Policy Directive

Department of Health, NSW

73 Miller Street North Sydney NSW 2060
Locked Mail Bag 961 North Sydney NSW 2059
Telephone (02) 9391 9000 Fax (02) 9391 9101
http://www.health.nsw.gov.au/policies/

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Orientation Policy for NSW Health

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Document Number PD2005_187
Publication date 27-Jan-2005
Functional Sub group Personnel/Workforce - Recruitment and selection
Personnel/Workforce - Security
Summary Specifies that organisations are to have an orientation program to provide
new employees with an understanding of how the Health Service
contributes to the local community and the importance of individual job
performance.
Author Branch Employee Relations
Branch contact 9391 9357
Applies to Area Health Services/Chief Executive Governed Statutory Health
Corporation, Board Governed Statutory Health Corporations, Affiliated
Health Organisations, Divisions of General Practice, NSW Ambulance
Service, NSW Dept of Health, Public Health Units
Distributed to Public Health System, Divisions of General Practice, NSW Ambulance
Service, NSW Department of Health, Public Health Units
Review date 27-Jan-2010
File No. 99/6967
Previous reference 2000/91
Issue date 06-Dec-2000
Status Active

Director-General
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Compliance with this policy directive is mandatory.
CIRCULAR

File No 99/6967
Circular No 2000/91

Issued 6 December 2000

Ms A Stranger (02) 9391 9649
Contact
HR Policy and Programs

Orientation Policy for NSW Health

This Circular applies to all employees of Health Services, statutory health corporations and
affiliated health organisations, as listed in Schedules 1, 2 & 3 of the Health services Act 1997
(including Health Services, Corrections Health Service, and the Children’s Hospital at Westmead),
the NSW Ambulance Service and the Department of Health. Health Services must develop or
review their existing Orientation policies and procedures to ensure that they are consistent with this
circular. The Minimum Standards are mandatory requirements.

Orientation is an essential and important part of the recruitment process and creates a framework
for new employees to become effective members of the organisation.

The orientation program should provide new employees with an understanding of how the Health
Service contributes to the local community, and the importance of individual job performance to the
success of the organisation. Orientation assists with the acceptance and integration of new
employees into the workplace and may impact on their sense of job satisfaction. This in turn
contributes to the Health Service being seen as an ‘employer of choice’.

Enquiries in relation to this Circular should be directed to Health Service Human Resource staff.
Only Human Resource staff from the Health Service should contact the Department directly.

Michael Reid
Director-General

Distributed in accordance with circular list(s):

A B C D E 73 Miller Street North Sydney NSW 2060

F G H I J Locked Mail Bag 961 North Sydney NSW 2059
K L M N P Q Telephone (02) 9391 9000 Facsimile (02) 9391 9101
Table of Content

• About this document 3

The NSW Health Context

Responsibility
Version
Updates and feedback
Related Policies
Additional references/resources

• Definitions 4

• Policy Framework 5

• Principles 5

• Minimum Standards 6

• Re-orientation 7

Orientation Policy for NSW Health

Issued November 2000 Page 2 of 7
About this Document

The NSW Health The NSW Health Strategic Directions for Health 2000 –
context: 2005 identifies the need to Implement an effective
orientation program for all people working in NSW Health
which incorporates active discussion of Strategic Directions
for Health.

An effective orientation program is one that welcomes the

employee into the organisation, clearly articulates the goals
and directions for NSW Health and the Health Service,
defines the role and professional expectations of the
employee, and establishes support and communication
strategies that foster loyalty, commitment and job
satisfaction.
Responsibility:
The Employee Relations Division, NSW Department of
Health, prepared this document in consultation with Health
Services and unions.
Authority:
It is a condition of subsidy under the Accounts and Audit
Directive that Circulars are complied with by Health
Services.
Version:
Version 1. November 2000
Updates and
feedback: Feedback is welcome, and should be addressed to the
Director, Employee Relations, and NSW Department of
Health.
Related Policies:
A Framework for Recruitment and Selection in NSW Health
(Circular TBA )
Additional references/
Premier’s Department, Personnel Handbook, 2000
Resources: Australian Human Resource Institute www.ahri.com.au
Society for Human Resource Management www.shrm.org

Orientation Policy for NSW Health

Issued November 2000 Page 3 of 7
Definitions

For the purpose of this policy the following definitions apply:

NSW Health: ‘NSW Health’ refers collectively to the Department of Health, public
health organisations as defined under section 7 of the Health Services
Act 1997 (including Health Services, Corrections Health Service, The
Children’s Hospital at Westmead), and the NSW Ambulance Service.

Health Service: Health Service’ refers individually to the Department of Health, public
health organisations as defined under section 7 of the Health Services
Act 1997 (including Health Services, Corrections Health Service, and
The Children’s Hospital at Westmead), and the NSW Ambulance
Service.

Employee: Employee refers to any person working or contracted to work in any

capacity in a Health Service.

