2011-12 OverviewPart 1: About the Department
Part 2: Performance Reporting2.2: Performance by OutcomePart 3: Management and AccountabilityPart 4: Financial StatementsAppendicesYou are in:
Improved capacity, quality and mix of the health workforce to meet the requirements of health services, including through training, registration, accreditation and distribution strategies
Outcome 12 aims to ensure Australians have a better, more sustainable health system now and in the future by making best use of the skills and capacity of the available health workforce, addressing health workforce shortages and maintaining appropriate standards for health practitioners. The Department worked to achieve this Outcome by managing initiatives under the programs outlined below.
Program 12.1 aims to undertake activities through the Health Workforce Fund to support the delivery of a high quality well distributed future health workforce; and increase the number of, and provide support to, health professionals working in regional, rural and remote Australia.
The Health Workforce Fund (the Fund)132 was established on 1 July 2011, consolidating activities from a number of existing programs133 that support the delivery of a high quality, well distributed future health workforce, with a continued commitment within the Fund to key priorities such as general practitioner (GP) and specialist training places, schemes to assist health professionals, including doctors, nurses, and allied health professionals in rural areas and incentives to support general practices to employ practice nurses and Aboriginal Health Workers.
The objectives of the Fund are to strengthen the capacity of the health workforce to deliver high quality health care by targeting the following priority areas: increasing the supply of health workers; ensuring a capable and qualified workforce; supporting the Indigenous health workforce; and addressing health workforce shortages in regional, rural and remote Australia.
During 2011-12, the Department consulted with stakeholders on implementation arrangements, and developed operational guidelines for the Fund.
Deliverable: Consultation with stakeholders on implementation arrangements for the Fund.
2011-12 Reference Point: Timely initial contact and follow-up consultation where this is required.
Result: Met.
The Department developed a discussion paper on the development of Health Workforce Fund Guidelines and made it available on the Department’s website in October 2011. The discussion paper was part of the consultation process with stakeholders having the opportunity to comment on the objectives and priorities for the Fund.
After the consultation period closed on 31 October 2011, stakeholders have been able to seek further information and updates from the Department as required.
Deliverable: Establishment of administrative arrangements for the Fund.
2011-12 Reference Point: Administrative arrangements in place.
Result: Met.
The Expenditure Review Committee endorsed the operational guidelines for the Fund on 2 July 2012. The guidelines are available on the Department’s website.
In 2011-12 the Department continued to address health workforce shortages in regional, rural and remote areas through targeted financial and non-financial incentives to encourage health workers to train in, move to, and remain in regional, rural and remote locations.
Regional, rural and remote health investments were targeted towards improving access to appropriate health and medical services, investing more effectively in health infrastructure, strengthening workforce education and training and addressing workforce shortages through better workforce distribution and support.
These investments include the Rural Health Multidisciplinary Training Program, the General Practice Rural Incentives Program, the National Rural Locum Program, the Rural Australian Medical Undergraduate Scholarship, the Nursing and Allied Health Rural Locum Scheme, the Rural Clinical Training and Support Program, the Remote Vocational Training Scheme, the Rural Pathway of the Australian General Practice Training Program and the HECS Reimbursement Scheme. Many of these programs include scaling of incentives, whereby the more remote the medical practitioner goes, the greater the reward.
Education and training programs formed an important part of the Department’s strategy to ensure the future supply of health professionals in rural areas. In addition to an overall increase in student numbers, students are being provided the opportunity to undertake study or clinical training in rural or remote locations. This is intended to encourage students to consider a career in rural practice following completion of their study.
The Department delivered rural training options that supported 758 graduating medical students in completing long term rural placements of at least one year; 4,210 University Department of Rural Health clinical placements of at least two weeks duration for medical, nursing and allied health students; and 313 clinical placements ranging from two to seven weeks duration for dentistry students.
