Territory Stories

Department of Corporate and Information Services annual report 2016-17

Details:

Title

Department of Corporate and Information Services annual report 2016-17

Creator

Northern Territory. Department of Corporate and Information Services

Collection

E-Publications; E-Books; PublicationNT; Department of Corporate and Information Services annual report; Annual report

Date

2017

Notes

Made available by the Library & Archives NT via the Publications (Legal Deposit) Act 2004 (NT).

Language

English

Subject

Northern Territory. Department of Corporate and Information Services -- Periodical

Publisher name

Northern Territory Government

Place of publication

Darwin

Series

Department of Corporate and Information Services annual report; Annual report

Volume

2016/2017

File type

application/pdf

ISSN

1835-2332

Use

Attribution International 4.0 (CC BY 4.0)

Copyright owner

Northern Territory Government

License

https://creativecommons.org/licenses/by/4.0

Parent handle

https://hdl.handle.net/10070/304926

Citation address

https://hdl.handle.net/10070/361114

Page content

Annual Report 2016-17 | Department of Corporate and Information Services104 O U R PEO PLE Senior Administrative Officer Progression In accordance with the NTPS 2013-2017 Enterprise Agreement, annual pay progression for Senior Administrative Officers is based on performance. Officers employed in a senior classification (SAO1 and SAO2) are eligible to apply for pay progression after 12 months. Applications for pay progression must demonstrate sustained superior performance against the performance criteria. This process is tied to performance targets agreed upon through the annual MyPlan performance review process. In 2016-17, of the 80 Senior Administrative Officers within DCIS, eight officers (10%) applied for pay progression and were approved on the basis of demonstrated superior performance in their roles. Staff Consultative Committee The departments Staff Consultative Committee met three times in 2016-17. The committee provides the opportunity for staff at various level to be involved in the development and providing responses to, human resource related matters. The committee was consulted on programs, initiatives and changes to policy that affected DCIS employees including the People Matter Survey, proposed review of the MyPlan and career planning. Staff Consultative Committee Future Priorities Continue to implement the DCIS Workforce Development Strategy and action plans. Identify within the Corporate Capability Plan effective training measures for excellence in service provision to all-of-government. Continue to implement the DCIS Aboriginal Employment and Career Development Strategy and action plans. Continue to implement the action plan arising from the 2016 NTPS People Matter Survey. Conduct internal workshops for team leaders and supervisors covering: giving and receiving feedback; managing complaints; managing conflict; managing poor performance and appropriate workplace behaviour to continue our skills development focus. Progress leadership development programs to strengthen the capability of existing and emerging leaders. Expand the DCIS Strengthening our People program. Implement an updated DCIS performance management system MyPlan and plan towards a future online solution. Build on the Health and Wellbeing Program, through initiatives such as Mental Health Week to include a broader wellness objective. Strengthen the current partnership with the Clontarf Foundation and Girls Academy to engage Aboriginal school-leavers and provide information on career pathway options available within DCIS. Develop and implement strategies to attract senior Aboriginal staff to DCIS. Implement the enhanced Emerging Leaders Program with integrated content to promote problem solving, critical thinking, collaboration, innovation and effective service delivery.


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