Annual Report 1986/1987 Public Service Commissioner for the Northern Territory
Tabled Paper 390
Tabled Papers for 5th Assembly 1987 - 1990; Tabled Papers; ParliamentNT
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49 ISSUE PAPERS During 1986/87 detailed studies of three major factors associated with Northern Territory Public Service staffing were completed. School Leaver Entry into the Northern Territory Public Service This analysis examined in detail the 1985/86 School Leaver Program with a view to evaluating the impact of the Program as a major initiative in the employment of school leavers in the Northern Territory. The conclusions drawn from the study are summarised as follows: school leaver initiatives should be clearly targeted at the school leaver group. If graduate employment is also to be a priority of the Northern Territory Government, this would best be managed through a separate program; the target group for any recruitment program needs strict definition so that the Northern Territory Public Service encourages the people it wants to assist to apply for jobs, and recruits the type of people it, as an employer, most needs; the people recruited through the 1985/86 School Leaver Program probably received little or no advice about the career paths open to them and who they should contact to obtain career counselling, advice on relevant courses of study or training, full conditions of employment, etc.; 84 per cent of recruits in the 1985/86 School Leaver Program were recruited to temporary positions; The report highlighted the critical wastage problem which exists in the Northern Territory Public Service, particularly amongst young people in the lower administrative grades. The loss of experience and the disruptive and expensive nature of high turnover needs urgent attention, and School leaver employment is only a part of youth employment in the Northern Territory Public Service. Other issues which could be given attention include: (i) Traineeships and cadetships; (ii) Apprenticeships; (iii) Graduate employment; (iv) Career paths; (v) Wastage in the under 25 age group, and (vi) Mobility of employees.
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