In 2011-12, 126 Continuing Professional Development placements for individuals, groups of individuals and organisations were supported. This has increased access for qualified health professionals working in rural and remote Australia to professional learning activities.
Deliverable: Health professionals are informed about incentives under the Rural Health Workforce Strategy. Provide the rural health professional workforce with information relating to the Rural Health Workforce Strategy.
2011-12 Reference Point: Timely and accurate information is provided to the target audience.
Result: Met.
The Department funded the Rural Champions and Go Rural initiatives to inform health practitioners of support that is available for the rural workforce. The Department’s ‘Doctor Connect’ website134 provides a wide variety of information about rural workforce incentives, requirements for overseas trained doctors, benefits of working in Australia, and a searchable map which shows the incentives available across Australia.
The number of general practice training places on the Australian General Practice Training Program increased to 1,000 in the 2012 training year. At least 50 per cent of general practice training is being undertaken in regional, rural and remote locations across Australia.
All placements on the General Practice Procedural Training Support Program were filled for the 2012 training year. This included 25 obstetric training grants and 15 anaesthetic training grants. In 2012, this will enable 40 rurally-based general practitioners to attain procedural skills in obstetrics or anaesthetics, increasing access to maternity services for women living in rural and remote communities across Australia.
Deliverable: Number of general practice training places on the Australian General Practice Training Program.
2011-12 Target: 1,000 2011-12 Actual: 1,000 Result: Met.
The Australian General Practice Training Program is run on a calendar-year basis. General Practice Education and Training Limited has filled all the new places available for 2012.
Deliverable: Number of placements on the Prevocational General Practice Placements Program.
2011-12 Target: 975 2011-12 Actual: Not yet available. Result: Cannot be reported.
The Prevocational General Practice Placements Program is run on a training year (i.e. calendar-year) basis, with placements on the program usually for a 12 week period. In the 2011 training year the target was 910 with 692 places filled. It is expected that the 2012 target of 975 will be met with General Practice Education and Training Limited working with Regional Training Providers around Australia to meet this target.
Deliverable: Number of placements on the Remote Vocational Training Scheme.
2011-12 Target: 22 2011-12 Actual: 22 Result: Met.
The Remote Vocational Training Scheme is run on a calendar-year basis. All of the 22 new places available in the 2012 training year have been filled, with training currently underway.
In 2011-12, the Department continued to support specialist training through the funding of medical specialist training posts situated beyond the traditional public teaching hospitals including private, community and rural/regional sectors. The Department funds these posts through specialist medical colleges. The Department has seen continued growth in achieving training places in the public and private health sectors. This has strategically positioned the medical workforce to respond to the dual demands of a growing and ageing population.
The success of the program presents an ongoing challenge with increased demand and stakeholder expectations. The Department will continue to work with program stakeholders to ensure that allocation of new places in the program is aligned with the Government’s key priorities, reflecting the needs of Australian communities.
Deliverable: Numbers of specialist training places funded.
2011-12 Target: 518 2011-12 Actual: 518 Result: Met.
518 places in the program were funded in the 2011 calendar-year. 600 places are being funded in the 2012 calendar-year.
Deliverable: Provide clinical supervision and infrastructure support for specialist training posts.
2011-12 Reference Point: At least 165 posts in private settings provided in 2011-12, with clinical supervision and infrastructure costs.
Result: Met.
The Private Infrastructure and Clinical Supervision allowances were introduced under the Specialist Training Program in 2011. In 2011 allowances have been provided for up to 228 posts involving a component of their training in the private sector.
The Nursing and Allied Health Rural Locum Scheme (NAHRLS) provides locum placements to enable nursing and allied health professionals in rural locations to take leave and undertake professional development activities without adversely affecting service delivery. The NAHRLS also allows interested nursing and allied health professionals to experience rural-based practice through a locum placement. In 2011-12, 449 placements were completed. Placements will continue in 2012-13.
