Aboriginal and Torres Strait Islander Career Development and Employment Strategy

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1 Aboriginal and Torres Strait Islander Career Development and Employment Strategy September 2006 Revised November 2011 Revised June 2013 Revised June 2015 University of Southern Queensland Aboriginal and Torres Strait Islander Career Development and Employment Strategy 1

2 Introduction The University of Southern Queensland (USQ) is fully committed to the key objectives of increasing the educational, employment, training and career development opportunities for all Aboriginal and Torres Strait Islander people employed at the University. In accordance with this commitment, USQ is implementing an Aboriginal and Torres Strait Islander Career Development and Employment Strategy which will: increase, encourage and develop effective Aboriginal and Torres Strait Islander employment and participation at all levels of work activity and in all organisational areas of the University towards agreed targets which reflect the levels of Aboriginal and Torres Strait Islander persons in the general community; aim to maximise Aboriginal and Torres Strait Islander employee development and career opportunities in order to increase Aboriginal and Torres Strait Islander knowledge, job skills, job satisfaction, job security, income support, economic empowerment, independence and self-sufficiency; and facilitate and encourage the direct involvement of Aboriginal and Torres Strait Islander employees in determining their own employment and career goals, strategies and ambitions, in accordance with their own aspirations. The success of the Strategy requires that its objectives and strategies are incorporated in the University s strategic planning, equity and employment practices. Achieving these objectives will depend on the continuing commitment of resources and on the development and implementation of the strategy in a supportive workplace environment. Scope The Aboriginal and Torres Strait Islander Career Development and Employment Strategy applies to individuals who are a descendant of an Indigenous inhabitant of Australia, identifies as an Aboriginal and/or Torres Strait Islander and is recognised as Aboriginal and/or Torres Strait Islander by members of the community in which they live. The terms Indigenous Australian, Aboriginal Australian and Torres Strait Islander are used interchangeably throughout this document. Background As an outcome of enterprise bargaining negotiations in 2005, the Vice-Chancellor announced a number of initiatives which included the establishment of a Representative Steering Committee to oversee the development and implementation of an Aboriginal and Torres Strait Islander Career Development and Employment Strategy. The composition of the Committee includes representatives from University senior management,, academic and professional employees from across its five locations, Head of the College of Indigenous Studies, Education and Research (CISER), Unions, Employee Network Representative and Human Resources. The Committee will consult widely with all key stakeholders including the unions, Aboriginal and Torres Strait Islanders, academic and professional employees and their nominated representatives, and with relevant Aboriginal and/or Torres Strait Islander community representatives. University of Southern Queensland Aboriginal and Torres Strait Islander Career Development and Employment Strategy 2

3 The University s commitment to the development of the Career Development and Employment Strategy, its objectives and principles are contained in the University of Southern Queensland Enterprise Agreement and the Human Resources Policy and Procedures Manual. Guiding Principles The Aboriginal and Torres Strait Islander Career Development and Employment Strategy is guided by the following principles. It is acknowledged that Aboriginal and/or Torres Strait Islander people, as clearly identifiable and distinct racial groups, usually occupy the lowest social, economic, occupational and educational status as compared to other Australians, according to the accepted socio-economic indicators. It is recognised that Aboriginal and Torres Strait Islanders are two distinct racial and cultural groups within Australia, within the definition of Aboriginal and Torres Strait Islander and within the diversity of the cultures of Aboriginal and Torres Strait Islander people as a whole. The diverse Aboriginal and Torres Strait Islander cultures, identity, heritage, languages, lores, and social and spiritual systems practiced by Aboriginal and Torres Strait Islander people is respected and recognised. Aboriginal and Torres Strait Islander knowledge is recognised as a significant contribution to all other bodies of knowledge and acknowledge the scholarship and expertise that these employees bring to the University. As far as practicable, the University will actively assist in and encourage the promotion of Aboriginal and Torres Strait Islander cultures, identity, heritage, languages, lores, and social and spiritual systems. The University is committed to ensuring that Australian Aboriginal and/or Torres Strait Islander employees are supported by University policies and procedures aimed at eliminating racism in the workplace, and making the University more culturally responsive and responsible. It is acknowledged and accepted that participation of Aboriginal and/or Torres Strait Islander people in cultural, community and related activities is likely to enhance the effectiveness of this socio-economic group as employees and therefore provision for participation in ceremonial, community and cultural activities is of direct benefit to the University. The University is committed to the encouragement of the use of Identified positions and where appropriate will advertise identified 1 and or/specified positions 2 in accordance with legislation. The strategy will include an objective to increase the numbers of Aboriginal and/or Torres Strait Islander employment and participation in all levels of work activity and all organisational units at the University. This strategy will progress towards achieving appropriate targets, having regard to the numbers of Aboriginal and Torres Strait Islander persons in the local community. A specific focus of the Strategy will be to increase Aboriginal and Torres Strait Islander employment in areas of the University other than the Aboriginal and Torres Strait Islander support units. 1 Identified positions are those positions where being an Indigenous Australian is a genuine qualification. 2 Specified positions are those positions for which preference will be given to Indigenous Australian candidates. University of Southern Queensland Aboriginal and Torres Strait Islander Career Development and Employment Strategy 3

