Gen­er­al Man­ag­er – Barb Shaw

“As the Gen­er­al Man­ag­er of the organ­i­sa­tion what I achieve is also depen­dant on the work­force. I have wit­nessed the pas­sion, com­mit­ment and will­ing­ness demon­strat­ed by many Anyinginyi staff that is inspi­ra­tional and how they per­form to put the organ­i­sa­tion in good stead. I thank all of you for what you have con­tributed to mak­ing this organ­i­sa­tion what it is.” Barb Shaw 2018

The Gen­er­al Man­ag­er is respon­si­ble for:

Strate­gic Planning

• facil­i­tat­ing the strate­gic plan­ning process for the Board of Direc­tors as needed
• ensur­ing the Strate­gic Plan is effec­tive­ly imple­ment­ed and includ­ed in Busi­ness Plans and Job descrip­tions as appropriate
• ensur­ing the Board is pro­vid­ed with annu­al reports on per­for­mance in rela­tion to the Strate­gic Plan
• ensur­ing the Strate­gic Plan is a ​‘liv­ing doc­u­ment’ and avail­able to all staff.

Cul­ture

• ensur­ing the organ­i­sa­tion works in a cul­tur­al­ly respon­sive and appro­pri­ate manner
• work­ing to strength­en the cul­tur­al prac­tices of the organisation
• ensur­ing there are the means in place to enable qual­i­ty and effec­tive engage­ment with the community.

Gov­er­nance

• sup­port­ing the Board by ensur­ing they receive infor­ma­tive, accu­rate and rel­e­vant information
• main­tain­ing an action sheet on all actions agreed on by the Board.

HR and pub­lic relations

• imple­ment­ing strate­gies to increase and devel­op the Abo­rig­i­nal workforce
• ensur­ing Anyinginyi has a pos­i­tive rela­tion­ship with all sec­tions of the community.

Inno­va­tion

• ensur­ing the organisation’s man­age­ment prac­tices and process­es are inno­v­a­tive and ensure sta­bil­i­ty for future operation.

Finan­cial management

• ensur­ing qual­i­ty finan­cial man­age­ment including:
  • reports to the Board
  • unqual­i­fied audit reports
  • accept­able annu­al results
  • autho­rised expen­di­ture per approved delegations.

Man­age­ment

• the effec­tive man­age­ment of Sec­tion Man­agers includ­ing their reg­u­lar per­for­mance reviews.
• ensur­ing the cul­ture of the organ­i­sa­tion is in accor­dance with ​“Our Guid­ing Prin­ci­ples” in the Strate­gic Plan.

Cul­tur­al Imple­men­ta­tion Facil­i­ta­tor – (LT) Lin­da Turn­er (Female Officer)

Cul­ture is very impor­tant to Anyinginyi and its clients. In order to deliv­er cul­tur­al­ly respon­sive ser­vices to our com­mu­ni­ty, Anyinginyi ensures that staff and work prac­tices take into account Wumpara­rni cul­tur­al practices.

To ensure Anyinginyi is deliv­er­ing cul­tur­al­ly respon­sive services:

• The Male and Female Cul­tur­al Imple­men­ta­tion Facil­i­ta­tors (CIFs) facil­i­tate a month­ly Cul­tur­al Respon­sive Pro­gram (Cul­tur­al Aware­ness Train­ing) to all Anyinginyi staff.
• The CIFs act as Sec­re­tari­at to the Cul­tur­al Com­pe­ten­cy Group (CCG). Mem­ber­ship to the group is drawn from Abo­rig­i­nal staff from the dif­fer­ent sec­tions of Anyinginyi. Their role is to advise on cul­tur­al issues with­in the work­place, review and endorse pub­li­ca­tions and oth­er resources which they sub­mit to the Board of Direc­tors for approval. CCG meet­ings are held month­ly. The CCG is made up of eight staff mem­bers plus a male and a female Board Mem­ber. The CIFs act as the Sec­re­tari­at by prepar­ing meet­ing agen­das, tak­ing min­utes at the month­ly meet­ings, under­tak­ing actions direct­ed by the Board of Direc­tors and keep­ing all mem­bers informed of any issues that arise.
• CIFs work close­ly with the Human Resources Man­ag­er in iden­ti­fy­ing and assist­ing with recruit­ment and sup­port­ing local peo­ple into var­i­ous posi­tions with­in Anyinginyi. 
• The Cul­tur­al Imple­men­ta­tion Facil­i­ta­tors sit with­in the Gen­er­al Man­agers Unit and con­tribute to the lead­er­ship Group to sup­port Sec­tion Man­agers with staff and ser­vice deliv­ery issues. 
• The Male Cul­tur­al Imple­men­ta­tion Facil­i­ta­tor organ­ised meet­ings with the Men’s Advi­so­ry Group to devel­op pro­to­cols that assist­ed with the estab­lish­ment of the Maaka­ja­ja Yawa­nari-kari Men’s Clinic.
• We give pre­sen­ta­tions pro­mot­ing the Anyinginyi Cul­tur­al Frame­work to oth­er Abo­rig­i­nal Med­ical Ser­vices and the wider com­mu­ni­ty at con­fer­ences and forums. 
• We worked close­ly with the Roy­al Com­mis­sion into the Deten­tion of Youth and Child Protection
• We advo­cat­ed for FASD pro­grams in our community.
• We con­duct com­mu­ni­ty vis­its to Elliott, Alek­erenge, Wogyala and Corel­la Creek.

Pol­i­cy, Research, Gov­er­nance and Spe­cial Projects Offi­cer – Heather Burton

This role ensures high-lev­el coor­di­na­tion and sup­port to the Board and Gen­er­al Man­ag­er to meet cor­po­ra­tion good gov­er­nance and man­age­ment account­abil­i­ties, pol­i­cy and research integrity. 

This posi­tion is respon­si­ble for iden­ti­fy­ing issues impact­ing on Abo­rig­i­nal Health and work­ing with the Board and Gen­er­al Man­ag­er to devel­op solu­tions. They pro­vide pol­i­cy advice through sub­mis­sions and rel­e­vant doc­u­men­ta­tion to both gov­ern­ments and key stakeholders. 

Their goal is to strength­en Anyinginyi Health Abo­rig­i­nal Corporation’s capa­bil­i­ty to more effec­tive­ly devel­op and for­mu­late pol­i­cy themes, research devel­op­ment and good gov­er­nance prac­tices. This role must apply the Anyinginyi Cul­tur­al Frame­work and adhere to com­mu­ni­ty-spe­cif­ic pro­to­cols in all aspects of devel­op­ment, for­mu­la­tion and design work.