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4.7
Safety and Risk Management
There was considerable discussion amongst Quality and Risk forums, including
Board and Board sub-committee level, about approaches to Quality, Safety and
Risk Management throughout 2010.
4.7.1 Health and Safety
The Health and Safety Committee met four times. The Committee has
reviewed the proposed Health and Wellbeing Strategy, and discussed
regional approaches to staff health and well-being.
Created a site visit checklist for use at all worksites to cover off OH&S
requirements. All sites to be visited by Corporate Quality by June 2011.
Reviewed reception security.
4.7.2 Privacy
Rolled out the ‘Privacy in the Workplace’ tool in July 2010. This tool was
completed by all teams and used to discuss the privacy risks associated with
the work of individual teams across Berry Street.
4.7.3 Emergency Management
Implemented plans to comply with the DHS 2010-2011 ‘Leaving Early’
policy for all clients and carers in 52 high risk areas and extreme areas as
rated by the Victorian Fire Risk Register.
Updated Berry Street Bushfire Preparedness policy and developed
Business Continuity Plans for each region and the whole organisation.
Did a stocktake of all Berry Street vehicle bushfire safety kits and
replenished stock (eg blankets, torches, masks, stickers) and rolled out
Vehicle Bushfire Safety kits to carers in high risk areas.
Undertook an audit of all sites that ensured we have emergency
evacuation plans displayed at each worksite. This audit also pointed out
areas for improvement including a need to appoint wardens and develop
comprehensive emergency manuals at some sites.
4.8
WorkCover
The WorkCover premium for 2010 was $816.245. Through determined effort, we
continue to see a reduction in premium despite an increase in wages each year.
The 2010 premium rate reduced from 2.24% in 2009 to 2.06%.
4.9
Professional Development & Training
We continue to invest significantly in professional development and training, with
the objectives of:
Reinforcing our learning culture
Ensuring the highest quality services for our clients
Ensuring, as far as possible, that staff have the necessary skills and
qualifications to carry out their role
Reinforcing Berry Street as an employer of choice
2% of staff salaries was allocated to professional development, which remains
higher than the sector average of 1.6%. The value of this is reinforced through the
Employee Opinion Survey, which consistently reports that professional
development is a key factor in staff retention and satisfaction.
4.9.1
New Initiatives
Our core professional development focussed on: embedding leadership
skills; promoting competence in working with Aboriginal people; ensuring