NORTHERN TERRITORY TREASURY INDIGENOUS EMPLOYMENT AND CAREER DEVELOPMENT STRATEGY

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1 NORTHERN TERRITORY TREASURY INDIGENOUS EMPLOYMENT AND CAREER DEVELOPMENT STRATEGY

2 Under Treasurer s Foreword I am proud to present Treasury s newly revised Indigenous Employment and Career Development Strategy. Treasury is committed to achieving improved Indigenous employment outcomes within the agency, across the Northern Territory Public Sector and in the Territory community. As an organisation that values its staff and their diversity, Treasury is actively seeking ways to enhance Indigenous representation and career progression amongst its staff. This Strategy provides the detail on how Treasury will recruit Indigenous people and ensure career development opportunities for both our existing and new Indigenous employees. At the same time, the Strategy addresses workforce issues across our agency. The Strategy has my full support and I have tasked each and every one of Treasury s Directors and managers with the primary responsibility for the day to day implementation of the Strategy. I will be working with these directors and all Treasury staff to ensure Treasury meets the outcomes planned in this Strategy. Treasury has a strong tradition of achieving planned outcomes and I welcome the opportunities this Strategy presents. Apart from Indigenous people employed in our agency, it will lead to a more diverse workplace increasingly representative of the Territory community and provide opportunities for Indigenous people to influence policy and decision making. The links with Indigenous organisations and cross-cultural awareness programs will enable all Treasury staff to have a greater understanding of Indigenous issues. Treasury s Indigenous Employment and Career Development Strategy will assist in attaining Treasury s strategic objectives which will enable Treasury to better serve the Government and the Territory community. Jennifer Prince Under Treasurer May

3 TREASURY S INDIGENOUS EMPLOYMENT AND CAREER DEVELOPMENT STRATEGY BACKGROUND In November 2008, the Northern Territory Government (NTG) confirmed its commitment to the Council of Australian Governments (COAG) National Indigenous Reform Agreement. This agreement establishes six targets aimed at closing the gap in Indigenous disadvantage. The target most relevant to the Northern Territory Public Sector Indigenous Employment and Career Development Strategy is that which aims to halve the gap in employment outcomes between Indigenous and non-indigenous Australians within a decade. The National Partnership Agreement on Indigenous Economic Participation that underpins the COAG agreement commits to reviewing all public sector Indigenous and career development strategies to increase employment to reflect population share by The key aim of the Northern Territory Public Sector (NTPS) Indigenous Employment and Career Development (IECD) Strategy is to address the critical under-representation of indigenous people in the NTPS work force by providing a range of appropriate recruitment, career development and retention initiatives. The strategy embeds the principles and outcomes in other strategies and agreements that deliver Indigenous key priority areas, which are: 1. Working future; 2. Indigenous Economic Development Strategy ; 3. National Partnership Agreement on Indigenous Economic Participation; and 4. Framework for Jobs NT (Draft). The NTPS IECD Strategy requires all agencies to prepare an agency specific strategy aimed at addressing the recruitment, career development and retention initiatives at the agency level. Treasury has an existing IECD Strategy which has still been followed for several years and the IECD Strategy is an enhancement of the existing strategy. 3

4 AIM Treasury is committed to increasing the representation of Indigenous people within Treasury as an NTPS agency. To this end, Treasury has established an Indigenous Employment and Career Development (IECD) Committee that represents management and staff interests in this area and demonstrates Treasury s commitment to working in partnerships to achieve common goals. The IECD Committee developed Treasury s Indigenous Employment and Career Development Strategy which demonstrates how we will realise our goal of achieving real improvements in the number, and advancement of, Indigenous people employed in Treasury. The Committee comprises of the Deputy Under Treasurer, Director Corporate Support, Assistant Manager Human Resources Workforce Development and Treasury s Indigenous staff. Focusing on Indigenous employment outcomes will not only provide benefits to the Indigenous community, but will also assist Treasury in the provision of its services to Government and therefore the community as a whole. BENEFITS Representation of Community Advancement Opportunities Workforce Issues Addressed The benefits of implementing Treasury s Indigenous Employment and Career Development Strategy include: Treasury will be more representative of the Territory community. Through increased numbers and Indigenous staff at higher levels in the agency, Treasury will be better informed and more aware of the issues affecting the broader Territory community and Indigenous Territorians in particular. This will assist Treasury in the provision of services to Government and therefore the community as a whole. The advancement of Indigenous people. By providing employment and career advancement opportunities for Indigenous people in Treasury at all levels, the agency ensures that Indigenous people are contributing to policy development and decision making processes on Territory issues. Addressing Treasury s workforce issues. The number of Indigenous public sector employees is not reflective of their demographic profile, this means that Indigenous people provide a largely untapped source of potential employees who could assist Treasury to combat ongoing workforce issues. 4

