Document ID: chunk:federal_register_of_legislation:F2021L01354:body:0:p54
Version: federal_register_of_legislation:F2021L01354
Segment Type: other
Provision Reference: 
Character Range: 154867–158044

which includes obligations to past, current and future generations. Traditionally, the land provided for the economic well-being of Nguraṟitja, with harvesting and the use of natural resources providing the basis of their economy. Nguraṟitja want to continue to exercise these traditions and other cultural obligations to maintain Tjukurpa (see Chapter 3 Caring for culture and country).

 As a joint management partner, it is expected that the Director will contribute current best-practice knowledge about park management, and support relevant employment opportunities for young Aṉangu in park management and related tourism activities.
   Parks Australia provides a range of direct and in-direct employment opportunities to help facilitate the future Aboriginal administration, management and control of the park. Direct employment is through the Australian Public Service (APS) and is offered at a number of levels with casual, part-time and full-time positions.
   Other flexible (non-APS) employment programs are available for seasonal or intermittent work on park.
   The park also supports school-based learning (e.g. work experience) and traineeships for Aṉangu, to assist entry into public service employment.

   Aṉangu are also engaged to participate in governance, decision-making and leadership roles. This occurs through positions on the Board of Management and its working groups, employment selection panels and park planning activities (e.g. fire management planning). There are also a range of indirect employment opportunities associated with the park, within the tourism industry and with contractors engaged by the Director.

   The Director contracts Aṉangu enterprises to provide goods and services for the park. Additionally, the making and selling of artefacts (e.g. wooden implements) and contemporary artwork also provides a major source of income for Aṉangu, and is supported by Parks Australia. It is also a way of helping to maintain traditions and pass on cultural knowledge to younger generations.

   The Director also funds a Muṯitjulu Liaison Officer (MLO) which liaises between the Muṯitjulu community and Parks Australia about management activities and presents Muṯitjulu community views to the Board (see Section 2.1 Board of Management for details).

   Staff training and development is essential to retaining staff and developing management and leadership capability. More specifically, mentoring, training and capacity building of Aṉangu staff are critical elements of joint management. For Aṉangu staff, working in a 'malpa' arrangement, which supports the exchange of knowledge and skills between Aṉangu and non-Aṉangu staff, is crucial. Malpa is a Pitjantjatjara word meaning friend, company or companion.

   A number of external agencies also have responsibilities for providing Indigenous education, training and employment programs in the region. Parks Australia is committed to working in collaboration with these organisations to achieve better employment and training outcomes for Aṉangu.

   Challenges

    •      Making sure Aṉangu have opportunities to develop the skills they need to take on more responsibility for the