❓ This WA parliamentary question on notice from 2006 concerns incidents of assault and threatening behaviour at several WA hospitals between 2003-2005. It also details the government's response, including policies, training, and security measures implemented to address workplace aggression and violence.
AnsweredQoN 595Legislative Assembly
QuestionView source ↗
(b) Sir Charles Gairdner Hospital; (c) Fremantle Hospital; (d) Osborne Park Hospital; (e) Joondalup Health Campus; and (f) Graylands Hospital?
(c) Fremantle Hospital; (d) Osborne Park Hospital; (e) Joondalup Health Campus; and (f) Graylands Hospital?
(d) Osborne Park Hospital; (e) Joondalup Health Campus; and (f) Graylands Hospital?
(e) Joondalup Health Campus; and (f) Graylands Hospital?
(f) Graylands Hospital?
(c) Fremantle Hospital; (d) Osborne Park Hospital; (e) Joondalup Health Campus; and (f) Graylands Hospital?
(d) Osborne Park Hospital; (e) Joondalup Health Campus; and (f) Graylands Hospital?
(e) Joondalup Health Campus; and (f) Graylands Hospital?
(f) Graylands Hospital?
AnswerView source ↗
Answered
4 April 2006
Responded by
Minister for Health
Response time
27 days
(a) Royal Perth Hospital 2003-2004 263 2004-2005 223 (b) Sir Charles Gairdner Hospital 2003-2004 24 2004-2005 74 (c) Fremantle Hospital 2003-2004 49 2004-2005 95 (d) Osborne Park Hospital 2003-2004 5 2004-2005 16 (e) Joondalup Health Campus 2003-2004 28 2004-2005 49 (f) Graylands Hospital 2003-2004 38 2004-2005 70 (2) (a) Royal Perth Hospital 2003-2004 16 2004-2005 9 (b) Sir Charles Gairdner Hospital 2003-2004 2 2004-2005 4 (c) Fremantle Hospital 2003-2004 3 2004-2005 1 (d) Osborne Park Hospital 2003-2004 2 2004-2005 2 (e) Joondalup Health Campus 2003-2004 0 2004-2005 6 (f) Graylands Hospital 2003-2004 13 2004-2005 11 (3) The assaults were physical and verbal in nature and included pushing, hitting, kicking and biting along with various levels of verbal abuse. (4) 2003-2004 - approx 430 incidents of threatening behaviour. 2004-2005 - approx 550 incidents of threatening behaviour. (5) Prevention of Workplace Aggression and Violence Policy and Guidelines were published in June 2004. The objectives of the policy are to: · provide a framework for the prevention and management of workplace violence; · promote zero tolerance to workplace aggressive behaviour and violence; · promote a safe working environment for all employees; and · promote strategies for the management of workplace aggressive behaviour and violence. In the 2005-2006 a budget sum of $750,000 was provided to health services to provide training for nurses and establish appropriate prevention strategies. Implemented prevention strategies include greater usage of security guards, greater police presence during identified risk periods (ie Christmas and New Year), aggression training for nursing staff and the installation of duress alarms in high risk areas. As a result of the incident in March 2004 at the Swan/Kalamunda Health Service (SKHS) and in response to WorkSafe notices a range of changes and initiatives to improve the safety of nurses have been implemented. These changes/initiatives include the following: · The set up of a safety and security working party to address issues identified as a risk. · Training for staff in the management of aggression has been modified and is now provided to all staff in a tiered system ranging from basic self protective behaviours to control and restraint training. · A specific risk assessment matrix has been developed for assessing clients in the community. The matrix indicates actions to be taken in relation to transport, assessment and staffing levels. Two specific vehicles were purchased and fitted with barriers to reduce the risk of injury to staff during transportation of clients. · New consultation rooms were developed and built that provide a greater level of protection to staff during in-clinic assessments. Changes have also been made to buildings within mental health to limit client access to staff work areas. · The SKHS is in the process of providing a personal duress alarm service to mental health staff. The system will provide an alarm to mental health staff that works both inside and outside of a site building and allows the location of the staff member to be identified to within 7 metres.
(2) (a) Royal Perth Hospital 2003-2004 16 2004-2005 9 (b) Sir Charles Gairdner Hospital 2003-2004 2 2004-2005 4 (c) Fremantle Hospital 2003-2004 3 2004-2005 1 (d) Osborne Park Hospital 2003-2004 2 2004-2005 2 (e) Joondalup Health Campus 2003-2004 0 2004-2005 6 (f) Graylands Hospital 2003-2004 13 2004-2005 11 (3) The assaults were physical and verbal in nature and included pushing, hitting, kicking and biting along with various levels of verbal abuse. (4) 2003-2004 - approx 430 incidents of threatening behaviour. 2004-2005 - approx 550 incidents of threatening behaviour. (5) Prevention of Workplace Aggression and Violence Policy and Guidelines were published in June 2004. The objectives of the policy are to: · provide a framework for the prevention and management of workplace violence; · promote zero tolerance to workplace aggressive behaviour and violence; · promote a safe working environment for all employees; and · promote strategies for the management of workplace aggressive behaviour and violence. In the 2005-2006 a budget sum of $750,000 was provided to health services to provide training for nurses and establish appropriate prevention strategies. Implemented prevention strategies include greater usage of security guards, greater police presence during identified risk periods (ie Christmas and New Year), aggression training for nursing staff and the installation of duress alarms in high risk areas. As a result of the incident in March 2004 at the Swan/Kalamunda Health Service (SKHS) and in response to WorkSafe notices a range of changes and initiatives to improve the safety of nurses have been implemented. These changes/initiatives include the following: · The set up of a safety and security working party to address issues identified as a risk. · Training for staff in the management of aggression has been modified and is now provided to all staff in a tiered system ranging from basic self protective behaviours to control and restraint training. · A specific risk assessment matrix has been developed for assessing clients in the community. The matrix indicates actions to be taken in relation to transport, assessment and staffing levels. Two specific vehicles were purchased and fitted with barriers to reduce the risk of injury to staff during transportation of clients. · New consultation rooms were developed and built that provide a greater level of protection to staff during in-clinic assessments. Changes have also been made to buildings within mental health to limit client access to staff work areas. · The SKHS is in the process of providing a personal duress alarm service to mental health staff. The system will provide an alarm to mental health staff that works both inside and outside of a site building and allows the location of the staff member to be identified to within 7 metres.
