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I:\Marketing and PR\WEBworkinggroup\2016 Updates\Orientation Manual.docx, Issue 3,

October 2015

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South Gippsland Hospital Orientation Manual

Vision Statement: South Gippsland Hospital will demonstrate excellence in community focused rural healthcare

Author - Shianne Murray, Human Resources Manager South Gippsland Hospital

October 2015


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Contents Error! Bookmark not defined. INTRODUCTION & WELCOME ............................................................................................ 3

Welcome from our CEO ........................................................................................................ 3

AIMS OF ORIENTATION ........................................................................................................ 4

SGH AND THE COMMUNITY OF FOSTER ......................................................................... 4

The Community of Foster ...................................................................................................... 4

Aboriginal Heritage of Foster and the Corner Inlet region .................................................... 4

A Short History of the Organisation ...................................................................................... 5

Acute services include:- ......................................................................................................... 6

Community services:- ............................................................................................................ 6

Organisation Structure ................................................................................................................ 5

Committee Structure .................................................................................................................. 6

Nursing Structure ....................................................................................................................... 7

Contact Details ........................................................................................................................... 8

CORE VALUES ........................................................................................................................ 8

GENERAL INFORMATION .................................................................................................... 9

POLICIES AND PROCEDURES .............................................................................................. 9

QUALITY .................................................................................................................................. 9

Accreditation .......................................................................................................................... 9

Quality Improvement ............................................................................................................. 9

PROTECTED DISCLOSURE ................................................................................................. 10

CODE OF CONDUCT ............................................................................................................. 10

Policy Statement: .................................................................................................................. 10

The Code of Conduct Principles are as follows- .................................................................. 10

Employment Principles ........................................................................................................ 10

Human Rights ........................................................................................................................... 11

Carers Recognition Act ............................................................................................................ 11

Comments/ Complaints Process ............................................................................................... 11

Confidentiality and Privacy ...................................................................................................... 11

Information to Media/Press/Police ........................................................................................... 11

Gratuity ..................................................................................................................................... 12

Telephones ............................................................................................................................... 12

Uniforms and Code of Dress for the clinical workforce .......................................................... 12

Staff Meetings .......................................................................................................................... 12

Staff Meals ............................................................................................................................... 13

Roster Changes ......................................................................................................................... 13

Absence .................................................................................................................................... 13

Salaries ..................................................................................................................................... 13

Time Sheets .............................................................................................................................. 13


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Salary Packaging ...................................................................................................................... 13

People requiring spiritual care or Counselling support ............................................................ 13

Employee assistance program .................................................................................................. 14

Superannuation ......................................................................................................................... 14

DIVERSE COMMUNITY ....................................................................................................... 15

Interpreter Service .................................................................................................................... 16

HEALTH AND SAFETY ........................................................................................................ 17

Occupational Health and Safety (OH&S) (refer policy on Prompt) .................................... 17

Security ................................................................................................................................. 17

Car Parking ........................................................................................................................... 17

Identification Badges ............................................................................................................ 17

Incident/Accident Reporting ................................................................................................ 17

Hazard Reporting ................................................................................................................. 18

Manual Handling .................................................................................................................. 18

Mandatory Training .............................................................................................................. 18

Duress Alarms ...................................................................................................................... 18

Keys ...................................................................................................................................... 18

Smoke Free Workplace ........................................................................................................ 18

Fire/evacuation ..................................................................................................................... 19

FIRE SAFETY ......................................................................................................................... 19

Types of Fires and Extinguishers ......................................................................................... 19

Existing Fire Equipment Plan .............................................................................................. 20

Emergency procedures ......................................................................................................... 22

INFECTION CONTROL ......................................................................................................... 24

Spread of Infection ............................................................................................................... 24

Standard and Transmission precautions ............................................................................... 24

Hand Hygiene ....................................................................................................................... 26

Glove Use ............................................................................................................................. 28

Non Intact Skin ..................................................................................................................... 28

Hand Care ............................................................................................................................. 28

Waste management .............................................................................................................. 28

Health Care Workers with Infectious Diseases .................................................................... 31

Immunisation Guidelines ..................................................................................................... 31

Orientation Checklist ................................................................................................................ 32

Authorisation

______________________________ Chief Executive Officer

_______________Date signed.

Date to be reviewed: May 2016.


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INTRODUCTION & WELCOME

Welcome to SOUTH GIPPSLAND HOSPITAL (SGH), Foster. We trust your employment with us will be enjoyable and rewarding. Orientation is an important part of welcoming new employees and assimilating them into their role and the workplace in order to meet the expectations and standards of the organisation. As a new employee you will be introduced to the philosophies, goals, procedures, role expectations, facilities and services of SGH and the work area relevant to your specific position. The aim of this Orientation Manual is to help you become familiar with the beliefs and values of this health service and to adjust to your new work environment and role quickly. It provides an overview of the organisation, and its policies and activities, as well as more specific information relating to each department, and as an adjunct to existing policy/procedure manuals. Should you have any queries, please feel free to ask the Department Manager, or any other staff members, who will only be too pleased to assist.

Welcome from our CEO It is with great pleasure that I welcome you to SGH on behalf of the Board of Governance, Management Team and Staff of the hospital. We are enormously privileged to have this hospital to provide the range of services we deliver in the community of Foster and surrounding areas. This could not be achieved without the dedication, skills and commitment of the doctors, nurses, allied health professionals, administrators, cleaning, catering, maintenance and volunteer support staff. Our staff are committed to excellence in patient and client service and our community appreciates that we provide the highest level of care and safety for all. You will be made welcome and shown the ropes over the next few weeks and if you are in doubt about what to do we have policies and procedures which cover the majority of issues and these are easily accessible. Feel free to ask if you have any questions and I hope you find working at SGH a challenging, rewarding and above all enjoyable experience. I look forward to meeting you soon. Peter Rushen CHIEF EXECUTIVE OFFICER

“We wish to acknowledge the Traditional Owners of the land on which we are situated. We pay respect to their Elders, past and present, and Elders from other communities who may reside here today”.


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AIMS OF ORIENTATION

To provide the new employee with a formal introduction to the hospital.

To ensure the essential documentation is completed.

To introduce the new employee to staff within the hospital.

To familiarise staff with the physical lay-out of the hospital.

To familiarise staff with policies so they adhere to procedures to ensure the safety of staff, clients and visitors.

To inform staff of opportunities for further development.

SGH AND THE COMMUNITY OF FOSTER

The Community of Foster The service area of the SGH is approximately 341.5 sq km and comprises approximately one-quarter of the South Gippsland Shire’s geographic area, covering Foster and all of the towns within Corner Inlet as well as additional areas to the east. The township of Foster, which sits at the gateway to Wilson’s Promontory National Park, is the main goods and service centre in the area. The Corner Inlet region is home to a large fishing fleet. The tourist industry is also prominent, with local beaches and nearby mountain ranges offering a diverse range of recreational activities. Dairy, cattle, sheep and grain production are the main rural activities accounting for 22.7% of employment.

