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CANDIDATE INFORMATION PACK EXECUTIVE DIRECTOR NURSING & MIDWIFERY LIMESTONE COAST LOCAL HEALTH NETWORK
CANDIDATE INFORMATION PACK
Executive Director Nursing and Midwifery
TABLE OF
CONTENTS
Executive Summary 3
Limestone Coast Local Health Network 4
Executive Director Nursing and Midwifery 8
Employment Terms & Conditions 11
How to Apply 13
Living in Mount Gambier 15
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Executive Director Nursing and Midwifery
EXECUTIVE
SUMMARY
• Experienced Executive Director of Nursing and Midwifery
• Strategic Transformational and Innovative leader
• Passionate about rural healthcare provision
• Focus on contemporary models of care and sustainable workforce
The Limestone Coast Local Health Network (LCLHN) is part of SA Health and covers the areas including the towns
and surrounds of Millicent, Naracoorte, Kingston SE, Penola, Mount Gambier, Keith and Bordertown, extending
to the Victorian border. LCLHN provide services including accident and emergency, day and inpatient surgery,
aboriginal health, obstetric services, community-based health services and residential aged care services.
The Limestone Coast Local Health Network are now seeking an experienced Executive Director of Nursing and
Midwifery to provide strategic, transformational and innovative leadership, governance, and direction for the
Regional Local Health Network and provide a key support role for the Chief Executive Officer by ensuring the
operational services function as a highly effective component of the organisation producing a high degree of
confidence in the service delivery.
This is a unique opportunity for an experienced nurse / midwife executive leader, with a passion for rural health
care provision to live and work in a wonderful region of South Australia. Mount Gambier lies halfway between
Adelaide and Melbourne and strikes the ideal balance between the vibrant lifestyle of a big city and comforts of
a small town, between cultural progress and tradition and between modern conveniences and the preservation
of natural beauty.
The focus of this role is to deliver the highest quality of care through the development and implementation of
frameworks and systems within which nursing and midwifery employees practice and on monitoring and
evaluating clinical practice and service delivery standards. The LCLHN has close to 450 beds, including 231 Aged
Care beds approximately 443 nursing and midwifery staff and a budget of approximately $160 million.
To be a strong candidate for the role you will have:
• Significant experience in nursing leadership and healthcare management
• Be recognised as a strategic, contemporary and transformative nursing leader who can contribute to the
overall leadership of the Limestone Coast Local Health Network
• Experience in leading successful change and developing models of service delivery across the continuum
of care including acute, community and mental health
• A passion to live as part of, and contribute to, a vibrant community in a thriving rural city.
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LIMESTONE COAST LOCAL HEALTH NETWORK
Integrity, Respect and Accountability
Residents within the Limestone Coast Local Health Network have access to a wide range of health care services. The
Limestone Coast region covers a large geographical area which consists of the Upper and Lower South East and
extends all the way to the Victorian border.
Services provided within the South East region include:
• Accident and emergency
• Day and inpatient surgery
• Aboriginal Health
• Obstetric Services
• Community Health
• Aged care services
• Mental Health
• Renal Dialysis
Limestone Coast Local Health Network have Health facilities located within Mount Gambier, Bordertown, Kingston,
Millicent, Naracoorte and Penola.
The health units within the Limestone Coast LHN have dedicated and experienced staff who strive to meet the
needs of the community by providing the highest level of health care.
Limestone Coast Local Health Network Board
The Limestone Coast Local Health Network governing board is responsible and accountable to the Minister for
Health and Wellbeing for local decision making. The role of the Limestone Coast Local Health Network governing
board includes setting strategies and priorities for health services in the region, as well as ensuring the Limestone
Coast Local Health Network achieves the performance indicators in its Service Agreement.
The board includes:
• Grant King (Chair)
• Glenn Brown
• Lindy Cook
• John Irving
• Dr Anne Johnson
• Dr Andrew Saies
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Mount Gambier and District Health Services
Mount Gambier and Districts Health Service is part of the
Limestone Coast Local Health Network. Mount Gambier
and Districts Health Services provide acute services
ranging from in-hospital care by local general
practitioners to specialist surgical, obstetric, paediatric
and anaesthetic services delivered by medical
consultants.
Mount Gambier and Districts Health Service include:
• Maternity / Obstetrics
• Medical and surgical hospital services
• Mental health services
• Stroke services
• Country health connect.
Bordertown Memorial Hospital
Bordertown Memorial Hospital provides acute services ranging from in-hospital care for adults and children by
local general practitioners to outpatients and aged care beds.
Kingston Multi-Purpose Site
Kingston Soldiers’ Memorial Hospital provides acute services ranging from in-
hospital care for adults and children by local general practitioners to outpatients
and aged care beds.
Millicent And Districts Hospital and Health Service
Millicent and Districts Hospital and Health Service provides the community with access to acute services which
includes, but is not limited to:
• inpatient admissions including paediatric, medical, step down
and mental health services.