(a) Royal Perth Hospital 2003-2004 16 2004-2005 9 (b) Sir Charles Gairdner Hospital 2003-2004 2 2004-2005 4 (c) Fremantle Hospital 2003-2004 3 2004-2005 1 (d) Osborne Park Hospital 2003-2004 2 2004-2005 2 (e) Joondalup Health Campus 2003-2004 0 2004-2005 6 (f) Graylands Hospital 2003-2004 13 2004-2005 11 (3) The assaults were physical and verbal in nature and included pushing, hitting, kicking and biting along with various levels of verbal abuse. (4) 2003-2004 - approx 430 incidents of threatening behaviour. 2004-2005 - approx 550 incidents of threatening behaviour. (5) Prevention of Workplace Aggression and Violence Policy and Guidelines were published in June 2004. The objectives of the policy are to: · provide a framework for the prevention and management of workplace violence; · promote zero tolerance to workplace aggressive behaviour and violence; · promote a safe working environment for all employees; and · promote strategies for the management of workplace aggressive behaviour and violence. In the 2005-2006 a budget sum of $750,000 was provided to health services to provide training for nurses and establish appropriate prevention strategies. Implemented prevention strategies include greater usage of security guards, greater police presence during identified risk periods (ie Christmas and New Year), aggression training for nursing staff and the installation of duress alarms in high risk areas. As a result of the incident in March 2004 at the Swan/Kalamunda Health Service (SKHS) and in response to WorkSafe notices a range of changes and initiatives to improve the safety of nurses have been implemented. These changes/initiatives include the following: · The set up of a safety and security working party to address issues identified as a risk. · Training for staff in the management of aggression has been modified and is now provided to all staff in a tiered system ranging from basic self protective behaviours to control and restraint training. · A specific risk assessment matrix has been developed for assessing clients in the community. The matrix indicates actions to be taken in relation to transport, assessment and staffing levels. Two specific vehicles were purchased and fitted with barriers to reduce the risk of injury to staff during transportation of clients. · New consultation rooms were developed and built that provide a greater level of protection to staff during in-clinic assessments. Changes have also been made to buildings within mental health to limit client access to staff work areas. · The SKHS is in the process of providing a personal duress alarm service to mental health staff. The system will provide an alarm to mental health staff that works both inside and outside of a site building and allows the location of the staff member to be identified to within 7 metres.
(3) The assaults were physical and verbal in nature and included pushing, hitting, kicking and biting along with various levels of verbal abuse. (4) 2003-2004 - approx 430 incidents of threatening behaviour. 2004-2005 - approx 550 incidents of threatening behaviour. (5) Prevention of Workplace Aggression and Violence Policy and Guidelines were published in June 2004. The objectives of the policy are to: · provide a framework for the prevention and management of workplace violence; · promote zero tolerance to workplace aggressive behaviour and violence; · promote a safe working environment for all employees; and · promote strategies for the management of workplace aggressive behaviour and violence. In the 2005-2006 a budget sum of $750,000 was provided to health services to provide training for nurses and establish appropriate prevention strategies. Implemented prevention strategies include greater usage of security guards, greater police presence during identified risk periods (ie Christmas and New Year), aggression training for nursing staff and the installation of duress alarms in high risk areas. As a result of the incident in March 2004 at the Swan/Kalamunda Health Service (SKHS) and in response to WorkSafe notices a range of changes and initiatives to improve the safety of nurses have been implemented. These changes/initiatives include the following: · The set up of a safety and security working party to address issues identified as a risk. · Training for staff in the management of aggression has been modified and is now provided to all staff in a tiered system ranging from basic self protective behaviours to control and restraint training. · A specific risk assessment matrix has been developed for assessing clients in the community. The matrix indicates actions to be taken in relation to transport, assessment and staffing levels. Two specific vehicles were purchased and fitted with barriers to reduce the risk of injury to staff during transportation of clients. · New consultation rooms were developed and built that provide a greater level of protection to staff during in-clinic assessments. Changes have also been made to buildings within mental health to limit client access to staff work areas. · The SKHS is in the process of providing a personal duress alarm service to mental health staff. The system will provide an alarm to mental health staff that works both inside and outside of a site building and allows the location of the staff member to be identified to within 7 metres.
(4) 2003-2004 - approx 430 incidents of threatening behaviour. 2004-2005 - approx 550 incidents of threatening behaviour. (5) Prevention of Workplace Aggression and Violence Policy and Guidelines were published in June 2004. The objectives of the policy are to: · provide a framework for the prevention and management of workplace violence; · promote zero tolerance to workplace aggressive behaviour and violence; · promote a safe working environment for all employees; and · promote strategies for the management of workplace aggressive behaviour and violence. In the 2005-2006 a budget sum of $750,000 was provided to health services to provide training for nurses and establish appropriate prevention strategies. Implemented prevention strategies include greater usage of security guards, greater police presence during identified risk periods (ie Christmas and New Year), aggression training for nursing staff and the installation of duress alarms in high risk areas. As a result of the incident in March 2004 at the Swan/Kalamunda Health Service (SKHS) and in response to WorkSafe notices a range of changes and initiatives to improve the safety of nurses have been implemented. These changes/initiatives include the following: · The set up of a safety and security working party to address issues identified as a risk. · Training for staff in the management of aggression has been modified and is now provided to all staff in a tiered system ranging from basic self protective behaviours to control and restraint training. · A specific risk assessment matrix has been developed for assessing clients in the community. The matrix indicates actions to be taken in relation to transport, assessment and staffing levels. Two specific vehicles were purchased and fitted with barriers to reduce the risk of injury to staff during transportation of clients. · New consultation rooms were developed and built that provide a greater level of protection to staff during in-clinic assessments. Changes have also been made to buildings within mental health to limit client access to staff work areas. · The SKHS is in the process of providing a personal duress alarm service to mental health staff. The system will provide an alarm to mental health staff that works both inside and outside of a site building and allows the location of the staff member to be identified to within 7 metres.
