Common use of Living Southern DHB Values Clause in Contracts

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 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 • Reviews current work practices, identifies opportunities to improve safety outcomes • Influences safety culture and behaviour • Interprets and advises legislative requirements Freedom to Act • Acting within the framework set by statutory obligations, interprets requirements to ensure legal duties are met. • Guided by Construction Health and Safety Manager • Activities determined by Health and Safety policy Financial Responsibilities • None 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: .............................................................................................................. ..................................................................... Employee Date .............................................................................................................. .....................................................................

Living Southern DHB Values. Proactively demonstrating Southern DHB values in all aspects of the role. • Demonstrates You demonstrate behaviours that we want to see from each other, at our best. • Contributes You contribute positively to a culture of appreciation, a learning culture, where people feel safe to speak up. • Contributes You contribute 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 annually with your manager. • You actively seek feedback and accept constructive criticism. Health, Safety and Welfare 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 Welfare 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 Health and safety 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 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 • Reviews current work practices, identifies opportunities to improve safety outcomes • Influences safety culture and behaviour • Interprets and advises legislative requirements Freedom to Act • Acting within the framework set by statutory obligations, interprets requirements to ensure legal duties are met. • Guided by Construction Health and Safety Manager • Activities determined by Health and Safety policy Financial Responsibilities • None 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: .............................................................................................................. ..................................................................... Employee Date .............................................................................................................. .....................................................................

Living Southern DHB Values.  Act as a role model for the Southern DHB.  Live and support the DHB values in everything you do.  Proactively demonstrating demonstrate Southern DHB values in all aspects of the role. • Demonstrates behaviours that we want to see from each other, at our best. • Contributes role  Contribute positively to a culture of appreciation, a learning culture, where people feel safe free to speak up. • Contributes up  Contribute positively to team and other initiatives that seek to improve patient and whanau experiences and/or staffs experience staff experiences of working. 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 annually with your manager. •  You actively seek feedback and accept constructive criticism. Health, Safety and Welfare 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 Welfare 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 Health and safety 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 6 Staff Authority Authority to engage, promote, discipline and dismiss staff No authority 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 • No  Long term $1.5 to $3 million NO • No  Long term in excess $3 to $7.5 million NO No Work Complexity • Reviews current work practicesMost challenging duties typically undertaken or most complex problems solved: Example: the end result -policy framework are defined but independent thought is necessary to co-ordinate conflicting demand and to optimise efficiency, identifies opportunities or while end result defined means of achieving end result is unspecified  Will undertake all duties and solve problems at the discretion of, and in consultation with the Records and Information Manager Freedom To Act Guidelines available to improve safety outcomes • Influences safety culture assist job holder to make decisions e.g. policy documents, standard procedures. This factor assesses the extent to which the role is supervised and/or monitored as well as the amount of guidance available Example: determines own strategies, little guidance – minimal guidance, large degree of independence – close supervision  Work with the Records and behaviour • Interprets Information Manager and advises legislative requirements Freedom to Act • Acting within the framework set by statutory obligations, interprets requirements to ensure legal duties are met. • Guided by Construction Health and Safety Manager • Activities determined by Health and Safety policy can identify own strategies with minimal guidance Financial Responsibilities • None  Controls a budget - No  Maximum that may be spent without reference to manager- Nil  Jobholder can spend unbudgeted capital - No  Jobholder is responsible for committing the organisation to long-term contracts - No  Jobholder signs correspondence for Company - No – unless under Delegation of Authority 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: .............................................................................................................. ..................................................................... .................................................................................................... .............................................................. Employee Date .............................................................................................................. ......................................................................................................................................................................... ..............................................................

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 annually with your manager. •  You actively seek feedback and accept constructive criticism. Health, Safety and Welfare 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 Welfare 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 Health and safety 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 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 • Reviews current work practices, identifies opportunities to improve safety outcomes • Influences safety culture and behaviour • Interprets and advises legislative requirements Freedom to Act • Acting within the framework set by statutory obligations, interprets requirements to ensure legal duties are met. • Guided by Construction Health and Safety Manager • Activities determined by Health and Safety policy Financial Responsibilities • None 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: .............................................................................................................. ..................................................................... Employee Date .............................................................................................................. .....................................................................

Living Southern DHB Values. Proactively demonstrating Southern DHB values in all aspects of the role. • Demonstrates You demonstrate behaviours that we want to see from each other, at our best. • Contributes You contribute positively to a culture of appreciation, a learning culture, where people feel safe to speak up. • Contributes You contribute 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 annually with your manager. • You actively seek feedback and accept constructive criticism. Health, Safety and Welfare 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 Welfare 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 Health and safety 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 ): 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: YES - on a delegation of authority basis Ultimate authority, engage, promote, discipline and dismiss staff at any level below his/her own: YES – on a delegation of authority basis 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 • Reviews current work practices, identifies opportunities to improve safety outcomes • Influences safety culture Will undertake all duties and behaviour • Interprets solve problems at the discretion of and advises legislative requirements in consultation with the Corporate Records Specialist Freedom to To Act • Acting within Work with the framework set by statutory obligations, interprets requirements to ensure legal duties are met. • Guided by Construction Health and Safety Manager • Activities determined by Health and Safety policy Corporate Records Specialist can identify own strategies with minimal guidance Financial Responsibilities • None Controls a budget - NO • Maximum that may be spent without reference to manager - NIL • Jobholder can spend unbudgeted capital – NO Amount: $0 • Jobholder is responsible for committing the organisation to long-term contracts - NO • Jobholder signs correspondence for Company – NO unless under Delegation of Authority 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: .............................................................................................................. ..................................................................... Employee Date .............................................................................................................. ......................................................................................................................................................................... ..............................................................

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 annually with your manager. • You actively seek feedback and accept constructive criticism. Health, Safety and Welfare 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 Welfare 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 Health and safety 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 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 • Reviews current work practices, identifies opportunities to improve safety outcomes • Influences safety culture and behaviour • Interprets and advises legislative requirements Freedom to Act • Acting within the framework set by statutory obligations, interprets requirements to ensure legal duties are met. • Guided by Construction Health and Safety Manager • Activities determined by Health and Safety policy Financial Responsibilities • None 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: .............................................................................................................. ..................................................................... Employee Date .............................................................................................................. .....................................................................job evaluation purposes: