Department of Finance and Deregulation Reconciliation Action Plan Annual Progress Report for the Year 2007/2008

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1 Department of Finance and Deregulation Reconciliation Action Plan Annual Progress Report for the Year 2007/2008 Reconciliation Action Area 1: Employ Aboriginal and Torres Strait Islander people into Finance through culturally appropriate promotional and recruitment initiatives. Encourage Business Groups to advertise vacancies in media that specifically target the Australian Indigenous Community. For example the 2008 Finance Graduate and Cadetship Programs will be advertised in the Koori Mail and National Indigenous Times. 5% of all Finance advertisements per financial year will be placed in media that specifically target the Australian Indigenous Community. Currently 3.7% of all advertising in the Department is being placed in Indigenous media. Although this has not met the 5% target it is a substantial increase from the previous 12 months. The Branch Managers in Finance continue to have the option to advertise in: Koori Mail National Indigenous Times Deadly Vibe Magazine NT News Centralian Advocate (Alice Springs) Western Herald (Bourke) Barrier Daily Truth (Broken Hill) Vibe Worker (Internet advert) Managers have provided positive feedback around Indigenous media advertising options and to date most advertising has occurred on the Internet due to cost restrictions. Ensure that advertisements and recruitment documentation are written in Plain English in order to target and attract a diverse range of applicants including Indigenous peoples. The Australian Public Service Commission (APSC) have advised that there will be new recruitment components being added to the Get it Right Kit. The additions will incorporate advice on the use of criteria and special measures. As well as information on panels and advertising when targeting Indigenous applicants. will ensure the Finance recruitment selection policies and procedures are updated to reflect this information. The APSC advised that the release date for the update will be towards the end of

2 Actively recruit Indigenous and Torres Strait employees through advertising in Indigenous papers and targeting regions with high populations of Indigenous Australians. Branch Managers are encouraged to advertise in Indigenous specific press mediums. These mediums are outlined in the Recruitment Placement Form and Authorisation available on the Finance intranet. The number of ads being placed in Indigenous media has increased; however, we have not reached the target set. Additional information may need to be provided to managers to facilitate a higher level of Indigenous media advertising Continue to provide formal Senior Executive support for the Indigenous Community Coordination Centre in South Hedland in Western Australia. Finance SES Band 3 participates yearly. Ministerial and Parliamentary Services One of Finance's Deputy Secretaries continued to provide Senior Executive support and mentoring to the Manager of the Indigenous Community Co-ordination Centre in South Hedland in the Pilbara Region of Western Australia. The ICC Manager recently moved to the Coffs Harbour region NSW, the Deputy Secretary will continue to provide formal Senior Executive Support to the ICC Manager in the future. Finance continues to maintain an active role in many whole-ofgovernment initiatives. The Department has found this to be a positive way to network with the current APS Indigenous community and seek to expand its network. Contribute to a whole-ofgovernment initiative to encourage reconciliation within Australian society. Participate and actively pursue opportunities to participate in whole-of-government Indigenous recruitment initiatives on an annual basis. Finance participates in a minimum number of two whole-ofgovernment initiatives per year. In 2008, Finance participated in the following programs: Indigenous Graduate Program; Indigenous Cadetship Program; and Indigenous Entry Level Program. Finance continues to maintain an active role in many whole-ofgovernment initiatives. The Department has found this to be a positive way to network with the current APS Indigenous community and seek to expand its network 2

3 Actively participate in improving the recruitment process for Indigenous employees by participating in working groups/feedback discussion organised by the Department of Employment and Workplace Relations or the APSC. A Finance representative attends all meetings. The APSC are looking to start up a new forum in 2008 for employers information on the forum is expected in late Sept 2008 Finance will send a representative to participate. Two Indigenous Finance staff attended Indigenous Career Trek 2008 programs in April and May 2008 and three Indigenous staff represented Finance at the inaugural National Indigenous Australia Public Service Employees Conference in Sydney in May Finance has three Indigenous staff members currently active in the Indigenous APS Employment Network (IAPSEN). Through this network they attend four meeting/ discussion groups per year. In addition MS Michelle Craigie represents Finance as the Deputy Chair of IAPSEN. Finance continues to play and active role with APSC staff and encourages Finance Indigenous staff members to attend appropriate discussion groups and conferences. 3

