OPPORTUNITIES It is essential that the Gascoyne Development Commission provides opportunities for Aboriginal people to be on the Commission’s Board and be employed at the Gascoyne Development Commission. It is also essential that the GDC draws on the expertise of Aboriginal professionals and partners with Aboriginal organisations as appropriate when delivering its services Action Responsibility Timeline Performance Indicators Include an Aboriginal recruitment and Corporate Ongoing GDCs Aboriginal recruitment and retention strategy in the GDC’s retention strategy developed Strategic Workforce Plan Regularly review methods of Corporate Ongoing Recruitment methods reviewed, recruitment advertising to maximise improvements identified and opportunities for Aboriginal people implemented on regular basis Provide advice and high level Corporate Ongoing Number of Aboriginal individuals, economic and social development groups, corporations, and services to and for Aboriginal people enterprises assisted by the GDC across the Gascoyne and assist with annually the negotiation, management and implementation of projects Participate in Public Sector Corporate and Ongoing Possibility an aboriginal trainee Commission employment strategies Project Staff be placed at the GDC for Aboriginal trainees Support strategies to improve Corporate and Ongoing Governance and capacity of the governance, management and Project Staff Gascoyne Aboriginal business and capacity of Aboriginal businesses and organisations actively supported organisations in the Gascoyne, in and developed where appropriate consultation with Aboriginal stakeholders Support Aboriginal business, not for Corporate and Ongoing Number of Aboriginal businesses, profit Aboriginal organisations and Project Staff not for profit organisations and communities throughout the Gascoyne communities supported by the GDC to improve economic and social throughout the region annually.ie. outcomes human resources or funding
OPPORTUNITIES It is essential that the Gascoyne Development Commission provides opportunities for Aboriginal people to be on the Commission’s Board and be employed at the Gascoyne Development Commission. It is also essential that the GDC draws on the expertise of Aboriginal professionals and partners with Aboriginal organisations as appropriate when delivering its services Action Responsibility Timeline Performance Indicators Include an Aboriginal recruitment and retention strategy in the GDC’s Strategic Workforce Plan Corporate Ongoing GDCs Aboriginal recruitment and retention strategy developed Regularly review methods of recruitment advertising to maximise opportunities for Aboriginal people Corporate Ongoing Recruitment methods reviewed, improvements identified and implemented on regular basis Provide advice and high level economic and social development services to and for Aboriginal people across the Gascoyne and assist with the negotiation, management and implementation of projects Corporate Ongoing Number of Aboriginal individuals, groups, corporations, and enterprises assisted by the GDC annually Participate in Public Sector Commission employment strategies for Aboriginal trainees Corporate and Project Staff Ongoing Possibility an aboriginal trainee be placed at the GDC Support strategies to improve governance, management and capacity of Aboriginal businesses and organisations in the Gascoyne, in consultation with Aboriginal stakeholders Corporate and Project Staff Ongoing Governance and capacity of the Gascoyne Aboriginal business and organisations actively supported and developed where appropriate Support Aboriginal business, not for profit Aboriginal organisations and communities throughout the Gascoyne to improve economic and social outcomes Corporate and Project Staff Ongoing Number of Aboriginal businesses, not for profit organisations and communities supported by the GDC throughout the region annually.ie. human resources or funding
2017-Review-GDC-Reconciliation-Plan.docx