EXECUTIVE DIRECTOR ABORIGINAL & TORRES STRAIT ISLANDER HEALTH TOWNSVILLE HOSPITAL & HEALTH SERVICE - CANDIDATE INFORMATION PACK
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CANDIDATE INFORMATION PACK EXECUTIVE DIRECTOR ABORIGINAL & TORRES STRAIT ISLANDER HEALTH TOWNSVILLE HOSPITAL & HEALTH SERVICE
CANDIDATE INFORMATION PACK Executive Director Aboriginal & Torres Strait Islander Health TABLE OF CONTENTS Executive Summary 3 Townsville Hospital & Health Service 4 Executive Director Aboriginal and Torres Strait Islander Health 6 Employment Terms & Conditions 8 How to Apply 10 HardyGroup | IN CONFIDENCE 2
CANDIDATE INFORMATION PACK
Executive Director Aboriginal & Torres Strait Islander Health
EXECUTIVE SUMMARY
The Townsville Hospital and Health Service (THHS) is the largest tertiary health service within northern
Australia. The Townsville University Hospital provides, complex, high level services across a wide range of
specialities including cardiothoracic, neurosurgery, adult and paediatric ICU, general surgery, medicine,
radiation and medical oncology, transplant haematology, paediatrics, obstetrics, and neonatology to the North
Queensland region. Uniquely, The Townsville University Hospital is the only tertiary facility in Queensland to
offer all of these services within the one hospital. In addition to The Townsville University Hospital, the THHS
delivers clinical services in eight locations over 149,500 square kilometres. Services include rural hospitals,
health centres, multi-purpose health services, mental health rehabilitation, clinics and aged cared.
THHS is seeking applications from Identified Executive Leaders to fill the vacancy of Executive Director
Aboriginal and Torres Strait Islander Health (Executive Director). The successful applicant will become a
member of the THHS Executive Team and will provide direct advice to the Chief Executive whilst contributing
to the design and delivery of THHS strategic plan.
The vision for Aboriginal and Torres Strait Islander Health services at THHS is to support holistic / wrap-around
primary care services to address chronic disease within the population as early as possible. The overarching
goal is to take a proactive approach to avoid hospitalisation, for chronic disease conditions to be managed as
much as possible in the community primary care space and to strengthen partnerships with Aboriginal Medical
Services within the region.
As the Executive Director you will work closely with the Executive Team to raise the organisation’s cultural
conscious and actively engage the workforce to plan and lead Aboriginal and Torres Strait Islander Health
initiatives. The Executive Director is responsible for leading the Indigenous Health Services Division (IHSD) with
5 direct reports and approximately 106 FTE.
The ideal applicant will be someone who can demonstrate:
1. High level conceptual and problem-solving skills and provide strategic leadership and expert advice on
policies, strategies and recommended solutions.
2. The ability to engage and sustain strong working relationships both within the HHS and across the
broader health system
3. Considerable experience in working with Aboriginal and Torres Strait Islander individuals, families and
communities.
4. A track record in improving services and establishing robust systems to ensure delivery of safe and
quality Indigenous services.
5. Highly developed interpersonal skills including conflict resolution, negotiation, consultation and
communication skills.
6. Executive level ability to drive a value-based culture of collaboration and participation, setting high
personal standards of cooperative and collaborative behaviour.
7. High motivation to achieve goals related to health improvements and delivery of high quality services
and ability to incorporate quality improvement activities and validated research into clinical practice
HardyGroup | IN CONFIDENCE 3
CANDIDATE INFORMATION PACK
Executive Director Aboriginal & Torres Strait Islander Health
TOWNSVILLE HOSPITAL & HEALTH SERVICE
To deliver quality public health services, education and research for the
Townsville region and tertiary health care for North Queensland
The Townsville Hospital and Health Service (HHS) is the largest tertiary health service within northern
Australia. The Townsville University Hospital provides, complex, high level services across a wide range of
specialities including cardiothoracic, neurosurgery, adult and paediatric ICU, general surgery, medicine,
radiation and medical oncology, transplant haematology, paediatrics, obstetrics and neonatology to the North
Queensland region. Uniquely, The Townsville University Hospital is the only tertiary facility in Queensland to
offer all of these services within the one hospital.
In addition to The Townsville University Hospital, the Townsville HHS delivers clinical services in eight locations
over 149, 500 square kilometres. Our services include rural hospitals, health centres, multi-purpose health
services, mental health rehabilitation, clinics and aged cared, supported by our innovative Telehealth services.
Townsville is the Northern Operational centre for Queensland Emergency Medical System Coordination
Centres, coordinating a retrieval service via both helicopter and fixed-wing aircrafts, including neonatal
retrievals for North Queensland.
The Townsville HHS is located adjacent to one of Queensland’s leading tertiary education facilities, James Cook
University. We are a major provider of undergraduate/postgraduate clinical placements and education across
all health services and disciplines. James Cook University and the Townsville HHS collaborate to conduct
research within the organisation making a substantial contribution to the development of research and
education policy.
