Be an of choice’ ‘employer Streamlined and user-friendly recruitment processes Measurement Measurement Current Target Year Target Year 1 3 Increase / improvement in: Diversity in our workforce 1.3% 2% 2% – Aboriginal and Torres Strait Islander Increase / improvement in: Diversity in our workforce 4% 5% >5% – Disability Increase / improvement in: No. of student participants 20 To be To be defined defined Increase / improvement in: Retention of student / To be To be To be graduate / YES program participants [Current systems confirmed defined defined do not enable reporting on this measurement. An appropriate measure will be defined in Year 1, to be monitored and reported against in Year 2 and 3] Increase / improvement in: Percentage of people who 18% <15% 10% or less prefer not to report sexual orientation [Data source: People Matter Survey] Reduction in: Vacancy time to fill 75.4 days 60 days <60 days – Reduction in: Manager feedback on recruitment Qualitative Qualitative Qualitative experience feedback feedback feedback Core theme: Inspire and grow our people Objective A learning culture that prioritises our people’s development and career aspirations the future capabilities needed to deliver on the department’s strategic priorities Our people are empowered to achieve their potential and performance is fairly evaluated Measurement Measurement Current Target Year 1 Target Year 3 Increase / improvement in: Career progression and Qualitative Qualitative Qualitative development [Data source: People Matter Survey] feedback feedback feedback Increase / improvement in: Employee satisfaction with 52% 62% 70% learning and development opportunities [Data source: People Matter Survey] Increase / improvement in: Formal performance feedback 67% 69% 72% received by employees [Data source: People Matter Survey]
Be an ‘employer of choice’ Streamlined and user-friendly recruitment processes Measurement Measurement Current Target Year 1 Target Year 3 Increase / improvement in: Diversity in our workforce – Aboriginal and Torres Strait Islander 1.3% 2% 2% Increase / improvement in: Diversity in our workforce – Disability 4% 5% >5% Increase / improvement in: No. of student participants 20 To be defined To be defined Increase / improvement in: Retention of student / graduate / YES program participants [Current systems do not enable reporting on this measurement. An appropriate measure will be defined in Year 1, to be monitored and reported against in Year 2 and 3] To be confirmed To be defined To be defined Increase / improvement in: Percentage of people who prefer not to report sexual orientation [Data source: People Matter Survey] 18% <15% 10% or less Reduction in: Vacancy – time to fill 75.4 days 60 days <60 days Reduction in: Manager feedback on recruitment experience Qualitative feedback Qualitative feedback Qualitative feedback Core theme: Inspire and grow our people Objective A learning culture that prioritises our people’s development and career aspirations the future capabilities needed to deliver on the department’s strategic priorities Our people are empowered to achieve their potential and performance is fairly evaluated Measurement Measurement Current Target Year 1 Target Year 3 Increase / improvement in: Career progression and development [Data source: People Matter Survey] Qualitative feedback Qualitative feedback Qualitative feedback Increase / improvement in: Employee satisfaction with learning and development opportunities [Data source: People Matter Survey] 52% 62% 70% Increase / improvement in: Formal performance feedback received by employees [Data source: People Matter Survey] 67% 69% 72%
People-strategy-2020_accessible_0.docx