Learning and development

NSW Health offers a range of learning opportunities to support the continuing professional development of their staff.


It is important that NSW Health staff feel supported to undertake continuing professional development. Staff should be informed of any relevant training they could complete to enhance the performance of their duties and /or to strengthen their career pathway.

Learning and development opportunities at NSW Health are made available through:

  • HETI Online - HETI's state-wide Learning Management System

This is open to all NSW Health staff and offers access to all training programs across NSW Health, including a range of mandatory training requirements.

  • The Ministry of Health's Learning and Development Calendar also includes a timetable of courses that NSW Health staff can access

There are also a variety of staff training programs on offer:

"Mentoring is to support and encourage people to manage their own learning in order that they may maximise their potential, develop their skills, improve their performance and become the person they want to be."

Eric Parsloe, The Oxford School of Coaching & Mentoring The Oxford School of Coaching & Mentoring


Although there is no formal mechanism in place for mentoring in NSW Health, the workplace is supportive of the beneficial impact that a productive mentoring relationship can provide to both employees and mentors.

Employees should be encouraged to at least think about having a mentor who can provide them with professional and also personal advice to support their career growth and progression. For Aboriginal apprentices and trainees in NSW, a cultural mentor who can provide career advice and support within a cultural context are available at:

The Bob Fenwick Memorial Mentoring program provides an opportunity for a formal mentoring relationship to be established between a senior nurse as mentor and a less experienced nurse as mentee

​Performance management

New staff need to be made aware of NSW Health's system of performance management for all staff which includes annual completion of a performance agreement and development plan.

Performance management has generally negative connotations for most people so it is important that new staff are informed that performance management is not a judgement process. It is a process that all staff undertake and a means by which managers can ensure their staff are meeting their role responsibilities and that any identified gaps in ability, skills or knowledge can be filled through learning and development.

It may be beneficial to refer new staff to the NSW Public Sector Performance Development Framework for an outline of the NSW public sector approach to managing all aspects of employee performance.

Performance management

tip Tip

Make staff aware that performance management is an opportunity for them to identify their strengths and any areas that may require further attention so that they can continuously improve their work performance.

Career pathways for Aboriginal people in NSW Health

Support the professional development of your staff by providing them with opportunities to pursue further training and development with NSW Health.

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