The ANMF (Vic Branch) 10-point plan to end violence and aggression is 10 years old in 2024.
In October 2014, prior to his election as Victorian Premier, then-Opposition Leader Daniel Andrews signed the first iteration of the plan and committed to putting it into action should he win government.
Implementation of the plan was then written into the 2016–20 (and subsequent) public sector general and mental health enterprise agreements.
Within three months of those agreements starting, health facilities were required to develop or review their occupational violence and aggression (OVA) policies; and every six months since, health facilities have been required to undertake audits of their OVA management strategy, in consultation with Health and Safety Reps and clinical care staff.
In 2017, ANMF produced a guide for health services to help with this process.
The Branch has also used this public sector approach to OVA as a blueprint to put forward to employers in private acute hospitals and aged care facilities.
While many employers have embraced the plan along with other innovative OVA-prevention and mitigation strategies, we know that others have been slow to action the practical and cultural changes required to make nurses, midwives and carers safer at work.
The Branch is therefore currently undertaking work to review what kinds of OVA-prevention controls, policies and practices have been implemented state-wide, across the nation and around the world – and, if relevant, adding these to an updated version of the plan.
The aim of this work is to ensure that the 10-point plan remains relevant, and that it picks up on good work and new initiatives happening in health services across the state.
As part of this work, we want to hear from you: HSRs and members of OVA committees are encouraged to contact us via ohs@anmfvic.asn.au with any examples of good work going on in relation to OVA prevention or management in their workplace.
Keep reporting OVA
Of course, all instances of OVA should be reported – via your workplace reporting systems and also notified to ANMF.
It’s important to notify us as well as reporting through your formal work channels because reports to your employer aren’t sent to ANMF. Members sometimes mistakenly think ANMF automatically receives a copy of your report through RiskMan or VHIMS. This is not the case.
Knowing what is happening where is vital to spot concerning trends or employer issues, and to address them.
Members can notify ANMF through the online reporting form.
