Report quarterly to Executive on diversity targets and progress of the plan. Priorities 1 to 4 Manager People Strategy and Workplace Reform (PSWR) HR Systems Analyst People Leadership Advisors (PLAs) Quarterly Dashboard report is provided to Executive quarterly Quarterly report is effective and fit for purpose Evaluate, review and amend the workforce and diversity plan. Priorities 1 to 4 Manager PSWR Executive Directors/ PLAs 30 June, annually Successful implementation of initiatives and progress against targets. Evaluation framework developed Annual report on progress and evaluation of the plan to Executive Reflect equity and diversity principles in strategic plan review. Priorities 1 to 4 Director Strategy and Governance Director Strategy and Governance Executive Directors December 2017 Principles incorporated EEO and diversity incorporated in strategic plan Reflect equity and diversity principles in operational plans. Priorities 1 to 4 Director Strategy and Governance Executive Directors July, annually Principles incorporated EEO and diversity incorporated in operational plans Inclusion of equity and diversity objectives in: Director General’s performance agreement MyPlans of Executive Directors and Directors. Priorities 1 to 4 Director Strategy and Governance Executive Directors Director Strategy and Governance PLAs June, annually Annually Agreed performance agreement Agreed MyPlan Quarterly report to executive and annual performance agreement review Communicate the plan and its policies and programs to staff via internal communication tools and training programs. Priorities 1 to 4 Executive Directors Director Communications and Promotions Directorate Communications Officer Manager PSWR 30 June, annual reporting Plan is communicated Included in annual report on progress of plan to Executive
Design and implement a development program for people leaders Priority 2 Manager ODTU Learning and Development Consultant PLAs June 2017 Program in place People leaders participating in program activities Development of leadership and management skills of using 70/20/10 approach Priorities 1 to 4 Executive Directors Manager ODTU People leaders, with the assistance of PLAs Learning and Development Consultant September 2017 Learning and development documented in MyPlans Succession plans in place Talent management program developed, as appropriate Women capabilities development and representation in senior management Develop strategies to capability and capacity in key skill areas identified in this plan Priorities 1 and 3 Executive Directors Manager ODTU PLAs Learning and Development Consultant December 2016 Key skill areas identified in directorate workforce plans Strategies developed at directorate and corporate level, as appropriate Capabilities development and ongoing review of directorate workforce plans Separation Employees leave for a variety of reasons and through the separation process the impression left within exiting employees may be shared with others, support their return and impact on the department’s reputation as a good employer. A structured separation process provides an opportunity to gain insight into exiting employees’ views of their working experience to assist in the identification of opportunities to improve workplace conditions and culture. Quality of life strategies and flexible work practices are available to assist transitioning to retirement, including access to superannuation seminars and personal financial management courses. Table 12: Separation initiatives
Actions Workforce priority Responsibility – oversight Responsibility Timeframe Measure Monitoring and evaluation Improve the collation and analysis of exit information relevant to the retention of employees, with a view to using it to develop strategies to retain employees and identify equity and diversity issues. Priorities 1, 3 and 4 Manager PSWR PLAs and people leaders December 2016 and ongoing Data analysed and report provided to Executive Quarterly report to Executive Investigate the viability of developing online systems to capture information from exiting employees. Priorities 3 and 4 Manager PSWR Manager People Systems in consultation with PLAs December 2016 Viability report System implemented if feasible