Key Action Area 1: Systemic inclusion Objective Action/Activity Lead Time frame Performance indicator 1.1 Embed action Include a Secretary, Deputy 2016 By 2017, an Secretaries Business Planning increase of 15% of plan in statement of — organisational commitment to PESG, RSG group business Executive Directors, plans structures such Aboriginal inclusion as: in strategic plans Regional Directors and regional and ensure that the plans include Business plans • Wirnalung Ganai actions Regional plans • actions are that operationalise DET Management • reflected /translate the Framework in business departmental Responsibility • planning Aboriginal for actions frameworks inclusion plan to are included their in relevant Develop cultural unique staff inclusion principles operating performance and guidelines for environment development plans the Department that align to the By 2017 an increase CORE of 15% of PDPs for Department’s managers values responsible for Increase Aboriginal participation and people contains engagement actions that align of the Executive to the Board with departmental Aboriginal people Aboriginal and communities, inclusion plan particularly through participation in Aboriginal forums and local area partnerships Embed culturally inclusive practice across the employee life-cycle, in particular for induction and recruitment guidelines for managers
Key Action Area 1: Systemic inclusion Objective Action/Activity Lead Time frame Performance indicator 1.1 Embed action plan in organisational structures such as: • Business plans • Regional plans • DET Management Framework • Responsibility for actions are included in relevant staff performance development plans Include a statement of commitment to Aboriginal inclusion in strategic plans and ensure that the Wirnalung Ganai actions are reflected in business planning frameworks Develop cultural inclusion principles and guidelines for the Department that align to the Department’s CORE values Increase participation and engagement of the Executive Board with Aboriginal people and communities, particularly through participation in Aboriginal forums and local area partnerships Embed culturally inclusive practice across the employee life-cycle, in particular for induction and recruitment guidelines for managers Secretary, Deputy Secretaries — PESG, RSG Executive Directors, Regional Directors 2016 Business Planning By 2017, an increase of 15% of group business plans and regional plans include actions that operationalise /translate the departmental Aboriginal inclusion plan to their unique operating environment By 2017 an increase of 15% of PDPs for managers responsible for Aboriginal people contains actions that align to the departmental Aboriginal inclusion plan
aboriginalactionplan.docx