The document discusses privacy training for managers and supervisors in the Southern Region. It aims to help them understand the past, current, and desired future privacy culture. It outlines why privacy is important, what information is considered sensitive, and managers' responsibilities regarding collecting, storing, sharing, and protecting personal data. The training identifies challenges to privacy compliance and provides strategies to build a strong privacy culture, such as designating Privacy Contact Officers and monitoring data access. The overall goal is to minimize privacy incidents and complaints by fostering a workplace where privacy is a priority.
Training for managers and supervisors presentation
1. Southern Region Privacy – Embedding a Privacy Culture “ Privacy Matters” Training for Managers & Supervisors
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5. Information under your control When dealing with information, think privacy A person’s race, ethnicity, criminal record, trade union membership Sensitive information Medical, Counselling, WorkCover, OHS, information about a living or deceased person - physical, mental or psychological health Health information Financial, Family, Contact details, Clients & HR details – material about a living identifiable or easily identifiable individual Personal information
The purpose of this session is to introduce you to the topic of privacy and records management laws. The first part of the session considers the context for privacy laws in the regions. I’ll briefly give an overview of the concept of ‘information privacy’ and the main exemptions which are relevant to core business in the regions. This will be followed by an in depth discussion of the collection and use and disclosure principles. I will also discuss the rest of the 10 information principles which set the standards for the handling of personal information that Victorian public sector organisations must comply with. The remainder of the session focuses on record management laws and the final slide contains details about where to go for help about information privacy, records management and freedom of information laws.
Secretary & ED PES&C requested merger of CV privacy staff with Technology Services and Executive Services privacy to form the privacy unit CV privacy hotline retention of dedicated CV personnel ( Lina & Evelyn) access to 6 privacy staff Development of more CV resources ( Info Sheet, Privacy Video Tutorials, Case Studies, Forms, E-learning training module) that their information will be protected that prisoners will not be compensated ( Ivan Milat NSW). In 2008 Victoria went part-way to taper compensation to prisoners by giving Courts an oversight role. Privacy complaints by prisoners run the risk of prisoners receiving damages. Money may be held in a quarantine fund and could be payable to victims. Through privacy complaints related to prisoners don’t want to be put in the position of paying any money to prisoners that we train and support staff to comply with confidentiality, security and privacy requirements - that their HR information is protected
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