Download Introduction The recruitment and selection process commences with

Introduction
The recruitment and selection process commences with the Health Service identifying a vacancy.
The recruitment process includes; advertising the vacancy, short listing applicants, calling suitable
applicants for interview, conducting structured referee checks, undertaking employment screening
(criminal record background check and NSW Health Service Check Register and employment
health assessment) and offering appointment to the preferred applicant(s).
This document is provided to assist you in preparing your application. You should read this
document before submitting your application to ensure you are aware of the requirements.
Online application is the preferred method by which NSW Health receives applications for positions.
To access and apply for positions within NSW Health via the internet go to
nswhealth.erecruit.com.au. Applying on-line will require you to register for on-line recruitment, if you
have not already done so.
To obtain further information about the Health Service for which you are interested in working for,
click on the link below.
www.health.nsw.gov.au/mlhn
www.health.nsw.gov.au/snswlhn
www.wnswlhn.health.nsw.gov.au
www.fwlhn.health.nsw.gov.au
http://www.health.nsw.gov.au/hnelhd
www.health.nsw.gov.au/mnclhn
www.health.nsw.gov.au/nnswlhn
www.health.nsw.gov.au/nslhd
www.health.nsw.gov.au/cclhd
http://www.health.nsw.gov.au/sydlhd
http://www.health.nsw.gov.au/swslhd
http://www.health.nsw.gov.au/nbmlhd
http://www.health.nsw.gov.au/wslhd
www.health.nsw.gov.au/seslhd
http://www.health.nsw.gov.au/islhd
Murrumbidgee Local Health District
Southern NSW Local Health District
Western NSW Local Health District
Far West Local Health District
Hunter New England Local Health District
Mid North Coast Local Health District
Northern NSW Local Health District
Northern Sydney Local Health District
Central Coast Local Health District
Sydney Local Health District
South Western Sydney Local Health District
Nepean Blue Mountains Local Health District
Western Sydney Local Health District
South Eastern Sydney Local Health District
Illawarra Shoalhaven Local Health District
By applying for positions on-line you ensure that your application is received promptly and you are
notified of its receipt. You may also track the progress of your application throughout the
recruitment process and may be notified when certain types of positions become available.
If you do not have internet access, you may complete a hard copy Application for Employment and
forward this, together with your written claims for the position in relation to the selection criteria,
completed NSW Health employment screening forms and including your resume to the Recruitment
Unit associated with the Local Health District. (Full mailing addresses of the Recruitment Units are
listed at the end of this document).
Merit Selection
All appointments within NSW Health are based on merit. Merit selection ensures the selection of
the best available person for the position through open competition. Selection is based on the
abilities, qualifications, experience, standard of work, performance and personal qualities of a
person, as is relevant to the nature and inherent job requirements of the position.
Selection committees will be structured to ensure equity, independence and diversity of
backgrounds and opinions. Equal Employment Opportunity principles will be followed.
Confidentiality will be maintained and the privacy of all applicants respected.
Formatted Feb 2012
1
Applying for the Position
Your application
It is most important to prepare a comprehensive application as it will be used by the selection
committee to determine whether you are invited to attend an interview for the advertised position.
A thorough application outlining your claims for the position in relation to the selection criteria will
provide you with the best opportunity to showcase your skills, knowledge, qualifications and
experience.
Before preparing your application, you should take the following steps.
Read the advertisement and position description carefully. Make a note of anything you don’t
understand and need to ask about
Telephone the contact person, who will be able to provide you with more information about the
position
Other preparation may include
meeting with the contact person to gain an overview of the work environment
talking to people in similar positions
reading any available relevant information such as annual reports, strategic plans etc
visiting the Health Services website
A separate application must be submitted for each position you wish to apply for
Completing the application
This is an important step. You will either complete your application on-line or submit a hard copy.
