Performance Against People Matter Priorities
for 2005–06
This section reports on performance against priorities included in
the overview of the People Chapter of the Portfolio Budget Statements
2005–06 and in the Portfolio
Additional Estimates Statements 2005–06.
The people goal is to ensure that the shape, skills and culture of the
workforce meet the business requirements of the DMO.
Table 5.1 specifically addresses priorities in 2005–06.
Table 5.1 Performance Against
People Matter Priorities
| Priority |
Performance |
| Develop DMO-specific occupational health and safety requirements
consistent with the Defence Occupational Health and Safety Strategic
Plan 2004–2006 and integrate those requirements into
the Defence occupational health and safety management system; and |
The DMO continues to work in partnership with Defence towards
the integration of systematic approaches to managing occupational
health and safety, with a focus on hazard elimination. Occupational
health and safety initiatives in the DMO continue to be guided by
the Defence Occupational Health and Safety Strategic Plan 2004–2006. |
| Continue to improve human resource service delivery by redeveloping
and implementing a national shared service arrangement, and adopting
best practice benchmarks and approaches for resourcing, business
processes, information technology and systems, and relationship
management. |
A Human Resources Shared Services Arrangement was piloted and
implemented in 2005–06 in Victoria
and the Australian Capital Territory. This model was not fully implemented
nationally because of the large number of dispersed locations of
System Program Offices around the country and a Systems Division
preference to retain their own human resources support staff. An
alternative model was developed based on a national human resources
Community of Interest which allows divisional human resources support
staff to remain in local units and gain access to standardised corporate
business processes, policy and products, tools and systems. The
primary aim of the DMO Human Resources Community of Interest is
to:
- raise the profile and professionalism of human resources staff
and improve the standard of human resources customer service;
- promote cultural change and lead standardisation across the
Human Resources practice; and
- improve communication and understanding of new Human Resources
environment and the DMO reform agenda.
Feedback from members of the Human Resources Community of Interest
is positive and the DMO will continue to implement this model. The
DMO has also given priority to establishing an e-recruitment system
to improve the ability to attract new recruits to the organisation.
This builds on initiatives already implemented in improving recruitment
and retention for critical skilling groups. |
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