Infection Prevention and Control. An effective, integrated organisation-wide Infection Prevention and Control Program is dependent upon the support, recognition, motivation, commitment and integrity of every staff member. All staff members have a responsibility to maintain infection prevention and control knowledge levels commensurate with the requirements of the position, and to adhere to the organisation's Infection Prevention and Control policies and procedures at all times. LEARNING AND DEVELOPMENT SGH is committed to education. All staff have a responsibility to undertake their own professional development and actively participate in the learning and development of others. This may involve colleagues, health professionals from other disciplines or students. Inter-professional education is strongly encouraged and supported and is integral to a small rural hospital HEALTH AND WELLBEING The health and wellbeing of employees is a priority for SGH and the importance of an environment that promotes and nurtures the physical, mental, emotional and social wellbeing of all individuals is recognised in this workplace. Staff are expected to: • partake in the promotion of the health and wellbeing of employees • contribute to an inclusive and health promoting environment • promote our values of trust, excellence, accountability, adaptability and mutual respect • promote an organisational culture of positive mental health and wellbeing through supportive leadership, employee participation and shared decision making DIVERSITY STATEMENT SGH is committed to providing employment, health care and all related business based on the principles of access, equity and respect. SGH acknowledge the Traditional Custodians of the land on which we work and pay our respect to their Elders past, present and emerging. Staff are expected to provide excellence in care and a safe, welcoming and inclusive health service by: • extending respect to Aboriginal and Xxxxxx Xxxxxx Islander people at all times, • engaging respectfully with all cultures and • respecting and appreciating what makes each individual different, in terms of age, gender, ethnicity, religion, disability, sexual orientation, education and national origin. MULTI AGENCY RISK ASSESSMENT MANAGEMENT (MARAM) Family Violence is a health issue and SGH provide support to any staff member experiencing family violence. All public hospitals are legislated to screen, identify and respond to family violence. The Multi Agency Risk Assessment Management (MARAM) framewo...
Infection Prevention and Control. (IPC) Reporting The Service Provider shall provide AHS with a report on IPC related indicators from time to time upon request by AHS and in any event, no less than 30 days of each Fiscal Year of the Term. SCHEDULE “E” PATIENT CONCERNS RESOLUTION PROCESS The following is a summary of the requirements for managing patient concerns.
Infection Prevention and Control. (a) The Employer and the Association desire to arrest the spread of infectious diseases in the home. The Employer will use its best efforts to make all affected direct care employees aware of residents who have serious infectious diseases. The nature of the disease need not be disclosed. Employees will be made aware of special procedures required for them to deal with these circumstances.
Infection Prevention and Control. An effective, integrated organisation-wide Infection Prevention and Control Program is dependent upon the support, recognition, motivation, commitment and integrity of every staff member. All staff members have a responsibility to maintain infection prevention and control knowledge levels commensurate with the requirements of the position and to adhere to the organisation's Infection Prevention and Control policies and procedures at all times. Learning and Development SGH is committed to education. All staff have a responsibility to undertake their own professional development and actively participate in the learning and development of others. This may involve colleagues, health professionals from other disciplines or students. Inter-professional education is strongly encouraged and supported and is integral to a small rural hospital. Health and Wellbeing The health and wellbeing of employees is a priority for South Gippsland Hospital and the importance of an environment that promotes and nurtures the physical, mental, emotional and social wellbeing of all individuals is recognised in this workplace. Staff are expected to: partake in the promotion of the health and wellbeing of employees contribute to an inclusive and health promoting environment promote our values of trust, excellence, accountability, adaptability and mutual respect promote an organisational culture of positive mental health and wellbeing through supportive leadership, employee participation and shared decision making Diversity Statement South Gippsland Hospital is committed to providing employment, health care and all related business based on the principles of access, equity and respect. South Gippsland Hospital acknowledges the Traditional Owners of the land on which we work and pays respect to Elders past, present and emerging. Staff are expected to provide excellence in care and a safe, welcoming and inclusive health service by: extending respect to Aboriginal and Xxxxxx Xxxxxx Islander people at all times, engaging respectfully with all cultures and respecting and appreciating what makes each individual different, in terms of age, gender, ethnicity, religion, disability, sexual orientation, education and national origin.
Infection Prevention and Control. An effective, integrated organisation-wide Infection Prevention and Control Program is dependent upon the support, recognition, motivation, commitment and integrity of every staff member. All staff members have a responsibility to maintain infection prevention and control knowledge levels commensurate with the requirements of the position and to adhere to the organisation's Infection Prevention and Control policies and procedures at all times. Learning and Development SGH is committed to education. All staff have a responsibility to undertake their own professional development and actively participate in the learning and development of others. This may involve colleagues, health professionals from other disciplines or students. Inter-professional education is strongly encouraged and supported and is integral to a small rural hospital. Health and Wellbeing The health and wellbeing of employees is a priority for South Gippsland Hospital and the importance of an environment that promotes and nurtures the physical, mental, emotional and social wellbeing of all individuals is recognised in this workplace. Staff are expected to: partake in the promotion of the health and wellbeing of employees contribute to an inclusive and health promoting environment promote our values of trust, excellence, accountability, adaptability and mutual respect promote an organisational culture of positive mental health and wellbeing through supportive leadership, employee participation and shared decision making Diversity Statement South Gippsland Hospital is committed to providing employment, health care and all related business based on the principles of access, equity and respect. South Gippsland Hospital acknowledges the Traditional Owners of the land on which we work and pays respect to Elders past, present and emerging. Staff are expected to provide excellence in care and a safe, welcoming and inclusive health service by: extending respect to Aboriginal and Xxxxxx Xxxxxx Islander people at all times, engaging respectfully with all cultures and respecting and appreciating what makes each individual different, in terms of age, gender, ethnicity, religion, disability, sexual orientation, education and national origin.
Infection Prevention and Control. 39.1. The Employer considers that good infection control practices are in place and if the Employee abides by them, they will not be infected.
Infection Prevention and Control. Clinical Care Coordinators who are undertaking an approved Foundations of Infection Prevention and Control course or are qualified and appointed as having Infection Prevention and Control Champion or Lead duties shall be paid entitled to the minimum rates for “Clinical Care Coordinators (IPC)” set out in Schedule B—Minimum Wages and Allowances. Schedule B—Minimum Wages and Allowances
Infection Prevention and Control. (IPC). It is the responsibility of GP practices to ensure that arrangements are in place for infection prevention and control in line with the Health and Social Care Act 2008: code of practice on the prevention and control of infections and related guidance (2022). This should include: • The use of accredited off-site services for the decontamination of reusable instruments used for minor surgery. • Maintenance of the built environment to allow for high standards of infection prevention and control. • Ensuring there are dedicated leads for IPC and decontamination including cleaning. • IPC policies and procedures in line with national guidance.
Infection Prevention and Control. (a) The Employer and the Union desire to arrest the spread of infectious diseases in the home. To achieve this objective, the Joint Occupational Health and Safety Committee may review and offer input into infection control programmes and protocols including surveillance, out break control, isolation, precautions, worker education and personal protective equipment.
Infection Prevention and Control. An effective, integrated organisation-wide Infection Prevention and Control Program is dependent upon the support, recognition, motivation, commitment and integrity of every staff member. All staff members have a responsibility to maintain infection prevention and control knowledge levels commensurate with the requirements of the position, and to adhere to the organisation's Infection Prevention and Control policies and procedures at all times.
