Objective Action/Activity Lead Time frame Performance indicator Systemic 1.2 The action plan is Regional Aboriginal Secretary, Deputy First quarter 2015 a standing Inclusion plans are Secretaries for development inclusions will be — agenda item and developed, PESG, RSG, evidenced through Quarterly actions are implemented and Executive Directors, embedding reporting through addressed and reported on at RSG Regional Directors, inclusion across People and our existing corresponding Leadership People and Culture Committee activities are meetings Productivity Division business Second Quarter structures discussed Review internal 2015 collaboratively guidelines, Systemic amongst frameworks inclusions will be executive team at evidenced through and templates the: such as embedding — People and Project inclusion across • Culture Management and our existing Standing Change business structures Committee Management RSG Regional Frameworks–to • Leadership Group ensure that protocols to engage the 1.3 DET will provide Prioritise Secretary, Deputy In accordance with Increased Aboriginal key decision existing Secretaries appropriate Aboriginal — Community are makers Aboriginal staff PESG, RSG, committee representation embedded into in the process for with Executive Directors, timelines or on education the process making membership on Regional Directors requests portfolio boards and departmental committees to 10% appointments to On-going boards and boards, committees by end 2016 committees within and internal the advisory bodies education Acknowledge portfolio with Aboriginal advice on community and initiatives and family obligations approaches through the granting to increase of leave for Koorie culturally important participation events
Objective Action/Activity Lead Time frame Performance indicator 1.2 The action plan is a standing agenda item and actions are addressed and corresponding activities are discussed collaboratively amongst executive team at the: • People and Culture Standing Committee • RSG Regional Leadership Group Regional Aboriginal Inclusion plans are developed, implemented and reported on at RSG Leadership meetings Review internal guidelines, frameworks and templates — such as Project Management and Change Management Frameworks–to ensure that protocols to engage the Aboriginal Community are embedded into the process Secretary, Deputy Secretaries — PESG, RSG, Executive Directors, Regional Directors, People and Productivity Division First quarter 2015 for development Quarterly reporting through People and Culture Committee Second Quarter 2015 Systemic inclusions will be evidenced through embedding inclusion across our existing business structures Systemic inclusions will be evidenced through embedding inclusion across our existing business structures 1.3 DET will provide key decision makers in the process for making appointments to boards and committees within the education portfolio with advice on initiatives and approaches to increase Koorie participation Prioritise existing Aboriginal staff with membership on departmental boards, committees and internal advisory bodies Acknowledge Aboriginal community and family obligations through the granting of leave for culturally important events Secretary, Deputy Secretaries — PESG, RSG, Executive Directors, Regional Directors In accordance with appropriate committee timelines or requests On-going Increased Aboriginal representation on education portfolio boards and committees to 10% by end 2016
aboriginalactionplan.docx