• Outpatient care, including infusion and transfusion services.
• Surgical services, including day surgery and overnight as
required.
• Surgical specialities offered include general surgery, endoscopy
and gastroscopy, gynaecology, urology, oral and maxillofacial,
breast and endocrine, dental and minor procedures.
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Naracoorte Health Service
Naracoorte Health Service is part of the Upper Southeast
Health Services. Our facility includes 39 public beds, six-day
surgery beds, two operating theatres, same day and overnight
stay, specialist consulting rooms, youth health, plus a
residential aged care unit in Moreton Bay House that
accommodates 11 State-funded aged care beds and 30
Commonwealth aged care beds.
Penola Multi-Purpose Site
The Penola War Memorial Hospital is part of the Limestone Coast Local
Health Network. Our hospital offers a 24-hour accident and emergency
service, six beds for medical, post-surgical, convalescent,
rehabilitation, palliative care, and Transitional Care Packages. The
hospital also manages the Penola Medical Clinic, community nursing
and in-home support programs. Services for outpatients include
medical, nursing and allied health services.
Mental Health Services
The Mental Health Services include:
• 24-hour emergency assistance
• South East Community Mental Health Services
• Child and Adolescent Community Mental Health
• Integrated Mental Health Inpatient Unit
Country Health Connect
Country Health Connect offers a wide range of in-home and community-based services to older people, people
living with disability, children and carers across regional South Australia. Country Health Connect is a registered
South Australian National Disability Insurance Scheme (NDIS) provider.
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SA HEALTH
Mission
To lead and deliver a comprehensive and sustainable health system that aims
to ensure healthier, longer and better lives for all South Australians. We will
achieve our objectives by strengthening primary health care, enhancing
hospital care, reforming mental health care and improving the health of
Aboriginal people.
SA Health is committed to a health system that produces positive health
outcomes by focusing on health promotion, illness prevention and early
intervention. We will work with other government agencies and the community to address the environmental,
socio economic, biological and behavioural determinants of health, and to achieve equitable health outcomes for
all South Australians.
SA Health Values
We are committed to the values of integrity, respect and accountability. We value care, excellence, innovation,
creativity, leadership and equity in health care provision and health outcomes. We demonstrate our values in our
interactions with others in SA Health, the community and those for whom we care.
Code of Ethics
As a public sector employee, you have a responsibility to maintain ethical behaviour and professional integrity
standards. It is expected that you act in accordance with the Code of Ethics, and contribute to a culture of integrity
within SA Health.
The Code of Ethics for the South Australian Public Sector provides an ethical framework for the public sector and
applies to all public service employees:
• Democratic Values - Helping the government, under the law to serve the people of South Australia.
• Service, Respect and Courtesy - Serving the people of South Australia.
• Honesty and Integrity- Acting at all times in such a way as to uphold the public trust.
• Accountability- Holding ourselves accountable for everything we do.
• Professional Conduct Standards- Exhibiting the highest standards of professional conduct.
The Code recognises that some public sector employees are also bound by codes of conduct relevant to their
profession.
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Executive Director Nursing and Midwifery
EXECUTIVE DIRECTOR NURSING AND MIDWIFERY
POSITION PURPOSE
The Executive Director Nursing and Midwifery (EDN&M) is a critical leadership role, accountable to the Chief
Executive Officer of the Local Health Network. The role will provides intellectual and strategic planning leadership,
and promotes inter-professional collaborative practices across disciplines to ensure effective team based patient
focused care. The EDN&M provides a key support role to the Chief Executive Officer by ensuring the operational
services function as a highly effective component of the organisation producing a high degree of confidence in the
service delivery. This includes ensuring effective resource utilisation through the optimal management of
resources against financial and activity performance indicators.
KEY RESULT AREAS AND MAJOR RESPONSIBILITIES
The ED N&M will be responsible for the following key areas:
• Leadership and Culture
• Quality, Risk and Safety
• Direct/Indirect Patient/Client Care
• Policy Development
• Management of Health Service Systems
• Nursing and Management Learning
• Research
• Professional Leadership
View the full Key Result Areas and Responsibilities in the Role Description.
SELECTION CRITERIA
The Executive Director, Nursing and Midwifery will demonstrate experience in the following criteria:
1. Five years post registration experience as a Nurse/Midwife.
2. Experience in the implementation of new systems and introduction of significant change.
3. Substantial senior experience/responsibility in management including personnel, finance and strategic
planning and leadership.
4. Demonstrated experience in innovative service delivery and in effecting change in the workplace to
achieve agreed outcomes.
5. Demonstrated experience in ensuring safety and quality accreditation standards are met and maintained.
Desirable skills, experience and knowledge include:
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Executive Director Nursing and Midwifery
1. Recent experience in application of information technology in the health care environment.
2. Demonstrated ability to achieve and maintain sound employee relations.
3. Extensive executive management in the health care field.
4. Broad understanding of State and local political, legal and socio-economic environments and their impact
upon the management of a hospital.