The Department has maintained and improved access to quality medical care for rural communities through the National Rural Locum Program (NRLP). The NRLP provides locum relief to the rural obstetric, anaesthetic and GP workforce. This support allows existing rural doctors to have time to rest and undertake ongoing education and training and is a crucial retention mechanism. Support will continue in 2012-13.
Deliverable: Number of Allied Health Locum Placements.
2011-12 Target: 100 2011-12 Actual: 58 Result: Not met.
Uptake of the Program has been slower than expected. Changes to the Scheme (from 1 January 2012) expanded the types of eligible leave from just supporting continuous professional development. This allows rural allied health professionals to take up most types of leave and this has generated an increase in access. The Program uptake is being closely monitored and the Department is supporting an active marketing strategy to increase awareness of the Program.
Deliverable: Number of Nursing Locum Placements.
2011-12 Target: 750 2011-12 Actual: 391 Result: Not met.
Uptake of the Program has been slower than expected. Changes to the Scheme (from 1 January 2012) expanded the types of eligible leave from just supporting continuous professional development. This allowed rural nurses and midwives to take most types of leave and this has generated an increase in access. The Program uptake is being closely monitored and the Department is supporting an active marketing strategy to increase awareness of the Program.
KPI: Number of GP obstetrician, specialist obstetrician, GP anaesthetist and rural GP locum placements filled.
2011-12 Target: 220 2011-12 Actual: 427 Result: Met.
427 locum placements were filled during 2011-12.
Deliverable: The efficiency and effectiveness of rural locum activities is increased, contributing to the retention of GPs, GP anaesthetists, GP obstetricians and specialist obstetricians in rural and remote areas.
2011-12 Reference Point: Improvements to the rural locum activities will be considered during 2011-12 in consultation with key stakeholders.
Result: Met.
A review of the NRLP completed in April 2011 highlighted the effectiveness of the program as a recruitment and retention tool for doctors in rural and remote Australia. The review also recommended the administrative streamlining of the NRLP in order to deliver a more comprehensive locum service. Stakeholder consultations were undertaken in 2011-12 and the Department will source a single administrator to deliver GP anaesthetist and obstetric locum services in 2012-13.
To address the shortage of specialist radiation oncology staff delivering radiation services through Cancer Centres around Australia, particularly in the new Regional Cancer Centres, the Department provides a contribution towards the intern professional year for Radiation Therapists (RTs), the employment of Radiation Oncology Medical Physics registrars (ROMPs) and tutors to support the registrars.
Deliverable: Number of approved radiation oncology medical physics intern positions.
2011-12 Target: 25 2011-12 Actual: 22 Result: Substantially met.
In 2011-12, Cancer Centres with the capacity to train additional registrars requested a contribution towards 22 radiation oncology medical physics intern positions. All applications have been supported. A contribution was also provided towards clinical preceptor (tutor) support for these intern positions.
Deliverable: Number of approved radiation therapy training positions.
2011-12 Target: 36 2011-12 Actual: 36 Result: Met.
In 2011-12, a contribution was provided to 36 radiation therapist graduates commencing their professional development year.
KPI: Strategies and initiatives are in place to ensure a skilled workforce which meets the needs of radiation oncology practices.
2011-12 Reference Point: Strategies and initiatives to increase workforce capacity are adopted by key stakeholders.
Result: Met.
In 2011-12, the Department continued to contribute to the training positions for RT interns (36) in their national professional development year; and ROMPS positions (22) and clinical preceptor (tutors) support, to increase workforce capacity which meets the needs of radiation oncology practices.
The Department continued to fund the Australian Indigenous Doctors Association, Indigenous Allied Health Australia, the Congress of Aboriginal and Torres Strait Islander Nurses and the National Aboriginal and Torres Strait Islander Health Worker Association to provide mentoring and support to the Aboriginal and Torres Strait Islander health workforce.
The Department delivered on its commitment to provide funding to encourage more Aboriginal and Torres Strait Islander peoples to enter health professions. A record number of 361 Aboriginal and Torres Strait Islander health students were studying with support from a Puggy Hunter Memorial Scholarship in 2012.