Aboriginal Heritage of Foster and the Corner Inlet region Geographically, the SGH catchment area is situated predominantly in what is identified as Gunaikurnai Country. Gunaikurnai was awarded Native Title for a large portion of Eastern Gippsland in the Federal Court in October 2010 however the township of Foster was excluded despite being part of the original claim in 1997. This was due to ongoing negotiations about territory borders with the Bunerong Peoples to the west of the Foster area. There are ongoing formal efforts to bring Foster within the Gunaikurnai Native Title but these efforts may take years to resolve. For many years, it has been common practice in the region to recognise both Gunaikurnai and Bunerong Peoples as having connections with this Country.

There is a small but significant population of Aboriginal people living in the area which services. Some of these people do have traditional ownership connections with the area and many have connections to other areas of Australia.

SGH is committed to playing a part in closing the gap on Indigenous Health Inequalities and has made a commitment to provide a welcoming and culturally sensitive Health Service to Indigenous people.


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A Short History of the Organisation The township of Foster was settled in the 1870s when it enjoyed a brief gold mining history. In 1906 a private hospital was established to serve the people of Foster and its district. As the population grew, this private hospital became a community hospital in 1937 and then, with its incorporation, a public hospital in 1941. At this time plans were made for a new and modern building. In February 1947 the building permit was obtained and tenders called in April of the same year. The new hospital was planned for 12 beds and nurses’ quarters were designed so that they could be converted to a 16-bed hospital if required. SGH in Station Road was opened on 18 October 1952. Bed numbers of 12 stayed fixed until 1986 when feasibility studies demonstrated that extra beds were needed. Behind the drive to build were the elected board members, representing the community and the Victorian Government of the time. Initially, the Board of the SGH consisted only of men. In 1974 this changed when Mrs. R.S. Atkins joined, and other women soon followed. To date four women have held the role of President. In 1986 Banksia Lodge was opened as a hostel for the aged in Foster. And in 1988 the Toora Bush Nursing Hospital became the Toora Nursing Home. Shared annual reports were issued until 1989 for, Banksia Lodge and Toora Nursing Home, although the two Boards of Management operated independently. In 1999 SGH built and opened a new X-Ray centre and in 2000 the Community Health Centre was officially opened. Three year accreditation (ISO 9001:2008 incorporating JAS-ANZ Core standards for Quality and Safety in Healthcare) was granted in the year 2012 to , an achievement only possible through the outstanding efforts of management and staff. Today the hospital functions as a 16 bed (including 2 bed transition care program) acute care facility and a Community Health Centre on the one site. SGH operates with 16 acute in-patient beds ; providing a cross section of care encompassing general medical a Peri –Operative unit which includes one theatre, recovery room and central sterilising unit, maternity services, an urgent care clinic and radiology facilities. . The hospital is also closely associated with Foster Medical Centre, whose general practitioners and GP obstetricians provide medical support services.


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Acute services include:-

Provided directly by SGH:

General Medical Care

Urgent Care Clinic

Occupational TherapyPhysiotherapy

Surgical Services (Perioperative Unit) o Pre-anaesthetic Clinic o Obstetric o Gynaecology o Urology o Endoscopy

Maternity Services

o Antenatal Education Program o Birthing and Post-Natal Care o Lactation Support o Domiciliary Visits o Shared Care Antenatal Clinic

Hosted by SGH:

Radiology

Pathology

Community services:- Provided at the Community Health Centre or in the community and include:-

Alcohol & Drug Services

Allied Health Services

Breast Care and Women’s Health

Diabetes Nurse Education

District Nursing Service

Dietetics

Foot Clinic

Good Health Clinic (inc Cardiac Rehab)

Continence Nurse Advisor

Health Promotion

Infant Audiology

Massage

Occupational Therapy

Optometrist

Planned Activity Groups

Psychology

Podiatry

Physiotherapy (Group based sessions)

Post Acute Care

Stoma and Wound Care

Transition Care Programme

Youth Assist Clinic

Yoga

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Organisation Structure

Board of Governance Board Sub Committees

Chief Executive Officer Executive Assistant

Administration Contracting/Tenders

Risk Management/WorkCover Facilities Management

Supply Finance

Human Resources/Payroll Quality

Health Information Information Technology Environmental Services

Food and Dietary Services

Director of Nursing Manager Community Health

Allied Health Assistants Community and District Nursing

Diabetes Education Good Health Clinic

Well Women’s Clinic Health Promotion

Planned Activity Groups OH&S

Occupational Therapy Physiotherapy

Social Work Dietetics Podiatry

Youth Access Clinic McGrath Breast Care

Transition Care Program

General Medical Care Maternity Services

Perioperative Services Urgent Care Clinic

Pharmacy Radiology Pathology

Nurse Education Infection Control Program

Occupational Therapy Physiotherapy

Director of Medical Services

Credentialing Visiting Medical Officers

Clinical Governance

The following chart details the SGH areas of line management responsibility.

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Board of Governance

Finance

Drugs and Therapeutics

Committee

Occupational Health &

Safety

Quality Systems

Management Review

Audit Planning Executive Remunerat

ion

Medical Appointments

Advisory

Board of Governance

Committees

Organisational

Committees

Departmental

Meetings

Executive Clinical Practice

Review

Administration Community

Health Services Acute Nursing District Nursing Facilities Hotel Services

Committee Structure


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Nursing Structure

Director of Nursing

Perioperative Nurse Unit Manager 0.8EFT

Infection

Prevention

Co-ordination 0.2EFT

Acute Care Manager/

Maternity Manager 0.8 EFT

Acute Nurse Unit Manager

full time- job shared

Clinical

Associate Nurse Unit Manager

Grade 3

Clinical Nurse Specialist

RN Grade 2/

Midwifery Students

RN Grade 1

Enrolled Nurse

Undergraduate Students (RN)

Diploma of Nursing Students (EN)

District Nursing Nurse Unit Manager

0.8EFT

Nurse and Midwife

Education 0.6EFT

Clinical Support Nurse


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Contact Details

South Gippsland Hospital 87 Station Road PO Box 104 Foster 3960

Phone: 56839777 Fax: 56822178 Email: [email protected] Web: http://www.southgippslandhospital.org.au

Chief Executive Officer (CEO) Peter Rushen Ph: 56839777

Director of Nursing (DON) Anna Stefani Ph: 56839777

Manager Community Health Samantha Park PH: 56839771

Human Resources Manager Shianne Murray Ph: 56839777

Quality Coordinator Paul Greco Ph: 56839737

Payroll Officer Gwenda Russell Ph: 56839717

Nurse and Midwifery Educator

Nicole Wake 56839790 Email: [email protected]