View the full Knowledge, Skills and Experience in the Role Description.
QUALIFICATIONS
The incumbent must be registered or eligible for registration as a Nurse/Midwife with the Nursing and Midwifery
Board of Australia and who holds, or who is eligible to hold, a current practicing certificate.
Relevant post graduate tertiary qualifications are desirable.
CHALLENGES
Major challenges currently associated with the role include:
• Providing strategic and operational leadership for nursing/midwifery and other services within the scope
of role.
• Provides high level advice and support to the Chief Executive Officer, leadership team and SA Health as
required on professional Nursing and Midwifery policy issues.
• Accountable for human, financial and material resources within scope of the role and promoting a culture
of due diligence.
• Building a culture of quality and safety that is patient/client centred.
• Leading innovation and change management to address emerging service and workforce needs within
span of control.
• Leading innovative workforce planning, attraction, and retention to ensure that resources are available to
meet the service demands of the community.
REPORTING & KEY RELATIONSHIPS
The Executive Director Nursing and Midwifery directly reports to the Chief Executive Officer and is responsible
for the management of Directors Nursing and Midwifery / Executive Officer within the l Local Health Network.
The Executive Director Nursing and Midwifery is a key support role for the Chief Executive Officer and provides a
timely response to operational matters across the services.
The Executive Director, Nursing and Midwifery is an integral member of the Local Health Network leadership team
and as such is charged with the responsibility of setting the direction and achieving the goals of the LCLHN.
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KEY DATA
Staffing Total FTE for the LCLHN: 984
Total Nursing & Midwifery FTE: 443
Annual Budget $160 million
Service Location Mount Gambier & Districts Health Services
Useful Links Role Description
Website
Organisation Chart
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EMPLOYMENT TERMS
& CONDITIONS
REMUNERATION $200,384.72 per annum
Total Indicative Remuneration Package
CLASSIFICATION Level 6 – RN/M 6.6
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.)
It is mandatory that no person, whether or not currently working in SA Health, will be eligible for appointment to
a position in SA Health unless they have obtained a satisfactory Background Screening and National Criminal
History Clearance.
Prescribed Positions under the Child Safety (Prohibited Persons) Act 2016 must obtain a satisfactory Working With
Children Check (WWCC) through the Screening and Licensing Unit, Department for Human Services (DHS).
Approved Aged Care Provider Positions as defined under the Accountability Principles 1998 made in pursuant to
the Aged Care Act 2007 (Cth) must obtain a satisfactory National Police Certificate (NPC) through the South
Australian Police confirming the clearance is for the purpose of employment involving unsupervised contact with
vulnerable groups.
Risk-Assessed roles under the National Disability Insurance Scheme (Practice Standards – Worker Screening Rules
2018) must obtain a satisfactory NDIS Working Screening Check through the Department of Human Services (DHS)
Screening Unit.
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Executive Director Nursing and Midwifery
National Police Certificates must be renewed every 3 years thereafter from date of issue.
Working With Children Checks must be renewed every 5 years thereafter from date of issue.
Depending on work requirements the incumbent may be transferred to other locations across SA Health to
perform work appropriate to classification, skills and capabilities either on a permanent or temporary basis subject
to relevant provisions of the Public Sector Act 2009 for Public Sector employees or the SA Health (Health Care Act)
Human Resources Manual for Health Care Act employees.
The incumbent may be required to participate in Counter Disaster activities including attendance, as required, at
training programs and exercises to develop the necessary skills required to participate in responses in the event
of a disaster and/or major incident.
Appointment is subject to immunisation risk category requirements (see role description). There may be ongoing
immunisation requirements that must be met.
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HOW TO APPLY
The closing date for applications is Tuesday 13th July 2021.
The reference number to include in your application is H21_3699.
For a confidential discussion, please contact Principal Consultant, Liz Hlipala
M: +61 (0)401 122 301
E: lhlipala@hardygroupintl.com
Please submit application documentation to Executive Search Coordinator, Natasha Tirado
T: +61 (0)468 301 310
E: ntirado@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 8; and
4. An up to date copy of your Curriculum Vitae
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Executive Director Nursing and Midwifery
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.
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LIVING IN MOUNT GAMBIER
Mount Gambier is home to the Blue Lake, craters, caves, sinkholes, underground waterways, beautiful gardens,
combined with wineries, markets, galleries, festivals and events, fresh local produce, and food. Experience the
best of the country, while enjoying all the facilities of a thriving cosmopolitan city, with great shopping, award
winning restaurants, and world class natural attractions.
Mount Gambier lies halfway between Adelaide and Melbourne and strikes the ideal balance between the vibrant
lifestyle of a big city and comforts of a small town, between cultural progress and tradition and between modern
conveniences and the preservation of natural beauty.
