Design and implement a Priority 2 Manager ODTU Learning and June 2017 Program in place People leaders development program for Development participating in people leaders Consultant program activities PLAs Development of Priorities 1 Executive Directors People leaders, September Learning and development Women leadership and to 4 with the 2017 documented in MyPlans capabilities Manager ODTU management skills of assistance of development and Succession plans in place using 70/20/10 approach PLAs representation in Talent management senior Learning and program developed, as management Development appropriate Consultant Develop strategies to Priorities 1 Executive Directors PLAs December Key skill areas identified in Capabilities capability and capacity in and 3 2016 directorate workforce development and Manager ODTU Learning and key skill areas identified in plans ongoing review of Development this plan directorate Consultant Strategies developed at workforce plans directorate and corporate level, as appropriate Separation Employees leave for a variety of reasons and through the separation process the impression left within exiting employees may be shared with others, support their return and impact on the department’s reputation as a good employer. A structured separation process provides an opportunity to gain insight into exiting employees’ views of their working experience to assist in the identification of opportunities to improve workplace conditions and culture. Quality of life strategies and flexible work practices are available to assist transitioning to retirement, including access to superannuation seminars and personal financial management courses. Table 12: Separation initiatives
Design and implement a development program for people leaders Priority 2 Manager ODTU Learning and Development Consultant PLAs June 2017 Program in place People leaders participating in program activities Development of leadership and management skills of using 70/20/10 approach Priorities 1 to 4 Executive Directors Manager ODTU People leaders, with the assistance of PLAs Learning and Development Consultant September 2017 Learning and development documented in MyPlans Succession plans in place Talent management program developed, as appropriate Women capabilities development and representation in senior management Develop strategies to capability and capacity in key skill areas identified in this plan Priorities 1 and 3 Executive Directors Manager ODTU PLAs Learning and Development Consultant December 2016 Key skill areas identified in directorate workforce plans Strategies developed at directorate and corporate level, as appropriate Capabilities development and ongoing review of directorate workforce plans Separation Employees leave for a variety of reasons and through the separation process the impression left within exiting employees may be shared with others, support their return and impact on the department’s reputation as a good employer. A structured separation process provides an opportunity to gain insight into exiting employees’ views of their working experience to assist in the identification of opportunities to improve workplace conditions and culture. Quality of life strategies and flexible work practices are available to assist transitioning to retirement, including access to superannuation seminars and personal financial management courses. Table 12: Separation initiatives
Workforce%20and%20diversity%20plan%202016-18.docx