2013 Annual Report


The Health Education and Training Institute (HETI) pursues excellence in health education and training and workforce capability to improve the health of patients and the working lives of NSW Health staff. As HETI only commenced on 2 April 2012 this now represents a chance to reflect on HETI’s first full year of operation.

During the year 1 July 2012 to 30 June 2013 many wonderful achievements were made. HETI’s function and structure were approved and transition of staff and programs from the Ministry of Health was made to HETI. During the year governance and finance reviews were carried out and new systems, metadata and online standards introduced. All of this happened while HETI continued to deliver on its Service Compact and produce resources and programs to benefit the work of Local Health District Networks (LHDNs).

In 2012-2013 HETI set up an operational model to work with LHDNs developing over 50 online learning resources to meet LHDN-identified priority education needs. In total HETI delivered 139 new and improved state-wide standardised resources (published and in development) covering clinical and non-clinical training needs, ensuring improved access, quality and state-wide workforce capability. The resources utilise various modes of delivery including e-learning, face-to-face, blended, simulation and master-classes.

HETI has worked in a number of partnerships with LHDNs, the Clinical Excellence Commission, the Agency for Clinical Innovation, Whole of Hospital, the Nursing and Midwifery Office, NSW Kids and Families, HealthShare NSW and the Ministry of Health. An important part of HETI’s work over the past year has been implementing the state-wide programs transitioned to HETI including Financial Management Education, People Management Skills and Clinical Coding Workforce Enhancement.

HETI’s role in developing leadership for the NSW Health system saw the production of a state-wide leadership framework and the piloting of the Clinicians and Executives Team Leadership Program (CETL) in five hospitals.

Through the development and implementation of programs HETI has enhanced the access and management of education and learning opportunities across the state, including in rural and remote areas.

HETI's major achievements during the period 1 July 2012 to 30 June 2013 include:

  • Implementing the District HETI operational model working in partnership with LHDNs to identify priority learning needs.
  • Establishing the Clinicians and Executives Team Leadership (CETL) Program, engaging hospital based teams of clinicians and managers working together in an innovative way.
  • The Leadership Framework, developed by HETI and shaped by the latest international evidence and a broad consultation process within the NSW Health system.
  • Valuable outputs developed by HETI collaborative partnerships, including:
    • Clinical Excellence Commission – National Standards, Sepsis, DETECT
    • Agency for Clinical Innovation – Dementia & Delirium and Rural ED online modules
    • The Ministry of Health and other pillars – Whole of Hospital online modules
    • Nursing and Midwifery Office  – Take the Lead online modules
    • NSW Kids and Families – online module
    • HealthShare NSW – assessing the roll out of a new state-wide Learning Management System.
  • The Financial Management Education Program (FMEP) which empowers cost centre managers to understand and communicate budgetary issues, improve budgetary control and identify projected cost savings leading to improved patient care.
  • The People Management Skills Program (PMSP), a blended learning program designed to strengthen the people management skills of supervisors, managers and leaders, which commenced implementation in May 2013 with managers drawn from operational managers, senior/technical managers and leaders across most LHDNs.
  • Initiatives supported by Health Workforce Australia (HWA) including Interdisciplinary Clinical Training Networks, the Clinical Supervision Support Program, Simulation Learning Environment and the Rural Generalist Mentoring Program.
  • The Clinical Coding Workforce Enhancement (CCWE) Program, a multidimensional initiative designed to address deficits identified in the clinical coding workforce. It has three core dimensions: upskill existing staff with a Certificate IV Health Administration; recruit additional new entrant trainees over two cohorts to complete a Certificate III Health Administration with the first intake in February 2013; and provide scholarships to support pathways into Health Information Management.
  • Introducing significant resources such as Superguides and master classes.
  • Preparing plans for external reviews such as the Medical Portfolio Programs Review.
  • Working in partnership with rural local health districts taking training to small health facilities across New South Wales. During 2012-13, the Sister Alison Bush AO Mobile Simulation Centre covered more than 10,000 kilometres delivering training to staff that often face difficulties in accessing professional education and training opportunities.
  • Introducing the Rural Generalist Training Program across NSW in rural towns where there are shortages of general practitioners with advanced procedural skills.
  • Managing scholarships across the state. More than 2,000 scholarship payments were managed with improved reporting capability to provide detailed consolidated reports to each LHDN Chief Executive.

HETI Corporate Governance Attestation Statement 2012-2013

HETI Financial Statements 2012-2013

HETI Audit Report 2013

HETI Special Purpose Service Entity Audit Report 2013