Person Centred Care is an essential part of Townsville HHS. Our patients are central to everything we do and
we recognise the importance of their families and carers. We appreciate the importance of all our staff and
support them to deliver person centred care.
More than 7 percent of the total Townsville University Hospital and Health Service region identify as Aboriginal
and/ or Torres Strait Islander, double the average for Queensland as a whole at 3.6 percent. Of this 7 percent,
76.2 percent identify as Aboriginal, 12.6 percent as Torres Strait Islander, and 11.2 percent as both Aboriginal
and Torres Strait Islander.
Townsville University Hospital and Health Service strategic plan 2014-2018 acknowledges a commitment to
reducing inequalities between Indigenous and non-Indigenous health outcomes in alignment with the Closing
the Gap initiatives.
HardyGroup | IN CONFIDENCE 4
CANDIDATE INFORMATION PACK Executive Director Aboriginal & Torres Strait Islander Health TOWNSVILLE HHS VALUES Townsville HHS’s purpose is to deliver excellent care, research and education to improve the health of the people and communities of northern Queensland. View the 2019 – 2020 Annual Report here and the 2018 – 2022 Strategic Plan here. Visit the Townsville HHS website here. ABORIGINAL AND TORRES STRAIT ISLANDER HEALTH Aboriginal and Torres Strait Islander patients and consumers represent a significant proportion of the inpatient, community and emergency presentations within the health service. The THHS is committed to improving health outcomes for Aboriginal and Torres Strait Islander peoples by providing visible, culturally competent and capable care to our community through the design and development of services, programs and appropriate models of care. View the Townsville Aboriginal and Torres Strait Islander Health Services Page here. HardyGroup | IN CONFIDENCE 5
CANDIDATE INFORMATION PACK
Executive Director Aboriginal & Torres Strait Islander Health
EXECUTIVE DIRECTOR ABORIGINAL & TORRES
STRAIT ISLANDER HEALTH (IDENTIFIED)
POSITION PURPOSE
The Executive Director Aboriginal & Torres Strait Islander Health (Executive Director) is a member of the
Townsville HHS Service Executive Team and will provide direct advice to the Chief Executive whilst
contributing to the design and delivery of the broader organisation’s strategic plan.
The Executive Director has a specific role in providing an effective executive level cultural overlay to ensure
cultural consideration occurs for all service decisions and policy developments and to build the cultural
conscience, knowledge and skills for all staff and services across Townsville University Hospital and Health
Service.
The Executive Director will be accountable for and provide professional and operational leadership, expert
advice, strategic direction and planning, for Aboriginal and Torres Strait Islander Health services within the
Townsville HHS in alignment with Townsville HHS goals and strategic direction.
KEY DUTIES AND RESPONSIBILITIES
The Executive Director will cover a range of responsibilities across the following key areas:
• Strategic Direction and Professional Leadership
• Safety and Quality
• Communication and Engagement
• Operational Management
View the detailed list of responsibilities in the above key areas in the Position Description.
SELECTION CRITERIA
The Executive Director will demonstrate skill and knowledge in the following criteria:
1. High level conceptual and problem-solving skills including organisational behaviour, change
management, the ability to analyse evidence and provide strategic leadership and expert advice on
policies, strategies and recommended solutions.
2. Experience in working with Aboriginal and Torres Strait Islander individuals, families and communities.
3. Track record in improving services and establishing robust systems to ensure delivery of safe and
quality Indigenous services.
HardyGroup | IN CONFIDENCE 6CANDIDATE INFORMATION PACK
Executive Director Aboriginal & Torres Strait Islander Health
4. Highly developed interpersonal skills including conflict resolution, negotiation, consultation and
communication skills.
5. Knowledge and understanding of Aboriginal and Torres Strait Islander culture and identity to build and
sustain relationships within the Hospital and Health Service, across the broader health system and
with a diverse range of external stakeholders.
6. Executive level ability to drive a value-based culture of collaboration and participation, setting high
personal standards of cooperative and collaborative behaviour.
7. High motivation to achieve goals related to health improvements and delivery of high quality services
and ability to incorporate quality improvement activities and validated research into clinical practice.
REPORTING & KEY RELATIONSHIPS
The Executive Director reports directly to the Health Service Chief Executive.
The Executive Director has 5 direct reports and approximately 106 FTE within the division.
The Executive Director has operational line management responsibility for the following functions:
• Indigenous Health Coordination
• Cultural Practice
• Palm Island Health Services
• And other projects
KEY DATA
Annual Budget $16.1 million
Service Location Townsville, Queensland
Useful Links Role Description
Townsville HHS Website
Strategic Plan
Organisation Chart
HardyGroup | IN CONFIDENCE 7CANDIDATE INFORMATION PACK
Executive Director Aboriginal & Torres Strait Islander Health
EMPLOYMENT TERMS
& CONDITIONS
REMUNERATION $217,986 - $235,654 TRP
CLASSIFICATION HES2(H)
EMPLOYMENT STATUS Contract – Temporary full-time for three years (with the
possibility of two-year extension).
