Below is a description of the ways in which an Aboriginal community controlled health service can ensure that other members of its clinical team are appropriately qualified and trained, have current Australian registration and participate in continuing professional development. Not all of these good practices are required by the Standards, but they illustrate the many practical and creative things that ACCHSs can do to ensure they deliver services of high safety and quality to their community.
All new clinical staff members are credentialed prior to being offered employment. The service’s clinical staff member employment files contain a training log and copies of certificates and qualifications.
Administrative staff access the AHPRA practitioner registration website (www.ahpra.gov.au) to ensure that all nurses, Aboriginal health practitioners and allied health professionals have current Australian registration, where required. Administration staff maintain a register of professional registration expiry dates for nurses and allied health professionals.
Note that the Aboriginal and Torres Strait Islander Health Practice Board (www.atsihealthpracticeboard.gov.au/Registration/Forms.aspx) advice is as follows:
Practitioners who intend on practicing as an Aboriginal and Torres Strait Islander health practitioner must apply for national registration. Those Aboriginal health workers who are not required by their employer to use the title “Aboriginal and Torres Strait Islander health practitioner”, “Aboriginal health practitioner” or “Torres Strait Islander health practitioner”, are not required to be registered, and can continue to work using their current titles (for example, “Aboriginal health worker”, “drug and alcohol worker” and “mental health worker”).
Position descriptions include formal designation of responsibility for specific roles. These might include complaints management, information technology, risk management, cleaning, infection control, sterilisation, vaccine management and quality improvement.
All staff members participate in an annual performance planning and review, which includes a discussion of training undertaken and the identification of training required or requested for the next year. Training for all clinical staff includes cultural safety training.
The health service’s strategic plan includes a staff training and development plan, with a budget. Training calendars from state health departments, Medicare Locals, local health services and NACCHO state or territory affiliates are available in varied locations within the service and are also distributed by email to staff.
Clinical supervision is provided to staff members when required.
New staff members are provided with a mentor to provide support and advice as required.
Staff members can describe their roles and responsibilities and this is consistent with documented position descriptions. In the smaller satellite clinics a number of these responsibilities are included in one staff member’s position description. The main clinic has a number of staff members who are allocated only one core responsibility and this is also included in position descriptions.
Administration staff maintain a register of all staff members’ CPR training and its expiry. The service organises annual CPR training for staff members.
Below are some of the ways in which an Aboriginal community controlled health service might choose to demonstrate how it meets the requirements of this criterion for accreditation against the Standards. Please use the following as examples only, because your service may choose other, better-suited, forms of evidence to show how it meets the criterion.