❓ A parliamentary question regarding nursing staff overtime, shortages, and incentives in WA's regional hospitals and nursing posts. The response provides some data and strategies but acknowledges limitations in data availability for certain areas.
AnsweredQoN 2071Legislative Council
QuestionView source ↗
I refer to WA Country Health Service (WACHS) nursing staff at hospitals and nursing posts, and I ask: (a) what is the frequency and length of overtime conducted by nursing staff by site for 2017-18 and 2018-19 to date; (b) what is the maximum period of time a nurse may remain on shift in accordance with WACHS policies; (c) please list the 10 greatest shift lengths by location in each of the financial years 2017-18 and 2018-19 to date; (d) which sites are relying upon agency nursing staff in 2017-18 and 2018-19 to date, by site and cost; (e) how many nursing positions were advertised by site in 2017-18 and 2018-19 to date, which have not been filled and identify the reason for not being able to fill the position; (f) what is the government’s strategy and plan to address nurse shortages in regional locations; (g) which sites are offering additional incentives to nursing staff to attract or retain them in the community from sources other than Government; (h) of those identified in (g), what is the nature of the incentive and who is providing the incentive; and (i) for each site, what is the minimum nursing standard to be rostered during normal hours of operation?
AnswerView source ↗
Answered
26 June 2019
Responded by
Parliamentary Secretary representing the Minister for Health
Response time
22 days
(a) Please see tabled paper no.
(b) The maximum period of time a nurse may remain on shift is not specified in any WA Country Health Service (WACHS) policy.
Rosters are developed to adhere to the relevant provisions in the WA Health System – Australian Nursing Federation – Registered Nurses, Midwives, Enrolled (Mental Health) and Enrolled (Mothercraft) Nurses – Industrial Agreement 2018; the WA Health System – United Voice – Enrolled Nurses, Assistants in Nursing, Aboriginal and Ethnic Health Workers Industrial Agreement 2016 ; and the WACHS Nursing Roster Procedure that guides rostering practice to prevent fatigue.
(c) WACHS is not able to provide reliable disaggregated information at this time. WACHS is undertaking further data validation in this area. WACHS has a responsibility to ensure all staff have a safe work environment, and remains committed to ensuring safe workplace practices and strategies are in place. Any overtime hours are approved in accordance with the relevant industrial instrument and WACHS’ Authorisations Schedule. When authorising overtime, managers consider previous hours worked and that safe hours and appropriate rest breaks are provided in order to prevent fatigue.
(d) Please see tabled paper no.
(e) Please see tabled paper no.
(f) WA Country Health Service (WACHS) has increased the number of placements offered to graduate nurses and midwives to 150 recruited to a formal Graduate Program. Novice practitioners are accepted into the Wheatbelt in an adjunct program. Fifteen placements were filled in 2018 and similar numbers are anticipated for 2019.
WACHS has instigated pools for Nurse Managers and Nurse Practitioners to be able to supply appropriately skilled staff to a short term vacancy in the regions. There are currently seven Nurse Practitioners and eight Nurse Managers available to this pool, and all are on short term contracts.
WACHS are in negotiations with Nurse West to develop a country specific transition program to support novices not within a formal graduate program to work effectively in country areas.
WACHS is also working with specified sites to expand the Midwifery Group Practice model of care which is an initiative that is favoured by midwives and women and has worked well to attract and retain midwifery staff in Broome and Bunbury.
(g) No additional incentives are offered.
(h) Not applicable.
(i) For larger WACHS hospitals (regional and district hospitals), nursing staff are rostered in accordance with the Nursing Hours per Patient Day (NHpPD) Guiding Principles in the relevant industrial instruments. WACHS’ methodology for staffing requirements is calculated based on bed occupancy and NHpPD as outlined at Attachment 4 and safe staffing levels to provide appropriate clinical care. Please see tabled paper no.
The WACHS hospitals that use NHpPD are:
Region
Hospital
Goldfields
Kalgoorlie, Esperance
Great Southern
Albany, Denmark, Katanning, Plantagenet
Kimberley
Broome, Derby, Fitzroy Crossing, Halls Creek, Kununurra
Midwest
Carnarvon, Geraldton
Pilbara
Hedland, Karratha, Newman
South West
Bridgetown, Bunbury, Busselton, Collie, Harvey, Margaret River, Warren
Wheatbelt
Merredin, Moora, Narrogin, Northam
The staffing model for small hospitals and nursing posts do not utilise NHpPD; small hospitals minimum roster is two nurses each morning, afternoon and night shift (2:2:2) and this can flex up as required.
The small hospitals in WACHS that work on a 2:2:2 roster are:
Region
Hospital
Goldfields
Laverton, Leonora, Norseman
Great Southern
Gnowangerup, Kojonup, Ravensthorpe
Kimberley
Wyndham
Midwest
Dongara, Exmouth, Kalbarri, Meekatharra, Morawa, Mullewa Northampton, North Midlands
Pilbara
Paraburdoo, Onslow, Roebourne, Tom Price
South West
Augusta, Boyup Brook, Donnybrook, Nannup, Pemberton
Wheatbelt
Beverley, Boddington, Bruce Rock, Corrigin, Dumbleyung, Dalwallinu, Goomalling, Kellerberrin, Kondinin, Kununoppin, Lake Grace, Narembeen, Quairading, Southern Cross, Wagin, Wongan Hills, Wyalkatchem, York
Nursing Post rostering is based on activity and assessment of risk factors, and is variable across these sites with a minimum being one nurse rostered during opening hours.
