DFAT Reconciliation Action Plan
Induction and Training
Key Reconciliation Result Area: |
2. Induction and Training |
| Business Objective: | Providing a supportive and productive workforce |
| Business Strategy: | To ensure that new DFAT Indigenous employees receive advice and access to appropriate training and career development opportunities. |
Reconciliation Action Plan
Tasks |
Responsibility |
Timeline |
Performance Indicator |
| Ensure the training and development needs of Indigenous employees, especially new employees, are addressed | Managers and supervisors through the Performance Management
process Staff Development and Post Issues Branch |
As appropriate and ongoing | Level and type of training undertaken by Indigenous
employees Provision of Induction/Orientation briefings Staff Development Branch to initiate contact with Cadets every two months and every two weeks during 12 week work placements |
| Develop DFAT’s Indigenous Cadetship Program (ICP) guidelines | Staff Development and Post Issues Branch | By the end of June 2007 | ICP guidelines exist Feedback from current and former Indigenous Cadets regarding the guidelines Representation at APSC Indigenous Pathways Network |
| Promote the Reconciliation Action Plan in Workplace Diversity presentations, workshops and relevant training material eg Orientation for New Starters | Staff Development and Post Issues Branch | Ongoing | Update, expand and tailor appropriate training materials Reconciliation Action Plan Report |
More on the DFAT Reconciliation Action Plan
- Introduction
- Recruitment of Indigenous Australians
- Career Development
- Promotion of Workplace Diversity Plan and Cross-Cultural Awareness
- Enhancing and building on Public Diplomacy
- Participation in key whole-of-government, bilateral and multilateral forums on Indigenous issues
- Consulting, working with and listening to Indigenous representatives, individuals and NGOs
Last updated 29 May, 2007