5 RANGE OF APPROACHES FOR SUCCESS Treasury's IECD Strategy seeks to address the outcomes identified in the NTPS Strategy. Treasury is a diverse organisation with a variety of responsibilities, from policy development and advising Government to developing regulatory frameworks and their enforcement. This variety provides a range of work settings and therefore opportunities for locally recruited staff, particularly Indigenous people. To fulfil both Treasury s diverse professional requirements and the IECD Strategy, the agency has developed a range of approaches to advance Indigenous employment outcomes and assist in the success of the Northern Territory Public Sector Indigenous Employment and Career Development Strategy. 5

6 OUTCOME 1 STRATEGY A Increased numbers of Indigenous people recruited into Treasury. Promote Treasury as an employer of Indigenous people. 1. Engage an existing position (Assistant Manager HR) to provide advice to Treasury on Indigenous employment strategies and to support Indigenous employees. TIMEFRAME PERFORMANCE MEASURES November 2011, ongoing Position filled and in place by February Prepare marketing and communication program to promote Treasury s employment programs aimed at Indigenous people as well as other sectors of the community. 2.2 As part of Treasury s marketing program, visit various high schools to promote career and employment opportunities in Treasury. 2.3 Participate in Career Expo s to promote career and employment opportunities in Treasury. 3. Establish relationships with Indigenous organisations to improve their understanding of Treasury as an important and influential employing organisation, thereby increasing Treasury s exposure to potential Indigenous employees. 4. Establish process for advertising Treasury vacancies using appropriate media, to improve knowledge in the Indigenous community of Treasury as an employer. 5. Establish relationships with high schools with VET and with tertiary institutions to provide work experience opportunities for Indigenous and other local students, with the aim of fostering their interest in further study relevant to Treasury and careers in Treasury. May 2012, ongoing July 2012, ongoing July 2012 May 2012 ongoing Number of Indigenous people applying for Treasury positions as result of marketing campaigns. Number of presentations to, and discussions with, high school students. Participation in event Procedures for the establishment of relationships agreed and in use. Number of meetings with Indigenous organisations. Procedures established and in use. Number of high schools which have established relationships with Treasury and have a high number of Indigenous students. Number of applicants for various programs from Territory high schools. 6. Approve that all AO2 and AO3 temporary vacancies (3 months at a minimum) be assessed for potential Indigenous employees. HR/Treasury Directors Number of AO2 and AO3 position filled by Indigenous staff. 6

7 OUTCOME 1 STRATEGY B 1 Employ Indigenous staff through: Apprenticeships Indigenous Employment program Indigenous Cadetship Support program, and Indigenous Work Experience program Increased numbers of Indigenous people recruited into Treasury Provide entry-level employment opportunities to Indigenous people. TIMEFRAME PERFORMANCE MEASURES / Executive/ Treasury Directors Annual targets for entry-level intake: employees employees employees employees 2 Recruiting Indigenous employees in Treasury through normal recruitment processes as well as entry-level employment. Number and details of Indigenous Treasury staff recorded. Targets for Indigenous employees: employees employees employees employees 3 Indigenous employees will have an opportunity to meet regularly with other Indigenous staff within Treasury to support them in the workplace. 4 Indigenous employees have access to a workplace support person on commencement and have the opportunity to become a workplace support person themselves for other new indigenous employees. 5.1 Review divisional staffing structures and identify positions that could be filled specifically by Indigenous staff. Advertise and fill positions as required through the Indigenous Employment Program. 5.2 Promote the FOIT program for Indigenous students studying relevant degrees. 5.3 Establish an alternate method for selecting Indigenous participants for the FOIT program (i.e. guarantee place on the FOIT program after successful completion of the ICS program). 6 Develop a structured rotation program for entry level employment opportunities for Indigenous employees. May 2012, ongoing /Indigenous employees /DCS/DUT November 2012 /MHR/DCS /MHR/DCS July 2012 Number of meetings held. Workplace support person identified and trained. Number of positions identified. Number of positions filled. Number of Indigenous participants in the FOIT program. Number of Indigenous participants applying for the FOIT program. Rotation program in use and working effectively. Guidelines and procedures are developed and being used. 7

