OUR TEAM

In 2016–17, the NHFB was classified as a micro agency, with 191 staff supporting the Administrator. To facilitate the core activities of the organisation, the NHFB is split into three units:

The NHFB Executive team is made up of the Chief Executive Officer (CEO), and the Director of each unit.

Left to right: Svetlana Angelkoska, Val Price–Beck, Lynton Norris, Karin van Leeuwen. Not pictured: Peta Hunt (Executive Assistant).

Left to right: Svetlana Angelkoska, Val Price–Beck, Lynton Norris, Karin van Leeuwen. Not pictured: Peta Hunt (Executive Assistant).

1 Represents headcount of staff not including members on long–term leave.

Photo of THE ADMINISTRATOR, PETER ACHTERSTRAAT AM

THE ADMINISTRATOR

PETER ACHTERSTRAAT AM

The Administrator is an independent statutory office holder, appointed to the position under legislation of the Commonwealth and each state and territory. The Administrator’s functions are set out in the Agreement and the Act (see page 10). The current Administrator is Mr Peter Achterstraat AM, who was appointed on 23 February 2016.

Peter is the former Auditor General of NSW and a former Deputy Commissioner of Taxation with more than 30 years’ experience in finance and governance. Peter is the President of the Australian Institute of Company Directors (NSW Div.). In 2005, he was inducted into the Australian National University College of Business and Economics Alumni Hall of Fame.

Peter is a Fellow of the Institute of Chartered Accountants in Australia, a Fellow of CPA Australia, and a Fellow of Governance Institute of Australia. Peter is an Adjunct Professor at the University of Sydney’s Graduate School of Government and was awarded an Order of Australia in 2014 for his Financial Management and Governance roles.

Further details of the Administrator’s functions can be found in the Administrator’s Annual Report 2016–17.4


4publichospitalfunding.gov.au/publications/annual-reports

Photo of CHIEF EXECUTIVE OFFICER, LYNTON NORRIS

CHIEF EXECUTIVE OFFICER

LYNTON NORRIS

Lynton Norris is the Chief Executive of the NHFB. In this role he supports the Administrator to fulfil his functions, and is responsible for effective delivery of the outputs of the NHFB.

Prior to his appointment as the NHFB CEO, Lynton was a senior executive in the Victorian State Government. He has more than 20 years’ experience in government and the private sector.

Lynton has significant experience in public sector finance and policy development and implementation, and is a recognised leader in hospital and health funding, payment and reporting arrangements.

Lynton holds degrees in International Trade and Accounting, is a Fellow of CPA Australia, and a graduate member of the Australian Institute of Company Directors.

Left to right: Paul Tyrrell, Rachel Ren, Karin van Leeuwen, Gitanjali Kaura.

Left to right: Paul Tyrrell, Rachel Ren, Karin van Leeuwen, Gitanjali Kaura.

THE FINANCE AND REPORTING UNIT

The unit provides support and financial services to the Administrator and the Funding Pool to ensure transparency and efficiency of public hospital funding. This includes managing the Payments System, and preparing State Pool Accounts Special Purpose Financial Statements for eight jurisdictions.

The unit prepares and publishes the Administrator’s monthly reports which record the Commonwealth and state and territory public hospital funding, and payments for the month and year to date:

  • one national monthly report (12 annually)
  • eight state and territory monthly reports (96 annually)
  • approximately 140 local hospital network monthly reports (1,680 annually).

These reports are available from:
publichospitalfunding.gov.au.

Other responsibilities include strategic budget and financial management of the departmental appropriation for the NHFB, and the preparation of NHFB financial statements under the PGPA Act.

CHIEF FINANCE OFFICER

KARIN VAN LEEUWEN

Karin joined the NHFB in November 2015 and has more than 25 years’ experience in accounting for both government and the private sector. Karin has a Bachelor degree in Accounting, a Master’s degree in Business Administration and is a Certified Practising Accountant.