2004-2005 - approx 550 incidents of threatening behaviour. (5) Prevention of Workplace Aggression and Violence Policy and Guidelines were published in June 2004. The objectives of the policy are to: · provide a framework for the prevention and management of workplace violence; · promote zero tolerance to workplace aggressive behaviour and violence; · promote a safe working environment for all employees; and · promote strategies for the management of workplace aggressive behaviour and violence. In the 2005-2006 a budget sum of $750,000 was provided to health services to provide training for nurses and establish appropriate prevention strategies. Implemented prevention strategies include greater usage of security guards, greater police presence during identified risk periods (ie Christmas and New Year), aggression training for nursing staff and the installation of duress alarms in high risk areas. As a result of the incident in March 2004 at the Swan/Kalamunda Health Service (SKHS) and in response to WorkSafe notices a range of changes and initiatives to improve the safety of nurses have been implemented. These changes/initiatives include the following: · The set up of a safety and security working party to address issues identified as a risk. · Training for staff in the management of aggression has been modified and is now provided to all staff in a tiered system ranging from basic self protective behaviours to control and restraint training. · A specific risk assessment matrix has been developed for assessing clients in the community. The matrix indicates actions to be taken in relation to transport, assessment and staffing levels. Two specific vehicles were purchased and fitted with barriers to reduce the risk of injury to staff during transportation of clients. · New consultation rooms were developed and built that provide a greater level of protection to staff during in-clinic assessments. Changes have also been made to buildings within mental health to limit client access to staff work areas. · The SKHS is in the process of providing a personal duress alarm service to mental health staff. The system will provide an alarm to mental health staff that works both inside and outside of a site building and allows the location of the staff member to be identified to within 7 metres.
(5) Prevention of Workplace Aggression and Violence Policy and Guidelines were published in June 2004. The objectives of the policy are to: · provide a framework for the prevention and management of workplace violence; · promote zero tolerance to workplace aggressive behaviour and violence; · promote a safe working environment for all employees; and · promote strategies for the management of workplace aggressive behaviour and violence. In the 2005-2006 a budget sum of $750,000 was provided to health services to provide training for nurses and establish appropriate prevention strategies. Implemented prevention strategies include greater usage of security guards, greater police presence during identified risk periods (ie Christmas and New Year), aggression training for nursing staff and the installation of duress alarms in high risk areas. As a result of the incident in March 2004 at the Swan/Kalamunda Health Service (SKHS) and in response to WorkSafe notices a range of changes and initiatives to improve the safety of nurses have been implemented. These changes/initiatives include the following: · The set up of a safety and security working party to address issues identified as a risk. · Training for staff in the management of aggression has been modified and is now provided to all staff in a tiered system ranging from basic self protective behaviours to control and restraint training. · A specific risk assessment matrix has been developed for assessing clients in the community. The matrix indicates actions to be taken in relation to transport, assessment and staffing levels. Two specific vehicles were purchased and fitted with barriers to reduce the risk of injury to staff during transportation of clients. · New consultation rooms were developed and built that provide a greater level of protection to staff during in-clinic assessments. Changes have also been made to buildings within mental health to limit client access to staff work areas. · The SKHS is in the process of providing a personal duress alarm service to mental health staff. The system will provide an alarm to mental health staff that works both inside and outside of a site building and allows the location of the staff member to be identified to within 7 metres.
· provide a framework for the prevention and management of workplace violence; · promote zero tolerance to workplace aggressive behaviour and violence; · promote a safe working environment for all employees; and · promote strategies for the management of workplace aggressive behaviour and violence. In the 2005-2006 a budget sum of $750,000 was provided to health services to provide training for nurses and establish appropriate prevention strategies. Implemented prevention strategies include greater usage of security guards, greater police presence during identified risk periods (ie Christmas and New Year), aggression training for nursing staff and the installation of duress alarms in high risk areas. As a result of the incident in March 2004 at the Swan/Kalamunda Health Service (SKHS) and in response to WorkSafe notices a range of changes and initiatives to improve the safety of nurses have been implemented. These changes/initiatives include the following: · The set up of a safety and security working party to address issues identified as a risk. · Training for staff in the management of aggression has been modified and is now provided to all staff in a tiered system ranging from basic self protective behaviours to control and restraint training. · A specific risk assessment matrix has been developed for assessing clients in the community. The matrix indicates actions to be taken in relation to transport, assessment and staffing levels. Two specific vehicles were purchased and fitted with barriers to reduce the risk of injury to staff during transportation of clients. · New consultation rooms were developed and built that provide a greater level of protection to staff during in-clinic assessments. Changes have also been made to buildings within mental health to limit client access to staff work areas. · The SKHS is in the process of providing a personal duress alarm service to mental health staff. The system will provide an alarm to mental health staff that works both inside and outside of a site building and allows the location of the staff member to be identified to within 7 metres.
· promote zero tolerance to workplace aggressive behaviour and violence; · promote a safe working environment for all employees; and · promote strategies for the management of workplace aggressive behaviour and violence. In the 2005-2006 a budget sum of $750,000 was provided to health services to provide training for nurses and establish appropriate prevention strategies. Implemented prevention strategies include greater usage of security guards, greater police presence during identified risk periods (ie Christmas and New Year), aggression training for nursing staff and the installation of duress alarms in high risk areas. As a result of the incident in March 2004 at the Swan/Kalamunda Health Service (SKHS) and in response to WorkSafe notices a range of changes and initiatives to improve the safety of nurses have been implemented. These changes/initiatives include the following: · The set up of a safety and security working party to address issues identified as a risk. · Training for staff in the management of aggression has been modified and is now provided to all staff in a tiered system ranging from basic self protective behaviours to control and restraint training. · A specific risk assessment matrix has been developed for assessing clients in the community. The matrix indicates actions to be taken in relation to transport, assessment and staffing levels. Two specific vehicles were purchased and fitted with barriers to reduce the risk of injury to staff during transportation of clients. · New consultation rooms were developed and built that provide a greater level of protection to staff during in-clinic assessments. Changes have also been made to buildings within mental health to limit client access to staff work areas. · The SKHS is in the process of providing a personal duress alarm service to mental health staff. The system will provide an alarm to mental health staff that works both inside and outside of a site building and allows the location of the staff member to be identified to within 7 metres.
