Employment and Industrial Relations
The department recognises that its employees are key to organisational success. There has been a strong focus on promoting health and wellbeing, and providing support by way of training and development, while the department’s structure and systems have gone through a period of change. The strategies ensured that the department continued to build on a skilled, diverse and longstanding workforce.
The figures below summarises the department’s workforce profile.
| Staff Profile | 2014-15 | 2015-16 | 2016-17 |
|---|---|---|---|
| Full-time permanent FTE | 631.7 | 611.2 | 612.3 |
| Full-time contract FTE | 119.4 | 103.8 | 90.2 |
| Part-time measured on a FTE basis | 49.9 | 55.5 | 51.1 |
| Total | 801 | 770.5 | 753.6 |
| Staff on secondment* | In = 3, out = 2 | In = 3, out = 5 | In = 1, out = 2 |
| Staff on traineeship* | 2 | 2 | 2 |
| Staff on Graduate Program* | 10 | 9 | 9 |
*headcount
Workforce Management
The department’s Workforce Planning Framework was originally introduced in 2011 as a tool to optimise workforce capability and was complemented by the introduction of a corporate succession planning model in 2014.
To meet ongoing workforce resourcing challenges the department has recently reviewed, realigned and simplified its workforce planning process. The new workforce planning process provides managers a logical, linear framework directly aligned with the delivery of priority activities within operational plans and its business outcomes. Strategies for Equal Employment Opportunity (EEO), retaining valued employees, optimising the workforce, strategic leadership and leading/managing change are all focus areas within the plans.
Staff Development
The department is committed to the continuous learning and development of its staff and continues to promote the Leadership Development Framework, which aims to promote leadership at every level.
The framework is a critical development tool for those staff identified in workforce planning. It is underpinned by the department’s Capability Framework and Values and is formalised through the performance management process.
In 2016-17, a number of internal and external development opportunities were offered, such as the Management Excellence Development Program (MEDP), Mentoring Program, funded scholarships to the Public Sector Management Program, tailored coaching programs and provision of the Essentials suite of training for staff and managers.
The department also offered structured learning programs for Equal Employment Opportunity (EEO) priority areas such as the Striking Gold career development program, graduate training program and women in leadership development programs.
A number of customised in-house programs were also offered on the topics of Managing Mental Health, Dealing with Difficult Situations and Change Readiness.
Equal Employment Opportunity and Diversity Plan
The department launched its new EEO and Diversity Plan 2017-2021. The plan strives to have equality and diversity built into our day-to-day activities ensuring we provide equal opportunities to our staff and an inclusive workplace.
However, some areas do require greater emphasis to ensure equal opportunities and equitable representation for all. The department has committed to an increase in the representation of four priority areas for the life of the EEO and Diversity Plan 2017-2021. The following figures summarise the department’s workforce diversity in the four priority areas, as at 30 June 2017:
| Measure | % |
|---|---|
| Women in Leadership | 6.36 |
| Aboriginal and Torres Strait Islander People | 2.37 |
| Youth (under 25) | 2.62 |
| Young Professionals (35 and under) | 18.47 |
| People with Disability | 2.50 |
The 2017-2021 Plan was acknowledged by the Public Sector Commission in April 2017 as meeting the statutory requirements of the EEO Act to a very high standard and also noted the range of initiatives included.
The department is committed to broader public sector initiatives such as ‘Time for action: Diversity and inclusion in public employment’ in creating diverse and inclusive workplaces. Time for action focus is a three year strategy focusing on people with disability, Aboriginal and Torres Strait Islanders, and Youth.
Youth Employment
The department coordinates an Interagency Graduate Program in partnership with the Department of State Development and the Department of Regional Development. Focusing on attracting talented university graduates to a career in the public sector, the program rotates graduates across multiple business areas and relevant agencies to gain experience, build their networks and improve their understanding of State Government as a whole.
In 2017, five graduates completed the program, with another four graduates recruited within the department.
The department also participates in the Public Sector School-Based Traineeship program and in 2016-17, provided two trainees with the opportunity to work towards a Certificate II in Government.
Aboriginal Employment
The Aboriginal Employment Strategy (AES) aims to increase representation of Aboriginal and Torres Strait Islander people in the department through a structured employment program, which includes development opportunities and mentoring.
The department is committed to broader public sector initiatives such as ‘Attract, appoint and advance: An employment strategy for Aboriginal people’.
Reconciliation Action Plan (RAP)
The plan aims to achieve the department’s vision of a workforce that understands and respects Aboriginal and Torres Strait Islander histories and cultures, allowing the department to work effectively with these communities.
Key initiatives within the plan include the Aboriginal Employment Strategy, celebration of National Reconciliation Week and NAIDOC Week, and cultural awareness training across the department.
The department’s Reconciliation Action Plan 2016-2018 was endorsed by Reconciliation Australia in the innovate category.
Disability Employment
In addition to the outcomes in the Disability Access and Inclusion Plan, in October 2016 the department embarked on a 12 month partnership with JobAccess to pursue its disability employment goals and objectives, and gain a competitive advantage of accessing potential talent. The partnership goals include:
- building disability confidence across the department through a review of existing recruitment strategies
- awareness raising activities such as the celebration of International Day of People with Disability
- disability awareness training
- developing a reasonable adjustment procedure to ensure an inclusive workplace.
Managers also have access to information on how they can provide a workplace assessment to address barriers faced by people with disability when performing a particular job.
The department is committed to broader public sector initiatives such as the ‘See my abilities: An employment strategy for people with disability’.