Deliverable: Number of Puggy Hunter Memorial Scholarships allocated to support Aboriginal and Torres Strait Islander peoples to study health-related disciplines.
2011-12 Target: 275 2011-12 Actual: 361 Result: Met.
The Government approved additional funding to be used for scholarships through the Puggy Hunter Memorial Scholarship Scheme, which resulted in the target being exceeded with 361 scholarships awarded in 2012.
KPI: Increased numbers of Indigenous doctors, dentists, nurses, allied health professionals and Aboriginal and Torres Strait Islander Health Workers, as well as Indigenous students in these fields, being mentored and supported by Indigenous professional bodies.
2011-12 Reference Point: Data collected on the number of Indigenous students and Indigenous health professionals – medical, nursing and allied health.
Result: Met.
The Aboriginal and Torres Strait Islander Health Performance Framework Report 2010 indicates that the number of Aboriginal and Torres Strait Islander doctors, dentists, nurses, allied health professionals and Aboriginal and Torres Strait Islander Health Workers has been steadily increasing since 2001. During 2011-12, the Department continued funding peak Indigenous professional bodies to ensure that Aboriginal and Torres Strait Islander students and health professionals are provided with high quality support and mentoring throughout their training and working life.
In 2011-12, the Department continued to invest in rural health education initiatives that included supporting a network of 17 rural clinical schools and 11 university departments of rural health. The Department also supported six dental schools that offered rural dental placements. The rural training network continues to provide positive rural training opportunities to health and medical students and is assisting to reduce professional isolation for health professionals working in rural and remote area.
Deliverable: Number of rural placements by university departments of rural health.
2011-12 Target: 3,500 2011-12 Actual: 4,210 Result: Met.
University department of rural health clinical placements are reported on a calendar year basis, rather than by financial year. In 2011, 4,210 clinical placements of at least two weeks duration were supported, exceeding the program target of 3,500.
KPI: Percentage of medical students participating in the Rural Clinical Schools Program.
2011-12 Target: ≥25% 2011-12 Actual: 33.6% Result: Met.
On 1 July 2011, the Rural Clinical Schools Program merged with the Rural Undergraduate Coordination and Support Program to become the Rural Clinical Training and Support Program. The new program continues to require at least 25% of graduating medical students to undertake at least one year of their clinical training in rural areas. Overall the 16 universities participating in the program have met or exceeded the 25% target. The trend shows a steady increase in the percentage achieved by universities over the last 10 years. The percentage has increased from 30% in 2010 to 33.6% in 2011.
Throughout 2011-12, the Department initiated a range of start-up activities to support and foster the adoption of telehealth in Australia. Standards for general practitioners offering telehealth consultations were developed and released in 2011 through targeted funding to the Royal Australian College of Practitioners. In addition, the Australian College of Rural and Remote Medicine was funded to implement a range of education and training tools to support rural GPs and specialists to establish telehealth-ready practices.
Funding of $15.7 million has been allocated via an open, competitive Invitation to Apply for funding process. As a result, 28 new projects were approved by the Department and will be funded to 30 June 2013. Funding is being provided for projects in all states and territories to ensure national coverage across four priority areas:
In 2011-12, the Department continued to fund the delivery of the International Recruitment Strategy to recruit overseas-trained doctors (OTDs) to work in outer-metropolitan, regional, rural and remote areas of need. A recruitment service operated by Rural Health Workforce Australia through its seven member Rural Workforce Agency network provides support and advice to potential recruits from first contact until they have arrived and settled into the Australian community. Rural Workforce Agencies also provide an orientation service for the doctor and family members to ensure that they are adequately prepared for life in Australia.
KPI: Number of suitably qualified overseas-trained doctors recruited under the International Recruitment Strategy.
2011-12 Target: 108 2011-12 Actual: 82 Result: Not met.