4 Reconciliation Action Area 2: Celebrate and raise awareness of Aboriginal and Torres Strait Islander culture and people by establishing and maintain strong links with Aboriginal and Torres Strait Islander communities actively engaging with them. Establish stronger links with the Indigenous community by actively seeking to recruit Indigenous and Torres Strait employees through advertising in Indigenous papers and targeting regions with high populations of Indigenous Australians. An increase in Indigenous employees by three Indigenous people. Finance has had a decrease in Indigenous employees in As at 31 December 2007 there were 19 employees who identified themselves as Indigenous. This number has decreased to 17 as at 30 June Although the Indigenous employee figure has dropped, the maintenance of a higher figure through 2007 and 2008 is a very positive step taking into consideration the number at 31 December 2006 which was seven. Finance will participate in a number of programs in 2008 along with continued Indigenous focused advertising to assist in the improvement of Indigenous staff representation within the Department. These programs are: Indigenous Graduate Program; Indigenous Cadetship Program; and Indigenous Entry Level Program. Finance s recruitment processes actively promote Indigenous applications. The APSC have advised that there will be new recruitment components being added to the Get it Right Kit. The additions will incorporate advice on the use of criteria and special measures. As well as information on panels and advertising when targeting Indigenous applicants. The Finance Recruitment Strategy and The Recruitment Programs Marketing Strategy provide intensified strategies to recruit Indigenous staff and retain current staff. will ensure the Finance recruitment selection policies and procedures are updated to reflect this information when the APSC release the new publication. The APSC have advised that they do not yet have a release date for the new publication. 4

5 Place a strong emphasis on a visible commitment to the Indigenous Community, through the celebration of and participation in events such as National Aboriginal and Islander Day of Celebration (NAIDOC) week. Number and quality of activities undertaken. Branch, KMIS Branch, FMG Events to celebrate national Reconciliation Week (May 27- June 3) were coordinated by KMIS, and FMG and advertised on the Latest News section of the intranet. A number of all staff activities were scheduled commencing with a film screening of The Apology on 28 May 2008 where 45 staff attended. The film was introduced by a Finance Indigenous employee who also shared some of her own heritage with the audience. The Office of Evaluation and Audit (Indigenous Programs) hosted an Indigenous themed Happy Hour on 30 May 2008 which included music by an Indigenous artist. Activities around The Apology and Reconciliation week within the department were very positively received and supported across the department through attendance and feedback. Finance is committed to continuing these types of awareness building and involvement. Place a strong emphasis on a visible commitment to the Indigenous Community, through the celebration of and participation in events such as National Aboriginal and Islander Day of Celebration (NAIDOC) week Number and quality of activities undertaken. Branch, KMIS Branch, FMG National Reconciliation Week activities were supported by an article in From the Library and a display of library resources in conjunction with the film screening and Learning Centre presentation. An article on these events is being prepared for the upcoming issue of Inside Finance. NAIDOC week Sunday 6 July to Sunday 13 July 2008 was advertised on the latest News items on the intranet and the APSC Public Calling Kit was made available to all Indigenous employees and managers of Indigenous staff. 5

6 Provide one Indigenous culture awareness lecture per annum. On 2 June 2008 Ms Barbara Livesey, Chief Executive, Reconciliation Australia delivered a presentation on Post Apology Australia. 42 staff attended this event Promote an understanding and appreciation of the Indigenous culture and the importance that it plays within Australia society. All new Finance managers supervising Indigenous staff participate in Indigenous Cultural Awareness Training. Additional training will be offered to managers as required. Branch, KMIS Branch Indigenous Cultural Awareness Training has continued throughout the Department. 51 Directors and SES who supervise Indigenous staff or who showed specific interest in the course have completed the training. conducted two cultural awareness half day training sessions with 16 staff attending each. In addition to this 19 Managers were provided with a 2 hour online cultural awareness training CD. Feedback from the cultural awareness training course has been very positive. Due to the positive feedback and staff requests, Finance will be offering this course more broadly in Increase invitations to Indigenous speakers where appropriate, for example at the Women s Network luncheons or the Finance Learning Centre. Number of activities undertaken. KMIS Branch, Women s network and the Social Club On 9 April 2008 a Learning Centre Presentation by an Indigenous speaker was held. Mr Tom Calma, Social Justice Commissioner and Acting Race Discrimination Commissioner presented on valuing and protecting diversity. 52 staff attended the event. Finance received very positive and feedback from the presentations and speakers provided in the last six months. On 2 June 2008 Ms Barbara Livesey, Chief Executive, Reconciliation Australia delivered a presentation on Post Apology Australia. 42 staff attended this event. The Apology screening introduction by Ms Michelle Craigie (FMG) on 28 May staff attended this event. 6

7 Encourage employees to attend seminars, lunch time talks and take up other learning opportunities to build their knowledge of Indigenous issues. Indigenous staff will be given the opportunity to participate in the Indigenous APS employees network (IAPSEN) on a regular basis. Finance will volunteer to host a meeting by December Numbers of activities undertaken. KMIS Branch Number of activities undertaken. and KMIS Branch. KMIS Branch has and will continue to promote all information received regarding Indigenous events to all Finance employees throughout Finance did not host a meeting in The APSC advised that this program did not work well in 2007 due to a number of factors, the main two being the Emergency response in the Northern Territory and the election. The APSC are looking to move towards event based meetings. As at July 2008 there had been no new information provided by the APSC. The Finance intranet is widely read by staff and is an effective way to advertise any upcoming Indigenous events. Implement cultural awareness training for all managers supervising Indigenous employees which will ensure that managers: are aware of the cultural differences and the cultural demands that exist in an Indigenous persons life; and have the knowledge and skills to effectively deal with any cultural issues that could arise during the course of an Indigenous person s employment. All new Finance mangers supervising Indigenous staff participate in Indigenous Cultural Awareness Training. Indigenous Cultural Awareness Training has continued throughout the Department. 51 Directors and SES who supervise Indigenous staff or who showed specific interest in the course have completed the training. conducted two cultural awareness half day training sessions with 16 staff attending each. In addition to this 19 Managers were provided with a two hour online Cultural awareness training CD. Due to the positive feedback and staff requests Finance will be offering this course more broadly in Finance will also open this opportunity to other staff and encourage their attendance. 7