PRE-EMPLOYMENT PROBITY CHECKS
Information on a person’s suitability for appointment is obtained for all appointments. Potential appointees
will be asked whether there are any reasons why they should not be appointed such as: Information on a
person’s criminal history and other associated probity checks will be sought from those candidates whose
application has progressed to shortlisting for interview.
Applicants unsure about the definition of disclosable criminal convictions or status of any criminal conviction
may wish to seek legal advice in responding to the probity check questions. (A ‘disclosable’ conviction is one
that is recorded by the court and has not been rehabilitated or spent under the Criminal Law (Rehabilitation
of Offenders) Act 1986 and, in the case of Commonwealth convictions, the Crimes Act 1914 (Commonwealth),
and does not breach the confidentiality provisions of the Youth Justice Act 1992.)
TOWNSVILLE HHS TERMS
Pre-employment screening, including criminal history and discipline history checks, may be undertaken on
persons recommended for employment. Roles providing health, counselling and support services mainly to
children will require a blue card, unless otherwise exempt.
Employees who are permanently appointed to Queensland Health may be required to undertake a period of
probation appropriate to the appointment.
All relevant health professionals, who in the course of their duties formulate a reasonable suspicion that a
child or youth has been abused or neglected in their home/community environment, have a legislative and a
duty of care obligation to immediately report such concerns to Child Safety Services, Department of
Communities.
HardyGroup | IN CONFIDENCE 8CANDIDATE INFORMATION PACK Executive Director Aboriginal & Torres Strait Islander Health Applicants will be required to give a statement of their employment as a lobbyist within one (1) month of taking up the appointment. Details Lobbyist Disclosure Applicants may be required to disclose any pre-existing illness or injury which may impact on their ability to perform the role. Details are available in section 571 of the Workers' Compensation and Rehabilitation Act 2003 HardyGroup | IN CONFIDENCE 9
CANDIDATE INFORMATION PACK
Executive Director Aboriginal & Torres Strait Islander Health
HOW TO APPLY
The closing date for applications is Tuesday 8 June 2021
The reference number to include in your application is H21_3673
For a confidential discussion, please contact Principal Consultant, Lynette Boerth:
M: +61 (0)431 293 861
E: lboerth@hardygroupintl.com
Please submit application documentation to Senior Executive Search Coordinator, Anna Brownjohn:
T: +61 (0)409 977 847
E: abrownjohn@hardygroupintl.com
It Is standard practice for HardyGroup to acknowledge receipt of your application no later than the next
business day. We request that if you do not receive the acknowledgement, you contact the search coordinator
listed above as soon as possible after the 24-hour business period and arrange to resend your application if
necessary.
Your application must include:
1. Completed HG Application Form
2. Cover letter addressed to the Principal Consultant;
3. A written response addressing the key selection criteria, found on page 6
4. A current copy of your Curriculum Vitae; and
5. Information outlining your Aboriginal and/or Torres Strait Islander descent as per the genuine
occupational requirement under s25 of the Anti-Discrimination Act 1991. See Evidence of Attribute
document attached.
HardyGroup | IN CONFIDENCE 10CANDIDATE INFORMATION PACK Executive Director Aboriginal & Torres Strait Islander Health REFEREES You will need to provide details of three (3) professional referees. To do so, complete the relevant fields in the Candidate Profile. You should carefully consider who you select to approach to provide reference advice. Your current manager must be included. It is customary for referee reports to be requested after interview and if you are the preferred candidate, your permission will be requested prior to contacting your referees. PERSONAL INFORMATION HG complies with the Privacy Act 1988 (Cth), all applications are treated by HG in strict confidence, however in submitting an application you are extending permission to share your application with the Selection Panel. Personal Information will be used to assess your suitability for appointment to this Positions Health Services. As part of the selection process, personal information will be dealt with in accordance with HG’s Privacy Policy and the Information Privacy Act 2009. HardyGroup | IN CONFIDENCE 11
Role Description
Executive Director Aboriginal and Torres Strait Islander
Health (Identified)
Reference: H21_3673 Position ID: 32048852
Role title: Executive Director Aboriginal and Classification: HES2(H)
Torres Strait Islander Health
(Identified)
Employment Executive Contract Salary: $217,986 to $235,654
status: (Temporary full-time for three per annum
years, with the possibility of a two
year extension)
Unit/ Branch: Townsville Hospital and Health Contact Name: Lynette Boerth
Executive Management (HardyGroup)
Corporate Services
Contact Number: +61 (0)431 293 861
Location: Townsville Closing Date: Tuesday 8 June 2021
The Opportunity
The Executive Director Aboriginal and Torres Strait Islander Health is a member of the Townsville Hospital
and Health Service Executive Team and will provide direct advice to the Chief Executive whilst contributing
to the design and delivery of the broader organisation’s strategic plan.
The Townsville Hospital and Health Service Board have made a strategic commitment to improving the health
of our Aboriginal and Torres Strait Islander people and a strong focus on Closing the Gap. This Executive
position will be the primary accountable officer to the HSCE and Board for all of the THHS Closing the Gap
strategies and initiatives.
