DFAT Reconciliation Action Plan
Career Development
Key Reconciliation Result Area: |
3. Career Development |
| Business Objective: | Building our Indigenous Australians workforce |
| Business Strategy: | To promote the ongoing development of Indigenous employees at all levels |
Reconciliation Action Plan
Tasks |
Responsibility |
Timeline |
Performance Indicator |
| Assist managers and Indigenous Australian employees to develop and implement career pathways plan | Staff Development and Post Issues Branch | Annually | Access the Australian Public Service Commission’s pool of
funds under the APS Employment and Capability Strategy for
Aboriginal and Torres Strait Islander Employees APSC’s training and development calendar is circulated to members of the Indigenous Employees Network and the Indigenous Taskforce in a timely manner |
| As part of the Graduate Trainee Program provide opportunities for graduate trainees to meet with Indigenous communities in regional and rural Australia | Staff Development and Post Issues Branch | Annually | Number of opportunities provided |
| Where possible, consider Indigenous Cadets for short-term missions at either a state or territory office or overseas post during their work placement | Staffing Branch | Annually | Consultation with State and Territory Offices and Posts Record Indigenous expenditure in the DFAT Portfolio Budget Statement Provide appropriate data for inclusion in the database for the Australian Government Indigenous Expenditure |
| The DFAT Indigenous Employees Network (IEN) to provide support and mentor other Indigenous employees on career development after attending appropriate training | Staff Development and Post Issues Branch to facilitate initial
contact with the IEN BB3 and BB4 Indigenous Leadership Group |
As required | Promote and encourage all Indigenous employees to attend APSC
Coaching and Mentoring training under the access to STDI funding
arrangement The Indigenous Employees Network to make contact with Cadets and Graduates within their first three months of commencing duty in DFAT Establishment of a BB3 and BB4 Indigenous Leadership Group from within the Indigenous Employees Network |
| Undertake surveys of Indigenous employees to assess levels of satisfaction and seek input regarding areas of improvement | Staff Development and Post Issues Branch | Annually | Develop, circulate and conduct surveys |
| Monitor the recruitment, retention, promotion and posting rates of Indigenous employees | Staff Development and Post Issues Branch | Annually | Develop Management Information tool/data collection |
| Conduct Exit Interview of all Indigenous employees | Staffing Branch | As required | Provide ‘Exit Survey’ Report to Assistant Secretary, Staff Development and Post Issues Branch |
More on the DFAT Reconciliation Action Plan
- Introduction
- Recruitment of Indigenous Australians
- Induction and Training
- 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