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1 Priority 1 Strategy 1.1 NDS Outcome Area DISABILITY SERVICE PLAN Year Progress Report 1 January 2014 to 30 September 2014 Support people with disability and communities to be well-informed and confident about what the National Disability Insurance Scheme (NDIS) means for them Provide information, in partnership with the National Disability Insurance Agency, to people with disability, families, carers, service providers, government and community about the NDIS Outcome Area 4 People with disability, their families and carers have access to a range of supports to assist them to live independently and actively engage in their communities Progress/ s DNRM to promote internally awareness of NDIS in line with whole of government protocols Disability Service Plan on the DNRM Intranet and Internet. Reference is made to the following programs in this Plan: Queensland Disability Plan National Disability Strategy National Disability Insurance Scheme from Communications on the National Disability Insurance Scheme are located on the DNRM Intranet. Accessible to all DNRM employees.

2 Priority 6 Strategy 6.3 NDS Outcome Area DISABILITY SERVICE PLAN Year Progress Report 1 January 2014 to 30 September 2014 Enhance mainstream services and facilities to enable genuine choice and participation in areas including education, employment, health, justice services and housing Promote employment of people with disability in all industries and sectors Outcome 5 Learning and skills - People with disability achieve their full potential through their participation in an inclusive high-quality education system that is responsive to their needs. People with disability have opportunities to continue learning throughout their lives. Progress/ s Review departmental recruiting and selection practices to ensure role descriptions, role requirements and other recruitment advertising is written in plain English and accessible in an appropriate format (for example audio, large print) Review departmental recruitment and selection guidelines to ensure they are non-discriminatory and provide sufficient guidance to managers and selection panels on equity and diversity factors to consider when recruiting employees Recruitment and selection protocol. Role description and job evaluation protocol. Departmental role description template. Resources reviewed. Requirements are being met through inclusion of positive discrimination information; through promoting use of identified positions where appropriate and reasonable adjustment for successful applicants with disabilities. Template is comprehensive but did not include any equity and diversity information. Template will be modified to include equity, diversity, health, safety and wellbeing paragraphs. Consulted with Senior Leaders Advisory Unit members who are responsible for maintaining these resources. Resources were advised to HR Network and through Bulletin Board article when initially approved. Consulted with Senior Leaders Advisory Unit members who are responsible for maintaining these resources. Resource was advised to HR Network and through Bulletin Board article when initially approved.

3 Priority 6 Strategy 6.3 NDS Outcome Area DISABILITY SERVICE PLAN Year Progress Report 1 January 2014 to 30 September 2014 Enhance mainstream services and facilities to enable genuine choice and participation in areas including education, employment, health, justice services and housing Promote employment of people with disability in all industries and sectors Outcome 5 Learning and skills - People with disability achieve their full potential through their participation in an inclusive high-quality education system that is responsive to their needs. People with disability have opportunities to continue learning throughout their lives. Progress/ s Review departmental recruiting and selection practices to ensure role descriptions, role requirements and other recruitment advertising is written in plain English and accessible in an appropriate format (for example audio, large print) Review departmental recruitment and selection guidelines to ensure they are non-discriminatory and provide sufficient guidance to managers and selection panels on equity and diversity factors to consider when recruiting employees Recruitment and selection protocol. Role description and job evaluation protocol. Departmental role description template. Resources reviewed. Requirements are being met through inclusion of positive discrimination information; through promoting use of identified positions where appropriate and reasonable adjustment for successful applicants with disabilities. Template is comprehensive but did not include any equity and diversity information. Template will be modified to include equity, diversity, health, safety and wellbeing paragraphs. Consulted with Senior Leaders Advisory Unit members who are responsible for maintaining these resources. Resources were advised to HR Network and through Bulletin Board article when initially approved. Consulted with Senior Leaders Advisory Unit members who are responsible for maintaining these resources. Resource was advised to HR Network and through Bulletin Board article when initially approved.