The Executive Director has a specific role in providing an effective executive level cultural overlay to ensure
cultural consideration occurs for all service decisions and policy developments and to build the cultural
conscience, knowledge and skills for all staff and services across Townsville Hospital and Health Service.
The Executive Director Aboriginal and Torres Strait Islander Health will be accountable for and provide
professional and operational leadership, expert advice, strategic direction and planning, for Aboriginal and
Torres Strait Islander Health services within the Townsville Hospital and Health Service (THHS) in alignment
with Townsville Hospital and Health Service goals and strategic direction.
Reporting line, staffing, and budget responsibilities
• The Executive Director Aboriginal and Torres Strait Islander Health reports directly to the Health
Service Chief Executive. The position is required to work collaboratively with THHS Executives to
achieve outcomes.
• The Executive Director Aboriginal and Torres Strait Islander Health has operational line management
responsibility for the following functions:
- Indigenous Health Coordination
- Cultural Practice
- Palm Island Health Services
- And other projects
Version 1.3 Created and endorsed: August 2018
Date reviewed: December 2019• The position has responsibility for an annual budget of $16.1 million with 5 direct reports and approximately
106 FTE within the division
The role
Responsibilities:
Strategic Direction and Professional Leadership
• Lead the development, implementation and evaluation of a THHS strategic framework for the improvement of
Aboriginal and Torres Strait Islander Health, aimed at meeting current and future needs.
• Develop strategic links with relevant stakeholders/agencies within and external to the organisation and actively
participate or lead (as appropriate) relevant networks, advisory groups, working parties, forums and committees
in the facilitation of the THHSs strategic direction.
• Work in partnership with the Aboriginal and Torres Strait Islander Health Leadership Advisory Council
(ATSIHLAC) and continue to foster the development of ATSIHLAC.
• Provide high level strategic advice to members of the THHS Executive, Service Group Directors, and other
senior practitioners within THHS regarding health service planning and workforce management strategies to
achieve optimal access, experiences and outcomes for care recipients of the THHS.
• Provide leadership to the THHS and work collaboratively with the Primary Health Care Sector to focus on the
health service commitment to Close the Gap in life expectancy by 2031.
• Plan, supervise and ensure the completion of THHS strategies agreed and implemented to focus on Close the
Gap in life expectancy.
• Lead the development, monitoring and improvement of THHS strategies that aim to reduce preventable illness
and improve chronic disease management and outcomes.
• Support the THHS plan to increase the Aboriginal and Torres Strait Islander workforce in line with community
expectations and in consultation with Aboriginal and Torres Strait Islander communities and/or their
representatives. This includes a training and development strategy to sustain services and foster leadership for
the future.
• Actively contribute to overall THHS strategy through challenging existing policy and practice, initiating and
leading policy changes or health service initiatives to improve population level health outcomes.
• Develop and support the cultural capability, education and research culture in Aboriginal and Torres Strait
Islander Health across THHS and play a leadership role across the state.
• Lead Aboriginal and Torres Strait Islander Health commitment to Townsville Hospital and Health Service
values
Safety and Quality
• The Executive Director will promote a culture of transparency, accountability and quality service and ensure
decisions about Aboriginal and Torres Strait Islander Health provision are both ethical and evidence based.
• Provide leadership in the ongoing education, implementation, monitoring and evaluation of safety and quality
data and initiatives relevant to the National Safety and Quality Health Services (NSQHS) Standards and the
Australian Council on Healthcare Standards (ACHS) Evaluation and Quality Improvement Program EQuIP
National Standards.
• Follow defined service quality standards, occupational health and safety policies and procedures relating to the
work being undertaken in order to ensure high quality, safe services and workplaces.
Communication and engagement
• Develop and maintain effective relationships with the local Aboriginal and Torres Strait Islander Communities
and the community-controlled health organisations.
• Provide counsel and expert advice to all relevant stakeholders both within and external to the THHS on matters
relating to strategic and/or operational management of Aboriginal and Torres Strait Islander Health services.
• Ensure the development of comprehensive culturally acceptable communication strategies on matters relating
to Aboriginal and Torres Strait Islander Health across the HHS.
Townsville Hospital and Health Service Role Description Page 2
To find out more about Queensland Health, visit www.health.qld.gov.au• Utilise well developed negotiation, consultation and conflict management skills to represent THHS and advocate
with stakeholders in the resolution of critical clinical and/or operational issues to ensure optimal, effective and
efficient service provision for patients and other clients.
• Create relevant communication channels within, as well as external to, the Aboriginal and Torres Strait Islander
Health service to support timely access to correct information and reporting
• Initiate, develop and maintain strategic partnerships with Universities, internal and external stakeholders to lead
and promote a culture of education, professional development and research to support the delivery of
innovative, high quality and economical services across the THHS, by and with Aboriginal and Torres Strait
Islander people with a prime focus on increasing their employment participation within the health service.
• Lead development, negotiation and implementation of strategic approaches and relationships with external
partners including Clinical Networks, consumers and their organisations, unions, service delivery partners and
professional bodies to support planning and delivery of Aboriginal and Torres Strait Islander Health services.
