Tanieka Allen

The Happychondriac Society has made it it’s mission to bridge the gap between humans and create a world where mental health is a priority.

We work with workplaces and community to curate bespoke wellbeing programs to support mental health. The Happychondriac Society has a keen interest in improving wellbeing in multicultural communities.

• Develop and implement operational strategies to support future growth.
• Monitoring of financial performance and identified areas for improvement in cost savings and revenue generation.
• Product development.
• Maintained a comprehensive knowledge of industry developments and competitive landscape.

• Development of three year plan to address psychosocial risk management
• Delivery of project plan including gathering data to contextualise risk level across organisation and develop org-wide risk assessment, gap analysis of current controls and development of psychosocial management framework, development of appropriate training and resources, roll out of local risk assessment and control risk improvement projects.
• Evaluation of risk controls and project deliverables.

• Develop and consult and deliver on a multi-year workforce wellbeing strategy
• Review and monitor lead and lag indicators in relation to employee wellbeing
• Contribute to the design, delivery of education, training and lead interventions relevant to the needs of specific groups within Peter Mac. With the intention of improving mental health literacy, building collegiality and psychological safety between work areas and improving safety culture
• Lead the review and implementation of the critical incident debrief process
• Guide work areas to engage in projects that mitigate against psychosocial risks and promote protective factors in consultation with broader People & Culture team
• Manage projects life cycle, including grant preparation, budgeting, implementation and evaluation.
• Manage and maintain the CARE Champion peer support program of approximately 80 staff including ongoing recruitment, training, delivery, communications, monitoring, support and evaluation.

Respiratory Protect Program

• Define, develop and implement the RCH's Respiratory Protection Program in line with Victorian Department of Health's guidelines, Workfare Victoria requirements, and the appropriate national and international Standards.
• Team management of 7.0 EFT
• Develop project timelines, provide regular updates to key stakeholders, and deliver outcomes on time/ on budget.
• Review and document business requirements to drive program improvement initiatives such as software development to manage the RCH's Fit Testing Program.
• Define database requirements and work with appropriate resources to build robust reporting systems to improve organisational compliance.
• Budget management
• Support internal stakeholders with their compliance obligations by providing resources, education, support, and appropriate reporting.
• Management of the organisation-wide overarching Respiratory Hazard Risk Assessment and Action Plan.
• Develop mandatory training modules via the Learning Management System.

Employee Wellbeing Project work

Staff Mental Health Strategy (MHS) 2021-23

This project forms the narrative of improving staff mental health at the RCH over the next three years. The strategy is based on an integrative approach model which intends to create a mentally healthy workplace by reducing harm to our staff through three key pilars; promotion, prevention and support.

• development of funding proposal to the RCH Foundation to support resourcing and proposed initiatives
• research, development, drafting and publication of MHS strategy document as the primary author (can be provided on request)
• consultation with appropriate internal and external stakeholders

2023 Staff Psychological Support Program

Consulting on the implementation of 6 staff psychologist to support staff wellbeing, including recruitment, operations, logistics, systems development, key deliverables, measures of success, evaluation criteria etc. Further more, involved in the revamp of the peer support model to improve utilisation and outcomes.

Family Violence Contact Officer Project

This project addresses family violence as a workplace issue. RCH Family Violence Contact Officers have an understanding of the organisation’s Family Violence policy, their role as a contact officer, internal and external resources for victims of family violence, and how to provide appropriate support.

• Sourcing and organisation of Contact Officer training with external provider
• Collaboration with RCH Social Work team to ensure contact officers are supported in their roles
• Involvement with the development of communications plan for organisation-wide rollout

Fatigue Management Guidelines (can be provided on request)

• Development of evidence-based guideline to assist managers in identifying and effectively managing fatigue throughout the COVID-19 pandemic.

Staff Wellbeing Check-in Toolkit(can be provided on request)

• Development of document to guide managers and/or leaders to perform staff wellbeing check-ins during the COVID-19 pandemic.

Be.Well.Be.Safe Worker Wellbeing Grant

Management of budget, approval and allocation of wellbeing grants to the organisation.

• Other project work such as: board paper addressing WorkSafe's concerns for healthcare worker wellbeing during COVID-19, and the Department of Health PPE compliance audit.

• WorkCover administrative duties - oversight of payroll, invoices and reimbursements.
• Management of physical and psychological injuries for a portfolio of RCH departments, including early intervention cases and WorkCover claims.
• Varied administrative duties and projects/duties as directed by the Director Workplace Health and Safety.

• WorkCover Claims Management for complex claims (individuals 70 - 130 weeks off work)
• Assessing and determining liability on claims.
• Preparing for, attending and performing at claims reviews highlighting your excellent claims strategies, results and communicating further with your stakeholders.
• Assist workers return to work and manage chronic ill health through person centred case management.
• Ensure entitlements to compensation are made appropriately and timely.