Output 3: Organisational performance, promotion and support

Output 3.2: Service delivery

3.2.1: Promoting better practice governance, people management, client service, workplace diversity and other management improvement

The Commission supports good practice in governance, people management, client service, workplace diversity, and other aspects of organisational management through a range of

Canberra and regionally-based activities and networks. These activities and networks aim to keep agencies and APS employees abreast of better practice in public administration and also provides APS employees with the opportunity to network with colleagues and exchange ideas and share experiences.

Workforce planning

Based on the findings of the Management Advisory Committee Report 3– Organisational Renewal, and the ANAO Managing People for Business Outcomes audit report, and building on the efforts from previous years, the APS Commission conducted a range of workforce planning activities. Two workforce planning summits were conducted for a total of 183 SES and EL staff. Participants were drawn from 45 agencies. The first summit focused on the issue of Making the Business Case for Workforce Planning. Pam Davoren, from the ACT Chief Minister’s Department, Mary Johnston, from the Department of Education, Science and Training and Annwyn Godwin from the Australian Customs Service spoke at the summit on their perspectives of the business case for workforce planning.

As a follow up to the first summit, a Building the Business Case Workshop was designed and offered to human resource practitioners to further develop their expertise. The workshop was run on three occasions and 56 people attended from 25 agencies.

The second summit was titled The Changing Nature of Work–a Hypothetical. Neil Williams, CEO Geoscience Australia, Dominic Downie, General Manager Corporate Development at the Health Insurance Commission and Tracey Muddle, Branch Manager HR Services at the Department of Finance and Administration, participated in the hypothetical, which was based on a fictitious agency, dealing with changes to its work.

Workforce planning project

To further develop capability in this area a pilot project was facilitated by the APS Commission

in 2003—04 to assist smaller agencies or those with central HR functions located in Melbourne, with the development of effective workforce planning strategies.

The APS Commission designed a collaborative approach to workforce planning in participant agencies, involving regular meetings to consider issues related to workforce planning, incorporating current research, a draft conceptual model to guide and evaluate the process, approaches to consultation and practical development of proposals for implementing workforce planning. In addition, the APS Commission provided reviews of, and advice to, agencies about their workforce plans.

An outcome of the project has been the development of a draft workforce planning support tool and framework, which will be advanced in the new financial year and promulgated across the APS. A further project will be proposed to agencies unable to participate in the pilot.

Get it Right–a recruitment kit for managers

One of the Commission’s strategic priorities is to build the human resource capability of line managers. Last year’s report mentioned the development of a recruitment and selection kit for line managers. The kit, Get It Right–a recruitment kit for managers, was launched in August 2003 to an audience of over 250 HR executives and HR staff. (See also pg 72)

Get it Right is designed to assist APS line managers achieve quality recruitment and selection outcomes. Developed in consultation with HR areas and line managers from across the APS, Get it Right explores recruitment within the APS legal framework, seeks to increase awareness of effective recruitment techniques, dispels many recruitment and selection ‘urban myths’ and highlights three key principles for effective recruitment–define, attract and select.

There are three parts to the kit:

Project Planner–which emphasises the need to take a project planning approach to recruitment
Capability Cards–which help to define roles, capabilities and identify selection options
Electronic Tool–which provides detailed stepby- step advice that walks managers through the define, attract and select stages.

In excess of 50 launches, presentations and workshops were held across Australia to introduce over 1300 HR staff and line managers to the kit, and to help them get the most from the material.

Since its launch, a number of agencies have placed the kit on their intranet sites, and provided training and information sessions to managers to help them make the best use of the kit. In the coming year, the Commission will continue to actively market the kit to HR areas and managers across the APS.

HR capability development

The Commission continues to work with APS agencies on the development of the skills of human resource staff. The Human Resource Capability Development Program (HRCDP) was first piloted in 2002. The program is designed to help human resource staff develop the capabilities necessary to deliver quality human resource services directed to approved business outcomes in their respective agencies.

