NSW Premier’s Department | Executive Development Program | November 2009

Project Team Members Oriana Augustson Manager Corporate Strategy and Governance TAFE NSW – South Western Sydney Institute Niall Macken Heritage Architect, Planning Heritage and Urban Design Sydney Harbour Foreshore Authority Derrick Oliver Manager Membership Administration NSW Rural Fire Service Janice Smith Infrastructure Communications Manager Roads and Traffic Authority of NSW 2

Project Objective  The aim of the project is to identify strategies to engage more Aboriginal people into the NSW Public Service and to support their ongoing career development  Why is this question important to answer?  Each NSW government department has a charter to increase the number of Aboriginal people employed. Following research and an analysis of a selection of NSW Government Agencies, this project identifies strategies that can be adopted to engage and retain Aboriginal staff  The benefit to the NSW Government is a constructive and overarching approach of working towards this key objective 3

Project Methodology  Review of Government policy  Individual Agency strategies  TAFE Research 4

COAG & NSW Government agenda and policies  COAG Framework  NSW State Plan  Making it our Business 5

6 Overarching Agreement on Aboriginal Affairs between the Commonwealth of Australia and the State of New South Wales Intergovernmental Aboriginal Affairs Group Making It Our Business Coalition of Australian Governments Regional Coordination Management Groups Aboriginal Action Plans NSW Public Sector Workforce Strategy Commonwealth Government Aboriginal Employment Strategies Department of Premier and Cabinet Regional Engagement Groups Local level (Shared responsibility agreements) Two Ways Together NSW State Government NSW State Plan Individual agencies

Review of Agency AES  Some NSW Government agencies and departments have a specific Aboriginal Employment Strategy, others operate under a broader Human Resources Plan  The level of detail provided is dependent on the specific roles and responsibilities of individual organisations  The NSW public sector has a target to employ 2% of staff who are Aboriginal or Torres Strait Islander people – however this target is not broken down by position (e.g. cadets, trainees and apprentices vs. management or leadership positions) 7

Group Member Agency Review  NSW Department of Education and Training – TAFE NSW  Sydney Harbour Foreshore Authority  NSW Roads and Traffic Authority  NSW Rural Fire Service  NSW Department of Conservation, Climate Change and Water  NSW Police Force 8

DET – TAFE NSW  Workforce Diversity Policy, underpinned by Strategic Human Resources Plan & Aboriginal Human Resources Development Plan  Key charter - “meeting the needs of Aboriginal people is core business for NSW Public Sector agencies. We have a responsibility to promote the employment of Aboriginal people and support Aboriginal staff once employed”  TAFE NSW has partnered with the DPC to provide sector-wide cultural education and training  In 2008, the Department’s number of employed Aboriginal people was 2.3% 9

Sydney Harbour Foreshore Authority  Aboriginal employment strategy addressed as part of the overall human resources planning.  Initiatives include signing of a Principles of Cooperation agreement with Metropolitan Local Aboriginal Land Council  Contribution to help provide training, employment and life opportunities for Aboriginal people (eg. Support for the Tribal Warrior Association)  Proposal to employ an Aboriginal tour guide 10

NSW Roads & Traffic Authority  Has developed successive Aboriginal Action Plans (AAP) since 2001  Current AAP ( ) involves the implementation of an Aboriginal Employment Strategy (AES)  Commitment to provide employment opportunities to Aboriginal people and to retain them in a supportive and culturally sensitive workplace  Employ an Aboriginal Employment Coordinator to develop the AES 11

NSW Roads & Traffic Authority  Target identified positions in the RTA cadetship, graduate programs and apprenticeship positions  New Aboriginal employment advertisement templates focus on entry level employment and school-based scholarships  Developing a dedicated Aboriginal employment website including a database to attract potential job applicants and a dedicated Aboriginal employment hotline 12

NSW Rural Fire Service (NSWRFS)  Has recently employed an Aboriginal Liaison Officer (ALO)  Currently developing its Human Resources Strategic Plan employment strategies to increase Aboriginal employment 13

NSW Fire Brigades (NSWFB)  No formal Aboriginal Employment Strategy  Salaried position of Aboriginal Liaison Officer with links to the local community 14

Dept of Conservation, Climate Change and Water NSW  The Aboriginal Employment Strategy ( ) currently being reworked  Key priorities in areas of recruitment, skills acquisition and career development, retention, cultural awareness, community capacity building  Identifies systemic barriers and behaviours that can hinder employment, retention and progression  Achievements include the use of Identified Positions cadetships and traineeships within the Parks and Wildlife Division  Identified need for an Aboriginal Employment coordinator to manage/direct, monitor and report 15

Strategies  Partnerships  Industry Links  Career Support  Cadetships  Recruitment (targeted vs non targeted)  Representative Bureaucracy  Resourcing  Whole of Government Support  Agency Support 16

RTA Indigenous Program 17 Improving employment outcomes for Aboriginal people in the RTA back row | George Shearer, Garry Ferguson, Graham Purcell, Andrew Whitton, Leanne Thompson-Gordon, Stephen Knight middle row | Mark Hartwig, Barry Gunther, Jeff Charlton,Agnes Donovan, Greg Evans, front row | Rodney Simpson, Kylie Stewart, Yvette King, and Mary-Lou Buck

Acknowledgements and Thanks  NSW Premier’s Department  Nous Group  Our Agencies  Our Managers  Our Sponsor  Our EDP group  Our Team Members 18