Territory Stories

Annual Report 2012/2013 Department of Housing

Details:

Title

Annual Report 2012/2013 Department of Housing

Other title

Tabled paper 575

Collection

Tabled papers for 12th Assembly 2012 - 2016; Tabled papers; ParliamentNT

Date

2013-10-17

Description

Deemed

Notes

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.

Language

English

Subject

Tabled papers

File type

application/pdf

Use

Copyright

Copyright owner

See publication

License

https://www.legislation.gov.au/Details/C2019C01820

Parent handle

https://hdl.handle.net/10070/272932

Citation address

https://hdl.handle.net/10070/427536

Page content

DEVELOPING OUR CAPABILITY AND PER LOR M ANTE Conflict resolution and coaching helped 39 employees in Darwin, Nhulunbuy, Katherine and Alice Springs to develop their skills and knowledge to allow better communication and problem solving in situations involving dispute and conflict. Developing personal resilience in the workplace and working with change training assisted staff with building personal resilience and equipped them with tools and strategies to deal with change, both personally and in a team environment. In 2012-13, 39 employees attended training in Darwin, Nhulunbuy, Katherine and Alice Springs. Procurement and contract management courses were delivered in Darwin and Alice Springs to educate participants on the procurement processes and contract management responsibilities. In 2012-13, 45 employees participated. Project management courses were provided to 19 employees to develop better understanding of project management principles and methodologies. Where possible, learners were encouraged to use their own projects for the activities, putting their new knowledge into practice immediately. Team building workshops were held in 2012; 37 employees attended to develop a greater understanding of the department's strategic direction and how to provide effective services. A corporate reporting workshop was held with 13 employees to build the capacity of staff in presenting data and information to a variety of audiences. PERFORMANCE AGREEMENTS Performance agreements are a responsibility of all staff and provide an opportunity for staff and their managers to reflect on achievements and challenges, have one-on-one discussions to plan for future priorities and development opportunities, and formally record performance feedback. Conducting performance agreement discussions is the cornerstone of cultivating productive working relationships, constructing and building capable high-performing teams and achieving results. The Northern Territory Public Sector Capability and Leadership Framework is an effective tool that can be used in this process and is made available along with other relevant resources and department policies on the intranet. Performance agreements form part of the departments planning framework and are reviewed regularly throughout the year. If required, human resource consultants provide support to managers and staff to address performance issues. In the reporting period there were no inability cases and no disciplinary action taken. During 2012-13,the performance agreement process was reviewed by a number of stakeholders, including Human Resources, the Organisational Development Committee and executive management. Feedback will influence the new performance management framework for 2013-14. CORPORATE TRAINING PROGRAM Ongoing learning, development and education opportunities are offered to all employees. The department's commitment to learning and professional development saw 398 employees attending department-funded training events during 2012-13. During the reporting period the following training and development initiatives were delivered: Aboriginal cultural awareness workshops and refresher courses were provided in Darwin and Tennant Creek, with 186 employees attending. The workshop content included an introduction to language,Aboriginal culture, kinship systems and Aboriginal history. An in-depth cross-cultural awareness course offered a unique and practical approach to interacting in environments requiring high levels of cross-cultural engagement. The course was developed for staff with frequent cultural engagements as part of their job. Participants were shown a brief background and history of the theory applied to Indigenous engagement, and given core skills to apply in the workplace to help interact more effectively with people from different cultural backgrounds. In the reporting period, 23 employees attended a workshop in Darwin and Alice Springs. 40 DEPARTMENT OF HOUSING ANNUAL REPORT ZOI? 13


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