The program is offered in two forms, both running over a period of seven months. The foundation level is designed to meet the needs of specialist human resource staff taking on more strategic roles, while the extension level program is for those expected to make a significant contribution to the human resource profession.

This financial year one extension program was run in full, one extension and one foundation program (commenced last financial year) were completed and one extension and one foundation program begun.

The Canberra Institute of Technology (CIT) accredits both programs: the foundation program at the Diploma of Government level and the extension program at the Advanced Diploma of Government level. Four HRCDP participants from 3 agencies were awarded an Advanced Diploma of Government this year.

HR capability in the New Zealand PublicService

In April an APS Commission staff member was invited to present an HR capability workshop for the New Zealand State Services Commission. The workshop was opened by the Minister of State Services the Hon Trevor Mallard.

The purpose of the workshop was to introduce the APS HR Capability Model to HR Executives in the New Zealand public service and to talk about how the APS went about developing the model and how it is used.

A number of workshops were also run for New Zealand public service agencies on the Get It Right Kit.

Workplace diversity

Given the priority to Indigenous employment, reported on at Output 3.2.3, limited resources were available within the Commission for other aspects of diversity. Accordingly the Commission focused on shared learning in areas of topical concern including work and family, disability and bullying and harassment.

Additionally the Commission assisted agencies discharge their responsibility under the PS Act to promote workplace diversity, put in place a workplace diversity program and establish measures to eliminate employment discrimination. This was achieved through existing networks, the People Management Forum, newsletters and email advice.

As reported under Output 4.2.2 the Commission undertook a desktop audit of APS agencies’ written workplace diversity programs.

Preventing bullying and harassment

The Commission jointly hosted, with Comcare, four workshops on preventing workplace bullying and harassment. The workshops included information about the nature of the problem, the effect on organisations and individuals, costs involved, good practice and discussion of case studies with an expert in workplace trauma and stress. In total, 155 people attended the workshops.

Networks

The Commission facilitates an array of networks for APS agencies and employees to help them keep abreast of better practice in public administration and as an opportunity to exchange ideas and share experiences with their colleagues.

People Management Forum

The People Management Forum was established in May 2004 to assist senior managers in particular to consider the full range of people management issues and current developments affecting the Service. The inaugural Forum focused on attraction and recruitment and covered a variety of topics with speakers from the APS, both Canberra and regionally-based, and the WA State Government and the ACT Government.

More than 100 people participated in a range of activities including a networking dinner with a keynote address from Cheryl Vardon, Commissioner for Public Administration in the ACT Public Service, on ‘The public sector in 2015’, a full day seminar and a selection of practical half-day workshops.

Topics covered include:

Pathways to the future: Attracting a diverse workforce
Indigenous Participation in On-Line Recruitment
Recruitment: Is it working for you? Exploring the scope of the legislative framework
Legal issues relating to recruitment in the public sector
Get It Right: A Recruitment Kit for Managers
Recruitment and Selection: A Values-Based Approach.

Performance and Conduct Network

The Performance and Conduct Network focuses on specialists and line managers involved in performance and conduct management. The Network held two meetings during the year, attended by approximately 50 people. Topics included:

absenteeism in the public sector
the Mature Aged Workers Kit
the Department of Defence whistleblower scheme
the Australian Federal Police confidant network
Embedding the Values project and Guidelines on Official Conduct.

Diversity and Disability Networks

The Workplace Diversity Network focuses on promoting better practice in diversity strategies in the public sector. The Network received four quarterly email newsletters and held two half-day meetings. Topics included:

agency-run childcare centres
Department of Family and Community Services life balance program
carer support
Australian Federal Police Flexible work options kit
diversity management in the ABC
raising interest in diversity in the Reserve Bank
diversity strategies in Centrelink.

The Disability Network assists human resource practitioners to improve opportunities to recruit, develop and retain people with a disability in the APS. The Network held two meetings. The first was a half-day seminar presented by Centrelink specialists in disability employment. The second meeting was a combined session with the Diversity Network, focusing on putting diversity into practice. Presenters from the Australian Broadcasting Corporation, Reserve Bank of Australia, Bureau of Meteorology and Centrelink, discussed how specific diversity and disability initiatives worked within their organisations.

