Territory Stories

Annual Report 2006-2007 Department of Natural Resources Environment and the Arts



Annual Report 2006-2007 Department of Natural Resources Environment and the Arts

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Tabled paper 1189


Tabled papers for 10th Assembly 2005 - 2008; Tabled papers; ParliamentNT






Made available by the Legislative Assembly of the Northern Territory under Standing Order 240. Where copyright subsists with a third party it remains with the original owner and permission may be required to reuse the material.




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Our People V^;., "I:'*:' "s i. -- 77 GKliLoinrDairQ Kesoinirces Employee commitment and satisfaction is critical in achieving the Agencys outcomes and ensuring its business services are delivered effectively and efficiently. The Agencys Human Resources Services Branch has responsibility for facilitating effective workplace leadership of employees by providing a People Management Framework supported by relevant and effective policies and procedures. The goal is to ensure the Agency has the right number of employees with the right skills, and has a workplace culture that will ensure the Agency is positioned to meet its business requirements now and into the future. The Branch also provides specialist advice to management and employees on a range of people management issues. The Branch further supports the Agency in achieving its business outcomes by ensuring it operates within the appropriate legislative frameworks. The Human Resources Services Branch supports the Agency to build its capacity by facilitating a number of learning and development programs. This includes an active early careers program aimed at growing our own to meet emerging business needs through the provision of entry level programs such as work experience, apprenticeships and traineeships. Our People Snapshot In 2006-07: 921 people were employed with the Agency and located in 50 sites across the Territory, in the major centres of Alice Springs, Tennant Creek, Katherine and Darwin and at a variety of remote ranger stations. 65 per cent of Agency staff were employed in the Technical and Professional streams, 26 per cent in the Administrative stream and the remaining 9 per cent in the Physical, Executive and Trainee streams. Almost half of the Agency, 46 per cent, was aged between 31 and 45 years old. Females represented 49 per cent of Agency employees, while males represented 51 per cent. Key initiatives implemented included a People Management Framework, a Personal Work Plan system, Agency Culture survey and workshops, and development of the Strategic Objectives 2007- 2014 document. Agency corporate training initiatives attracted 389 employee attendances, with sessions held in Darwin, Palmerston, Katherine and Alice Springs. Expenditure on learning and development totalled $659 457, which averaged out to $716 per employee. 2 employees graduated from the Public Sector Management Program. 6 employees from remote areas won scholarships through the Northern Territory Governments Office of the Commissioner for Public Employments Remote Workforce Development Strategy. N O R T H E R N T E R R I T O R Y G O V E R N M E N T B U P A G iilu lK l SSIf O F a ie i9 ta B 1 t^ a L B H a .a g J g b B , .a B ? @ A N N U A L R E P O R T

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