Operational Management
• Manage the human, financial and physical resources allocated and account for their cost-effective use. Ensure
management practices comply with government policies such as equal opportunity principles, occupational
health and safety requirements and actively promote the learning and development of staff and the organisation.
• Foster a workplace environment that is outcomes focussed and instil a culture of continuous improvement
through effective communication, training and flexible use of the available workforce.
• Comply with and utilise procedures, policies, regulations and standards which impact upon the position,
including contemporary human resource management requirements and practices, such as workplace health
and safety, equal employment opportunity and anti-discrimination policies.
• Undertake other functions as agreed with the Health Service Chief Executive.
• Fulfil the responsibilities of this role in accordance with the principles of the Queensland Public Service and
Townsville Hospital and Health Service as outlined below.
• As an officer of the THHS, in addition to the Work Health and Safety obligations as an employee, exercise the
duties of an officer in accord with Section 27 Work Health and Safety Act 2011. This includes implementation
of the THHS work health and safety (WH&S) governance framework ensuring the health and safety of
employees in the workplace by; providing access to WH&S information, training and supervision, support
incident investigation, risk assessments and control measures. Ensure that appropriate resources are utilised
to fulfil THHS’s commitment to a safe workplace for all. Work collaboratively with site management to achieve
the above.
Additional:
• Fulfil the responsibilities of this role primarily in accordance with the Townsville Hospital and Health Service
(HHS) core values, as outlined below, and in accordance with the values outlined for the public service with the
Queensland Government.
• Ensure that service standards, safety and quality are maintained through adherence to defined service quality
standards and relevant occupational health and safety policies, procedures and work practices.
• Some roles within Queensland Health are designated as Vaccine Preventable Disease (VPD) risk roles.
This is a VPD risk role.
Work Health and Safety
Townsville HHS is committed to providing a safe workplace for all employees. This commitment includes a
dedicated People Focussed Safety culture.
A People Focussed Safety culture commits to the health, safety and wellbeing of staff, volunteers and other
persons, through the provision of a dynamic and comprehensive Health and Safety Management System (HSMS).
The HSMS provides for proactive safety initiatives, early injury management practices with a strong focus on a safe
and durable return to work.
The provision of a Health and Safety environment within THHS is everyone’s responsibility.
Townsville Hospital and Health Service Role Description Page 3
To find out more about Queensland Health, visit www.health.qld.gov.auSafety and Quality
Relevant to the position, participate in the ongoing education, implementation, monitoring and evaluation of safety
and quality initiatives relevant to The National Safety and Quality Health Services Standards and the Australian
Council on Healthcare Standards (ACHS) Evaluation and Quality Improvement Program (EQuIP).
For more information in regards to Work Health and Safety Accountabilities within the Townsville HHS please
review Workplace Health and Safety Act 2011 - Part 2, Health and Safety Duties.
Mandatory qualifications/ professional registration/ other requirements
• Vaccine Preventable Disease (VPD): Health Care Workers in Queensland Health whose occupation poses a
potential risk of exposure to blood or body fluids are required to provide evidence of vaccinations or proof that
they are not susceptible (due to prior exposure to the disease and therefore have natural immunity) to the
following VPD's Hepatitis B, Measles, Mumps, Rubella, Varicella and Pertussis (diphtheria, tetanus and
pertussis containing vaccine) according to the Queensland Health Policy.
• Under s25 of the Anti-Discrimination Act 1991, there is a genuine occupational requirement for
the incumbent to be Indigenous to the Aboriginal or Torres Strait Islander Community.
• A tertiary qualification in economics, public policy, health service management or any other relevant
discipline, although not mandatory will be favourably regarded.
• Experience in health service administration or management are considered highly desirable for demonstrating
achievement of the responsibilities of the position.
• Travel is a requirement of the position, with overnight or longer stays at times, which may include travel by small
aircraft.
• Drivers Licence: This position requires the incumbent to operate a class C motor vehicle and an appropriate
licence endorsement to operate this vehicle is required. Proof of this endorsement must be provided prior to the
commencement of duty.
How you will be assessed
You will be assessed on your ability to demonstrate the following key requirements, knowledge and experience
which is outlined under ‘The role’. The ideal applicant will be someone who has proven ability and can demonstrate
the following:
• High level conceptual and problem-solving skills including organisational behaviour, change management, the
ability to analyse evidence and provide strategic leadership and expert advice on policies, strategies and
recommended solutions.
• Experience in working with Aboriginal and Torres Strait Islander individuals, families and communities.
• Track record in improving services and establishing robust systems to ensure delivery of safe and quality
Indigenous services.
• Highly developed interpersonal skills including conflict resolution, negotiation, consultation and communication
skills.
• Knowledge and understanding of Aboriginal and Torres Strait Islander culture and identity to build and sustain
relationships within the Hospital and Health Service, across the broader health system and with a diverse range
of external stakeholders.
