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Learning and Development

NSW Health offers a range of learning opportunities to support the continuing professional development of their staff.

Opportunities

It is important that NSW Health staff feel supported to undertake continuing professional development. Staff should be informed of any relevant training they could complete to enhance the performance of their duties and /or to strengthen their career pathway.

Learning and development opportunities at NSW Health are made available through:

  • HETI My Health Learning website is the statewide NSW Health Learning Management System. This is open to all NSW Health staff and offers access to all training programs, including a range of mandatory training requirements.
  • The Ministry of Health's Learning and Development Calendar also includes a timetable of courses that NSW Health staff can access


There are also a variety of staff training programs on offer:


Mentoring

Although there is no formal mechanism in place for mentoring in NSW Health, the workplace is supportive of the beneficial impact that a productive mentoring relationship can provide to both employees and mentors.

Employees should be encouraged to at least think about having a mentor who can provide them with professional and also personal advice to support their career growth and progression. For Aboriginal apprentices and trainees in NSW, a cultural mentor can provide career advice and support within a cultural context.


Performance management

New staff need to be made aware of NSW Health's system of performance management for all staff which includes annual completion of a performance agreement and development plan.

Performance management has generally negative connotations for most people so it is important that new staff are informed that performance management is not a judgement process. It is a process that all staff undertake and a means by which managers can ensure their staff are meeting their role responsibilities and that any identified gaps in ability, skills or knowledge can be filled through learning and development.

It may be beneficial to refer new staff to the NSW Public Sector Performance Development Framework for an outline of the NSW public sector approach to managing all aspects of employee performance.

BulbPerformance management
  • Make staff aware that performance management is an opportunity for them to identify their strengths and any areas that may require further attention so that they can continuously improve their work performance.