra
m t
o a
ll ru
ral L
HD
s
Pro
vid
e 6
0 M
etro
po
litan
Acc
ess
Sch
ola
rsh
ips
for
rura
l-b
ase
d m
ed
ical
tr
ain
ees
to
su
pp
ort
tra
inin
g a
t m
etro
po
litan
ho
spit
als
by
20
19
Ru
ral a
nd
re
gio
nal
hea
lth
p
rofe
ssio
nal
s ro
uti
nel
y ac
cess
p
rofe
ssio
nal
su
pp
ort
fro
m
met
rop
olit
an n
etw
ork
par
tne
rs
4.2
Dev
elo
p s
kills
fo
r co
llab
ora
tio
n a
nd
ef
fect
ive
team
wo
rk a
nd
su
pp
ort
clin
ical
tea
ms
to
op
era
te e
ffe
ctiv
ely
as a
u
nit
HE
TI
n A
CI
n C
EC
n L
HD
N
n E
du
cati
on
p
rovi
de
rs
3.1
3.3
Imp
lem
en
tati
on
of
Team
Hea
lth
p
rog
ram
acr
oss
all
LH
DN
s
Inco
rpo
rati
on
of
Way
s o
f W
ork
ing
in
to t
he
Team
Hea
lth
pro
gra
m t
o
en
sure
ava
ilab
ility
to
all
hea
lth
p
rofe
ssio
nal
s
Incl
usi
on
of
colla
bo
rati
ve t
eam
an
d
colla
bo
rati
ve le
ade
r o
f th
e ye
ar a
t th
e N
SW
Hea
lth
Aw
ard
s
Th
e d
evel
op
me
nt
of
a N
SW
Hea
lth
sy
ste
m-w
ide
clin
ical
lead
ers
hip
p
rog
ram
usi
ng
pri
nci
ple
s o
f E
sse
nti
als
of
Car
e an
d T
ake
the
Lea
d
to b
uild
an
d s
ust
ain
eff
ect
ive
hea
lth
ca
re u
nit
tea
ms
Imp
lem
en
tati
on
of
Fo
un
dat
ion
s P
rog
ram
acr
oss
all
LH
DN
s
Team
Wo
rk m
od
ule
s ar
e u
tilis
ed
by
hea
lth
pro
fess
ion
als
in L
HD
Ns
Eva
luat
ion
of
Fo
un
dat
ion
s P
rog
ram
u
nd
ert
ake
n t
o d
ete
rmin
e th
e lo
ng
te
rm im
pac
t o
n in
ter-
pro
fess
ion
al
pra
ctic
e
Th
e F
ou
nd
atio
ns
Pro
gra
m is
in
corp
ora
ted
into
th
e tr
ain
ing
p
lan
fo
r al
l LH
DN
s
Inte
rdis
cip
linar
y te
amw
ork
is a
co
mp
on
en
t o
f al
l pro
fess
ion
al
en
try
curr
icu
la
All
clin
ical
tea
ms
op
era
te
colla
bo
rati
vely
as
wel
l fu
nct
ion
ing
hea
lth
car
e u
nit
s,
del
ive
rin
g e
xcel
len
t ca
re
4.
Dev
elo
p a
co
llab
ora
tive
hea
lth
syst
em
Min
istr
y o
f H
ealt
h (M
oH
), L
oca
l Hea
lth
Dis
tric
ts a
nd
Sp
ecia
lty
Hea
lth
Net
wo
rks
(LH
DN
) A
gen
cy f
or
Clin
ical
Inn
ova
tio
n (A
CI)
Hea
lth
Ed
uca
tio
n an
d T
rain
ing
Inst
itu
te (
HE
TI)
Clin
ical
Exc
elle
nce
C
om
mis
sio
n (C
EC
) B
ure
au o
f H
ealt
h In
form
atio
n (B
HI)
NS
W K
ids
and
Fam
ilies
(N
SW
K&
F)
Health Professionals Workforce Plan 2012-2022 – Revised 2015 NSW HEALTH PAGE 11
Ho
w w
e w
ill g
et t
here
...W
hat
we
are
stri
ving
fo
r...
No
Str
ateg
yM
ajo
r Le
ad(s
)S
take
hold
ers/
Par
tner
s
Key
S
upp
ort
ing
Str
ateg
ies
In 1
-2 y
ears
In 2
-5 y
ears
In 1
0 y
ears
4.1
Str
en
gth
en
lin
kag
es
wit
hin
an
d b
etw
ee
n r
ura
l an
d m
etro
po
litan
se
rvic
es a
nd
p
rofe
ssio
nal
s to
fac
ilita
te
op
po
rtu
nit
ies
for
seco
nd
me
nts
, p
rofe
ssio
nal
d
evel
op
me
nt
and
se
rvic
e co
llab
ora
tio
n
AC
In H
ET
I
n C
EC
n M
oH
n E
du
cati
on
P
rovi
de
rs
n M
ed
icar
e L
oca
ls
3.2
7.6
Exi
stin
g li
nka
ges
em
be
dd
ed
an
d
no
uri
she
d
New
lin
kag
es id
en
tifi
ed
an
d
faci
litat
ed
Imp
lem
en
t a
targ
ete
d m
en
tori
ng
p
rog
ram
to
su
pp
ort
new
an
d
relo
cati
ng
hea
lth
pro
fess
ion
als
in
rura
l lo
cati
on
s
Hea
lth
pro
fess
ion
al n
etw
ork
s co
nti
nu
e to
gro
w a
cro
ss r
ura
l an
d
met
rop
olit
an d
istr
icts
Imp
lem
en
t a
targ
ete
d m
en
tori
ng
p
rog
ram
to
su
pp
ort
new
an
d
relo
cati
ng
hea
lth
pro
fess
ion
als
in
rura
l lo
cati
on
s
Eva
luat
e an
d a
dju
st m
en
tori
ng
p
rog
ram
to
en
sure
ou
tco
mes
su
pp
ort
exp
ansi
on
of
pro
gra
m t
o a
ll ru
ral L
HD
s
Pro
vid
e 6
0 M
etro
po
litan
Acc
ess
Sch
ola
rsh
ips
for
rura
l-b
ase
d m
ed
ical
tr
ain
ees
to
su
pp
ort
tra
inin
g a
t m
etro
po
litan
ho
spit
als
by
20
19
Ru
ral a
nd
re
gio
nal
hea
lth
p
rofe
ssio
nal
s ro
uti
nel
y ac
cess
p
rofe
ssio
nal
su
pp
ort
fro
m
met
rop
olit
an n
etw
ork
par
tne
rs
4.2
Dev
elo
p s
kills
fo
r co
llab
ora
tio
n a
nd
ef
fect
ive
team
wo
rk a
nd
su
pp
ort
clin
ical
tea
ms
to
op
era
te e
ffe
ctiv
ely
as a
u
nit
HE
TI
n A
CI
n C
EC
n L
HD
N
n E
du
cati
on
p
rovi
de
rs
3.1
3.3
Imp
lem
en
tati
on
of
Team
Hea
lth
p
rog
ram
acr
oss
all
LH
DN
s
Inco
rpo
rati
on
of
Way
s o
f W
ork
ing
in
to t
he
Team
Hea
lth
pro
gra
m t
o
en
sure
ava
ilab
ility
to
all
hea
lth
p
rofe
ssio
nal
s
Incl
usi
on
of
colla
bo
rati
ve t
eam
an
d
colla
bo
rati
ve le
ade
r o
f th
e ye
ar a
t th
e N
SW
Hea
lth
Aw
ard
s
Th
e d
evel
op
me
nt
of
a N
SW
Hea
lth
sy
ste
m-w
ide
clin
ical
lead
ers
hip
p
rog
ram
usi
ng
pri
nci
ple
s o
f E
sse
nti
als
of
Car
e an
d T
ake
the
Lea
d
to b
uild
an
d s
ust
ain
eff
ect
ive
hea
lth
ca
re u
nit
tea
ms
Imp
lem
en
tati
on
of
Fo
un
dat
ion
s P
rog
ram
acr
oss
all
LH
DN
s
Team
Wo
rk m
od
ule
s ar
e u
tilis
ed
by
hea
lth
pro
fess
ion
als
in L
HD
Ns
Eva
luat
ion
of
Fo
un
dat
ion
s P
rog
ram
u
nd
ert
ake
n t
o d
ete
rmin
e th
e lo
ng
te
rm im
pac
t o
n in
ter-
pro
fess
ion
al
pra
ctic
e
Th
e F
ou
nd
atio
ns
Pro
gra
m is
in
corp
ora
ted
into
th
e tr
ain
ing
p
lan
fo
r al
l LH
DN
s
Inte
rdis
cip
linar
y te
amw
ork
is a
co
mp
on
en
t o
f al
l pro
fess
ion
al
en
try
curr
icu
la
All
clin
ical
tea
ms
op
era
te
colla
bo
rati
vely
as
wel
l fu
nct
ion
ing
hea
lth
car
e u
nit
s,
del
ive
rin
g e
xcel
len
t ca
re
Ho
w w
e w
ill g
et t
here
...W
hat
we
are
stri
ving
fo
r...
No
Str
ateg
yM
ajo
r Le
ad(s
)S
take
hold
ers/
Par
tner
s
Key
S
upp
ort
ing
Str
ateg
ies
In 1
-2 y
ears
In 2
-5 y
ears
In 1
0 y
ears
5.1
Pro
vid
e h
ealt
h
pro
fess
ion
als
wit
h t
he
fin
anci
al m
anag
em
en
t sk
ills
to e
ffe
ctiv
ely
man
age
serv
ices
an
d
par
tici
pat
e in
loca
l d
eci
sio
n m
akin
g
HE
TI
LH
DN
n M
oH
n E
du
cati
on
p
rovi
de
rs
2.1
2.3
Fin
anci
al M
anag
em
en
t E
du
cati
on
P
rog
ram
tra
inin
g p
rovi
de
d t
o c
linic
al
man
age
rs r
esp
on
sib
le f
or
bu
dg
et o
r fi
nan
cial
man
age
me
nt
Up
-ski
llin
g o
f h
ealt
h p
rofe
ssio
nal
s to
fu
nct
ion
eff
ect
ivel
y in
an
Act
ivit
y
Bas
ed
Fu
nd
ing
env
iro
nm
en
t
Clin
ical
co
din
g in
clu
de
d in
all
JMO
an
d o
the
r cl
inic
ian
ori
en
tati
on
p
rog
ram
s
All
hea
lth
pro
fess
ion
als
wit
h
resp
on
sib
iliti
es f
or
bu
dg
et
man
age
me
nt
pro
vid
ed
wit
h t
rain
ing
in
eff
ect
ive
Fin
anci
al M
anag
em
en
t E
du
cati
on
Pro
gra
m
Incl
usi
on
of
clin
ical
co
din
g a
nd
o
pe
rati
ng
in a
n A
ctiv
ity
Bas
ed
F
un
din
g e
nvir
on
me
nt
in h
ealt
h
pro
fess
ion
al c
urr
icu
la
All
curr
en
t h
ealt
h p
rofe
ssio
nal
m
anag
ers
hav
e th
e fi
nan
cial
sk
ills
to a
de
qu
atel
y m
anag
e re
sou
rces
fo
r ef
fect
ive
serv
ice
del
ive
ry
Act
ivit
y B
ase
d F
un
din
g
(in
clu
din
g C
linic
al C
od
ing
) in
form
atio
n e
mb
ed
de
d in
all
clin
icia
n o
rie
nta
tio
n
pro
gra
ms
and
last
yea
r u
niv
ers
ity
clin
ical
co
urs
e cu
rric
ula
5. S
upp
ort
loca
l dec
isio
n m
akin
g
Min
istr
y o
f H
ealt
h (M
oH
), L
oca
l Hea
lth
Dis
tric
ts a
nd
Sp
ecia
lty
Hea
lth
Net
wo
rks
(LH
DN
) A
gen
cy f
or
Clin
ical
Inn
ova
tio
n (A
CI)
Hea
lth
Ed
uca
tio
n an
d T
rain
ing
Inst
itu
te (
HE
TI)
Clin
ical
Exc
elle
nce
C
om
mis
sio
n (C
EC
) B
ure
au o
f H
ealt
h In
form
atio
n (B
HI)
NS
W K
ids
and
Fam
ilies
(N
SW
K&
F)
PAGE 12 NSW HEALTH Health Professionals Workforce Plan 2012-2022 – Revised 2015
Ho
w w
e w
ill g
et t
here
...W
hat
we
are
stri
ving
fo
r...
