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> Contents > Appendices > Appendix 8 - Commonwealth Disability Strategy performance
report
Appendix 8 - Commonwealth Disability Strategy performance
report
This Appendix provides information on the department’s performance in
implementing the Commonwealth Disability Strategy. The department is
still to develop its polices and procedures in relation to the Purchaser
Role under the Commonwealth Disability Strategy so no quantitative data
is available for this reporting period. The department does not have a
role as Regulator. Thus the tables below refer to the department’s roles
as Policy Advisor, Provider and Employer.
The level of performance for 2001-02 is recorded against whole of
Government performance indicators and performance measures described in
the Department of Family and Community Services’ A guide to the
performance reporting framework. A description of the department’s work
towards achieving equitable access for people with disabilities is
located in Chapter 10, Section 5.
2001-02 performance report against the Commonwealth Disability
Strategy
Table 37: Policy advisor role.
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Performance indicator |
Performance measure |
Level of performance 2001-02 |
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1. New or revised policies and programmes assess impact on
the lives of people with disabilities prior to decision |
Percentage of new or revised policy and programme proposals that
document that the impact of the proposal was considered prior to the
decision making stage |
Generally there is some assessment of the impact of new and revised
policies and programmes on students with disabilities during
development and review stage. Some areas used research and feedback
from relevant education authority staff and advice from peak
organisations such as the National Industry Association for
Disability Services and the Australian Disability Training Advisory
Council, to assess impact. Under the Grants to Public School
Libraries programme, the criteria for ‘books’ were broadened to
include Braille and audio books. Specific programmes to support
people with disabilities are described in the relevant chapters of
this report |
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2. People with disabilities are included in consultation
about new or revised policy and programme proposals |
Percentage of consultations about new or revised policy and
programme proposals that are developed in consultation with people
with disabilities |
Generally new/revised policies/programmes are developed in
consultation with people with disabilities. This has included
consultation papers, and face-to-face consultation meetings with for
example, the peak body, the National Industry Association for
Disability Services, and education authority staff with expertise on
the education of students with disabilities |
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3. Public announcements of new, revised or proposed policy
and programme initiatives are available in accessible formats for
people with disabilities in a timely manner |
Percentage of new, revised or proposed policy and programme
announcements available in a range of accessible formats. Time
taken in providing announcements in accessible formats |
The department’s websites comply with the guidelines for
accessibility in accord with the Government Online Strategy. Some
sites contain a text alternative site which provides greater
accessibility for visually impaired clients. Closed captioning was
available on television commercials such as for New Apprenticeships |
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Table 38: Provider role.
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Performance indicator |
Performance measure |
Level of performance 2001-02 |
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1. Providers have established mechanisms for quality
improvement and assurance |
Evidence of quality improvement and assurance systems in operation |
Mechanisms for quality improvement and assurance for providers occur
through the department’s Service Charter |
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2. Providers have an established service charter that
specifies the roles of the provider and consumer and service
standards which address accessibility for people with disabilities |
Established service charter that adequately reflects the needs of
people with disabilities in operation |
The department’s Service Charter Bureau handles the full range of
enquiries relating to its education, science and training
programmes. Service providers, including Centrelink, deliver most of
the department’s programmes and services. Centrelink provides the
full range of services to people with disabilities including a
dedicated phone service |
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3. Complaints and grievance mechanisms, including access to
external mechanisms, in place to address concerns raised about
performance |
Established complaints / grievance mechanisms, including access to
external mechanisms, in operation |
The department’s Service Charter Call Centre clients are given the
option of using phone, fax or email. The department’s Email system
accepts documents in a number of accessible electronic formats. Some
hotlines include an interpreter service for the hearing impaired |
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Table 39: Employer role.
