4.1 Raise employee awareness of disability and access issues and Ongoing improve skills to provide quality service to people with disability. 4.2 Improve the awareness of new Authority employees about disability Ongoing and access issues. 4.3 Provide training for direct service employees (including front desk Completed and reviewed as reception employees) to provide a quality service to people with required disability. Outcome 5: People with disability have the same opportunities as other people to make complaints to the School Curriculum and Standards Authority. Strategy Timeline 5.1 Review the various complaints processes to ensure they are clearly Continually monitored stated and easily accessible to meet the needs of people with disability. 5.2 Ensure employees are trained and motivated to provide pro-active Continually monitored service so they can facilitate the receipt of complaints from people with disability. Outcome 6: People with disability have the same opportunities as people to participate in any public consultation by the School Curriculum and Standards Authority. Strategy Timeline 6.1 Commit to ongoing monitoring of the DAIP to ensure implementation Continually monitored and satisfactory outcomes. 6.2 Improve awareness and access for people with disability to the Continually monitored established consultative processes of the Authority. Outcome 7: People with disability have the same opportunities as other people to obtain and maintain employment with the School Curriculum and Standards Authority. Strategy Timeline 7.1 Enhance the employment of people with disability and medical January 2012 and conditions through the provision of employment practices and ongoing continuing employee disability awareness programs. 7.2 Review guidelines for employee interviews and employing people to February 2012 and ensure they meet Equal Employment Opportunity principles. ongoing 7.3 Members of employment panels to undertake Equal Opportunity March 2012 and awareness training and be made aware of direct and indirect ongoing discrimination practices. 7.4 Ensure that all employees are provided with reasonable As required accommodation to carry out the duties of their job, if required. 7.5 Provide entry level employment and pathways through on-the-job June 2012 and ongoing training opportunities (e.g. work experience placements for people with disabilities, casual work).
4.1 Raise employee awareness of disability and access issues and improve skills to provide quality service to people with disability. Ongoing 4.2 Improve the awareness of new Authority employees about disability and access issues. Ongoing 4.3 Provide training for direct service employees (including front desk reception employees) to provide a quality service to people with disability. Completed and reviewed as required Outcome 5: People with disability have the same opportunities as other people to make complaints to the School Curriculum and Standards Authority. Strategy Timeline 5.1 Review the various complaints processes to ensure they are clearly stated and easily accessible to meet the needs of people with disability. Continually monitored 5.2 Ensure employees are trained and motivated to provide pro-active service so they can facilitate the receipt of complaints from people with disability. Continually monitored Outcome 6: People with disability have the same opportunities as people to participate in any public consultation by the School Curriculum and Standards Authority. Strategy Timeline 6.1 Commit to ongoing monitoring of the DAIP to ensure implementation and satisfactory outcomes. Continually monitored 6.2 Improve awareness and access for people with disability to the established consultative processes of the Authority. Continually monitored Outcome 7: People with disability have the same opportunities as other people to obtain and maintain employment with the School Curriculum and Standards Authority. Strategy Timeline 7.1 Enhance the employment of people with disability and medical conditions through the provision of employment practices and continuing employee disability awareness programs. January 2012 and ongoing 7.2 Review guidelines for employee interviews and employing people to ensure they meet Equal Employment Opportunity principles. February 2012 and ongoing 7.3 Members of employment panels to undertake Equal Opportunity awareness training and be made aware of direct and indirect discrimination practices. March 2012 and ongoing 7.4 Ensure that all employees are provided with reasonable accommodation to carry out the duties of their job, if required. As required 7.5 Provide entry level employment and pathways through on-the-job training opportunities (e.g. work experience placements for people with disabilities, casual work). June 2012 and ongoing
Disability-Access-and-Inclusion-Plan-2017-2021.DOCX