Left to right: Vincent Lorimer, Cath Maurer, Val Price–Beck, Joanne Rosewarne, Bek Hyland.

Left to right: Vincent Lorimer, Cath Maurer, Val Price–Beck, Joanne Rosewarne, Bek Hyland.

THE INTEGRITY, ASSURANCE AND RESOURCING UNIT

The unit provides business support services to the NHFB including human resources, internal audit, organisational compliance, governance, business continuity, internal control and assurance, risk management, fraud control, security, facilities management, and records management.

To support the Administrator, the unit conducts assurance reviews on the integrity of advice provided to the Commonwealth Treasurer by the Administrator on the Commonwealth national health reform funding for public hospital services.

The unit also provides secretariat support to the NHFB Audit Committee and other committees including: Risk Compliance and Business Continuity Committee, Workplace Consultative Committee, and Information Governance Committee.

DIRECTOR

VAL PRICE–BECK

Val oversaw the establishment of the NHFB as a Commonwealth agency and the implementation of the PGPA Act and associated Rules into the NHFB. Val has more than 20 years’ senior executive public service experience in corporate services and related functions.

Left to right: Suchith Gunatillake, Michael Lysaght, Georgia James, Megan Street, Svetlana Angelkoska, Jeremy Rhind. Not pictured: Sheila Holcombe, Jerome Boland.

Left to right: Suchith Gunatillake, Michael Lysaght, Georgia James, Megan Street, Svetlana Angelkoska, Jeremy Rhind. Not pictured: Sheila Holcombe, Jerome Boland.

THE DATA MODELLING, ANALYSIS AND POLICY UNIT

The unit provides strategic policy advice to the NHFB and Administrator. Responsibilities include researching, developing and reviewing current and proposed policy decisions, and associated funding implications.

The unit’s financial models enable the Administrator to calculate the Commonwealth national health reform funding to local hospital networks. The unit also develops programs and models to determine services eligible for Commonwealth funding, and collects and processes the data required to support this modelling.

Other responsibilities include the annual update of the Administrator’s rolling Three Year Data Plan, and determining the Administrator’s minimum data requirements from the Commonwealth, states and territories.

The unit prepares parliamentary reporting material, including the Annual Reports of the Administrator and the NHFB, and provides briefing and secretariat support to the Administrator’s and NHFB’s jurisdictional committees.

DIRECTOR

SVETLANA ANGELKOSKA

Svetlana has extensive experience in analysing, modelling and reporting hospital and health data, including the development of the growth calculation models that enable the Administrator to accurately calculate the Commonwealth funding contribution. Svetlana holds a Bachelor of Science and a Graduate Certificate of Actuarial Techniques.

MANAGEMENT OF HUMAN RESOURCES

The NHFB supports and develops individuals in an environment that allows them to work to their full potential, innovate and encourage leadership.

The NHFB enjoyed pleasing results in the 2017 Australian Public Service Commission (APSC) Employee Census. The NHFB had a 94 per cent response rate, the third highest response rate across the Australian Public Service (APS) and well above the APSC’s target participation rate of 65 per cent.

The Employee Census results indicate the NHFB is an organisation which enjoys a collegiate, honest and respectful workforce with a strong and happy team culture focused on outcome delivery. Results from the Employee Census for the NHFB show:

100 PER CENT OF PARTICIPANTS STATED…

  • they are proud to work at the NHFB
  • they consider their Senior Executive Service (SES) manager is of a high quality
  • they enjoy the work in their current job
  • they have a good immediate supervisor
  • their supervisor acts in accordance with the APS Values in their everyday work
  • their senior leaders act in accordance with the APS Values.

93 PER CENT OF PARTICIPANTS…

  • would ‘go the extra mile’ for their job when required
  • said in the last 12 months they regularly or irregularly received performance feedback
  • stated they felt a strong personal attachment to the NHFB
  • are satisfied with their work–life balance
  • feel they are valued for their contribution.

