28 - 29 November, 2017 | Novotel Sydney Central, Sydney, Australia

Conference Day Two: Wednesday, 29th November 2017

8:30 am - 9:00 am Conference Registration and Welcome Coffee

9:00 am - 9:10 am Opening Remarks by the Conference Chair

9:10 am - 9:50 am International Case Study Presentation: Linking Workforce Planning to the Bottom-Line: Driving Outcomes with Advanced Analytics

Chirag Padalia, Director, Workforce Strategy & Analytics,Aurora Health Care (USA)
If you can’t translate your people strategy into business language, you’re simply not getting the job done. For Aurora, the largest private employer in Wisconsin, large-scale stakeholder mapping was critical when launching its workforce planning team in early 2015. Within two years, the team leveraged deep analytics to develop a robust workforce planning framework to transform its talent acquisition & retention strategies. Recognizing the imperative for HR leaders to translate outcomes to tangible results, this transformation case study will focus on its overall process, models, and methods used to spur positive workforce and clinical outcomes.

  • Collaboration between Workforce Analytics, Finance, HR, and Operations
  • Identify dashboards that all stakeholders can gather insights from to and drive decision-making within business
  • Advanced studies to harness data and analytics to identify overlapping variables to move the needle forward

Chirag Padalia

Director, Workforce Strategy & Analytics
Aurora Health Care (USA)

9:50 am - 10:30 am Workforce management - Valuing End-Career Workforce: Encouraging Conversations about Retirement

Mercy Hospitals Victoria have an ageing nursing and midwifery workforce. In 2015 35% of this workforce was over 50 years of age and 13% was over 60 years of age. Sick leave rates of nurses and midwives over 60 years of age were greater than 10%. This high level of unplanned leave impacted our ability to roster adequate numbers of nurse and midwives. In 2016 Mercy Hospitals Victoria implemented a program to manage older workers transition to retirement. This program:

  • Targeted aged 55+ workshops focused on retirement transition including financial planning, future options, retraining, social networking
  • Encouraged older workers to work closely with their managers
  • Upskilled managers to understand the expectations of workers transitioning to retirement

In 2017 many older nurses and midwives are transitioning to retirement by working smaller numbers of hours in a casual capacity. To offset the reduced hours of older nurses and midwives Mercy Hospitals Victoria have increased graduate nurse and midwife recruitment. The percentage of nurses and midwives less than 50 years of age has increased by 11.7% and the percentage of those over 50 years of age has fallen by 8%. In this session, Sandra will explore the recent program at Mercy Hospital’s Victoria and how through valuing end-career workforces, you can better manage your capability gaps. 


11:00 am - 11:30 am Thought Leadership Session

11:30 am - 12:00 pm Lightning Talks: Insights into Retention and Engagement of Critical Workforces

In this session, two presenters will highlight their most pressing challenges in their workforce planning, with each presenter commenting on their business readiness and maturity with their workforce. Each presentation will be delivered in lightning fashion, a maximum of ten minutes, before the conference breaks into two groups, each led by a presenter who will continue the discussion in an interactive roundtable discussion.

Lightning Talk One

11:30 am - 12:00 pm Ministry of Health’s Small, but Critical, Workforces
Tamara Lee, Director, Workforce Policy & Development,NSW Ministry of Health

Tamara Lee

Director, Workforce Policy & Development
NSW Ministry of Health

Lightning Talk Two

11:30 am - 12:00 pm Allied Health and Nursing Workforces
Megan Magennis, National Clinical Placement Manager, Workforce Planning – Nursing/Allied Health,Healthscope

Megan Magennis

National Clinical Placement Manager, Workforce Planning – Nursing/Allied Health

12:00 pm - 12:20 pm Lightning Talks Roundtables

In this interactive session, delegates will split into two roundtables based on the lightning talk they found most appealing to explore in open-minded dialogue which will be lead by the presenter.