No
Str
ateg
yM
ajo
r Le
ad(s
)S
take
hold
ers/
Par
tner
s
Key
S
upp
ort
ing
Str
ateg
ies
In 1
-2 y
ears
In 2
-5 y
ears
In 1
0 y
ears
6.1
Imp
lem
en
t a
Pe
op
le
Man
age
me
nt
Ski
lls
Fra
mew
ork
(P
MS
F)
wh
ich
incl
ud
es h
ealt
h
pro
fess
ion
al m
anag
ers
HE
TI
LH
DN
n M
oH
6.2
HE
TI w
ork
s in
par
tne
rsh
ip w
ith
L
HD
Ns
to m
ake
reso
urc
es a
nd
p
rog
ram
s av
aila
ble
to
bu
ild p
eo
ple
m
anag
em
en
t ca
pab
iliti
es f
or
clin
ical
m
anag
ers
in li
ne
wit
h t
he
Pe
op
le
Man
age
me
nt
Ski
lls F
ram
ewo
rk
Imp
rove
me
nt
in p
eo
ple
m
anag
em
en
t ca
pab
iliti
es a
s m
easu
red
in
wo
rkp
lace
cu
ltu
re
surv
eys
and
oth
er
fee
db
ack
mea
sure
s
All
LH
DN
s h
ave
stru
ctu
red
su
cces
sio
n p
lan
nin
g a
nd
d
evel
op
me
nt
init
iati
ves
for
all
pe
op
le m
anag
ers
6.2
Imp
lem
en
t a
Lea
de
rsh
ip
and
Man
age
me
nt
Pat
hw
ay f
or
man
age
rs o
f h
ealt
h p
rofe
ssio
nal
s
HE
TI
n L
HD
N
n M
oH
5.1
Lea
de
rsh
ip a
nd
Man
age
me
nt
Pat
hw
ay in
itia
ted
to
sel
ect
, me
nto
r an
d c
oac
h m
anag
ers
of
hea
lth
p
rofe
ssio
nal
s ac
ross
th
e ca
ree
r p
ath
way
s in
th
e N
SW
Hea
lth
sys
tem
Man
age
rs a
nd
clin
icia
ns
tog
eth
er
un
de
rtak
e th
e N
SW
Hea
lth
L
ead
ers
hip
Pro
gra
m
New
man
age
rs
rou
tin
ely
ori
en
tate
d
and
su
pp
ort
ed
in t
hei
r ro
les
by
sen
ior
colle
agu
es
Man
age
rs
at a
ll le
vels
ef
fect
ivel
y m
anag
e h
ealt
hca
re
serv
ices
in p
artn
ers
hip
wit
h
hea
lth
pro
fess
ion
als
to m
eet
p
atie
nt
ne
ed
s
6.3
Sel
ect
, dev
elo
p a
nd
re
cog
nis
e cl
inic
al le
ade
rs
LH
DN
HE
TI
n M
oH
n A
CI
n C
EC
6.2
7.4
Dev
elo
pm
en
t o
f a
stat
e-w
ide
lead
ers
hip
fra
mew
ork
, d
raw
ing
on
th
e ex
isti
ng
pro
gra
ms
as t
he
fou
nd
atio
n u
nd
erw
ay t
o s
up
po
rt
succ
essi
on
pla
nn
ing
an
d t
ale
nt
man
age
me
nt
NS
W H
ealt
h C
linic
al L
ead
ers
hip
aw
ard
s ca
teg
ory
in H
ealt
h A
war
ds
Imp
lem
en
tati
on
of
Lea
de
rsh
ip
fram
ewo
rk a
nd
pro
gra
ms
wel
l p
rog
ress
ed
NS
W H
ealt
h h
as a
def
ine
d,
stru
ctu
red
an
d s
up
po
rte
d
lead
ers
hip
pat
hw
ay
6.4
Imp
rove
me
dic
al
wo
rkfo
rce
man
age
me
nt
and
lead
ers
hip
cap
abili
ty
HE
TI
Mo
H
LH
DN
6.2
A s
tate
-wid
e co
ord
inat
or
fun
de
d t
o
dev
elo
p t
he
trai
nin
g p
rog
ram
fo
r m
ed
ical
ad
min
istr
ato
rs u
nd
er
RA
CM
A t
rain
ing
pro
gra
m
Dev
elo
pm
en
t o
f a
go
od
pra
ctic
e g
uid
e fo
r th
e d
esig
n o
f, an
d
recr
uit
me
nt
to, J
un
ior
Me
dic
al
Off
ice
r M
anag
er
po
siti
on
s
Ad
dit
ion
al 4
tra
inin
g p
osi
tio
ns
for
me
dic
al a
dm
inis
trat
ors
pe
r an
nu
m,
wit
h o
ne
loca
ted
in a
reg
ion
al/r
ura
l L
HD
Lea
de
rsh
ip a
nd
man
age
me
nt
dev
elo
pm
en
t o
pp
ort
un
itie
s fo
r m
ed
ical
man
age
me
nt
po
siti
on
s re
view
ed
to
det
erm
ine
app
rop
riat
e tr
ain
ing
pat
hw
ay
Man
age
me
nt
of
me
dic
al
wo
rkfo
rce
is r
aise
d t
o a
co
nsi
ste
nt
leve
l
6.
Dev
elo
p e
ffec
tive
hea
lth
pro
fess
iona
l man
ager
s an
d le
ader
s
Min
istr
y o
f H
ealt
h (M
oH
), L
oca
l Hea
lth
Dis
tric
ts a
nd
Sp
ecia
lty
Hea
lth
Net
wo
rks
(LH
DN
) A
gen
cy f
or
Clin
ical
Inn
ova
tio
n (A
CI)
Hea
lth
Ed
uca
tio
n an
d T
rain
ing
Inst
itu
te (
HE
TI)
Clin
ical
Exc
elle
nce
C
om
mis
sio
n (C
EC
) B
ure
au o
f H
ealt
h In
form
atio
n (B
HI)
NS
W K
ids
and
Fam
ilies
(N
SW
K&
F)
Health Professionals Workforce Plan 2012-2022 – Revised 2015 NSW HEALTH PAGE 13
Ho
w w
e w
ill g
et t
here
...W
hat
we
are
stri
ving
fo
r...
No
Str
ateg
yM
ajo
r Le
ad(s
)S
take
hold
ers/
Par
tner
s
Key
S
upp
ort
ing
Str
ateg
ies
In 1
-2 y
ears
In 2
-5 y
ears
In 1
0 y
ears
6.1
Imp
lem
en
t a
Pe
op
le
Man
age
me
nt
Ski
lls
Fra
mew
ork
(P
MS
F)
wh
ich
incl
ud
es h
ealt
h
pro
fess
ion
al m
anag
ers
HE
TI
LH
DN
n M
oH
6.2
HE
TI w
ork
s in
par
tne
rsh
ip w
ith
L
HD
Ns
to m
ake
reso
urc
es a
nd
p
rog
ram
s av
aila
ble
to
bu
ild p
eo
ple
m
anag
em
en
t ca
pab
iliti
es f
or
clin
ical
m
anag
ers
in li
ne
wit
h t
he
Pe
op
le
Man
age
me
nt
Ski
lls F
ram
ewo
rk
Imp
rove
me
nt
in p
eo
ple
m
anag
em
en
t ca
pab
iliti
es a
s m
easu
red
in
wo
rkp
lace
cu
ltu
re
surv
eys
and
oth
er
fee
db
ack
mea
sure
s
All
LH
DN
s h
ave
stru
ctu
red
su
cces
sio
n p
lan
nin
g a
nd
d
evel
op
me
nt
init
iati
ves
for
all
pe
op
le m
anag
ers
6.2
Imp
lem
en
t a
Lea
de
rsh
ip
and
Man
age
me
nt
Pat
hw
ay f
or
man
age
rs o
f h
ealt
h p
rofe
ssio
nal
s
HE
TI
n L
HD
N
n M
oH
5.1
Lea
de
rsh
ip a
nd
Man
age
me
nt
Pat
hw
ay in
itia
ted
to
sel
ect
, me
nto
r an
d c
oac
h m
anag
ers
of
hea
lth
p
rofe
ssio
nal
s ac
ross
th
e ca
ree
r p
ath
way
s in
th
e N
SW
Hea
lth
sys
tem
Man
age
rs a
nd
clin
icia
ns
tog
eth
er
un
de
rtak
e th
e N
SW
Hea
lth
L
ead
ers
hip
Pro
gra
m
New
man
age
rs
rou
tin
ely
ori
en
tate
d
and
su
pp
ort
ed
in t
hei
r ro
les
by
sen
ior
colle
agu
es
Man
age
rs
at a
ll le
vels
ef
fect
ivel
y m
anag
e h
ealt
hca
re
serv
ices
in p
artn
ers
hip
wit
h
hea
lth
pro
fess
ion
als
to m
eet
p
atie
nt
ne
ed
s
6.3
Sel
ect
, dev
elo
p a
nd
re
cog
nis
e cl
inic
al le
ade
rs
LH
DN
HE
TI
n M
oH
n A
CI
n C
EC
6.2
7.4
Dev
elo
pm
en
t o
f a
stat
e-w
ide
lead
ers
hip
fra
mew
ork
, d
raw
ing
on
th
e ex
isti
ng
pro
gra
ms
as t
he
fou
nd
atio
n u
nd
erw
ay t
o s
up
po
rt
succ
essi
on
pla
nn
ing
an
d t
ale
nt
man
age
me
nt
NS
W H
ealt
h C
linic
al L
ead
ers
hip
aw
ard
s ca
teg
ory
in H
ealt
h A
war
ds
Imp
lem
en
tati
on
of
Lea
de
rsh
ip
fram
ewo
rk a
nd
pro
gra
ms
wel
l p
rog
ress
ed
NS
W H
ealt
h h
as a
def
ine
d,
stru
ctu
red
an
d s
up
po
rte
d
lead
ers
hip
pat
hw
ay
6.4
Imp
rove
me
dic
al
wo
rkfo
rce
man
age
me
nt
and
lead
ers
hip
cap
abili
ty
HE
TI
Mo
H
LH
DN
6.2
A s
tate
-wid
e co
ord
inat
or
fun
de
d t
o
dev
elo
p t
he
trai
nin
g p
rog
ram
fo
r m
ed
ical
ad
min
istr
ato
rs u
nd
er
RA
CM
A t
rain
ing
pro
gra
m
Dev
elo
pm
en
t o
f a
go
od
pra
ctic
e g
uid
e fo
r th
e d
esig
n o
f, an
d
recr
uit
me
nt
to, J
un
ior
Me
dic
al
Off
ice
r M
anag
er
po
siti
on
s
Ad
dit
ion
al 4
tra
inin
g p
osi
tio
ns
for
me
dic
al a
dm
inis
trat
ors
pe
r an
nu
m,
wit
h o
ne
loca
ted
in a
reg
ion
al/r
ura
l L
HD
Lea
de
rsh
ip a
nd
man
age
me
nt
dev
elo
pm
en
t o
pp
ort
un
itie
s fo
r m
ed
ical
man
age
me
nt
po
siti
on
s re
view
ed
to
det
erm
ine
app
rop
riat
e tr
ain
ing
pat
hw
ay
Man
age
me
nt
of
me
dic
al
wo
rkfo
rce
is r
aise
d t
o a
co
nsi
ste
nt
leve
l
Ho
w w
e w
ill g
et t
here
...W
hat
we
are
stri
ving
fo
r...