Nursing Posts are located in:
Region
Hospital
Goldfields
Menzies, Coolgardie, Kambalda
Great Southern
Bremer Bay, Jerramungup
Kimberley
Kalumburu, Lombadina, Looma, One Arm Point, Warmun
Midwest
Burringurrah, Coral Bay, Cue, Mount Magnet, Sandstone, Yalgoo
Pilbara
Marble Bar, Nullagine, Yandeyarra
South West
Northcliffe
Wheatbelt
Jurien Bay, Kulin Mukinbudin, Wickepin Williams
(b) The maximum period of time a nurse may remain on shift is not specified in any WA Country Health Service (WACHS) policy.
Rosters are developed to adhere to the relevant provisions in the WA Health System – Australian Nursing Federation – Registered Nurses, Midwives, Enrolled (Mental Health) and Enrolled (Mothercraft) Nurses – Industrial Agreement 2018; the WA Health System – United Voice – Enrolled Nurses, Assistants in Nursing, Aboriginal and Ethnic Health Workers Industrial Agreement 2016 ; and the WACHS Nursing Roster Procedure that guides rostering practice to prevent fatigue.
(c) WACHS is not able to provide reliable disaggregated information at this time. WACHS is undertaking further data validation in this area. WACHS has a responsibility to ensure all staff have a safe work environment, and remains committed to ensuring safe workplace practices and strategies are in place. Any overtime hours are approved in accordance with the relevant industrial instrument and WACHS’ Authorisations Schedule. When authorising overtime, managers consider previous hours worked and that safe hours and appropriate rest breaks are provided in order to prevent fatigue.
(d) Please see tabled paper no.
(e) Please see tabled paper no.
(f) WA Country Health Service (WACHS) has increased the number of placements offered to graduate nurses and midwives to 150 recruited to a formal Graduate Program. Novice practitioners are accepted into the Wheatbelt in an adjunct program. Fifteen placements were filled in 2018 and similar numbers are anticipated for 2019.
WACHS has instigated pools for Nurse Managers and Nurse Practitioners to be able to supply appropriately skilled staff to a short term vacancy in the regions. There are currently seven Nurse Practitioners and eight Nurse Managers available to this pool, and all are on short term contracts.
WACHS are in negotiations with Nurse West to develop a country specific transition program to support novices not within a formal graduate program to work effectively in country areas.
WACHS is also working with specified sites to expand the Midwifery Group Practice model of care which is an initiative that is favoured by midwives and women and has worked well to attract and retain midwifery staff in Broome and Bunbury.
(g) No additional incentives are offered.
(h) Not applicable.
(i) For larger WACHS hospitals (regional and district hospitals), nursing staff are rostered in accordance with the Nursing Hours per Patient Day (NHpPD) Guiding Principles in the relevant industrial instruments. WACHS’ methodology for staffing requirements is calculated based on bed occupancy and NHpPD as outlined at Attachment 4 and safe staffing levels to provide appropriate clinical care. Please see tabled paper no.
The WACHS hospitals that use NHpPD are:
Region
Hospital
Goldfields
Kalgoorlie, Esperance
Great Southern
Albany, Denmark, Katanning, Plantagenet
Kimberley
Broome, Derby, Fitzroy Crossing, Halls Creek, Kununurra
Midwest
Carnarvon, Geraldton
Pilbara
Hedland, Karratha, Newman
South West
Bridgetown, Bunbury, Busselton, Collie, Harvey, Margaret River, Warren
Wheatbelt
Merredin, Moora, Narrogin, Northam
The staffing model for small hospitals and nursing posts do not utilise NHpPD; small hospitals minimum roster is two nurses each morning, afternoon and night shift (2:2:2) and this can flex up as required.
The small hospitals in WACHS that work on a 2:2:2 roster are:
Region
Hospital
Goldfields
Laverton, Leonora, Norseman
Great Southern
Gnowangerup, Kojonup, Ravensthorpe
Kimberley
Wyndham
Midwest
Dongara, Exmouth, Kalbarri, Meekatharra, Morawa, Mullewa Northampton, North Midlands
Pilbara
Paraburdoo, Onslow, Roebourne, Tom Price
South West
Augusta, Boyup Brook, Donnybrook, Nannup, Pemberton
Wheatbelt
Beverley, Boddington, Bruce Rock, Corrigin, Dumbleyung, Dalwallinu, Goomalling, Kellerberrin, Kondinin, Kununoppin, Lake Grace, Narembeen, Quairading, Southern Cross, Wagin, Wongan Hills, Wyalkatchem, York
Nursing Post rostering is based on activity and assessment of risk factors, and is variable across these sites with a minimum being one nurse rostered during opening hours.
Nursing Posts are located in:
Region
Hospital
Goldfields
Menzies, Coolgardie, Kambalda
Great Southern
Bremer Bay, Jerramungup
Kimberley
Kalumburu, Lombadina, Looma, One Arm Point, Warmun
Midwest
Burringurrah, Coral Bay, Cue, Mount Magnet, Sandstone, Yalgoo
Pilbara
Marble Bar, Nullagine, Yandeyarra
South West
Northcliffe
Wheatbelt
Jurien Bay, Kulin Mukinbudin, Wickepin Williams
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