The Secretary’s Achievement Awards include an award that recognises an individual or a team who has contributed to creating a positive and inclusive workplace by demonstrating a commitment to the principles of reconciliation. We will hold at least one reconciliation themed Happy Hour each year with proceeds from fundraising being donated to an Aboriginal and Torres Strait Islander organisation or charity. All business are invited to submit at least one action or activity that promotes reconciliation specific to their work area each year. Our business planning process will include actions by business areas to achieve commitments in the RAP, business areas across the Department will be accountable to our Executive. We will include implementation, review and monitoring of the RAP into the Delivery and Engagement Group’s Governance Framework. When we will do this: Communications Strategy will be developed by June 2018 and will be refreshed in December each year. Department of Employment Business Plan process is in May each year. The Secretary’s Achievement Awards ceremony is in September each year. Happy Hours held between May and July each year. Who is responsible: Group Manager, People and Communication is responsible for: input into the Annual Report process and Business Plan process the Secretary’s Achievement Awards providing corporate support to business reconciliation activities Indigenous Champion is responsible for: Reconciliation Communications Strategy Department of Employment’s annual RAP Progress Report RAP internal messaging Happy Hours - Department Social Club Department’s Business Plan process – Group Manager, Finance, Legal and Governance Work by the Delivery and Engagement Group – Group Manager, Delivery and Engagement
Growing our Indigenous workforce What we want to do: Attract more Aboriginal and Torres Strait Islander peoples to become part of our workforce that has respect and appreciation for Indigenous culture. How we will do this: The Department is committed to achieving our 2018 target of increasing our Aboriginal and Torres Strait Islander workforce to three per cent. We will continue our efforts to increase our number of Aboriginal and Torres Strait Islander employees beyond 2018. We will implement actions set out in our Aboriginal and Torres Strait Islander Employment and Career Plan that support our Aboriginal and Torres Strait Islander workforce. We will develop a new Aboriginal and Torres Strait Islander Employment and Career Plan, in consultation with our Aboriginal and Torres Strait Islander employees, learning from our successes and challenges of the Employment and Career Plan 2016 -2018. We will ensure our Aboriginal and Torres Strait Islander employees know about services available to them under the APS Indigenous Employment Programs through regular updates on our Indigenous Staff Network portal. When we will do this: Actions set out in the Aboriginal and Torres Strait Islander Employment and Career Plan 2016-2018 to be implemented by December 2018. A new Employment and Career Plan in place by June 2019. Report on progress of the Aboriginal and Torres Strait Islander Employment and Career Plan 2016-2018 through the People and Capability Committee to the Executive April and August each year. We report to the Australian Public Service Commission (APSC) on progress against our 2018 target of increasing our Indigenous workforce to three per cent by June each year. Provide information about the service offering under the APS Indigenous Employment Programs within three working days of receiving notification from the APSC. Who is responsible: Aboriginal and Torres Strait Islander Employment and Career Plan –Indigenous Leader. Reporting – Group Manager, People and Communication. APS Indigenous Employment Programs – Group Manager, People and Communication.