· promote a safe working environment for all employees; and · promote strategies for the management of workplace aggressive behaviour and violence. In the 2005-2006 a budget sum of $750,000 was provided to health services to provide training for nurses and establish appropriate prevention strategies. Implemented prevention strategies include greater usage of security guards, greater police presence during identified risk periods (ie Christmas and New Year), aggression training for nursing staff and the installation of duress alarms in high risk areas. As a result of the incident in March 2004 at the Swan/Kalamunda Health Service (SKHS) and in response to WorkSafe notices a range of changes and initiatives to improve the safety of nurses have been implemented. These changes/initiatives include the following: · The set up of a safety and security working party to address issues identified as a risk. · Training for staff in the management of aggression has been modified and is now provided to all staff in a tiered system ranging from basic self protective behaviours to control and restraint training. · A specific risk assessment matrix has been developed for assessing clients in the community. The matrix indicates actions to be taken in relation to transport, assessment and staffing levels. Two specific vehicles were purchased and fitted with barriers to reduce the risk of injury to staff during transportation of clients. · New consultation rooms were developed and built that provide a greater level of protection to staff during in-clinic assessments. Changes have also been made to buildings within mental health to limit client access to staff work areas. · The SKHS is in the process of providing a personal duress alarm service to mental health staff. The system will provide an alarm to mental health staff that works both inside and outside of a site building and allows the location of the staff member to be identified to within 7 metres.
· promote strategies for the management of workplace aggressive behaviour and violence. In the 2005-2006 a budget sum of $750,000 was provided to health services to provide training for nurses and establish appropriate prevention strategies. Implemented prevention strategies include greater usage of security guards, greater police presence during identified risk periods (ie Christmas and New Year), aggression training for nursing staff and the installation of duress alarms in high risk areas. As a result of the incident in March 2004 at the Swan/Kalamunda Health Service (SKHS) and in response to WorkSafe notices a range of changes and initiatives to improve the safety of nurses have been implemented. These changes/initiatives include the following: · The set up of a safety and security working party to address issues identified as a risk. · Training for staff in the management of aggression has been modified and is now provided to all staff in a tiered system ranging from basic self protective behaviours to control and restraint training. · A specific risk assessment matrix has been developed for assessing clients in the community. The matrix indicates actions to be taken in relation to transport, assessment and staffing levels. Two specific vehicles were purchased and fitted with barriers to reduce the risk of injury to staff during transportation of clients. · New consultation rooms were developed and built that provide a greater level of protection to staff during in-clinic assessments. Changes have also been made to buildings within mental health to limit client access to staff work areas. · The SKHS is in the process of providing a personal duress alarm service to mental health staff. The system will provide an alarm to mental health staff that works both inside and outside of a site building and allows the location of the staff member to be identified to within 7 metres.
In the 2005-2006 a budget sum of $750,000 was provided to health services to provide training for nurses and establish appropriate prevention strategies. Implemented prevention strategies include greater usage of security guards, greater police presence during identified risk periods (ie Christmas and New Year), aggression training for nursing staff and the installation of duress alarms in high risk areas. As a result of the incident in March 2004 at the Swan/Kalamunda Health Service (SKHS) and in response to WorkSafe notices a range of changes and initiatives to improve the safety of nurses have been implemented. These changes/initiatives include the following: · The set up of a safety and security working party to address issues identified as a risk. · Training for staff in the management of aggression has been modified and is now provided to all staff in a tiered system ranging from basic self protective behaviours to control and restraint training. · A specific risk assessment matrix has been developed for assessing clients in the community. The matrix indicates actions to be taken in relation to transport, assessment and staffing levels. Two specific vehicles were purchased and fitted with barriers to reduce the risk of injury to staff during transportation of clients. · New consultation rooms were developed and built that provide a greater level of protection to staff during in-clinic assessments. Changes have also been made to buildings within mental health to limit client access to staff work areas. · The SKHS is in the process of providing a personal duress alarm service to mental health staff. The system will provide an alarm to mental health staff that works both inside and outside of a site building and allows the location of the staff member to be identified to within 7 metres.
Implemented prevention strategies include greater usage of security guards, greater police presence during identified risk periods (ie Christmas and New Year), aggression training for nursing staff and the installation of duress alarms in high risk areas. As a result of the incident in March 2004 at the Swan/Kalamunda Health Service (SKHS) and in response to WorkSafe notices a range of changes and initiatives to improve the safety of nurses have been implemented. These changes/initiatives include the following: · The set up of a safety and security working party to address issues identified as a risk. · Training for staff in the management of aggression has been modified and is now provided to all staff in a tiered system ranging from basic self protective behaviours to control and restraint training. · A specific risk assessment matrix has been developed for assessing clients in the community. The matrix indicates actions to be taken in relation to transport, assessment and staffing levels. Two specific vehicles were purchased and fitted with barriers to reduce the risk of injury to staff during transportation of clients. · New consultation rooms were developed and built that provide a greater level of protection to staff during in-clinic assessments. Changes have also been made to buildings within mental health to limit client access to staff work areas. · The SKHS is in the process of providing a personal duress alarm service to mental health staff. The system will provide an alarm to mental health staff that works both inside and outside of a site building and allows the location of the staff member to be identified to within 7 metres.
As a result of the incident in March 2004 at the Swan/Kalamunda Health Service (SKHS) and in response to WorkSafe notices a range of changes and initiatives to improve the safety of nurses have been implemented. These changes/initiatives include the following: · The set up of a safety and security working party to address issues identified as a risk. · Training for staff in the management of aggression has been modified and is now provided to all staff in a tiered system ranging from basic self protective behaviours to control and restraint training. · A specific risk assessment matrix has been developed for assessing clients in the community. The matrix indicates actions to be taken in relation to transport, assessment and staffing levels. Two specific vehicles were purchased and fitted with barriers to reduce the risk of injury to staff during transportation of clients. · New consultation rooms were developed and built that provide a greater level of protection to staff during in-clinic assessments. Changes have also been made to buildings within mental health to limit client access to staff work areas. · The SKHS is in the process of providing a personal duress alarm service to mental health staff. The system will provide an alarm to mental health staff that works both inside and outside of a site building and allows the location of the staff member to be identified to within 7 metres.
· The set up of a safety and security working party to address issues identified as a risk. · Training for staff in the management of aggression has been modified and is now provided to all staff in a tiered system ranging from basic self protective behaviours to control and restraint training. · A specific risk assessment matrix has been developed for assessing clients in the community. The matrix indicates actions to be taken in relation to transport, assessment and staffing levels. Two specific vehicles were purchased and fitted with barriers to reduce the risk of injury to staff during transportation of clients. · New consultation rooms were developed and built that provide a greater level of protection to staff during in-clinic assessments. Changes have also been made to buildings within mental health to limit client access to staff work areas. · The SKHS is in the process of providing a personal duress alarm service to mental health staff. The system will provide an alarm to mental health staff that works both inside and outside of a site building and allows the location of the staff member to be identified to within 7 metres.