Community Health Reception

PH: 56839780

Foster Medical Centre PH: 56822088

CORE VALUES Behaviours we wish to follow Mutual respect We treat others the way we want to be treated Accountability We accept responsibility for our actions, attitudes, and mistakes. Trust We act with integrity and can count on each other Excellence We do our best at all times and look for ways to improve

mailto:[email protected]

http://www.southgippslandhospital.org.au/

mailto:[email protected]


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GENERAL INFORMATION

POLICIES AND PROCEDURES SGH has developed a wide range of policies and procedures to inform the practice of staff and enable them to effectively carry out their roles. All of these can be accessed in soft copy (electronic) form via the hospital’s computer network and a select number of hard copy manuals are also currently available where required. In the near future most policies and procedures will only be available via the recently acquired PROMPT document management system, with hard copies only being printed off as required for short term use. Computer Access: Policies and procedures can be accessed in soft copy (electronic) form via the PROMPT - SGH document management system icon in the SGH Applications folder on computer desktops and for those still having hard copy versions, there are also corresponding versions on the hospital’s computer network “ I Drive” in the “Manuals” folder. Hard copies: Some policies and procedures can also be accessed via the relevant departmental Policy and Procedure Manuals located in some work areas. Master copies of these manuals are housed in the Quality Coordinator’s Office. Hard copies of the Emergency Procedures and OH&S manual can also be found in the hospital staff room and CHC reception. A list of policy and procedures locations and formats can be found at I:\Manuals\Policy & Procedure Control Register.doc.

QUALITY

Accreditation SGH is currently accredited under the AS/NZS ISO 9001:2008 standards incorporating the Core Standards for Quality and Safety Standards in Health Care as well as the first three National Safety and Quality Health Service Standards. From the end of 2015 SGH will drop the ISO component and be accredited against the full set of ten National Safety and Quality Health Service Standards

Refer to the Quality Management System Manual, the Organisational Policy and Procedural Manual and Department Policy & Procedure Manuals for further information.

Quality Improvement SGH recognises its responsibility to ensure the quality and safety of the environment and services it provides. We all share responsibility for identifying opportunities for improvement. A quality framework is in place to support staff to achieve the quality of service and performance improvements that have resulted in our continued successful accreditation status. SGH employs a Quality Coordinator to help facilitate this process. If you require more information, please contact the Quality Coordinator via reception on 56839777.


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PROTECTED DISCLOSURE

The SGH is committed to the aims and objectives of the Protected Disclosure Act 2012. It does not tolerate improper conduct by its employees, officers or members, nor the taking of reprisals against those who come forward to disclose such conduct. The Hospital recognises the value of transparency and accountability in its administrative and management practices and supports the making of disclosures that reveal corrupt conduct, conduct involving a substantial mismanagement of public resources or conduct involving a substantial risk to public health and safety or the environment. The Hospital will take all reasonable steps to protect people who make such disclosures from any detrimental action in reprisal for making the disclosure. It will also afford natural justice to the person who is the subject of the disclosure. The Protected Disclosure policy is available on Prompt.

CODE OF CONDUCT

Policy Statement: The SGH Code of Conduct is a public statement of how we conduct our business and how we treat our clients, colleagues and members of the community. It builds on the employment and conduct principles contained in the Public Sector Management Employment Act 1998. It is designed to help you understand your responsibilities and obligations, and provide guidance if you are faced with an ethical dilemma or conflict of interest in your work. As an employee of SGH, you are expected to provide high standards of professionalism, ethical behaviour and service to our community. In performing your work, you provide a positive role model to others by your courtesy, openness, integrity and impartiality.

The Code of Conduct Principles are as follows- Responsiveness – providing timely, high quality service

Integrity – being honest, open and transparent

Impartiality - making decisions objectively, without bias

Accountability - taking responsibility for decisions and actions

Respect – treating people fairly and objectively, ensuring freedom from discrimination, harassment and bullying

Leadership – demonstrating leadership by actively implementing, promoting and supporting these values

Human Rights – respecting and promoting human rights

Employment Principles . Merit: Choosing people for the right reasons . Fair and Reasonable Treatment: Respecting and balancing people’s needs . Equal Employment Opportunity: Providing a fair go for all . Avenue of Redress: Resolving issues fairly A copy of the booklet ‘Code of Conduct for the Victorian Public Sector’, on which South Gippsland Hospital based their Code of Conduct is given to all new staff. Staff members are required to read this booklet. Alternatively use the link below.


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http://www.ssa.vic.gov.au/products/view-products/codes-of-conduct.html

Human Rights Human rights are basic rights of all people that form the foundation of freedom, justice, peace and respect. As a public authority the hospital has a legal obligation to consider The Charter of Human Rights and Responsibilities. This is a Victorian Act of Parliament that sets out 20 rights, such as the right to be treated equally and the right to privacy and freedom of thought. Staff at SGH must consider these rights when making decisions, developing policies and providing services. Please make yourself familiar with pages 26-27 in your small green booklet Code of Conduct for Victorian public sector employees and the 20 rights of The Charter at http://www.humanrightscommission.vic.gov.au/index.php/human-rights. This is summarised in the SGH Rights, Responsibilities and Privacy brochure, form 171,.

Carers Recognition Act The Carers Recognition Act was passed by Parliament, effective 1 July 2012. Organisations have obligations under the Act to

Ensure staff are aware of and understand the principles in the Act Ensure staff promote the principles to people in care relationships Reflect the Act's principles in developing, providing or evaluation support and assistance for

people in care relationships Report annually on how you met your obligations under the Act.

You can download resources from the website www.dhs.vic.gov.au/carersact

Comments/ Complaints Process A complaint is any expression of dissatisfaction by or on behalf of an individual regarding any aspect of service delivery by the organisation. This includes complaints about administration practices and all matters relating to services provided to and the care and treatment received by a customer. Complaints, Compliments, & Suggestion Form (Form 177) is available in the CHC foyer and the SGH main reception, Patient Information Folder on the patient’s bedside locker and extra forms may be accessed on the bench in the staff dining room. The main objective of the complaints system is to improve customer service and to obtain satisfactory resolution of the problem. Staff members are also encouraged to use the form to inform management of any ideas they may have to improve service delivery.

Confidentiality and Privacy Confidentiality is a matter of concern for all persons who have access to personal information about patients, clients, or employees of SGH. You must understand and accept that in accessing this personal information you hold a position of trust relative to this information. In recognising these responsibilities you must agree to preserve the confidential nature of this information. Failure to comply with this agreement may result in disciplinary action and may include the termination of your employment. All employees, volunteers and students are asked to sign a Confidentiality form (Form 9) as part of the recruitment/induction process.

http://www.ssa.vic.gov.au/products/view-products/codes-of-conduct.html

http://www.humanrightscommission.vic.gov.au/index.php/human-rights


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Information to Media/Press/Police The Chief Executive Officer is responsible for all contact with the media including press, radio and television.