• Executive level ability to drive a value-based culture of collaboration and participation, setting high personal
standards of cooperative and collaborative behaviour
• High motivation to achieve goals related to health improvements and delivery of high-quality services and
ability to incorporate quality improvement activities and validated research into clinical practice.
Your Application
Please provide the following information to the panel to assess your suitability:
• Your current CV or resume, including referees. You must seek approval prior to nominating a person as a
referee. Referees should have a thorough knowledge of your work performance and conduct, and it is
preferable to include your current/immediate past supervisor. By providing the names and contact details of
your referee/s you consent for these people to be contacted by the selection panel. If you do not wish for a
referee to be contacted, please indicate this on your resume and contact the selection panel chair to discuss.
Townsville Hospital and Health Service Role Description Page 4
To find out more about Queensland Health, visit www.health.qld.gov.au• A short response (maximum of two pages) on how your experience, abilities, knowledge and personal qualities
are relevant for the role, taking into account the key responsibilities and key attributes of the position.
• Include any other information required by the panel, such as information outlining the applicants
Aboriginal and/or Torres Strait Islander descent for an identified position.
• Applications will remain current for 12 months after they have been submitted.
• Future vacancies of a similar nature throughout the Townsville Hospital and Health Service may also be filled
through this recruitment process.
About the Townsville Hospital and Health Service
The Townsville Hospital and Health Service (HHS) is responsible for the delivery of healthcare services, education
and research to a population of approximately 250,000 people. The Townsville HHS provides a large continuum of
healthcare services, from advanced highly specialised tertiary-level healthcare at Townsville University Hospital, to
secondary and primary-level hospital and community healthcare across the region. The Townsville HHS comprises
20 health facilities, including Townsville University Hospital, which serves as the tertiary referral hospital for the
whole of northern Queensland.
The Townsville HHS is the largest tertiary health service in northern Australia. The Townsville University Hospital
provides, complex, high level services across a wide range of specialities including cardiothoracic, neurosurgery,
adult and paediatric ICU, general surgery, medicine, radiation and medical oncology, transplant haematology,
paediatrics, obstetrics and neonatology to the North Queensland region. Uniquely, Townsville University Hospital
is the only tertiary facility in Queensland to offer all of these services within the one hospital.
In addition to Townsville University Hospital, the Townsville HHS delivers clinical services in eight locations over
149 500 square kilometres. Our services include rural hospitals, health centres, multi-purpose health services,
mental health rehabilitation, clinics and aged cared, supported by our innovative telehealth services.
The Townsville University Hospital facility is located adjacent to one of Queensland’s leading tertiary education
facilities, James Cook University. We are a major provider of undergraduate/postgraduate clinical placements and
education across all health services and disciplines. James Cook University and Townsville Hospital and Health
Service collaborate to conduct research within the organisation making a substantial contribution to the
development of research and education policy.
We are committed to building inclusive cultures in the Queensland public sector that respect and promote human
rights and diversity.
Our Vision: To be the leader in health care, research and education for
regional Australia
Our Purpose: To deliver excellent care, research and education to improve the
health of people and communities of northern Queensland
Our Values:
Please visit our website for additional information about the Townsville Hospital and Health Service
Townsville Hospital and Health Service Role Description Page 5
To find out more about Queensland Health, visit www.health.qld.gov.auAdditional Information
• Pre-employment screening, including criminal history, aged care checks, and discipline history checks, may be
undertaken on persons recommended for employment. Roles providing health, counselling and support
services to children will require a ‘working with children check’ from the Blue Card Services Department of
Justice and Attorney-General prior to appointment, unless otherwise exempt.
• Employees who are permanently appointed to Queensland Health may be required to undertake a period of
probation appropriate to the appointment.
• All relevant health professionals, who in the course of their duties formulate a reasonable suspicion that a child
or youth has been abused or neglected in their home/community environment, have a legislative and a duty of
care obligation to immediately report such concerns to Child Safety Services, Department of Communities.
• Applicants will be required to give a statement of their employment as a lobbyist within one (1) month of taking
up the appointment. Details Lobbyist Disclosure
• Applicants may be required to disclose any pre-existing illness or injury which may impact on their ability to
perform the role. Details are available in section 571 of the Workers' Compensation and Rehabilitation Act
2003
• In accordance with Government requirements and Queensland Health’s commitment to a healthier workplace
the Queensland Health Smoking Management Policy supports a smoke-free environment. Smoking is
prohibited at all Queensland public hospitals and health facilities and for five (5) metres beyond their
boundaries. Queensland Health employees may obtain assistance to quit smoking through staff program Quit
Smoking for Life program. Information is available at Quit smoking.....for life!
Townsville Hospital and Health Service Role Description Page 6
To find out more about Queensland Health, visit www.health.qld.gov.auOrganisational Chart
Health Service
Chief Executive
Executive
Director Executive
Executive Director
Aboriginal & Coordinator Nursing &
(A04)
Torres Strait Midwifery
Islander Health Services
Cultural CNC Aboriginal and
Palm Island Workforce Indigenous
Finance Data Practice Torres Strait
Health Service Program Health
Manager Coordinator Islander Health
Coordinator Coordinator Coordinator
IHLO Team
Director of Leader
Nursing Joyce Administration
Palmer Support Officer
Outpatient
Coordinator
Townsville Hospital and Health Service Role Description Page 7
To find out more about Queensland Health, visit www.health.qld.gov.auCommission Chief Executive Guideline 02/13: Evidence of
Attribute – Aboriginal and/or Torres Strait Islander Identified
Roles
1. Purpose:
To provide guidance on obtaining of evidence of the attribute required for Aboriginal and/or Torres Strait
Islander identified roles.