This will include an application for employment and a statement setting out how you meet the
criteria in addition to the documents outlined in the attached checklist. Whether you will be
applying on line or submitting a hard copy application, your preparation will involve:
completing the Application form
addressing the selection criteria
complete all relevant consent forms
attach your resume / CV
When applying on-line ensure you print the Application and NSW Health consent forms, as these
forms will be required if you are called for an interview
Understanding the selection criteria
You need to outline your claims against the selection criteria to demonstrate to the selection
committee that you have the right mix of skills, knowledge and experience to do the job. Make a
separate heading for each selection criterion. For each one, describe your skills, knowledge and
experience that pertain to that criterion and show how they could be used in the job. Emphasise
your major achievements. Use positive language in talking about yourself, for example “my
success in my current role demonstrates my ability to do every aspect of this work, especially ….”
Key words in selection criteria
Demonstrated knowledge: This requires you to provide examples that show you possess this
area of knowledge.
Demonstrated ability to: This requires you to provide examples of how you meet this criterion
through your previous experience, skills development and knowledge.
Previous experience in: You are required to provide examples relevant to the specific experience
indicated in the position description.
Formatted Feb 2012
2
Effective, Proven, Highly Developed, Superior: These are all asking you to show your level of
achievement. Provide as much detail as you can, using examples of your achievements to illustrate
your skills, knowledge and experience.
As of 30 January 2008 the requirement that all job applicants address common selection criteria
was removed. This change was a recommendation endorsed by Cabinet, following the Council on
the Cost of Quality of Government’s Review into Recruitment Practices in NSW Government. The
NSW Government is committed to cultural diversity, equal employment opportunity (EEO), ethical
practice and occupational health and safety (OH&S). These principles will continue to be promoted
to both prospective job applicants and to staff responsible for recruitment and induction.
Equal Employment Opportunity (EEO)
Making sure that workplaces are free from all forms of unlawful discrimination and harassment
Providing programs to assist members of EEO groups.
EEO groups are people affected by past or continuing disadvantage or discrimination in
employment. These groups are:
Women
Aboriginal people and Torres Strait Islanders
Members of racial, ethnic, and ethno-religious minority groups
People with a disability.
Discrimination is treating someone unfairly or harassing them because they belong to a particular
group. Under the Anti-Discrimination Act 1977, it is against the law in NSW for any employer,
including the Government, to discriminate against an employee or job applicant because of their:
age; sex; pregnancy; disability (includes past, present or possible future disability); race, colour,
ethnic or ethno-religious background, descent or nationality; marital status; carer's responsibilities;
homosexuality; transgender.
Both direct and indirect discrimination is against the law. Direct discrimination means treatment that
is obviously unfair or unequal. Indirect discrimination means having a requirement that is the same
for everyone but which has an effect or result that is unfair to particular groups.
Employees have the right to:
A workplace that is free from unlawful discrimination and harassment
Equal access to benefits and conditions
Fair processes to deal with work-related complaints and grievances.
Employees have the responsibility to:
Act to prevent harassment and discrimination against others in the workplace
Respect differences among colleagues and customers such as cultural and social diversity
Treat people fairly (don't discriminate against or harass them).
Managers and supervisors have the responsibility to:
Take steps to ensure that all work practices and behaviours are fair and free from all forms of
unlawful discrimination and harassment
Provide employees with equal opportunity to apply for available jobs, training and development,
higher duties and flexible working hours
Ensure selection processes are based on merit, transparent and the methods used are
consistent.
This extract is from Office of the Director of Equal Opportunity in Public Employment, (02) 9248
3555, www.eeo.nsw.gov.au
Formatted Feb 2012
3
Ethical Practice
People who work for the NSW Government must always work ethically and act in good faith in the
public interest. This is their public duty. The Independent Commission Against Corruption has
developed these principles to help Government employees make better decisions and resolve
ethical dilemmas that they face at work:
Serving public above private interests: Government employees must make decisions and take
actions which best serve the public interest. When making decisions, employees should not
consider their private or personal interests.
Employees should ensure that any decision made, or action taken, has these qualities:
Openness
Giving reasons for decisions and communicating clearly. Revealing all avenues available to the
client or business.