Gratuity Often patients or their relatives wish to express thanks for the care provided. Donations of money or equipment to the organisation can be made through the Administration office. By adhering to this process, all donations are formally received and accounted. Gifts over $150 need to be included on the gift register.

Telephones Staff are to clearly identify the Hospital and person when answering the phone. The preferred method of answering the phone is:- “South Gippsland Hospital, this is (your name and department or title). How may I help you”? Basic Telephone Functions and Procedures 1. Should you require the fire brigade, call 0000 - no other number is to be called.

2. To call an internal extension, lift the handset and dial the required 5-digit number.

3. To call an external number, lift the handset, dial 0 and wait for the dial tone, then dial the required number.

All enquiries relating to a patient’s condition are to be referred to the Nurse in Charge of the shift. Alternatively the Ward Clerk and Reception are given a patient comment sheet daily for basic enquiries. No member of staff is to release any information regarding patients, either over the phone or personally, without the doctor’s permission, other than the general condition of the patient. All health care advice calls are to be directed to the charge nurse. Staff are not to make personal phone calls while on duty, other than on an emergency basis. To make an outside call, 0 must be dialled prior to the number required ‘Speed Dialling’ is also available within the hospital and to certain external numbers. This is a 3 digit number and does not require 0 before the number. A list of telephone numbers is available beside all phones. Transferring of calls is available from all phones; the method of doing so varies between phones. Patients can receive & make external calls at the bed side.

Uniforms and Code of Dress for the clinical workforce All clothing and footwear are to be clean, tidy and in good repair and of a professional standard. For students attending SGH for clinical placement , the tertiary facility (University) uniforms are to be worn on placement. Footwear: Shoes must be in good repair with a non-slip sole and an enclosed heel and toe. Jewellery: Wrist watches are to be removed for direct patient care, fob watches are preferable. Only wedding bands or a plain ring to be worn (engagement and dress rings are considered to be an infection control and patient risk and therefore not permitted).). Ear rings: are to be sleepers or studs only. Necklaces: if worn should be concealed by clothing. Hair: Should be well groomed and tied back off the shoulders. Finger nails: are trimmed and the use of nail polish or nail extensions is not permitted. Cardigans and jackets: are not to be worn whilst providing direct patient care.


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Staff Meetings Staff meetings are held in each Department on a regular basis and most information is communicated through these meetings. Whole of staff meetings are held to advise on general matters and a staff feedback meeting is held annually to canvass suggestions on improving or developing the hospital service.

Staff Meals Staff members may order soup, sandwiches, dessert or a full meal from the kitchen. A list of charges is displayed in the kitchen and the cost is deducted from the staff member’s following pay. Lunch must be ordered before 9.30 am, and an evening meal before 3.00 pm. Name and order must be put in the meal book located in the kitchen on the central bench.

Roster Changes Roster changes are not to be made without discussion with the Department Head. Nursing specific roster changes require permission from Acute Care Manager or Director of Nursing

Absence Staff are not permitted to leave the premises for hospital business without notifying the Department Head or nurse in charge of the shift.

Salaries Salaries are paid fortnightly, usually on the Wednesday following the end of a pay period. A pay period is from Monday to the following fortnightly Sunday. If a public holiday falls within the pay period, the salary may not be paid until the Thursday. Salaries are paid directly into a nominated bank account.

Time Sheets Time sheets are available in your work area. They should be completed and signed by the last Wednesday in the pay period. All timesheets must be countersigned by Department Head. Any over time, extra shifts or alterations to shifts worked after this time should be recorded on the ‘Time Sheet Amendment Form’ located in I Drive I:\Forms\Staff\TimesheetAmendment Form 14.Only alterations extra shifts etc. after the last Wednesday in a pay period should be entered on this form, all prior shifts should be on the time sheet. Nurses: The Senior nurse on for the shift will authorise these additional amendments.

Salary Packaging Also called salary sacrificing is available to all permanent staff. Application forms are available in the staff dining room. Two companies process Salary Packing for the hospital. They both charge a small fee for service.

‘Shakespeare & Associates, Certified Practising Accountants’ phone: 5229 4200 www.shakespeareassociates.com.au

Salary Options phone: 1300 660 416 www.salaryoptions.com.au

People requiring spiritual care or Counselling support SGH ensures that all staff, visitors and patients and clients have access to spiritual care and counselling where possible, a Minister of Religion pastoral worker or counsellor (Pastoral carers) of


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their choice may visit at the hospital for personal visitation, spiritual ministration and counselling. Policy on Prompt


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Employee assistance program The management of SGH recognises that staff can be exposed to stressful and traumatic situations in the course of their professional and personal life. To this end, access to a professional counselling service is available to all staff. Counselling services for staff will be provided by the hospital’s list of preferred providers.Three visits per year are fully funded by the hospital with the option of a further two sessions on recommendation. Staff members who are distressed by incidents at work or in their personal life and need access to professional counselling services to assist them may, at any time, approach:

The counsellor from the preferred service provider list. List of service providers on EAP brochure or EAP policy (refer PROMT) directly and make an appointment

Their supervisor

The Human Resources Manager Supervisory staff and department heads will treat all requests for professional counselling services confidentially.

Superannuation Legislation requires SGH to contribute to a superannuation fund on your behalf. The amount paid is calculated at a minimum of 9.5% of your earnings for your ordinary hours of work. To be eligible for superannuation you must:-

be at least 18 years of age and under 70 years,

if under 18 years you are eligible if you work more than 30 hours per week

be paid at least $450 in a calendar month and

work full time, part-time or on a casual basis SGH offers staff a choice of two superannuation funds. Information regarding these funds is available in the staff dining room

First State Super

Hesta Superfund * If no choice is made within 28 days, superannuation contributions will be forwarded to First State Super.


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DIVERSE COMMUNITY

SGH has nominated priorities reflecting identified community need within each of the five special-needs groups:

people from culturally and linguistically diverse (CALD) backgrounds people from Aboriginal and Torres Strait Islander backgrounds people with dementia people living in rural and remote areas people experiencing financial disadvantage (and/or are at risk of/are homelessness)

SGH’s HACC Diversity Action Plan aims to improve current access and strengthen service capacity in the future to address barriers faced by marginalised and disadvantaged members of our community.

People from a CALD background South Gippsland has a small but significant CALD and CALD 65+ population. The ABS (2006) demonstrates that there are significant Dutch, Italian and German CALD senior peoples in the age group 65+ within the Corner Inlet area. It also shows that in South Gippsland there are smaller migrant groups emerging. In particular, there exist pockets of Irish, Austrian, Croatian and Greeks. Interestingly the statistics also show that, of the CALD population, 42% are over the age of 65 and that over the next 4 years net migration into this Shire will remain constant at between approximately 300-400 persons per year (Forecast2 id, 2012).