8 OUTCOME 2 STRATEGY A 1 Invite Treasury Indigenous staff to participate in the Finance Officer in Training (FOIT) schedule of workshops and seminars to enhance knowledge of Treasury and Government structure, policy and processes. Adequate representation of Indigenous people at all levels within Treasury to enable effective contribution to policy and decision making affecting Indigenous people. Further develop knowledge and understanding of Treasury s role as a central agency including Government structure and processes. TIMEFRAME PERFORMANCE MEASURES /Treasury Directors Number of FOIT presentations attended by Indigenous staff. 2 Encourage Indigenous staff to consider professional development opportunities in other areas of Treasury. 3 Indigenous staff have the opportunity to attend regular meetings to address any issues and discuss national/local Indigenous events. /Treasury Directors /Indigenous staff Number of Indigenous staff undertaking professional development opportunities. Number of meetings held. STRATEGY B 1 Promote participation by Indigenous staff in VET and tertiary study including advice on assistance programs. 2 Provide financial assistance for additional staff through scholarships from Treasury. Encourage Indigenous staff to undertake further studies that develop their policy and decision making skills. TIMEFRAME PERFORMANCE MEASURES /DCS Number of Indigenous staff undertaking additional study. 3 Promote the FOIT program for Indigenous students studying relevant degrees. /MHR/DCS Number of Indigenous participants in the FOIT program. 8

9 OUTCOME 2 STRATEGY C 1 Establish personal learning and development plans for Treasury s Indigenous staff. Adequate representation of Indigenous people at all levels within Treasury to enable effective contribution to policy and decision making affecting Indigenous people. Increase participation of Indigenous staff at middle and senior levels in Treasury. TIMEFRAME / Treasury Directors May 2012 PERFORMANCE MEASURES Personal learning and development plans established and operating for Treasury s Indigenous staff. 2 Provide an intensive Middle Management Program for staff between AO5- AO7. 3 Provide formal mentors to support Indigenous staff in the attainment of middle and senior level management position. (Mentors can be SMG members or external professional Indigenous people) / Treasury Directors September 2012 / Treasury Directors Number of Indigenous staff signed up for the program. Success rates. Number of Indigenous Treasury staff at middle and senior levels. Comparative career progress rates for Indigenous Treasury staff. STRATEGY D 1 Seek and encourage nominations from Indigenous Treasury staff to participate in Treasury committees such as OHS, Energy Management and Social Club. Indigenous staff represented on various Treasury committees to provide input into policy and decision making. TIMEFRAME HR/Treasury Directors May 2012 PERFORMANCE MEASURES Number of Indigenous staff on Treasury committees. 9