No
Str
ateg
yM
ajo
r Le
ad(s
)S
take
hold
ers/
Par
tner
s
Key
S
upp
ort
ing
Str
ateg
ies
In 1
-2 y
ears
In 2
-5 y
ears
In 1
0 y
ears
7.1
En
sure
su
pp
ort
fo
r g
en
era
list
hea
lth
p
rofe
ssio
nal
car
ee
r p
ath
way
s an
d t
he
dev
elo
pm
en
t an
d
uti
lisat
ion
of
ge
ne
ral
clin
ical
ski
lls t
hat
alig
n
wit
h p
atie
nt
ne
ed
s
LH
DN
Mo
H
HE
TI
n A
CI
n E
du
cati
on
p
rovi
de
rs
n P
rofe
ssio
nal
as
soci
atio
ns
6.3
6.4
7.3
8.1
Ge
ne
ralis
t q
ual
ific
atio
ns
and
p
rog
ram
s fo
r h
ealt
h p
rofe
ssio
nal
s ar
e p
rom
ote
d a
nd
exp
and
ed
Ge
ne
ral c
linic
al s
kills
are
mai
nta
ine
d
and
pro
mo
ted
th
rou
gh
pro
fess
ion
al
dev
elo
pm
en
t p
rog
ram
s
Un
de
rtak
e re
sear
ch o
n t
he
fact
ors
th
at h
ave
the
gre
ates
t r
etu
rn o
n
inve
stm
en
t fo
r at
trac
tin
g a
nd
re
tain
ing
ge
ne
ralis
t h
ealt
h
pro
fess
ion
als
Rev
iew
cu
rre
nt
ince
nti
ves
for
ge
ne
ralis
t e
mp
loym
en
t in
lig
ht
of
rese
arch
LH
DN
s h
ave
esta
blis
he
d
arra
ng
em
en
ts in
pla
ce w
ith
HE
TI o
r o
the
r tr
ain
ing
pro
vid
ers
to
del
ive
r p
rog
ram
s fo
r g
en
era
list
skill
s an
d
role
s
Uti
lise
info
rmat
ion
fro
m r
esea
rch
to
re
view
an
d a
dju
st p
rog
ram
s an
d
stra
teg
ies
to s
up
po
rt g
en
era
list
care
ers
Ge
ne
ralis
t sk
ills
and
ro
les
are
valu
ed
an
d s
up
po
rte
d,
as
evid
en
ced
by
hea
lth
p
rofe
ssio
nal
s p
arti
cip
atin
g in
re
leva
nt
trai
nin
g a
nd
th
e es
tab
lish
me
nt
of
ge
ne
ralis
t m
od
els
of
care
7.2
Est
ablis
h a
ru
ral
ge
ne
ralis
t tr
ain
ing
p
rog
ram
an
d p
ath
way
fo
r ru
ral g
en
era
l pra
ctic
e tr
ain
ing
HE
TI
LH
DN
n M
oH
n M
ed
ical
C
olle
ges
n R
egio
nal
Tr
ain
ing
P
rovi
de
rs
Co
mm
en
cem
en
t o
f th
e R
ura
l G
en
era
list
Trai
nin
g P
rog
ram
- w
ith
an
init
ial i
nves
tme
nt
of
15 t
rain
ing
p
osi
tio
ns
in 2
013
Fu
rth
er
inve
stm
en
t to
pro
vid
e 5
add
itio
nal
tra
inin
g p
lace
s ea
ch y
ear
to a
chie
ve 5
0 t
rain
ing
pla
ces
pe
r an
nu
m b
y 2
019
Su
stai
nab
le p
roce
du
ral G
P
serv
ices
fo
r ru
ral h
ealt
h c
are
– in
pri
mar
y h
ealt
h a
nd
ho
spit
al
sett
ing
s
7.3
Alig
n s
pe
cial
ist
me
dic
al
wo
rkfo
rce
sup
ply
wit
h
fore
cast
hea
lth
se
rvic
e d
em
and
an
d d
eliv
ery
re
qu
ire
me
nts
LH
DN
Mo
H
n H
ET
I
n M
ed
ical
C
olle
ges
2.1
8.1
Trai
nin
g p
lace
s fo
r m
ed
ical
sp
eci
alty
tr
ain
ing
are
exp
and
ed
in
lin
e w
ith
fo
reca
st s
pe
cial
ty w
ork
forc
e d
em
and
(A
pp
en
dix
B)
Ad
dit
ion
al in
vest
me
nt
to
incl
ud
e 8
tr
ain
ing
pla
ces
alig
ne
d t
o c
urr
en
t ar
eas
of
wo
rkfo
rce
ne
ed
Rev
iew
an
d a
dju
st f
ore
cast
to
e
nsu
re c
on
tin
ue
d e
ffic
acy
of
the
ou
tco
mes
o
f th
e w
ork
forc
e m
od
ellin
g
An
ad
dit
ion
al in
vest
me
nt
to in
clu
de
15 t
rain
ing
pla
ces
(to
37
pe
r an
nu
m)
in s
pe
cial
ties
to
be
det
erm
ine
d
follo
win
g r
evie
w o
f m
ed
ical
sp
eci
alis
t m
od
ellin
g a
nd
tar
get
ed
ex
pre
ssio
n o
f in
tere
st p
roce
ss
Pro
vid
e an
ext
ra t
wo
ora
l an
d
max
illo
faci
al t
rain
ing
po
siti
on
s
Me
dic
al s
pe
cial
ty w
ork
forc
e al
ign
s w
ith
se
rvic
e d
em
and
to
m
eet
th
e n
ee
ds
of
pat
ien
ts
Min
istr
y o
f H
ealt
h (M
oH
), L
oca
l Hea
lth
Dis
tric
ts a
nd
Sp
ecia
lty
Hea
lth
Net
wo
rks
(LH
DN
) A
gen
cy f
or
Clin
ical
Inn
ova
tio
n (A
CI)
Hea
lth
Ed
uca
tio
n an
d T
rain
ing
Inst
itu
te (
HE
TI)
Clin
ical
Exc
elle
nce
C
om
mis
sio
n (C
EC
) B
ure
au o
f H
ealt
h In
form
atio
n (B
HI)
NS
W K
ids
and
Fam
ilies
(N
SW
K&
F)
Rig
ht P
eop
le, R
ight
Ski
lls, R
ight
Pla
ce7.
Rec
og
nise
the
val
ue o
f g
ener
alis
t an
d s
pec
ialis
t sk
ills
PAGE 14 NSW HEALTH Health Professionals Workforce Plan 2012-2022 – Revised 2015
Ho
w w
e w
ill g
et t
here
...W
hat
we
are
stri
ving
fo
r...
No
Str
ateg
yM
ajo
r Le
ad(s
)S
take
hold
ers/
Par
tner
s
Key
S
upp
ort
ing
Str
ateg
ies
In 1
-2 y
ears
In 2
-5 y
ears
In 1
0 y
ears
7.4
Fu
lly d
evel
op
th
e g
en
era
list
me
dic
ine
trai
nin
g p
ath
way
fo
r m
etro
po
litan
an
d r
ura
l h
osp
ital
s
Mo
H
HE
TI
n M
ed
ical
C
olle
ges
n L
HD
N
6.2
7.3
Est
ablis
h a
nd
pro
mo
te d
ual
tra
inin
g
pat
hw
ays
that
incl
ud
e g
en
era
l m
ed
icin
e tr
ain
ing
Est
ablis
h a
ge
ne
ral m
ed
icin
e tr
ain
ing
p
ath
way
wit
h a
n a
dd
itio
nal
5 g
en
era
l me
dic
ine
trai
nin
g p
lace
s –
wit
h 2
ava
ilab
le a
s d
ual
tra
inin
g
pat
hw
ays
Est
ablis
h a
ge
ne
ral m
ed
icin
e tr
ain
ing
p
ath
way
wit
h a
n a
dd
itio
nal
5 g
en
era
l m
ed
icin
e tr
ain
ing
pla
ces
– w
ith
2
avai
lab
le a
s d
ual
tra
inin
g p
ath
way
s
Pro
fess
ion
al d
evel
op
me
nt
avai
lab
le
to a
ll p
hysi
cian
s to
mai
nta
in g
en
era
l p
hysi
cian
ro
ste
rs
Ad
eq
uat
e in
take
of
phy
sici
ans
avai
lab
le f
or
ge
ne
ral m
ed
icin
e ro
ste
r
7.5
Est
ablis
h a
nd
gro
w a
su
itab
le g
en
era
list
me
dic
al w
ork
forc
e fo
r th
e N
SW
ho
spit
al s
yste
m
Mo
H
HE
TI
n L
HD
N
n E
du
cati
on
p
rovi
de
rs
7.3
Inve
stm
en
t to
incl
ud
e sp
on
sors
hip
o
f 1
5 p
lace
s in
th
e M
aste
r o
f C
linic
al
Me
dic
ine
(Lea
de
rsh
ip a
nd
M
anag
em
en
t) p
rog
ram
($
10,0
00
pe
r p
arti
cip
ant)
an
d $
50
00
pa
ince
nti
ve
for
loca
l su
pe
rvis
ion
of
spo
nso
red
ca
nd
idat
es
Incr
ease
d o
pp
ort
un
itie
s fo
r H
osp
ital
ist
em
plo
yme
nt
follo
win
g
trai
nin
g in
Lo
cal H
ealt
h D
istr
icts
/ N
etw
ork
s
Tert
iary
ed
uca
tio
n m
arke
t fo
r H
osp
ital
ist
role
s m
atch
ed
to
se
rvic
e n
ee
d
7.6
Est
ablis
h a
dd
itio
nal
ru
ral
fello
wsh
ip s
pe
cial
ist
po
siti
on
s
AC
In L
HD
N
n H
ET
I
6.2
Inve
stm
en
t to
incl
ud
e se
ven
ad
dit
ion
al r
ura
l fel
low
ship
sp
eci
alis
t p
osi
tio
ns
in A
nae
sth
etic
s an
d
Su
rge
ry
Mo
nit
or
and
ad
just
fel
low
ship
p
osi
tio
ns
to m
eet
se
rvic
e n
ee
dS
up
ply
of
loca
l Su
rgic
al a
nd
A
nae
sth
etic
s sp
eci
alis
ts m
eet
se
rvic
e n
ee
d
Min
istr
y o
f H
ealt
h (M
oH
), L
oca
l Hea
lth
Dis
tric
ts a
nd
Sp
ecia
lty
Hea
lth
Net
wo
rks
(LH
DN
) A
gen
cy f
or
Clin
ical
Inn
ova
tio
n (A
CI)
Hea
lth
Ed
uca
tio
n an
d T
rain
ing
Inst
itu
te (
HE
TI)
Clin
ical
Exc
elle
nce
C
om
mis
sio
n (C
EC
) B
ure
au o
f H
ealt
h In
form
atio
n (B
HI)
NS
W K
ids
and
Fam
ilies
(N
SW
K&
F)
Health Professionals Workforce Plan 2012-2022 – Revised 2015 NSW HEALTH PAGE 15
Ho
w w
e w
ill g
et t
here
...W
hat
we
are
stri
ving
fo
r...
