AHPRA Reviews

Pros

Diversity, Fair, Equitable and an employer that does listen even though it can take time to listen, you can still get your message across. Is also ever evolving.

Cons

Downsides, I have worked in many corporate companies and it was refreshing to come to AHPRA and not feel like Big Brother is on your case when you are just doing your job.

Pros

Maybe the CBD location and eating left over catered food from the never ending "management meetings/forums"

Cons

Bullying and harassment culture, unsafe working conditions that creates a risk to a person's mental and physical well-being (I'm still suffering from PTSD after what happened at AHPRA), unfair and unjust offer of level 6 positions to staff members who were doing level 3 admin roles less than a year ago,

Pros

I Loved the city location

Cons

No leadership, no transparency, no strategic thinking

Pros

Got out, still sane and amused to see the decay continue, sad to see a community purpose organisation ruined by self obsessed mgt and (lack) of executive leadership (so tremendously self indulgent)

Cons

Bullies, inept, feeble minded leadership, quick to blame lowest level staff for the failures in leadership and management blame shifting from the “in crowd” to anyone else

Pros

Small number of colleagues are decent people

Cons

- No opportunities for progression or promotion - Bullying, discrimination, nepotism, favouritism, micromanagement, disrespectful behaviour, harassment rife throughout the company - Little done to combat bullying even after a scathing company wide survey revealed that bullying was a major issue - responses to the staff survey have been minimal and piecemeal -Toxic people in positions of power making the workplace toxic - managers hiring staff and creating siloed business units outside the organisation structure - Nepotism resulting in managers protecting the under-qualified, inexperienced employees they bring in, when they avoid work or misuse company resources and work hours. If you speak up, you become a target for bullying and harassment - breaches of privacy by HR: confidential bullying disclosures disseminated to managers (including those that were identified as bullies) without consent - positions appear to be reserved for favourite "in crowd" managers after they resign, so that they may choose to return if their new job does not pan out. New employees fill these positions on contract basis - professional development and pay increases minimal to non-existent (excuses always made about why pay cannot be increased) - staff are expected to satiate perceived "important people" such as executives and their lackeys, as well as board members/chairs/committee members

Pros

Pay is excellent. Purpose and mission of the organisation is commendable.

Cons

Senior management is disconnected from the organisation. Organisation pretends to care about staff, but it is simply lip service. Literally no training for years. No desire to help staff improve. Mid-level management roles created for particular staff - as they get created, all the staff know who that role has been created for (and lo and behold, that staff member miraculously ends up in that role). Unrealistic workloads and an obsession with KPIs ahead of all else means that all that management cares about is getting green ticks on the KPI report - as if that actually protects the public. AHPRA decided not to provide any form of exit interview, so prior to leaving, I provided a ten page document outlining my concerns with the organisation. I received in response a one page response from HR saying, in essence, "enjoy your career!" - no one reached out to ask about things. I indicated to senior management that I was seriously concerned about the stress on my staff and about some staff in particular - management's response was to remove me from the role. They never asked about the staff I was concerned about - who they were, what I was concerned about, or anything like that.

Pros

Fellow notifications officers. Trauma brings people closer together.

Cons

Everything else, such as management telling you the outcome they want a matter to have before the investigation has concluded, the number of cases assigned per investigator, pressured to work overtime on Saturdays, favouritism, cliques, etc etc.