The Commitment

Initial training will centre around short, foundation training in the theory and practice of sustainability as related to the Water Corporation.

Following completion of the competency-based training , the implementation team will meet regularly with worksite staff groups and management to provide the support needed to ensure implementation of learning and integration into sustainability and other programs. This will continue for several months as negotiated in each worksite.

By working collaboratively over this period the Water Corporation staff will: • demonstrate applied knowledge and skills of sustainability practices and principles

• be able to discuss the theory and practice of sustainable development with colleagues, customers and key stakeholders as required

• use, modify and develop a range of sustainability tools relevant to their work practice

• have a stronger culture of professional development, peer support, ability to manage change and improved communication structures

• progress sustainability and other projects in a more sustainable, successful and motivated manner

The Challenge

“Sustainability underpins our culture - it’s how we do business, from the way we provide water services to the way we purchase supplies”

Climate change, a growing economy and population is requiring the Water Corporation to research and develop new water supplies, improve recycling and waste management and limit its contribution to greenhouse gas emissions.

While policy and projects are being developed and implemented to reflect a corporate alignment with sustainability, a systemic and comprehensive organisational approach to educating and instilling a culture of sustainability in the Water Corporations employees and contractors has not yet been undertaken.

The Water Corporation currently has 2,300 employees and over 1,000 contractors working in six divisions and six regions across the largest state in state in Australia.

To achieve this exciting task, project-based, action-learning educational approach will be implemented across the entire Water Corporation over the next three years. This approach will ensure all workers have an integrated theoretical knowledge, practical application and culture of sustainability relevant to their job role and responsibility.

Sustainability Practice Development Education Project

The Response

The Sustainability Education Program is one of 17 programs designed to inspire Sustainability thinking and achieve more sustainable outcomes across our business. Through action learning methodology and competency-based training, it supports and is intimately connected to the other 16 programs.

The Sustainability, Practice Development Education Program will build on Sustainability Education sessions already held within the Capital Division and Procurement Branch.

The project will provide generic and tailored competency training at different levels and be supported by action learning methodologies, on-line learning resources, a project management web, peer coaching, key workers & other learning methods.

A reference group of key people from management and policy areas, will be set up to ensure the support and direction needed for success.

An implementation team will include a training consultant, support from the Sustainability and Leadership divisions and key people from service delivery areas.

On site and off site training will integrate sustainable projects with sustainable theory, skills and practice.

Team leaders, supervisory staff, and key workers will receive additional training in their support roles.

1

Accredited Training Course on Alcohol & Drug Skills & Issues

Set Up & Initial Training PhaseSet Up & Initial Training Phase Implementation & Support Phase....Implementation & Support Phase....

Sustainability Practice Development Education Project

Act

ReviewPlan

Act

ReviewPlan

• worksite teams meet with implementation team within a few weeks of the training• review what’s happened since then in the work place, especially regarding sustainability and other projects • work together to address emerging issues and plan new action• introduce peer support, coaching skills and informal learning methods

Worksite Practice Development

Groups• Brief web training precedes • 90min, ½, or 1 day training • Training provided by Consultant & Facilitators trained by the Consultant • all staff from the same work site receive the same training within a few weeks of each other• during this session, participants do some initial thinking about how to implement and practice their new skills back on the job training is supported by learning web and other on-site and off-site, accessible materials

Initial Planning with Work sites

The Practice Development Implementation Team meet with work site management and staff to introduce and plan the project to suit local needs

The Project sets up a high quality support environment where participants meet every 4-8 weeks to review how they are progressing with implementing new sustainability skills development, practice peer support and coaching skills as they address practical issues arising from sustainability and other workplace projects and plan responsive individual and group actions

2

Competency-Based Training

Design and facilitation of regional plans for NRM

Act Act

Plan PlanReviewReviewPlan Review

…. Implementation & Support Phase....…. Implementation & Support Phase....

Implementation Team …. supports the work sites by :

Maintaining momentum is critical for success. Besides the reference

group and implementation team, there two other key groups :• Key Workers in Worksites will be identified and developed during

the project. They will carry primary responsibility to keep things

rolling, and develop their roles as coaches. They may be in key

positions (Team Leader, Senior Staff) or other capable people.• Sustainability Team & Leadership & Training Team. Links with

these teams will help to maintain support during the implementation

phase and will play a major role in the hand-over phase. Staff from

these teams may help to facilitate Practice Development.

Project Support

Sustainability Practice Development Education Project

• working with local management & staff to make sure the regular meetings are really useful and achieve the results they want• introduce coaching and action learning skills• provide external facilitation until the group functions independently• providing access to relevant sustainability tools & resources for assessment & skills development• providing linkages to other worksite groups (eg project web & reference group) & maintaining the wider organisational objectives

Act

Worksite Practice Development

Groups• for the next 6-9 months worksite teams meet every 6-8 weeks for 2-4 hours • review progress between meetings• peer coaching and support around issues and concerns arising & planning new action• additional specialist & ‘top up’ skill training provided as needed & available through web, email, journal clubs, newsletter, etc.• informal communication: casual conversations & complaints to action• initial meetings led by implementation team, then self-directed, calling on relevant support

3

Design and facilitation of regional plans for NRMSustainability Practice Development Education Project

Act

PlanReview Review

Action Learning is a process of continuous action, and reflection, supported by colleagues,with the intention of getting things done and developing skills and insights for the future.

Action Learning implies both self-development and organisation development. It works on the idea that the people in the situation are the primary source of expertise and energy forimproving things and learning.

Action learning means learning as you go:

working on skills and knowledge directly relevant to job role & tasks;

developing the disciplines of Review (conscious reflection of what works and what doesn’t in your practice, without jumping too soon to solutions) and Planning (setting yourself specific tasks that will build your skills., and not procrastinating).

Review/Plan/Act is a simple framework to organise the process of action learning.

Action Learning

4

Review•What’s happening: who’s doing what

•What’s worked, what hasn’t

•What linkages are operational and what aren’t

•Relate what’s happening to sustainability theory

•Use sustainability assessment & mapping tools

Plan•Initial scoping with key stakeholders

•Group and individual plans developed

•Sustainability tools such as structural, functional matrix

•Coaching & mentoring to support plans.

•Each person takes responsibility for their plan & role in group plan

•Ongoing support through mentoring, coaching, email & video conferencing

•Implementation team prepares for next meeting

Skilling•Sustainability training

• coaching & action learning process skills as necessary by implementation team

Skilling

•Additional, specialist sustainability training as required.

Act

Sustainability Practice Development Education Project

MONTH 1 6 12 18 24

Work Site Projects

Project Team

6 12 18 24

???

Reference Group

5