4 The University is committed to encouraging and assisting USQ Aboriginal and/or Torres Strait Islander students and graduates to take up employment opportunities by implementing initiatives such as mentoring, leadership development and capacity building of self-concept. The University will commit appropriate resourcing, including targeted funding, to ensure the effective implementation of this Strategy. University of Southern Queensland Aboriginal and Torres Strait Islander Career Development and Employment Strategy 4

5 Objectives, Strategies and Performance Measures Objective 1 To promote, market and implement the Employment Strategy. Strategy Responsibility Timeline Performance Measure Allocation of ongoing funding for the HR Officer (Indigenous Employment) position to coordinate the implementation of the strategy. 1. Social Justice Strategy Board 2. Representative Steering Committee 3. Office of Social Justice 4. Human Resources HR Officer (Indigenous Employment) appointed. funding to be allocated for HR Officer (Indigenous Employment) position. Liaise with the internal and external Aboriginal and Torres Strait Islander community and Aboriginal and Torres Strait Islander networks, recruitment agencies, training organisations and secondary schools to promote and market the strategy. Develop and implement marketing and promotional material, including the development of a dedicated website to promote the strategy and attract Aboriginal and/or Torres Strait Islander employees and students. 1. Human Resources Human Resources 2012 Review End 2013 Level of knowledge of the Employment Strategy both internal and external to USQ. Level of knowledge of the Employment Strategy both internal and external to USQ. Showcase Aboriginal and/or Torres Strait Islander employees in local, regional and national media across all locations. 1. Corporate Communications and Public Relations Level of knowledge of the Employment Strategy both internal and external to USQ. Create and maintain an Aboriginal and/or Torres Strait Islander Alumni chapter / database. 1. Alumni and Advancement 2. CISER 2015 Level of knowledge of the Employment Strategy both internal and external to USQ. University of Southern Queensland Aboriginal and Torres Strait Islander Career Development and Employment Strategy 5

6 Objective 2 To increase employment of Aboriginal and/or Torres Strait Islander people to 2.5% (35 FTE) of University employees by This increase is to be reflected across all academic and professional employee classifications and work activities in all operational areas. In increasing employment of Aboriginal and Torres Strait Islander people, consideration will be given to gender equity. Strategy Responsibility Timeframes Performance Measure Provide employment opportunities so as to bring USQ s employment proportions for Aboriginal and/or Torres Strait Islander people in line with the demographics of its regions as acknowledged in the University s Enterprise Agreement Category 4 delegates and above 3 3. Representative Steering Committee Employment data on recruitment rates for Aboriginal and Torres Strait Islander employees. Participation rates of Aboriginal and/or Torres Strait Islander employees as a % of total workforce. Promote employment opportunities to USQ Aboriginal and/or Torres Strait Islander undergraduate and postgraduate students. 1. Human Resources 2. Head of CISER Number of Aboriginal and/or Torres Strait Islander graduates who have taken employment opportunities at USQ. Increase the pool of applicants through initiatives such as partnerships with government, community and employment agencies. 1. Human Resources 2. Director of Advancement Mid 2011 Employment data on recruitment rates for Aboriginal Review the University s existing Recruitment and Selection Policy and procedures and any other relevant Human Resources Policies and amend where necessary. Review recruitment forms to ensure relevant data is captured. 1. Human Resources 2012 Employment data on recruitment rates for Aboriginal Continuation of the Aboriginal and/or Torres Islander Traineeship Program and promote internal employment opportunities for trainees upon completion of traineeship. 1. Category 4 delegates and above 3 Employment data on recruitment rates for Aboriginal 3 Category 4 delegates and above are defined in the Human Resources Policy and Procedures Manual located at University of Southern Queensland Aboriginal and Torres Strait Islander Career Development and Employment Strategy 6

