Principal Outcome:
A sustainable combination of Right People, Right Place, Right Time
FaHCSIA has an appropriately skilled, sized, valued and supported workforce
Specific Outcomes:
- Effective & efficient HR services
- People resources aligned to business objectives
- Attractive & Flexible employment framework
- A healthy & safe work environment
Effective & efficient HR services
What will success look like:
- Increased client satisfaction levels
- Increased accessibility to HR products and services
Measures:
- Performance against customer service standards
- Customer feedback
- Audit findings
Priorities during the life of the strategy 2009-2010:
- Establish Key Performance Indicators for customer service level targets
- Research and implement best practice
- Build monitoring and evaluation processes to allow for continuous improvement
- Pursue and enhance system functionality to meet business requirements
Ongoing HR support:
- Communications
- HR processes and services
- Recruitment
- Systems
- Policies and practices
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People resources aligned to business objectives
What will success look like:
- FaHCSIA delivers on organisational objectives
- Increased responsiveness to Ministers and to the Government
Measures:
- Responsiveness to specific initiatives
- Number of citation of workforce issues as risk or cause for delay
Priorities during the life of the strategy 2009-2010:
- Development, endorsement and implementation of a FaHCSIA's People Strategy
- Establish data collection process for Group and Network performance reports
- Establish data collection process for project status reports
- Timely provision and analysis of HR Metrics and traffic light reports including advice to remediate problems
- Maintain high level of manager advisory services
- Improve selection panel efficiency and effectiveness
- Undertake a labour market approach to conduct a FaHCSIA workforce analysis
- Continued implementation of entry level staff attraction programs
- Design and implementation of attraction and retention strategies at Group and Department levels
- Improve job sizing by effective use of the Work Level Standards
- Improve understanding and exercise of delegations at all levels
Ongoing HR support:
- Establishments
- Recruitment and Attraction strategic
- Succession planning
- Workforce planning
- Separation
- Project planning
- Business planning
- Core Business practices
- IPMS
- Policies and guidelines
- Compass
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Attractive & Flexible employment framework
What will success look like:
- High staff engagement and satisfaction
- FaHCSIA has a great reputation as an employer
- FaHCSIA has good representation of staff in all diversity categories
Measures:
- Voluntary separation rate
- Employment offer acceptance rate
- Employee Engagement data
- Workforce Diversity data
Priorities during the life of the strategy 2009-2010:
- Conduct initial staff survey and establish baseline data from initial staff survey
- Successful negotiation and implementation of a Collective agreement
- Review and update individual remuneration packages to maintain competitiveness
- Evaluate and improve FaHCSIA's reputation in the labour market
- Improve applicant support and communication tools
- Review the Diversity Action Plan
- Development of a Traineeship program for people with an intellectual disability
- Review General Recruitment processes to ensure we have regard to reasonable adjustment
- Review the Aboriginal and Torres Strait Islander Recruitment and Retention Strategy
Ongoing HR support:
- Remuneration
- Collective Agreement
- Payroll
- Conditions
- Establishments
- Diversity
- Reward and recognition
- Policies and guidelines
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A healthy & safe work environment
What will success look like:
- A safe work environment and improved health and welfare of staff
Measures:
- Compensation cases trending down
- Unplanned absence rate
- Organisational targets for health, safety and rehabilitation are met
- Compliance with OHS legislative requirements
Priorities during the life of the strategy 2009-2010:
- Develop and implement FaHCSIA's OHS management systems and supporting governance framework
- Implement outcomes of the Blunn Report
Ongoing HR support:
- OHS
- Rehabilitation
- Work environment
- Eliminating harassment and bullying
Risks
Inability to properly support the health and well-being of staff or to attract and retain staff with the required skills, experience and capacity.
This risk concerns FaHCSIA's people resources and issues relating to capability, recruitment and retention (including loss of corporate knowledge).