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Northern Territory Electoral Commission annual report 2006-2007



Northern Territory Electoral Commission annual report 2006-2007


Northern Territory Electoral Commission reports; Reports; PublicationNT




Made available via the Publications (Legal Deposit) Act 2004 (NT).




Northern Territory Electoral Commission -- Periodicals; Elections -- Northern Territory -- Periodicals

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Northern Territory Electoral Commission

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KEY RESULT AREAS NTEC ANNUAL REPORT 2006-07 PAGE 29 OF 48 1. The NTEC incorporated a team building component into its strategic planning exercise and engaged a consultant to implement the activities. IT/finance professional staff received system update training at no cost to the agency. 2. The Commission used two field officers, employed from April to June 2007 for its public awareness program in remote communities, to draft a Field Officer Program guide as part of their evaluation activities. 3. The Regional Coordinator in Alice Springs is brought to Darwin every two months to touch base with Darwin office, staff, work programs and plan work activities for the ensuing months. 4. Assistants of both genders are employed in communities to facilitate enrolment and electoral awareness with community members. They are given on-the-job training to allow them to carry out their duties, which is incorporated in the remuneration paid. 5. At times when opportunities to recruit trainees have been advertised across government, the Commission has been fully committed to operational activities and unable to assign a supervisory officer to develop, implement and monitor a suitable program. 6. The NTEC commenced a mentoring /development program for a young indigenous employee, designed to expose the staff member to electoral procedures both in Darwin and the field. Under the guidance of experienced electoral officers, the officer is expected to further develop electoral expertise and, it is hoped, make a valuable contribution to municipal and shire elections in 2008. Support documentation was produced and duty scope was expanded in progressive stages. An induction package and session was prepared and implemented in the second half of the reporting year. 7. Key focus areas for training: Reinforcement of leadership capacities for certain positions in the Commissions emerging structure; The small team requires all employees to be conversant with the agencys business and the promotion of open, positive and regular communication to encourage business understanding and cross/multi- skilling of staff; The evaluation of training techniques and materials for parliamentary and local government electoral officials; and The further development of team leader and team member training programs for static, mobile and regionally based polling officials. 8. Highlights for the year included team building, moves towards constructive work appraisal and a no-blame culture when addressing errors.