Background
On 5 June 2025, Darling Downs Health released its plan for building a stronger future for our people, consumers and community. Key components of the plan involve:
- Focusing on improved patient flow and access
- Increasing our focus on our people
- Establishing (and marketing) ourselves as an organisation that values the experience of our people
- Realigning our organisation for the future.
What is changing?
Darling Downs Health held an all staff forum to announce the changes on June 5, 2025 and released a business case for change. The details of the change are outlined in the links below:
What is the plan for implementing the change?
Darling Downs Health held an all staff forum on 28 July 2025 to the share feedback received about the proposed changes and to announce the details of decisions made by the executive about the change. An implementation plan was also released on 28 July. The details of the change are outlined in the links below:
Functional Structure 28 July [PDF 261.25 KB]Frequently asked questions
Visit the frequently asked questions page for more information.
Frequently asked questions [PDF 465.82 KB]
Ask questions
Your line manager should be your first port of call to ask questions or to discuss how the change is impacting you. Our senior leaders and the executive will also be available, as will members of the People and Culture team.
For questions that are unable to be answered at a local level please email: DDHPeopleMatter@health.qld.gov.au
For questions specific to your individual situation (and how the change is impacting you), your line manager will be your first port of call.
Provide feedback
Feedback about the proposed implementation plan is invited as follows:
- Local level feedback should be provided to line managers and divisional senior leaders.
- Feedback for broader consideration must be submitted by 5 August 2025 via ddhpeoplematter@health.qld.gov.au using the word ‘Feedback’ in the subject line.
Timeline
Announcement (5 June)
Change was announced by the Health Service Chief Executive via All Staff Forum.
Consultation and listening (5 – 20 June)
People were invited to ask questions and seek clarity, and share their feedback. Feedback has been considered in decision-making.
Decision-making (commencing from 23 June)
Themed formal and informal feedback will be considered by the executive and will be considered in final decision-making. The final decision will then be announced, and a proposed implementation plan provided.
Implementation (July 28 onward)
A phased implementation process will occur from 28 July onwards. Read the implementation plan here.
Leading change - Tips and tools for line managers
Line manager tips and tools for leading effectively and supporting people through change.
Get support
We know that people can experience a broad range of emotions during change processes. People may feel pleased they have been heard and that change is on the way. Others may feel sad that friends or colleagues have been affected or are moving to other divisions.
Support is available for people experiencing change and for line managers leading change.