Human Rights and Equal Opportunity Commission
Annual Report 2000-2001
Performance Management
Occupational Health and Safety
Workplace Relations and Employment
Staffing Overview
Commonwealth Disability Strategy
Performance Management and Staff Development
The Commission’s Performance Management Scheme provides a framework to manage and develop our staff to achieve our corporate objectives. There have been two cycles completed since its implementation on 1 July 1999. The scheme provides regular and formal assessment of an employee’s work performance and allows for access to training and skill development.
The Commission’s Certified Agreement recognises the need to provide adequate training for staff to support workplace changes. This is especially relevant with changes in the information technology area where staff are provided with relevant and ongoing computer training.
As part of the Commission’s staff development strategy staff are provided with support under our Studies Assistance policy. The policy provides for access to study leave where study is relevant to the work of the Commission, an individual’s work responsibilities and where it assists with career development.
Workplace diversity and equal employment opportunity
The Commission’s Workplace Diversity Plan has been in operation since September 1999. The Commission recognises that diversity in our staff is one of our greatest strengths and assets and is committed to valuing and promoting the principles of workplace diversity through our work practices. The Commission endorsed a strategy through the year to assist in the employment and development of indigenous staff. Other strategies under the plan focus on supporting staff with family responsibilities and supporting employment opportunities for people with disabilities. As a result the Commission supported several work experience placements from people with disabilities through the year.
Occupational Health and Safety
Review of the Commission’s Occupational Health and Safety (OH&S) policy was delayed pending the outcome of legislative changes to the Occupational Health and Safety (Commonwealth Employment) Act 1991.The Commission’s Health and Safety Committee includes a staff health and safety representative and four corporate support staff. The Heath and Safety Committee conducted a hazards survey of the workplace in early 2001 as part of its OH&S plan. There was no significant problems found and any minor problems were immediately rectified. Ongoing assistance and support on OH&S and ergonomic issues is provided to new and existing staff. There have been no dangerous accidents or occurrences reported.
The Commission continues to provide staff with access to counselling services through its Employee Assistance Program. This is a free and confidential service for staff and their families to provide counselling on personal and work related problems if required.
Workplace Relations and Employment
Staff in the Commission are employed under section 22 of the Public Service Act 1999. The Commission’s current Agreement was certified by the Australian Industrial Relations Commission in June 2000 and is in operation until 1 August 2002. The Agreement is comprehensive and was certified under section 170LK of the Workplace Relations Act 1976. The number of Commission employees covered by the Agreement as at 30 June 2001 was 90. Productivity savings funded a salary increase to staff, delivered in three instalments over the life of the Agreement. A one off bonus was payable to staff on certification. The Agreement maintains core employment conditions with some streamlining of allowances. Staff are able to purchase additional leave and access further benefits such as salary packaging and cashing out five days recreation leave subject to conditions. Salary progression within classification levels is subject to performance assessment. Salary ranges are reflected in the table below.
Under current arrangements the Commission provides corporate support to the Office of the Federal Privacy Commissioner (OFPC). The OFPC is co-located with the Commission and has negotiated a Memorandum of Understanding for the provision of corporate support. Staff in the OFPC are covered by the Human Rights and Equal Opportunity’s Certified Agreement and related workplace polices.
Staffing Overview
The Commission’s average staffing level for the year was 92 staff with a turnover of 13% for ongoing staff. An overview of the Commission’s staffing profile as at 30 June 2001 is summarised in the table below.
Classification Male Female Full time Part time Total Ongoing Total non- Ongoing Statutory Office Holder SES Band 2 SES Band 1 EL 2 above the barrier
($77,284 - 79,259)EL 2
($65, 962 - 75, 968)EL 1
($57, 192 - 62, 718)APS 6
($44, 613 - 51, 247)APS 5
($41,305 - 43,799)APS 4
($37,032 - 40,210)APS 3
($33,228 - 35, 862)APS 2
($29,171 - 32, 350)APS 1
($25,777 - 28, 489)TOTAL "If you require this information in a more accessible format, please contact paffairs@humanrights.gov.au "
Commonwealth Disability Strategy
The revised Commonwealth Disability Strategy (CDS) was launched by the Government in late 2000. Full details on the CDS can be found on the Department of Family and Community Services website at www.facs.gov.au/disability/cds. Through the CDS the Government seeks to ensure its policies, programs and services are as accessible to people with disabilities as they are to all other Australians. This of course is integral to the work of the Commission and evident in the work we do.
The Commission along with all other Commonwealth agencies is to report against the CDS performance framework annually. The CDS identifies five core roles that may be relevant to the agency. The Commission’s primary roles are that of policy adviser, service provider and employer. Full details on of the policies and services highlighted in the below can be found within the relevant section of the annual report.
As part of this process the Commission considered that it was an important step to review our last Disability Action Plan and this can be found on the Commission’s website. The Commission will also be developing a new action plan in 2001/2002. The Commission is committed to implementing best practices in providing and improving access to its services for people with disabilities. In particular our Complaint Handling processes, online access to our services and website, and consultation with disability groups provide examples of what we are doing to achieve this.
