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Welcome to Issue 20!
 

  • What have we been doing?
  • Feature Story - Is my Enterprise Risk Management up to date?
  • MPG Team - Out and About 
  • Four reasons why the mental health of employees is such an important consideration in the workplace
  • Verification of Competency
  • Future Conference attendance
  • Further Conferences Scheduled
  • Our Specialist Services
  • Skills Manager
  • Our Local Buy registration contract details

What have we been doing?

We have been keeping busy with a variety of specialist projects for Councils throughout Australia, including but not limited to:

·         Risk Management Training – 1 Council

·         Financial Consultancy –  1 Council

·         QTC Modelling –  1 Council

·         Investigation –  2 Councils

·         Finance Assistance Grants Review –  1 Council

·         Delegation Register –  1 Council

·         Performance Appraisal System Review – 1 Council

·         Road Submission – 1 Council

·         Strategic Workforce Planning –  1 Council

·         Governance Compliance Review – 3 Councils

·         Corporate Governance Support –  1 Council

·         General Rates Review –  3 Councils;  4 projects

·         Corporate Plan Development –  2 Councils

·         Change Management Principal Depot – 1 Council

·         Policy Review –  1 Council

·         Ethical Conduct Training –  2 Councils

Does your organisation need advice or assistance in any of these areas?

We can help.

MPG feel it is important to ensure good communication and networking continues to be a high priority, with both existing and new clients, to better serve needs of local governments and the issues that immediately affect you!

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Feature Story:
 
Is my Enterprise Risk Management up to date?
Risk is front of mind for many Council’s, particularly if it becomes an audit requirement.  Recently, quite a few Councils have been updating their approach to Enterprise Risk Management, including Risk Registers, Risk Management Plans, training, and in some cases, a complete review of their overall risk maturity.
Why does a Council need a risk management framework?
Managing risk is about reducing uncertainty.  Besides a legislative requirement to manage operational risks, it is necessary for Councils to consider the possibility of risks affecting the services it provides. Good risk management contributes to the achievement of Council’s goals and objectives.
Risk management must be integrated with Council’s operations. Decisions made by various stakeholders and Councillors need to consider potential risks and how to mitigate against them. 
At the very least, a good risk strategy should include a Risk Register.  A register of this type will include both corporate and operational risks facing Council.  If the Risk Register is reviewed regularly, it will certainly assist Council in being aware of its overall risk exposure and what strategies Council has in place to deal with them.
Work health and safety is about eliminating risk entirely.  On the other hand, Corporate risks management is about knowing the risks and the level of acceptance of that risk. 
Councils are now required to establish an Audit and Risk Committee.  As part of their charter, these committees generally include risk.  Having a strategy to deal with risk will go long way to achieving the role of this Committee.
Council’s External Auditor would also expect that Council maintains an up-to-date Risk Register.
Quite a few Councils also have in place a Risk Management Plan.  Such a plan helps document Council’s risk appetite and how it will manage ongoing risks, particularly for employees exercising their day to day duties.
Recently the Australian Standard AS/NZS ISO 31000:2018 Risk Management – Principles and guidelines was updated. It is internationally recognised and is considered best practice for compliance.  Various principles in the standard need to be applied for risk management to be effective.

Enterprise Risk Management – some examples of recent projects

We have had quite a few recent projects assisting Councils in risk management.  Councils often seek our help with documenting a formal approach to risk, given our familiarity with local government and our ability to make it simple and manageable.  Recent activities include:
·         Risk training in the Wide Bay Burnett and Goondiwindi areas involving a mixture of middle level, supervisor and senior staff
·         Updating Risk Registers at Councils in the Wide Bay Burnett and Goondiwindi regions
·         Development of Business Continuity Plan for a Council in the Wide Bay Burnett
·         Conducting a review and gap analysis of a Council’s overall risk management framework in the southern downs region
·         Updating a Risk Management Plan for a Council in the Wide Bay Burnett
In establishing a risk management framework, Councils can achieve a great deal to better manage the services it provides to the community.  Effective risk management is a critical and integral part of good management and corporate governance.
Through our work with various Councils in risk, we have found that in most cases, risk is well managed.  However, it may not be well documented, or carried out within a clear framework. Once the basic elements of a risk framework are established, and staff are formally trained, Council’s realise that they are already doing most of what is required.  It’s just putting it together and formalising the strategy that equips them to deal much more effectively with risk exposure.
 
Risk Management training at North Burnett Regional Council


MPG Team - Out and About
Since our annual Mead Perry Group Conference in Brisbane earlier this year, we have had two new contractors join our team and staff have been busy visiting numerous councils across the state.  
  
WQLGA Conference, Emerald:
In May, Mark Watt and Lisa Russell represented Mead Perry Group at the Western Queensland Local Government Association Conference held in Emerald.

North Burnett Visit:
Mark Watt has recently been visiting North Burnett Regional Council for Risk Register Training, to assist with the development of a business continuity plan and an asset management plan.
Mark Watt and Justin Kronk at Mt Perry Lookout, in the process of preparing asset management plans for Parks and Open Spaces - North Burnett Regional Council.

Dr Lisa off to a flying start 
Since joining Mead Perry Group earlier this year, Dr Lisa Patterson-Kane has been working with Murweh Shire Council carrying out middle management training.  Longreach Regional Council have also been participating in middle management and executive training sessions.  These workshops were designed to give officers the skills to detect and deal with mental health issues in the workplace.  Areas that were covered include:

·        managing difficult people and behaviours,

·       managing staff with mental health conditions,

·       having difficult conversations,

·       managing difficult conversations,

·       managing conflict and

·       reflective listening and mindful leadership.