The City has a population of 26,000 and also services the surrounding towns and districts. Mount Gambier enjoys
a temperate Mediterranean climate; it is between 40-75 metres above sea level. The volcano’s crater rim is 190
metres and the surface of The Blue Lake 12 metres above sea level. The annual rainfall is between 450mm-820mm
per year.
Mount Gambier is 436kms from Adelaide and 441kms from Melbourne and is the centre for a large transport
industry resulting from its central location, between Melbourne and Adelaide.
There are regular return flights that are available between Mount Gambier and Adelaide, Mount Gambier and
Melbourne from the Mount Gambier Regional Airport.
Read more about Mount Gambier
Useful Links:
https://www.mountgambier.sa.gov.au/
https://discovermountgambier.com.au/
Useful Podcasts:
Podcast 1: Director of Mental Health, Pauline Beach chats about how her family get involved with the community
and the activities on offer in Mount Gambier.
Podcast 2: Sophie explains the team support and the broad practical experiences she has had while enjoying the
community in Mount Gambier and the region’s offerings
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ROLE DESCRIPTION
Role Title: Executive Director, Nursing and Midwifery
Classification Code: Registered Nurse/Midwife Level 6 – RN/M6.6
LHN/ HN/ SAAS/ DHA: Limestone Coast Local Health Network (LCLHN)
Hospital/ Service/ Cluster
Division:
Department/Section / Unit/ Ward: Executive Offices
Role reports to: Chief Executive Officer, Local Health Network
Role Created/ Reviewed Date:
DHS Working With Children Check (WWCC)
Criminal History Clearance
NDIS Worker Check
Requirements:
NPC – Unsupervised contact with vulnerable groups
Category A (direct contact with blood or body substances)
Immunisation Risk Category Category B (indirect contact with blood or body substances)
Category C (minimal patient contact)
ROLE CONTEXT
Primary Objective(s) of role:
The Executive Director Nursing and Midwifery (EDN&M) is a critical leadership role, accountable to the
Chief Executive Officer of the Local Health Network.
The two primary component of the role are:
1. To provide strategic, transformational & innovative leadership, governance, and direction for the
Regional Local Health Network. The focus of this component of the role is to deliver the highest
quality of care. This will be through development and implementation of frameworks and systems
within which Nursing/Midwifery employees practice, and on monitoring and evaluating clinical
practice and service delivery standards.
2. Provide a key support role for the Chief Executive Officer by ensuring the operational services
function as a highly effective component of the organisation producing a high degree of
confidence in the service delivery.
The EDN&M is an integral member of the Local Health Network leadership team, and as such, is charged
with responsibility of setting the direction and achieving the goals of the Regional Local Health Network.
The key accountabilities and scope of Level 6.6 is outlined in the section: Key Result Areas and
Responsibilities.
Direct Reports:
> Responsible for the line management of Directors Nursing and Midwifery / Executive Officer in
the Local Health Network.
> Responsible for the management of Registered Nurses level 4 and above in the Local Health
Network.
> Responsible to the Chief Executive Officer, Local Health Network.
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Key Relationships/ Interactions:
Internal
> The Executive Director, Nursing and Midwifery is a member of the Local Health Network leadership
team.
> Works closely with executive and senior clinical and management personnel and disciplines
including medical, allied health, scientific and technical services.
> Responsible for the management of Directors Nursing and Midwifery / Executive Officer within the l
Local Health Network.
> Close working relationships with senior officers in SA Health, including the Chief Nurse and
Midwifery, SA Health, other Local Health Network Executive Directors of Nursing and Midwifery and
other Government agencies.
External
> Maintains relationships with non-government organisations/government organisations, including
Universities and training organisations.
> Liaises regularly with unions and staff bodies and with other relevant external agencies.
> Liaise and maintain a relationship with the Nurses Board and relevant associations (such as
AHPRA and Royal College of Nursing).
Challenges associated with Role:
> Providing strategic and operational leadership for nursing/midwifery and other services within the scope
of role.
> Provides high level advice and support to the Chief Executive Officer, leadership team and SA Health
as required on professional Nursing and Midwifery policy issues.
> Accountable for human, financial and material resources within scope of the role and promoting a
culture of due diligence.
> Building a culture of quality and safety that is patient/client centred.
> Leading innovation and change management to address emerging service and workforce needs
within span of control.
Delegations:
> As per the LHN Human Resource Delegations and Authorisations and the LHN Financial Delegations.
Resilience:
SA Health employees persevere to achieve goals, stay calm under pressure and are open to feedback.
Performance Development
The incumbent will be required to participate in the organisation’s Performance Review & Development
Program which will include a regular review of the incumbent’s performance against the responsibilities and
key result areas associated with their position and a requirement to demonstrate appropriate behaviours
which reflect a commitment to SA Health values and strategic directions.