Commonwealth Disability Strategy
Performance Reporting June 2001Further details on programs and policies outlined against the performance indicators can be found in the relevant section of the annual report.
POLICY ADVISOR ROLE
Performance Indicator 1
New or vised policy/program assess impact on the lives of people with disabilities prior to decision.
Performance Measure
Percentage of new or revised policy/program proposals that document that the impact of the proposal was considered prior to the decision making stage
- 100% of Terms of Reference for Commission inquiries are distributed for comment prior to a decision to proceed. Submissions to inquiries are taken in all formats, verbal (transcribed by the Commission), email, handwritten letters. Submissions are made available to all on the
Commission website, except where otherwise requested.
Performance measure=100%.- Following feedback sought from disability sector, the Commission decided not to terminate complaint about TV captioning due to broader unresolved issues identified in submissions.
Performance Indicator 2
People with disabilities are included in consultation about new or revised policy/program proposals.
Performance Measure
Percentage of consultations about new or revised policy / program proposals that are developed in consultation with people with disabilities.
Current level of performance 2000 - 01
- World Congress Against Racism consultations around Australia were held in accessible venues and promoted to disability organisations in local areas.
- The Commission sponsored the Forum on sterilisation of women with disabilities, held as part of the Disability with Attitude Conference. Commissioner Susan Halliday attended the Forum
- The Accessible E Commerce Forum and Building Access Policy Committee are actively resourced by the Commission. Disability sector representatives work with the Commission in developing ongoing Agenda for these Fora.
- Launch of captioned movies, and preparatory meetings were interpreted by both Auslan signers and real time captioners.
Performance Indicator 3
Public announcements of new, revised or proposed policy/program initiatives are available in accessible formats for people with disabilities in a timely manner.
Performance Measure
Current level of performance 2000 - 01
- Percentage of new, revised or proposed policy / program announcements available in a range of accessible formats.
- Time taken in providing announcements in accessible formats.
- All information about new Commission initiatives is available on a W3C compliant web site simultaneous to public release. For more information on accessibility compliance refer to http://www.w3c.org.
Performance measure for web release = 100%.- Email lists deliver information and links to several thousand subscribers. All National Disability peaks subscribe to this list.
- Sex Discrimination Unit Pregnancy Guidelines released in the year are available in accessible *format via W3C compliant web page, published simultaneously.
- The Disability Rights Unit (DRU) Update is distributed via Radio for the Print Handicapped, a National network. In 2001, DRU evaluated the Update service via a user survey and incorporated feedback to improve navigation of the web site.
- Other accessible formats are available on requesting and can be provided within two days.
- For the provision of announcements in accessible formats the performance measure= 100%
PROVIDER ROLE
Further details on the Commission’s Complaint Handling function with a full description of its services and relevant statistics can be found in the Complaint Handling Section of the annual report on page 38.
Performance Indicator 1
Complaints Information Line provides information about complaint Handling service to people with disabilities.
Performance Measure
- Complaints information service accessible to people with disabilities.
- Number of calls to inquiries line related to disability issues.
Current level of performance 2000 - 01
- The Complaints information is available in electronic and alternative formats. Email facility for the lodgement of complaints is available. TTY facility is available with a national 1300 number at local call cost.
- All Complaint Handling brochures are available on the Commission website in accessible electronic format. Information about the complaints process and legislation is available in plain English format on the Commission website. The website is updated regularly.
- 19% of telephone enquiries calls received related to disability issues
- Commission information is available in alternative formats on request.
A complaints information referral list is updated to ensure callers with disabilities can be referred to an appropriate advocacy groups.
Performance Indicator 2Complaint handling service accessible to people with disabilities.
Performance Measure
- Number of complaints received under the DDA.
- Number of complaints lodged by people with disabilities under all legislation administered by the Commission.
- Number of complainants who identify the need for specific assistance on intake form.
- Complaints received about accessibility of service.
Current level of performance 2000 - 01
Committee to review access to the CHS service by the community, including specific focus on people with disabilities. Full details are available in the annual report.
- 504 complaints were received under DDA legislation for 2000 - 01. Refer to the Complaints handling section of the annual report for further details.
- Complaints were received from people identifying as having a disability under all Acts administered by the Commission. 47% of responses to a demographics question indicated the complainant had a disability.
- There were no complaints received regarding access to the Commission complaint handling service or premises. Performance measure = 100%.
- The Commission’s premises are accessible. Premises used for remote conciliations conferences are accessible. Performance measure = 100%.
- The Complaint Handling Section (CHS) has established an Access
Performance Indicator 3
Staff training and development includes training related to people with disabilities
Performance Measure
Percentage of training programs that include information regarding people with disabilities and relevance to complaint handling processes.
Current level of performance 2000 - 01
- CHS investigation and conciliation training courses include specific training on accommodating people with disabilities in the complaint handling investigation and conciliation processes. Performance measure = 100%.