When authorised, offering all information.
Honesty
Obeying the law. Following the letter and spirit of policies and procedures, observing codes of
conduct and fully disclosing any possible conflicts between the public interest and personal interest.
Accountability
Recording reasons for decisions and submitting to scrutiny. Keeping proper accessible records and
establishing audit trails.
Objectivity
Impartial assessment and fairness to all. Merit selection in recruitment and in purchase and sale of
government resources, considering only relevant matters.
Courage
Giving advice fearlessly and frankly where required. Doing the right thing even in the face of
adversity. Reporting and dealing with suspected wrongdoing, and acting in the public interest above
loyalty to colleagues or supervisors.
Leadership
Demonstrating, by your own ethical behaviour, the value of these principles in serving the public
interest. Promoting public duty to colleagues and others in an agency and outside.
For more information ask for a copy of NSW Health Code of Conduct for employees. This extract is
taken from Independent Commission Against Corruption, www.icac.nsw.gov.au
Formatted Feb 2012
4
Ethnic Affairs Priorities Statements (EAPS)
The NSW Government recognises and values the different linguistic, religious, racial and ethnic
backgrounds of all the people of NSW. The Community Relations Commission and Principles of
Multiculturalism Act 2000 sets out four principles of multiculturalism. These are:
All individuals in NSW should have the greatest possible opportunity to contribute to, and
participate in, all aspects of public life in which they may legally participate
All individuals and institutions should respect and make provision for the culture, language and
religion of others within an Australian legal and institutional framework where English is the
common language
All individuals should have the greatest possible opportunity to make use of and participate in
relevant activities and programs provided or administered by the Government of NSW
All institutions of NSW should recognise the linguistic and cultural assets in the population of
NSW as a valuable resource and promote this resource to maximise the development of the
State.
All NSW Government agencies must include an Ethnic Affairs Priorities Statement (EAPS) in their
annual report to Parliament. These contain the agency's strategies and plans for future action to
meet the principles of multiculturalism.
Strategies include:
Offering programs and services which reflect the needs of the entire community
Developing and implementing policies which are sensitive to the needs of all staff and clients
Providing information in ways that will reach all staff and clients
Providing language services for all clients
Ensuring that boards and committees reflect the multiculturalism of the community
Training staff on multiculturalism issues and how these apply in their jobs
Using flexible, inclusive consultation processes.
A number of NSW agencies have been identified as key agencies on the basis of:
A high degree of client contact, especially in the areas of welfare, justice, education and
employment, and/or
Responsibility for developing and implementing Government policy in these areas
These key agencies are also required to work closely with the Community Relations Commission in
the preparation of their EAPS and to lodge their EAPS with the Commission.
This extract has been taken from Community Relations Commission for a Multicultural NSW, (02)
9716 2232, www.crc.nsw.gov.au
Occupational Health and Safety (OH&S)
What everyone needs to know
The NSW Occupational Health and Safety Act 2000 aims to protect the health, safety and welfare
of people at work by laying down general requirements which must be met at every place of work in
NSW. The Act covers employees as well as employers and self-employed people.
Employees must:
Take reasonable care of the health and safety of others
Co-operate with employers in their efforts to comply with occupational health and safety
requirements.
Employers must:
Act to ensure the health, safety and welfare at work of their employees.
All persons must not:
Interfere with or misuse things provided for the health, safety or welfare of persons at work
Formatted Feb 2012
5
Obstruct attempts to give aid or attempts to prevent a serious risk to the health and safety of a
person at work
Refuse a reasonable request to assist in giving aid or preventing a risk to health and safety
Disrupt a workplace by creating health and safety fears.
What managers need to know
Employers must act to ensure the health, safety and welfare at work of their employees. They must:
Maintain places of work under their control in a safe condition and provide and maintain safe
entrances and exits
Make arrangements for ensuring the safe use, handling, storage and transport of equipment
and substances
Provide and maintain systems of work and working environments that are safe and without
risks to health
Provide the information, instruction, training and supervision necessary to ensure the health
and safety at work of employees
Maintain adequate facilities for the welfare of employees
Consult with employees to enable them to contribute to decisions affecting their health, safety
and welfare
Adopt a risk management approach to managing workplace health and safety.
