Aboriginal people have rewarding careers in DELWP Providing our current Aboriginal employees with new opportunities to build on their capabilities and to apply them in different roles across DELWP will be a key focus for this plan. This will include a strong focus on career progression and ensuring Aboriginal staff are supported to develop their educational qualifications and seek vacancies and promotions to more senior positions within the department. GOALS senior and executive positions within DELWP. Programs and support available to increase the retention of employees identified as Aboriginal. Career pathways and mobility programs supporting the development of all Aboriginal Provide support for Aboriginal employees and employees including those in roles not classified as their managers to establish career and designated or identified. professional development programs and plans in line with DELWP’s capability priorities and DELWP DELWP program to assist the development of systems. professional and tertiary qualifications to support Aboriginal communities. Increased number of Aboriginal people in middle, ACTIONS Establish a process to support all Aboriginal 2016 employees and their managers to gain skills in Evaluate current arrangements to support DELWP accordance with DELWP’s capability priorities. Aboriginal employees and Aboriginal communities This would be included in performance plans to undertake further tertiary and other studies for staff in regional and remote locations who are aligned with DELWP’s priority areas. Review may have fewer development options. and respond to recommendations. Review selection process for current departmental leadership programs to ascertain 2017 whether any barriers may exclude Aboriginal Review current induction and orientation employees program to ensure it is inclusive for all from being identified and selected. employees. Explore opportunities to partner across the VPS Develop a program specifically for non-Aboriginal and in collaboration with the VPSC to establish managers and supervisors (for example the mobility programs. Heritage Trust Program) to increase the Develop and deliver a department-wide mobility awareness of managers and supervisors of the program to provide opportunities to Aboriginal potential capability gaps. employees to gain experience in different groups Partner with the Institute of Public Administration and portfolio agencies, while giving DELWP groups Australia to establish a mentoring program for opportunities to benefit from the diverse Aboriginal employees and managers and capabilities of Aboriginal employees. supervisors of Aboriginal employees. 2019 Leverage from the Aboriginal staff network to establish a place-based support and mentoring Work with the VPSC to examine options for setting program to induct and support new and up DELWP secondary school, university or VET existing Aboriginal employees. sector scholarships to support Aboriginal students accepted into education institutions. 2018
Aboriginal people have rewarding careers in DELWP Providing our current Aboriginal employees with new opportunities to build on their capabilities and to apply them in different roles across DELWP will be a key focus for this plan. This will include a strong focus on career progression and ensuring Aboriginal staff are supported to develop their educational qualifications and seek vacancies and promotions to more senior positions within the department. GOALS Programs and support available to increase the retention of employees identified as Aboriginal. Provide support for Aboriginal employees and their managers to establish career and professional development programs and plans in line with DELWP’s capability priorities and DELWP systems. Increased number of Aboriginal people in middle, senior and executive positions within DELWP. Career pathways and mobility programs supporting the development of all Aboriginal employees including those in roles not classified as designated or identified. DELWP program to assist the development of professional and tertiary qualifications to support Aboriginal communities. ACTIONS 2016 Evaluate current arrangements to support DELWP Aboriginal employees and Aboriginal communities to undertake further tertiary and other studies are aligned with DELWP’s priority areas. Review and respond to recommendations. 2017 Review current induction and orientation program to ensure it is inclusive for all employees. Develop a program specifically for non-Aboriginal managers and supervisors (for example the Heritage Trust Program) to increase the awareness of managers and supervisors of the potential capability gaps. Partner with the Institute of Public Administration Australia to establish a mentoring program for Aboriginal employees and managers and supervisors of Aboriginal employees. Leverage from the Aboriginal staff network to establish a place-based support and mentoring program to induct and support new and existing Aboriginal employees. 2018 Establish a process to support all Aboriginal employees and their managers to gain skills in accordance with DELWP’s capability priorities. This would be included in performance plans for staff in regional and remote locations who may have fewer development options. Review selection process for current departmental leadership programs to ascertain whether any barriers may exclude Aboriginal employees from being identified and selected. Explore opportunities to partner across the VPS and in collaboration with the VPSC to establish mobility programs. Develop and deliver a department-wide mobility program to provide opportunities to Aboriginal employees to gain experience in different groups and portfolio agencies, while giving DELWP groups opportunities to benefit from the diverse capabilities of Aboriginal employees. 2019 Work with the VPSC to examine options for setting up DELWP secondary school, university or VET sector scholarships to support Aboriginal students accepted into education institutions.