10 OUTCOME 3 STRATEGY A 1 Establish benchmarks, performance measures and targets where possible, for strategies identified in Treasury s Indigenous Employment and Career Development Strategy. Effective evaluation and reporting systems developed to assist in the implementation of the strategy. Establish effective mechanisms to monitor and evaluate the success of the strategy in improving employment and career development outcomes for Indigenous staff. TIMEFRAME HR/IECD Committee December 2012 PERFORMANCE MEASURES Benchmarks, performance measures and targets established. 2 Review Treasury data collection systems to ensure collection of relevant data. 3 Continue supporting the to ensure that the position focuses on Indigenous outcomes and continues to promote the strategy. HR Quarterly Systems established and operating to collect data identified in Performance Measures. Number of Indigenous staff in Treasury. STRATEGY B 1 Indigenous employment identified as a priority in Strategic HR Plan and in Treasury s Recruitment Policy. Incorporate Indigenous employment outcomes into corporate plans and procedures for Treasury. TIMEFRAME HR/ Executive July 2012 PERFORMANCE MEASURES Identified in HR Plan. Recruitment Policy updated. 2 Promote and review Treasury s Equity and Diversity Strategy. 3 Report to the Deputy Under Treasurer and Under Treasurer biannually on progress. 4 Report progress in Treasury s Annual Report. HR /DCS/DUT/UT July 2012, biannually HR Annually Strategy updated and loaded into the Corporate Manual. Reports to Treasury staff, Deputy Under Treasurer and Under Treasurer. Inclusion of reporting in annual report. 10

11 OUTCOME 4 STRATEGY A 1 Treasury staff to participate in crosscultural awareness programs that have a strong Indigenous perspective. Increased cultural diversity throughout Treasury leading to improved understanding and respect for Indigenous culture and heritage. Promote understanding of the Northern Territory s Indigenous culture and heritage to Treasury staff. TIMEFRAME HR/Treasury Directors PERFORMANCE MEASURES Number of staff undertaking cross-cultural awareness training. Feedback from participants attending cross-cultural training. Staff surveys indicate Agency is culturally sensitive. 11

12 Indigenous Employment and Career Development Strategy Flow Chart Year 10, 11 or 12 students from high schools Mature Age 18+ Indigenous Work Experience Cadetship Program Indigenous Cadetship Support Program (ICS) Indigenous Employment Program (IEP) Indigenous Apprenticeship Program The ICS program provides: A study allowance of $ each year while studying Paid work placement for 12 weeks during the semester breaks A book allowance of $1000 per year University fees paid for all units completed The IEP program provides: Certificate II in Business On the job training for 3 months while attending university to complete studies Buddy and mentor support program An opportunity for permanent placement at the AO2 level after successful completion The Apprenticeship program provides: Certificate III or IV in Business or Information Technology On and off the job training Apprenticeship duration is 12 months Opportunity for permanent placement at the AO1/AO2 after successful completion Finance Officer in Training (FOIT) Program Permanent placement at the AO2 level Permanent placement at the AO1/AO2 level Permanent placement at the AO4 level after successfully completing the FOIT program Indigenous Employment and Career Development Strategy

13 Treasury s Indigenous Employment and Career Development Strategy Aim of the strategy To improve representation of Indigenous people within Treasury and realise our goal of achieving real improvements in the number and advancement of Indigenous people employed in Treasury. The strategy Committee The Committee comprises the Deputy Under Treasurer, Director Corporate Support and the Assistant Manager Human Resources Workforce Development. Increasing Indigenous Representation in Treasury Objective 1 Increased number of Indigenous people recruited to Treasury Strategy A Promote Treasury as an employer of Indigenous people. Strategy B Provide entry-level employment opportunities to Indigenous people. Objective 2 Adequate representation of Indigenous people at all levels within Treasury Strategy A Develop understanding of Treasury s central role in Government. Strategy B Encourage Indigenous staff to undertake studies to expand their policy and decision making skills. Strategy C Increase number of Indigenous Treasury staff at middle and senior levels. Strategy D Indigenous staff on committees to influence policy and decision making. Objective 3 Effective evaluation and reporting systems to assist implementation of strategy Strategy A Establish effective mechanisms to monitor and evaluate the success of the strategy. Objective 4 Increased diversity and improved understanding and respect for Indigenous culture Strategy A Promote understanding of the Northern Territory s Indigenous culture and heritage to staff. Strategy B Incorporate Indigenous employment outcomes into corporate plans and procedures. Respect Building respect for Indigenous awareness within Treasury Integrity Maintaining integrity to allow career progression for Indigenous staff Representation Increasing Indigenous representation in Treasury

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