Note: This page is intended solely for the use of job applicants. Managers and employees should
seek more information once they enter the workplace. Nothing in this page shall be construed to
waive or modify any obligations imposed by the Occupational Health and Safety Act 2000 or the
Occupational Health and Safety Regulation 2001.
Writing your resume / CV
You are required to submit a resume / CV with your application outlining details of your education
and employment history.
Ensure you include the type of work you have performed and details of your responsibilities.
Detail roles you have been employed in and organisations you have worked for and the period of
your employment.
Personal information such as your marital status, number of dependents, etc are not relevant to the
requirements of the position and should not be included in your resume / CV.
Referee information
Your application must include the names and contact numbers of at least two current referees. At
least one of your referees should be a recent work manager / supervisor.
It is important that your referees know that you are applying for the job as the selection committee
will contact your referees to obtain details of your performance and will seek information related to
the selection criteria. Comments related to your demonstrated ability or potential to fulfil the
selection criteria may also be sought from your nominated referees. Referees will be required to
confine their comments to their direct knowledge of you. It is therefore important that you nominate
referees who are able to discuss your suitability in relation to the selection criteria.
Consider providing your referees with a copy of the position description so that they are prepared to
provide relevant information to the selection committee. Written referee reports are not required.
Late Applications
A grace period of 24 hours is allowed for applications to come in after the closing date to allow for
any unforeseen delays in mail, fax or email eg. server down. In certain circumstances, late
applications beyond this time may be accepted – please discuss with the contact person for the
position.
Formatted Feb 2012
6
Late applications will not be accepted once the interview process has commenced.
General Responsibilities
Redundancy, retrenchment or termination
Employees who have accepted a redundancy from a NSW Public Sector employer are required to
include information relating to the redundancy / retrenchment in their application.
The information will not disqualify an applicant from being selected for interview or offered the
position. Should you be selected for a position and accept that position, you may be required to
repay a proportion of the severance pay covering the period of re-employment.
Verification of qualifications and credentials
Random checks for authenticity of qualifications / credentials may occur prior to appointment. If you
are called to interview, you will be required to sign a form giving the NSW Health Service
permission to contact the relevant educational or other institutions for verification purposes.
Misleading information
Any statement in your application which is found to be deliberately misleading, including falsely
claiming qualifications may lead to dismissal and/or prosecution for any relevant offence.
The Recruitment Process
The role of the selection committee
The selection process will be undertaken by a committee. Each selection committee will be
convened with care to ensure that it has the necessary expertise to make a sound decision in a fair
and impartial way. Collectively, the committee will have an understanding of the position and will be
responsible for the integrity of the final selection decision. The selection committee will usually
consist of three members. If you are granted an interview, you will be advised of the selection
committee members and their position title.
The interview
The most suitable applicants (short listed from their written application) will be required to attend an
interview where each applicant’s strengths and weaknesses in relation to the selection criteria are
further assessed. The purpose of the interview is to provide the applicant with the opportunity to
expand on information presented in their application and to enable the selection committee to
gather further data for the assessment process.
The body of the interview will be structured so that each interviewee is asked the same series of
questions based upon the selection criteria. It is not an opportunity for the selection committee to
ask applicants “tricky” or obscure questions, but rather to assist you in presenting your case in the
best manner possible. The selection committee may ask you questions specific to your application
if the committee wishes to obtain more information about your skills and experience in relation to
the criteria.
At the interview, you will be given the opportunity to ask questions about the position. This provides
the opportunity for applicants to demonstrate their interest in, and understanding of, the position
and its responsibilities. At this stage you may also present information to the committee, which you
feel assists your application.
If you are offered an interview and you have special needs (for example, wheelchair access to the
building, interpreter for hearing impaired persons) you should inform the person who contacts you.