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General Requirements:
Managers and staff are required to work in accordance with the Code of Ethics for South Australian Public
Sector, Directives, Determinations and Guidelines, and legislative requirements including but not limited to:
• Work Health and Safety Act 2012 (SA) and when relevant WHS Defined Officers must meet due
diligence requirements.
• Return to Work Act 2014 (SA), facilitating the recovery, maintenance or early return to work of
employees with work related injury / illness.
• Meet immunisation requirements as outlined by the Immunisation Guidelines for Health Care
Workers in South Australia Policy Directive.
• Equal Employment Opportunities (including prevention of bullying, harassment and intimidation).
• Children’s Protection Act 1993 (Cth) – ‘Notification of Abuse or Neglect’.
• Disability Discrimination.
• Independent Commissioner Against Corruption Act 2012 (SA).
• Information Privacy Principles Instruction.
• Code of Fair Information Practice.
• Relevant Awards, Enterprise Agreements, Public Sector Act 2009, Health Care Act 2008, and the
SA Health (Health Care Act) Human Resources Manual.
• Relevant Australian Standards.
• Duty to maintain confidentiality.
• Smoke Free Workplace.
• To value and respect the needs and contributions of SA Health Aboriginal staff and clients, and
commit to the development of Aboriginal cultural competence across all SA Health practice and
service delivery.
• Applying the principles of the South Australian Government’s Risk Management Policy to work as
appropriate.
> Health Practitioner Regulation National Law (South Australia) Act 2010
> Mental Health Act 2009 (SA) and Regulations
> Controlled Substances Act 1984 (SA) and Regulations
> The Nursing and Midwifery Board of Australia Registration Standards (including the Guidelines
and Assessment Frameworks for Registration Standards)
> The Nursing and Midwifery Board of Australia Professional Practice Codes and Guidelines
(including Competency Standards, Codes of Ethics and Professional Conduct, Decision Making
Framework and Professional Boundaries)
> Professional Practice Standards and competencies consistent with area of practice as varied from
time to time
> SA Health/CHSALHN policies, procedures and standards.
The SA Health workforce contributes to the safety and quality of patient care by adhering to the South
Australian Charter of Health Care Rights, understanding the intent of the National Safety and Quality Health
Service Standards and participating in quality improvement activities as necessary.
Handling of Official Information:
By virtue of their duties, SA Health employees frequently access, otherwise deal with, and/or are aware of,
information that needs to be treated as confidential.
SA Health employees will not access or attempt to access official information, including confidential patient
information other than in connection with the performance by them of their duties and/or as authorised.
SA Health employees will not misuse information gained in their official capacity.
SA Health employees will maintain the integrity and security of official or confidential information for which
they are responsible. Employees will also ensure that the privacy of individuals is maintained and will only
release or disclose information in accordance with relevant legislation, industrial instruments, policy, or
lawful and reasonable direction.
White Ribbon:
SA Health has a position of zero tolerance towards men’s violence against women in the workplace and the
broader community. In accordance with this, the incumbent must at all times act in a manner that is non-
threatening, courteous, and respectful and will comply with any instructions, policies, procedures or
guidelines issued by SA Health regarding acceptable workplace behaviour.
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Cultural Statement:
The Limestone Coast Local Health Network welcomes Aboriginal and Torres Strait Islander people and
values the expertise, cultural knowledge and life experiences they bring to the workplace. Limestone Coast
Local Health Network is a culturally inclusive work environment that is respectful of Aboriginal and Torres
Strait Islander culture
Special Conditions:
> It is mandatory that no person, whether or not currently working in SA Health, will be eligible for
appointment to a position in SA Health unless they have obtained a satisfactory Background Screening
and National Criminal History Clearance.
> Prescribed Positions under the Child Safety (Prohibited Persons) Act 2016 must obtain a satisfactory
Working With Children Check (WWCC) through the Screening and Licensing Unit, Department for
Human Services (DHS).
> Approved Aged Care Provider Positions as defined under the Accountability Principles 1998 made in
pursuant to the Aged Care Act 2007 (Cth) must obtain a satisfactory National Police Certificate (NPC)
through the South Australian Police confirming the clearance is for the purpose of employment involving
unsupervised contact with vulnerable groups.
> Risk-Assessed roles under the National Disability Insurance Scheme (Practice Standards – Worker
Screening Rules 2018) must obtain a satisfactory NDIS Working Screening Check through the
Department of Human Services (DHS) Screening Unit.
> National Police Certificates must be renewed every 3 years thereafter from date of issue.
> Working With Children Checks must be renewed every 5 years thereafter from date of issue.
> Depending on work requirements the incumbent may be transferred to other locations across SA Health
to perform work appropriate to classification, skills and capabilities either on a permanent or temporary
basis subject to relevant provisions of the Public Sector Act 2009 for Public Sector employees or the SA
Health (Health Care Act) Human Resources Manual for Health Care Act employees.