Only 75% of the target was met in 2011-12 as candidate placement is conditional on a number of national and global factors outside the control of recruiting agencies. A contingency strategy is in place for 2012-13.
Deliverable: Potential number of overseas-trained doctors to reduce ‘return of service’ obligations through scaling of rural workforce incentives.
2011-12 Target: 6,772 2011-12 Actual: 2,500 Result: Not met.
The scaling initiative allows OTDs and foreign graduates of an accredited medical school (FGAMS) to receive discounts to their return of service obligations under the ten-year moratorium requirement under section 19AB of the Health Insurance Act 1973 (the Act) if they practice privately within eligible regional, rural or remote areas.
The number of medical practitioners who are accessing the provisions of the scaling initiative has increased steadily over 2011-12 with 2,500 medical practitioners receiving discounts through the scaling initiative as at 1 June 2012. This represents the highest level of participation since the scaling initiative was introduced on 1 July 2011.
The scaling initiative provides a significant benefit to the community. The increase in the number of medical practitioners who receive scaling incentives represents an increase in the level of Medicare subsidised medical services that are being provided to communities located within regional, rural and remote areas of Australia as a direct result of this initiative.
The Department successfully implemented the Government’s election commitment to fund the medical training component of the More Doctors and Nurses for Emergency Departments Program. In 2011-12 the Department worked with key program stakeholders to deliver the following outcomes:
Deliverable: Number of additional emergency medicine specialist trainee positions delivered.
2011-12 Target: 44 2011-12 Actual: 44 Result: Met.
44 places are being funded in the 2012 calendar-year.
Deliverable: Number of scholarships provided for emergency care workers.
2011-12 Target: 420 2011-12 Actual: 435 Result: Met.
Scholarships are reported on a calendar year basis rather than by financial year. In 2012 there were 435 emergency department scholarships awarded.
In 2011-12, the Department implemented the Practice Nurse Incentive Program which supported 3,571 general practices. This support has enabled more effective use of practice nurses’ skills within their health care team and provides Australians with access to more coordinated and comprehensive primary care and better chronic disease management.
Deliverable: Undertake preparations for delivery of practice nurse incentives.
2011-12 Reference Point: Implementation activities undertaken and administrative processes in place for Medicare Australia135 to commence processing incentive payments from 1 January 2012.
Result: Met.
To assist in implementation of the program the Department funded projects to promote the program, develop resources and facilitate workshops targeted at general practices, practice nurses, practice managers and GPs. The Department also responded to key stakeholders about any issues that were raised by their members.
The Department worked closely with the Department of Human Services to resolve any issues and ensure that all administrative processes were in place for successful implementation on 1 January 2012.
KPI: Number of practices supported through practice nurse incentives.
2011-12 Target: 3,900 2011-12 Actual: 3,571 Result: Substantially met.
As an applicant-driven program, there has been good uptake, however, not as high as expected. The Department will closely monitor the program over 2012-13 to determine if further promotion of the program is required.
In 2011-12, the Department commenced implementation of the Government’s initiative to invest in the dental workforce through the introduction of the Voluntary Dental Graduate Year Program (VDGYP). The initiative will provide 50 dental graduate placements each year from 2013, expanding to 100 placements each year by 2016 under the 2012-13 Budget dental package, with a structured program for enhanced practice experience and professional development opportunities. The VDGYP will increase the dental workforce capacity, particularly in the public sector and other areas of need.
A VDGYP Reference Group has been established, with representation from professional bodies and students and state and territory governments, to inform program design and implementation including: rotation opportunities; development of an appropriate curriculum; infrastructure requirements and selection criteria. Following stakeholder consultations, the VDGYP program guidelines were approved by the Minister for Health in February 2012.
The Department engaged the Australasian Council of Dental Schools to develop the VDGYP curriculum and AITEC Pty Ltd has been appointed to administer the program nationally.
