Provided ergonomic assessments for employees. Engaged the services of an Employee Assistance Program. Continued Occupational Safety and Health Committee meetings and established of reference. Reviewed and developed the of policies. Continued with the annual influenza vaccination program. Supported employees to undertake Fire Warden training. Continued to apply the Incident Report form and Hazard checklist. The table below represents our annual performance in relation to the specified targets. Indicator 2013-14 Actual 2014-15 Actual 2015-16 Target Comment Number of fatalities 0 0 0 Target achieved Lost time injury/disease (LTI/D) incidence rate 0.52% 9.52% 0 Target achieved Lost time injury severity rate 0 0 0 Target achieved Percentage of injured workers returned to work within 13 weeks 100% 100% Greater than or equal to 80% Target exceeded Percentage of injured workers returned to work within 26 weeks 100% 100% Greater than or equal to 80% Target exceeded Percentage of managers and supervisors trained in occupational safety, health and injury management responsibilities 75% 75% Greater than or to 80% Target achieved
Risk management The Office commenced a review of the Risk Management Policy and Plan in the previous financial year. The draft policy and plan detail controls that have been identified for significant risks and any action required is assigned to a relevant member of management. It is expected that the policy and plan will be ratified by the Corporate Executive in the 2016-17 reporting year. Substantive equality Substantive equality seeks to eliminate systemic forms of discrimination in the delivery of public sector services and to promote awareness of different needs of client groups. In accordance with the Opportunity Act 1984 and the Public Sector Commissioner’s Circular 2015/01: Substantive Equality (Implementation of the Policy Framework (Addressing systemic discrimination in service delivery), the Health and Disability Services Complaints Office aims to make our services accessible to all people living in Western Australia and recognise that making a complaint can be particularly difficult for some people, due to cultural, linguistic and geographical challenges. In an effort to achieve this, the Office: Enabled people to make enquiries to our Office through different mediums, such as over the phone, in writing (letter or email) or in person by appointment. Continued with an ongoing commitment to the Consumer and Carer Reference Group, including Culturally and Linguistically Diverse (CaLD) advocates from the Ethnic and Disability Advocacy Centre, to ensure we are responsive to the needs of the wider CaLD community. Finalised a multi-language “Voice up” video resource, created with volunteer community members from Christmas Island, and distributed to migrant and community resource centres throughout regional and remote Western Australia. Translated advertisements to feature in ‘The Islander’ a Christmas Island community newsletter, to make community members aware of the “Voice up” video. Promoted our TTY and country toll free number in our publications and on our website. Provided access to our publications in different formats and languages. Recognised that of our governing legislation can be difficult to comply with: for example the requirement that people must attempt to resolve their complaint with the service provider before contacting us. We therefore exercise discretion about when this requirement should be enforced. Workforce and diversity plan The HaDSCO Workforce and Diversity Plan 2013-16 provides a strong workforce planning framework to support the achievement of the goals in the strategy.