People from Aboriginal & Torres Strait Islander (ATSI) background South Gippsland has a small but significant Aboriginal population. Both the Bunurong (other known spelling) people and the Gunai Kurnai people identify as traditional land owners of the area surrounding SGH. People with dementia: Dementia describes a collection of symptoms that are caused by disorders affecting the brain. It is not one specific disease. Dementia affects thinking, behaviour and the ability to perform everyday tasks. Brain function is affected enough to interfere with the person’s normal social or working life (Alzheimers Australia). Caring for a person with dementia often falls to the direct family members or close friends. Although rewarding this can also be a huge commitment. SGH recognises the distinct role carers play in the healthcare of a client with dementia.

People living in rural and remote locations People in SGH catchment area face different health issues and barriers than people who live in towns and cities. In particular, travelling long distances to get routine checkups, screenings and access to services can be a barrier to timely service provision. Because it can be hard to get to services, health problems in rural residents may be more serious by the time they are diagnosed or treated. More than 50% of Corner Inlet residents live more than 30 minutes car drive from SGH.

People experiencing financial disadvantage including homelessness It is estimated that on any given night approximately 105,000 people will be homeless in Australia. A person is considered to be homeless in Australia if they:

do not to have safe, secure adequate housing

if the only housing they have access to damages, or is likely to damage, their health

are in circumstances which threaten or adversely affect the adequacy, safety, security or affordability of their home


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have no security of tenure – that is, they have no legal right to continued occupation of their home SGH’s commitment to addressing diversity is documented in its Diversity Policy Statement


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Interpreter Service

Although the number of culturally and linguistically diverse (CALD) consumers in the hospital’s catchment population is small, our popularity as a tourist destination means an increased possibility of CALD visitors requiring health services. The telephone interpreter service used by SGH is ONCALL. The following information comes from the “Bridging the Gap” resource manual. This is available from the CHC Front Office.

In certain circumstances it is quite obvious to determine that in order to communicate one will need an interpreter. However there are many cases where the need is not so clearly defined. It is worth giving some thought to the following: a) A person having fluent colloquial English may not know how to read or write or may not be familiar with specialist medical vocabulary. b) The length of residency in Australia does not necessarily increase a person’s knowledge of the English language. c) Stressful situations affect speech fluency and more intensely influence the acquired language. d) You may speak with clients in English and find you understand them – but this may not be a two-way process. e) It is easier to express complex thoughts and feelings in a first language. f) Languages do not directly translate and in a medical/stressful situation a person may be better served to speak in their native language. When in doubt with any of the above issues, it is better not to assume and offer the services of an interpreter. There are instructions for using the telephone interpreting service and phone number at reception, the nurses’ station, District Nurses’ office and the Community Health Centre office.


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HEALTH AND SAFETY

Occupational Health and Safety (OH&S) (refer policy on Prompt) The OH&S workgroups and representatives are published on the OH&S noticeboard outside of the staff dining room. Please familiarise yourself with the representative from your work group area. Duties of All Employees

While at work, employees are required to take reasonable care for their own safety

and the safety of others who may be affected by their actions.

They must cooperate with the hospital with any actions taken to comply with the Act

and regulations.

No staff member must interfere with, or misuse, anything provided in the interest of

health, safety and welfare.

Acquaint themselves with OH & S requirements at SGH

Report any incident/near incident, or hazard/potential hazard, as per hospital

procedure.

Attend educational sessions in OH & S and maintain mandatory competencies, as

required by the hospital.

Security The hospital doors are locked at 9.30 pm. All damage to hospital property or threat to personal safety is to be reported to your Department Head immediately. Office doors, safes, drug cabinets and confidential filing cabinets must be secured/locked when staff are not in attendance. All staff are responsible for the security of their work areas. Staff lockers should be kept locked.

Car Parking The main parking area is at the front of the hospital. Certain parking bays are reserved for hospital visitors and the disabled at all times. Three bays are also allocated for Late Shift nurses (one in front of hospital and 2 near the Education Centre) Alternate parking is on Station Road or Jones Street or next to the CHC. Evening staff may bring their cars in from the road after 1700 hrs and park in the main car park or at the back of the hospital. The car park is well lit for security reasons. Car parking areas are shown to new staff at orientation.

Identification Badges All staff must wear a basic identification name badge supplied by the Hospital. All staff will have a photo identification issued.

Incident/Accident Reporting (Refer policy on Prompt) All accidents, incidents or “near misses”, no matter how small or if they result in an injury, must be reported using online Riskman Incident Reporting. Apart from the legal and compensation requirements for incident reporting, they are used to record how and why incidents occur and the corrective actions that need to be taken. Incident Reports also assist in determining incident trends. Incident reporting forms are located in the staff dining room and the CHC reception for those staff/volunteers without computer access.


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If you injure yourself at work please report the incident as soon as possible to your manager. Please flag the injury for any potential WorkCover issue/claim with your manager.

Hazard Reporting (Refer OH&S Manual ) All hazards, no matter how small, must be reported to your manager immediately. SGH also undertakes regular hazard audits of all departments in an effort to eliminate/reduce the risk of injury. Hazard reporting is completed online on Riskman.

Manual Handling (Refer OH&S Manual ) The majority of injuries that occur in the work place and cause lost time relate to manual handling activities. The Manual Handling Regulations issued under the Occupational Health and Safety Act require that where possible, manual handling is to be eliminated by task redesign or by the use of mechanical assistance. If this is not possible, staff must be adequately trained in manual handling practices. All staff are required to undergo annual training regarding manual handling (see mandatory training table below) in the hospital environment. Nursing staff follow the “No-Lift Policy” as recommended by the Australian Nursing and Midwifery Federation. Practical and theory competencies are required each year

Mandatory Training Table Nursing Staff Allied

Health Admin/Maintenance Hotel Staff Department

heads Fire & Evacuation

Manual Handling / No Lift

Basic life support *

Hand Hygiene

Neonatal Resuscitation

Midwives

Duress Alarms Duress Alarms are available for any staff working after hours. Alarms available: Main reception – under key register CHC reception – bottom draw of filing cabinet Alarms taken out of the box are to be signed for in the book provided.

Keys Keys to most rooms of the hospital, CHC. Banksia Lodge and hospital vehicles are kept in the locked cupboard in the annex next to Reception. Keys are to be signed in/out in the book supplied.

Smoke Free Workplace

SGH promotes a smoke free environment and is working towards enforcing the same, as at 1st January, 2017.


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During the transition phase the only area staff are permitted to smoke is in the designated smoking area (The Gazebo, outside patient lounge). Staff are encouraged to speak to the SGH QUIT nurse (Good Health Clinic) to assist with cessation of smoking. Smoking within 4 metres of the entrance of any public health facility is illegal.