8 Report on increased attendance bi-annually. Directors and SES were encouraged to promote Indigenous Cultural Awareness Training amongst their staff. Staff have been asked to contact Branch to organise delivery of the training. Reconciliation Action Area 3: Retain and support Aboriginal and Torres Strait Islander staff by providing them with professional development and other appropriate opportunities. Access the APS Indigenous Capability Fund to provide extra training to Indigenous employees, allowing for more opportunities for Indigenous employees to develop and gain promotions. Training opportunities include: APSC Indigenous development programs; APSC development program courses; Finance s Professional Skills Training Program (For example negotiation skills, writing skills, presentation skills, policy development, project contract management skills); and Finance s leadership programs. Applications for the Indigenous Capability Fund are made each year and used for appropriate training when granted. KMIS Branch Finance has four eligible Indigenous staff members that have accessed the Indigenous Capability Fund to assist their learning and development. Two have opted to utilise these funds to offset the costs of participating in professional skills training courses as a part of the Second Year Graduate Program. One has applied the funds to attend a report writing course through Internal Auditors Australia and one used the funds to attend Finances Dynamic Management in the Workplace course. Finance has a very strong learning and development culture that is strongly supported with the programs on offer. This has certainly translated to the Indigenous staff within the department. 8

9 Aboriginal and Torres Strait employees will be given time away from the office in attending training courses (access via the Indigenous Capability Fund). Monitor the number of Indigenous employees attending training sessions. KMIS Branch and Branch Two Indigenous Finance staff attended Indigenous Career Trek 2008 programs in April and May 2008 and three Indigenous staff represented Finance at the inaugural National Indigenous APS employees conference in Sydney in May Finance has a strong commitment to be represented at Indigenous forums and conferences. This is seen by the department as an integral way of keeping abreast of current Indigenous programs and challenges. Supports Aboriginal and Torres Strait employees in applying for other programs available within Finance (e.g. Study Assistance Program, Postgraduate Study Program, Professional Memberships and Subscriptions, Learning Centre and Mentoring Program). Monitor the number of Indigenous employees attending training sessions. KMIS Branch All Finance staff are provided with advice and assistance on applying for a broad range of learning and development opportunities. Training programs offered through KMIS Branch are recorded and reported to Executive Board. Provide career planning between employees and managers. Finance also has a structured performance management system to enable employees to deliver organisational and individual outcomes. Annual review with all Indigenous staff to identify career support needs. KMIS Branch and Branch Finance has established a Learning and Development Panel which includes services for career coaching. Information on the Panel and the services available has been provided to all staff. Finance has a very strong learning and development culture that is strongly supported with the programs on offer. This has certainly translated to the Indigenous staff within the department. 9

10 Financial Management and Governance Training drawing on the skills and experience of its professional staff. Finance will provide Indigenous organisations and communities with financial management training and development opportunities. The financial management training provided through this initiative will, where possible, be linked with governance training to assist Indigenous organisations to efficiently and transparently manage their finances, according to good governance principles. Finance will conduct eight Financial Management Seminars for Indigenous organisations per annum. Budget Group and FMG FMG and Budget Group have advised that due to work pressure in relation to the election, change of Government and Administrator Arrangements Order (AAO) this initiative has not been delivered in Given workload issues, FMG undertook consultations with Reconciliation Australia and the Office of the Registrar of Aboriginal and Torres Strait Islander Corporations (ORATSIC) to determine the most appropriate organisations to target and to develop the course content. Further planning, scoping of training materials and identification of target communities commenced in June FMG aims to deliver eight seminars between July 2008 and 30 June The key challenges around delivery of this training have been the unavailability of key ORATSIC resources. In order to appropriately target the training, FMG has identified 15 potential organisations that have stated governance or financial literacy training is a priority area. This has been done through survey work undertaken as part of the Office of Evaluation and Audit (Indigenous Programs) evaluation of service delivery in remote Indigenous communities. and Knowledge Management and Information Services Branch will have a dedicated resource for Indigenous programs. KMIS Branch and Branch. KMIS Branch is actively monitoring participation in the Indigenous Capability Fund as part of their overall role. A designated person in is responsible for various Indigenous programs as part of their overall role. This has been a positive step in maintaining consistency with programs and Indigenous staff contact. 10