1 / 11

Agency Health and the State of the Service Report 2006–07

Agency Health and the State of the Service Report 2006–07. Overview. Monitoring the health of your organisation is just as important as monitoring the health of employees Broad overview of Agency Health publication

kele
Download Presentation

Agency Health and the State of the Service Report 2006–07

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Agency Health and the State of the Service Report 2006–07

  2. Overview • Monitoring the health of your organisation is just as important as monitoring the health of employees • Broad overview of Agency Health publication • Present data on a limited number of agency health indicators from this year’s State of the Service Report • How you can monitor the health of your agency

  3. Agency Health What is agency health? “The ability to deliver high quality and timely outcomes” Seven key areas: • Organisational direction • Leadership • Organisational capability • Corporate governance processes • Relationships and integrity • Organisational culture • Public service factors.

  4. Key areas of Agency Health • Organisational Direction • Leadership • Capability • Governance processes • Relationships and Integrity • Organisational Culture • Public Service Factors

  5. Agency Health Indicators • Organisational structure is not related to organisation direction and is hard to understand • A disconnect between senior and middle managers • Excessively high or low staff turnover • An absence of evaluation measures and a lack of staff and stakeholder surveys • High incidence of, or level of tolerance for, harassment and/or bullying

  6. Agency Health Indicators • Low levels of employee engagement • Poor work-life balance • A low commitment to collaboration internally or with other agencies • A failure to anticipate and respond to changes in government priorities • An ineffective approach to managing geographically dispersed offices

  7. Leadership Capability Per cent Source: Employee survey

  8. Relationships & Integrity • 84% of employees agreed that their organisation actively encourages ethical behaviour by all of its employees • 15% of employees indicated that they had been subjected to harassment or bullying in last 12 months • Job satisfaction • Four out of five employees were, on average, satisfied with the workplace attributes they see as important • Top three attributes (good working relationships, flexible working arrangements, salary) • High levels of service user satisfaction

  9. Unscheduled Absence

  10. Retention Top seven issues impacting on retention: • Work-life balance (74% satisfied) • Satisfaction with current job • Career and development opportunities (62% & 68% satisfied) • Working relationships • Quality of senior leaders • Remuneration (61% agreed) • Recognition (50% satisfied)

  11. Checking Your Agency’s Health • Mix of objective and subjective judgements • Consider the whole picture • Take account of the contextual environment • Assessments need to occur at a number of levels in the agency • Strategies to assist in monitoring corporate health • External review

More Related