· Training for staff in the management of aggression has been modified and is now provided to all staff in a tiered system ranging from basic self protective behaviours to control and restraint training. · A specific risk assessment matrix has been developed for assessing clients in the community. The matrix indicates actions to be taken in relation to transport, assessment and staffing levels. Two specific vehicles were purchased and fitted with barriers to reduce the risk of injury to staff during transportation of clients. · New consultation rooms were developed and built that provide a greater level of protection to staff during in-clinic assessments. Changes have also been made to buildings within mental health to limit client access to staff work areas. · The SKHS is in the process of providing a personal duress alarm service to mental health staff. The system will provide an alarm to mental health staff that works both inside and outside of a site building and allows the location of the staff member to be identified to within 7 metres.
· A specific risk assessment matrix has been developed for assessing clients in the community. The matrix indicates actions to be taken in relation to transport, assessment and staffing levels. Two specific vehicles were purchased and fitted with barriers to reduce the risk of injury to staff during transportation of clients. · New consultation rooms were developed and built that provide a greater level of protection to staff during in-clinic assessments. Changes have also been made to buildings within mental health to limit client access to staff work areas. · The SKHS is in the process of providing a personal duress alarm service to mental health staff. The system will provide an alarm to mental health staff that works both inside and outside of a site building and allows the location of the staff member to be identified to within 7 metres.
· New consultation rooms were developed and built that provide a greater level of protection to staff during in-clinic assessments. Changes have also been made to buildings within mental health to limit client access to staff work areas. · The SKHS is in the process of providing a personal duress alarm service to mental health staff. The system will provide an alarm to mental health staff that works both inside and outside of a site building and allows the location of the staff member to be identified to within 7 metres.
· The SKHS is in the process of providing a personal duress alarm service to mental health staff. The system will provide an alarm to mental health staff that works both inside and outside of a site building and allows the location of the staff member to be identified to within 7 metres.
(2) (a) Royal Perth Hospital 2003-2004 16 2004-2005 9 (b) Sir Charles Gairdner Hospital 2003-2004 2 2004-2005 4 (c) Fremantle Hospital 2003-2004 3 2004-2005 1 (d) Osborne Park Hospital 2003-2004 2 2004-2005 2 (e) Joondalup Health Campus 2003-2004 0 2004-2005 6 (f) Graylands Hospital 2003-2004 13 2004-2005 11 (3) The assaults were physical and verbal in nature and included pushing, hitting, kicking and biting along with various levels of verbal abuse. (4) 2003-2004 - approx 430 incidents of threatening behaviour. 2004-2005 - approx 550 incidents of threatening behaviour. (5) Prevention of Workplace Aggression and Violence Policy and Guidelines were published in June 2004. The objectives of the policy are to: · provide a framework for the prevention and management of workplace violence; · promote zero tolerance to workplace aggressive behaviour and violence; · promote a safe working environment for all employees; and · promote strategies for the management of workplace aggressive behaviour and violence. In the 2005-2006 a budget sum of $750,000 was provided to health services to provide training for nurses and establish appropriate prevention strategies. Implemented prevention strategies include greater usage of security guards, greater police presence during identified risk periods (ie Christmas and New Year), aggression training for nursing staff and the installation of duress alarms in high risk areas. As a result of the incident in March 2004 at the Swan/Kalamunda Health Service (SKHS) and in response to WorkSafe notices a range of changes and initiatives to improve the safety of nurses have been implemented. These changes/initiatives include the following: · The set up of a safety and security working party to address issues identified as a risk. · Training for staff in the management of aggression has been modified and is now provided to all staff in a tiered system ranging from basic self protective behaviours to control and restraint training. · A specific risk assessment matrix has been developed for assessing clients in the community. The matrix indicates actions to be taken in relation to transport, assessment and staffing levels. Two specific vehicles were purchased and fitted with barriers to reduce the risk of injury to staff during transportation of clients. · New consultation rooms were developed and built that provide a greater level of protection to staff during in-clinic assessments. Changes have also been made to buildings within mental health to limit client access to staff work areas. · The SKHS is in the process of providing a personal duress alarm service to mental health staff. The system will provide an alarm to mental health staff that works both inside and outside of a site building and allows the location of the staff member to be identified to within 7 metres.
(a) Royal Perth Hospital 2003-2004 16 2004-2005 9 (b) Sir Charles Gairdner Hospital 2003-2004 2 2004-2005 4 (c) Fremantle Hospital 2003-2004 3 2004-2005 1 (d) Osborne Park Hospital 2003-2004 2 2004-2005 2 (e) Joondalup Health Campus 2003-2004 0 2004-2005 6 (f) Graylands Hospital 2003-2004 13 2004-2005 11 (3) The assaults were physical and verbal in nature and included pushing, hitting, kicking and biting along with various levels of verbal abuse. (4) 2003-2004 - approx 430 incidents of threatening behaviour. 2004-2005 - approx 550 incidents of threatening behaviour. (5) Prevention of Workplace Aggression and Violence Policy and Guidelines were published in June 2004. The objectives of the policy are to: · provide a framework for the prevention and management of workplace violence; · promote zero tolerance to workplace aggressive behaviour and violence; · promote a safe working environment for all employees; and · promote strategies for the management of workplace aggressive behaviour and violence. In the 2005-2006 a budget sum of $750,000 was provided to health services to provide training for nurses and establish appropriate prevention strategies. Implemented prevention strategies include greater usage of security guards, greater police presence during identified risk periods (ie Christmas and New Year), aggression training for nursing staff and the installation of duress alarms in high risk areas. As a result of the incident in March 2004 at the Swan/Kalamunda Health Service (SKHS) and in response to WorkSafe notices a range of changes and initiatives to improve the safety of nurses have been implemented. These changes/initiatives include the following: · The set up of a safety and security working party to address issues identified as a risk. · Training for staff in the management of aggression has been modified and is now provided to all staff in a tiered system ranging from basic self protective behaviours to control and restraint training. · A specific risk assessment matrix has been developed for assessing clients in the community. The matrix indicates actions to be taken in relation to transport, assessment and staffing levels. Two specific vehicles were purchased and fitted with barriers to reduce the risk of injury to staff during transportation of clients. · New consultation rooms were developed and built that provide a greater level of protection to staff during in-clinic assessments. Changes have also been made to buildings within mental health to limit client access to staff work areas. · The SKHS is in the process of providing a personal duress alarm service to mental health staff. The system will provide an alarm to mental health staff that works both inside and outside of a site building and allows the location of the staff member to be identified to within 7 metres.