Orientation: Orientation is defined as the formal program of familiarising new

employees to the organisation, their job, work unit, and their work
environment. The program commences on day 1 for each new
employee, and should include a formal orientation session as well as
other planned strategies to familiarise the employee with his/her job
and with the total organisation.

Unions: Unions are organisations representing employees registered under the

provisions of the NSW Industrial Relations Act 1996. They represent
the industrial interests of employees and, when required, in the NSW
Industrial Relations Commission. Under the Act all employees have the
freedom to belong and to participate in a union.

Orientation Policy for NSW Health

Issued November 2000 Page 4 of 7
Policy Framework

Introduction

NSW Health’s principal planning document, Strategic Directions for Health 2000 – 2005, identifies
the need to:

“Implement an effective orientation program for all people working in NSW

Health.”

The entry of new employees into the workplace represents a unique opportunity for managers and
colleagues to initiate the development of professional and
constructive relationships, and model behaviour and attitudes which support the achievement of
the goals of Strategic Directions for Health and the Health Service.

Principles

Health Services orientation policies should be based on the following principles: -

Commitment:

• Orientation contributes to a workforce which understands, and is committed to health service

delivery, and actively contribute to the goals and direction outlined in ‘Strategic Directions for
Health’

• Orientation should be a significant and mandatory process for new employees demonstrating
to them a concern for their personal growth and development and commitment to quality health
care

• Orientation can be flexible in format and approach using a combination of on-the-job training,
formal course participation and/or flexible modes of delivery

• Managers are to ensure that practical, personal and professional support is provided throughout
the orientation process

Access and Equity:

• Health Services recognise that all employees, regardless of employment status, will benefit from
orientation and should be well informed members of the Health Service’s workforce

• Orientation is to be available to all new employees regardless of their status

• Employees should have access to information about their rights and responsibilities, including
legal rights and responsibilities, social responsibilities and ethics, employment conditions, and
career opportunities

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Issued November 2000 Page 5 of 7
• Information should be available about the role of the unions, by being given the opportunity to
meet with union representatives during the first days of their employment, preferably as part of
the organised orientation process.

Minimum Standards

A Health Service Orientation Policy provides a context for the creation of a structured process that
serves to assist all new employees to: -

• Gain an understanding of the organisational values, goals and ethics

• Understand how their role contributes to the achievement of organisational goals

• Gain sufficient knowledge and develop skills to work in a manner which promotes their own
health, safety and security at work, and those of their colleagues and the public. This must
include information in relation to infection control and needlestick injury

• Gain an understanding of child protection legislation and policies and the responsibilities
associated with notifying and reporting issues about child protection

• Be given guidance on ways to perform their job in an efficient and effective manner; and the
code of conduct and ethics, including the behaviours and standards expected of Health Service
employees

• Understand the principles of waste management and the local processes in place which are
designed to reduce waste
•
• Gain an understanding of the administrative procedures relating to the performance of their
work

• Develop an understanding of the legislative and industrial context in which they work

• Have an opportunity to participate in an information session and meet their relevant union
representatives.

The Orientation program should not be seen simply as a “one-off” event that happens in a training
room. While a general orientation session is an important part of the process, such events need
to be linked to a range of structured activities and support processes for new employees, which
may last several weeks or months. It would be unrealistic to expect to cover every essential and
important piece of information during a one-day orientation session.

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Issued November 2000 Page 6 of 7
A planned approach to an orientation program is essential. A checklist approach may be helpful
to ensure all essential and important aspects of the Health Service and work environment is
covered. Each component of the program may be delivered through various strategies including
face to face, written booklets,
class-room training sessions, on-the-job training, computer based training and information via the
Health Service Intranet.

Health Service orientation programs should include the following components:-

• A workplace induction process for the first day and week. This usually consists of essential
information regarding duties, employment conditions, staff contact details, policy’s relating to
the specific work environment including ownership of intellectual property, fire safety and
evacuation procedures and other emergency protocols

• An ongoing support system (eg mentoring, coaching or ‘buddy’ system), which is linked to the
organisation’s performance management system

• The use of the relevant Human Resource Management (HRM) system recording and reporting
features to identify details of employees and to record successful completion of a orientation
processes

• Appropriate level of aggression minimisation and management, Occupational Health and

Safety, quality improvement process, and cultural awareness education and training

• A structured and standardised means of communicating organisational goals, policies,

procedures and standards to employees, and in assisting their socialisation into organisational
values and culture

• Reference and resource materials, including checklists for employees and their supervisor to
ensure coverage of all important points about the organisation, and about the job

• Information on the Health Service Employee Assistance Program (EAP)

• An opportunity for union representatives to meet new employees who wish to participate
regarding membership and the role of the union

• An evaluation process to monitor the effectiveness of the orientation program.

Re-Orientation

Organisations are faced with ongoing change. It is important that a structured process for
communicating changes in strategic direction, plans, policies, legislation and processes to
employees is intentionally part of the Health Service communication strategy.

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