❓ WA Parliament Question on Notice regarding midwife staffing levels, vacancies, and related issues at Port Hedland Hospital in 2015/16 and 2016/17. The response reveals staffing challenges and reliance on agency staff.
AnsweredQoN 5661Legislative Assembly
QuestionView source ↗
I refer to Port Hedland Hospital and ask: (a) what was the Full Time Equivalent (FTE) midwife allocation for Port Hedland Hospital in the 2015/15 financial year, and how many of these positions were vacant in the 2015/16 year; (b) did Port Hedland Hospital apply for exemptions to fill some of these midwife vacancies, and were all of their applications to fill these vacancies granted; (c) were exit interviews undertaken/ or reasons for departure provided by staff who left in the 2015/16 year, and if so, what number were particularly associated in relation to stress; (d) how many times has the hospital needed to use agency staff to fill midwifery vacancies in the 2015/16 year; (e) how many babies were born at Port Hedland in the 2014/15 financial year, and the 2015/16 financial year; (f) did any pregnant women had any of their prenatal appointments, and/or delivery transferred to other hospitals due to understaffing at Port Hedland Hospital in the 2015/16 year; and (g) what is the FTE allocation of midwives for the hospital in the 2016/17 year, and how many of these positions are presently vacant?
AnswerView source ↗
Answered
20 September 2016
Responded by
Minister for Health
Response time
35 days
(a) The full time equivalent (FTE) allocation for midwives at Hedland Health Campus for the 2015-16 financial year was 11.2 FTE. The FTE utilisation for 2015-16 was 11.2 FTE which included the use of agency midwives and registered nurses for routine post-natal care and special care nursery duties which is within their scope of practice.
(b) Yes, there was a blanket exemption for midwife vacancies state-wide.
(c) Exit surveys are offered; however are not a mandatory requirement. The data collected is aggregated so as not to identify the respondent or specific workplace within a region. Results do not indicate specific reasons for departure but provide general indicators which staff rate on an “importance” scale.
(d) Agency staff covered a total of 20% of shifts in 2015-16 financial year for leave replacement of existing staff and vacant shifts where there had been a resignation or retirement.
(e) In 2014-15, 362 babies were born at Hedland Health Campus. In 2015-16, 361 babies were born at Hedland Health Campus.
(f) No.
(g) The FTE establishment allocation for midwives at Hedland Health Campus for the 2016-17 financial year is 11.2 FTE. As at 16 August 2016, there were 7.6 FTE vacancies. These vacancies have been covered by a combination of fixed term, casual and agency registered staff, while recruitment activities are underway.
(b) Yes, there was a blanket exemption for midwife vacancies state-wide.
(c) Exit surveys are offered; however are not a mandatory requirement. The data collected is aggregated so as not to identify the respondent or specific workplace within a region. Results do not indicate specific reasons for departure but provide general indicators which staff rate on an “importance” scale.
(d) Agency staff covered a total of 20% of shifts in 2015-16 financial year for leave replacement of existing staff and vacant shifts where there had been a resignation or retirement.
(e) In 2014-15, 362 babies were born at Hedland Health Campus. In 2015-16, 361 babies were born at Hedland Health Campus.
(f) No.
(g) The FTE establishment allocation for midwives at Hedland Health Campus for the 2016-17 financial year is 11.2 FTE. As at 16 August 2016, there were 7.6 FTE vacancies. These vacancies have been covered by a combination of fixed term, casual and agency registered staff, while recruitment activities are underway.
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