People will experience and react to COVID-19 in different ways. As a manager, it’s crucial that you support your team to maintain their own health and wellbeing, and that of their loved ones.
You can find resources for managers under Health and wellbeing for you and your team.
General resources are also available under the main Health and wellbeing section.
In the event an employee in your department tests positive to COVID-19 and/or employees are required to self isolate due to being a direct contact, you and your employees will need to know what to do.
Please read the Managing furloughed employees FAQs and checklist and check in regularly with your affected team members.
The current COVID-19 situation means that employees who don’t have to be in the office will work from home. Working from home is one of the flexible options available to employees.
As a manager, you need to support staff in working from home. Guidance on this process can be found on the working from home page.
Physical distancing is something we are all required to adjust to and is affecting many aspects of our regular workday. Now is the time to prepare ourselves for this. If you haven’t done so already, please ensure you can set yourself up for teleconferencing via our new Webex capability.
Email, all applications, EMR and network drives are all accessible from home. Details on how to set up working from home and Webex functionality are outlined on the setting up to work from home page. It is important that all employees are aware of the central/password reset self-serve portal and that their mobile numbers are up to date in Chris21.
Managers and employees should discuss temporary working arrangements to help balance work, providing care and children’s school arrangements. Arrangements could include temporary changes to work hours such as working in blocks, working shorter hours over more days or reducing hours.
The Victorian government has advised that schools will remain open for children whose parents cannot work from home. The expectation is that if one parent can work from home, children will learn at home for Term 2. However, this is something to discuss with your child’s school. If required, we can provide you with a letter which confirms that you are unable to work from home.
Asking your team to work without a Give Me Five performance discussion, is like asking them to navigate without a map. Having these conversations is a valuable opportunity for open and productive discussions where you can provide feedback and clarity on role expectations and gain their input to set future goals and aspirations. It’s an opportunity to improve the engagement and understanding of every team member about their contributions to the team and goes beyond the day-to-day updates.
You can find more information – including templates, guides and top tips – on the Give Me Five page.
Managers need to assess whether casual and part-time employees are eligible for the Employment Stability Payment and be comfortable with casual shift allocation using ShiftMatch.
Information for Managers about the Employment Stability Payment and ShiftMatch is available on the casual and part-time employees page.
To ensure we have sufficient workforce capacity in the critical care areas, particularly during the peak phase, we are working now to identify program areas and specific employees and re-assign to crisis.
We know this will be a challenge for managers across programs. However, we now have to prioritise our focus on the pandemic response.
Karen Lowe, our Executive Director of People and Culture, is coordinating the redeployment process.
More information for employees about reassignment can be found on the Workforce Mobilisation page under the Employee section.