You should also note that as well as the interview, other assessment methods may be utilised.
These methods will be in keeping with the duties and responsibilities of the position you have
applied for. Assessment methods may include: a presentation, typing test, skills test etc. You will
Formatted Feb 2012
7
be advised of the assessment methods to be utilised in the selection process if you are selected for
interview.
Proof of identity
Your appointment will be subject to the provision the following documents:
Proof of identification totalling 100 points. This must include a primary document (passport or
birth certificate, citizenship certificate)
Evidence of work rights in Australia for overseas applicants eg. current working visa
Documents stating name change (such a marriage certificate, deed poll)
Qualifications (as relevant to the selection criteria)
Registration and licence documents (as appropriate)
Statement/s of service from another Public Sector employer (if appropriate).
All documents, if not in English, must be officially translated to English. The point score of proof of
identity documents must total at least 100 points, and for applicants 18 years or over, must include
at least one form of photo identification. Do not send original documents with your application.
Please bring relevant proof of identity to the interview with you. Applicants interviewed via
telephone must be prepared to fax certified copies of all documentation to the convenor of the
Selection Committee within 24 hours of interview.
Employment Screening
A criminal record check is conducted on all employees within NSW Health.
For employees working within child-related areas, a working with children background check is
conducted. For employees working within aged care facilities, a National Police Check is
conducted. These checks are undertaken by the Criminal Records Section of the NSW Police
Service on all recommended applicants within NSW Health Services before an offer of employment
can be made.
Getting the Job
Offer of employment
After the interview, the selection committee will assess your claims and suitability for the position in
relation to the selection criteria and make a recommendation regarding the most suitable applicant
for the position.
If you are selected as the most suitable applicant and offered the position, you will usually be
advised by phone. We would like to know your decision as quickly as possible. If you accept the
position, a formal letter of offer including an employment contract will be sent to you as confirmation
of the verbal offer.
If we do not offer you the position, but believe that you are suitable for the position, your name may
be placed on an eligibility list. Names are placed on this list in order of merit, and may be accessed
if:
The preferred applicant declines the offer, or
The position becomes vacant again within a six-month period or 12 months for base grade
positions.
A base grade position refers to an entry level position, for that profession, as defined by the Area
Health Service, consistent with the award classifications applicable e.g. Registered Nurse.
Where an award includes an entry level position that is not utilised by the Area Health Service e.g.
Administrative Officer Level 1, Hospital Assistant 1, the next award level is recognised e.g.
Administrative Officer Level 2, Hospital Assistant 2.
Formatted Feb 2012
8
Occupational Assessment, Screening & Vaccination Against Specified
Infectious Diseases
IMPORTANT REQUIREMENTS FOR
POTENTIAL EMPLOYMENT WITHIN NSW HEALTH FACILITIES
NSW Health is committed to ensuring the health and safety of all clients in health care settings
and providing a safe and healthy working environment for all staff and other clinical personnel,
including students. This commitment includes adopting an assessment, screening and vaccination
policy that minimises the risk of transmission of infectious diseases.
Each position within NSW Health has been categorised as either category A or category B
according to its potential for transmission of specified infectious diseases and must staff must
comply with NSW Health Policy Directive 2011_005 Occupational Assessment, Screening and
Vaccination Against Specified Infectious Diseases.
Definitions:
Category A – denotes direct physical contact with patients/clients, deceased persons, blood, body
substances or infectious material or surfaces/equipment that might contain these or contact that would allow
acquisition and/or transmission of a specified infectious disease by respiratory means.
Category B – denotes no direct physical contact with patients/ clients, deceased persons, blood, body
substances or infectious material or surfaces/equipment that might contain these and no greater risk of
acquisition and/or transmission of a specified infectious disease than for the general community.
Refer to Information Sheet 1. – Risk categorisation guidelines for further information
If you are the preferred candidate for a Category A position you must provide evidence of
protection for specified infectious diseases and evidence of your Tuberculosis (TB) Status.
