What we are going to do Performance Who (lead) By when Indicator candidates and employees with disability. Hold targeted discussions at senior Discussions held at Human Resources/ December management and supervisor level about Senior Managers Deputy Secretary 2014 what workplace flexibility means in Forum and Corporate Support practice for candidates and employees information with a disability. relayed to relevant staff Update recruitment policy and Revised Human Resources October procedures to require diversity recruitment policy 2014 (including disability) to be appropriately developed and reflected on selection panels, and communicated to managers and provide relevant information to ensure the employment of people with a supervisors disability is a consideration in all recruitment processes Deliver awareness training for managers Appropriate Director Human December Resources 2014 and supervisors to create a better training program understanding of the recruitment and identified and employment of people with disabilities promoted to (Opportunities to tap into existing managers and training provided by external supervisors organisations (for example the Brain statewide Injury Association of Tasmania and National Relay Service) will be explored in the first instance however if nothing suitable is available an in house program will be developed. Review Departmental induction package Appropriate Organisational August to ensure disability awareness changes Development/Human 2014 information is included incorporated in to Resources induction package
What we are going to do Performance Indicator Who (lead) By when candidates and employees with disability. Hold targeted discussions at senior management and supervisor level about what workplace flexibility means in practice for candidates and employees with a disability. Discussions held at Senior Managers Forum and information relayed to relevant staff Human Resources/ Deputy Secretary Corporate Support December 2014 Update recruitment policy and procedures to require diversity (including disability) to be appropriately reflected on selection panels, and provide relevant information to ensure the employment of people with a disability is a consideration in all recruitment processes Revised recruitment policy developed and communicated to managers and supervisors Human Resources October 2014 Deliver awareness training for managers and supervisors to create a better understanding of the recruitment and employment of people with disabilities (Opportunities to tap into existing training provided by external organisations (for example the Brain Injury Association of Tasmania and National Relay Service) will be explored in the first instance however if nothing suitable is available an in house program will be developed. Appropriate training program identified and promoted to managers and supervisors statewide Director Human Resources December 2014 Review Departmental induction package to ensure disability awareness information is included Appropriate changes incorporated in to induction package Organisational Development/Human Resources August 2014
Disability_Action_Plan_2014-17.docx