No
Str
ateg
yM
ajo
r Le
ad(s
)S
take
hold
ers/
Par
tner
s
Key
S
upp
ort
ing
Str
ateg
ies
In 1
-2 y
ears
In 2
-5 y
ears
In 1
0 y
ears
7.7
Gro
w N
urs
ing
an
d
Mid
wif
ery
wo
rkfo
rce
in
line
wit
h f
ore
cast
hea
lth
se
rvic
e d
em
and
an
d
del
ive
ry r
eq
uir
em
en
ts
Mo
H
HE
TI
LH
DN
n E
du
cati
on
p
rovi
de
rs2
.1
2.3
3.1
6.1
7.1
7.2
7.3
7.8
8.1
8.2
8.4
Up
dat
e N
urs
ing
an
d M
idw
ife
ry
wo
rkfo
rce
pro
ject
ion
s, in
clu
din
g
tho
se f
or
com
mu
nit
y n
urs
ing
se
cto
r
Nu
rsin
g in
crea
sed
by
140
0 b
y 2
013
Mid
wif
ery
sta
ff a
lign
ed
to
Bir
thra
te
Plu
s
Har
nes
s av
aila
ble
Co
mm
on
wea
lth
fu
nd
ing
su
pp
ort
to
acc
ess
sup
po
rte
d f
un
din
g f
or
En
rolle
d
Nu
rses
(E
N)
and
Ass
ista
nts
in
Nu
rsin
g (
AIN
)
Join
t p
lan
nin
g p
roce
ss w
ith
RT
Os
and
NS
W H
ealt
h t
o s
up
po
rt d
eliv
ery
o
f su
ffic
ien
t E
N a
nd
AIN
tra
inin
g
pla
ces
in a
cco
rdan
ce
wit
h
wo
rkfo
rce
ne
ed
s
60
Re
-en
try
to N
urs
ing
Sch
ola
rsh
ips
targ
etin
g in
div
idu
als
wh
o h
ave
be
en
aw
ay f
rom
nu
rsin
g a
nd
do
no
t m
eet
th
e N
urs
ing
an
d M
idw
ife
ry B
oar
d
rece
ncy
of
pra
ctic
e st
and
ard
Reg
ula
rly
revi
ew a
nd
up
dat
e w
ork
forc
e m
od
ellin
g p
roje
ctio
ns
for
the
Nu
rsin
g a
nd
Mid
wif
ery
w
ork
forc
e
Nu
rsin
g a
nd
mid
wif
ery
sta
ff
incr
ease
d b
y 4
575
bet
we
en
20
12
and
20
19
Incr
ease
d c
apac
ity
for
EN
an
d A
IN
trai
nin
g a
cro
ss a
ran
ge
of
LH
DN
s
Incr
ease
d a
vaila
bili
ty o
f lo
cal
trai
nin
g f
or
EN
an
d A
IN r
ole
s in
ru
ral
area
s
Eva
luat
ion
of
Re
-en
try
to N
urs
ing
S
cho
lars
hip
s
Inve
stm
en
t to
incl
ud
e 6
0 N
urs
e P
ract
itio
ne
r p
osi
tio
ns
acro
ss N
SW
in
line
wit
h c
urr
en
t L
HD
N p
rio
riti
es b
y 2
019
Dev
elo
p s
erv
ice
anal
ysis
an
d N
urs
e P
ract
itio
ne
r im
ple
me
nta
tio
n
fram
ewo
rks
Incr
ease
d o
pp
ort
un
itie
s fo
r N
urs
e P
ract
itio
ne
r se
rvic
e d
evel
op
me
nt
in
area
s o
f n
ee
d, i
ncl
ud
ing
inte
gra
ted
ca
re a
nd
se
rvic
es in
ru
ral l
oca
tio
n
Nu
rsin
g a
nd
mid
wif
ery
w
ork
forc
e al
ign
s w
ith
se
rvic
e d
em
and
to
me
et t
he
ne
ed
s o
f p
atie
nts
Min
istr
y o
f H
ealt
h (M
oH
), L
oca
l Hea
lth
Dis
tric
ts a
nd
Sp
ecia
lty
Hea
lth
Net
wo
rks
(LH
DN
) A
gen
cy f
or
Clin
ical
Inn
ova
tio
n (A
CI)
Hea
lth
Ed
uca
tio
n an
d T
rain
ing
Inst
itu
te (
HE
TI)
Clin
ical
Exc
elle
nce
C
om
mis
sio
n (C
EC
) B
ure
au o
f H
ealt
h In
form
atio
n (B
HI)
NS
W K
ids
and
Fam
ilies
(N
SW
K&
F)
PAGE 16 NSW HEALTH Health Professionals Workforce Plan 2012-2022 – Revised 2015
Ho
w w
e w
ill g
et t
here
...W
hat
we
are
stri
ving
fo
r...
No
Str
ateg
yM
ajo
r Le
ad(s
)S
take
hold
ers/
Par
tner
s
Key
S
upp
ort
ing
Str
ateg
ies
In 1
-2 y
ears
In 2
-5 y
ears
In 1
0 y
ears
7.8
Gro
w A
llie
d H
ealt
h
wo
rkfo
rce
in li
ne
wit
h
fore
cast
hea
lth
se
rvic
e d
em
and
an
d d
eliv
ery
re
qu
ire
me
nts
Mo
H
HE
TI
LH
DN
n E
du
cati
on
p
rovi
de
rs2
.1
2.2
2.3
3.1
3.2
7.1
7.2
7.3
7.4
8.1
Dev
elo
pm
en
t o
f w
ork
forc
e m
od
ellin
g p
roje
ctio
ns
for
the
Alli
ed
H
ealt
h w
ork
forc
e
Inve
stm
en
t to
incl
ud
e an
ad
dit
ion
al
15 p
re-r
egis
trat
ion
po
siti
on
s fo
r ra
dio
gra
phy
an
d n
ucl
ear
me
dic
ine
Rev
iew
ru
ral A
llie
d H
ealt
h
Sch
ola
rsh
ip t
o e
nsu
re a
pp
rop
riat
e ta
rget
ing
of
sch
ola
rsh
ips
to s
erv
ice
ne
ed
Dev
elo
pm
en
t o
f ev
ide
nce
bas
ed
A
llie
d H
ealt
h C
are
Ass
ista
nt
Fra
mew
ork
Incr
ease
d u
pta
ke o
f sc
ho
ol b
ase
d
trai
ne
esh
ips
in H
um
an S
erv
ices
In
du
stry
Cu
rric
ulu
m f
ram
ewo
rk
Reg
ula
rly
revi
ew a
nd
up
dat
e w
ork
forc
e m
od
ellin
g p
roje
ctio
ns
for
the
Alli
ed
Hea
lth
wo
rkfo
rce
Co
nti
nu
atio
n o
f p
re-r
eg
istr
atio
n
pla
ces
det
erm
ine
d o
n o
utc
om
es o
f A
llie
d H
ealt
h m
od
ellin
g a
nd
tar
get
ed
ex
pre
ssio
n o
f in
tere
st p
roce
ss
Incr
ease
d c
apac
ity
for
Alli
ed
Hea
lth
C
are
Ass
ista
nt
trai
nin
g a
cro
ss a
ra
ng
e o
f L
HD
Ns
Incr
ease
d a
vaila
bili
ty f
or
Alli
ed
H
ealt
h p
ath
way
s fr
om
sch
oo
l to
p
rofe
ssio
nal
qu
alif
icat
ion
s, e
spe
cial
ly
in r
ura
l are
as
Pro
vid
e an
ad
dit
ion
al 6
8 t
rain
ing
p
osi
tio
ns
by
20
19 in
alli
ed
hea
lth
fi
eld
s in
clu
din
g p
rost
het
ics
and
o
rth
oti
cs, d
iag
no
stic
imag
ing
, m
ed
ical
phy
sici
sts
and
ra
dio
ph
arm
ace
uti
cal s
cie
nti
sts
Alli
ed
Hea
lth
wo
rkfo
rce
alig
ns
wit
h s
erv
ice
de
man
d t
o m
eet
th
e n
ee
ds
of
pat
ien
ts
Min
istr
y o
f H
ealt
h (M
oH
), L
oca
l Hea
lth
Dis
tric
ts a
nd
Sp
ecia
lty
Hea
lth
Net
wo
rks
(LH
DN
) A
gen
cy f
or
Clin
ical
Inn
ova
tio
n (A
CI)
Hea
lth
Ed
uca
tio
n an
d T
rain
ing
Inst
itu
te (
HE
TI)
Clin
ical
Exc
elle
nce
C
om
mis
sio
n (C
EC
) B
ure
au o
f H
ealt
h In
form
atio
n (B
HI)
NS
W K
ids
and
Fam
ilies
(N
SW
K&
F)
Health Professionals Workforce Plan 2012-2022 – Revised 2015 NSW HEALTH PAGE 17
Ho
w w
e w
ill g
et t
here
...W
hat
we
are
stri
ving
fo
r...
No
Str
ateg
yM
ajo
r Le
ad(s
)S
take
hold
ers/
Par
tner
s
Key
S
upp
ort
ing
Str
ateg
ies
In 1
-2 y
ears
In 2
-5 y
ears
In 1
0 y
ears
8.1
Inve
st in
th
e w
ork
forc
e th
rou
gh
th
e p
rovi
sio
n o
f ca
ree
r re
sou
rces
fo
r h
ealt
h p
rofe
ssio
nal
s, t
o
en
sure
car
ee
r p
lan
s ar
e al
ign
ed
wit
h s
erv
ice
ne
ed
s
Mo
H
LH
DN
n D
ep
artm
en
t o
f E
du
cati
on
an
d
Co
mm
un
itie
s
n E
du
cati
on
p
rovi
de
rs
n M
ed
ical
C
olle
ges
n P
rofe
ssio
nal
A
sso
ciat
ion
s
n H
ET
I
2.1
2.2
3.1
6.1
6.2
6.3
6.4
Dev
elo
pm
en
t o
f a
Car
ee
r F
ram
ewo
rk a
dd
ress
ing
car
ee
r in
form
atio
n, d
efin
ed
car
ee
r p
ath
way
s an
d in
div
idu
al c
are
er
pla
nn
ing
fo
r b
oth
sp
eci
alis
t an
d
ge
ne
ralis
t ca
ree
rs
Pro
mo
tio
n o
f ca
ree
rs w
ith
mo
de
rate
to
hig
h p
roje
cte
d w
ork
forc
e d
em
and
Imp
lem
en
t ca
ree
r in
form
atio
n a
nd
re
sou
rces
fo
r h
ealt
h p
rofe
ssio
nal
s to
in
form
ind
ivid
ual
car
ee
r p
lan
s
Eva
luat
ion
un
de
rtak
en
an
d c
are
er
reso
urc
es a
dju
ste
d
Bet
ter
alig
nm
en
t b
etw
ee
n
serv
ice
ne
ed
an
d w
ork
forc
e av
aila
bili
ty a
nd
cap
abili
ty
All
com
me
nci
ng
hea
lth
g
rad
uat
es h
ave
acce
ss t
o
reso
urc
es t
o a
ssis
t th
em
in
mak
ing
info
rme
d c
are
er
de
cisi
on
s w
ith
in 1
8 m
on
ths
of
com
me
nci
ng
em
plo
yme
nt
w
ith
NS
W H
ealt
h
8.2
Su
pp
ort
new
hea
lth
p
ract
itio
ne
rs in
u
nd
ert
akin
g t
hei
r ro
les
in
the
pu
blic
hea
lth
sys
tem
HE
TI
LH
DN
2.1
3.1
3.2
3.3
Imp
lem
en
tati
on
of
the
New
Sta
rte
r P
rog
ram
as
a d
ed
icat
ed
ori
en
tati
on
p
rog
ram
to
fac
ilita
te t
ran
siti
on
of
clin
ical
gra
du
ates
to
th
e w
ork
pla
ce
Fo
un
dat
ion
Mo
du
les
are
uti
lise
d b
y n
ew h
ealt
h p
ract
itio
ne
rs in
LH
DN
sF
ou
nd
atio
ns
Pro
gra
m is
a
syst
em
ic p
art
of
ori
en
tati
on
fo
r h
ealt
h p
rofe
ssio
nal
s ac
ross
N
SW
Hea
lth
8.3
En
sure
th
at t
he
skill
s o
f n
on
-sp
eci
alis
t h
ealt
h
pro
fess
ion
als
are
mai
nta
ine
d
HE
TI
LH
DN
n E
du
cati
on
p
rovi
de
rs3
.3
6.1
100
% o
f n
on
-sp
eci
alis
t m
ed
ical
p
ract
itio
ne
rs e
nro
lled
in o
r u
nd
ert
ake
n H
osp
ital
Ski
lls P
rog
ram
En
sure
th
at n
on
-sp
eci
alis
t m
ed
ical
p
ract
itio
ne
rs h
ave
acce
ss t
o o
ng
oin
g
pro
fess
ion
al d
evel
op
me
nt
Wel
l tra
ine
d s
up
ply
of
no
n-
spe
cial
ist
hea
lth
pro
fess
ion
als
8.
