Document ID: chunk:federal_register_of_legislation:F2015L01818:front:0:p45
Version: federal_register_of_legislation:F2015L01818
Segment Type: other
Provision Reference: 
Character Range: 130581–133774

station services and cleaning park and staff facilities. These contracts are worth around $1 million to the Community annually.

It has been a long-standing Australian Public Service (APS) policy to regard roles with a strong involvement in issues relating to Indigenous Australians as 'Identified Positions'. All Booderee National Park positions are Identified Positions. The park applies two specific selection criteria in its recruitment processes which require applicants to have an understanding of the issues affecting Indigenous Australians and an ability to communicate sensitively with Aboriginal and/or Torres Strait Islander people.

'Special Measures' provisions are used in the APS to allow for the targeted recruitment of Indigenous Australians while adhering to the employment principles set out in the Public Service Act 1999. The purpose of 'Special Measures' is to improve employment outcomes for Indigenous Australians and to ensure that the diversity of the APS workforce reflects that of the Australian community.

Staff employed under the Public Service Act 1999 are subject to a range of employment conditions and legislation applicable to members of the department and the APS. Recruitment to APS positions is based on the merit principle in accordance with the Public Service Commissioner's Directions 1999.

Issues
    * Resources are needed to meet traditional owner visions of full employment for Council members in the park.

    * Park workforce numbers are declining.

    * School retention rates are of concern.

    * More coordination is needed between service providers to maximise resources and improve employment outcomes.

    * Pathway programs for transition from school to employment are needed to support the Council in assuming more responsibility in park management.

    * Obstacles reducing the participation of Council members in training programs and applying for park vacancies need to be identified and addressed.

    * Leadership and management skills need to be developed to improve progressions of Aboriginal staff to higher level positions in the park.

    * Increased business management skills are needed to support and encourage small business developments and partnerships.

Prescriptions

Policies

    5.2.1        The Director will strive to maximise the employment of Council members at all employment levels within the park.

    5.2.2        Consistent with the Lease, the Director will continue to provide employment opportunities for Council members through contracting park services, casual staffing arrangements, staffing exchanges and recruitment to full-time park positions.

    5.2.3        To increase Indigenous representation in the park, the Director will apply a 'Special Measures' provision to the recruitment of positions in accordance with government policies and procedures and the Director's legal obligations.

    5.2.4        Council members will have access to and be encouraged to participate in training and employment activities initiated by the park.

    5.2.5        The park's Training Strategy will continue to identify employment and training opportunities and targets for traditional owners in