(3) The assaults were physical and verbal in nature and included pushing, hitting, kicking and biting along with various levels of verbal abuse. (4) 2003-2004 - approx 430 incidents of threatening behaviour. 2004-2005 - approx 550 incidents of threatening behaviour. (5) Prevention of Workplace Aggression and Violence Policy and Guidelines were published in June 2004. The objectives of the policy are to: · provide a framework for the prevention and management of workplace violence; · promote zero tolerance to workplace aggressive behaviour and violence; · promote a safe working environment for all employees; and · promote strategies for the management of workplace aggressive behaviour and violence. In the 2005-2006 a budget sum of $750,000 was provided to health services to provide training for nurses and establish appropriate prevention strategies. Implemented prevention strategies include greater usage of security guards, greater police presence during identified risk periods (ie Christmas and New Year), aggression training for nursing staff and the installation of duress alarms in high risk areas. As a result of the incident in March 2004 at the Swan/Kalamunda Health Service (SKHS) and in response to WorkSafe notices a range of changes and initiatives to improve the safety of nurses have been implemented. These changes/initiatives include the following: · The set up of a safety and security working party to address issues identified as a risk. · Training for staff in the management of aggression has been modified and is now provided to all staff in a tiered system ranging from basic self protective behaviours to control and restraint training. · A specific risk assessment matrix has been developed for assessing clients in the community. The matrix indicates actions to be taken in relation to transport, assessment and staffing levels. Two specific vehicles were purchased and fitted with barriers to reduce the risk of injury to staff during transportation of clients. · New consultation rooms were developed and built that provide a greater level of protection to staff during in-clinic assessments. Changes have also been made to buildings within mental health to limit client access to staff work areas. · The SKHS is in the process of providing a personal duress alarm service to mental health staff. The system will provide an alarm to mental health staff that works both inside and outside of a site building and allows the location of the staff member to be identified to within 7 metres.
(4) 2003-2004 - approx 430 incidents of threatening behaviour. 2004-2005 - approx 550 incidents of threatening behaviour. (5) Prevention of Workplace Aggression and Violence Policy and Guidelines were published in June 2004. The objectives of the policy are to: · provide a framework for the prevention and management of workplace violence; · promote zero tolerance to workplace aggressive behaviour and violence; · promote a safe working environment for all employees; and · promote strategies for the management of workplace aggressive behaviour and violence. In the 2005-2006 a budget sum of $750,000 was provided to health services to provide training for nurses and establish appropriate prevention strategies. Implemented prevention strategies include greater usage of security guards, greater police presence during identified risk periods (ie Christmas and New Year), aggression training for nursing staff and the installation of duress alarms in high risk areas. As a result of the incident in March 2004 at the Swan/Kalamunda Health Service (SKHS) and in response to WorkSafe notices a range of changes and initiatives to improve the safety of nurses have been implemented. These changes/initiatives include the following: · The set up of a safety and security working party to address issues identified as a risk. · Training for staff in the management of aggression has been modified and is now provided to all staff in a tiered system ranging from basic self protective behaviours to control and restraint training. · A specific risk assessment matrix has been developed for assessing clients in the community. The matrix indicates actions to be taken in relation to transport, assessment and staffing levels. Two specific vehicles were purchased and fitted with barriers to reduce the risk of injury to staff during transportation of clients. · New consultation rooms were developed and built that provide a greater level of protection to staff during in-clinic assessments. Changes have also been made to buildings within mental health to limit client access to staff work areas. · The SKHS is in the process of providing a personal duress alarm service to mental health staff. The system will provide an alarm to mental health staff that works both inside and outside of a site building and allows the location of the staff member to be identified to within 7 metres.
2004-2005 - approx 550 incidents of threatening behaviour. (5) Prevention of Workplace Aggression and Violence Policy and Guidelines were published in June 2004. The objectives of the policy are to: · provide a framework for the prevention and management of workplace violence; · promote zero tolerance to workplace aggressive behaviour and violence; · promote a safe working environment for all employees; and · promote strategies for the management of workplace aggressive behaviour and violence. In the 2005-2006 a budget sum of $750,000 was provided to health services to provide training for nurses and establish appropriate prevention strategies. Implemented prevention strategies include greater usage of security guards, greater police presence during identified risk periods (ie Christmas and New Year), aggression training for nursing staff and the installation of duress alarms in high risk areas. As a result of the incident in March 2004 at the Swan/Kalamunda Health Service (SKHS) and in response to WorkSafe notices a range of changes and initiatives to improve the safety of nurses have been implemented. These changes/initiatives include the following: · The set up of a safety and security working party to address issues identified as a risk. · Training for staff in the management of aggression has been modified and is now provided to all staff in a tiered system ranging from basic self protective behaviours to control and restraint training. · A specific risk assessment matrix has been developed for assessing clients in the community. The matrix indicates actions to be taken in relation to transport, assessment and staffing levels. Two specific vehicles were purchased and fitted with barriers to reduce the risk of injury to staff during transportation of clients. · New consultation rooms were developed and built that provide a greater level of protection to staff during in-clinic assessments. Changes have also been made to buildings within mental health to limit client access to staff work areas. · The SKHS is in the process of providing a personal duress alarm service to mental health staff. The system will provide an alarm to mental health staff that works both inside and outside of a site building and allows the location of the staff member to be identified to within 7 metres.