Information Sheet 2 – Checklist: Evidence Required from Category A Applicants details the
vaccinations required by Category A applicants (or other evidence of protection, where
applicable). It is recommended you prepare this documentation prior to interview, however you will
only be required to produce it if you are the preferred candidate
A NSW Health Vaccination Record Card for Health Care Workers/Students has been designed for
recording of vaccinations and other requirements under this policy directive and is available from
the NSW Health Better Health Centre Publications Warehouse on Telephone: (02) 9887 5450 or
Fax: (02) 9887 5452.
As a full course of vaccinations may take several months to complete, you are advised to consult
your local doctor/vaccine provider immediately if you do not possess the appropriate
documentation (take the information on the following page with you to ensure you receive the
correct vaccines/tests). If you require clarification of requirements or documentation standards
contact the enquiries person noted in the advertisement.
Providing evidence of TB involves demonstrating you have had a recent assessment to exclude
active TB and establishing your baseline Tuberculin Skin Test Status (TST) – previously referred
to as a Mantoux Test. TB Screening must be done by a TB Service or by a delegate nominated
by the TB Service.
YOUR APPLICATION FOR EMPLOYMENT WILL NOT BE SUCCESSFUL UNLESS YOU
COMPLY WITH THE NSW HEALTH POLICY.
Link to Policy Directive www.health.nsw.gov.au/policies/PD/2011/PD2011_005.html
Further information about the NSW Immunisation program is available at:
http://www.health.nsw.gov.au/publichealth/immunisation/index.asp
Formatted Feb 2012
9
INFORMATION SHEET 1. – Risk categorisation guidelines
Category A
Protection against the specified infectious diseases is required
Direct physical contact with:
patients/clients
deceased persons, body parts
blood, body substances, infectious material or surfaces or equipment that might contain these (eg soiled
linen, surgical equipment, syringes)
Contact that would allow the acquisition or transmission of diseases that are spread by respiratory means.
Includes persons:
whose work requires frequent/prolonged face-to-face contact with patients or clients eg interviewing or
counselling individual clients or small groups; performing reception duties in an emergency/outpatients
department;
whose normal work location is in a clinical area such as a ward, emergency department, outpatient clinic
(including, for example, ward clerks and patient transport officers); or
who frequently throughout their working week are required to attend clinical areas, eg food services staff
who deliver meals.
All persons working with the following high risk client groups or in the following high risk clinical areas are
automatically considered to be Category A, regardless of duties.
High risk client groups
Children less than 2 years of age
including neonates and
premature infants
Pregnant women
Immunocompromised clients
High risk clinical areas
Ante-natal, peri-natal and post-natal areas including labour
wards and recovery rooms
Neonatal Intensive Care Units and Special Care Units
Paediatric wards
Transplant and oncology wards
Intensive Care Units
Emergency Departments
Operating theatres, and recovery rooms treating restricted
client groups
Ambulance and paramedic care services
Laboratories
All health care students are Category A.
Category B
Does not require protection against the specified infectious diseases as
level of risk is no greater than that of the general community
Does not work with the high risk client groups or in the high risk clinical areas listed above.
No direct physical contact with patients/clients, deceased persons, blood, body substances or infectious
material or surfaces/equipment that might contain these.
Normal work location is not in a clinical area, eg administrative staff not working in a ward environment,
food services staff in kitchens.
Only attends clinical areas infrequently and for short periods of time eg visits a ward occasionally on
administrative duties; is a maintenance contractor undertaking work in a clinical area.
Although such persons may come into incidental contact with patients (eg in elevators, cafeteria, etc) this
would not normally constitute a greater level of risk than for the general community.
Formatted Feb 2012
10
INFORMATION SHEET 2. – Checklist: Evidence required from Category
A applicants
Evidence required to demonstrate protection against the specified infectious diseases
1.
Acceptable evidence of protection against specified infectious diseases includes:
 a written record of vaccination signed by the medical practitioner, and/or
 serological confirmation of protection, and/or
 other evidence, as specified in the table below.
