Appendix I : Report on performance under the Commonwealth Disability Strategy

The Commission is reporting against the Commonwealth Disability Strategy in its employer role.

Performance indicators	Performance	Outcomes measure
Employment policies, procedures and practices comply with the requirements of the Disability Discrimination Act 1992. Review all employment policies as they come up for review. Promote equity and diversity issues, including disability issues in HR/WR policies and plans. Ensure, where relevant, that Group Business Plans consider issues concerning people with a disability.	All employment policies, procedures and practices reviewed during the life of this plan comply with the requirements of the Disability Discrimination Act 1992 and promote equity and diversity issues. Group Business Plans consider issues concerning people with a disability.	All Commission employment policies, procedures and practices comply with the requirements of the Disability Discrimination Act 1992. The Commission carefully considers the impact of its employment policies during development.
Recruitment information for potential job applicants with disabilities is available in accessible formats or on request. Review recruitment information and consider providing Internet access for all recruitment selection documentation. Consult with the Office of Disability Policy (FACS) and others to ensure that recruitment information is provided in suitable formats including, but not limited to, formats such as TTY and electronic.	Recruitment information requested and provided in: • accessible electronic formats and • accessible formats other than electronic Average time taken to provide accessible information in: • accessible electronic formats and • accessible formats other than electronic.	100% of requests to provide information this way were met. All recruitment documentation is available both in hard copy and on the internet. The Commission provides advice to its recruiters and managers about reasonable adjustment as required.
Agency recruiters and managers apply the principle of ‘reasonable adjustment’. Actively seek opportunities to engage people with a disability for employment (including non-ongoing employment, work placement and trial employment). Include positive statements about ‘reasonable adjustment’ in recruitment literature.	Percentage of staff in the Commission who identify as having a disability.	The Commission maintained the level of staff identifying that they have a disability above 3% of total staff.
Promote an awareness of disability and disability discrimination issues in the workplace. Disability awareness sessions available for all Commission staff. Use of intranet to provide information and links to information on disability issues (including preventative OH&S issues such as OOS). Actively promote and support an annual day focusing on disability issues.	Staff Survey reflects that staff believe there is no discrimination in the Commission.	The 2002—03 Staff Survey did not identify any specific instances of disability discrimination within the Commission and no incidences were reported in 2003—04.
External training and development programs consider the needs of staff with disabilities and include information on disability issues as they relate to the content of the program. Consultants required to provide for the needs of people with a disability as part of the contract.	Percentage of training and development programs that consider the needs of staff with disabilities and include information on disability issues as they relate to the program.	All training and development programs consider the needs of staff with disabilities. The Commission uses consultants to provide corporate training and development and the contract requires: • compliance with the Disability Discrimination Act 1992 • provision of services consistent with the APS Values and Code of Conduct • compliance with the principles of workplace diversity • consultation with the Commission in relation to any special needs for people with disabilities. These measures ensure that all programs include information on disability issues where appropriate and relevant to the program.
Complaints/grievance mechanism, including access to external mechanisms, in place to address issues and concerns raised by staff.	Staff are aware of the existence of the mechanisms and know how to access them.	The Commission’s Certified Agreement provides a framework for internal review of employment actions. The Agreement also directs employees who have not resolved their complaint through such a process to the formal complaint resolution mechanisms under the public service employment framework.
Commission premises and facilities are accessible and useable by people with a disability.	Audit of Commission premises and facilities indicates that they are accessible and useable by people with a disability.	A building audit was conducted in 2001—2002. Recommendations are continuing to be implemented, with a particular emphasis in 2003—04 in relation to entry foyer refurbishment work in the Edmund Barton Building.
Actively promote and provide suitable opportunities for people with a disability to identify their disability including an annual census of staff.	Percentage of staff in the Commission that identify as having a disability.	The Census was again conducted in June 2004. The Commission maintained the level of staff identifying that they have a disability above 3% of total staff.

This page is available from www.apsc.gov.au/annualreports/0304/appi.htm
For information and help with this site go to Using our site