Gro
w a
nd s
upp
ort
a s
kille
d w
ork
forc
e
Min
istr
y o
f H
ealt
h (M
oH
), L
oca
l Hea
lth
Dis
tric
ts a
nd
Sp
ecia
lty
Hea
lth
Net
wo
rks
(LH
DN
) A
gen
cy f
or
Clin
ical
Inn
ova
tio
n (A
CI)
Hea
lth
Ed
uca
tio
n an
d T
rain
ing
Inst
itu
te (
HE
TI)
Clin
ical
Exc
elle
nce
C
om
mis
sio
n (C
EC
) B
ure
au o
f H
ealt
h In
form
atio
n (B
HI)
NS
W K
ids
and
Fam
ilies
(N
SW
K&
F)
PAGE 18 NSW HEALTH Health Professionals Workforce Plan 2012-2022 – Revised 2015
Ho
w w
e w
ill g
et t
here
...W
hat
we
are
stri
ving
fo
r...
No
Str
ateg
yM
ajo
r Le
ad(s
)S
take
hold
ers/
Par
tner
s
Key
S
upp
ort
ing
Str
ateg
ies
In 1
-2 y
ears
In 2
-5 y
ears
In 1
0 y
ears
8.4
En
sure
th
at h
ealt
h
pro
fess
ion
als
hav
e ap
pro
pri
ate
acce
ss t
o
clin
ical
ed
uca
tio
n
sup
po
rt a
nd
co
nti
nu
e to
re
cog
nis
e an
d s
up
po
rt
the
ed
uca
tio
n r
ole
of
sen
ior
clin
icia
ns
HE
TI
LH
DN
n E
du
cati
on
p
rovi
de
rs
n M
oH
3.1
3.3
6.1
7.2
Rev
iew
of
curr
en
t p
ract
ices
fo
r A
llie
d H
ealt
h c
linic
al e
du
cati
on
in
LH
DN
s, a
nd
th
e d
evel
op
me
nt
of
go
od
pra
ctic
e g
uid
elin
es f
or
sup
po
rtin
g
Alli
ed
Hea
lth
ed
uca
tio
n
in L
HD
Ns
Ad
dit
ion
al 9
0 C
linic
al N
urs
e/
Mid
wif
ery
Ed
uca
tors
an
d S
pe
cial
ists
Clin
ical
Su
pe
rvis
ion
Su
pp
ort
P
rog
ram
dev
elo
pe
d a
nd
co
mm
en
ced
to
en
han
ce t
rain
ing
an
d
sup
po
rt o
f cl
inic
al s
up
erv
iso
rs t
o
incr
ease
pat
ien
t sa
fety
an
d t
he
qu
alit
y o
f ca
re, t
o in
crea
se t
rain
ing
ca
pac
ity
and
to
pro
mo
te a
su
stai
nab
le
lear
nin
g c
ult
ure
in t
he
hea
lth
sys
tem
Fra
mew
ork
fo
r A
llie
d H
ealt
h c
linic
al
ed
uca
tio
n p
rovi
des
ap
pro
pri
ate
op
po
rtu
nit
ies
for
con
tin
uin
g
pro
fess
ion
al d
evel
op
me
nt
Ad
dit
ion
al in
vest
me
nt
to in
clu
de
180
n
ew s
pe
cial
ise
d N
urs
ing
& M
idw
ife
ry
po
siti
on
s b
y 2
019
, in
clu
din
g 1
20
C
linic
al N
urs
e/M
idw
ife
ry E
du
cato
rs,
20
Me
nta
l Hea
lth
Clin
ical
Nu
rse
Ed
uca
tors
an
d 2
0 C
linic
al N
urs
e C
on
sult
ants
an
d 2
0 C
linic
al
Mid
wif
ery
Co
nsu
ltan
ts.
Dev
elo
p a
ro
le o
f in
terd
isci
plin
ary
clin
ical
ed
uca
tors
to
dev
elo
p a
fr
amew
ork
fo
r e
du
cati
on
in c
ore
cl
inic
al c
om
pet
en
cies
Clin
ical
Su
pe
rvis
ion
Su
pp
ort
P
rog
ram
imp
lem
en
ted
, wit
h
reso
urc
es a
vaila
ble
to
su
pp
ort
cl
inic
al s
up
erv
iso
rs
Eff
ect
ive
and
eff
icie
nt
mix
of
inte
rdis
cip
linar
y cl
inic
al
ed
uca
tio
n t
o s
up
po
rt p
atie
nt
care
Clin
ical
su
pe
rvis
ion
ski
lls
op
tim
ise
d t
hro
ug
h r
ou
tin
e u
p-s
killi
ng
8.5
Imp
rove
acc
ess
to
ed
uca
tio
n a
nd
co
nti
nu
ing
p
rofe
ssio
nal
d
evel
op
me
nt
acro
ss t
he
NS
W H
ealt
h s
yste
m
HE
TI
LH
DN
n M
oH
n E
du
cati
on
p
rovi
de
rs
n P
rofe
ssio
nal
R
egis
trat
ion
B
od
ies
3.1
3.2
4.1
7.1
7.2
7.3
7.6
Ele
ven
pro
ject
s fo
r th
e es
tab
lish
me
nt
of
Sim
ula
ted
Lea
rnin
g
Env
iro
nm
en
ts (
SL
E)
com
me
nce
d
and
SL
E c
apac
ity
exp
and
ed
to
su
pp
ort
in
crea
sed
nu
mb
er
of
pro
fess
ion
al e
ntr
y an
d p
ost
gra
du
ate
hea
lth
pro
fess
ion
al le
arn
ers
Mo
bile
sim
ula
tio
n la
b t
o s
up
po
rt
on
go
ing
pro
fess
ion
al d
evel
op
me
nt
in r
ura
l LH
Ds
op
era
tio
nal
ise
d
Sta
nd
ard
s f
or
SL
E c
ou
rses
an
d
teac
hin
g d
evel
op
ed
Imp
lem
en
tati
on
of
a st
ate
-wid
e L
earn
ing
Co
nte
nt
Man
age
me
nt
Sys
tem
(LC
MS
) th
at e
nab
les
dev
elo
pm
en
t, d
ep
loym
en
t an
d
trac
kin
g o
f le
arn
ing
eve
nts
SL
E g
ove
rnan
ce m
od
el e
stab
lish
ed
Eva
luat
e an
d a
dju
st m
ob
ile
sim
ula
tio
n la
b o
pe
rati
on
to
en
sure
th
at p
rofe
ssio
nal
dev
elo
pm
en
t o
pp
ort
un
itie
s in
ru
ral L
HD
s ar
e e
nh
ance
d
Sta
te-w
ide
coo
rdin
ate
d a
pp
roac
h
to c
urr
icu
lum
an
d r
eso
urc
e d
evel
op
me
nt
SL
E t
each
ing
ski
lls p
rog
ram
ro
lled
o
ut
acro
ss N
SW
HE
TI O
nlin
e fu
lly im
ple
me
nte
d
acro
ss a
ll L
HD
Ns
Pe
rfo
rman
ce m
anag
em
en
t co
mp
on
en
ts o
f H
ET
I On
line
be
com
e fu
nct
ion
al w
ith
in s
yste
m
Ro
le o
f S
LE
tra
inin
g s
up
po
rte
d
and
re
cog
nis
ed
wit
hin
e
du
cati
on
cu
rric
ula
at
bo
th
pro
fess
ion
al e
ntr
y an
d
po
stg
rad
uat
e le
vel
Inte
gra
tio
n o
f C
are
er
Pla
nn
ing
an
dS
up
po
rt m
od
ule
s in
to H
ET
I O
nlin
e
Eq
uit
able
acc
ess
to e
du
cati
on
an
d c
on
tin
uin
g p
rofe
ssio
nal
d
evel
op
me
nt
acro
ss t
he
NS
W
Hea
lth
sys
tem
Min
istr
y o
f H
ealt
h (M
oH
), L
oca
l Hea
lth
Dis
tric
ts a
nd
Sp
ecia
lty
Hea
lth
Net
wo
rks
(LH
DN
) A
gen
cy f
or
Clin
ical
Inn
ova
tio
n (A
CI)
Hea
lth
Ed
uca
tio
n an
d T
rain
ing
Inst
itu
te (
HE
TI)
Clin
ical
Exc
elle
nce
C
om
mis
sio
n (C
EC
) B
ure
au o
f H
ealt
h In
form
atio
n (B
HI)
NS
W K
ids
and
Fam
ilies
(N
SW
K&
F)
Health Professionals Workforce Plan 2012-2022 – Revised 2015 NSW HEALTH PAGE 19
Ho
w w
e w
ill g
et t
here
...W
hat
we
are
stri
ving
fo
r...
No
Str
ateg
yM
ajo
r Le
ad(s
)S
take
hold
ers/
Par
tner
s
Key
S
upp
ort
ing
Str
ateg
ies
In 1
-2 y
ears
In 2
-5 y
ears
In 1
0 y
ears
8.4
En
sure
th
at h
ealt
h
pro
fess
ion
als
hav
e ap
pro
pri
ate
acce
ss t
o
clin
ical
ed
uca
tio
n
sup
po
rt a
nd
co
nti
nu
e to
re
cog
nis
e an
d s
up
po
rt
the
ed
uca
tio
n r
ole
of
sen
ior
clin
icia
ns
HE
TI
LH
DN
n E
du
cati
on
p
rovi
de
rs
n M
oH
3.1
3.3
6.1
7.2
Rev
iew
of
curr
en
t p
ract
ices
fo
r A
llie
d H
ealt
h c
linic
al e
du
cati
on
in
LH
DN
s, a
nd
th
e d
evel
op
me
nt
of
go
od
pra
ctic
e g
uid
elin
es f
or
sup
po
rtin
g
Alli
ed
Hea
lth
ed
uca
tio
n
in L
HD
Ns
Ad
dit
ion
al 9
0 C
linic
al N
urs
e/
Mid
wif
ery
Ed
uca
tors
an
d S
pe
cial
ists
Clin
ical
Su
pe
rvis
ion
Su
pp
ort
P
rog
ram
dev
elo
pe
d a
nd
co
mm
en
ced
to
en
han
ce t
rain
ing
an
d
sup
po
rt o
f cl
inic
al s
up
erv
iso
rs t
o
incr
ease
pat
ien
t sa
fety
an
d t
he
qu
alit
y o
f ca
re, t
o in
crea
se t
rain
ing
ca
pac
ity
and
to
pro
mo
te a
su
stai
nab
le
lear
nin
g c
ult
ure
in t
he
hea
lth
sys
tem
Fra
mew
ork
fo
r A
llie
d H
ealt
h c
linic
al
ed
uca
tio
n p
rovi
des
ap
pro
pri
ate
op
po
rtu
nit
ies
for
con
tin
uin
g
pro
fess
ion
al d
evel
op
me
nt
Ad
dit
ion
al in
vest
me
nt
to in
clu
de
180
n
ew s
pe
cial
ise
d N
urs
ing
& M
idw
ife
ry
po
siti
on
s b
y 2
019
, in
clu
din
g 1
20
C
linic
al N
urs
e/M
idw
ife
ry E
du
cato
rs,
20
Me
nta
l Hea
lth
Clin
ical
Nu
rse
Ed
uca
tors
an
d 2
0 C
linic
al N
urs
e C
on
sult
ants
an
d 2
0 C
linic
al
Mid
wif
ery
Co
nsu
ltan
ts.