Fire/evacuation An introduction to fire safety: extinguisher, fire hose and evacuation locations is given at orientation. Staff are required to attend the next scheduled mandatory training session for Fire and & Evacuation

FIRE SAFETY (Refer Emergency Manual) Portable fire extinguishers can save lives and property by putting out or containing fires within the capabilities of the extinguishers. However, they must be of the correct type for the particular fire, and they must be used correctly.

Types of Fires and Extinguishers

GREEN text indicates the class or classes in which the extinguisher is most effective Limited indicates that the extinguisher is not the first choice but it may have a limited extinguisher capacity CLASS D fires (involving combustible metal) use a special purpose extinguisher DO NOT put yourself in danger, only attempt to extinguish the fire if it is safe to do so

Extinguisher Class A Wood Paper Plastics

Class B Flammable Liquids

Class C Flammable Gases

Class E Electrically Energised Equipment

Class F

Water Dangerous if used on flammable liquid, energised electrical equipment & oils/fats

YES

NO

NO

NO

No

Carbon Dioxide Not suitable for outdoor use

Limited

Limited

Limited

YES

Limited

FOAM Dangerous if used on energised electrical equipment

YES

YES

NO

NO

Limited

DRY CHEMICAL Look carefully to see if it is a BE or ABE unit

YES (ABE)

YES (ABE)

YES (ABE)

YES (ABE)

NO (ABE)

NO (BE)

YES (BE)

YES (BE)

YES (BE)

Limited (BE)


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Existing Fire Equipment Plan Main Hospital Building


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Community Health Centre


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Emergency procedures SGH has an Emergency Procedures, which you must familiarise yourself with.

The manual is designed with the specific intention of:-

Forming part of a comprehensive safety program for staff to cope with Internal Emergencies which may arise, and

Outlining an External Emergency/Code Brown to ensure the best possible use of resources to manage the receipt of a number of casualties.

An Emergency Procedure Action Sheet, designed for quick, immediate reference supports the manual and is located near to every phone. All staff MUST attend fire and evacuation training annually. It should be noted that each Emergency situation has been coded with a specific colour. Staff are notified of emergencies over the public address system, followed by an announcement of the location and the emergency code.


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SOUTH GIPPSLAND HOSPITAL and COMMUNITY HEALTH CENTRE

ACTION SHEET

EMERGENCY PROCEDURES

FIRE / SMOKE CODE RED Hospital Building

1) All staff should proceed to the nurses’ station (if safe to do so) for instruction from the Charge Nurse, who assumes the role of WARDEN.

2) If it is not safe to proceed to nurses’ station, set up communication via red phones.

CHC Building 1) All staff should proceed to CHC reception (if safe to do so) for instruction from the nominated WARDEN. 2) CHC staff to call hospital reception.

Banksia Lodge 1) Staff to call hospital reception 2) Evacuate to safe area and ensure everyone is accounted for.

INTERNAL EMERGENCY CODE YELLOWInterruption to power, water and gas supply, storm damage and failure of communication systems

1) Remove self and others from danger 2) Isolate the source where relevant 3) Report the emergency to the appropriate person

EVACUATION CODE ORANGE 1) Move people to designated safe area. 2) Check all rooms/toilets/wardrobes/cupboards. 3) Evacuate ambulatory people first. 4) Conduct head count. 5) Do not allow unauthorised entry to danger area.

BOMB THREAT CODE PURPLE 1) Do not terminate the conversation, note exact wording of the threat and location of the device 2) The NUM, DON or CEO must be notified and will assume the role of Emergency Warden 3) Contact POLICE –0 000 4) Do not discuss the threat with other staff 5) Await the arrival of the Chief Warden and police. Provide assistance as required and follow

their directions.

CARDIAC ARREST/MEDICAL EMERGENCY CODE BLUE 1) Call for help (call bell) if in hospital. If at CHC call for help 2) Commence C.P.R. 3) Continue as per cardiac arrest protocol at hospital. 4) CHC staff call ambulance on 0 000

PERSONAL THREAT CODE BLACK- ARMED / CODE GREY - UNARMED 1) If applicable, press the call bell three times or if safe to do so (during office hours), dial

reception switchboard (39777) and clearly state Code Black or Grey and exact location twice. The response team will be activated.

2) Do not open a locked door if the person issuing the threat is outside the building, use intercoms

3) Do not place yourself or others at risk

EXTERNAL EMERGENCY CODE BROWN 1) Record: name of the person phoning and contact number, number and type of casualties

involved, the time the casualties are expected to start arriving, type and location of the disaster

2) Immediately pass on information to NUM, DON, CEO and Facilities Manager 3) Continue as per Emergency Procedure Manual, External Emergency – Code Brown

FOR “ALL CLEAR” the relevant colour code is stated followed by “ALL CLEAR”


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INFECTION CONTROL (Refer Policy Infection Control 8.1)

Spread of Infection Infectious agents transmitted during health care come primarily from human sources, including patients, healthcare workers and visitors. Source individuals may be actively ill, may have no symptoms but be in the incubation period of a disease, or may be temporary or chronic carriers of an infectious agent with or without symptoms. Other sources of transmission include:

endogenous flora of patients (e.g. bacteria residing in the respiratory or gastrointestinal tract)

environmental sources such as air, water, medications or medical equipment and devices that have become contaminated.

In healthcare settings, the most common susceptible hosts are patients and healthcare workers.

Patients may be exposed to infectious agents from themselves (endogenous infection) or from other people, instruments and equipment, or the environment (exogenous infection). The level of risk relates to the healthcare setting (specifically, the presence or absence of infectious agents), the type of healthcare procedures performed and the susceptibility of the patient.

Standard and Transmission precautions PRINCIPLES

“Standard Precautions” will be used as a basic risk minimisation strategy, with “additional Precautions” used when Standard Precautions may be insufficient to prevent transmission, particularly via the airborne route.

STANDARD PRECAUTIONS

Standard Precautions are the primary strategy for successful control of hospital-acquired infection.

Standard Precautions are recommended for the treatment and care of all patients, regardless of their perceived infectious status, and in the handling of:

blood

all other body fluids, secretions and excretions (excluding sweat), regardless of whether they contain visible blood

non intact skin and

mucous membranes

dried blood

saliva

Clean hands

Safe practice

Risk Management


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STANDARD PRECAUTIONS INCLUDE:

hand hygiene before and after every episode of patient contact

personal, protective equipment

effective hand hygiene before and after patient contact

respiratory etiquette

the use of protective barriers (this may include gloves, gowns, plastic aprons, masks, eye shields or goggles, and waterproof dressings if required)

appropriate handling and disposal of sharps and other contaminated or infectious waste and

the use of aseptic techniques

TRANSMISSION BASED PRECAUTIONS

Transmission precautions are used for patients known or suspected to be infected or colonised with highly transmissible pathogens that can cause infection.