Senior Executive HR Roundtable

The Senior Executive HR Roundtable provides an opportunity for members to exchange information about HR challenges facing APS agencies, and for agencies to work collaboratively on emerging issues.

This year the Roundtable met on six occasions. A range of issues was discussed, including:

succession management
retention and attraction of mature-aged workers
Indigenous employment–challenges and opportunities within agencies
Senate Report on Recruitment and Training in the APS
workforce planning
APS Commission Integrated Leadership System
Australian National Audit Office Report on Absence Management in the APS.

HR Directors Forum

The HR Directors Forum is an opportunity for HR Directors to network with colleagues from other agencies and to share ideas and approaches to key issues. This year the Forum met on five occasions.

Regional Networks

Regional offices of the Commission continue to use networks to promote and influence better practice approaches to a range of issues. The networks that operate throughout the states and the Northern Territory focus on key issues such as governance, HR, learning and development and workplace diversity. Participants within these networks include regional heads, senior and line managers and staff who have organisational responsibility for the issues addressed by the relevant network.

During the year the Commission’s WA office initiated an evaluation of the roles and responsibilities of the Commonwealth Heads Executive Committee, improving its image and reputation and providing members with improved capacity to contribute to the strategic leadership agenda of the APS in WA. The Commission took over responsibility for supporting the committee last year and the committee’s activities have continued to expand.

In late 2003 the Executive Leadership Group Victoria, located in Melbourne, commenced a review of the focus, mission and governance of the group with a view to ensuring that they reflected the contemporary operating environment and needs of members. The key areas of focus identified by the network were leadership, better practice and governance. Among the initiatives arising from this is that excellence, demonstrated by Victoria-based agencies, will be acknowledged through the presentation of Annual Awards for leadership and innovation. The Victorian Office of the Commission also participates in the Tasmanian Regional Directors network.

The Commission’s longstanding relationship with regional heads in NSW was further consolidated in January 2004 when the Commission began to supply secretariat support to the Regional Directors network. The NSW office now assists with the organisation of the annual conference, Women’s Conference and has hosted lunches at agencies where senior staff of the host agency speak to members on leadership issues.

The ExecNet network, which is sponsored and supported by the APS Commission’s Queensland Regional Office, provides a leadership forum for senior public service staff from the three levels of government. During 2003—04 ExecNet membership grew to over 500 and an evaluation of activities indicated strong support for the activities of the network. The Queensland Office works with the regional heads network in Townsville to provide an increasing number of activities in North Queensland. HR and Learning and Development networks operate in Victoria, Queensland, SA, NT and NSW. During the year topics of interest presented and discussed included performance management, recruitment and selection, leave policies and employee health, workforce planning and mentoring in Victoria; review of action, managing health issues, leadership capability development and absenteeism in Queensland; Indigenous employment and certified agreement making in the Northern Territory; and APS legislation and termination of employment in NSW.

In SA a review is being undertaken to possibly amalgamate the HR and Learning and Development network with the existing Harassment Contact Officer Hub network. This would create a network of people interested in discovering and discussing issues around better practice governance, client service, hardwiring the APS Values, diversity and associated HR and management improvement into one group.

International Women’s Day event,(left to right) Paul O’Connor, Chair WA Commonwealth Heads Executive Committee and Dr Fiona Wood, West Australian of the Year 2004, guest speaker

Awards

The Minister Assisting the Prime Minister for the Public Service, the Hon. Kevin Andrews MP, presented the Workplace Diversity Awards and the Service Charter Awards for Excellence in conjunction with the presentation of the Prime Minister’s Awards for Excellence in Public Sector Administration.