Dev
elo
p a
ro
le o
f in
terd
isci
plin
ary
clin
ical
ed
uca
tors
to
dev
elo
p a
fr
amew
ork
fo
r e
du
cati
on
in c
ore
cl
inic
al c
om
pet
en
cies
Clin
ical
Su
pe
rvis
ion
Su
pp
ort
P
rog
ram
imp
lem
en
ted
, wit
h
reso
urc
es a
vaila
ble
to
su
pp
ort
cl
inic
al s
up
erv
iso
rs
Eff
ect
ive
and
eff
icie
nt
mix
of
inte
rdis
cip
linar
y cl
inic
al
ed
uca
tio
n t
o s
up
po
rt p
atie
nt
care
Clin
ical
su
pe
rvis
ion
ski
lls
op
tim
ise
d t
hro
ug
h r
ou
tin
e u
p-s
killi
ng
8.5
Imp
rove
acc
ess
to
ed
uca
tio
n a
nd
co
nti
nu
ing
p
rofe
ssio
nal
d
evel
op
me
nt
acro
ss t
he
NS
W H
ealt
h s
yste
m
HE
TI
LH
DN
n M
oH
n E
du
cati
on
p
rovi
de
rs
n P
rofe
ssio
nal
R
egis
trat
ion
B
od
ies
3.1
3.2
4.1
7.1
7.2
7.3
7.6
Ele
ven
pro
ject
s fo
r th
e es
tab
lish
me
nt
of
Sim
ula
ted
Lea
rnin
g
Env
iro
nm
en
ts (
SL
E)
com
me
nce
d
and
SL
E c
apac
ity
exp
and
ed
to
su
pp
ort
in
crea
sed
nu
mb
er
of
pro
fess
ion
al e
ntr
y an
d p
ost
gra
du
ate
hea
lth
pro
fess
ion
al le
arn
ers
Mo
bile
sim
ula
tio
n la
b t
o s
up
po
rt
on
go
ing
pro
fess
ion
al d
evel
op
me
nt
in r
ura
l LH
Ds
op
era
tio
nal
ise
d
Sta
nd
ard
s f
or
SL
E c
ou
rses
an
d
teac
hin
g d
evel
op
ed
Imp
lem
en
tati
on
of
a st
ate
-wid
e L
earn
ing
Co
nte
nt
Man
age
me
nt
Sys
tem
(LC
MS
) th
at e
nab
les
dev
elo
pm
en
t, d
ep
loym
en
t an
d
trac
kin
g o
f le
arn
ing
eve
nts
SL
E g
ove
rnan
ce m
od
el e
stab
lish
ed
Eva
luat
e an
d a
dju
st m
ob
ile
sim
ula
tio
n la
b o
pe
rati
on
to
en
sure
th
at p
rofe
ssio
nal
dev
elo
pm
en
t o
pp
ort
un
itie
s in
ru
ral L
HD
s ar
e e
nh
ance
d
Sta
te-w
ide
coo
rdin
ate
d a
pp
roac
h
to c
urr
icu
lum
an
d r
eso
urc
e d
evel
op
me
nt
SL
E t
each
ing
ski
lls p
rog
ram
ro
lled
o
ut
acro
ss N
SW
HE
TI O
nlin
e fu
lly im
ple
me
nte
d
acro
ss a
ll L
HD
Ns
Pe
rfo
rman
ce m
anag
em
en
t co
mp
on
en
ts o
f H
ET
I On
line
be
com
e fu
nct
ion
al w
ith
in s
yste
m
Ro
le o
f S
LE
tra
inin
g s
up
po
rte
d
and
re
cog
nis
ed
wit
hin
e
du
cati
on
cu
rric
ula
at
bo
th
pro
fess
ion
al e
ntr
y an
d
po
stg
rad
uat
e le
vel
Inte
gra
tio
n o
f C
are
er
Pla
nn
ing
an
dS
up
po
rt m
od
ule
s in
to H
ET
I O
nlin
e
Eq
uit
able
acc
ess
to e
du
cati
on
an
d c
on
tin
uin
g p
rofe
ssio
nal
d
evel
op
me
nt
acro
ss t
he
NS
W
Hea
lth
sys
tem
Min
istr
y o
f H
ealt
h (M
oH
), L
oca
l Hea
lth
Dis
tric
ts a
nd
Sp
ecia
lty
Hea
lth
Net
wo
rks
(LH
DN
) A
gen
cy f
or
Clin
ical
Inn
ova
tio
n (A
CI)
Hea
lth
Ed
uca
tio
n an
d T
rain
ing
Inst
itu
te (
HE
TI)
Clin
ical
Exc
elle
nce
C
om
mis
sio
n (C
EC
) B
ure
au o
f H
ealt
h In
form
atio
n (B
HI)
NS
W K
ids
and
Fam
ilies
(N
SW
K&
F)
Hea
lth
Wo
rkfo
rce
Au
stra
lia (
HW
A)
Ho
w w
e w
ill g
et t
here
...W
hat
we
are
stri
ving
fo
r...
No
Str
ateg
yM
ajo
r Le
ad(s
)S
take
hold
ers/
Par
tner
s
Key
S
upp
ort
ing
Str
ateg
ies
In 1
-2 y
ears
In 2
-5 y
ears
In 1
0 y
ears
8.6
Dev
elo
p e
ffe
ctiv
e cl
inic
al,
pro
fess
ion
al a
nd
so
cial
su
pp
ort
an
d in
cen
tive
s fo
r ru
ral e
mp
loym
en
t
Mo
H
LH
DN
n H
ET
I
n N
on
-g
ove
rnm
en
t ag
en
cies
2.3
3.1
6.3
7.4
Un
de
rtak
e re
sear
ch o
n t
he
fact
ors
th
at h
ave
the
gre
ates
t r
etu
rn o
n
inve
stm
en
t fo
r at
trac
tin
g a
nd
re
tain
ing
ru
ral h
ealt
h p
rofe
ssio
nal
s
Dev
elo
pm
en
t an
d p
rom
oti
on
of
stra
teg
ic p
artn
ers
hip
s w
ith
ind
ust
ry
and
loca
l co
mm
un
itie
s in
th
e at
trac
tio
n a
nd
ret
en
tio
n o
f h
ealt
h
pro
fess
ion
als
and
th
eir
fam
ilies
Rev
iew
cu
rre
nt
ince
nti
ves
for
rura
l e
mp
loym
en
t in
lig
ht
of
rese
arch
Uti
lise
info
rmat
ion
fro
m a
vaila
ble
re
sear
ch t
o r
evie
w a
nd
ad
just
g
ove
rnm
en
t p
olic
ies
and
pro
gra
ms
Incr
ease
d in
volv
em
en
t o
f in
du
stry
an
d lo
cal c
om
mu
nit
ies
in t
he
em
plo
yme
nt
of
hea
lth
pro
fess
ion
als
in r
ura
l are
as
Imp
rove
d a
ttra
ctio
n
and
re
ten
tio
n t
o r
ura
l hea
lth
p
rofe
ssio
nal
po
siti
on
s
8.7
Su
pp
ort
th
e ru
ral
Mid
wif
ery
wo
rkfo
rce
Mo
Hn L
HD
N
n H
ET
I
7.1
7.6
Est
ablis
h t
en
sch
ola
rsh
ips
for
rura
l N
SW
fo
r st
ud
en
t m
idw
ife
po
siti
on
sE
valu
ate
imp
act
of
sch
ola
rsh
ip
pla
ces
and
ad
just
pro
gra
m t
o e
nab
le
sust
ain
abili
ty o
f ru
ral m
idw
ife
ry
serv
ices
Su
stai
nab
le s
tab
le m
idw
ife
ry
wo
rkfo
rce
and
pla
nn
ed
se
rvic
es in
ru
ral a
reas
wh
ich
m
eet
ru
ral p
atie
nt
ne
ed
8.8
Cre
ate
op
po
rtu
nit
ies
for
en
try
leve
l Ab
ori
gin
al
hea
lth
pro
fess
ion
als
HE
TI
Mo
H
CfO
HS
n L
HD
N
n A
bo
rig
inal
E
mp
loym
en
t S
erv
ices
n M
ed
ical
S
erv
ices
n D
en
tal S
cho
ols
n P
och
e C
en
tre
for
Ind
ige
no
us
Hea
lth
n R
ota
ry S
ydn
ey
2.3
7.2
90
Ab
ori
gin
al c
adet
ship
s fo
r
Nu
rsin
g a
nd
Mid
wif
ery
10 A
bo
rig
inal
cad
etsh
ips
for
Alli
ed
H
ealt
h P
ract
itio
ne
rs p
a
2 A
bo
rig
inal
Cad
etsh
ips
for
Me
dic
al
gra
du
ates
pa
En
han
ced
pro
mo
tio
n o
f th
e H
ET
I B
uild
ing
Cap
acit
y fo
r th
e A
bo
rig
inal
M
ed
ical
Wo
rkfo
rce
pro
gra
m w
hic
h
sup
po
rts
pre
fere
nti
al in
tern
al
loca
tio
n
5 A
bo
rig
inal
Cad
etsh
ips
for
Ora
l H
ealt
h W
ork
ers
pa
120
Ab
ori
gin
al c
adet
ship
s fo
r
Nu
rsin
g a
nd
Mid
wif
ery
by
20
17
20
Ab
ori
gin
al c
adet
ship
s fo
r A
llie
d
Hea
lth
Pra
ctit
ion
ers
pa
4 c
adet
ship
s fo
r M
ed
ical
gra
du
ates
p
a
96
ad
dit
ion
al t
rain
ees
hip
s av
aila
ble
u
nd
er
the
Ab
ori
gin
al D
en
tal
Ass
ista
nts
in t
he
rura
l pu
blic
se
cto
r an
d A
bo
rig
inal
Me
dic
al S
erv
ices
p
rog
ram
by
20
19.
2.6
% o
f n
ew g
rad
uat
es f
or
hea
lth
pro
fess
ion
al r
ole
s ar
e A
bo
rig
inal
8.9
Dev
elo
p t
he
role
of
reg
iste
red
Ab
ori
gin
al
Hea
lth
Pra
ctit
ion
ers
fo
r N
SW
Hea
lth
Mo
Hn L
HD
N
n A
CI
n N
SW
K&
F
n H
ET
I
2.1
8.5
Dev
elo
pm
en
t o
f a
wo
rkfo
rce
mo
del
fo
r A
bo
rig
inal
Hea
lth
Pra
ctit
ion
ers
(A
HP
) an
d A
bo
rig
inal
Hea
lth
W
ork
ers
(A
HW
)
Imp
lem
en
tati
on
of
a R
eco
gn
itio
n o
f P
rio
r L
earn
ing
pro
cess
to
en
able
ex
isti
ng
NS
W H
ealt
h A
bo
rig
inal
H
ealt
h W
ork
ers
to
ass
um
e n
ew
Ab
ori
gin
al H
ealt
h P
ract
itio
ne
r ro
le
Hea
lth
pro
fess
ion
al w
ork
forc
e u
nd
ers
tan
ds
and
su
pp
ort
s ro
le o
f A
HP
s in
pro
vid
ing
se
rvic
es
Str
uct
ure
th
at s
up
po
rts
rete
nti
on
an
d g
row
th o
f A
HW
s an
d A
HP
s th
rou
gh
a d
efin
ed
ca
ree
r p
ath
way
Ab
ori
gin
al h
ealt
h s
erv
ices
ef
fect
ivel
y in
teg
rate
AH
Ws
and
AH
Ps
into
all
serv
ices
an
d
pro
gra
ms
8.10
Su
pp
ort
th
e P
aram
ed
ic
wo
rkfo
rce
Am
bu
lan
ce
Se
rvic
e o
f N
SW
n M
oH
2.1
7.8
8.1
New
str
ateg
y, d
evel
op
ed
aft
er
year
1-
2 b
rack
et.
Em
plo
y an
ext
ra 5
3 P
aram
ed
ics,
in
clu
din
g 3
5 sp
eci
alis
t P
aram
ed
ics
and
18
Par
ame
dic
s fo
r th
e H
elic
op
ter
retr
ieva
l Net
wo
rk b
y 2
019
Gro
win
g t
he
Par
ame
dic
an
d
hel
ico
pte
r re
trie
val n
etw
ork
w
ork
forc
e in
lin
e w
ith
fo
reca
st
hea
lth
se
rvic
e d
em
and
an
d
del
ive
ry r
eq
uir
em
en
ts
PAGE 20 NSW HEALTH Health Professionals Workforce Plan 2012-2022 – Revised 2015
Ho
w w
e w
ill g
et t
here
...W
hat
we
are
stri
ving
fo
r...
