• Implemented the changes to Treasurer’s Instruction 18 Procurement that came into effect on 20 February 2023 to promote good governance, contract management, transparency and record keeping by the Department while planning and undertaking procurements.
  • Represented the department and its attached offices and arts statutory authorities on across government finance projects, including the banking transition from the Commonwealth Bank to the ANZ and the transition to a new financial management system for government.
  • Supported the establishment of the Office for Autism, including delivering accommodation and correspondence requirements.
  • Through the use of the Objective Enterprise Content Management system, delivered a range of tailored workflow solutions for ministerial offices.
  • Continued to invest in cyber security initiatives to ensure we continue to evolve and increase the department’s cyber security resilience, posture, and preparedness for new and emerging cyber security threats.
  • Continued to deliver a refresh strategy to address the remediation of remaining legacy ICT systems and environments.
  • Maintained and enhanced the underlying device technology used by the department. This ensures modern functionality can be utilised such as facial recognition, Microsoft Teams meeting rooms, up to date information classification, mailbox folder file management and security.
  • Completed the transition of the department’s corporate ICT equipment and services from the existing data centre to a new modern hosted environment.
  • Delivered the cultural learning framework, which included a cultural assessment survey measuring employee’s cultural awareness and contributing to culturally safe environment as well as a series of self-directed learning and mandatory workshops to continue to educate and empower employees on their cultural journey.
  • Implemented a workforce planning framework and associated tools to support a standardised workforce planning across the department.
  • Implemented improvements to recruitment and onboarding processes to streamline, simplify and reduce steps improving both the candidate and hiring manager experience.
  • Continued delivery of comprehensive wellbeing programs based on the concept of Healthy Body / Healthy Mind and building resilience and a positive culture with a focus on psychological wellbeing.
  • Recognised and celebrated employee achievements via the annual recognition awards. More than 100 nominations were received, with 45 winners recognised and 77 high achievement certificates awarded.
  • Continued to invest in individuals through tailored development opportunities, including employees participating in leadership development programs through the SA Leadership Academy, Aboriginal Career Pathways program and Leaders Connect.
  • Implemented a new mentoring program that included traditional mentoring to support employee development, reciprocal mentoring and reverse mentoring to support diversity and inclusion in the department.

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