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Conference Day One: Tuesday, 6 December 2016

08:30 AM - 09:00 AM Registration and Welcome Coffee



09:00 AM - 09:10 AM Welcome from IQPC

09:10 AM - 09:50 AM Opening Remarks and Keynote Presentation by Chairman

Understanding the Current Workforce Demographics in order to Minimize Future Risk

Over the next 10-15 years, there is the potential to lose as high as 20% of the workforce in any given area due to retirement eligibility of the ageing workforce. In this session, Scott will discuss:
  • Associated costs with an ageing workforce and risk management strategy
  • Evaluating fi nancial constraints to recruit for tomorrow vs. recruiting for today
  • Understanding the retention ‘bubble’ – disproportionate pockets of staff
  • Assessing capability building vs. succession planning
  • Adjusting skill mix of staff to become more cost eff ective

09:50 AM - 10:30 AM Developing Effective Workforce Planning Strategies Structured Around Incremental Changes

  • Effective workforce planning
  • Connected technology
  • Customer reflections - Issues, obstacles, advice.
  • Data trends

10:30 AM - 11:00 AM Speed Networking

An eff ectively structured interactive session designed to help you expand your network through one-on-one focused conversations. Bring your business cards!

11:00 AM - 11:30 AM Morning Tea and Networking Break

11:30 AM - 12:10 PM Root Cause Analysis for Workforce Planning to Eliminate and Survive Budget Blowouts

We currently have two signifi cant reasons why there are budget blowouts related to workforce in ACT, but both reasons are areas you can change within our current political context.
  • Addressing workforce planning at a local level vs. jurisdictional level
  • Articulating health/workforce expenditure and reasons for budget blowouts
  • Navigating correction of the skills mix and skills mismatches
  • Discussing workforce dispersion; the rural workforce shortage and over supply of graduate RNs

12:10 PM - 12:50 PM Developing a Successful Leadership Capability Framework for Workforce Planning

With the workforce making up 70% of Mercy Health’s costs; workforce planning, attraction and retention strategies is their biggest area of focus.
  • Constantly replenishing resource pool of nurses/midwives, considering the workforce is part time
  • Presenting the award winning “Stepping Stone” strategy for engagement and retention
  • Understanding how to best communicate learning and development opportunities

12:50 PM - 1:50 PM Lunch and Networking Break

1:50 PM - 2:50 PM A web-based resource to support innovation oriented workforce planning methods in health

Substantial innovation and change will be needed if we are to meet the challenges of the growing population demand for health care into the future. The Victorian Department of Health and Human Services has been researching and testing workforce planning methods to help employers achieve the workforce innovation needed to meet these challenges. These new methods are substantially different to those traditionally and commonly used in health workforce planning in the sector. A collection of resources are now ready to be published on the department’s website and will be demonstrated.

  • A new conceptual model for workforce planning in health that exposes old assumptions.
  • Resources and guides for supporting innovation-oriented workforce planning exercises and change management.
  • Tools and techniques for testing the effectiveness, efficiency and productivity of current workforce models.
  • Methods for future workforce demand and supply modelling.
  • Futures thinking activities as a component of innovation-oriented workforce planning.
  • Examples of innovation-oriented workforce planning exercises underway.


2:50 PM - 3:30 PM Taking Advantage of Commonwealth Initiatives to Increase Junior Doctor Involvement

  • Leveraging CMI program to convert overseas students into interns
  • Success story and template behind high response rate for engagement survey
  • Workforce expansion, broadening the base of the workforce experience
  • Integration of private sector, expansion of teaching in rural sector

3:30 PM - 4:00 PM Afternoon Tea and Networking Break

4:00 PM - 4:40 PM PANEL DISCUSSION: Leading the Four Generations at Work

The workforce planning challenge is exacerbated as we fi nd ourselves facing 4 generations all working at the same time. What are the diff erent motivators for each generation in healthcare?
  • Strategies for cross-generational leadership
  • Re-energising your compensation and benefi ts/rewards
  • Expanding your communication strategies and capabilities
  • Nurturing your current and future leaders
  • TRADITIONALIST - Executive Member: Chief Legal Officer, Mr John Snowdon, (LAYWER)
  • BABY BOOMER - Executive Member: General Manager& Chief Allied Health Officer Jenni Smith, (PHYSIO)
  • GEN X - Executive Member: Jodie Ashworth, General Manager & Chief Nursing Maternity Officer (CNMO - NURSING).
  • GEN X Executive Member: Divisional Director, Haematologist Dr Lachie Hayes (Haematologist)
  • GEN Y - Associate Director, (30 Year old) Learning Organisation & Capability Miss Emily Buck (PSYCOLOGY)

  • 4:40 PM - 4:50 PM Closing Remarks by Chairman

    4:50 PM - 11:59 PM Networking Drinks