APS Workplace Diversity Awards

The APS Workplace Diversity Awards are cosponsored annually by the APS Commission and the Institute of Public Administration Australia (IPAA). The Awards acknowledge the efforts and achievements of APS agencies, not only in eliminating discrimination and disadvantage, but also in reaping the benefits of a diverse workforce. The criteria for the Awards are: purpose, implementation, results and evaluation and continuous improvement. There were 15 entrants this year.

The winner in the open category was the Department of Agriculture, Fisheries and Forestry which introduced strategies to help it become a more attractive employer to Indigenous Australians, a more supportive employer of Indigenous people and more skilled in communicating and consulting with Indigenous clients.

The Department of Defence was the runner-up in the open category for its efforts to eliminate workplace bullying through strategies including compulsory annual training for all employees.

The winner in the regional category was the Area East Coast office of Centrelink, which was recognised for its success with an accredited learning program for Indigenous employees. The agency worked closely with TAFE to develop this program, the aim of which is improved career opportunities for Indigenous employees.

Service Charter Awards for Excellence

The Service Charter Awards are an incentive for Australian Government organisations and their employees to improve the quality and efficiency of client service delivery. In 2003 there were two Silver awards for ‘demonstrated excellence in using service charters to provide innovative approaches to core service delivery outcomes’. The Health Insurance Commission won for demonstrating a strong commitment to continuous improvement through regular customer research and feedback, incorporating their service charter in normal business planning. The Department of Veterans’ Affairs won for conducting a rigorous review of service delivery, involving large numbers of employees, courageously facing areas of vulnerability in service delivery.

Regional Activities

International Women’s Day seminars were conducted in Melbourne, Sydney, Perth and Brisbane where the quality of speakers ensured extremely high attendance rates (380 in Melbourne, 250 in Perth, 320 in Brisbane and 175 in Sydney).

Joint IPAA/APS Commission Breakfast Seminar on Corporate Governance (left to right) Susan Kurtjak, Regional Director, APS Commisson, Lynne Tacy, Deputy Publilc Service Commissoner, Wally Cox, President, IPAA–WA

In NSW, conferences on Recruitment, Administrative/External Review and Diversity in the Workplace were organised and run throughout the year. The topics at each of the conferences covered current research, case studies and innovative practices. The speakers were drawn from the Commonwealth, State and private sector, with the attendees giving positive feedback on the information gained from each of the conferences. In addition to the conferences, the Commission co-ordinated a program titled Driving Change which included a variety of speakers on contemporary issues in human resource management.

The WA office has entered into a partnership agreement with IPAA-WA to jointly present breakfast seminars directed at regional heads and senior staff across all levels of government. The inaugural seminar ‘Corporate Governance: Building Trust and Credibility’ was presented by the Deputy Public Service Commissioner in May 2004.

The regional networks mentioned above also conducted a wide range of other activities relating to governance, people management and diversity including in response to Management Advisory Committee reports 3 and 4 on Organisational Renewal and Connecting Government respectively, and Commission publications such as the State of the Service Report.

TABLE 16: Performance information–Output 3.2.1

Target	Result
Quantity Number of activities including development, networks and special events–Estimate 164.	Exceeded target–number of activities including development, networks and special events–441.
Quality 80% of responding participants considered activities were relevant to their needs and useful.	Exceeded target–exceeded target: 93% of responding participants considered activities were relevant to their needs and useful.

3.2.2: Promote the APS Values and Code of Conduct

In August 2003 the Commission released two key documents to help agencies integrate the APS Values and Code of Conduct into their systems and procedures, namely:

The APS Values and Code of Conduct in Practice: A Guide to Official Conduct for APS Employees and Agency Heads
Embedding the APS Values.

The first document is a revision of guidelines on official conduct, last issued in 1995, which provide a useful summary of key legal requirements across the Service. They also clarify the principles articulated in the Values and the Code and the way in which they inform and guide decision making.

The second publication is a management guide aimed at senior staff. It draws on studies of six APS agencies, which examined how the APS Values and the Code of Conduct were embedded into their management systems, procedures and culture, and on international research and experience.

