Aboriginal And Clause Samples

Aboriginal And. OR ▇▇▇▇▇▇ ▇▇▇▇▇▇ ISLANDER HEALTH PRACTITIONER, ADVANCED HEALTH WORKER – PRACTICE & ADVANCED HEALTH WORKER – CARE – GRADE 4
View Source
Aboriginal And. OR ▇▇▇▇▇▇ ▇▇▇▇▇▇ ISLANDER HEALTH WORKER (GENERALIST HEALTH WORKER) - GRADE 3 MEANS: (a) a person who has completed Certificate III in Aboriginal and/or ▇▇▇▇▇▇ ▇▇▇▇▇▇ Islander Primary Health Care or equivalent; or (b) a person with other qualifications or experience deemed equivalent through a Registered Training Organisation. A Generalist Health Worker who: (i) holds a Certificate III in Aboriginal and/or ▇▇▇▇▇▇ ▇▇▇▇▇▇ Islander Primary Health Care or equivalent; or (ii) has a Medicare provider number (not a prerequisite) will be classified as no less than a Grade 3 Level 2 Aboriginal Health Worker/Aboriginal Community Health Worker. (a) A Generalist Health Worker works within delegated model of care, and will perform a range of duties in the delivery of primary health care services and community care. They will perform duties of a specific nature, or a range of duties designed to assist in the provision of health services in the professional, technical, clinical and administration work categories. (b) A Generalist Health Worker will be able to: (i) provide a range of health functions of a clinical, preventative, rehabilitative or promotional nature under the general direction of more senior employees; (ii) work under supervision and direction, either individually or in a team or group using routine primary health care practices and procedures and established techniques or methods. Such tasks may include some of all of the following: ▪ assisting in the provision of comprehensive primary health care and education of clients, in conjunction with other members of the health care team; ▪ under instruction, assisting in the provision of standard medical treatments in accordance with established medical protocols; ▪ collecting and recording data from clients which will assist in the diagnosis and management of common medical problems and medical emergencies; ▪ in line with policies and programs established by the health team, participate in educating and informing the community about preventative health measures; and ▪ undertaking orientation and training programs as available, (iii) perform a range of additional tasks at a standard in accordance with the level of qualification held, to operate office and other equipment, which requires specific levels of skill, training and experience that are not subject to licensing and registration of other professions. Such services may include: ▪ first aid; ▪ health education and promotion; ▪ client support; ▪ identificatio...
View Source
Aboriginal And 
View SourceView Similar (3)

Related to Aboriginal And

  • Manufacturing and Marketing Rights The Company has not granted rights to manufacture, produce, assemble, license, market, or sell its products to any other person and is not bound by any agreement that affects the Company's exclusive right to develop, manufacture, assemble, distribute, market, or sell its products.

  • Customer Relations A. Actively promote DCP Holding Company in all Marketing, Sales, Public Relations, and Community activity. B. Strategize that the DCP Holding Company product is placed effectively before the public with emphasis on “Agent/Broker” C. Continually monitor the success, quality and effectiveness of DCP Holding Company marketing

  • Research and Development (i) Advice and assistance in relation to research and development of Party B; (ii) Advice and assistance in strategic planning; and

  • Sales and Marketing Subdistributor shall market, promote, and solicit orders for the Products to prospective and existing Customers (excluding the Excluded Customers) consistent with good business practice and the highest professional standards in the industry, in each case using its best efforts to maximize Product sales volume in the Territory in accordance with Distributor’s Product marketing strategies, channel and pricing guidelines, and sales policies, and in a manner that reflects favorably at all times on the Products and the good name, goodwill, and reputation of Distributor;

  • Training and Development 3.1 Authorities will develop local 'Workforce Development Plans (see Part 4.8),' closely linked to their service delivery plans, which will provide the focus for the establishment of training and development priorities. Training and development should be designed to meet the corporate and service needs of authorities both current and in the future, taking into account the individual needs of employees. Local schemes on training and development should enable authorities to attain their strategic objectives through development of their employees. Training and development provisions should be shaped to local requirements and take account of the full range of learning methods. Such an approach should enable access to learning for all employees. The needs of part time employees and shift workers need particular consideration. 3.2 Employees attending or undertaking required training are entitled to payment of normal earnings; all prescribed fees and other relevant expenses arising. Employees are also entitled to paid leave for the purpose of sitting for required examinations. When attending training courses outside contracted daily hours, part-time employees should be paid on the same basis as full- time employees. (Assistance for other forms of learning, for example that directed at individual development, will be locally determined). Some training can be very expensive and authorities may require repayment of all or part of the costs incurred should an employee leave the authority before a reasonable time period has expired. The authority's policy in this regard should be made explicit. 3.3 Objectives for training and development programmes should include the following: • To enable Councils to attain their strategic objectives via investment in their employees. • To promote equity of access to learning. • To encourage employees to develop their skills and level of responsibility to the maximum of their individual potential. • To widen and modernise the skills profile of employees to maximise their versatility, employability and so, job security. • To enable employees to raise productivity, quality and customer service in pursuit of sustainable improvement 3.4 Authorities should establish local partnership arrangements, to include recognised trade unions, to develop their local workforce development plans. 3.5 The NJC endorses partnership provision such as the "Return to Learn" scheme. Authorities and the recognised trade unions shall encourage and support employees taking on the statutory Union Learning Representative (ULR) role. This will include agreeing facilities and paid release in accordance with statutory provisions. ULRs should be enabled to play a full part in promoting and implementing local training and development programmes.