Mrs Simone Munro1, Mrs Jessica Huglin1, Mrs Danielle Ryan1
1Monash Health – Allied Health Workforce, Innovation, Strategy, Education and Research unit, Australia
Biography:
Simone Munro, a speech pathologist by background, is an experienced ‘people person’. With a decade and a half of experience in public health services she brings strong change management and improvement science skills to her role as Allied Health Workforce Advisor at Victoria’s largest public health provider Monash Health. In this role she delivers large scale programs of change for over 1,900 Allied Health clinicians to ensure an Allied Health workforce ready for the future and now.
Abstract:
Monash Health, Victoria’s largest healthcare provider, undertook development of an Allied Health Workforce Plan (the plan) to support attraction and retention of high-quality Allied Health (AH) employees. Issues faced include high vacancy rates across disciplines, high turnover, an increasing junior workforce in senior positions and infrastructure challenges. The four-pillar strategy focused on belonging, innovation, leadership and growth. Two years into this strategy, evaluation of key outcome measures were completed determine the success of implemented strategies.
Aim:
To discuss key initiatives of the plan and demonstrate changes in key metrics.
Results:
Projects were delivered to support key areas such as: clinical educators, informatics advancements recruitment excellence and career progression opportunities.
Key metrics regarding the AH workforce included vacancy rate reduction from 17% in November 2022 to 8% in December 2024, a reduced turnover rate from 18.5% to 12.4% and commencement of an upward trend in employee length of service.
Clinician survey results indicated positive shift in several responses including ‘I feel valued and respected by my organisation’ (29.6% improvement) and ‘I am supported to attend professional development opportunities’ (12% improvement).
Qualitative results indicated in 2025 clinicians have a greater focus on modern ways of working, increasing reward and recognition of the workforce and striving for career progression through professional development and clinical opportunities, shifting from largely operational focused needs seen in 2022.
Lessons learned:
The importance of strong data to understand current workforce demographics and their needs allows for successful and relevant workforce initiatives to improve retention and attraction.