No
Str
ateg
yM
ajo
r Le
ad(s
)S
take
hold
ers/
Par
tner
s
Key
S
upp
ort
ing
Str
ateg
ies
In 1
-2 y
ears
In 2
-5 y
ears
In 1
0 y
ears
9.1
En
sure
th
at m
od
els
of
care
tak
e an
evi
de
nce
b
ase
d a
pp
roac
h
to
effi
cie
nt
uti
lisat
ion
of
the
hea
lth
car
e w
ork
forc
e
AC
I
LH
DN
Mo
H
n H
ET
I
n C
EC
n B
HI
2.1
2.2
6.1
6.2
Up
-ski
llin
g o
f L
HD
Ns
to
effe
ctiv
ely
imp
lem
en
t m
od
els
of
care
th
at in
corp
ora
te
evid
en
ce b
ase
d w
ork
forc
e d
esig
n
Dev
elo
pm
en
t o
f st
ate
-wid
e fr
amew
ork
, gu
idel
ines
an
d
too
ls t
o a
ssis
t cl
inic
al s
erv
ices
w
ith
th
e p
roce
ss o
f w
ork
forc
e as
sess
me
nt
Dev
elo
pm
en
t o
f p
atie
nt
focu
sed
m
od
els
of
care
su
pp
ort
ed
b
y ev
ide
nce
bas
ed
wo
rkfo
rce
des
ign
On
go
ing
eva
luat
ion
of
chan
ges
in
w
ork
forc
e d
esig
n a
s p
art
of
eval
uat
ion
of
mo
del
s o
f ca
re
Hea
lth
car
e w
ork
forc
e is
eff
ect
ivel
y an
d s
afel
y d
ep
loye
d t
o p
rovi
de
qu
alit
y h
ealt
hca
re
Clin
ical
are
as a
re a
ble
to
eff
ect
ivel
y d
ete
rmin
e an
d im
ple
me
nt
the
mo
st
app
rop
riat
e sk
ills
mix
to
del
ive
r se
rvic
es
LH
DN
s h
ave
the
cap
acit
y to
init
iate
an
d im
ple
me
nt
wo
rkfo
rce
des
ign
ch
ang
es t
o m
ore
eff
ect
ivel
y m
eet
p
atie
nt
ne
ed
s
9.2
E
nsu
re t
hat
th
e re
view
of
mo
del
s o
f ca
re a
nd
ro
le
del
inea
tio
n o
f h
osp
ital
s fo
r m
ate
rnal
se
rvic
es
take
an
evi
de
nce
bas
ed
ap
pro
ach
to
eff
icie
nt
uti
lisat
ion
of
the
wo
rkfo
rce
Mo
H
LH
DN
n A
CI
n C
EC
n B
HI
2.1
7.1
8.1
Co
nsu
lt w
ith
LH
DN
s re
gar
din
g
the
app
rop
riat
e d
eliv
ery
of
mat
ern
al s
erv
ices
bas
ed
on
ro
le d
elin
eati
on
of
faci
litie
s
Dev
elo
pm
en
t o
f p
atie
nt
focu
sed
m
od
els
of
care
fo
r m
ate
rnal
se
rvic
es
sup
po
rte
d
by
evid
en
ce b
ase
d
wo
rkfo
rce
des
ign
Mat
ern
al s
erv
ices
hea
lth
car
e w
ork
forc
e is
eff
ect
ivel
y an
d s
afel
y d
ep
loye
d t
o p
rovi
de
qu
alit
y h
ealt
hca
re
9.3
Dev
elo
pm
en
t o
f st
ate
-w
ide
gu
idel
ines
an
d
syst
em
to
ass
ist
wit
h
effe
ctiv
e H
ealt
h
Pro
fess
ion
al
Cre
de
nti
alin
g a
nd
ap
po
intm
en
t sc
op
e o
f p
ract
ice
Mo
Hn C
EC
n L
HD
N
n M
ed
ical
C
olle
ges
n H
WA
n N
atio
nal
H
ealt
h
Pro
fess
ion
al
Bo
ard
s
6.2
Str
eam
line
d lo
cal c
red
en
tial
ing
an
d a
pp
oin
tme
nt
sco
pe
of
pra
ctic
e o
f m
ed
ical
sp
eci
alis
ts
acro
ss f
acili
ties
uti
lisin
g
cen
tral
ise
d in
form
atio
n s
yste
m
Str
eam
line
d lo
cal c
red
en
tial
ing
of
me
dic
al s
pe
cial
ists
acr
oss
fac
iliti
es
uti
lisin
g c
en
tral
ise
d in
form
atio
n
syst
em
Cre
de
nti
alin
g t
arg
ete
d t
o c
ert
ain
o
the
r h
ealt
h p
rofe
ssio
nal
gro
up
s,
wh
ere
war
ran
ted
Cre
de
nti
alin
g o
f m
ed
ical
sp
eci
alis
ts
and
oth
er
targ
ete
d h
ealt
h
pro
fess
ion
al g
rou
ps,
su
pp
ort
s s
afe
and
eff
ect
ive
pat
ien
t ca
re
9.4
En
sure
th
at t
he
reg
istr
atio
n o
f h
ealt
h
pro
fess
ion
als
me
ets
the
ne
ed
s o
f N
SW
Hea
lth
Mo
Hn P
rofe
ssio
nal
A
sso
ciat
ion
s2
.2
8.1
Co
llab
ora
te w
ith
Hea
lth
W
ork
forc
e A
ust
ralia
to
im
ple
me
nt
nat
ion
al r
efo
rms
in
the
reg
ula
tio
n o
f h
ealt
h
pro
fess
ion
s th
at r
em
ove
u
nn
ece
ssar
y le
gis
lati
ve a
nd
re
gu
lato
ry b
arri
ers
to
ref
orm
Wo
rk w
ith
juri
sdic
tio
ns
and
th
e
Au
stra
lian
Hea
lth
Pra
ctit
ion
er
Reg
ula
tio
n A
ge
ncy
(A
HP
RA
) to
im
ple
me
nt
imp
rove
me
nts
to
th
e N
atio
nal
Re
gis
trat
ion
&
Acc
red
itat
ion
Sch
em
e (N
RA
S)
ide
nti
fie
d b
y in
de
pe
nd
en
t re
view
Th
e re
gis
trat
ion
of
hea
lth
p
rofe
ssio
nal
s is
alig
ne
d w
ith
se
rvic
e n
ee
ds
and
go
od
pra
ctic
e w
ork
forc
e d
esig
n
9.5
Eff
ect
ivel
y u
se C
linic
al
Su
pp
ort
Off
ice
rs a
s a
war
d/u
nit
b
ase
d
reso
urc
e
LH
DN
Mo
H
n E
mp
loye
e an
d
Pro
fess
ion
al
Ass
oci
atio
ns
8.1
Un
de
rtak
e e
valu
atio
n o
f th
e im
ple
me
nta
tio
n o
f th
e C
linic
al
Su
pp
ort
Off
ice
r ro
le
An
ad
dit
ion
al 1
20
Clin
ical
Su
pp
ort
O
ffic
er
role
s cr
eate
d b
y 2
019
in li
ne
wit
h o
utc
om
es o
f th
e ev
alu
atio
n
Clin
ical
sta
ff a
re a
pp
rop
riat
ely
sup
po
rte
d w
ith
ad
min
istr
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Health Professionals Workforce Plan 2012-2022 – Revised 2015 NSW HEALTH PAGE 21
Appendix A: Small but Critical WorkforcesSmall but critical workforces are defined as ‘Workforces which contribute critical and essential elements of a comprehensive health service, and are currently experiencing threats to meet system needs now and into the future’.
Five critical workforces currently have action plans developed in accordance with Strategy 2.2:
Small but Critical Workforce Issues Identified
1. Radiopharmaceutical Science
• Ageing workforce
• Unable to attract adequate workforce
• Slow training pathway
2. Audiology
• Inability to recruit to public health system
• Limited capacity of public health system to provide training
3. Sonography
• Workforce mainly in Metropolitan areas, with limited distribution in rural/regional areas
• Student sourced postgraduate clinical training positions barrier to entry into the profession
4. Orthotics/Prosthetics
• Training based in Victoria
• Poor distribution in regional settings
• Public and private service mix
5. Diagnostic Imaging Medical Physics
• Lengthy training process and small numbers entering training pathway
• Lack of understanding of the role in the system
Appendices
Other Small but Critical WorkforcesThe Ministry’s Workforce Planning and Development Branch are aware that there are other small but critical workforces that are emerging, and work is commencing on these workforces.
PAGE 22 NSW HEALTH Health Professionals Workforce Plan 2012-2022 – Revised 2015
Appendix B: Projections of medical specialty workforce requirementsThe Ministry of Health has undertaken workforce modelling for individual medical specialties in NSW to project the workforce growth required to meet service needs projected to 2025.
Modelling scenarios have been developed using the National Health Workforce Taskforce (NHWT) modelling tool, which is a standard process used for modelling in NSW Health and nationally. This tool requires a number of data items which have been sourced from the Australian Institute Health and Welfare (AIHW) Medical Workforce 2010 dataset, NSW Medical Labour Force Profile 2009, NSW Health Information Exchange, Acute Inpatient Modelling (AIM) dataset, NSW Health Statistics, Sub Acute Inpatient Modelling (SIAM), Medicare Australia data and Visiting Medical Officer (VMO) data VMoney.
The initial year or base year of the workforce profile was used to construct a number of indicators required in the model; including workforce status, continuous workforce, new starters, re-entry and wastage.
Data items and assumptions such as demand were used to estimate the likely workforce outcome for a projected period of time. Outputs were projected by supply and demand by age-cohort, gender and workforce status for each year in the model period. The scenarios were then able to provide likely outcomes of projections of future wastage, new starters, re-entry, continuous staff and extra workforce required to sustain existing services into the future.
A number of common workforce risks have been identified that would have a consequence or impact on health service provision. These risks are ageing workforces; small workforces; retirement intentions; new fellow requirements and availability of training supervision.
A large number of medical specialist workforces were affected by ageing workforces, small workforces or high retirement intentions. The
reduction of hours worked and high workforce losses also impacted on many specialties.
Alone this may not create a critical shortage, but if there is not adequate entry in the specialty through adequate training to meet service need or migration, it may lead to a priority to increase training places. Changes in any of these factors may have occurred since the workforce modelling was undertaken, which will affect the priority rating assigned to the specialty.
The medical specialty modelling does not reflect shortages that may arise from maldistribution to the sector or location of medical specialists. The workforce modelling may indicate that there is an overall adequate supply of medical specialists in that specialty in NSW, but does not reflect maldistribution that may arise from specialists working predominantly in one sector (such as private practice) and/or mainly in one location (such as metropolitan Sydney).
Consultation has been undertaken with Medical Colleges, Faculties and Chapters, Staffing associations and Local Health Districts and Specialty Health Networks. Some concerns raised by medical colleges include:
n Services in rural and regional settings for some specialties are not meeting community need.
n Service demand is growing at a higher rate due primarily to the ageing population, medical technology changes and complexity of care.
n Some sub specialty shortages can be addressed by incorporating these sub specialties into generalist training, for example general surgical trainees receiving exposure to paediatric surgery.
n Sector distribution issues with shortages in the public sector due to work being undertaken mainly in the private sector.
n Localised specialty shortages in Local Health Districts or Specialty Health Networks which may be due to differing priorities and attraction issues.
n Further information and detail on each of the specialties can be found on the NSW Health website at: http://www.health.nsw.gov.au/careers/Pages/career-planning.aspx.
Appendices
Health Professionals Workforce Plan 2012-2022 – Revised 2015 NSW HEALTH PAGE 23
Part of the process of implementation of strategy 7.2, to Align specialist medical workforce supply with forecast health service demand and delivery requirements, is to ensure ongoing review and adjustment of the outcomes of the specialist medical modelling are undertaken. Just as the strategies in the Plan have required review and revision to ensure they remain relevant, the process and outcomes of workforce modelling also requires revision to ensure that they are current and incorporate changes in both workforce supply and service demands. This process is due to be undertaken again in 2016.