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Performance indicator |
Performance measure |
Level of performance 2001-02 |
|
1. Employment policies, procedures and practices comply with
the requirements of the Disability Discrimination Act 1992 |
Number of employment policies, procedures and practices that meet
the requirements of the Disability Discrimination Act 1992
Relevant policies are:
- 1 engagement of Ongoing and Non-Ongoing Employees;
- 2 procedures for determining
breaches of the APS Code of Conduct;
- 3 whistle blowing;
- 4 review of actions;
- 5 non-performance of duties;
- 6 working from home; and
- 7 harassment-free workplace
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The department has established a wide variety of employment policies
and procedures located on the departmental intranet. These polices
meet the requirement of the Public Service Act 1999 and its
associated legislation, departmental workplace agreements and the
Disability Discrimination Act 1992. Consideration was given to the
requirements of the Disability Discrimination Act 1992 in the
development of all employment related policies, including those that
have since been reviewed
The implementation strategy for the current departmental
Workplace Diversity Plan Anticipate the Advantage identifies a
commitment to the promotion of equitable and flexible working
arrangements to encourage people with disabilities to apply for
employment opportunities in the department
In 2001-02 the department has continued a formal induction
process requiring all employees and people engaged by labour hire
firms to attend. Sessions address the APS Values, Code of Conduct
and the need for all staff to ensure the department maintains a
harassment-free workplace
The departmental Staff Survey will include questions relating to
diversity, a harassment free workplace and general employment
conditions. |
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2. Recruitment information for potential job applicants is
available in accessible formats on request |
Percentage of recruitment information requested and provided in
accessible electronic formats and accessible formats other than
electronic
Average time taken to provide accessible information in
electronic formats and formats other than electronic |
People in the department as well as any prospective applicants for
department jobs have access to on-line and hard copy formats for
selection documentation. Intranet design takes into account access
issues for people with visual impairment. Selection documentation
and any enquiries about vacant jobs is available for hearing or
speech impaired applicants through the teletypewriter facility
All information on the Intranet is formatted taking into account
‘best practice’ approaches, which includes consultation with IT and
the diversity practitioners
Average time taken to provide information in any requested format
is within 48 hours |
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3. Agency recruiters and managers apply the principle of
reasonable adjustment |
Percentage of recruiters and managers provided with information on
reasonable adjustment |
Case Managers ensure staff and supervisors/managers apply the
principle of reasonable adjustment where appropriate All
departmental people have access to information on reasonable
adjustment. The department’s standard services contract includes the
requirement for compliance with obligations under the Equal
Opportunity for Women in the Workplace Act 1999 and for due regard
to Commonwealth policies on employment and requirements under
occupational health and safety laws |
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4. Training and development programmes consider the needs of
staff with disabilities |
Percentage of training and development programmes that consider the
needs of staff with disabilities |
Interpreters are offered and engaged where requested by staff with a
disability or their manager. For example, an Auslan interpreter was
engaged to translate during the department’s Corporate Event on 7
March 2002, where the Ministers and the Secretary addressed the
department. Staff are not prevented from attending departmental
corporate learning and development programmes due to disability –
where a person identifies a disability, appropriate arrangements are
made so that learning is not inhibited |
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5. Training and development programmes include information on
disability issues as they relate to the content of the programme |
Percentage of training and development programmes that include
information on disability issues as they relate to the programme |
Where it is appropriate to the content of a corporate training
programme, the department would take into account disability issues |
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6. Complaint/grievance mechanism, including access to
external mechanisms, in place to address issues and concerns by
staff |
Established complaints/grievance mechanisms, including access to
external mechanisms in operation |
The department has well established processes for handling
complaints. They include internal processes and access to external
processes such as the Merit Protection and Review Agency The
Procedures for Determining Breaches of the APS Code of Conduct were
written as a handbook with the aim of simplifying the procedures and
adding useability. Presentations have been delivered to department
people on the APS Code of Conduct and the APS Values. These
presentations highlighted rights and responsibilities as public
servants, using relevant, work based examples to clarify the
understanding of requirements in the workplace
An analysis of complaints received during 2001-02 indicates that
there were no disability issues involved |
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