Supervision

Satisfaction with levels of supervisory / managerial support differed by some demographic cohorts:

Age

Younger members of the workforce (aged under 35) were significantly more satisfied with the quality of support provided by their supervisor or direct manager than their colleagues aged 35 years or older (81% versus 69%-70% of those aged 35 to 54 and 55+).

• A similar trend was reflected in relation to years of experience, with a general reduction in overall satisfaction reported as years of experience in their current role increased.

Organisation type

Those working in an organisation that specialises in women’s health were more likely than average to be satisfied with the quality of support provided by their supervisor or direct manager (82%).

Primary prevention practitioners make up a small workforce within Victoria and are reportedly dispersed across many organisations across the state. They often work alone or in small teams within larger organisations. Of all respondents, 49% reported that there were fewer than five other primary practitioners employed at their organisation; and 29% just worked with one, or no others.

As they often make up a small cohort within their organisations, the primary prevention workforce were also asked a series of additional questions to investigate how supported they feel within their organisations more generally (aside from the support provided by supervisors or managers). Overall, the results suggested that primary prevention practitioners felt that their roles were not particularly well understood or valued within their organisation. As illustrated in Figure 8, just:

• One-third (33%) felt that their role was extremely or very well understood by others; and
• Half (49%) felt that their role was extremely or very well valued by others in their organisation.
• However, on a positive note, very few felt that they were not understood or valued at all.

Figure 8: Extent that role is felt to be understood or valued by others within their organisation. Q33 / Q34. Overall, to what extent do you feel your role is understood / valued by others in your organisation? * % Extremely well or very well.

When asked about relationships they held with others in the workforce, 46% reported that they were part of a regional primary prevention partnership or network. Additionally, just over half of respondents (51%) reported that they were a part of a community of practice for primary prevention practitioners, most of whom found it useful (85% of those who are part of such a community).

Results differed by some demographic cohorts, as follows:

Organisation size

Primary prevention respondents working in organisations with fewer staff (< 50) were significantly more likely than those in organisations with more than 200 staff to feel extremely or very well understood (44% versus 16%) and valued (59% versus 33%).

Organisation type

Those working in an organisation that specialises in women’s health were more likely than average to feel that their role was well understood (64% versus 33% on average) and valued (75% versus 49% on average) by others in their organisation. In contrast, those employed in local council or local government, were less likely to be feel that their role was well understood or valued (16%-33%).