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Department of Corporate and Information Services annual report 2016-17



Department of Corporate and Information Services annual report 2016-17

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Annual report 2016-17


Northern Territory. Department of Corporate and Information Services


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




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




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

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Northern Territory Government

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Department of Corporate and Information Services annual report; Annual report



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Attribution International 4.0 (CC BY 4.0)

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Northern Territory Government



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Annual Report 2016-17 | Department of Corporate and Information Services92 O U R PEO PLE Developing our People A strong focus on developing staff, building leadership capability and preparing for future workforce needs Building a workforce that is sustainable and will meet the needs of the department as it grows and faces future changes and challenges is important to DCIS. A skilled, capable and motivated workforce is a key strategic priority. To deliver on this, the department continues to put a lot of effort and emphasis on building programs that are tailored to our business needs, now and into the future. In addition, the department continues to support individual staff development needs recognised through the MyPlanprocess. Commitment to the broader NTPS programs, from the OCPE suite of targeted leadership development through to the early career programs, is maintained. This section expands on some of our efforts to meet our strategic priority of skilling our staff. Workforce Strategy 2016-2018 The DCIS Workforce Strategy 2016-2018 Outcomes through people sets the direction of the workforce over a three year period to ensure effective delivery of governments priorities through our peoples performance. In DCIS we believe a successful workforce strategy is one that identifies workforce challenges that are key enablers to business success, puts tangible, achievable strategies in place to respond to these challenges and then delivers on them. The strategy focusses on the top key things that will make a real difference. Communication to socialise and promote the strategy within the department continues through consultation with divisions and dissemination on the staff news site and DCISIntel. Action plans to implement the strategy are reported back through to Executive Management Board on a quarterly basis. Corporate Capability Plan The Corporate Capability Plan identifies training priorities in response to strategic issues, learning needs identified through the MyPlan process and strategic planning priorities. Outcomes related to the plan are reported quarterly to Executive Management Board. The department has continued a rolling program of Cultural Competency Training to focus on Aboriginal culture and history so there is a shared understanding across cultures. In the 2016-17 reporting period 46 staff attended cultural competency training allowing the department to continue achieving a total participation rate of 93%. Internal training and development opportunities not outlined elsewhere included: Orientation Program Combat Bullying Program Human resources / industrial relations practitioner workshops Performance management and development information sessions for managers and supervisors Career planning information sessions. Training provided to employees through external providers included: Tertiary studies including VET certificates, diplomas and Bachelor degrees Safety training, such as first aid, WHS and fire warden training Project management Training in the suite of Microsoft Office products Certified Practising Accountants program Specialist Information Technology courses Specialist conferences, including the Australian Human Resource Institute state conference and Institute of Public Administration Australia conference. In 2016-17, the department continued to focus on developing the departments Aboriginal workforce through DCIS Aboriginal Employment and Career Development Strategy. All current and recently completed early career participants have attended career planning information sessions and received support in the development of individual career plans.