Living Southern DHB Values. Proactively demonstrating Southern DHB values in all aspects of the role. • Demonstrates behaviours that we want to see from each other, at our best. • Contributes positively to a culture of appreciation, a learning culture, where people feel safe to speak up. • Contributes positively to team and other initiatives that seek to improve patient and whanau experiences and/or staffs experience of working. Professional Development – self Identifying areas for personal and professional development. • Training and development goals are identified/agreed with your manager. • Performance objectives reviewed annual with your manager. • You actively seek feedback and accept constructive criticism. Health, Safety and Welfare Taking all practicable steps to ensure personal safety and the safety of others while at work, in accordance with the Southern DHB’s Health, Safety and Welfare policies, procedures and systems. • You understand and consistently meet your obligations under Southern DHB’s Health and Safety policy/procedures. • You actively encourage and challenge your peers to work in a safe manner. • Effort is made to strive for best practice in health and safety at all times. Treaty of Waitangi Giving effect to the principles of the Treaty of Waitangi – Partnership, Participation and Protection through your interaction with others on a day to day basis. • Partnership – You interact in good faith and in the nature of a partnership. There is a sense of shared enterprise and mutual benefit where each partner takes account of the needs and interests of the other. • Participation – You work in partnership with our treaty partners to enable our organisation to prosper. You are mindful of the varying socio- economic conditions that face our people and work hard to remove barriers of access to health and education. • Protection – You work proactively to protect the rights and interests of Māori, including the need to proactively build the capacity and capability of Māori. Note: the above example measures are provided as a guide only. The precise performance measures for this position will require further discussion between the job holder and manager. For Job Evaluation Purposes: (As per the current Southern DHB Delegation of Authority Policy) Number of direct reports: 0 Southern DHB Delegation of authority (level 1 – 5) : Level 5 Staff Authority Authority to engage, promote, discipline and dismiss staff No authority Contractual Authority Authority to enter into agreements...
Living Southern DHB Values. Proactively demonstrating Southern DHB values in all aspects of the role. • Demonstrates behaviours that we want to see from each other, at our best. • Contributes positively to a culture of appreciation, a learning culture, where people feel safe to speak up. • Contributes positively to team and other initiatives that seek to improve patient and whanau experiences and/or staffs experience of working.
Living Southern DHB Values. Proactively demonstrating Southern DHB values in all aspects of the role. Act as a role model for the Southern DHB Organisational Values. Demonstrates behaviours that we want to see from each other, at our best. Contributes positively to a culture of appreciation, a learning culture, where people feel safe to speak up. Contributes positively to team and other initiatives that seek to improve patient and whanau experiences and/or staffs experience of working. Work in accordance with the organisational values, with examples as below: Kind, Manaakitanga (valuing SMOs within the wider team) Open, Pono (Open and transparent review of clinical practice within service/organisation/community) Positive, Whaiwhakaaro (Supportive of service functioning and development) Community, Whanaunhatanga (Patient Safety and involvement in the process) Professional Development – self Identifying areas for personal and professional development. Training and development goals are identified/agreed with your manager. Performance objectives reviewed annually with your manager. You actively seek feedback and accept constructive criticism. Health, Safety and Wellbeing Taking all practicable steps to ensure personal safety and the safety of others while at work, in accordance with the Southern DHB’s Health, Safety and Wellbeing policies, procedures and systems. You understand and consistently meet your obligations under Southern DHB’s Health and Safety policy/procedures. You actively encourage and challenge your peers to work in a safe manner. Effort is made to strive for best practice in Health and Safety at all times. Te Tiriti o Waitangi The principles of Te Tiriti, as articulated by the courts and the Waitangi Tribunal, underpin the Ministry’s commitment to Te Tiriti. Tino rangatiratanga, Equity, Tino rangatiratanga - Providing for Māori self- determination and mana motuhake in the design, delivery and monitoring of health and disability services. Active protection, Options and Partnership will guide your interaction with others on a day to day basis. Equity - Being committed to achieving equitable health outcomes for Māori. Active protection - Acting to the fullest extent practicable to achieve equitable health outcomes for Māori. This includes ensuring that the Crown, its agents and its Treaty partner under Te Tiriti are well informed on the extent, and nature, of both Māori health outcomes and efforts to achieve Māori health equity. Options - Providi...
Living Southern DHB Values. Proactively demonstrating Southern DHB values in all aspects of the role. Demonstrates behaviours that we want to see from each other, at our best. Contributes positively to a culture of appreciation, a learning culture, where people feel safe to speak up. Contributes positively to team and other initiatives that seek to improve patient and whanau experiences and/or staffs experience of working. Note: the above example measures are provided as a guide only. The precise performance measures for this position will require further discussion between the job holder and manager. For Job Evaluation Purposes: (As per the current Southern DHB Delegation of Authority Policy) Number of direct reports: NIL : Southern DHB Delegation of authority (level 1 – 5) : Level N/A Staff Authority Authority to engage, promote, discipline and dismiss staff No authority: Authority to engage, promote, discipline/dismiss direct reports with consultation of manager: NO Ultimate authority, engage, promote, discipline and dismiss staff at any level below his/her own: NO Contractual Authority Authority to enter into agreements or contracts on behalf of the Southern DHB Limited: NO Long term $1.5 to $3 million NO Long term in excess $3 to $7.5 million NO Work Complexity Understands the impact of position management on the clinical areas and moves to ensure that where possible all vacant positions are filled Manages a large volume of complex activity that involves a number of prospective employees and current DHB staff within a short period of time Coaching others, including those at a higher level, to follow predefined processes Possesses technical knowledge regarding various compliance requirements and ensures these aspects are followed Provides advice pertaining to key stakeholder compliance to other DHB staff Understands the MECA and applies this to situations Very good understanding of HR matters relating to making offers to prospective employees Freedom To Act Initiates own work, however follows predefined guidelines regarding process Little supervision required with a large degree of independence – checking in when there are potential issues that may not be easily resolved Autonomy to confirm matters of basic MECA interpretation and following up with seniors for situations where there is uncertainty Liaises with agencies about DHB need – both absolute and potential Anticipates problems and moves to resolve these Financial Responsibilities Controls a budget N Maximum that may be spe...
Living Southern DHB Values. Act as a role model for the Southern DHB Organisational Values • Proactively demonstrating Southern DHB values in all aspects of the role. • Demonstrates behaviours that we want to see from each other, at our best. • Contributes positively to a culture of appreciation, a learning culture, where people feel safe to speak up. • Contributes positively to team and other initiatives that seek to improve patient and whanau experiences and/or staffs experience of working. Note: the above example measures are provided as a guide only. The precise performance measures for this position will require further discussion between the job holder and manager. CHANGES TO POSITION DESCRIPTION From time to time it may be necessary to consider changes to the position description in response to the changing nature of our work environment – including technological requirements or statutory changes. This Position Description may be reviewed as part of the preparation for your annual performance and development review. Acknowledged / Accepted: .............................................................................................................. .....................................................................