4 Priority 7 Strategy 7.1 NDS Outcome Area Promote and participate in events where possible to increase awareness and understanding of the needs of people with a disability, such as Disability Action Week (DAW) and International Day of People with a Disability (IDPD) Strategy 7.2 NDS Outcome Area Participation in the development of whole-ofgovernment standards in relation to the use of training, conference and accommodation facilities that is accessible for people with a disability DISABILITY SERVICE PLAN Year Progress Report 1 January 2014 to 30 September 2014 Promote genuine participation in the community Increase opportunities to take part in and enjoy tourism, arts, cultural and recreational activities Outcome Area 1: Inclusive and Accessible Communities People with disability live in accessible and welldesigned communities with opportunity for full inclusion in social, economic, sporting and cultural life Promotion of events is advised to employees through the department s intranet and employees are encouraged to participate in these events. Progress/ s Department employees Department of Communities, Child Safety and Disability Services Improve accessibility of public places and spaces Outcome Area 1: Inclusive and Accessible Communities People with disability live in accessible and welldesigned communities with opportunity for full inclusion in social, economic, sporting and cultural life Participation in planning for the Whole-of-Government co-location strategy, incorporating Mobility Impaired Person and People with Disabilities (PWD) requirements into this strategy. Progress/ s Department of Housing and Public Works (HPW), Jones Lange LaSalle (JLL), Work Health and Safety (WH&S) Accommodation and facilities

5 7.2.2 Conduct WHS inspections and audits to identify hazards and risks associated with workplace environment as part of the risk management framework Annual General WHS Audit. To be conducted each year commencing Includes provisions that accommodate staff and visitors with disabilities. Consulted with Health and Safety unit team members who are responsible for developing and maintaining Health and Safety resources. Extensive consultation was undertaken with the Health and Safety network throughout development of this resource All new structures that are designed to deliver services such as client information counters and client reception desks are accessible to people with a disability All new fitout proposals are assessed for compliance with AS1428 by a qualified certifier. Completion of new PWD toilet facility in 61 Mary Street. WH&S, JLL, HPW and Certis. Accommodation and facilities

6 Priority 7 Strategy 7.3 NDS Outcome Area Cultural diversity and accessibility considered in design of web services, communication channels and through ICT systems Where recommended produce departmental publications in a range of formats to be accessed by a broad range of people, including people with disabilities of interpreter services (where appropriate) is undertaken throughout all levels of the department DISABILITY SERVICE PLAN Year Progress Report 1 January 2014 to 30 September 2014 Promote genuine participation in the community Provide government and public information in diverse languages and accessible formats, including formats that best meet the needs of Aboriginal and Torres Strait Islander people Outcome Area 1: Inclusive and Accessible Communities People with disability live in accessible and welldesigned communities with opportunity for full inclusion in social, economic, sporting and cultural life Ongoing Ongoing Updates of internet and intranet The department adheres to the Queensland Language Services Policy to provide our clients with difficulty communicating to interpreter services and provide a freecall service. This service is offered through all our publications, including the annual report and strategic plan (the department s key external strategic documents). A link to interpreter services Progress/ s Website generally compliant with Web Content Accessibility Guidelines (WCAG) 2.0 (AA) All video content includes a transcript, and accessible formats are provided by default for other publications or on request if necessary Ongoing web feedback Web and Creative Services Web and Creative Services

7 is also available on all our webpages Inclusion of phone numbers for Smart Services and National Relay Service for hearing impaired in relevant DNRM publications Ongoing Plan to make this default for all publications Web and Creative Services Ensure there are visible signs at service points informing clients of the availability of interpreter services Promote and raise awareness of the opportunities available through mainstream technologies, including social media to enable people with a disability, their families and carers to network, share ideas and access information and resources The department adheres to the Queensland Language Services Policy to provide our clients with difficulty communicating to interpreter services and provide a freecall service. This service is offered through all our publications, including the annual report and strategic plan (the department s key external strategic documents). A link to interpreter services is also available on all our webpages. Social media links included on publications where appropriate Actively managing social media channels to engage with the community Ongoing Undertake audit of internet and intranet Web and Creative Services

8 Other HR policies Support an equitable workforce including the retention and development of employees with a disability, where each employee can participate in employment opportunities and pursue careers equitably and fairly through: Promoting the equitable provision of, and accessibility to, valued roles Encouraging awareness of workplace anti-discrimination obligations and resources Providing reasonable adjustment where required Participating in networks where possible DNRM promotes flexible work practices to encourage work life balance DISABILITY SERVICE PLAN Year Progress Report 1 January 2014 to 30 September 2014 Recruitment and Selection Protocol Role description and job evaluation protocol Departmental role description template Working Flexibly flexible work arrangements toolkit and supporting forms Progress/ s Resources reviewed. Positive discrimination information provided through promoting use of identified positions where appropriate and reasonable adjustment for successful applicants with disabilities. Template will be modified to include equity, diversity, health, safety and wellbeing. The toolkit was introduced in August 2014 and includes general and implementation information about: compressed working hours accrued time (including flexible start and finish Consulted with Senior Leaders Advisory Unit members who are responsible for maintaining these resources. Resources were advised to HR Network and through Bulletin Board article when initially approved. Extensive consultation across the department was undertaken throughout the development of the toolkit. Resource was advised to HR Network when initially approved.