 NB: the health facility may require further evidence of protection, eg serology, if the vaccination record does not contain
vaccine brand and batch or official certification from vaccination provider (eg clinic/practice stamp)
2. TST screening is required if the person was born in a country with a high incidence of TB, or has resided for a
cumulative time of 3 months or longer in a country with a high incidence of TB, as listed at:
http://www.health.nsw.gov.au/publichealth/Infectious/a-z.asp#T.
3. In certain specialised clinical settings, for example, in transplant, oncology or neonatal wards, the health facility may
require serological evidence of protection (in addition to evidence of vaccination or other evidence) to ensure that the risk
to vulnerable patients is minimised.
Disease
Diphtheria,
tetanus,
pertussis
(whooping
cough)
Hepatitis B
Measles,
mumps,
rubella (MMR)
Varicella
(chickenpox)
Evidence of vaccination




One adult dose of diphtheria/
tetanus/ pertussis vaccine
(dTpa). Not ADT.
Serology will not be accepted
Not applicable
and
2 doses of MMR vaccine
at least one month apart
or
2 doses of varicella vaccine at
least one month apart
(evidence of one dose is
sufficient if the person was
or
vaccinated before
14 years of age)


Not applicable

Anti-HBs greater than or equal
to 10mIU/mL
or
Positive IgG for measles,
mumps and rubella
or


Positive IgG for varicella
or
Not applicable
See note 2
above for list
of persons
requiring TST
screening
Influenza
Other acceptable
evidence

History of completed ageappropriate course of
hepatitis B vaccine. Not
“accelerated” course.
Tuberculosis
(TB)
Documented serology results

Documented
evidence of antiHBc, indicating
past hepatitis B
infection
Birth date before
1966
History of
chickenpox or
physiciandiagnosed shingles
(serotest if
uncertain)
Tuberculin skin test
(TST)
Note: interferon-gamma release immunoassay (IGRA) is not
generally accepted. In the event that an IGRA has been performed,
screening by TST will be required if the IGRA result is negative or
equivocal.
Persons with positive TST/IGRA must be fully assessed by a TB
service within 3 months of commencement of clinical duties or
clinical placement and must be asymptomatic when commencing
clinical duties or clinical placement.
Annual influenza vaccination is not a requirement, but is strongly recommended
Formatted Feb 2012
11
INFORMATION SHEET 3. – Specified infectious diseases: risks,
consequences of exposure and protective measures
The following table provides a brief description of the infectious diseases specified in this policy
directive and links to further information, including risks of infection, consequences of infection and,
where relevant, management in the event of exposure.
Fact sheets on each of the listed diseases are available in an A-Z list on the NSW Health website
at: http://www.health.nsw.gov.au/factsheets/infectious/index.asp
The Australian Immunisation Handbook (current edition) is available online at:
http://www.health.gov.au/internet/immunise/publishing.nsf/Content/Handbook-home
Hepatitis B (HBV)
Blood-borne viral disease. Can lead to a range of diseases including chronic
hepatitis B infection, cirrhosis and liver cancer. Anyone not immune through
vaccination or previous infection is at risk of infection via blood or other body
fluids entering through broken skin, mucous membrane, injection/
needlestick, unprotected sex or from HBV positive mother to child during
birth. Specific at risk groups include: health care workers, sex partners of
infected people, injecting drug users, haemodialysis patients. Management
in the event of exposure: see
http://www.health.nsw.gov.au/factsheets/guideline/hepb.html.
Diphtheria
Contagious, potentially life-threatening bacterial infection, now rare in
Australia because of immunisation. Spread via respiratory droplets and
discharges from the nose, mouth or skin. Infectious for up to 4 weeks from
onset of symptoms. Anyone not immune through vaccination or previous
infection is at risk. Diphtheria toxin (produced by the bacteria) can cause
inflammation of the heart muscle, leading to death. Management in the
event of exposure: see
http://www.health.nsw.gov.au/factsheets/guideline/diphtheria.html.