> The incumbent may be required to participate in Counter Disaster activities including attendance, as
required, at training programs and exercises to develop the necessary skills required to participate in
responses in the event of a disaster and/or major incident.
> Appointment is subject to immunisation risk category requirements (see page 1). There may be ongoing
immunisation requirements that must be met.
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Key Result Area and Responsibilities
LEVEL 6.6 has a substantial number of the following characteristics but is not limited to:
Wide range of primary, secondary and tertiary clinical services;
Tertiary and/or Specialist Hospital;
Majority of health services for catchment population;
Specialist referral centre/s and clinical network supports;
Teaching, training and research departments;
Range of clinical support services;
Designated regional role/influence expectations;
Nursing/midwifery policy and executive advice functions.
Key Result Areas Major Responsibilities
Leadership and Culture > Shape the strategic development of the Regional Local Health Network
vision in line with the plan and goals, consistent with the SA Health Plan
and Government policy.
> Providing intellectual and strategic planning leadership.
> Identifying and facilitating innovative approaches to the provision of health
services and the achievement of population health outcomes.
> Promote leadership and excellence in patient care and operational practices.
> Promote inter-professional collaborative practices across disciplines to
ensure effective team based patient focussed care.
> Promote evidence based practice and research activities that translate to
improvements in the quality and standard of care and services provided.
> Lead change management activities that create the right culture and allow
the LHN targets and performance indicators to be achieved.
> Identify strategic opportunities and threats and provide advice and guidance
as to the appropriate response.
> Lead direct reports in a way that creates a climate conducive to a culture of
excellence and one that reflects the values.
> Mentor managers and potential leaders to assist them in improving their
performance and the performance of their services.
> Ensure all stakeholders feel that their role and contribution is valued and
respected.
Quality, Risk and Safety > Promote a culture of continuous improvement and ensure quality
mechanisms are in place to monitor and develop compliance with
professional standards;
> Works collaboratively within Regional Local Health Network to ensure
all safety and quality accreditation standards are met and maintained;
> Ensuring the development of Nursing and Midwifery safety and
quality key performances indicators;
> Responsible for the monitoring of the key performances indicators and
leading improvements for patient outcomes;
> Advising on clinical matters regarding safety and quality.
> Ensure compliance with policy and procedure and any other statute,
regulation or standard the organisation is bound by.
Direct/indirect patient/client > Use their clinical knowledge and experience to provide strategic and
care operational leadership, governance and direction for nursing/midwifery
including models of care;
> Build a culture and framework to facilitate the development of a healthcare
delivery system that achieves the desired outcomes through a structured
and systematic approach built on methodologies designed to put patients
first, supports integration and reduce waste and inefficiencies;
> Build a culture which is patient/client centred and where patient/client
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engagement is encouraged;
> Accountable for evaluating and consistently improving Nursing/Midwifery
practice and healthy work environments.
Policy Development > Accountable for leading, influencing and developing policy framework for
Nursing and Midwifery consistent with the strategic directions and
priorities of the SA Health plan in conjunction with the Regional Local
Health Network plan;
> Leading and articulating a vision for Nursing and Midwifery across the
Regional Local Health Network, which has been developed through
participatory mechanisms including all relevant stakeholders;
> Determining the linkages between primary, secondary and tertiary care
and developing models of Nursing and Midwifery which support movement
toward provision of integrated health care services, in particular: acute,
aged, mental health and community health;
> Providing strategic planning advice on the needs, planning initiatives,
service design and resource allocation issues relevant to the Nursing and
Midwifery profession.
Management of health service > Ensure effective resource utilisation for which there is a direct
systems responsibility through optimal management of resources against
financial and activity performance indicators including recognition of the
potential financial impact of changing circumstances.
> Routinely monitor performance against budget and take effective
remedial action to correct any negative variations.
> Work in partnership with the executive team to ensure support
services the organisation receives are responsive and effective.
> Provide stewardship of the allocated resources to the roles
area of responsibility.
> Provide timely response to operational matters across the services.
> Ensure a contemporary and effective nursing/midwifery professional
practice framework is in place;
> Ensure the appropriate information systems are fully utilised to inform
decision making, manage practice, store corporate knowledge and
convey information to staff;
> Ensure standards for human resource systems are implemented
including processes and standards of nursing/midwifery staff
recruitment, performance, development and retention.
Nursing and Management > Lead the establishment of learning cultures across span of appointment;
Learning
> Ensuring the nursing and midwifery workforce has access to
contemporary clinical education to support safe, quality and effective
models of patient care;
> Leading the professional, learning and development requirements of
Nursing and Midwifery staff;
> Providing high quality leadership through the development of
relationships with key educational and professional
organisations/stakeholders.
Research > Lead the establishment of a culture of research enquiry;
> Integrate contemporary information and research evidence with
personal knowledge and experience to support high level decision
making.