Rural and remote communities experience particular issues and challenges associated with their geographic isolation. In 2011-12 the Department continued to deliver a number of initiatives with the aim of increasing the number of doctors working in rural areas. The combined effect of workforce incentives has contributed to a positive result with a 6.9 per cent increase in the number of rural doctors since 1 July 2010.
The Department continued delivery of the General Practice Rural Incentives Program to provide financial incentives to encourage doctors to move to and/or remain in regional, rural and remote Australia. Payments are scaled to provide the greatest incentive to those living and working in the most isolated regions. Doctors receive a retention payment based on their length of service in a rural community, clinical workload and location of the practice. In 2011-12, over 11,000 doctors were assessed as eligible for retention incentives.
KPI: Number of doctors relocating to rural or remote locations.
2011-12 Target: 70 2011-12 Actual: 22 Result: Not met.
Uptake for the rural Relocation Incentive Grant has been lower than expected in its second year of operation. The Department will continue to consider ways to increase uptake to the relocation component of the General Practice Rural Incentives Program in 2012-13.
KPI: Number of registrars remaining in rural and remote locations.
2011-12 Target: 100 2011-12 Actual: 132 Result: Met.
The number of GP Registrars choosing to remain in regional, rural or remote locations at the end of their Registrar training has exceeded expectations and provides greater access to medical services in these locations.
Deliverable: Number of new doctors participating in the General Practice Rural Incentives Program.
2011-12 Target: 300 2011-12 Actual: 1,889 Result: Met.
The higher than anticipated participation by doctors on the General Practice Rural Incentives Program has occurred as a result of automated processing of assessments and payments, and increases to the number of eligible areas.
Deliverable: Number of new registrars participating in the General Practice Rural Incentives Program.
2011-12 Target: 150 2011-12 Actual: 979 Result: Met.
The higher than anticipated participation by Registrars on the General Practice Rural Incentives Program has occurred as a result of automated processing of assessments and payments, and increases to the number of eligible areas.
KPI: Number of participants on the HECS Reimbursement Scheme.
2011-12 Target: 520 2011-12 Actual: 748 Result: Met.
The HECS Reimbursement Scheme commenced in 2001 and aims to promote careers in rural medicine and increase the number of doctors in rural and regional areas in the longer term. The number of doctors accessing the Scheme continues to rise. 748 doctors participated in 2011-12, reflecting an increasing number of doctors choosing to work or train in rural and remote areas of Australia.
KPI: Number of GPs supported to maintain procedural skills under the Rural Procedural Grants Program.
2011-12 Target: 1,869 2011-12 Actual: 1,760 Result: Substantially met.
This figure is based on unique participants. Doctors access both the emergency training component and procedural GP up-skilling. The Rural Procedural Grants Program reached 94.1% of its target. Activity will continue to raise the profile of this program.
Deliverable: Produce relevant and timely evidence-based policy research.
2011-12 Reference Point: Relevant evidence-based policy research produced in a timely manner.
Result: Met.
The Department continued to provide timely evidence-based policy research and advice throughout 2011-12. An evaluation of Indigenous health workforce programs funded under the Health Workforce Fund was undertaken. A separate evaluation of training providers focused on the training of Aboriginal and Torres Strait Islander Health Workers and the new ‘Practitioner’ workforce, and networks that support this workforce. Once assessed, the recommendations from these evaluations will underpin the Department’s future policy directions in the area of building Indigenous health workforce capacity.
Deliverable: Stakeholders participate in program development through a range of avenues.
2011-12 Reference Point: Stakeholders participated in program development through avenues such as regular consultative committees, conferences, stakeholder engagement forums, surveys, submissions on Departmental discussion papers and meetings.
Result: Met.
In 2011-12, the Department consulted with stakeholders to develop the new funding agreements, about ongoing operational issues, reporting and outcomes. With the consolidation of some health workforce programs in 2011-12 into the Health Workforce Fund, the discussion paper on the development of Health Workforce Fund Guidelines formed part of the consultation process that gave stakeholders the opportunity to comment on the objectives and priorities of the Fund.