The two documents provide a practical approach to explain and promote the APS Values, grouping the Values according to key APS relationships and behaviours that define their role, and identifying how agencies can embed the Values through commitment, management and assurance measures. (See Figure 6 and also pg 78)

FIGURE 6: The APS Values Framework

APS Values framework

Building a fair and robust environment to inspire public trust,
give APS employees confidence and improve organisational performance

Copies of both publications were distributed in late 2003 to agencies for all members of their SES and corporate management. Agencies were also encouraged to circulate summary publications to other staff, particularly middle managers.

The publications were launched by the Commissioner at a function in August 2003 with 270 people attending. Dr Peter Shergold, Secretary of the Department of Prime Minister and Cabinet, participated in the launch. Presentations were subsequently given in Melbourne, Perth, Sydney, Hobart, Adelaide, Townsville, Brisbane and Darwin with over 400 people attending.

Follow-up presentations have occurred in a wide range of different agencies and at different forums including presentations by the Commissioner, Deputy Commissioner and Merit Protection Commissioner to various agency SES forums.

Learning and development toolkit for Values-based decision making

The work leading up to the release of the publications, and the 2002—03 State of the Service Report results, pointed to further work for the Commission. To foster and sustain a culture based on the APS Values, agencies need to guide and work with their people so that employees are aware of the APS Values and Code of Conduct and develop good judgement in applying them to their everyday duties.

In December 2003 the Commission commenced work on developing a learning and development toolkit. The toolkit will be made available to agencies, on a cost recovery basis, for use by APS employees, particularly managers, in workplace discussions on values and ethics.

It will include examples, in the form of case studies, of the broad range of ethical issues faced by employees. The toolkit will also look at the considerations and issues that need to be taken into consideration when reaching decisions that are consistent with the APS Values and Code of Conduct. It will be released in the first half of 2005.

Values and conduct–working with agencies

The Commission continued to undertake a range of activities, including:

the delivery of learning and development programs about the APS Values and Code of Conduct, particularly in the regions
ongoing advice to agencies on the application of the APS Values and the Code
presentations to numerous individual agencies and overseas delegations.

Disclosure of Information

As identified under Output 1.1, on 10 December 2003, Finn J handed down his decision in the Federal Court in the case of Bennett v HREOC 2003 FCA 143. The decision casts doubt on the validity of regulation 2.1 of the Public Service Regulations 1999, which broadly prohibits the disclosure of official information by public servants.

Work on a replacement regulation was commenced as a matter of priority in the first half of 2004 taking into account practice in other jurisdictions both within Australia and overseas, and developments in community and legal approaches to obligations of employee loyalty, to free speech and to public right of access to information. Work also began on consequential amendments to APS Values and Code of Conduct in practice: a guide to official conduct for APS employees and Agency Heads.

Regional Activities

Promotion of the APS Values and Code of Conduct has been a prime focus in the regions in 2003—2004. The primary method of promotion has been to conduct seminars that discuss the legislative framework and the practical application of the APS Values and the Code of Conduct. Seminars have been conducted in all states and Territories and in some regional centres, with very high levels of activity in the Melbourne, Adelaide and Perth offices.

The majority of seminars have been conducted within agencies. The success of this approach is largely due to the specific tailoring of seminars to the relevant agency’s business and the focus on areas of ethical risk within the organisation. A number of agencies, including ASIC and DPP, have arranged for all of their staff nationally to attend these seminars.

The Commission’s regional offices continue to promote the APS Values and Code of Conduct through a range of other means. In particular the learning and development programs developed and undertaken through the regional network are framed to include the APS Values. In SA the training calendar has been redeveloped and in future will be presented under APS Values headings.

TABLE 17: Performance information–Output Component 3.2.2

Target	Result
Quantity Number of activities including development, networks and special events–Estimate 128. Number of promotional activities delivered– Estimate 45.	Exceeded target–number of activities including development, networks and special events and promotional activities–361.
Quality 80% of responding participants considered activities were relevant to their needs and useful. A high level of agency satisfaction with the quality of support, information and assistance provided by the Commission.	Exceeded target–87% of responding participants considered activities were relevant to their needs and useful. Agencies report a high level of satisfaction with the quality of support, information and assistance provided by the Commission.