Professional leadership > Staff working at this level are expert managers, practicing at an advanced
level, have an extended scope of practice with a high degree of
autonomous decision making.
> Provide professional Nursing/Midwifery advice, direction, and
governance for a Regional Local Health Network;
> Accountable for the governance and practice standards of
Nurses/Midwives, the development and effectiveness of systems to
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support, evaluate and consistently improve Nursing/Midwifery practice
and healthy work environments and the cost effective provision of health
services within their span of control;
> Work to standardise Nursing and Midwifery practice/policy to
achieve best practice outcomes and the most efficient use of
resources;
> Works collaboratively with Executive Director of Medical Services,
Executive Director Community and Allied Health, Director Corporate
Services, Director People & Culture and Manager Safety and Quality;
> Provide corporate management of nursing/midwifery services for a
specified Health Unit or Community Service;
> Lead, coach, coordinate and support direct reports and provide mentorship
for less experienced nurses and midwives;
> Lead innovation, change processes, and coordinated responses to
emerging service and workforce needs.
Knowledge, Skills and Experience
ESSENTIAL MINIMUM REQUIREMENTS
Educational/Vocational Qualifications
> Registered or eligible for registration as a Nurse/Midwife with the Nursing and Midwifery Board of Australia and
who holds, or who is eligible to hold, a current practicing certificate.
Personal Abilities/Aptitudes/Skills
> An ability to achieve outcomes through effective leadership and delegation and by working in a team.
> Demonstrated ability to deal with a range of issues concurrently.
> Ability to analyse options, make decisions and implement policies.
> Proven ability to create and manage change and operate effectively in an environment of complexity, uncertainty
and rapid change.
> Highly developed verbal and written communication skills.
> Highly developed negotiation and conflict resolution skills.
> Demonstrated ability to relate well and work effectively with a diverse range of people and communities, including
Aboriginal/Torres Strait Islander communities.
Experience
> Five years post registration experience as a Nurse/Midwife.
> Experience in the implementation of new systems and introduction of significant change.
> Substantial senior experience/responsibility in management including personnel, finance and strategic planning
and leadership.
> Demonstrated experience in innovative service delivery and in effecting change in the workplace to achieve
agreed outcomes.
> Demonstrated experience in ensuring safety and quality accreditation standards are met and maintained.
Knowledge
> Knowledge and understanding of relevant legislation, industrial agreements, standards, codes, ethics
and competency standards.
> Broad based knowledge of contemporary health care issues.
> Broad knowledge of Quality Improvement Systems as applied to a hospital setting.
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DESIRABLE CHARACTERISTICS
Educational/Vocational Qualifications
> Relevant post graduate tertiary qualifications.
Personal Abilities/Aptitudes/Skills
> Recent experience in application of information technology in the health care environment.
Experience
> Demonstrated ability to achieve and maintain sound employee relations.
> Extensive executive management in the health care field.
Knowledge
> Broad understanding of State and local political, legal and socio-economic environments and their impact upon the
management of a hospital.
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Organisational Context
Organisational Overview:
Our mission at SA Health is to lead and deliver a comprehensive and sustainable health system that aims to
ensure healthier, longer and better lives for all South Australians. We will achieve our objectives by
strengthening primary health care, enhancing hospital care, reforming mental health care and improving the
health of Aboriginal people.
SA Health is committed to a health system that produces positive health outcomes by focusing on health
promotion, illness prevention and early intervention. We will work with other government agencies and the
community to address the environmental, socioeconomic, biological and behavioural determinants of health,
and to achieve equitable health outcomes for all South Australians.
Our Legal Entities:
SA Health is the brand name for the health portfolio of services and agencies responsible to the Minister for
Health and Wellbeing.
The legal entities include but are not limited to Department for Health and Wellbeing, Central Adelaide Local
Health Network, Northern Adelaide Local Health Network, Southern Adelaide Local Health Network, Women’s
and Children’s Health Network, Barossa Hills Fleurieu Local Health Network, Eyre and Far North Local Health
Network, Flinders and Upper North Local Health Network, Limestone Coast Local Health Network Inc.,
Riverland Mallee Coorong Local Health Network, Yorke and Northern Local Health Network and SA
Ambulance Service.
SA Health Challenges:
The health system is facing the challenges of an ageing population, increased incidence of chronic disease,
workforce shortages, and ageing infrastructure. The SA Health Care Plan has been developed to meet these
challenges and ensure South Australian’s have access to the best available health care in hospitals, health
care centres and through GPs and other providers.
Limestone Coast Local Health Network:
Residents within the Limestone Coast Local Health Network have access to a wide range of health care
services. The Limestone Coast region covers a large geographical area which consists of the Upper and
Lower South East, and extends all the way to the Victorian border.
Services provided within the South East region include accident and emergency, day and inpatient surgery,
aboriginal health, obstetric services, community health and aged care services.
