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More than 90% of respondents in leadership roles said they had the skills and
knowledge to manage team dynamics. A similar number indicated they were
clear about organisational messages they were required to deliver.
87% of staff agree they are kept well informed about plans and progress of the
organisation (76% last year).
78% of staff report regularly reading the Banner (down from 91% last year
following a move to an electronic medium for distribution), which has now been
redeveloped into an e-newsletter.
Almost 54% of respondents think communication has improved in the last 12
months and another 36% think the current level meets requirements.
The Berry Street Values are well understood with 97% of respondents saying they
are aware of the Values and that they see others applying them in their work
(same as last year).
92% of respondents indicated that their team regularly laughs and enjoys each
other‟s company.
18% of respondents said they did not have the time they needed to reflect on
their practice (35% last year).
72% of respondents believe that their competence in dealing with diverse
cultures has improved in the last 12 months or that they were already skilled in
this area.
79% of respondents indicate that they have a good work life balance (up 5% from
last year).
99% of staff reported that they believe their job is worthwhile and 89.5%
reported that the organisation also believed their work was valuable (up 4% from
last year).
A 3% salary increase for all staff in July.
Fifteen (15) staff took advantage of our 8 weeks paid Maternity Leave and 2 weeks
paid Parental Leave. We also continue to have a very good retention rate for those
accessing this leave and expect all except one to return to work.
More than 10% of our carers, staff and their families utilised our Employee or Carer
Assistance Program (EAP/CAP). This is an increase in the usage on last year.
Have recruited 58 people to the Victorian Bushfire Case Management Service (VBCMS).
We have used a model that means we have used both local leaders, local staff with
excellent qualifications, including some from other roles in Berry Street, as well as
people with a broad range of qualifications from outside of the area.
Due to the nature of the VBCMS work, we have put in place additional supports
around these staff including monthly phone “check ups” with a counsellor who can
then provide debriefing as required, regular team debriefs provided by an external
counsellor and our monthly Tuesday Focus meetings where information can be shared.
All staff also have access to a skilled Take Two practitioner who can provide consults
as required. Although the program was always time limited we undertook to train all
of the supervisors in Berry Street‟s model of supervision and provide them with some
mentoring and guidance as they established themselves in their new positions.
We have implemented a new approach to Salary Packaging that has reduced Berry
Street‟s administrative burden to deliver packaging and increased its flexibility for
staff and have increased staff using packaging from 46% to 53%.
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