Page 25 - Planning Group Induction Pack_Neat

Key measures in DELWP
Strategic pillar Key actions: FY 18-19 action plan People Strategy 2018-
2020

Culture - building a positive culture Use the development of a 5-year future Improved score on People
• We feel safe to bring our whole selves, outlook for Planning to commence a Matter Survey in areas
our best selves, to work cultural change program through robust relating to clarity of
staff collaboration and co-design. direction
• We work together in a collaborative and
constructive way Reduce gap between
actual and preferred styles
• We are accountable and empowered in OCI constructive culture
– post
OCI survey in 2019

Develop and implement a Planning Reduce gap between
Group Reward and Recognition program actual and preferred styles
with peer involvement in OCI constructive culture
– post
OCI survey in 2019

Actively work with People and Culture to 20% of managers
develop and deliver inclusive leadership completed inclusive
programs to meet the needs of the leadership program by 30
Planning Group and promote and support June 2019
participation.
Promote and support participation in Improved score on People
corporate programs such as cultural Matter Survey question
awareness and Aboriginal cultural safety. “Cultural background is not
a barrier to success in my
organisation”
Develop a Planning Group induction that Improved score on People
is aligned with the DELWP orientation Matter Survey equal
program framework that sets up new employment opportunity
starters for success. by ATSI respondents

Undertake a leadership impact 360- Reduce gap between
degree assessment/analysis with the actual and preferred styles
Planning Leadership Group (executives in OCI constructive culture
and managers) to inform individual and – post
group wide leadership development plans OCI survey in 2019
and programs.
We will continue DELWP’s commitment Number of staff identifying
to diversity and inclusion, including as Aboriginal (target: 5 per
Aboriginal employment, employment of cent)
people with disability and gender equity, Per cent of executive
so that our workforce better reflects the positions filled by women
community that we serve. (target: 50 per cent)

Capability – ensuring we have the Actively work with People and Culture to 20% of managers
right people with the right skills develop and deliver training to enhance undertake management
• We all have the skills and mindsets to development and coaching conversations development programs by
deliver on our promise to the Victorian and promote and support people June 2019
community and deliver for government managers to attend.
• We have an organisational view of talent Develop a Workforce Strategic Plan for Plan approved by PEG by
• We are an organisation where people Planning Group. June 2019
want to be. Use the DELWP talent mapping tools to N/A
inform individual development plans.

12 Planning Group
Business Plan