Output component 3.2.3: Promote Indigenous employment in the APS

This is a whole-of-government project aimed at improving Indigenous employment in the APS by assisting agencies implement improved measures to attract, recruit, develop and retain Indigenous Australians. Additional funding was provided to the Commission in the 2003—04 Additional Estimates over two years (funded from the Commission’s accumulated reserves) to develop the strategy.

Strategic partnerships to trial new recruitment, retention or development initiatives

Partnerships have been forged between the Commission and various Commonwealth and State/Territory agencies, and between the Commonwealth and private sector organisations. During 2003—04, a number of APS agencies with a strong interest in participating in the project identified 12 priority partnerships for attention over the next two years, focusing primarily on capability development, networking and support, recruitment and retention strategies, and a series of longitudinal studies.

Several State government organisations have also been approached to explore mutual interests and possible partnership opportunities.

Progress has been made on many of the projects, as outlined below, but further progress is required particularly on partnerships between agencies to ensure effective career pathways into the APS are maintained and enhanced for young Indigenous Australians. The importance of this has increased with the changes in Indigenous service delivery that took effect from 1 July 2004.

New entry-level positions for Indigenous employees

The APS Commission has been working with a Canberra-based Indigenous Employment Service (Ngunnawal Aboriginal Corporation), DEWR and a number of other APS agencies to develop alternative pathways to APS employment. A pilot program addressing entry level to the APS is being trialed to enable 14 unemployed Indigenous people in the ACT region to gain employment. Potential applicants were made aware of the initiative through the Government Gazette and advertising conducted by the Ngunnawal Aboriginal Corporation. Successful applicants will be placed in a number of Commonwealth agencies in Canberra.

The initiative provides a mix of accredited, formal training and work experience, with the aim of enhancing the skills, capability and competitiveness of the trainees for further ongoing employment. The project will draw on existing Government funding for Indigenous Employment in the form of the DEWR Structured Training Employment Project (STEP).

Centrelink longitudinal study

The APS Commission is continuing a partnership with Centrelink to undertake a longitudinal study to map the employment experiences of a group of Indigenous trainees in South Australia and Western Australia. The project will provide information and data about both positive and negative aspects of employment, which can be used to identify and promote better practices in APS agencies. The first phase of the two-year study has now been completed with individual interviews conducted with each of the Indigenous participants and their supervisors. The second analysis report has been presented to the joint Centrelink—APS Commission Steering Committee, who will use the data to assist agencies to develop recruitment programs and retention strategies for Indigenous employees.

In May 2004, the PS Commissioner attended a graduation ceremony in Adelaide for 13 Indigenous Centrelink trainees who had successfully completed a Certificate III in Business Administration. The intake of Indigenous trainees for this program was the first of its kind undertaken by an Australian Public Service organisation in South Australia, and was specifically designed to meet the needs of Indigenous trainees. These trainees are participating in a longitudinal study facilitated by the APS Commission to demonstrate the career paths open to Indigenous employees within the public sector.

Better practice guidance about aspects of Indigenous employment in APS agencies

The Commission is currently developing culturally sensitive better practice guidance for agencies in key areas of human resource management.

Indigenous Employees Networks

The APS Commission aims to facilitate the establishment and maintenance of culturally appropriate networks that support and advocate Aboriginal and Torres Strait Islander staff interests, values and perspectives in the APS.

The Canberra-based Indigenous APS Employee Network (IAPSEN) met six times during the year with meetings attended by up to 40 members. Guest speakers spoke about Indigenous issues, including: the 2002—2003 State of the Service Report data; the APS Indigenous Employment Strategy; the ACT Council of Australian Governments’ Shared Responsibility Trial; and the impact of the decision to integrate Indigenous service delivery into mainstream agency responsibility. Three subcommittees, Communication, Events and Mentoring, were formed.