PAGE 24 NSW HEALTH Health Professionals Workforce Plan 2012-2022 – Revised 2015
Overview
MEDICAL WORKFORCE IN NSW
Medical Workforce Modelling by Specialty 2009-2010Major Priority for Workforce Planning
PsychiatryClinical GeneticsGeneral MedicineClinical Pharmacology
Moderate Priority for Workforce Planning
Addiction MedicinePain MedicineGeneral Pathology & GeneticsHaematology (Pathology and Physician)Nuclear Medicine – Physician & RadiologyOphthalmologyAnatomical Pathology (including Cytopathology)EndocrinologyRheumatologySexual Health Medicine
Minor Priority for Workforce Planning
Diagnostic RadiologyForensic PathologyMicrobiologyRespiratory and Sleep MedicineDermatologyPalliative MedicineGastroenterology and HepatologyGeneral SurgeryChemical PathologyOral and Maxillofacial Surgery
Minimal Priority for Workforce Planning
ImmunologyImmunology and AllergyInfectious DiseasesPaediatric SurgeryEmergency MedicineGeriatric MedicineMedical AdministrationMedical OncologyNephrologyObstetrics and GynaecologyOccupational and Environmental MedicineNeurologyRadiation OncologyRehabilitation MedicineOtolaryngology – Head and Neck Surgery
Supply in Balance AnaesthesiaIntensive Care MedicinePaediatrics and Child HealthCardiologyPublic Health MedicineSport and Exercise MedicineCardiothoracic SurgeryNeurosurgeryOrthopaedic SurgeryPlastic SurgeryUrologyVascular Surgery
Definition of Priority: Workforce Modelling new fellow requirements – Additional fellows required from outcome of workforce modelling divided by trainee numbers• Major Priority for Further Growth – Major Risk and 60%+ increase over current trainee numbers• Moderate Priority for Further Growth – Moderate Risk and 40% to 60% increase over current trainee numbers• Minor Priority for Further Growth – Minor Risk and 20% to 40% increase over current trainee numbers• Minimal Priority for Further Growth – Minimal Risk and 1% to 20% increase over current trainee numbers and 0%
increase required but Small Workforce in Regional/Rural• Supply in Balance – Minimal Risk and 0% workforce shortage
Definition of Small Workforces: Count of Districts/networks with less than 5 specialist workforce divided by the total count of workforce districts. Included all risk from minor (20%) to major (60% to 80%)
*General Practitioners not modelled.
www.health.nsw.gov.au © NSW Ministry of Health
RURAL / SMALL
RURAL / SMALL
METRO / SMALL
METRO / SMALL
Final Version – February 2015
Health Professionals Workforce Plan 2012-2022 – Revised 2015 NSW HEALTH PAGE 25
Name Position Organisation
Ms Sheila Keane Chair of the Rural and Remote Allied Health Research Alliance Allied Health Research Alliance
Mr John Dent Director, Service Planning Ambulance Service of NSW
Mr Sim Mead Director, Policy and Communications, AMA Australian Medical Association
Dr Tony Sara President, Australian Salaried Medical Officers Federation
Australian Salaried Medical Officers Federation
Ms Kerry Stevenson Community and Allied Health Manager Central Coast LHD
Prof Steven Boyages Chief Executive Clinical Education & Training Institute Clinical Education and Training Institute
Professor Simon Willcock Chair GPET, Board of HWA, Medical Directorate Clinical Education and Training Institute
Dr Charles Pain Director Health Systems Improvement, Clinical Excellence Commission Clinical Excellence Commission
Ms Sharon Flynn Chief Executive Officer CoastCity Country CoastCityCountry Training
Mr Rod Cooke Chief Executive, Community Services and Health Industry Skills Council
Community Services and Health Industry Skills Council
Ms Kathy Rankin General Manager TAFE NSW Training and Education Support Department of Education and Communities
Professor David Lyle Broken Hill University - Department of Rural Health Department of Rural Health
Mr Louis Baggio Director of Rehabilitation Services/Board member Southern LHD
Associate Professor Andrew KeeganVisiting Medical Officer, Board Member - Nepean-Blue Mountains Local Health District Board
Health Professionals Workforce Plan Taskforce
Dr Anne-Marie Feyer Georges Institute Health Professionals Workforce Plan Taskforce
Dr Scott Finlay GP Proceduralist Health Professionals Workforce Plan Taskforce
Mr Denys Wynn Manager, Medical Imaging North Coast LHD Health Professionals Workforce Plan Taskforce
Ms Trish Bradd Allied Health Director, South Eastern Sydney LHD
Health Professionals Workforce Plan Taskforce
Attendees of the Health Professionals Workforce Plan Roundtable
Appendices
Appendix C: Consultations for the Health Professionals Workforce Plan
PAGE 26 NSW HEALTH Health Professionals Workforce Plan 2012-2022 – Revised 2015
Name Position Organisation
Mr David Dixon Director, Workforce Services Northern CSD Health Reform Transitional Organisation - Northern
Ms Jan Erven A/Director Primary and Community Health, Health Reform Transition Office (Southern)
Health Reform Transitional Organisation - Southern
Mr George Beltchev Executive Consultant – Strategic Projects Health Workforce Australia
Professor Mary Chiarella Board, Health Workforce Australia Health Workforce Australia
Dr Anthony Llewellyn
Executive Medical Director Primary and Community Networks, Manager Medical Administration for Mental Health, HNET Psychiatry Training
Hunter New England LHD
Ms Carolyn Hullick Emergency Physician, Hunter New England Hunter New England LHD
Mr James Cook Associate Director, Workforce Planning and Development Ministry of Health
Ms Annie Owens Director, Workplace Relations and Management Ministry of Health
Ms Brenda McLeod Chief Allied Health Officer Ministry of Health
Ms Bronwyn Dennis Manager, Health Professionals Workforce Plan Ministry of Health
Ms Danielle Maloney Senior Allied Health Program Advisor, Mental Health and Drug & Alcohol Programs Ministry of Health
Ms Praveen Sharma Senior Policy Officer, Workforce Planning and Development Ministry of Health
Ms Robyn Burley Director, Workforce Planning and Development Ministry of Health
Professor Les White Chief Paediatrician, NSW Health Ministry of Health
Ms Anne Robertson Principal Midwifery Adviser NaMO Ministry of Health
Ms Jill Ludford Director of Operations Murrumbidgee LHD
Mrs Nancye Piercy Chief Executive Officer Murrumbidgee Medicare Local
Ms Rosie Kew Occupational Therapist, Lismore Base Hospital Northern NSW LHD
Mr Brett Holmes President, NSW Nurses Association Nurses Association
Zorica Rapaich Executive Director Occupational Therapy Australia - NSW Division
Ms Cassandra Smith Ministerial Advisor Office of the Minister for Health
Health Professionals Workforce Plan 2012-2022 – Revised 2015 NSW HEALTH PAGE 27
Name Position Organisation
Dr Denis Lennox Exec Director of Rural and Remote Medical Services, Office of Rural and Remote Health Queensland Health
Assoc Professor John Collins Member Royal Australian College of Surgeons Royal Australian College of Surgeons
Ms Helen Gunn Director Nursing and Midwifery Royal Hospital for Women South Eastern Sydney LHD
Ms Kim Olesen Director of Nursing and Midwifery Services South Eastern Sydney LHD
Mira Haramis Director, Centre for Education and Workforce Development South Western Sydney LHD
Mr Brett Oliver Director Of Medical Services South Western Sydney LHD
Mr Nicholas Marlow Director Nursing and Midwifery Community South Western Sydney LHD
Ms Clair Edwards Director Mental Health Nursing South Western Sydney LHD
Prof Iain Graham Head of School - Health and Human Sciences Southern Cross University
Ms Annette Solman Director Nursing and Midwifery Sydney Children's Hospital Network
Katharine Szitniak Director Nursing and Midwifery Sydney LHD Sydney LHD
Assoc Prof Tracey Thornley Deputy Head, Dean of the School of Nursing University of Notre Dame
Associate Professor Graeme Richardson Director of Post Graduate Training at Wagga Wagga Base Hospital UNSW Rural Clinical School of Medicine
Dr Louis Christie Director of Medical Services - Orange Base Hospital Western NSW LHD
Mr Richard Cheney Area Manager - Allied Health Services Western NSW LHD
Ms Jennifer Floyd Area Manager | Oral Health Services Western NSW & Far West Local Health Districts Western NSW LHD
Ms Linda Cutler Executive Director, NSW Institute of Rural Clinical Services & Teaching Western NSW LHD
Dr Kim Hill Executive Medical Director Western Sydney LHD
Mr Clive Wright Chief Dental Officer Western Sydney LHD
Mr David Simmonds A/Director Nursing and Midwifery Westmead Western Sydney LHD
PAGE 28 NSW HEALTH Health Professionals Workforce Plan 2012-2022 – Revised 2015
Name Position Organisation
Anthony Best Physiotherapy Manager Public Hospital NSW
Karen Edwards CEO/DON Calvary Health Care Sydney
Associate Professor Richard Paoloni ACEM NSW Faculty Chair Australasian College for Emergency Medicine
John Kolbe President The Royal Australasian College of Physicians
Dr Bill ThooAustralian and New Zealand Society for Geriatric Medicine and Agency for Clinical Innovation Aged Health network
Darrin Gray A/Director Hunter New England Imaging
Peter Sainsbury Director, Population Health South Western Sydney & Sydney Local Health Districts
Associate Professor Graeme Richardson Director of Post Graduate Training Murrumbidgee LHD
Prof Les White Chief Paediatrician NSW Ministry of Health
Tim Burt A/Principal Policy Officer, Recruitment & Retention Strategy NSW Ministry of Health
Alison Peters Director, NCOSS Council of Social Service of NSW (NCOSS)
John Thomas Radiology Services manager SESLHD St George Hospital
Sandeep Gupta Senior Outpatient/Amputee Physiotherapist Royal Prince Alfred Hospital
Liz Marles Vice President and Chair, NSW/ACT Faculty Royal Australian College of General Practitioners
Beth Sky Receptionist Narrabri Community Health
Ingrid Egan Chief Radiographer Northern Beaches Medical Imaging Depts.
Lea Bailey Clinical Nurse Specialist Port Macquarie Base Hospital
Sim Mead Director, Policy and Communications Australian Medical Association (NSW) Limited
Mark Burdack Director, Corporate Affairs Charles Sturt University
Robyn Johnston Clinical Nurse Consultant RNS Community Health Centre
David Small Project Manager, Service Development Northern Sydney Local Health District
Prof T Yee Khong President The Royal College of Pathologists of Australia
Dr Lynne Madden Manager, Centre for Epidemiology & Research Ministry of Health
Written Submissions to the Ministry of Health/Health Professionals Workforce Plan Taskforce
Health Professionals Workforce Plan 2012-2022 – Revised 2015 NSW HEALTH PAGE 29
What is the main organisation or stakeholder group you belong to in respect of your feedback?
Answer Options Response Percent Response Count
NSW Health (including Local Health Districts, Pillars and the Ministry of Health) 85.3% 64
Other jurisdiction health service 1.3% 1
Private or NGO health provider 0.0% 0
University 1.3% 1
Other Education provider 0.0% 0
Medical or Nursing College 1.3% 1
Employee Association 1.3% 1
Professional Association 6.7% 5
Health consumer 2.7% 2
Local Government 0.0% 0
Student 0.0% 0
Other (please specify) 4
Answered question 75
Summary of Respondents to the Feedback Form
PAGE 30 NSW HEALTH Health Professionals Workforce Plan 2012-2022 – Revised 2015
Which professional groups do your comments relate to in the main?
Answer Options Response Percent Response Count
All Workforce 24.3% 18
Medical 23.0% 17
Nursing 32.4% 24
Midwifery 6.8% 5
Oral Health 1.4% 1
Audiology 1.4% 1
Counselling 4.1% 3
Dietetics 9.5% 7
Diversional Therapy 6.8% 5
Genetics Counselling 5.4% 4
Nuclear Medicine Technology 2.7% 2
Occupational Therapy 14.9% 11
Orthoptics 2.7% 2
Pharmacy 6.8% 5
Physiotherapy 16.2% 12
Podiatry 4.1% 3
Psychology 9.5% 7
Radiation Therapy 2.7% 2
Radiography 10.8% 8
Social Work 9.5% 7
Speech Pathology 6.8% 5
Welfare 6.8% 5
Other (please specify) 7
Answered question 74
Please note: response count is greater than the number of respondents as respondents could indicate their comments were representative of more than one professional group.
Health Professionals Workforce Plan 2012-2022 – Revised 2015 NSW HEALTH PAGE 31
PAGE 32 NSW HEALTH Health Professionals Workforce Plan 2012-2022 – Revised 2015
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