Transmission based precautions are to be used in addition to Standard precautions when transmission of infection might not be contained by using Standard Precautions alone.

Transmission based precautions are not required for patients with blood borne viruses such as HIV, Hepatitis B or Hepatitis C unless blood/body fluids cannot be contained.

Transmission based precautions should be tailored to the particular infectious agent involved and the mode of transmission, and may include any of the following:

Single room with ensuite

A dedicated toilet

Cohorting (room sharing by people with same infection) if single rooms are not available

Special ventilation requirements (eg. Negative pressure room)

Additional use of protective equipment (eg. High filtration mask)

Rostering of immune HCWs to care for infectious patients (eg. Chickenpox)

Dedicated patient equipment

Restricted movement of both patients and HCWs

Using a TGA registered disinfectant for specific environmental cleaning both during admission and on discharge of patient for terminal cleaning.


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Hand Hygiene

The single most important measure in reducing the risk of cross-infection is effective hand hygiene. For hand hygiene to be effective, HCWs in clinical areas must:

Uniform sleeves and under garments (spencers) must not extend below the elbow.

Keep Jewellery to a minimum- single plain banded rings e.g. wedding ring only.

Wristwatches, bracelets and bangles are not to be worn during clinical procedures and direct patient care.

Staff in the Operating Room must not wear any hand or wrist jewellery when engaged in invasive or aseptic procedures.

Keep fingernails short and clean - artificial nails, nail extensions and nail polish must not be worn.

Cover cuts and abrasions on the hand with a waterproof dressing.

Not wear cardigans or jackets when attending to patients The World Health Organisation endorses the use of alcohol based handrubs (ABHR) for all HCWs when performing hand hygiene, unless:

Hands are visibly soiled or the HCWs hands may have been contaminated with bacterial spores

Scrubbing for any invasive surgical procedure including central line insertion, etc.

Please complete the Hand Hygiene package prior to commencement of placement.

www.hha.org.au

WHO - Five Moments of Hand Hygiene

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The following table highlights the recommended hand hygiene cleansing agents and their usage.

Cleansing

Agent

Alcohol Based Hand Rub

(ABHR)

Liquid Soap

(Social Hand Wash)

Antiseptic Cleansing Agent

Antiseptic Cleansing Agent

and Sterile Towels

As effective as the social hand wash if used on hands, which are not physically soiled

Performed prior to all sterile procedures

When to use:

Before and after every patient contact

Before and after glove use

Between a contaminated to a clean body site

Before and after handling equipment in the patient area.

After leaving an isolation room

After handling equipment or linen

Prior to dispensing patient medications

After using toilet

If hands are visibly soiled

Before and after meal breaks, including smoking

To remove build-up of alcohol hand rub on hands

Prior to any aseptic procedure

Following contact with blood, body fluids, secretions and excretions.

After handling any contaminated equipment

Prior to all surgical procedures performed in operating rooms

Prior to any sterile procedure performed in ward/unit areas e.g. insertion of central lines, lumbar punctures.

REGARDLESS OF THE HAND HYGIENE METHOD USED, ALL SKIN SURFACES ON HANDS AND WRISTS NEED TO COME INTO

CONTACT WITH THE HAND HYGIENE PRODUCT


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HAND WASH DURATION

15 seconds to remove transient organisms – social hand wash

60 seconds prior to invasive and aseptic procedures – ward aseptic procedure

5 minutes prior to first operative procedure for day (surgical handwash) – Operating Room

3 minutes prior to subsequent operative procedures – Operating Room

APPLICATION OF ABHR

Ensure sufficient lotion is dispensed to cover all surfaces of the hands

Hands should be dry within 10 – 15 seconds - If shorter time – too little product has been used - If longer time, too much product has been used

Glove Use Gloves are intended for single use only

Gloves are to be worn as a standard precaution for staff safety when handling blood or other body fluids

Routine use of gloves is not recommended when caring for ‘contact precaution’ patients, unless as previously noted, when handling blood or body fluids - good hand hygiene provides better protection

Gloves must be changed between conducting clean and dirty procedures, even if performed on the same patient

Gloves must not be washed or cleaned with hand washing agents or alcohol based hand rubs

Gloves must not be worn when answering telephones, using computer keyboards, opening doors or writing patient notes

Gloves must not be worn when taking clean linen off the linen trolley. Note that: gloves do not always provide a completely impermeable barrier to the user, therefore it is important that hand hygiene is performed before and after glove usage.

Non Intact Skin Non intact skin e.g. cuts, abrasions, or dermatitis, constitute a breach in the skin’s protective barrier and should be covered with protective waterproof dressing (eg. ‘Opsite’, ‘Tegaderm’), or gloves.

Aqueous-based hand creams can be used to avoid chapped hands. Oil-based preparations should be avoided as they may cause latex gloves to deteriorate.

Hand Care All staff are encouraged to maintain good skin integrity. Regular use of moisturising lotions is encouraged. Only moisturising lotions endorsed and provided by facility can be used in clinical areas, as these are compatible with the hand hygiene products currently in use.

Any adverse skin conditions should be reported to the Infection Control Department.

Waste management Wastes at SGH are segregated and disposed of in accordance with the Environmental Protection Authority and the Australian and New Zealand Standards.


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Definitions General waste – any waste (excluding recyclable materials) not classified as being within any of the categories of the clinical and related waste streams, eg. paper, flowers, plastic, cardboard, dressing wrappers, incontinence pads Clinical waste

Discarded sharps

Human tissue, including materials or solutions containing or contaminated with blood, ie. not just free-flowing or expressible blood (including other body fluids removed during surgery or birth)

Related waste - those wastes generated in a healthcare facility from the care or diagnosis of patients. This includes cytotoxic waste, pharmaceutical waste and chemical waste. Pharmaceutical waste – consists of pharmaceutical or other chemical substance specified in the Poisons List under the Poisons and Therapeutic Goods Act 1996. Cytotoxic waste – material which is, or may be, contaminated with a cytotoxic drug during the preparation, transport pr administration of cytotoxic therapy. Sharps – objects or devices having sharp points or protuberances or cutting edges capable of cutting or piercing the skin or the container in which they are packaged. Sharps injury – percutaneous injury with any sharp designed for use in healthcare (or other material that can act similarly to a sharp, eg. broken glass), which may potentially transmit infectious agents and in particular blood borne viruses. Sharps may or may not have been used on a patient. Procedure Regardless of where waste is generated (eg. isolation room/ward), the principles of determining whether it is to be treated as clinical or general waste remain the same. 1. General Waste

General waste is disposed of in black, white or green garbage bags

Where possible, aluminium, paper and plastic are recycled

Care should be taken not to over-fill garbage bags

General waste is removed from departments on a regular basis and is disposed of as per normal household waste

Within the community setting, general waste is disposed of in the client’s home

General waste is disposed of in land-fill 2. Clinical Waste

Clinical or infectious waste must be placed in yellow containers or bags marked with a biohazard label and ‘Infectious Waste’.

