graduate program each year. 1.1.2 Australian Public Service Commission’s Indigenous Cadetship recruitment program. WDS, WSB Ongoing At one Indigenous cadet recruited to the department each year. 1.2 Integrate and further develop all existing Indigenous entry-level employment initiatives into a flexibly delivered Indigenous Entry-Level Pathways Program mapped to ongoing employment opportunities where possible. WDS, WSB Parks Division Supervising Scientist Division 30 June 2012 30 June 2013 30 June 2014 WMC has approved the design of the program and has agreed to its implementation. Program launched and in implementation phase. Program review complete. 1.3 Encourage the use of Identified Positions particularly in that undertake policy development and program delivery that impact on the Indigenous community. Support the continued use of these measures in the jointly managed parks. WDS, WSB Divisional Executives and Section Directors Ongoing Advertising of all relevant vacant positions are listed as Identified Positions in press and public service gazette ads. 1.4 Review and update the department’s Identified Positions Policy to ensure it reflects current departmental needs and expectations and provides adequate guidance to all areas of the department. Workforce Planning and Strategic Support Section (WPSS), WSB WDS, WSB Indigenous Policy Branch Parks Division Supervising Scientist divisions Other divisional Executives and OSUs as required 30 June 2012 New, agreed Identified Positions Policy accepted by WMC and communicated to department.
1.5 Continue the current practice of including the wording ‘Indigenous Australians are encouraged to apply’ in every job advertisement placed in the print media. Recruitment Section, Shared Corporate Services Branch (SCSB) WPSS, WSB Ongoing All vacant position advertising includes the wording ‘Indigenous Australians are encouraged to apply’. 1.6 Investigate the incorporation of traditional Indigenous skills and knowledge as selection criteria, where relevant, in recruitment processes in the jointly managed parks. Parks Australia Division WSB Ongoing Research findings and recommendations considered and endorsed by WMC. 1.7 Investigate the possibility of using Indigenous-specific media for Identified and Specified positions. Workforce Planning and Strategic Support Section (WPSS), WSB WDS, WSB 30 June 2012 Research findings and recommendations considered and endorsed by WMC. Outcome 2 – Retention Initiative Lead Responsibility Timeframe Performance Indicator 2.1 Investigate the barriers to, and the positive drivers for, retaining Indigenous employees in the department and develop a response to the key findings. Working of WSB, divisional representatives and ISN representatives 31 December 2012 30 June 2014 Research findings and recommendations considered and endorsed by WMC. Key agreed initiatives from investigation either implemented or identified for inclusion in 2015–2018 IndECS. 2.2 Promote Indigenous performance through a rewards and recognition program during NAIDOC Week. WDS, WSB July each year Indigenous and non-Indigenous employees from across the department are recognised and
rewarded each year. 2.3 Recognise cultural needs and obligations of Indigenous employees. WDS, WSB Workforce Environment Section, WSB Divisional Executives/ Section Directors Ongoing Enterprise Agreement conditions reflect the needs of Indigenous employees. 2.4 Conduct biennial Indigenous employees’ conferences. WDS, WSB Indigenous Staff Network Ongoing Indigenous employees’ conference held 2013. 2.5 Maintain a formal coaching/ mentoring program. WDS, WSB Ongoing All Indigenous employees to have access to a mentor if they desire one. 2.6 Establish, maintain and support area-specific Indigenous Staff Networks. WDS, WSB Indigenous Networks Indigenous staff members Ongoing All Indigenous employees invited to participate in the network. ISNs meet regularly. 2.6.1 Convene annual meetings of Executives of individual ISNs. WDS, WSB Indigenous Networks Annually Annual ISN Executive Meeting held. Outcome 3 – Capability/Career Development Initiative Lead Responsibility Timeframe Performance Indicator 3.1 Provide opportunities for capability and career development. WDS, WSB Relevant divisions Ongoing Relevant opportunities identified and offered each year as part of divisional workforce plans and/or individual staff performance and development processes. 3.1.1 Identify any specific barriers to career advancement and vertical mobility faced by Indigenous employees as a group and target initiatives to address them. Working Party of WSB, divisional representatives and ISN representatives 31 December 2012 30 June 2014 Research findings and recommendations considered by WMC. Key agreed initiatives from investigation either
implemented or identified for inclusion in 2015–2018 IndECS. 3.1.2 Investigate possible departmental responses to the workplace language and literacy needs of Indigenous employees. Working Party of WSB, divisional representatives and ISN representatives 31 December 2012 30 June 2014 Research findings and recommendations considered and endorsed by WMC. Key agreed initiatives from investigation either implemented or identified for inclusion in 2015–2018 IndECS. 3.1.3 Promote and administer the Kevin McLeod Award, placing a particular emphasis on the development opportunity provided by the project bursary offered by the award. WDS, WSB Announced in Reconciliation Week annually Kevin McLeod Award made each year. 3.2 Provide opportunities for leadership development for Indigenous staff members. 3.2.1 Expand the focus of the Annual Indigenous Staff Network (ISN) Workshop to include a leadership development training component. WDS, WSB ISNs Annually Annual ISN Executive Workshop includes a specific leadership development component which was found to be useful by participants. 3.2.2 Ensure that all departmental Leadership Development Program offerings are fully inclusive of Aboriginal and Torres Strait Islander employees and take account of their WDS, WSB Ongoing Feedback from Indigenous staff members indicates that departmental leadership programs and events were
needs in program design and delivery. accessible and met their needs. 3.3 Develop and support individual career plans between managers and Indigenous staff members that reflect capability development needs related to current jobs, career aspirations and personal development needs. Indigenous employees Annually for the period 1 July to 30 June. 75% of planned learning and development activities completed. 3.4 Access the Australian Public Service Commission’s Indigenous APS careers—a workshop for Indigenous APS 1–4 employees. WDS, WSB Relevant divisions Indigenous employees Ongoing At least four employees given the opportunity to attend a workshop each year. 3.5 Access the Australian Public Service Commission’s Driving your career—a workshop for Indigenous APS 5–6 employees. WDS, WSB Relevant divisions Indigenous employees Ongoing At least two employees given the opportunity to attend a workshop each year. 3.6 Continue the Indigenous Secondment Program (IndSEC), redesigned to operate as month placements in Canberra or Darwin for remote area Indigenous employees, supported by clear guidance for secondees and managers. WDS, WSB Relevant divisions Indigenous employees Ongoing At least two employees to participate each year. Outcome 4 – Workplace Support Initiative Lead Responsibility Timeframe Performance Indicator 4.1 Recognise NAIDOC Week as the key event of significance for the celebration of Aboriginal and Torres Strait Islander culture and provide opportunities for all to participate. Department’s senior management. July each year. Department sponsors culturally appropriate activities during NAIDOC Week.