The Commitment Initial training will centre around short, foundation training in the theory and practice of sustainability as related to the Water Corporation. Following completion of the competency-based training, the implementation team will meet regularly with worksite staff groups and management to provide the support needed to ensure implementation of learning and integration into sustainability and other programs. This will continue for several months as negotiated in each worksite. By working collaboratively over this period the Water Corporation staff will: demonstrate applied knowledge and skills of sustainability practices and principles be able to discuss the theory and practice of sustainable development with colleagues, customers and key stakeholders as required use, modify and develop a range of sustainability tools relevant to their work practice have a stronger culture of professional development, peer support, ability to manage change and improved communication structures progress sustainability and other projects in a more sustainable, successful and motivated manner The Challenge Sustainability underpins our culture - its how we do business, from the way we provide water services to the way we purchase supplies Climate change, a growing economy and population is requiring the Water Corporation to research and develop new water supplies, improve recycling and waste management and limit its contribution to greenhouse gas emissions. While policy and projects are being developed and implemented to reflect a corporate alignment with sustainability, a systemic and comprehensive organisational approach to educating and instilling a culture of sustainability in the Water Corporations employees and contractors has not yet been undertaken. The Water Corporation currently has 2,300 employees and over 1,000 contractors working in six divisions and six regions across the largest state in state in Australia. To achieve this exciting task, project-based, action-learning educational approach will be implemented across the entire Water Corporation over the next three years. This approach will ensure all workers have an integrated theoretical knowledge, practical application and culture of sustainability relevant to their job role and responsibility. Sustainability Practice Development Education Project The Response The Sustainability Education Program is one of 17 programs designed to inspire Sustainability thinking and achieve more sustainable outcomes across our business. Through action learning methodology and competency-based training, it supports and is intimately connected to the other 16 programs. The Sustainability, Practice Development Education Program will build on Sustainability Education sessions already held within the Capital Division and Procurement Branch. The project will provide generic and tailored competency training at different levels and be supported by action learning methodologies, on-line learning resources, a project management web, peer coaching, key workers & other learning methods. A reference group of key people from management and policy areas, will be set up to ensure the support and direction needed for success. An implementation team will include a training consultant, support from the Sustainability and Leadership divisions and key people from service delivery areas. On site and off site training will integrate sustainable projects with sustainable theory, skills and practice. Team leaders, supervisory staff, and key workers will receive additional training in their support roles. 1

Accredited Training Course on Alcohol & Drug Skills & Issues Set Up & Initial Training Phase Implementation & Support Phase.... Sustainability Practice Development Education Project Act Review Plan Act Review Plan worksite teams meet with implementation team within a few weeks of the training review whats happened since then in the work place, especially regarding sustainability and other projects work together to address emerging issues and plan new action introduce peer support, coaching skills and informal learning methods Worksite Practice Development Groups Brief web training precedes 90min, ½, or 1 day training Training provided by Consultant & Facilitators trained by the Consultant all staff from the same work site receive the same training within a few weeks of each other during this session, participants do some initial thinking about how to implement and practice their new skills back on the job training is supported by learning web and other on-site and off-site, accessible materials Initial Planning with Work sites The Practice Development Implementation Team meet with work site management and staff to introduce and plan the project to suit local needs The Project sets up a high quality support environment where participants meet every 4-8 weeks to review how they are progressing with implementing new sustainability skills development, practice peer support and coaching skills as they address practical issues arising from sustainability and other workplace projects and plan responsive individual and group actions 2 Competency-Based Training

Design and facilitation of regional plans for NRM Act Plan Review Plan Review …. Implementation & Support Phase.... Implementation Team …. supports the work sites by : Maintaining momentum is critical for success. Besides the reference group and implementation team, there two other key groups : Key Workers in Worksites will be identified and developed during the project. They will carry primary responsibility to keep things rolling, and develop their roles as coaches. They may be in key positions (Team Leader, Senior Staff) or other capable people. Sustainability Team & Leadership & Training Team. Links with these teams will help to maintain support during the implementation phase and will play a major role in the hand-over phase. Staff from these teams may help to facilitate Practice Development. Project Support Sustainability Practice Development Education Project working with local management & staff to make sure the regular meetings are really useful and achieve the results they want introduce coaching and action learning skills provide external facilitation until the group functions independently providing access to relevant sustainability tools & resources for assessment & skills development providing linkages to other worksite groups (eg project web & reference group) & maintaining the wider organisational objectives Act Worksite Practice Development Groups for the next 6-9 months worksite teams meet every 6-8 weeks for 2-4 hours review progress between meetings peer coaching and support around issues and concerns arising & planning new action additional specialist & top up skill training provided as needed & available through web, , journal clubs, newsletter, etc. informal communication: casual conversations & complaints to action initial meetings led by implementation team, then self-directed, calling on relevant support 3

Design and facilitation of regional plans for NRM Sustainability Practice Development Education Project Act Plan Review Action Learning is a process of continuous action, and reflection, supported by colleagues, with the intention of getting things done and developing skills and insights for the future. Action Learning implies both self-development and organisation development. It works on the idea that the people in the situation are the primary source of expertise and energy for improving things and learning. Action learning means learning as you go: working on skills and knowledge directly relevant to job role & tasks; developing the disciplines of Review (conscious reflection of what works and what doesnt in your practice, without jumping too soon to solutions) and Planning (setting yourself specific tasks that will build your skills., and not procrastinating). Review/Plan/Act is a simple framework to organise the process of action learning. Action Learning 4 Review Whats happening: whos doing what Whats worked, what hasnt What linkages are operational and what arent Relate whats happening to sustainability theory Use sustainability assessment & mapping tools Plan Initial scoping with key stakeholders Group and individual plans developed Sustainability tools such as structural, functional matrix Coaching & mentoring to support plans. Each person takes responsibility for their plan & role in group plan Ongoing support through mentoring, coaching, & video conferencing Implementation team prepares for next meeting Skilling Sustainability training coaching & action learning process skills as necessary by implementation team Skilling Additional, specialist sustainability training as required. Act

Sustainability Practice Development Education Project MONTH Work Site Projects Project Team ??? Reference Group 5