The focus of this conference is to formulate strategies for our key internal support services - feasible, quality strategies that will be reflected through Operational and Business plans over the next eighteen months to two years.

As part of the Commonwealth-State Disability Agreement (CSDA), the Commonwealth, State and Territory governments agreed to provide each other with information about disability programmes and consumers of disability services. This information is to be used for planning purposes, national programme evaluation and to monitor achievement of programme objectives and agreed priorities. Accordingly, a Minimum Data Set (MDS) has been developed by a Commonwealth-State committee with the assistance of the Australian Institute of Health and Welfare (AIHW).

The Top End Health Service (TEHS) Aboriginal and Torres Strait Islander Workforce Recruitment and Retention Strategy ('the Strategy') (this document) articulates the key approaches that TEHS will adopt in order to grow and retain its Aboriginal and Torres Strait Islander workforce.

This document outlines the vision, key planning principles and activities which DHF describes more fully in its Aboriginal and Torres Strait Islander strategic workforce plan: actions and initiatives 2008-2011.

This document summarises DHF's Aboriginal and Torres Strait Islander strategic workforce plan: actions and initiatives 2008-2011.

Planning to meet our current and future workforce needs is one of the most crucial challenges we face in our organisation. With arguably the most diverse workforce in Australia, our challenges are many. Not only will we be required to grow faster than any other industry in Australia over the next 5 years, we must deliver core services to the citizens of the Northern Territory in culturally diverse and geographically remote settings. This plan describes DHF's Aboriginal and Torres Strait Islander workforce and outlines workforce recruitment, development and retention strategies. It also describes the ATSI workforce which will be required to maintain and improve health and wellbeing in the NT in the future.

Each work unit in THS will develop an Action Plan for implementing the Aboriginal Employment and Career Development Strategy and report through their Assistant Secretary to the Executive every 6 months for the first two years, and annually thereafter. A separate copy will be forwarded to the Aboriginal Employment and Career Development Officer for monitoring and evaluation purposes.

These guidelines are the culmination of several workshops conducted with the Aboriginal Family Violence Strategy staff. They are based on the operational experience gained by the Project Officers since they began implementing the Strategy in 1996. The document has been prepared by the Women's Health Strategy Unit, Family and Children's Services Branch.

This document sets out Territory Health Services' (THS) Aboriginal Health Policy which is founded on the National Aboriginal Health Strategy (NAHS). It addresses the very poor state of Aboriginal health in the Northern Territory (NT) through a model for understanding the causes of current Aboriginal health and also stresses the importance of needs based resource allocation.

This Aboriginal Public Health Strategy provides Territory Health Services (THS) staff with a framework for planning and strengthening public health activities, programs and services. It guides the Department in working with the community, non~government agencies, local government councils and other government departments to: -support local health decisions and actions so that people can increase control over their lives; -build a skilled committed workforce to undertake public health activities; -organise to support and resource public health activities; -co,ordinate public health activities within the Department and across agencies; and -develop sound public health legislation, policies, standards and protocols to protect the health of the population and prevent disease, injury and premature death. The focus of the Strategy is the community and how THS staff can work with communities to identify and support their local requirements.

Action plans : recruitment, retention and education of Aboriginal health workers.

The purpose of this report is to articulate an appropriate mix of services for Acute and Specialist Health Care in the Northern Territory. It represents the outcome from consultation with over 500 interested stakeholders throughout the Northern Territory over the past six months.

Total commitment to quality patient care and service delivery through leadership, learning and the involvement of staff. Endorsed by Hospital Executive

Alcohol policy and legislative reform will support the Government’s implementation of each of these key alcohol policy reforms.

Plan that sets out the practices and procedures to apply in relation to the possession, supply and use of certain volatile substances and enforcement of penalties for non-compliance within the Ali Curung community area.

The Department of Health Anti-Bullying and Appropriate Workplace Behaviour Strategy outlines a plan for improving workplace culture and reducing incidences of workplace bullying and other inappropriate behaviour. It details what our objectives are and how we will work to achieve them.