(5) Prevention of Workplace Aggression and Violence Policy and Guidelines were published in June 2004. The objectives of the policy are to: · provide a framework for the prevention and management of workplace violence; · promote zero tolerance to workplace aggressive behaviour and violence; · promote a safe working environment for all employees; and · promote strategies for the management of workplace aggressive behaviour and violence. In the 2005-2006 a budget sum of $750,000 was provided to health services to provide training for nurses and establish appropriate prevention strategies. Implemented prevention strategies include greater usage of security guards, greater police presence during identified risk periods (ie Christmas and New Year), aggression training for nursing staff and the installation of duress alarms in high risk areas. As a result of the incident in March 2004 at the Swan/Kalamunda Health Service (SKHS) and in response to WorkSafe notices a range of changes and initiatives to improve the safety of nurses have been implemented. These changes/initiatives include the following: · The set up of a safety and security working party to address issues identified as a risk. · Training for staff in the management of aggression has been modified and is now provided to all staff in a tiered system ranging from basic self protective behaviours to control and restraint training. · A specific risk assessment matrix has been developed for assessing clients in the community. The matrix indicates actions to be taken in relation to transport, assessment and staffing levels. Two specific vehicles were purchased and fitted with barriers to reduce the risk of injury to staff during transportation of clients. · New consultation rooms were developed and built that provide a greater level of protection to staff during in-clinic assessments. Changes have also been made to buildings within mental health to limit client access to staff work areas. · The SKHS is in the process of providing a personal duress alarm service to mental health staff. The system will provide an alarm to mental health staff that works both inside and outside of a site building and allows the location of the staff member to be identified to within 7 metres.
· provide a framework for the prevention and management of workplace violence; · promote zero tolerance to workplace aggressive behaviour and violence; · promote a safe working environment for all employees; and · promote strategies for the management of workplace aggressive behaviour and violence. In the 2005-2006 a budget sum of $750,000 was provided to health services to provide training for nurses and establish appropriate prevention strategies. Implemented prevention strategies include greater usage of security guards, greater police presence during identified risk periods (ie Christmas and New Year), aggression training for nursing staff and the installation of duress alarms in high risk areas. As a result of the incident in March 2004 at the Swan/Kalamunda Health Service (SKHS) and in response to WorkSafe notices a range of changes and initiatives to improve the safety of nurses have been implemented. These changes/initiatives include the following: · The set up of a safety and security working party to address issues identified as a risk. · Training for staff in the management of aggression has been modified and is now provided to all staff in a tiered system ranging from basic self protective behaviours to control and restraint training. · A specific risk assessment matrix has been developed for assessing clients in the community. The matrix indicates actions to be taken in relation to transport, assessment and staffing levels. Two specific vehicles were purchased and fitted with barriers to reduce the risk of injury to staff during transportation of clients. · New consultation rooms were developed and built that provide a greater level of protection to staff during in-clinic assessments. Changes have also been made to buildings within mental health to limit client access to staff work areas. · The SKHS is in the process of providing a personal duress alarm service to mental health staff. The system will provide an alarm to mental health staff that works both inside and outside of a site building and allows the location of the staff member to be identified to within 7 metres.
· promote zero tolerance to workplace aggressive behaviour and violence; · promote a safe working environment for all employees; and · promote strategies for the management of workplace aggressive behaviour and violence. In the 2005-2006 a budget sum of $750,000 was provided to health services to provide training for nurses and establish appropriate prevention strategies. Implemented prevention strategies include greater usage of security guards, greater police presence during identified risk periods (ie Christmas and New Year), aggression training for nursing staff and the installation of duress alarms in high risk areas. As a result of the incident in March 2004 at the Swan/Kalamunda Health Service (SKHS) and in response to WorkSafe notices a range of changes and initiatives to improve the safety of nurses have been implemented. These changes/initiatives include the following: · The set up of a safety and security working party to address issues identified as a risk. · Training for staff in the management of aggression has been modified and is now provided to all staff in a tiered system ranging from basic self protective behaviours to control and restraint training. · A specific risk assessment matrix has been developed for assessing clients in the community. The matrix indicates actions to be taken in relation to transport, assessment and staffing levels. Two specific vehicles were purchased and fitted with barriers to reduce the risk of injury to staff during transportation of clients. · New consultation rooms were developed and built that provide a greater level of protection to staff during in-clinic assessments. Changes have also been made to buildings within mental health to limit client access to staff work areas. · The SKHS is in the process of providing a personal duress alarm service to mental health staff. The system will provide an alarm to mental health staff that works both inside and outside of a site building and allows the location of the staff member to be identified to within 7 metres.
· promote a safe working environment for all employees; and · promote strategies for the management of workplace aggressive behaviour and violence. In the 2005-2006 a budget sum of $750,000 was provided to health services to provide training for nurses and establish appropriate prevention strategies. Implemented prevention strategies include greater usage of security guards, greater police presence during identified risk periods (ie Christmas and New Year), aggression training for nursing staff and the installation of duress alarms in high risk areas. As a result of the incident in March 2004 at the Swan/Kalamunda Health Service (SKHS) and in response to WorkSafe notices a range of changes and initiatives to improve the safety of nurses have been implemented. These changes/initiatives include the following: · The set up of a safety and security working party to address issues identified as a risk. · Training for staff in the management of aggression has been modified and is now provided to all staff in a tiered system ranging from basic self protective behaviours to control and restraint training. · A specific risk assessment matrix has been developed for assessing clients in the community. The matrix indicates actions to be taken in relation to transport, assessment and staffing levels. Two specific vehicles were purchased and fitted with barriers to reduce the risk of injury to staff during transportation of clients. · New consultation rooms were developed and built that provide a greater level of protection to staff during in-clinic assessments. Changes have also been made to buildings within mental health to limit client access to staff work areas. · The SKHS is in the process of providing a personal duress alarm service to mental health staff. The system will provide an alarm to mental health staff that works both inside and outside of a site building and allows the location of the staff member to be identified to within 7 metres.
· promote strategies for the management of workplace aggressive behaviour and violence. In the 2005-2006 a budget sum of $750,000 was provided to health services to provide training for nurses and establish appropriate prevention strategies. Implemented prevention strategies include greater usage of security guards, greater police presence during identified risk periods (ie Christmas and New Year), aggression training for nursing staff and the installation of duress alarms in high risk areas. As a result of the incident in March 2004 at the Swan/Kalamunda Health Service (SKHS) and in response to WorkSafe notices a range of changes and initiatives to improve the safety of nurses have been implemented. These changes/initiatives include the following: · The set up of a safety and security working party to address issues identified as a risk. · Training for staff in the management of aggression has been modified and is now provided to all staff in a tiered system ranging from basic self protective behaviours to control and restraint training. · A specific risk assessment matrix has been developed for assessing clients in the community. The matrix indicates actions to be taken in relation to transport, assessment and staffing levels. Two specific vehicles were purchased and fitted with barriers to reduce the risk of injury to staff during transportation of clients. · New consultation rooms were developed and built that provide a greater level of protection to staff during in-clinic assessments. Changes have also been made to buildings within mental health to limit client access to staff work areas. · The SKHS is in the process of providing a personal duress alarm service to mental health staff. The system will provide an alarm to mental health staff that works both inside and outside of a site building and allows the location of the staff member to be identified to within 7 metres.
