ACT WorkCover HR STRATEGY 2005-2008

1. ACT WorkCover HRSTRATEGY 2005-2008 An ACT community where health and safety are embraced as an integral part of all work activity.

2. 1 HR STRATEGY Objective To develop an ACT WorkCover HR Strategy for 2005-2008 that provides Broad direction for ACT WorkCover’s managers and staff on how we will work together to achieve the very best in service delivery for our clients A basis for supporting individuals, teams and businesses in meeting their Human Resource management & development responsibilities

3. 1 HR STRATEGY • Why HR Strategy? • Demonstrate ACT WorkCover’s commitment to a long-term strategic approach to the management of workforce issues • Ensure that our people strategies are aligned with our Business Plans • Identify opportunities and barriers for achievement of business objectives both now and in the future • Articulate key themes & strategies to achieve the goals of becoming a high performing organisation

4. 1 HR STRATEGY • Why HR Strategy? • Detail the key mechanisms to address HR priority issues across ACT WorkCover • Integrate staff development and management systems, processes and structures • Emphasise the shared responsibilities of all staff in implementation • The 3-year Strategy identifies priorities, strategies and actions to make the partnership work both now and in the future

5. ACT Policy & Legislation Whole of GovernmentOutputs & Outcomes ACTPS HR Strategy ACT WorkCover Business Plan HR Strategy Budget Other Plans & Frameworks Workplace RelationsCA etc • Learning & Development Framework • Women’s Action Plan • Disability Employment Framework • Equity & Diversity Framework Section Work Plans Learning & Development Framework Performance Agreements Workplace Diversity Plan OH&S Guidelines & Agreement Individual L&D Plans HR Policies & Guidelines Performance Management Framework 2 HR STRATEGY - WHERE IT FITS IN

6. Firm & Fair regulation of legislation • Commitment to skills development Transparency Accountability • Cooperation & strategic partnerships Recognising employees’ contributions Consistency of Approach Efficiciency & Effectiveness • Recognition of contributions Service to the Public Fairness & Integrity Respecting Diversity Responsiveness to government 3 HR STRATEGY UNDERPINNED BY VALUES - Values that an be seen at both the individual & corporate level

7. 4 HR STRATEGY PRIORITIES STRATEGIC STAFFING & WORKFORCE PLANNING OUR PEOPLE EMPLOYER OF CHOICE HEALTHY & SUPPORTIVE WORKPLACE BUILD CAPABILITY FOCUS ON LEADERSHIP HIGH PERFORMING ORGANISATI0N

8. 4.1 STRATEGIC WORKFORCE PLANNING • STATISTICAL STAFFING ANALYSIS • BUSINESS PLANNING • MANAGING CHANGE • STRATEGIC STAFFING & WORKFORCE PLANNING

9. 4.2 PROVIDE A HEALTHY & SUPPORTIVE WORK ENVIRONMENT • OH&S – HEALTHY WORKPLACE PROMOTION ACTIVITIES • COMPENSATION MANAGEMENT • WORKPLACE DIVERSITY • EMPLOYEE ASSISTANCE • CONSULTATION • ISSUES RESOLUTION HEALTHY & SUPPORTIVE WORKPLACE

10. 4.3 BE AN EMPLOYER OF CHOICE • ACT WORKCOVER’S VALUES • EMPLOYEE CONDITIONS • RECRUITMENT & RETENTION • REWARD & RECOGNITION EMPLOYER OF CHOICE

11. 4.4 BUILD CAPABILITY • LEARNING & DEVELOPMENT • PERFORMANCE AGREEMENTS • INDUCTION • KNOWLEDGE SHARING • CAREER DEVELOPMENT • COACHING & MENTORING BUILD CAPABILITY

12. 4.5 FOCUS ON LEADERSHIP • LEADERSHIP & INNOVATION • REWARD FOR LEADERSHIP • MENTORING & COACHING FOCUS ON LEADERSHIP

13. 4.6 BE A HIGH PERFORMING ORGANISATION • ETHICAL BEHAVIOUR • PERFORMANCE MANAGEMENT • REWARD & RECOGNITION • ISSUES RESOLUTION HIGH PERFORMING ORGANISATI0N

14. ACTPS HR STRATEGY 2003-2005 DEVT DAY SUMMARY REPORT 6 KEY THEMES Building Public Service skills & capability Promoting high performance Strengthening Public Service culture & values Working collaboratively Ensuring equity & consistency in employment Achieving a sustainable Public Service 6 KEY THEMES Communication & Consultation Harassment Stress Rewards & Recognition Access to the Commissioner Managers working as a team 5 CONSIDERATIONS To also consider Healthy & Supportive Workplace Workplace Diversity

15. Future Directions Conduct Environmental Scan • Staff Survey • Devt Day Report • Business Plans • ACTPS HR Strategy Assess Validity of Strategy Review priorities of HR Strategy • HR Strategy • Business Plans • ACTPS HR Strategy Review implementation of HR Strategy Develop Strategies Develop Communication Strategy • Communication Framework & Template • HR Strategy Template Develop HR Strategy 2005-2008 Implement& Review HR Strategy Sign off & Launch HR Strategy • HR Strategy 2005-2008 • Review cycle Periodic Review of HR Strategy 6 REVIEW PROCESS

16. 7 REVIEW CYCLE • Confirmation of Working Group • Development of HR Strategy • Approval of HR Strategy • Development of Communication Strategy • Integration of HR Plan into Business Plan NOV DEC OCT JAN SEP FEB Cycle Begins / Ends AUG MAR JUL APR JUN MAY • Review of Business Plan • Review of HR Strategy • Performance Agreement • Individual Workplan

17. Team Leaders/Managers • Consider current and future needs • Include workforce planning in business planning • Develop strategies to implement HR Strategy • Prepare performance agreements &learning plans with staff • Model Values & ACTPS Code of conduct • Develop skills & knowledge in HR management • Ensure healthy & safe workplace, free of harassment & bullying • OHS Commissioner, • Senior Managers: • Consider workforce and change issues and develop strategies to manage • Support managers/team leaders in implementing HR Strategy • Model values & ACTPS Code of Conduct • Ensure healthy & safe workplace. • All staff • Participate in implementing the Strategy • Develop and implement performance agreements & learning plans • Model Values and ACTPS Code of Conduct • Ensure healthy & safe workplace, • free of harassment and bullying 8 ROLE & RESPONSIBILITIES

18. 8.1 ROLE & RESPONSIBILITIES OF WORKING GROUP • Identify emerging priorities – Devt day Summary Report • Provide input to developing the HR Strategy to ensure it is representative of the interest of businesses and ACT WorkCover • Advise on and develop strategies for effective review and communication of the HR Strategy • Communicate and participate in the launch of the HR Strategy • Promote application of the HR Strategy to Business Plans • Actively review the HR Strategy