Document ID: chunk:federal_register_of_legislation:F2016L00002:front:0:p32
Version: federal_register_of_legislation:F2016L00002
Segment Type: other
Provision Reference: 
Character Range: 93584–96804

opportunities, interests and joint management. Development of protocols for temporary closure of parts of the park for cultural reasons has been identified as a priority.

It is important for Bininj/Mungguy to be involved in implementation of natural, cultural and visitor programmes, and opportunities to do this are made available through a range of permanent, contract and flexible employment opportunities in park management, administration and on-ground programmes. As well as direct employment through ongoing or non-ongoing positions, Bininj/ Mungguy are engaged in casual work (day labour). This programme offers flexible work arrangements and helps to fill labour requirements during busy times. Bininj/Mungguy are also engaged through third-party employment and as contractors to provide services in and in relation to the park, for example maintaining campgrounds or conducting interpretative talks.

During the life of the previous plan, the number of Indigenous people employed in the park improved, with almost half (48 per cent) of staff employed on ongoing or non-ongoing contracts identified as Indigenous in 2014. Additionally, half of all staff on casual employment contracts identified as Indigenous, with a large number of these casual opportunities being made available through the National Environmental Research Programme. The Working on Country funded Kakadu Indigenous Ranger Programme has also provided 11 hosted community ranger positions in the park and engaged over 30 Indigenous community rangers since 2008–09.

Bininj/Mungguy traditional knowledge and interests are incorporated in the planning and implementation of all park programmes. Cross-cultural training for staff also helps to facilitate a shared understanding of different cultures and promote Bininj/Mungguy involvement in decision-making and implementing programmes.

Management issues

    * Consultation and decision-making processes and protocols need to be clear and consistently followed. Records of consultations and decisions need to be properly kept. It can be time-consuming and resource intensive to determine the right people to consult with and conduct consultations with Bininj/Mungguy spread throughout and outside the park.

    * Employment opportunities, consultation opportunities, and other opportunities to participate in decision-making and implementation of the plan are not always taken up or retained by Bininj/Mungguy.

    * There is an ongoing need for cross-cultural awareness between park staff and Bininj/Mungguy.

Policies

     4.2.1              The park will be managed as if all land in the park is Aboriginal land under the Land Rights Act. Where traditional ownership of an area is unclear, consultation will occur with all Bininj/Mungguy who have traditional rights in relation to the area.

     4.2.2              The consultation guidelines developed by the Board and the NLC that guide when and how Bininj/Mungguy are consulted on routine and non-routine development proposals and actions will be used when consulting with Bininj/Mungguy. The guidelines will be reviewed by the Board (see Section 4.2.8).

     4.2.3              Bininj/Mungguy cultural protocols and practices will