If you feel your organisation would benefit from this training, please contact us to discuss your requirements. 
 

Four reasons why the mental health of employees is such an important consideration in the workplace
  1. It’s the right thing to do

Whether or not an employee has a mental health problem, an employer has a duty of care to ensure their health, safety and wellbeing under health and safety legislation. Employers have a duty to assess the risks arising from hazards at work, including work-related mental health problems. Having systems and programs in place to meet the mental health needs of your organisation will ensure that you are adequately meeting your requirements.

  1. It boosts productivity

Smart employers know that organisations are only as strong as their people – they depend on having a healthy and productive workforce and good mental health underpins this. By positively managing and supporting employees’ mental wellbeing, employers can ensure that staff perform to their potential – and this allows your organisation to achieve peak performance. By supporting staff wellbeing, you will reap the benefits through enhanced morale, loyalty, commitment, innovation, productivity and profitability.

  1. It makes good business sense

The twin goals of increasing employee engagement and creating a mentally healthy workplace are interdependent. Positively managing mental health underpins good employee engagement and benefits everyone – employees, employers and the bottom line. Engagement is about recognising that employees, if they are to perform at their best, must be respected, involved, heard, well-led and valued. Making changes that have a positive impact on employees’ experiences at work are integral. Approaches such as flexible working, building resilience and staff development contribute to good engagement.

  1. The cost of not acting can be significant

According to an ABS study, 45% of Australians between the ages of 16-85 will experience a mental health condition in their lifetime. It is estimated that untreated mental health conditions cost Australian workplaces approximately $10.9 billion per year. This is seen as a direct cost to employers lost through sickness absence, presenteeism and staff turnover. We know that there’s a huge human cost related to mental health, but figures from the review show the business case for addressing mental health in the workplace, with proactive employers also reaping the rewards of a more motivated, healthy workforce.

 

If you want to know how we can help you to help your staff to stay well and have good mental health please get in touch.

 
MPG Senior Consultant Lisa Russell and Doomadgee Aboriginal Shire Council Director of Corporate Services Juanita Holden hard at work in Doomadgee

Verification of Competency
 Recent changes to the Work Health and Safety Act 2011 state that staff no longer need to hold licencing or certification to operate some roadworks and civil construction equipment. While a certification is no longer required, the person conducting a business or undertaking (PCBU) has a responsibility to ensure:
 
·         operators receive adequate information, training, instruction and supervision
·         operators are competent
·         appropriate use of equipment to minimise any risks to health and safety.
 
A Verification of Competency (VOC) is an assessment of a person’s knowledge and skills. The process assists employers with meeting their Workplace Health & Safety (WH&S) obligations, under the Work, Health and Safety Act 2011, to deem staff competent to perform a task or operate plant and/or equipment.

The VOC process can impact Council resources and significantly increase training expenses.
Mead Perry Group can assist Council’s in their approach when undertaking VOC, including:
 
·         Cost Benefit Analysis – completing VOC internally or outsourcing
·         Advantages and Disadvantages to Council completing internally or outsourcing
·         Policies and procedures in relation to VOC
·         Assist in developing appropriate documentation to capture VOC process
·         Skills gap analysis
·         Development of ‘on the job’ training plans
 
Please contact our Administration Office for more information on (07) 4615 4902.
 

John and Joel's Tablelands Visit
John Perry is giving a presentation to Tablelands rates officers on rating calculations and forecasting
BESPOC session in  Longreach

Doomadgee Visit
MPG Senior Consultant Bill Gilmore in Doomadgee
Scott snapped this beautiful photo while out on a morning walk before work in Noosa recently
Nicholson River Weir at Doomadgee
Nicholson River at Doomadgee  


Future Conference attendance


ILG Chief's Forum, Cairns, 5 July 2018

South West LGA Meeting, Charleville 5 July 2018 

LGMA Annual Conference, Sunshine Coast, 11-13 September 2018

LG Finance Professionals Annual Conference, Gold Coast, 20-23 Nov 2018 


 

Further Conferences scheduled for your information

Queensland
Local Government Association
Local Government Managers Australia
South Australia
Local Government Association
Local Government Managers Australia
New South Wales
Local Government Association
Local Government Managers Australia
Victoria
Local Government Association
Local Government Managers Australia
Tasmania
Local Government Association
Local Government Managers Australia
Western Australia
Local Government Association
Local Government Managers Australia
Northern Territory
Local Government Association

 

Ask us about our Skills Manager Software, it's a very efficient way to keep track of all your training and qualifications!

Skills Manager is a database application that has been developed by Mead Perry Group to manage and report on licences, training and skill development information where the organisation’s corporate systems are not meeting their needs.
The advantage of using a database is the improved reporting options that are available compared to Word or Excel systems.  Skills Manager utilises the Microsoft Access database.  The major aims of Skills Manager include providing reports on:
 

  • individual employees licences and training; and
  • licences and training held by individual employees; and
  • when training or licences have expired.

Our Specialist Services




Local Buy

Register of Pre-Qualified

Suppliers (RPQS) 

Business Management

Services

BUS 249-0515
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PO Box 142, Highfields   Qld   4352

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MeadPerry Group · 1 Highfields Road · Highfields, Qld 4352 · Australia

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