Attract a enhance tertiary and student opportunities and streamlined increased diverse and programs recruitment participation of diverse a values-based attraction strategy processes employees innovative and culturally immersive onboarding partnering with workforce approach educational a compelling ad unique employer brand bodies Inspire and an exciting and innovative learning culture build people embrace new grow our manager prioritised the job’ experiential learning technologies ‘on people capability department-wide career mobility greater role targeted investment to build technical and flexibility, professional progression, mobility and capabilities required for the future interdisciplinary a high-performance culture, with simplified team working performance review process Engage and greater responsiveness by requesting and promote the All actions measuring retention of completed in retain our critical years 1 and 2 people engagement and feedback corporate break down silos with greater connectivity and knowledge collaboration proactive and regular change communications celebrate success and recognise employees a systemic and inclusive approach to succession planning Purposeful an integrated leadership approach and equip our collaborate with leadership measurement framework leaders to form, other develop and departments to leadership institute with targeted development lead teams develop future programs leaders enhanced and well-defined succession plans accelerated transition programs Create a flexible, fit-for-purpose and effective increased All actions great people governance for change understanding completed in experience of our diversity years 1 and 2 enhanced technology and resource and inclusion processes, initiatives services and systems people a well-articulated, shared purpose analytics to drive informed prioritised health, safety and wellbeing people increased leadership visibility and presence enhanced connectivity and collaboration
Attract a diverse and workforce enhance tertiary and student opportunities and programs a values-based attraction strategy innovative and culturally immersive onboarding approach a compelling ad unique employer brand streamlined recruitment processes partnering with educational bodies increased participation of diverse employees Inspire and grow our people an exciting and innovative learning culture prioritised ‘on the job’ experiential learning department-wide career mobility targeted investment to build technical and professional capabilities required for the future a high-performance culture, with simplified performance review process build people manager capability greater role flexibility, progression, mobility and interdisciplinary team working embrace new technologies Engage and retain our people greater responsiveness by requesting and measuring engagement and feedback break down silos with greater connectivity and collaboration proactive and regular change communications celebrate success and recognise employees a systemic and inclusive approach to succession planning promote the retention of critical corporate knowledge All actions completed in years 1 and 2 Purposeful leadership an integrated leadership approach and measurement framework leadership institute with targeted development programs enhanced and well-defined succession plans accelerated transition programs equip our leaders to form, develop and lead teams collaborate with other departments to develop future leaders Create a great people experience flexible, fit-for-purpose and effective governance for change enhanced technology and resource processes, services and systems a well-articulated, shared purpose prioritised health, safety and wellbeing increased leadership visibility and presence enhanced connectivity and collaboration increased understanding of our diversity and inclusion initiatives people analytics to drive informed people All actions completed in years 1 and 2
People-strategy-2020_accessible_0.docx