12:20 pm - 1:20 pm NETWORKING LUNCH

1:20 pm - 2:00 pm Knowing and Engaging your Current Workforce Demographics to Prepare for a Future Multigenerational Workforce

Scott Williams, Chief Executive Officer,North Eastern Community Hospital
It’s important to know the next big trend is the fact organisations will have four generations in the workforce, with very different motivators and generational expectations. Over the next 12-18 months, North Eastern Community Hospital is implementing initiatives to understand and know their current workforce demographics, including nurturing the mature aged workforce. In doing so, there has been a 38% reduction in WorkCover premiums in the past 2 years and a 5% reduction in sick leave as a result of better workforce engagement. In this session, Scott will discuss:

  • Developing greater flexible arrangements and increased part-time appointments to create a space that supports both future workforce and the ageing workforce
  • The balance between job satisfaction and pay: How to overcome financial constraints to improve recruitment and retention strategies
  • Creating a greater focus on physical and emotional wellbeing of all generations of staff to creatively redefine and innovate workforce contribution and fill skill gaps

Scott Williams

Chief Executive Officer
North Eastern Community Hospital

2:00 pm - 2:40 pm Localised Planning: How Collaboration is the Key to Drive Strategic Workforce Planning

Todd Hunt, Manager, Workforce Planning,NSW Ministry of Health
The NSW Ministry of Health has developed a strategic focus on localised planning. This involves the engagement and collaboration of the state’s local health districts to think more strategically about their future workforces. With cost constraints on FTE and the minimal resources to upskill and train staff, localised planning and collaboration can help collectively build a successful future healthcare workforce. In this session, Todd will draw on:
  • What’s involved with localised planning: Engaging and collaborating with workforces that need to think strategically
  • How localised planning can influence systems to move forward ‘beyond tomorrow’
  • Collaboration with local health districts to encourage engagement and building up of management processes 

Todd Hunt

Manager, Workforce Planning
NSW Ministry of Health


3:10 pm - 3:50 pm Changing Models of Care: Realigning and Diverting your Workforce Strategic Direction to Meet Service Demands

Nessa Pastoors, General Manager, People & Communications,Merri Health
Merri Health currently operates across every age and stage of life including specialist aged care, disability and carer support services. In preparation for ongoing funding reform into its operating models, the organisation has proactively planned to reorient its workforce strategy to accommodate the changes. This includes development of sustainable alternate models, changing culture and utilising data analytics to monitor employment engagement, which in turn will enhance the public service demands and models of care. In this session, Nessá will discuss:

  • Effectively managing resources within increasing fiscal constraints while delivering sustainable quality services to meet patient requirements
  • Engaging staff and supporting organisational transformational change to meet the changing requirements and expectations
  • Championing innovation-oriented workforce planning exercises and change management to align with alternate future models of care

Nessa Pastoors

General Manager, People & Communications
Merri Health

3:50 pm - 4:30 pm Developing a Workforce Strategy Within the Changing Disability Sector: Preparing the Workforce For a Future Under the NDIS

Jay Richardson, Manager, People and Culture Projects,Cerebral Palsy Alliance
It is critical for disability service providers to take a more strategic approach to workforce planning as they continue to go through a period of extreme change and transformation. The implementation of the National Disability Insurance Scheme (NDIS) and increased client choice and control is not only fundamentally impacting all areas of the business, but is also impacting what is and will be required of the workforce into the future.

Cerebral Palsy Alliance (CPA) provides family-centred therapies, life skills programs, equipment and support for people living with cerebral palsy and their families. Employees are the organisation’s greatest asset in building a better future for its clients. This case study will explore the challenges and the opportunities facing CPA in preparing the workforce for a future under the NDIS. 

Jay Richardson

Manager, People and Culture Projects
Cerebral Palsy Alliance

4:30 pm - 4:30 pm Closing Remarks from the Conference Chair and Close of Main Conference