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

Where Our Mob Work