Principal Outcome:
A sustainable combination of Right People, Right Place, Right Time
FaHCSIA has an appropriately skilled, sized, valued and supported workforce
Specific Outcomes:
- Evidence based decision making
- Effective leadership
- Ethical & respectful staff
- Effective performance management
- Effective capability
Evidence based decision making
What will success look like:
- Fully informed and authoritative people management decisions are made
Measures:
- Usage of the evidence base
- Feedback on the value of usage of the evidence base
Priorities during the life of the strategy 2009-2010:
- Improved usage of HR metrics
- Design and implement a systematic approach to staff surveying
- Integration of staff survey data with metrics and traffic light reporting
- Undertake a performance evaluation of the People Strategy
Ongoing HR support:
- Metrics
- Staff survey
- Traffic light report
- State of the service report
- Delegations
- Staff consultations
- Workplace consultative Forum
- Policies and guidelines
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Effective leadership
What will success look like:
- FaHCSIA employees and EMG are satisfied with the quality of our leaders
Measures:
- Staff perceptions of leadership
Priorities during the life of the strategy 2009-2010:
- Improve SES support system and services
- Improved selection and management of SES staff
- Review and refinement of the FaHCSIA leadership development program
- Include people management development in APS5, APS6, EL1 development program
- Consideration and implementation of training needs for SES Band 2s and 3s
Ongoing HR support:
- Leadership programs
- Mentoring
- Coaching
- 360 feedback
- Succession planning
- Policies and guidelines
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Ethical & respectful staff
What will success look like:
- APS values and ethical behaviours are embedded in our culture
- Increased accountability for practicing prescribed values and behaviours
Measures:
- Incidents of inappropriate or unethical behaviour
- Staff perceptions of working environment
Priorities during the life of the strategy 2009-2010:
- Develop and implement an Integrated strategy and action plan for promoting, monitoring and reporting on ethical behaviours
Ongoing HR support:
- Code of conduct
- APS values
- Ethical behaviours
- Eliminating harassment and bullying
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Effective performance management
What will success look like:
- High performing staff and managers
Measures:
- Usage of IPMS
- Staff perceptions of performance management
Priorities during the life of the strategy 2009-2010:
- Improved managers' abilities in coaching, giving performance feedback and effectively managing underperformance
- Increased local focus on the great work done in FaHCSIA
- Increased alignment between performance expectations, feedback and assessment processes
Ongoing HR support:
- Performance management framework
- IPMS
- Reward and recognition
- Policies and guidelines
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Effective capability
What will success look like:
- Our staff have the capabilities to meet the organisation's business objectives
Measures:
- Uptake of learning and development
- Staff perceptions of learning and development
Priorities during the life of the strategy 2009-2010:
- Development of an organisational learning strategy (that will include staff at all levels within the department including the SES)
- Develop and implement an effective process to collect capability needs data from the IPMS
- Design and delivery of APS5, APS6, EL1 development
- Develop and implement an effective Training Evaluation Strategy
- Continued delivery of priority skills training
- Provide training and or coaching to managers who have staff with a disability
Ongoing HR support:
- Capability development
- Compass program
- Workforce planning
- IPMS
- Policies and guidelines
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).