In the 2005-2006 a budget sum of $750,000 was provided to health services to provide training for nurses and establish appropriate prevention strategies. Implemented prevention strategies include greater usage of security guards, greater police presence during identified risk periods (ie Christmas and New Year), aggression training for nursing staff and the installation of duress alarms in high risk areas. As a result of the incident in March 2004 at the Swan/Kalamunda Health Service (SKHS) and in response to WorkSafe notices a range of changes and initiatives to improve the safety of nurses have been implemented. These changes/initiatives include the following: · The set up of a safety and security working party to address issues identified as a risk. · Training for staff in the management of aggression has been modified and is now provided to all staff in a tiered system ranging from basic self protective behaviours to control and restraint training. · A specific risk assessment matrix has been developed for assessing clients in the community. The matrix indicates actions to be taken in relation to transport, assessment and staffing levels. Two specific vehicles were purchased and fitted with barriers to reduce the risk of injury to staff during transportation of clients. · New consultation rooms were developed and built that provide a greater level of protection to staff during in-clinic assessments. Changes have also been made to buildings within mental health to limit client access to staff work areas. · The SKHS is in the process of providing a personal duress alarm service to mental health staff. The system will provide an alarm to mental health staff that works both inside and outside of a site building and allows the location of the staff member to be identified to within 7 metres.
Implemented prevention strategies include greater usage of security guards, greater police presence during identified risk periods (ie Christmas and New Year), aggression training for nursing staff and the installation of duress alarms in high risk areas. As a result of the incident in March 2004 at the Swan/Kalamunda Health Service (SKHS) and in response to WorkSafe notices a range of changes and initiatives to improve the safety of nurses have been implemented. These changes/initiatives include the following: · The set up of a safety and security working party to address issues identified as a risk. · Training for staff in the management of aggression has been modified and is now provided to all staff in a tiered system ranging from basic self protective behaviours to control and restraint training. · A specific risk assessment matrix has been developed for assessing clients in the community. The matrix indicates actions to be taken in relation to transport, assessment and staffing levels. Two specific vehicles were purchased and fitted with barriers to reduce the risk of injury to staff during transportation of clients. · New consultation rooms were developed and built that provide a greater level of protection to staff during in-clinic assessments. Changes have also been made to buildings within mental health to limit client access to staff work areas. · The SKHS is in the process of providing a personal duress alarm service to mental health staff. The system will provide an alarm to mental health staff that works both inside and outside of a site building and allows the location of the staff member to be identified to within 7 metres.
As a result of the incident in March 2004 at the Swan/Kalamunda Health Service (SKHS) and in response to WorkSafe notices a range of changes and initiatives to improve the safety of nurses have been implemented. These changes/initiatives include the following: · The set up of a safety and security working party to address issues identified as a risk. · Training for staff in the management of aggression has been modified and is now provided to all staff in a tiered system ranging from basic self protective behaviours to control and restraint training. · A specific risk assessment matrix has been developed for assessing clients in the community. The matrix indicates actions to be taken in relation to transport, assessment and staffing levels. Two specific vehicles were purchased and fitted with barriers to reduce the risk of injury to staff during transportation of clients. · New consultation rooms were developed and built that provide a greater level of protection to staff during in-clinic assessments. Changes have also been made to buildings within mental health to limit client access to staff work areas. · The SKHS is in the process of providing a personal duress alarm service to mental health staff. The system will provide an alarm to mental health staff that works both inside and outside of a site building and allows the location of the staff member to be identified to within 7 metres.
· The set up of a safety and security working party to address issues identified as a risk. · Training for staff in the management of aggression has been modified and is now provided to all staff in a tiered system ranging from basic self protective behaviours to control and restraint training. · A specific risk assessment matrix has been developed for assessing clients in the community. The matrix indicates actions to be taken in relation to transport, assessment and staffing levels. Two specific vehicles were purchased and fitted with barriers to reduce the risk of injury to staff during transportation of clients. · New consultation rooms were developed and built that provide a greater level of protection to staff during in-clinic assessments. Changes have also been made to buildings within mental health to limit client access to staff work areas. · The SKHS is in the process of providing a personal duress alarm service to mental health staff. The system will provide an alarm to mental health staff that works both inside and outside of a site building and allows the location of the staff member to be identified to within 7 metres.
· Training for staff in the management of aggression has been modified and is now provided to all staff in a tiered system ranging from basic self protective behaviours to control and restraint training. · A specific risk assessment matrix has been developed for assessing clients in the community. The matrix indicates actions to be taken in relation to transport, assessment and staffing levels. Two specific vehicles were purchased and fitted with barriers to reduce the risk of injury to staff during transportation of clients. · New consultation rooms were developed and built that provide a greater level of protection to staff during in-clinic assessments. Changes have also been made to buildings within mental health to limit client access to staff work areas. · The SKHS is in the process of providing a personal duress alarm service to mental health staff. The system will provide an alarm to mental health staff that works both inside and outside of a site building and allows the location of the staff member to be identified to within 7 metres.
· A specific risk assessment matrix has been developed for assessing clients in the community. The matrix indicates actions to be taken in relation to transport, assessment and staffing levels. Two specific vehicles were purchased and fitted with barriers to reduce the risk of injury to staff during transportation of clients. · New consultation rooms were developed and built that provide a greater level of protection to staff during in-clinic assessments. Changes have also been made to buildings within mental health to limit client access to staff work areas. · The SKHS is in the process of providing a personal duress alarm service to mental health staff. The system will provide an alarm to mental health staff that works both inside and outside of a site building and allows the location of the staff member to be identified to within 7 metres.
· New consultation rooms were developed and built that provide a greater level of protection to staff during in-clinic assessments. Changes have also been made to buildings within mental health to limit client access to staff work areas. · The SKHS is in the process of providing a personal duress alarm service to mental health staff. The system will provide an alarm to mental health staff that works both inside and outside of a site building and allows the location of the staff member to be identified to within 7 metres.
· The SKHS is in the process of providing a personal duress alarm service to mental health staff. The system will provide an alarm to mental health staff that works both inside and outside of a site building and allows the location of the staff member to be identified to within 7 metres.
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