The Department has continued to consult with Health Workforce Australia (HWA) on a variety of health workforce issues. The Department and HWA hold regular officer level discussions and the Department participates on a number of HWA expert reference groups relating to policy development and HWA’s programs.
The Department also worked with a number of stakeholders associated with the delivery of programs for rural doctors, including: Rural Health Workforce Australian and Rural Workforce Agencies; General Practice Education and Training; the Royal Australian College of General Practitioners; the Australian College of Rural and Remote Medicine; and the Department of Human Services.
Deliverable: Percentage of variance between actual and budgeted expenses.
2011-12 Target: ≤0.5% 2011-12 Actual: -0.4% Result: Met.
During 2011-12, the Department managed Program 12.1 funds effectively and achieved a variance of -0.4%.
Program 12.2 aims to improve training capacity and the mental health workforce.
In 2011-12, the Department funded 29 rural capital works projects under the Rural Education Infrastructure Development Program to boost multidisciplinary training capacity and enhance the quality of health students’ rural education experiences.
For discussion on mental health nurses, please refer to Outcome 11 – Mental Health.
Deliverable: Produce relevant and timely evidence-based policy research.
2011-12 Reference Point: Relevant evidence-based policy research produced in a timely manner.
Result: Met.
Policy advice to support the development of training initiatives by investing in capital works projects was based on research, consultation and expert opinion.
Deliverable: Stakeholders participate in program development through a range of avenues.
2011-12 Reference Point: Stakeholders participated in program development through avenues such as regular consultative committees, conferences, stakeholder engagement forums, surveys, submissions on Departmental discussion papers and meetings.
Result: Met.
In 2011-12, the Department worked with a number of stakeholders associated with improving training capacity including training providers in rural communities through forums and regular meetings.
| (A) Budget Estimate 2011-12 $’000 | (B) Actual 2011-12 $’000 | Variation (Column B minus Column A) $’000 | |
| Program 12.1: Workforce and Rural Distribution | |||
| Administered Expenses | |||
| Ordinary Annual Services (Annual Appropriation Bill 1) | 780,563 | 776,466 | ( 4,097) |
| Departmental Expenses | |||
| Departmental Appropriation1 | 18,911 | 19,765 | 854 |
| Expenses not requiring appropriation in the current year2 | 850 | 1,009 | 159 |
| Total for Program 12.1 | 800,324 | 797,240 | ( 3,084) |
| Program 12.2: Workforce Development and Innovation | |||
| Administered Expenses | |||
| Ordinary Annual Services (Annual Appropriation Bill 1) | 329,390 | 326,957 | ( 2,433) |
| Departmental Expenses | |||
| Departmental Appropriation1 | 6,868 | 7,204 | 336 |
| Expenses not requiring appropriation in the current year2 | 334 | 396 | 62 |
| Total for Program 12.2 | 336,592 | 334,557 | ( 2,035) |
| Outcome 12 Totals by appropriation type | |||
| Administered Expenses | |||
| Ordinary Annual Services (Annual Appropriation Bill 1) | 1,109,953 | 1,103,423 | ( 6,530) |
| Departmental Expenses | |||
| Departmental Appropriation1 | 25,779 | 26,969 | 1,190 |
| Expenses not requiring appropriation in the current year2 | 1,184 | 1,405 | 221 |
| Total expenses for Outcome 12 | 1,136,916 | 1,131,797 | ( 5,119) |
| Average Staffing Level (Number) | 185 | 183 | ( 2) |
Produced by the Portfolio Strategies Division, Australian
Government Department of Health and Ageing.
URL: http://www.health.gov.au/internet/annrpt/publishing.nsf/Content/annual-report-1112-toc~11-12part2~11-12part2.2~11-12outcome12
If you would like to know more or give us your comments contact: annrep@health.gov.au
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