Priority 2
Attract, nurture, and grow a skilled, diverse and sustainable workforce.
Objectives
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Organisational leadership is supported to ensure a high performing and engaged organisation.
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To be a workplace of choice.
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Workforce development programs support organisational capabilities and employee engagement.
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Workplace diversity is celebrated and supported.
Progress delivered in 2015-16
92
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Learning needs identified; As outlined in the Performance Management Policy, eligible employees will
participate in the annual performance review process, which includes the development of an Individual
Learning and Development Plan. This Plan identifies the training and professional development
opportunities for the employee for the future 12 months to support them in their current role, and in
developing competencies to allow for career progression within Interrelate.
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School services employment contract finalised and signed by educators.
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Establishment of the leadership capability framework.
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Establishment of the Area Manager performance review – performance against capabilities and key
performance indicators.
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The emerging leaders program (ELP) was trialled in 2015-2016 with 15 of our current managers and was
completed in May 2016 with a day of presentations to the management and Executive group. Nominations
for the 2016-17 ELP will be sought in August 2016, with the program to commence in November 2016.
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Management Development Program conducted to support the development of leadership and
management skills that will support the future of the organisation.
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Research and development of a Staff Wellbeing Program. The research identifies that Interrelate already
provides a number of wellbeing opportunities to staff, and a main recommendation is to have this
information available to staff in one central location, to create staff awareness as to what is available to
them.
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The Workforce Development Plan developed. The plan is a key document for the organisation in ensuring
our workforce continues to develop and be responsive to community needs.
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The Volunteers Program has been developed with training held throughout the organisation.
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The Workplace Diversity Plan drafted. The framework proposes a coordinated approach to supporting,
attracting and retaining staff that identify as Aboriginal and Torres Strait Islander, CALD and LGBITQ.
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Cultural enhancements projects have been implemented across the organisation.
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Ongoing implementation of the Aboriginal Employment Strategy. The strategy has been developed to
support our endorsed Reconciliation Action Plan as well as support the Council of Australian Government’s
(COAG’s) agenda of increasing Aboriginal and Torres Strait Islander employment and reducing the level of
disadvantage amongst Aboriginal and Torres Strait Islanders.