Tetanus
Infection from a bacterium usually found in soil, dust and animal faeces.
Toxin from the bacterium can attack the nervous system. Although the
disease is now fairly uncommon, it can be fatal. Not spread from person to
person. Generally occurs through injury. Neonatal tetanus can occur in
babies of inadequately immunised mothers. Mostly older adults who were
never adequately immunised. Management in the event of exposure: see
http://www.health.nsw.gov.au/factsheets/guideline/tetanus.html.
Pertussis
(Whooping
cough)
Highly infectious bacterial infection, spread by respiratory droplets through
coughing or sneezing. Cough that persists for more than 3 weeks and, in
children, may be accompanied by paroxysms, resulting in a “whoop” sound
or vomiting. Anyone not immune through vaccination is at risk of infection
and/or transmission. Can be fatal, especially in babies under 12 months of
age. Management in the event of exposure: see
http://www.health.nsw.gov.au/factsheets/guideline/pertusis.html.
Formatted Feb 2012
12
Measles
Highly infectious viral disease, spread by respiratory droplets - infectious
before symptoms appear and for several days afterwards. Serious
complications such as ear infection, pneumonia, or encephalitis can occur in
up to 1/3 of cases. At risk are persons born during or after 1966 who haven’t
had 2 doses of MMR vaccine, babies under 12 months of age, before they
have had a 1st dose and children over 4 years of age who have not had a
2nd dose. Management in the event of exposure: see
http://www.health.nsw.gov.au/factsheets/guideline/measles.html.
Mumps
Viral disease, spread by respiratory droplets. Now relatively uncommon in
Australia because of immunisation. Anyone not immune through vaccination
or previous infection is at risk. Persons who have the infection after puberty
can have serious complications, eg swelling of testes or ovaries;
encephalitis or meningitis may occur rarely. Management in the event of
exposure: see
http://www.health.nsw.gov.au/factsheets/guideline/mumps.html.
Rubella
(German
Measles)
Viral disease, spread by respiratory droplets and direct contact. Infectious
before symptoms appear and for several days afterwards. Anyone not
immune through vaccination or previous infection is at risk. In early
pregnancy, can cause birth defects or miscarriage. Management in the
event of exposure: see
http://www.health.nsw.gov.au/factsheets/guideline/rubella.html.
Varicella
(Chicken pox)
Viral disease, relatively minor in children, but can be severe in adults and
immunosuppressed persons, leading to pneumonia or inflammation of the
brain. In pregnancy, can cause foetal malformations. Early in the infection,
varicella can be spread through coughing and respiratory droplets; later in
the infection, it is spread through contact with fluid in the blisters. Anyone
not immune through vaccination or previous infection is at risk. Management
in the event of exposure: see
http://www.health.gov.au/internet/immunise/publishing.nsf/Content/Handboo
k-varicella.
Tuberculosis (TB) A bacterial infection that can attack any part of the body, but the lungs are
the most common site. Spread via respiratory droplets when an infected
person sneezes, coughs or speaks. At risk are those who spend time with a
person with TB infection of the lung or respiratory tract or anyone who was
born in, or has lived or travelled for more than 3 months in, a high TB
incidence country. Management in the event of exposure: see
http://www.health.nsw.gov.au/factsheets/guideline/tuberculosis.html.
Seasonal
influenza (Flu)
Formatted Feb 2012
Viral infection, with the virus regularly changing. Mainly affects the lungs, but
can affect the heart or other body systems, particularly in people with other
health problems, leading to pneumonia and/or heart failure. Spread via
respiratory droplets when an infected person sneezes or coughs, or through
touch, eg handshake. Spreads most easily in confined and crowded spaces.
Anyone not immune through annual vaccination is at risk, but the elderly
and small children are at most risk of infection. Management in the event of
exposure: see
http://www.health.nsw.gov.au/factsheets/guideline/influenza.html.
13