Department of Corporate and Information Services annual report 2016-17
Northern Territory. Department of Corporate and Information Services
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Northern Territory. Department of Corporate and Information Services -- Periodical
Northern Territory Government
Department of Corporate and Information Services annual report; Annual report
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Northern Territory Government
Annual Report 2016-17 | Department of Corporate and Information Services 107 OUR PEOPLE Employment Instruction and annual reporting requirements Agency actions Number 5 Medical Examinations The Chief Executive may engage a health practitioner to conduct a medical examination of an employee. Early intervention action is taken to minimise referral for medical consultations. The services of the employee assistance programs are promoted regularly to staff and covered in the Orientation Program. Two staff were referred for a medical examination. Number 6 Performance and Inability The Chief Executive may establish procedures regarding inability within their agency. Performance and inability action is addressed through an early intervention approach in consultation with staff and managers. There was one performance/inability case in 2016-17. The case is under management. Number 7 Discipline The Chief Executive may establish procedures regarding discipline within their agency. Breaches of conduct and discipline matters are addressed in accordance with Employment Instructions. There was one discipline case in 2016-17. Number 8 Internal Agency Complaints and Section 59 Grievance Reviews Chief Executive to establish, and make available to staff, the agencys written procedures that outline steps for dealing with grievances. Managers and employees are informed of the internal complaint handling process. Eight complaints were made under the DCIS internal complaint handling process during 2016-17; and were resolved without escalating to Section 59 review. One complaint was submitted directly to OCPE for Section 59 review. This matter remains open. Number 9 Employment Records Agencies are required to maintain appropriate employee records and implement procedures for maintaining and accessing these records. Staff are informed of the information and records management requirements using Territory Records Management system; and the requirement to manage records electronically through the provision of regular training. This includes records relating to the employment history of an employee. Number 10 Equality of Employment Opportunity Programs Chief Executive to report annually to OCPE on programs and initiatives the agency has developed regarding equal employment opportunities. Workplace diversity and equal employment opportunity is promoted through an inclusive management and leadership approach, that values the contributions of people from different cultural backgrounds, skills, knowledge and experience. Cultural diversity is also addressed in the DCIS Cultural Competency Training Program. DCIS has a diverse workforce, including staff from a wide range of non-English speaking backgrounds. Statistics are provided earlier in this section.
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