Document ID: chunk:federal_register_of_legislation:F2016L00002:front:0:p34
Version: federal_register_of_legislation:F2016L00002
Segment Type: other
Provision Reference: 
Character Range: 99722–103115

review cultural protocol documents (including Sickness Country protocols and Indigenous research protocols), and consolidate where possible to ensure decision-making and other activities on the ground are guided by appropriate protocols and in a consistent manner.

     4.2.11          Provide cross-cultural exchange and awareness training, including information on joint management and park governance, for new park staff, both Bininj/Mungguy and Balanda, and all Parks Australia staff involved in policy development relevant to the park to ensure a shared understanding of both Bininj/Mungguy and Balanda approaches.

     4.3                 Bininj/Mungguy training and other opportunities

Outcome
    * Bininj/Mungguy are provided with training and development opportunities and gain social and economic benefits from the park

Performance indicators
    * Training and development opportunities provided for Indigenous staff and Bininj/Mungguy

    * Bininj/Mungguy contractors directly or indirectly providing park services

    * Bininj/Mungguy businesses created or supported

Background
The park lease agreements (see Appendix I: Provisions of leases) commit the Director to maintaining an investment in training and development of Bininj/Mungguy in park management. In response to this, Parks Australia directly invests in Indigenous engagement, training and employment and has a range of programmes supporting Indigenous employment pathways, including the Junior Ranger Programme, work experience, apprenticeship and trainee programmes. The Junior Ranger Programme activities have been expanded in recent years to include Gunbalanya and Pine Creek schools, and approximately 40 students participate in the programme's activities annually.
Figure 7 highlights some of the programmes supporting Indigenous employment pathways in the park.

       Figure 7: Summary of programmes supporting Indigenous employment pathways in Kakadu

Staff training and development is recognised as essential to retaining staff and developing management and leadership capability. Numerous training events are held each year; for example, some 30 different training events were provided for park staff in 2011–12 to assist with developing Indigenous staff and promoting effective joint management. A training strategy was developed in 2010 to guide training programmes. The training committee meets quarterly to make decisions relating to investment in staff learning and development.

Parks Australia also provides training and helps to facilitate the provision of training to build capacity of Bininj/Mungguy to take on contracts to deliver park services, and this is likely to become more important in the future. Other park policy and programme initiatives relating to Indigenous training include the Parks Australia mobility policy and opportunities for staff exchange, and the introduction of mentoring guidelines.

The park receives support from the Department of the Environment in accordance with priorities identified in the Department's Indigenous Employment and Capability Strategy. This includes support for governance and leadership training for elected Indigenous Staff Network members and conference attendance. Significant support for Indigenous employment, training and development is also sourced from external partners including Charles Darwin University, Batchelor Institute