Performance management had nine permanent staff who commenced Supporting diversity their careers through the graduate program. During the year, 71 per cent of staff were This year, we implemented our ‘Reflect’ actively engaged in performance Traineeships Reconciliation Action Plan. The plan marked development discussions. They helped define our commitment to furthering advancement expectations, provided feedback on In 2017/18, four trainees undertook and equality for our Aboriginal and Torres performance, and identified relevant placements at the Commission including one Strait Islander employees through development opportunities for staff. school-based trainee with disability, one understanding, acknowledgement, school-based Aboriginal trainee and two recognition, respect and inclusion. Professional development time trainees. On successful completion of their traineeships, they receive nationally To build the capability of our workforce, we Optimising opportunities for people with recognised qualifications. As at 30 June 2018 disability to engage in public sector facilitated a targeted behavioural based we had three permanent staff who training session for 18 senior leaders. This employment was also a key priority. We commenced their careers through one of our training session uncovered unconscious continued to use provisions in the EO Act to traineeship programs. motivators, behavioural patterns and triggers achieve equality and inclusivity through that may impact/influence decision making. targeted recruitment for people with disability and Aboriginal traineeships. We continued supporting and advising staff on health and wellness. A Mental Health First As an during the year we ‘ALLY’ organisation, identified opportunities to promote diversity Aid refresher training session was delivered to 14 staff and we facilitated Family Domestic and inclusion, and increase visibility and Violence Contact Officer training for seven awareness of lesbian, gay, bisexual, staff. transgender and intersex (LGBTI) people. We recognised and celebrated International Day We also delivered Accountable and Ethical Against Homophobia, Transphobia and Decision Making training and refresher Biphobia (IDAHOBIT). training to staff. Other strategies we employed during the reporting period to provide equitable and Graduate development program inclusive access are detailed under the ‘Other legal and policy Two university graduates were recruited as requirements’ section. part of our annual graduate development program, providing them with structured learning to develop core capabilities to work Developing our talent in the public sector. As at 30 June 2018 we
Supporting diversity This year, we implemented our ‘Reflect’ Reconciliation Action Plan. The plan marked our commitment to furthering advancement and equality for our Aboriginal and Torres Strait Islander employees through understanding, acknowledgement, recognition, respect and inclusion. Optimising opportunities for people with disability to engage in public sector employment was also a key priority. We continued to use provisions in the EO Act to achieve equality and inclusivity through targeted recruitment for people with disability and Aboriginal traineeships. As an ‘ALLY’ organisation, during the year we identified opportunities to promote diversity and inclusion, and increase visibility and awareness of lesbian, gay, bisexual, transgender and intersex (LGBTI) people. We recognised and celebrated International Day Against Homophobia, Transphobia and Biphobia (IDAHOBIT). Other strategies we employed during the reporting period to provide equitable and inclusive access are detailed under the ‘Other legal and policy requirements’ section. Developing our talent Performance management During the year, 71 per cent of staff were actively engaged in performance development discussions. They helped define expectations, provided feedback on performance, and identified relevant development opportunities for staff. Professional development To build the capability of our workforce, we facilitated a targeted behavioural based training session for 18 senior leaders. This training session uncovered unconscious motivators, behavioural patterns and triggers that may impact/influence decision making. We continued supporting and advising staff on health and wellness. A Mental Health First Aid refresher training session was delivered to 14 staff and we facilitated Family Domestic Violence Contact Officer training for seven staff. We also delivered Accountable and Ethical Decision Making training and refresher training to staff. Graduate development program Two university graduates were recruited as part of our annual graduate development program, providing them with structured learning to develop core capabilities to work in the public sector. As at 30 June 2018 we had nine permanent staff who commenced their careers through the graduate program. Traineeships In 2017/18, four trainees undertook placements at the Commission including one school-based trainee with disability, one school-based Aboriginal trainee and two trainees. On successful completion of their traineeships, they receive nationally recognised qualifications. As at 30 June 2018 we had three permanent staff who commenced their careers through one of our traineeship programs. time
psc_annual_report_2017-18.docx