1. Setting the Scene OFFICE OF THE COMMISSIONER FOR PUBLIC EMPLOYMENT

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5. OFFICE OF THE COMMISSIONER FOR PUBLIC EMPLOYMENT Northern Territory Public Sector Indigenous Employment and Career Development Strategy 2009-2012 (DRAFT)

6. Acknowledgements  Agencies have not been consulted about the content in this document, in particular the Implementation Plan  We Need Your Help participants  Luis Da Rocha, Coralie Achterberg and members of the SWP&D Team OFFICE OF THE COMMISSIONER FOR PUBLIC EMPLOYMENT

7. Historical Account:  1995 - 2000 Aboriginal Employment & Career Development Strategy  The 2002-2006 Indigenous Employment and Career Development Strategy (IECDS) launched in November 2002  2002 NTPS representation 4.6% Indigenous Employees  2006 NTPS representation 6.9% Indigenous Employees  2007 Charles Darwin University evaluated 2002-2006 IECDS  2007 Agencies consulted about Evaluation findings & future IECDS  2008 ‘We Need Your Help’ Indigenous Employees Forum  December 2008 NTPS representation 8.1% Indigenous Employees OFFICE OF THE COMMISSIONER FOR PUBLIC EMPLOYMENT

8. What have we been doing?  Exploring possibilities from Indigenous Employees feedback  Conducting Environmental Scans  Within the NTPS  Other jurisdictional public sectors  Private/NGO sectors OFFICE OF THE COMMISSIONER FOR PUBLIC EMPLOYMENT

9. Significant Influences  2007 Australian Government’s Northern Territory Emergency Response  Northern Territory Government’s Closing the Gap of Indigenous Disadvantage – A Generational Plan of Action  COAG National Partnership Agreement on Indigenous Economic Participation OFFICE OF THE COMMISSIONER FOR PUBLIC EMPLOYMENT

10. Language  Indigenous Australians Vs Indigenous Territorians  Understanding Vs Acknowledging  Do we need to include definitions of Indigenous, Aboriginal and Torres Strait Islander?  Indigenous Employment and Career Development Strategy Vs Indigenous Workforce Strategy  Any others ??? OFFICE OF THE COMMISSIONER FOR PUBLIC EMPLOYMENT

11. Outcomes  Increased representation of Indigenous Territorians across all employment occupational groups, levels, locations and employment arrangements  A workforce with workplaces reflecting recognition and respect for Indigenous culture and values OFFICE OF THE COMMISSIONER FOR PUBLIC EMPLOYMENT

12. Performance Indicators  An increase in the number of Indigenous Territorians employed in the NTPS of at least 10% by 2012  An increase in the number of Indigenous Territorians applying for NTPS jobs  An increase in the number of Indigenous Territorians employed across non-traditional occupations/classifications  A reduction in the turnover rate of Indigenous employees in the NTPS  The inaugural whole of government Biennial Staff Survey reports on improvements in Indigenous employment in the NTPS from 2009 to 2011 OFFICE OF THE COMMISSIONER FOR PUBLIC EMPLOYMENT

13. Performance Indicators Continued  50% of NTPS employees will have accessed cross-cultural training by 2012  All NTPS agencies have an agency specific Indigenous Employment and Career Development Strategy incorporated in their workforce plans  All Executive Contract Officers Annual Performance Reviews will include provision to report on individual efforts and contribution to improving Indigenous employment OFFICE OF THE COMMISSIONER FOR PUBLIC EMPLOYMENT

14. Implementation Reporting and Review  OCPE will be publishing quarterly data on Indigenous employment trends, by agency and whole of government  The annual NTPS State of the Service Report – Public Sector Employment and Management Act, Section 18 and 28(2)  The inaugural whole of government Biennial Staff Survey OFFICE OF THE COMMISSIONER FOR PUBLIC EMPLOYMENT

15. Key Focus Area 1: Workplace Environment 1.Participating in Cross-Cultural Awareness Training that engenders a supportive and culturally inclusive workplace environment 2.Indigenous Employment and Career Development (IECD) Coordinators 3.Acknowledging and supporting Indigenous employees needs within operational requirements 4.Establish whole of government protocols for Welcome to Country and acknowledging Traditional Owners OFFICE OF THE COMMISSIONER FOR PUBLIC EMPLOYMENT

16. Key Focus Area 1: Workplace Environment 5.Encourage participation at Indigenous cultural events 6.Establish a specialist NTPS Indigenous Employment Unit 7.Amend the definition of Merit in the Public Sector Employment and Management Act to value diversity OFFICE OF THE COMMISSIONER FOR PUBLIC EMPLOYMENT

17. Key Focus Area 2: Attraction 1.Applying additional advertising methods to promote jobs 2.Developing pathways to real jobs for year 12 school leavers and NTPS apprentices 3.Encouraging and supporting Indigenous year 10 students for careers in the public sector Indigenous students 4.Promoting real job opportunities and programs to schools and Job Network Members, Registered Training Organisations, Sporting organisations 5.Adopt a whole of government Indigenous employment marketing strategy 6.Scholarship/s of financial support to complete a degree/qualification in a non traditional role, skill shortage occupation or under represented occupation OFFICE OF THE COMMISSIONER FOR PUBLIC EMPLOYMENT

18. Key Focus Area 3: Retention 1.Indigenous Ambassadors Program expand Reward and Recognition programs to include achievements of Indigenous employees 2.Access to trained Mentors 3.Indigenous Leadership Programs 4.Access to mutually agreed learning and development activities 5.Promote flexible work practices that support Indigenous people OFFICE OF THE COMMISSIONER FOR PUBLIC EMPLOYMENT

19. Key Focus Area 4: Communication 1.Executive Contract Officers Annual Performance Reviews 2.Improve the accuracy and quality of data used for Indigenous reporting purposes 3.Promote the Indigenous Employees Network to new and existing Indigenous employees 4.IECD Coordinators Network 5.Partnerships OFFICE OF THE COMMISSIONER FOR PUBLIC EMPLOYMENT

20. OFFICE OF THE COMMISSIONER FOR PUBLIC EMPLOYMENT We’re all responsible for improving Indigenous employment in the NTPS We all need to change our thinking, challenge our work practices and look to the future