We assist individuals, businesses, organisations and governments to understand rights and responsibilities and take action to prevent and resolve disputes human rights and discrimination. This is achieved through: provision of an accessible National Information Service provision of a best practice Investigation and Conciliation Service that enables disputes to be resolved without recourse to litigation, increases understanding of rights and responsibilities, and enables systemic outcomes. We lead by example, and are transparent and accountable in how we operate, including by: operating in accordance with the human rights standards that we expect of others and the APS values and Code of Conduct having a diverse and respectful workplace that reflects the diversity of the Australian community focusing on continuous improvement through rigorous evaluation that demonstrates the impact of our work delivering an efficient corporate services area that is competitive in a shared service provision environment and which manages safety, risk and supports staff. Our Commissioners work in a collegiate manner that reflects the universality and indivisibility of rights. 3.1 Our National Information Service is recognised as a leading source of information about federal human rights and discrimination law and the associated complaint process. 3.2 Disputes relating to breaches of human rights and discrimination are effectively and efficiently resolved. 3.3 Participation in the investigation and conciliation process results in increased understanding of rights and responsibilities in the law. 3.4 The terms on which disputes are resolved include systemic outcomes that accord with the objectives of the law. 4.1 Effective governance is maintained by our Executive and provides strategic leadership for the organisation. 4.2 Corporate services are provided to internal and external clients efficiently and flexibly, meeting professional standards and legislative requirements and providing effective financial controls. 4.3 Staff feel engaged and valued with a work life balance, professional development and job satisfaction. 4.4 A diverse and safe workplace is maintained with high performing staff. 4.5 Effective systems to monitor and evaluate our work are implemented and are used to improve the quality and impact of our work. 4.6 Internal processes effectively promote communication and coordination and enhance the quality of our work.
Close the Gap Campaign Every 5 years to 2030 (2006–2011 completed). Comprehensive, external evaluation to gather quantitative/qualitative data and assess the outcomes, influence, engagement and improvements at this stage of the 25-year campaign. School education resources program 2015–16 – comprehensive, external developmental evaluation captured quantitative/qualitative data to inform resource improvement. 2016–17 – resources developed evaluation findings. 2017–18 – moderate, internally led impact evaluation (with teachers). China-Australia Human Rights Technical Cooperation Program Annual plus 4-yearly review using a Monitoring, Evaluation and Learning (MEL) framework. Annual collaboration with external evaluators and overseas partners gathers quantitative/qualitative data using targeted interviews, cases studies, impact tracking studies, and significant change stories to assesses the relevance, effectiveness, program outcomes and improvements. Public Sector Training Ongoing, internally led pre-post participant surveys assess change in participants: knowledge, skills, ability to apply human rights in their work. National Strategy Every 3 years to 2018 (2012–2015 completed) Collaboration with external evaluator to review the strategy with a focus on key component evaluations including the RISWM campaign. Statutory reports For the 2016 Children’s Rights Report, and 2016 Social Justice and Native Title Report. Annual accountability review of the actions taken and progress against report recommendations, with media and web analytics to assess recognition and public engagement with the report. RISWM Campaign Annual, internally led, online supporter survey and analysis of web analytics assesses supporter organisation satisfaction, improvements, impact of the Campaign on supporter capacity, reach and influence on broader audiences. Immigration and Detention and Asylum Seeker Policy Program Internally-led design using stakeholder surveys and key informant interviews to assess whether reports have increased understanding of the issues among target audiences and strengthened capacity of stakeholders to advocate with decision-makers. Other activities We also conduct internally-led post event participant surveys for major events to assess satisfaction levels and identify future improvements. For example: annual Australian Business Dialogue; Human Rights Awards. Goal 3 Goal 4 Activity Evaluation snapshot Activity Evaluation snapshot
National Information Service Statistics regarding contacts with the National Information Service and web analytics in relation to use of online information are collected and monitored. Corporate services (Financial, resources, Information and Technology) External evaluation of our activities goal 4 are an ongoing part of APS financial, human resources and ICT reporting systems. They ensure that our internal processes and systems meet best practice Commonwealth guidelines and requirements. Investigation and Conciliation Service Key Performance Indicators (KPI) for the service have been developed with reference to best practice standards for complaint processes and a ‘Charter of Service’. Statistical data is used to measure performance against KPI targets relating to timeliness of process and complaint outcomes. A Service Satisfaction Survey is used to assess performance in relation to qualitative data such as user perceptions of accessibility, fairness and overall service satisfaction and to obtain data on perceived increased understanding of rights and responsibilities in the law. Statistical data on conciliation agreements is used to assess the level of systemic outcomes from the complaint process. Organisational excellence, culture and internal working external evaluations that contribute to our learning and development in this area include the state of the Australian Public Service annual staff survey and agency report and annual Digital Continuity 2020 Policy agency survey and report. Other evaluations include surveys to monitor workplace diversity, workplace health and safety knowledge and awareness, training needs and evaluation capability and culture.
Performance management scheme integrates the Corporate Plan. All staff have a performance agreement that indicates their role in conducting activities and projects. These projects and activities have a ‘line of sight’ to the strategic goals, priorities and objectives. Commission managers. All staff are responsible for meeting performance measures. Monitoring and evaluation framework ensures project evaluations are congruent with the Corporate Plan and meet our reporting requirements under the PGPA Act. All projects and activities incorporate a monitoring and evaluation component designed to assess impact against our strategic objectives, priorities and goals. We document our progress towards achieving our strategic objectives and goals. Executive Director; Director – Policy and Programs; Director – Investigation and Conciliation Service; and team Managers. All staff are responsible for conducting relevant monitoring and evaluation activities. Annual report and tools report on progress in achieving strategic goals and outcomes of evaluations. Our Annual Report includes an Annual Performance Statement on progress in achieving our strategic goals, as well as an Evaluation Outcomes Report. We publish our annual workplan online, as well as other materials required to meet our performance and reporting obligations under the PGPA Act. Executive Director; Director – Policy and Programs; and Director – Investigation and Conciliation Service to coordinate with team managers. Learning and development framework supports capacity of staff to implement the Corporate Plan. Learning and development framework identifies staff capacity needed to achieve strategic goals. Framework includes opportunities to from internal and external expertise. Staff participate in training and feedback reflects strong professional and personal value. Human Resources coordinate in consultation with Director – Policy and Programs; Director – Investigation and Conciliation Service; and team managers. All staff to participate in delivery of and attendance in learning opportunities. Our organisational structure