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Recognising and building expertise

We recognise and make good use of the high levels of education and skills of our staff, both of which are critical to performing effectively.

Charles Hudson at the Australian National University’s Employer Visits program

Staff qualifications

We value the professional capability of staff. At the end of June 2019, a high percentage of staff (76%) had tertiary qualifications and 43% had a postgraduate qualification, which includes graduate diplomas, masters and doctorates.

External study

A study assistance scheme is available to reimburse employees for approved courses of study for a recognised qualification relevant to their work. Nineteen staff received assistance for formal study. Areas of study included rehabilitation case management, social sciences, economics, statistics, public health, nutrition and dietetics, clinical psychology and business administration.

Corporate learning and development program

We continue to invest in the learning and development of all our staff, including formal induction programs for new employees.

Our program of in-house training sessions complements on-the-job training and helps ensure that staff develop and maintain specialised knowledge and skills. We provided 169 in-house courses in 2018–19 (compared with 75 in 2017–18) as part of our corporate learning and development program. These courses were attended by 2,411 staff with many staff attending more than 1 course (compared with 1,073 in 2017–18). Our learning and development program continued to focus on learning activities related to our work, including technical training, written communication, report writing, statistical and data analysis, project management, leadership and WHS. In addition, we made a significant investment in the continued development of our middle- and senior-level managers with the EL 1 and EL 2 Leadership Programs. More than 120 staff have completed the programs.

AIHW Board member Simone Ryan speaking to staff as part of Mental Health Week

The AIHW also provided mandatory e-learning for all staff to complete, which covers content related to legislation or Australian Government guidelines, such as fraud awareness, privacy awareness, respectful workplaces, cultural awareness and WHS. Completion rates range from 70%–80% across the suite of modules.

Staff were also provided with regular opportunities to attend other training courses, conferences and seminars relevant to their roles.

SAMAC conversations

The Statistical and Analytical Methods Advisory Committee (SAMAC) holds regular ‘conversations’ which aim to provide a forum for staff to:

  • access relevant expertise
  • discuss emerging practices and their implications share innovative and potentially reusable practices
  • broaden their knowledge of our work
  • hone their skills in strategic conversation
  • develop habits of constructively giving and receiving feedback on analytical issues.

Four conversations were held in 2018–19 at which the topics discussed included:

  • machine-learning proof-of-concept project and beyond
  • assessing re-identification risk
  • enabling advanced spatial health research through industry academic partnership
  • the Holly Index—a new set of people-centred spatial data resources and exploration tools.

Staff exchanges

In April 2018, we entered into a new MoU with CIHI for a further 5 years. Both organisations seek to provide for the reciprocal exchange of specialised knowledge about business practices and processes, the sharing of initiatives and the transfer of expertise, primarily through a 12-month exchange of employees.

The AIHW welcomed 2 CIHI employees on secondment to the AIHW and supported 1 AIHW staff member to undertake a secondment to CIHI's office in British Columbia, Canada.

We also supported a staff member to undertake a 6-month secondment with the OECD, located in the OECD’s headquarters in Paris, France.