2. Effective date: 20 June 2013
3. Supersedes:
Guideline: Evidence of Attribute – Aboriginal and/or Torres Strait Islander identified roles (issued
December 2010)
4. Legislative authority:
Sections 25(1)(a) and (g), 46(1)(b) and 53(a) of the Public Service Act 2008.
5. Application:
This guideline applies to chief executives in relation to actions and decisions made under section 98 of
the Public Service Act 2008. The guideline must be considered by, but does not bind, those to whom it
applies.
6. Related information:
Anti-Discrimination Act 1991
Guideline:
7. Evidence of Attribute
7.1. An Aboriginal and/or Torres Strait Islander identified role is a role requiring an Aboriginal and/or Torres
Strait Islander person be employed in the role on the basis of genuine occupational requirement.
7.2. For administrative purposes, in relation to an Aboriginal and/or Torres Strait Islander identified role, an
Aboriginal and/or Torres Strait Islander person is a person who identifies as an Aboriginal and/or
Torres Strait Islander person and is either:
(a) of Aboriginal and/or Torres Strait Islander descent; or
(b) accepted as an Aboriginal and/or Torres Strait Islander person by the Aboriginal and/or Torres
Strait Islander community in which he or she lives.
7.3. By definition a person who is not an Aboriginal and/or Torres Strait Islander cannot be employed (on
any basis) to perform the duties of an Aboriginal and/or Torres Strait Islander identified role.
7.4. When filling an Aboriginal and/or Torres Strait Islander identified role, whether permanently,
temporarily, via appointment, secondment, transfer or contract the employing entity may choose to
either:
(a) accept the written assertion of an applicant of their Aboriginal and/or Torres Strait Islander
descent; or(b) require an applicant to provide as part of their formal application, documentary evidence
attesting to their Aboriginal and Torres Strait Islander descent, as set out in clause 8.
7.5. Where an applicant is required to provide documentary evidence as part of their application, the
employing entity should clearly state this requirement in the role advertisement and the role
documentation should state the definition of an Aboriginal and/or Torres Strait Islander person and
evidentiary requirements as set out above.
7.6. For the purpose of confirmations, the following should generally be applied:
(a) confirmations of Aboriginal and/or Torres Strait Islander status may be made by an incorporated
community organisation, association or body where the majority of members of the governing
body are Aboriginal persons or Torres Strait Islanders or both
(b) confirmations should only be accepted by an employing entity in respect of an individual
person’s:
(i) Aboriginal and/or Torres Strait Islander descent; and/or
(ii) acceptance as an Aboriginal and/or Torres Strait Islander person by the Aboriginal and/or
Torres Strait Islander community in which he or she lives or formerly lived.
7.7. Schedule Two provides a template for a declaration and confirmation of Aboriginal and/or Torres Strait
Islander status for employment-related purposes in the Queensland public sector.
8. Recommended minimum evidence standards
Element of Aboriginal and/or Recommended minimum evidence standards
Torres Strait Islander person
definition
(a) + (b) or (a) + (c)
(a) Identifies as an Aboriginal and/or i. Signed statutory declaration by the person (Schedule One
Torres Strait Islander person. - Part A is an acceptable form of declaration for this
purpose).
(b) Is of Aboriginal and/or Torres i.An original or notarised copy of Schedule One – Part A; or
Strait Islander descent. ii.An original or notarised copy of a ‘letter of confirmation’
issued by an incorporated Indigenous organisation and
stamped with the organisation’s common seal; or
iii.A verifiable family tree or archival or historical document
that links the applicant to an Aboriginal and/or Torres
Strait Islander family or person; or
iv.A decision or determination of an Australian or State court
or tribunal that recognises the applicant as being of
Aboriginal and/or Torres Strait Islander descent.
(c) Is accepted as an Aboriginal i. An original or notarised copy of Schedule One - Part B
and/or Torres Strait Islander (Confirmation of Aboriginal and/or Torres Strait Islander
person by the Aboriginal and/or status); or
Torres Strait Islander community ii. An original or notarised copy of a ‘letter of confirmation’
in which he or she lives. issued by an incorporated Indigenous organisation and
stamped with the organisation’s common seal;
iii. In respect of a) and b) above the confirmation must be
provided by an Aboriginal and Torres Strait Islander
organisation that exists at the time of the intended
purpose of the confirmation.