7 Strategy Responsibility Timeframes Performance Measure Develop a range of targeted recruitment programs that actively explore and encourage the use of: Early Career Academic Employment Work Experience Graduate Employment School Based Traineeships 1. Category 4 delegates and above 3. Representative Steering Committee Late 2011 Employment data on participation rates. Reinvigorate the Aboriginal and/or Torres Strait Islander Student Internship Program. 1. Human Resources Late 2015 Employment data on participation rates. Representative Steering Committee to recommend to the Deputy Vice-Chancellor (Students and Communities) yearly performance indicators and targets. The Committee will annually review and report progress against these indicators and targets to the Vice Chancellor s committee. 1. Representative Steering Committee 2. Staff Consultative Committee Mid 2013 To be guided by key performance indicators in USQ Compacts Agreement. Provide employees responsible for recruitment processes, including Recruitment Panels where appropriate, with information, guidance and training in relation to the recruitment, appointment, and retention of Aboriginal and/or Torres Strait Islander people. 1. Human Resources 2012 Level of knowledge of the recruitment process including cultural awareness education in recruitment training. Increase the representation of Aboriginal and/or Torres Strait Islander people on selection panels by establishing and utilising a register of suitably trained and qualified Aboriginal and/or Torres Strait Islander people. 1. Category 4 delegates and above Employment data on Panel representation. Utilise workforce planning information to assist in skill development. 1. Category 4 delegates and above Faculty and Section Workforce Plans and Equity Strategies incorporating commitments reflecting the Aboriginal and/or Torres Strait Islander Employment Strategy. University of Southern Queensland Aboriginal and Torres Strait Islander Career Development and Employment Strategy 7

8 Strategy Responsibility Timeframes Performance Measure Development of USQ Leadership KPIs for Aboriginal and/or Torres Strait Islander employment within Faculties and Sections. 1. Category 2 and 3 delegates 2014 Review 2016 Establishment of employment KPIs within Faculties and Sections. Employment data on recruitment rates for Aboriginal Development of an employment incentive fund that Faculties and Sections can access for the recruitment of Aboriginal and/or Torres Strait Islander employees. 1. Human Resources 2014 Employment incentive fund developed and implemented. Employment data on recruitment rates for Aboriginal University of Southern Queensland Aboriginal and Torres Strait Islander Career Development and Employment Strategy 8

9 Objective 3 To maximise retention, development and career opportunities for Aboriginal and/or Torres Strait Islander employees and encourage and assist those existing employees to participate in career and professional development activities. Strategy Responsibility Timeframes Performance Measure Provide an environment that understands, supports and promotes Aboriginal and/or Torres Strait Islander culture through cross cultural awareness and competence training for supervisors and employees. 1. Category 4 delegates and above 2. Representative Steering Committee 3. Human Resources Late 2011 Identify the level of knowledge of Aboriginal and/or Torres Strait Islander cultures at all levels of the University. Employment data on participation rates in training Review existing Exit Survey questionnaire and amend where necessary to ensure it uses culturally appropriate language. Encourage exiting employees to complete the survey, and review the surveys to see if there are any trends. 1. Human Resources 2. Category 4 delegates and above Supervisors Annually Employment data on USQ retention rates. Retention rates of Aboriginal and/or Torres Strait Islander people as a % of total workforce. Number of Exit Surveys completed by Aboriginal and/or Torres Strait Islander staff Ensure that Aboriginal and/or Torres Strait Islander employees are aware of and encouraged to participate in mentoring/coaching programs. 1. Human Resources Employment data on participation rates in training. Review relevant University Policies and Procedures and amend where necessary (e.g. Academic Promotion, ADOSP, Professional Development Leave, and Induction). 1. Human Resources in consultation with the Staff Consultative Committee As per policy library review dates. Appropriate policies and procedures updated. Continuation of the Aboriginal and Torres Strait Islander Employee Support Network. Encourage and support the Aboriginal and Torres Strait Islander support network to meet regularly for development and networking purposes. 1. Human Resources 2. Representative Steering Committee 3. Head of CISER Established June 2014 Employment data on career progression. University of Southern Queensland Aboriginal and Torres Strait Islander Career Development and Employment Strategy 9