The WA-based IAPSEN, which was established in early 2003, has approximately 70 members. IAPSEN WA is supported by a steering committee with representatives from five agencies DEWR, Centrelink, Customs, ATSIS and the National Native Title Tribunal. The Commission provides secretariat support. The steering committee held 10 meetings in 2003—2004 each hosted by a different agency. A number of initiatives have been progressed including: the Indigenous Exchange Program (IndEx), an interdepartmental exchange program for Indigenous APS staff to be launched early in 2004—2005; development and implementation of Indigenous-specific training programs covering application writing and interview technique/skills; and participating in careers expos to inform Indigenous students on employment opportunities in the APS.

The APS Indigenous Development Network committee in Victoria planned and held an inaugural ‘Us Gov'ment Mob’ lunch in October 2003, with over 90 people from 18 Commonwealth agencies and a number of state agencies. The keynote speaker, Mark Rose, International Lecturer from RMIT, spoke about 'Networking is Knowledge'. A second event will be held in October 2004. The committee was awarded a 'Highly Commended' at the Commonwealth Executive Forum Innovation Awards in December 2003, for its work in conceiving, planning and conducting the highly successful Us Gov’ment Mob forum in 2002. In response to requests from Indigenous staff, the committee has developed a series of tailored training programs to be offered in the new financial year called 'Presenting Us Gov'ment Mob'.

The Brisbane Indigenous APS Employment Network (BIAPSEN) was established on 11 November 2003. There are more than 30 members from 10 APS agencies. Members met three times during the year.

In SA, the first meeting of IAPSEN was held on 6 February 2004. Adelaide APS Commission staff and the chair of the ACT IAPSEN facilitated the meeting. The group decided that the network would benefit from having a more diverse group of agencies represented at the meeting. Issues that participants would like to discuss at future meetings include the recruitment of Indigenous staff and a sharing of experiences across agencies to determine which strategies are working.

In NT, there is a stronger representation of Indigenous people in the APS. The focus has been more on the development of a human resources and learning and development network which has a strong interest in Indigenous employment issues. The Commission helps facilitate the network. In June the network heard John Kirwan, NT Commissioner for Public Employment, talk about the NT Government’s Indigenous Employment strategy. The network will soon be working on their program for 2004—05 and a Commission representative will work with them to encourage a continued focus on Indigenous issues within the APS.

The IAPSEN network in NSW has now been established for twelve months. Members have developed a constitution and terms of reference. Membership is open to Indigenous APS employees, other Commonwealth sector employees and other invited people such as the secretariat staff supplied by the Commission. The Network is run by an elected Council and has 70 members from 25 agencies. Meetings are conducted quarterly and generally consist of updates from one or two members about what is happening in their organisation and a talk from a representative from the agency hosting the meeting. On occasion, guest speakers attend. A development program was conducted at the request of the Network on effective networking and meeting procedures.

Indigenous Employers Group

In 2003—04 the IEG held 2 meetings, with representation from many of the 29 member agencies. The meetings:

discussed developments on the Indigenous Employment Strategy Project
included guest speakers from a number of key agencies about their Indigenous employment programs and strategies
discussed employee survey findings relating to Indigenous employment.

TABLE 18: Performance information–Output Component 3.2.3

Target

Result

Quantity
Complete Indigenous Employment Project and implement associated initiatives.

Mostly Achieved target–the scoping of the Indigenous Employment Project was completed in 2003—04, identifying a number of key initiatives to be pursued in the short-to-medium term. A number of initiatives have been implemented including the establishment of networks, a pilot recruitment program, and a longitudinal study of Indigenous trainees in Centrelink. Some other planned initiatives are yet to be implemented.

The Commission also conducted 69 activities including development, networks and special events.

Quality
80% of responding participants considered activities were relevant to their needs and useful.

Exceeded target–exceeded target: 93% of responding participants considered activities were relevant to their needs and useful.

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