9 times) job sharing part-time employment phased retirement telecommuting flexible leave options Include employee access to the carer s resources on the internet A variety of carers facilities are provided across the department. Local induction processes required for providing information about these facilities to new employees. Included in induction checklists for employees and supervisors. Employee awareness of relevant referral agencies and organisation services available for customers and employees who need advocacy or antidiscrimination support Complaints Management System Collate information from complaints management systems, and report annually to inform amendments or improvements to departmental services delivery Promote accessible complaints mechanisms to the community Discrimination, sexual and workplace harassment protocol. Discrimination fact sheet. Through Correspondence Unit, Office of the Director-General (ODG). Through departmental website. Resources include extensive list of contacts and referrals for employees who require advocacy or support with discrimination matters. The department is developing an improved complaints management process, which will be implemented in The complaints management process being developed will enhance the existing public access to the complaints system. Resources were advised to HR Network and through Bulletin Board article when initially approved. Consultation across the department is occurring. Board of Management will approve final process. Consultation across the department is occurring. Board of Management will approve final process, leading to an improved public access.

10 Report systemic issues to Board of Management Reporting to Board of Management occurs. This process is already working. Not applicable. Already implemented. Employee awareness of Complaints Management System including employee complaints process and resources Managing Employee Complaints Protocol. Process includes provisions for employee complaints for all employees and does not discriminate between those with or without disabilities. Resource was advised to HR Network and through Bulletin Board article when initially approved. Accommodation and facilities Employees with facilities management responsibility are trained in the access standards Ensure when planning for new accommodation that facilities, (such as braille paths, hearing loops, etc.) and physical structures (such as doorways, doorhandles, steps, etc.) do not act as a barrier to employees and customers with mobility disabilities Complaints Management System and complaints resources published. A dedicated SharePoint knowledge base has been established with WH&S topics for Accommodation Services staff to familiarise themselves with and assist with departmental staff queries. All new accommodation proposals are assessed for compliance with current Australian Standards and the Building Act by a qualified certifier prior to commencing construction. The improved complaints management process being developed will be implemented in 2015 and will include employee education. SharePoint page is completed and content reviewed as needed. All new fitouts are compliant with AS1428 Consultation across the department is occurring. The improved process will be available on the department s Intranet for all employees. WH&S, Certis and registered architects were consulted for material and content. Accommodation and facilities Accommodation and facilities

11 Departmental planning and reporting Incorporate planning for Disability Service Plan initiatives into the corporate planning cycle Publish the updated DNRM Disability Service Plan on the department s internet and intranet sites Provide reporting requirements to DCCSDS as required Annual review of internal Disability Service Plan The key dates for Disability Service Planning for the department have been incorporated into the DNRM Strategic Management Planner. The DNRM Disability Service Plan is available on the department s internet and intranet sites. Not applicable The DNRM Disability Service Plan is reviewed annually. The DNRM Strategic Management Planner is updated quarterly. The DNRM Disability Service Plan was loaded onto the department s internet and intranet sites and the progress report will also be available from February These updates are announced via the DNRM Bulletin (for internal staff). First round of progress/achievement reporting against the DNRM Disability Service Plan will be available on the department s internet and intranet sites from February 2015 (as per agreement reached with the Department of Community Services). The DNRM Disability Service Plan is reviewed annually and released via the department s intranet site. Meetings and e-communications with key contacts responsible for disability service support across the department. All staff have access to the DNRM intranet site and Bulletin Board updates. Key departmental contacts responsible for disability service support across the department are engaged in the development and review of the DNRM Disability Service Plan. Key departmental contacts responsible for disability service support across the department are engaged in the development and review of the DNRM Disability Service Plan. Key departmental contacts responsible for disability service support across the department are engaged in the development and review of the DNRM Disability Service Plan.

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