In addition, 77 per cent of participants strongly agree the SES set a clear strategic direction for the agency. The rate for the APS was 11 per cent.

EMPLOYEE PROFILE

The NHFB is a small, dynamic agency that is highly educated and culturally diverse. Our employees come from a range of countries, backgrounds and professional experiences.

The total number of staff employed in the NHFB in 2016–17 increased from 2015–16 year with 17 to 21 employees (19.76 full time equivalent) at the end of June 2017. Of these 21 employees, two people were on long–term leave.

All employees are based in a central Canberra office.

TABLE 4: HEADCOUNT BY EMPLOYMENT STATUS

Employment Status
Headcount

Non–ongoing

5

Ongoing

16

TOTAL*

21

*Includes the CEO and two staff on long–term leave.

TABLE 5: HEADCOUNT BY GENDER AND EMPLOYMENT STATUS*

Female
Male
Total
Ongoing
Non–ongoing
Female Total
Ongoing
Non–ongoing
Male Total

Office of the CEO

1

1

1

1

2

Data Modelling and Analysis

2

2

4

3

3

7

Finance and Reporting

3

3

2

1

3

6

Integrity Assurance and Resourcing

4

1

5

1

1

6

Total

10

3

13

6

2

8

21

*Includes two staff on long–term leave.

TABLE 6: SENIOR EXECUTIVE — HOLDERS OF PUBLIC OFFICE

Senior Executive
Male
Total

Holder of Public Office — Office of the CEO

1

1

FIGURE 3: HEADCOUNT BY CLASSIFICATION

FIGURE 3: HEADCOUNT BY CLASSIFICATION

*the CEO is a Holder of Public Office (HOPO)

WORKFORCE PLANNING, EMPLOYEE RETENTION AND TURNOVER

The three year Workforce Capability Framework was fully developed, and partially implemented, in 2016–17. Workforce planning helps the NHFB to proactively identify and anticipate change, identify the important issues driving change, and enables appropriate strategic and operational responses.

The average length of service for NHFB employees is approximately 2.03 years. One–third of staff have been employed with the NHFB for more than three years.

The employee turnover rate for 2016–17 was 14 per cent (down from 24 per cent in 2014–15). The decrease in employee turnover coincides with a new Heads of Agreement and Addendum being signed, confirming the NHFB’s future to 2020.

WORKFORCE DIVERSITY

The NHFB has a
Workplace Diversity Plan 2014–16, and is committed to recruitment and retention of a diverse workforce. This is evidenced by the NHFB’s culturally diverse workforce:

  • 5 per cent of the workforce identifies as being Indigenous
  • 38 per cent of the workforce identifies as being from non–English speaking backgrounds and/or born outside of Australia
  • age profile spans between 26–62 years
  • gender demographic is 62 per cent female and 38 per cent male.

REMUNERATION FRAMEWORK

The only SES level appointment at the NHFB is the CEO, appointed as a Holder of Public Office. The employment conditions and remuneration for the CEO are set by the Commonwealth Remuneration Tribunal.

On 7 September 2016, NHFB employees voted for their first Enterprise Agreement with the
National Health Funding Body Enterprise Agreement 2016–2019 taking effect on 26 October 2016. Salary ranges for the 20 non–SES employees are in Table 7. Three non–SES employees were covered by both an Individual Flexibility Arrangement and the Enterprise Agreement.

TABLE 7: SALARY RANGE BY CLASSIFICATION

Classification
Salary Range $

EL2

116,382–137,790

EL1

97,546–111,253

APS6

79,379–89,551

APS5

70,908–76,685

APS4

66,156–69,901

No performance pay provisions were paid to NHFB employees in the 2016–17 financial year.

PERFORMANCE MANAGEMENT

The NHFB annual performance appraisal scheme directly links regular reviews of individual performance with incremental increases in salary. The scheme provides a structured way for an employee and their manager to review past performance, and develop a future work program in line with the NHFB strategic objectives. The focus of the scheme is on development and support and, where necessary, performance management.

