5.3 Staff training and professional 5.3.1 Annual training program which enables all General Manager Annually development opportunities are staff (including care staff) access to training delivered as a priority (with budget allocation to support) 5.3.2 For compulsory, knowledge based training, General Manager Ongoing consider online access with tests/quizzes (able to be accessed away from office) 5.3.3 Training focus on standardised care General Manager Ongoing procedures/quality 5.3.4 Staff training/professional development are General Manager Ongoing delivered and increase confidence, skills and consistency in service delivery 5.4 CCT is an employer of choice. The 5.4.1 Investigate ways to bring together support General Manager Quarterly culture of CCT promotes excellence staff to increase awareness, communication, through communication, mentoring sharing of knowledge and best practice and support 5.4.2 Regular, consistent and clear communication General Manager Ongoing with staff about practice changes, wins, input by staff into innovation culture 5.4.3 Maintain staff surveys and provide feedback General Manager Annually and improvements as necessary 5.4.4 Relevant updated policies are communicated General Manager Ongoing to especially when changes are made to polices 5.5 Innovation culture is developed 5.5.1 Senior staff and board undertake appropriate Board/General Manager/Senior Staff Annually Risk appetite established and sound training and professional development risk governance in place. 5.5.2 Policies and procedures are reviewed to Board, and General Manager Ongoing encourage innovation at all levels of CCT 5.5.3 Key determined by Board. and General Manager Annually Determination of likelihood and consequence maintain register and mitigation procedures – - Resource appropriately 5.5.4 Risk appetite determined, with clear examples and General Manager Annually particularly taking into account the strong – focus on innovation
5.3 Staff training and professional development opportunities are delivered as a priority 5.3.1 Annual training program which enables all staff (including care staff) access to training (with budget allocation to support) General Manager Annually 5.3.2 For compulsory, knowledge based training, consider online access with tests/quizzes (able to be accessed away from office) General Manager Ongoing 5.3.3 Training focus on standardised care procedures/quality General Manager Ongoing 5.3.4 Staff training/professional development are delivered and increase confidence, skills and consistency in service delivery General Manager Ongoing 5.4 CCT is an employer of choice. The culture of CCT promotes excellence through communication, mentoring and support 5.4.1 Investigate ways to bring together support staff to increase awareness, communication, sharing of knowledge and best practice General Manager Quarterly 5.4.2 Regular, consistent and clear communication with staff about practice changes, wins, input by staff into innovation culture General Manager Ongoing 5.4.3 Maintain staff surveys and provide feedback and improvements as necessary General Manager Annually 5.4.4 Relevant updated policies are communicated to especially when changes are made to polices General Manager Ongoing 5.5 Innovation culture is developed Risk appetite established and sound risk governance in place. 5.5.1 Senior staff and board undertake appropriate training and professional development Board/General Manager/Senior Staff Annually 5.5.2 Policies and procedures are reviewed to encourage innovation at all levels of CCT Board, and General Manager Ongoing 5.5.3 Key determined by Board. Determination of likelihood and consequence – maintain register and mitigation procedures - Resource appropriately and General Manager Annually 5.5.4 Risk appetite determined, with clear examples – particularly taking into account the strong focus on innovation and General Manager Annually