Key success measure
Progression towards 4% First Nations employment across all divisions with a reasonable spread across classification levels.
Employment target is monitored and reported to the Executive Leadership Team (ELT), the Reconciliation Action Plan (RAP) Working Group and HR Business Partners on a six-monthly basis.
Each division identifies strategies to achieve the First Nations employment target.
Responsible officer
Executive Leadership Team, supported by Director, People and Culture
Timeframe
31 December 2023
30 June 2024
31 December 2024
30 June 2025
Guiding principle
Recruit
DPC strategic objective
Positive, inclusive, and empowered workforce
Key success measure
Aboriginal and Torres Strait Islander employment pool applicants, referrals and successful outcomes are monitored and reported to ELT, the RAP Working Group and HR Business Partners on a six-monthly basis.
Responsible officer
Director, People and Culture
Timeframe
31 December 2023
30 June 2024
31 December 2024
30 June 2025
Guiding principle
Recruit
DPC strategic objective
Positive, inclusive, and empowered workforce
Key success measure
DPC First Nations trainee and graduate recruitment targets are achieved or exceeded within timeframes set by the OCPSE.
Responsible officer
Director, People and Culture
Timeframe
30 June 2025
Guiding principle
Recruit
DPC strategic objective
Positive, inclusive and empowered workforce
Key success measure
At least one First Nations tertiary student is engaged in an internship in DPC each year.
Responsible officer
Director, People and Culture
Timeframe
30 June 2024
30 June 2025
Guiding principle
Recruit
Develop
DPC strategic objective
Positive, inclusive and empowered workforce
Key success measure
HR Business Partners and managers to monitor contract end dates of First Nations employees and explore ongoing opportunities (subject to performance and ongoing funding). Progress towards comparable employment status and attrition rates is monitored and reported to ELT, the AP Working Group and HR Business Partners on a six-monthly basis.
Responsible officer
Director, People and Culture
Timeframe
31 December 2023
30 June 2024
31 December 2024
30 June 2025
Guiding principle
Recruit
DPC strategic objective
Positive, inclusive and empowered workforce
Key success measure
All First Nations employees are offered an opportunity for tailored development plans and career planning.
Responsible officer
Director, People and Culture
Timeframe
30 June 2024
30 June 2025
Guiding principle
Develop
DPC strategic objective
Positive, inclusive and empowered workforce
Key success measure
Through the Aboriginal Career Pathways program, employees are supported with tailored development plans to assist in their career acceleration through DPC development programs. Percentage of First Nations promotions are monitored and reported to ELT, the RAP Working Group and HR Business Partners on a six-monthly basis. * Promotion includes: winning a higher-level temporary or ongoing role through a merit-based selection, reclassification and temporary assignment at a higher level or additional duties over a continuous period of 6 months.
Responsible officer
Director, People and Culture
Timeframe
30 June 2024
30 June 2025
Guiding principle
Develop
DPC strategic objective
Positive, inclusive and empowered workforce
Key success measure
At least 4 Nunga Network events are scheduled per year, to provide all First Nations employees with peer networking, support, and development opportunities.
Responsible officer
Director, Office of the Chief Executive
Timeframe
30 June 2024
30 June 2025
Guiding principle
Include
Develop
DPC strategic objective
Positive, inclusive and empowered workforce
Key success measure
Two sponsored places are offered to relevant First Nations employees each year.
Responsible officer
Director, People and Culture
Timeframe
30 June 2024
30 June 2025
Guiding principle
Develop
Lead
DPC strategic objective
Positive, inclusive and empowered workforce
Key success measure
Terms of Reference for the Aboriginal Leadership Group is prepared and agreed to by the Nunga Network and members are appointed.
Responsible officer
Director, Office of the Chief Executive
Timeframe
31 August 2023
Guiding principle
Lead
DPC strategic objective
Leading strong policy outcomes
Key success measure
At least one First Nations employee is supported to participate in the Aboriginal Leadership program each year.
Responsible officer
Director, People and Culture
Timeframe
30 June 2024
30 June 2025
Guiding principle
Develop
DPC strategic objective
Positive, inclusive and empowered workforce
Key success measure
A high-level summary of exit survey data from First Nations employees is reported to ELT and the RAP Working Group annually.
Responsible officer
Director, People and Culture
Timeframe
30 June 2024
30 June 2025
Guiding principle
Include
DPC strategic objective
Positive, inclusive and empowered workforce
Key success measure
A cultural learning framework includes offerings to enhance cultural safety in DPC. Progress on cultural safety is measured through the Cultural Assessment Survey, wellbeing check-in with First Nations employees, and other survey and engagement opportunities.
Responsible officer
Director, People and Culture with support from Office of the Chief Executive
Timeframe
30 June 2024
30 June 2025
Guiding principle
Include
DPC strategic objective
Positive, inclusive and empowered workforce
Key success measure
At least one First Nations employee is supported to participate in a job-rotational opportunity at their substantive classification, over the life of this plan.
Responsible officer
Director, People and Culture
Timeframe
30 June 2025
Guiding principle
Develop
DPC strategic objective
Positive, inclusive and empowered workforce
Key success measure
The DPC Mentoring Program is delivered and First Nations employees are encouraged to participate.
Responsible officer
Director, People and Culture
Timeframe
30 June 2024
30 June 2025
Guiding principle
Develop
DPC strategic objective
Positive, inclusive and empowered workforce