Aboriginal and Torres Strait Islander Strategic Workforce Plan DEPARTMENT OF HEALTH AND FAMILIES Actions and Initiatives 2008 - 2011 at a glance
Aboriginal and Torres Strait Islander
Strategic Workforce Plan
D E PA RT M E N T O F H E A LT H A N D FA M I L I E S
Actions and Initiatives2008 - 2011
at a glance
Our Vision• DHFAttractsandRetainsaSkilled,DiverseandResponsiveWorkforce.
• Tocreateaninclusiveworkenvironment,whereAboriginalandTorresStraitIslanderpeoplearevaluedfortheirindividualexperiences,knowledgeandabilities.
TheDepartmentiscommittedtotakingaproactiveapproachtosupportingpotentialandexistingDHFAboriginalandTorresStraitIslanderemployees.Thisisreinforcedthroughawiderangeofpastandongoingemployment,trainingandcareerdevelopmentstrategies.
Implementingandmaintainingeffectivemeasuresforattractingandretainingaskilledworkforceareacorefocusofourapproachto“ClosingtheGap”oncontinuingdisparitiesinAboriginalandTorresStraitIslanderhealth,education,employmentandsocio-economicstatus.DHFaimstobuildacapableandsustainableAboriginalandTorresStraitIslanderworkforcethatisequippedwiththeskillsneededtoachievecontinuedimprovementinoutcomesforAboriginalandTorresStraitIslanderTerritorians.
Optimise Our
Workforce
Strengthen a Capable Workforce
Attract and Retain
Talent
Build a Sustainable Workforce
Performance Measures
ExtenttowhichDHFAboriginalandTorresStraitIslanderemployeenumbersarereportedinworkforceactivities►
NumberandscopeofresearchactivitiesundertakenonAboriginalandTorresStraitIslanderworkforce►
ProportionofAboriginalandTorresStraitIslanderemployeesinvolvedindecision-makingforums►
ProportionofDHFstaffparticipationinCulturalsecuritytraining.►
What you should notice
Evidencebasedapproach–BetterData=BetterDecisions•Strongresearchagenda–currentandfuturedecisions•Enhancedcross-culturalandcommunityknowledge•BuildAboriginalandTorresStraitIslanderemploymentintocoreDHF•business
Key Points
Research to determine what factors •influencehighratesofvoluntaryturnoveramongAboriginalandTorresStraitIslanderemployeeswillhelpusbetterplansothatwemayaddressanypreventableturnoverofAboriginalandTorresStraitIslanderstaff.
ThecollectionandreportingofAboriginal•andTorresStraitIslanderstaffing,healthorotherdataisoftendifficulttoidentifyorassessforaccuracy.ThroughimproveddatacollectionwewillbebetterequippedtomakebetterdecisionsthatmayimpactonAboriginalandTorresStraitIslanderpeople.
Strategiesaimedatcreatingawork•environmentthatacknowledgescommunityobligations,usestraditionalknowledgeandskills,providesopportunitiesforeducationandtrainingofAboriginalandTorresStraitIslanderemployeesandencouragescareerprogressionwithopportunitiesformentoringandcareerplanning,areimportanttoretainingAboriginalandTorresStraitIslanderstaff
Build a Sustainable Workforce
Key Points
ManyAboriginalandTorresStrait•IslanderjobseekershavegreatdifficultyunderstandingEnglishandthevariousaspectsofthejobsearchprocess,e.g.selectioncriteriaandgovernmentpolicies.UnderstandingthedeterminantsofwhatdiscouragesAboriginalandTorresStraitIslanderpeoplefromseekingemploymentinthehealthandcommunityservicessectorwillassistthedepartmentinovercomingthelabourforcedisadvantagefacedbyAboriginalandTorresStraitIslanderpeopleandimprovethedepartment’srecruitmentandretentionstrategies.
TheCommunityServicesandHealth•IndustrySkillsCouncil2006researchreportonAboriginalandTorresStraitIslanderparticipationinVETfoundthatmorewomenthanmenaccesshealthtraining.
Researchhasshownaclearlinkbetween•poorhealth,economicandsocialstatusandpooreducationandliteracyamongAboriginalandTorresStraitIslanderpeople.
OverthelastcoupleofyearsDHFhas•increasedthenumberofAboriginalandTorresStraitIslanderrecruitmentstohigherpositionsintheAdministration,AHWandProfessionaloccupationstreams.InthiswayweareworkingtowardsachievinggreaterAboriginalandTorresStraitIslanderrepresentationindecision-makingforumsandplanningprocesses.
Performance Measures
NumberofAboriginalandTorresStraitIslanderemployees►participatingincareerdevelopmentandtrainingprograms
NumberofAboriginalandTorresStraitIslanderemployeesprovided►withleadershipandprofessionaldevelopmentopportunities
NumberofAboriginalandTorresStraitIslandergraduates,including►NationalAboriginalandTorresStraitIslanderCadetshipProgramgraduates,employedbyDHF
What you should notice
GreaterengagementwiththeEducationSector•
MorecareerdevelopmentopportunitiesavailableforDHFstaff–•buildingalearningculture
Strengthen a Capable Workforce
Performance Measures
ProportionofAboriginalandTorresStraitIslanderstaffemployedwithDHF►
NumberofAboriginalandTorresStraitIslanderpeoplerecruitedtoDHF►
ChangeintherateofvoluntaryturnoverforAboriginalandTorresStraitIslanderstaff►
EmployeeparticipationinAboriginalandTorresStraitIslanderstaffnetwork►
What you should notice
IncreasethenumberofAboriginalandTorresStraitIslanderpeople•employedbyDHF
TargetedAboriginalandTorresStraitIslanderattraction,retentionand•developmentstrategies
IncreasecollaborationwithAboriginalandTorresStraitIslanderstaff•
Focuson‘GrowingOurOwn”•
Key Points
DHFAboriginalandTorresStraitIslander•employmentrateisapproximately10.DHFaimstoincreasethisemploymentto15%by2013.
