People

Actions:

  1. Develop the APSC’s employee value proposition and workforce strategy setting out how we build, strengthen and future proof our workforce
  2. Review the APSC’s capability needs and build organisation capability through a mix of recruitment and learning opportunities

Description

The Commission has a number of workforce priorities that we are addressing through our workforce strategy and action plan across a 3-year horizon, to align with our Corporate Plan.

The key priorities are:

  • Attraction and retention of people with the right skills,
  • HR data quality and reporting,
  • Performance management, and
  • Ways of working that support workforce performance.

Our capability investment in our people will focus on building cultural capability and the core and specialist skills needed by our workforce to deliver on the Commission’s current and future priorities; with a priority on building HR expertise, digital and data and leadership.

Expected change

  • The APSC is widely regarded as a culturally safe and welcoming place to work by First Nation’s people and staff from diverse backgrounds.
  • A capable, engaged and diverse workforce that supports the APSC to achieve and maintain operational responsiveness and flexibility.
  • Workforce planning is future focussed to support the delivery of strategic priorities and respond to emerging priorities.
  • A skilled workforce that has adopted new ways of working demonstrated through joined up, confident employees.

Output

  • The APSC has a refreshed set of workforce planning tools including a:
     

    • a workforce strategy
    • a workforce action plan
    • a recruitment strategy
    • a diversity and inclusion strategy
    • a rewards and recognition framework
    • a learning and development strategy and framework
       
  • Updated people based policies and procedures.
  • Learning opportunities for APSC staff on core and critical skills.
  • Our people have greater cultural capability including the skills, knowledge and behaviours required to deliver services in a culturally respectful and appropriate manner.

Activity

  • Develop people-based policy across all areas including diversity, cultural capability, talent management, flexibility and pay and conditions.
  • Develop attraction and retention policies that target people with required skills and diversity.
  • Review and upgrade HR systems and data to support workforce planning decisions.
  • Review the performance management framework to incorporate leadership behaviours.
  • Undertake a skills audit to identify gaps in core and critical skills.
  • Create a learning and development framework that promotes a culture of continuous learning to develop core and critical skills and cultural capability.
  • Provide development opportunities that are aligned to our skill requirements.
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