- Ad hoc CHS training sessions specifically address relevance to people with disabilities who use complaint handling services. Performance measure = 100%.
- CHS Complaint Handling Procedures Manual advises staff to consider reasonable accommodation for people with disabilities is provided during the investigation and conciliation process such as provision of Auslan interpreters, use of TTY, use of alternative formats for information. Performance measure = 100%.
Performance Indicator 4
Complaint mechanism in place to address concerns raised about service and addresses requirements of people with disabilities.
Performance Measure
Established complaint/grievance mechanism in operation. Detailed in Charter of service which is provided to all parties to a complaint and available on website. Provided in alternative format on request.
Current level of performance 2000 - 01
- Charter of Service addresses roles and responsibilities of the Commission and parties.
- No complaints about accessibility of service or disability related issues were received under the charter in the year.
- Performance measure = 100%.
EMPLOYER ROLE
Performance Indicator 1
Employment policies, procedures and practices comply with the requirements of the Disability Discrimination Act 1992.
Performance Measure
Number of employment policies, procedures and practices that meet the requirements of the Disability Discrimination Act 1992.
Current level of performance 2000 - 01
- The Corporate Plan includes reference to APS values.
- The Certified Agreement (CA) contains reference to Workplace Diversity principles. Most of the Commission’s policies on employment are contained within the CA.
- The Workplace Diversity Plan (WDP) outlines strategies to maximise employment opportunities for people with disabilities. This has included expanded work experience opportunities for people with disabilities in 2000 - 01. All new staff on induction are provided with a copy of the WDP.
- The Commission’s previous Disability Action Plan was reviewed in 2001.
- The Email/Internet policy was finalised in 1999 and is reviewed annually. It specifically refers to the inappropriate use of email that may demean people with disabilities.
- No formal complaints / grievances made by staff with disabilities with regard to current work practices.
Performance Indicator 2
Recruitment information for potential job applicants is available in accessible formats on request.
Performance Measure
Current level of performance 2000 - 01
- 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.
- Performance in providing accessible formats for recruitment material = 100%
- Recruitment information is able to be provided in any format. All recruitment material is on the Commission’s website and available by download simultaneously as advertising in the press. Advertisements in the press advise that information is available at contact phone number, by TTY phone and on the Commission’s website. The Commission’s website meets the criteria for accessibility as outlined in the Government Online Strategy and the Deputy Disability Commissioner has advised in the process. The site received a very positive report following an independent audit in early 2000. Over a two week period in June 2001 the number of hits on the job vacancies page was 723. Statistics are available on the use of the site.
- No requests for alternate formats such as Braille were requested during 2000-01.
Performance Indicator 3
Agency recruiters and managers apply the principle of reasonable adjustment.
Performance Measure
- Percentage of recruiters and managers provided with information on reasonable adjustment.
Current level of performance 2000 – 01
- Selection guidelines reviewed to include information on reasonable adjustment and guidelines for interviewing staff with disabilities. Guidelines are now provided with selection material to the selection Committee. Guidelines are available on the Intranet.
- Recruitment action is managed internally and not outsourced.
Performance Indicator 4
Training and development programs consider the needs of staff with disabilities.
Performance Measure
Percentage of training and development programs that consider the needs of staff with disabilities.
Current level of performance 2000 - 01
Due to the small number of staff training is co-ordinated by each of the unit managers under the Commission’s Performance Management scheme. There are few training courses run in-house because of the small number of staff.
- Training nomination forms include specific requirements that may be needed such as:
-wheelchair access,
-accessible toilets/parking
-a hearing device
-sign language interpreter
-an attendant
-a support person
-information in Braille, Audio Cassette, large Print, ASCII format- A selection Workshop held in-house in 2000 included information on reasonable adjustment and interviewing people with disabilities.
Performance Indicator 5
Training and development programs include information on disability issues as they relate to the content of the program.
Performance Measure
Percentage of training and development programs that include information on disability issues as they relate to the program.Current level of performance 2000 - 01
Performance Indicator 6
- As noted above training is co-ordinated by each individual section and there are few courses that are run in-house.
- A Selection training workshop was run in-house and this included information on disability issues,.
- Induction includes information on Workplace Diversity and relevant legislation that the Commission administers, including the DDA.
- The Complaint Handling Section conducts training and information on disability issues for staff.
Complaint/grievance mechanism, including access to external mechanisms, in place to address issues and concerns by staff.
Performance Measure
Established complaints/grievance mechanisms, including access to external mechanisms in operation.Current level of performance 2000 - 01
- There is an established process in the Certified Agreement for complaints/ grievances, which includes access to external review through the Merit Protection and Review Agency.
- All staff are advised of access to the Commission’s Employee Assistance Program and encouraged to use this service when needed. This free service provides counselling and support for staff and their families.
- Provision of access to complaints/grievance mechanisms = 100%
Note: Accessible electronic formats include ASCII (or .txt) files and html for the web. Non electronic accessible formats include Braille, audio cassette, large print and easy English. Other ways of making information accessible include video captioning and Auslan interpreters.