Commission Chief Executive Guideline 02/13: Evidence Of Attribute – Aboriginal And/Or Torres Strait
Islander Identified Roles -2-Schedule One
Declaration and Confirmation of Aboriginal and/or Torres Strait Islander Status for
Employment Related Purposes in the Queensland Public Sector
Purpose of declaration and confirmation
This document serves as acceptable evidence of a person’s Aboriginal and Torres Strait Islander status for
the purpose of:
seeking employment in an Aboriginal and/or Torres Strait Islander identified role in the Queensland public
sector;
seeking participation in, or enjoyment of, a training and development opportunity designed specifically for
Aboriginal and/or Torres Strait Islander people who are employed in the Queensland public sector; and
seeking participation in, or enjoyment of, a pre-employment training and development opportunity
designed specifically for Aboriginal and/or Torres Strait Islander people who are seeking employment in
the Queensland public sector (e.g. traineeship, cadetship, apprenticeship, study award, etc).
Authority to require declaration and confirmation
The requirement to provide this document may be exercised by a public sector entity at its discretion and is
authorised under section 25(1)(g) and 98 of the Public Service Act 2008.
Penalty for false or misleading statement
The making of a false statement may attract a penalty of imprisonment under s193 or 194 of the Criminal
Code Act 1899.
Completing this document
This document comprises two parts. A public sector entity may require one or both parts of the document to
be completed.
Part A: Declaration of Aboriginal and/or Torres Strait Islander status.
Part A should be completed by the individual applicant. The applicant must sign Part A in the presence of a
witness. There are penalties for providing false and misleading information in a statutory declaration.
Part B: Confirmation of Aboriginal and/or Torres Strait Islander status by a community organisation.
Part B should be completed by an incorporated community organisation, association or body where the
majority of members of the governing body are Aboriginal persons or Torres Strait Islanders or both.
Confirming Organisations
Organisations considering whether to confirm the Aboriginal or Torres Strait Islander status of a person
should appreciate that they bear a responsibility in both ensuring that only people who are Aboriginal persons
or Torres Strait Islanders receive benefits to which they are entitled.
A confirmation made by an organisation must be approved by a resolution at a formal meeting of the
organisation’s governing body and the record of that resolution is to be sealed with the Common Seal of the
organisation and signed by the authorised signatories. Organisations should not provide confirmation unless
they have evidence before them that the person is an Aboriginal and/or Torres Strait Islander person and that
the person has Aboriginal and/or Torres Strait Islander community acceptance.
Commission Chief Executive Guideline 02/13: Evidence Of Attribute – Aboriginal And/Or Torres Strait
Islander Identified Roles -3-Schedule One
Declaration and Confirmation of Aboriginal and/or Torres Strait Islander Status for
Employment Related Purposes in the Queensland Public Sector
Part A – Statutory Declaration of Aboriginal and/or Torres Strait Islander status
Statutory Declaration - Oaths Act 1867 (Qld)
I, ______________________________________________________________________________________
(full name)
(If you are also known by any other name –
(i.e. maiden name, community or traditional name)
of ______________________________________________________________________________________
(address)
do solemnly and sincerely declare that (tick all that apply):
I identify as an Aboriginal person;
I identify as a Torres Strait Islander.
I am of Aboriginal descent;
I am of Torres Strait Islander descent;
and I make this solemn declaration conscientiously believing the same to be true and by virtue of the provisions of the
Oaths Act 1867.
I understand that is in offence under the Criminal Code Act 1899 to make false declaration.
Signature of person making the declaration
Declared at (place)
on (day)
of (month and year)
Before me (signature of person before whom the
declaration is made)
Full name, qualification and address of person before
whom the declaration is made, in accordance with s13
of the Oaths Act 1867 (Qld) (in printed letters)
Schedule One
Commission Chief Executive Guideline 02/13: Evidence Of Attribute – Aboriginal And/Or Torres Strait
Islander Identified Roles -4-Declaration and Confirmation of Aboriginal and/or Torres Strait Islander Status for
Employment Related Purposes in the Queensland Public Sector
Part B – Confirmation of Aboriginality
Organisational Details:
Name of Organisation: ___________________________________________________________________
ABN or other identifier: ___________________________________________________________________
Registered address of Organisation: _________________________________________________________
______________________________________________________________________________________
It is hereby confirmed that the above named person:
has provided sufficient evidence to indicate that he/she is of:
Aboriginal descent; and/or
Torres Strait Islander descent;
and/or
is accepted as being of Aboriginal and/or Torres Strait Islander descent by the
______________________________ (Aboriginal and/or Torres Strait Islander) community in which he/she:
currently lives; or
formerly lived for _____ years.
Resolution Number: _______________________ Date of meeting: ___/_____/____
Signature: __________________________________________(Authorised signatory)
PRINT NAME: _____________________________________________________
Signature: __________________________________________(Authorised signatory)
PRINT NAME: ________________________________________________
Affix organisational seal
NOTE: This confirmation will only be accepted for the intended purpose of the confirmation if the Aboriginal
and Torres Strait Islander organisation exists at the time of the intended purpose of the confirmation.
Commission Chief Executive Guideline 02/13: Evidence Of Attribute – Aboriginal And/Or Torres Strait
Islander Identified Roles -5-You can also read