We have Health facilities located within Mount Gambier, Bordertown, Kingston, Millicent, Naracoorte and
Penola. The links below can be used to navigate to detailed information on the different Hospital and Aged
Care sites, as well as Country Health Connect.
The health units within the Limestone Coast LHN have dedicated and experienced staff who strive to meet the
needs of the community by providing the highest level of health care.
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Values
SA Health Values
The values of SA Health are used to indicate the type of conduct required by our employees and the conduct
that our customers can expect from our health service:
> We are committed to the values of integrity, respect and accountability.
> We value care, excellence, innovation, creativity, leadership and equity in health care provision and
health outcomes.
> We demonstrate our values in our interactions with others in SA Health, the community, and those for
whom we care.
Code of Ethics
As a public sector employee, you have a responsibility to maintain ethical behaviour and professional integrity
standards. It is expected that you act in accordance with the Code of Ethics, and contribute to a culture of
integrity within SA Health.
The Code of Ethics for the South Australian Public Sector provides an ethical framework for the public sector
and applies to all public service employees:
> Democratic Values - Helping the government, under the law to serve the people of South Australia.
> Service, Respect and Courtesy - Serving the people of South Australia.
> Honesty and Integrity- Acting at all times in such a way as to uphold the public trust.
> Accountability- Holding ourselves accountable for everything we do.
> Professional Conduct Standards- Exhibiting the highest standards of professional conduct.
The Code recognises that some public sector employees are also bound by codes of conduct relevant to their
profession.
Aboriginal Health
SA Health acknowledges culture and identity as being integral to Aboriginal health and wellbeing and is
committed to improving the health of Aboriginal people.
SA Health vision for Reconciliation is the gap is closed on Aboriginal health disadvantage; and Aboriginal
people share the same rights, respect and access to opportunities and benefits as all South Australians.
Approvals
Role Description Approval
I acknowledge that the role I currently occupy has the delegated authority to authorise this document.
Name: Role Title:
Signature: Date:
Role Acceptance
Incumbent Acceptance
I have read and understand the responsibilities associated with role, the role and organisational context and
the values of SA Health as described within this document.
Name: Signature:
Date:
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About Mount Gambier
Positioning
Mount Gambier is SA’s largest regional city, located midway between Adelaide (436km) and
Melbourne (441km). Boandik (bow-an-dik) are the Traditional Owners and Custodians of the land
and water Mount Gambier sits upon today.
Benefits
• Vibrant city conveniences with affordable country lifestyle.
• Strong social culture with high class fitness and sporting facilities.
• Iconic Blue Lake plus many craters, caves, sinkholes and close proximity to swimming/surfing
beaches and the Coonawarra wine region.
• Great local venues, often with live entertainment, to catch up with friends.
• Pangula Mannamurna - a place where Aboriginal and/or Torres Strait Islander people find Healing
and address health and wellbeing issues through partnership with others.
Population 35,724* Housing
Female 50.0% Median price for house
$263K SCHOOL
Male 50.0% Average rental
Source: ABS, Population by Age and Sex, Regions of
Australia, cat. No. 3235.0, released 29 August 2019. $270 p.w.
*population of Mount Gambier and Districts Health
Service catchment. Source: propertyvalue.com.au July 2020. LCL
Mount Gambier and Districts Schooling
Health Service Primary and secondary
Address: 276 Wehl Street schools (public and private).
North, Mount Gambier Uni SA and TAFE SA
SA 5290 campuses for various
qualifications.
Phone: (08) 8721 1200
Email: Health.LimestoneCoast
@sa.gov.au Careers
To find out about careers with the Limestone Coast
Local Health Network, visit Careers in SA Health.
Follow us on Facebook. Visit our website.
Further information
Limestone Coast video
Child care options
The Good Schools Guide
TAFE SA
UniSA Mt Gambier campus
City of Mount Gambier
Real Estate
SA CommunityGoverning Board Limestone Coast
Local Health Network
Limestone Coast Governing Board:
Limestone Coast Local Local Health Network
• Grant King, Board Chair
Health Network Executive Chief Executive
• Glenn Brown
• Lindy Cook
Management Structure Officer
• John Irving
• Dr Anne Johnson
Executive
• Dr Andrew Saies
Assistant
Executive Executive Executive
Director Director Chief Director Director Manager Director
Director Director Director
Aboriginal Mental Finance Corporate People & Quality Risk Governance
Medical Nursing & Community &
Health Health Officer Services Culture & Safety & Planning
Services Midwifery Allied Health
EO/DON
EO/DON
Naracoorte &
Bordertown
Penola The Regional LHN leadership structure will manage and
lead fundamental services including:
• Acute hospital care – inpatient, emergency and outpatient
EO/DON Kingston EO/DON Millicent • Aged care – Residential, Multi-Purpose Services and Community
• Allied health care
• Community health care
EO/DON Mt
Gambier • Mental health care
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