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Annual Report 2003/2004 Department of Business Industry and Resource Development



Annual Report 2003/2004 Department of Business Industry and Resource Development

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Tabled paper 1496


Tabled Papers for 9th Assembly 2001 - 2005; Tabled Papers; ParliamentNT






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An nu al R ep or t 78 These figures show an increase in training expenditure of 63% over 2002-03. This demonstrates the departments increasing focus on building the capability of employees, particularly through implementing the Strategic People Plan initiatives and priorities. One employee graduated from the Public Sector Management Program in 2003-04 year, and a further six employees are participating in the program. Two employees also graduated from the Executive Development Program and three staff are participating in the program. A learning needs assessment was undertaken in the departments regional offices and research properties following departmental action to strengthen information technology infrastructure in the regions. A program of training on contemporary IT systems will be undertaken over the next 12 months for regional employees. Three indigenous employees, two from Darwin and one from Alice Springs, graduated from the Kigaruk Indigenous Leadership Development program. The program is aimed at developing leadership capabilities for Indigenous men in the NT Public Sector and articulates to a Diploma of Frontline Management at CDU. Dbird Strategic People Plan The Strategic People Plan was developed following research about the strategies required to develop a flexible, adaptable workforce that is capable of meeting Government priorities and community expectations today and for the future. In endorsing the Plan, the Board of Management also agreed on the six initial priorities for DBIRD. These were: Recruitment policy and use of accredited chairpersons. An Indigenous employment and career development strategy. Revision of the Performance Management System and increasing its use in the department. Improved induction and orientation processes for new employees. Refining the employee awards program. Establishing a leadership program and succession management plan. Progress has been positive. Some 87 employees have taken part in the revised induction program, whilst a recruitment policy has been developed and 143 staff across the NT have undertaken training on staff selection and chairperson responsibilities. The review of the Performance Management System is underway, including consideration of support mechanisms to improve the support mechanisms available for supervisors to give and receive feedback. Structured workshops have been conducted with key stakeholders on succession planning strategies, and also regarding career development priorities for Indigenous employees. The outcome of both workshops will form the basis for developing new programs for the department in 2004-05. Performance Management An Employee Awards ceremony was held in December 2003. The aim of the Employee Awards scheme is to encourage and acknowledge outstanding performance by individual staff members or teams in their pursuit of the Departments objectives. The scheme comprises a main award and three minor awards. Department of Business, Industry & Resource Development