10 Strategy Responsibility Timeframes Performance Measure Review the Early Career Academic Program which focussed on both learning and teaching and research roles. 1. Category 4 delegates and above 3. Office of the Deputy Vice Chancellor (Scholarship) 2013 Been developed and implemented. Provide opportunities for Aboriginal and/or Torres Strait Islander employees to participate on USQ Committees and Working Parties. 1. Category 4 delegates and above 2. Supervisors 3. Human Resources 2015 Participation rates of Aboriginal and/or Torres Strait Islander people on Committees and Working Parties. Ensure that Aboriginal and/or Torres Strait Islander people are aware of and encouraged to apply for employee development programs (i.e. Study Assistance, Academic Promotion), and are supported in undertaking professional development activities. 1. Category 4 delegates and above 2. Supervisors Review annually Participation rates of Aboriginal and/or Torres Strait Islander people in training and development. Employment data on career development, turnover and retention of Aboriginal and/or Torres Strait Islander employees. Ensure that Aboriginal and/or Torres Strait Islander employees are influential in shaping their own careers by participating in the ENRICH process; and develop training and development initiatives/programs which will assist such career development. 1. Human Resources Category 4 delegates and above 2. Supervisors 2013 Employment data on career development of Aboriginal Explore internal transfer and secondment opportunities (and possible external secondment opportunities) for Aboriginal and/or Torres Strait Islander people, with specific emphasis on academic and professional positions. These positions may not necessarily be specified or identified. 1. Human Resources 2015 Employment data on career development of Aboriginal University of Southern Queensland Aboriginal and Torres Strait Islander Career Development and Employment Strategy 10

11 Strategy Responsibility Timeframes Performance Measure Create, record, monitor and maintain relevant employment data and retention rates and provide annual staffing statistics to the Vice-Chancellor s Committee on gender, cultural background, age, level, tenure, FT equivalency, faculty/school, and position type. 1. Human Resources End 2013 Employment data on career development of Aboriginal Aboriginal and/or Torres Strait Islander employees to be encouraged and supported to gain advanced qualifications, particularly in higher degrees by research and other programs. 1. Human Resources 2. Head of CISER 3. Office of Research 2015 Employment data on career development of Aboriginal University of Southern Queensland Aboriginal and Torres Strait Islander Career Development and Employment Strategy 11

12 Outcomes and Evaluation A formal evaluation of the progress in implementing the Career Development and Employment Strategy will be conducted in consultation with the key stakeholders by October Endorsement by the Vice-Chancellor will be sought to ensure that there is continuing support for the Strategy. The Steering Committee, in conjunction with the Social Justice Strategy Board and Human Resources, will regularly review and revise the development and implementation of the Strategy to ensure it meets the identified performance measures. consultation will continue with academic and professional employees, USQ Aboriginal and Torres Strait Islander employees and the wider community. June 2015 University of Southern Queensland Aboriginal and Torres Strait Islander Career Development and Employment Strategy 12

13 Attachment 1: USQ Aboriginal and Torres Strait Islander Career Development and Employment Strategy 3-year HR Recruitment Strategy Pilot Early Career Academic Program (2-3 positions) Work Experience Pilot Program for high school students Evaluation of 2015 Traineeship Program 2016 Traineeship Program (5 positions) Pilot School Based Traineeships (2-3 positions) Continuation of: o Internship Program o Aboriginal and Torres Strait Islander Cross-Cultural Awareness program USQ Leadership KPIs developed Development of a career pathway map for future and current Aboriginal and/or Torres Strait Islander employees Implementation of Employment Incentive Fund aligned to USQ leadership KPIs and current trainee/academic employee programs Dependent upon funding, implement a professional development fund for Aboriginal and/or Torres Strait Islander employees Reference Material 1. USQ Aboriginal and Torres Strait Islander Career Development and Employment Strategy 2. USQ Strategic Plan National Indigenous Higher Education Workforce Strategy 4. Universities Australia Guiding Principles for developing Indigenous cultural competency in Australian Universities 5. Report on the Review of Higher Education Access and Outcomes for Aboriginal and Torres Strait Islander People Continuation of: o Early career academic program (2-3 positions) o Internship Program o Work Experience Program o Aboriginal and Torres Strait Islander Cross-Cultural Awareness program o School Based Traineeships (2-3 positions) 2017 Traineeship Program (5 positions) Development and implementation of a Pilot Graduate Employment Program Partnership with TAFE, Regional Council s and other organisations regarding secondment opportunities Implementation of KPIs for aligned to national employment targets and current USQ recruitment strategies 2015 Traineeship Program (5 positions) Student Internship Pilot Program (2 positions) Revise and develop the Aboriginal and Torres Strait Islander Cross-Cultural Awareness program Contribute to HR Recruitment Policies Contribute to review of employee induction processes being considerate of Aboriginal and/or Torres Strait Islander staff Enhance current USQ marketing and recruitment practices for employing Aboriginal and/or Torres Strait Islander people Source funding for the development of: o an Early Career Academic Employment Program; and o Employment Incentive fund that faculties and sections can access for the recruitment of Aboriginal and/or Torres Strait Islander employees (especially current trainees) Prepared by: Sharron Jackson (HR Officer Indigenous Employment) and Caitlin Gurney (Staff Support, Equity Advisor), Human Resources Version 1: 02/06/2015 University of Southern Queensland Aboriginal and Torres Strait Islander Career Development and Employment Strategy 13

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