TRAINING AND DEVELOPMENT

The NHFB actively provides learning and development opportunities for employees to support its functions. The focus for 2016–17 was developing the core capabilities of employees to enhance their professional capability.

Employees supplemented already acquired skills and knowledge through conference attendance, attendance at relevant forums, and participation in professional development for their role.

In 2016–17, employees received training for:

  • fraud control
  • records management
  • internal audit
  • risk management
  • business continuity
  • Protective Security Policy Framework
  • leadership development
  • tailored orientation and induction program for new employees.

Employees are eligible to apply for the NHFB’s Study Assistance Scheme, which offers financial assistance, time off for study purposes or a combination of both.

TABLE 8: NHFB EMPLOYEE QUALIFICATIONS

Section
NHFB

Professional Industry Qualification (e.g. GAICD/CPA)

8

Post Graduate Qualification

8

Undergraduate Qualification

10

TOTAL*

26

*Note, employees may have more than one qualification.

PRODUCTIVITY GAINS

The NHFB worked towards achieving a range of productivity initiatives throughout the year. This included negotiation of a revised payroll pricing structure, which has resulted in significant cost savings for our payroll services.

Through innovative development of people, structures and processes, the NHFB was able to deliver results that will improve collective and individual productivity.

WORK HEALTH AND SAFETY

The NHFB is committed to safeguarding the health and safety of its employees, workers and visitors by providing and maintaining a safe working environment. The NHFB aims to eliminate all preventable work related injuries and illnesses through systematic management. Additionally, the NHFB is committed to supporting and promoting the holistic wellbeing of its employees.

The NHFB provides an ongoing commitment to maintain a safe and healthy workplace, and to meet its obligations under the
Work Health and Safety Act 2011 and the
Safety, Rehabilitation and Compensation Act 1988. In 2016–17, no directions or notices were issued under the
Work Health and Safety Act 2011.

The NHFB has a rehabilitation management system as required under Comcare’s
Guidelines for Rehabilitation Authorities 2012. These Guidelines provide a framework for the NHFB’s health and safety management arrangements.

All new employees are required to complete Work Health and Safety training as part of their induction. The training assists the NHFB to meet its obligations, and create a safety–aware workplace.

First Aid Officers and First Aid Kits are located on–site to ensure assistance is available when needed. Workplace Health and Safety training was arranged for all new health and safety representatives, and refresher training organised as required for ongoing representatives.

The NHFB promotes health and wellbeing awareness among employees by supporting an annual program focused on health and lifestyle, which is developed in consultation with employees, primarily through the Workplace Consultative Committee.

In 2016–17, NHFB employees had access to:

  • workplace assessments
  • workstation adjustment training
  • adjustment equipment
  • influenza vaccinations
  • a stress management forum
  • rest–break guidance
  • an Employee Assistance Provider awareness forum
  • use of taxis after hours to provide safe transport to and from work
  • blood donation leave
  • eye sight testing
  • family care assistance
  • financial assistance to access financial advice for staff 54 years and older
  • leave for Australian Defence Force reserve and continuous full–time service.

Flexible working locations and

home–based work, including access to the internet, laptop computers, tablets and mobile phones, were available to staff.

The NHFB continues to take a proactive approach to supporting employees. This is evidenced by the Respect Charter developed by the staff of the NHFB.

HEALTH AND SAFETY OUTCOMES

In 2016–17, the NHFB had no reportable incidents or serious personal injury incidents, and no notices or directions under the
Work Health and Safety Act 2011.

DISABILITY REPORTING

In 2016–17 the NHFB did not have any employees who identified themselves as having a disability.

The
National Disability Strategy 2010–2020 sets out a ten–year national policy framework to improve the lives of people with disability, promote participation, and create a more inclusive society.

Information and reporting on the National Disability Strategy is available at
dss.gov.au/our-responsibilities/disability-and-carers/publications-articles/policy-research/national-disability–strategy-2010-2020