Placentas will be stored and managed according to Maternity Care Policy (3.20A)

Clinical waste is removed from departments on a regular basis and is placed in large rigid bins marked with a biohazard label and ‘Infectious Waste’

Within the community setting, clinical waste (except sharps) is placed in yellow bags marked with a biohazard label and ‘Infectious Waste’ and is brought back to SGH in the vehicle boot then disposed of as above

Contractors remove clinical waste from SGH


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Containers storing clinical waste shall be securely closed at the point of use/fill and clearly labelled as above

Areas storing clinical/infectious and related wastes have an impervious surface and contain any spillage form waste containers, as well as being vermin-proof, clean and tidy

Access to waste storage areas is limited to authorised persons only

SGH has a documented waste contract which ensures responsible treatment and disposal of clinical and related waste

3. Sharps Disposal

All sharps are to be disposed of in rigid yellow sharps disposal containers

Sharp objects, eg. needles, lancets, scalpel blades, contaminated glass, ampoules, spikes from IV sets, stillettes etc. must be placed in the designated yellow sharps collection containers

SGH uses an intravenous retractable needle system and all staff are required to use this system wherever possible

Where standard needs and syringes are used, needles must never be resheathed, removed from syringes following use, bent, broken or otherwise manipulated by hand

The person using the sharp must be responsible for its immediate safe disposal, preferably at the point of use

Sharps disposal containers are placed on trolleys and in sites to allow, where possible, for disposal at the point of use

Sharps disposal containers are fixed to a wall or trolley and are not to be placed in an area that can be accessed by children

Within the community setting, sharps are placed in the yellow rigid sharps containers at the point of generation. Sharps containers are then sealed, secured in the appropriate manner in the boot of the vehicle, and transported back to the facility to be disposed of as above

Where a sharps injury occurs, the appropriate actions must be taken according to Infection Control Policy 8.2 Blood/Body Fluid Exposure Protocol

4. Pharmaceutical Waste

All pharmaceutical waste shall be collected in designated containers in the pharmacy.

Pharmaceutical waste will be removed from the premises by the visiting pharmacist to be disposed of at Central Gippsland Health Service

5. Cytotoxic Waste

Cytotoxic waste must be disposed of in labelled purple cytotoxic waste containers

Containers storing cytotoxic waste shall be securely closed at the point of use/fill and clearly labelled as above

Contractors remove cytotoxic waste from SGH as per other clinical waste 6. Spills See Infection Control Policy 2.8 Cleaning – Blood Spills


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Health Care Workers with Infectious Diseases

In the same way that patients with infectious diseases may pose a risk to staff, health care workers (HCWs) with infectious diseases may pose a risk of passing on those infections to patients or colleagues. The rights and responsibilities of the employer, the HCW, other staff and the patients should all be taken into account in these circumstances.

SGH will provide a work environment where discrimination against HCWs on the basis of infectious diseases is not acceptable.

HCW’s involved in exposure prone procedures should know their HIV, HBV and HCV status.

HCW’s have an ethical responsibility to notify the employer if their infection status poses a risk to patients or work colleagues. All HCWs have a responsibility to follow medical advice and treatment of any infection, to practise a high standard of hygiene, and to follow Infection Control principles.

All staff with gastroenteritis must not present at work, and should not return to work until all vomiting and or diarrhoea has ceased for 48 hours. Food Services staff, see Food Safety Plans.

All skin lesions must be covered

Immunisation Guidelines (Refer policy Infection Control)

Immunisation of health care workers is recommended in accordance with the DHHS Victorian Immunisation Guidelines for Healthcare Workers, Aug 2014.

It is the responsibility of all students to ensure that immunisation for vaccine preventable disease is up to date.

According to the Australian National Guidelines for the Management of Health Care Workers known to be infected with blood-borne viruses (endorsed by AHMAC Feb 2012), All HCWs including trainee students involved in exposure-prone procedures have a professional and ethical responsibility to be voluntarily tested annually for blood-borne viruses, and immediately after potential acute exposure associated with a risk of disease acquisition. All HCWs and student HCWs should be vaccinated against Hepatitis B virus at the commencement of employment and studies if they have no documented evidence of pre-existing immunity (from natural infection or prior vaccination). Please bring a copy of your immunisation status with you to your orientation shift


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Orientation Checklist Name

Orientation date

Person conducting

orientation

Tick when completed

Orientation Manual reviewed and explained to new staff member

Tour of the organisation & brief explanation of department functions.

Introduction to any staff encountered

Location of fire indicator board/equipment

Code of Conduct booklet

Human Resources (HR)

Signed Signature register

Aware of staff trial period/annual performance review

Reporting of illness

Salary Packaging

Transfer calls/accepting/making calls

Protected Disclosure/ Fraud

Occupational Health and Safety (OH&S)

Internal emergency response and procedures /location of emergency exits/assembly areas

Infection control – hand hygiene online competency completed

Manual handling – ‘No Lift’ training booked

Quality

Quality training session attended/booked

Incident & near miss report procedures –RISKMAN

Aware of internal audit system and requirements

Complaints & Compliments

Grievance and dispute procedures

Privacy policy

Location of policies and procedure manuals

Prompt

NURSES

Roster/roster requests

Uniform

Bedside Medication key (if appropriate)

Communication book

Students

Student Learning Centre

Discipline specific information

Student accommodation – invoicing & payment


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Orientation Package

Documents for the Personnel File

Tick if present

Cross if not

Tick, initial & date when missing item added

Letter of Appointment

Position Description

Resume & Letter of Application

Copy of Certificates/qualifications required for position

Continuing Professional Development points (nurses)

Personnel; file contents form

Staff Member Personal Details (form 464)

Police Check sighted/application

Name Badge & Computer Access Request (form 10)

Confidentiality Agreement (form 9)

Tax File Number declaration (issued by ATO)

Pay banking and Superannuation funds details (form 3)

Pre-existing injury declaration (Workcover form 22)

Use of Motor Vehicle for Hospital Business (form 7)

Timesheet

Electronic payslip authorisation

New Employee orientation declaration:

I have been provided the Orientation Manual, Orientation package & Code of Conduct booklet. I have had this information explained to me and I understand the above information/explanations. I have read the code of conduct booklet I will comply with the South Gippsland Hospital’s Policies, Procedures and Code of Conduct Name: _____________________________________________ Signature: _____________________________________________ Date: _____________________________________________ Witness Name: _____________________________________________ Signature: _____________________________________________ Date: _____________________________________________

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