General Manager's Unit
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:
- 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.
- 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.
- 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.
- ensuring the organisation’s management practices and processes are innovative and ensure stability for future operation.
- ensuring quality financial management including:
- reports to the Board
- unqualified audit reports
- acceptable annual results
- authorised expenditure per approved delegations.
- 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.