AboriginalandTorresStraitIslander•peopleareemployedacrossarangeofhealth,communityservicesandotheroccupationswithinDHF.ThemostsignificantrepresentationofAboriginalandTorresStraitIslanderpeoplearefoundintheAdministrativeandAboriginalHealthWorkerOccupationstreams.
TheTerritory’sAboriginalandTorres•StraitIslanderpopulationhasbeendescribedasafast-growing,working-agedsegmentofthepopulationAdditionally,theTerritory’sAboriginalandTorresStraitIslanderpeoplearelesslikelytomoveawayfromtheNTinsignificantnumbers,asopposedtonon-AboriginalandTorresStraitIslanderpeoplewhopresentwithhighlevelsoftransience.Targetededucation,training,developmentandsupportinitiativesaimedatthesectionofourpopulationthatisyounger,growingfasterandlesslikelytomoveawayfromtheNTareimportanttostrengtheningourworkforce
Attract and Retain Talent
Key PointsOftenuniqueandvaluableskillsand•knowledgearelostwhenAboriginalandTorresStraitIslanderstaffarenotprovidedwithcareeradvancementopportunitiesortherightmixorworkopportunitiestoutilisetheirknowledgeandskills.
TheDepartmentiscommittedtotaking•aproactiveapproachtosupportingpotentialandexistingDHFAboriginalandTorresStraitIslanderemployees.Thisisreinforcedthroughpastandongoingstrategiessuchas:
SupportforAboriginalandTorresStrait•IslanderpeopletoparticipateintheNationalAboriginalandTorresStraitIslanderCadetshipProgram
ImplementationofanATSI•ApprenticeshipProgram
ProvidingDHFstaffwiththeskills,•knowledgeandattitudetoworkeffectivelywithAboriginalclientsinordertoachieveimprovedhealthoutcomes–supportforthedevelopmentofaCulturalSecurityPolicy
ProvisionofaATSIStudiesAssistance•Grant
AboriginalHealthandFamilies–AFive•YearFrameworkforAction–“AboriginalEmploymentandCareerDevelopment”
SupporttoparticipateinKigurakprogram•SupporttoparticipateinLookrukin•program
PublicSectorManagementProgram•SupportprovidedthroughtheCRC/•CHCSscholarshipprogram2005
DHCStraineeshipprogram2002•AboriginalCareWorkerCareerPathways•Strategy2001-2005
Performance Measures
PercentageofAboriginalandTorresStraitIslander►employeeswhoagreetheyaresupportedwithintheirworkplace
FeedbackfromcurrentandformerAboriginalandTorres►StraitIslanderstaffthroughDHFstaffsurveysandexitinterviews
Typeandnatureoflearninganddevelopmentopportunities►availableforAboriginalandTorresStraitIslanderstaff
What you should notice
Asupportiveworkplace•
Anengagingworkplace•
Alearningworkplace•
Optimise Our Workforce
TheAboriginalandTorresStraitIslanderStrategicWorkforcePlanwillbroadlyreflectthe“DHFworkforceguidingprinciples”thatunderpintheDepartment’sStrategicWorkforcePlan.TheAboriginalandTorresStraitIslanderStrategicWorkforcePlanwillbefurtherbasedonacommitmenttothefollowingprinciples:
Growing Our Own:
DHFwilldevelopstrategiestomaximiseitsopportunitiesfor“growingourown”.Wewilldeveloptheskillsofcurrentandpotentialemployeestomeetfutureworkforceprioritiesandtheneedsofthecommunities.Wewillworkwiththecommunity,professionalbodiesandtheeducationsectortoensureAboriginalandTorresStraitIslanderTerritoriansaresupportedandprovidedwithopportunitiesforimprovededucationandemploymentwithinthehealth,familyandcommunitycaresector.Wewillworkwithlocalpeopletostrengthenandbuildlocalexpertisethatwillequipthemtorespondtocurrentandemergingcommunityneeds.
Cultural Security and Respect:
DHFwillcontinuetodevelopaculturallydiverseworkforceandaworkplacethatvaluesandisrespectfulofAboriginalandTorresStraitIslanderemployees.
Working Together:
DHFwillcombineitseffortsinternally,andwithexternalstakeholderstoprovideAboriginalandTorresStraitIslanderpeoplewiththebestemployment,training,supportanddevelopmentopportunities.
Aboriginal and Torres Strait Islander representation and decision-making authority:
DHFwillincreaseAboriginalandTorresStraitIslanderrepresentationacrossallclassificationlevelsandwithindecision-makingforums.TheDHFwillsupportandrecogniseAboriginalandTorresStraitIslanderknowledgeasasignificantcontributortotheDepartment’sdecision-makingandplanningprocesses.
Careers for Aboriginal and Torres Strait Islander People:
DHFwillprovideemploymentopportunitiesandcareerpathwaystosupportcareeraspirationsandprofessionaldevelopmentforAboriginalandTorresStraitIslanderstaff.DHFwillestablishpartnershipswitheducationandtrainingproviders,professionalbodiesandthecommunitytomaximisecareeropportunitiesforAboriginalandTorresStraitIslanderemployees.
Our Key Planning Principles