Output 1: APS policy, legislation and information

Advice and support to the Minister and Agency Heads on APS policy and legislation

Throughout 2002—03, the Commission provided ongoing high level advice and support to the Government and to Agency Heads on APS policy and employment matters. This involved monitoring of the operation of the APS legislative framework and providing advice to Government and to agencies on issues relating to the framework.

Policy development and advice

The Commission provided advice and support to the Minister and his office on a range of APS policy and legislation issues. The Commission forwarded 98 formal submissions to the Minister and actioned 48 items of ministerial correspondence/ representations. These are shown in Table 1 with comparative numbers for recent years.

Table 1: Number of briefs to the Minister and Ministerial Correspondence/Representations, 2000—01, 2001—02 and 2002—03

	2000—01	2001—02	2002—03
Briefs to Minister	67	85	98
Correspondence/ Representations	15	41	48

The Commission has in place documented performance standards for the provision of advice to the Minister. Briefs to the Minister are assessed by the Minister against these standards and rated in accordance with a 1 to 5 scale (a rating of 5 is excellent). Ratings are given in relation to timeliness, presentation and quality of advice.

In 2002—03, the Minister rated all briefs as 3 except for three briefs that received a 2 rating and two briefs that received a rating of 4. The ratings system together with written and oral feedback has continued to prove useful in providing employees who brief the Minister with feedback to improve the timeliness, presentation and quality of policy advice.

A major focus of the Commission’s policy advice through the year continued to be the operation of the PS Act 1999 and supporting legislation and documentation. There were some issues that required minor amendments to the Public Service Regulations and the Commissioner’s Directions.

As foreshadowed last year, an amendment was made to the Regulations covering movement between agencies. The amendment, which came into effect on 1 December 2002, provides an Agency Head with some control over the temporary movement of employees to other agencies. A temporary movement only proceeds with the approval of the pre-move Agency Head. If there is no approval, and the post-move Agency Head wishes to proceed, then the movement becomes an ongoing one. Agencies were supportive of this amendment.

In September 2002, the PS Regulations were amended to incorporate a new Part 8A Attachment of salaries to satisfy judgement debts. This new part replaced Reg 9.1 in order to provide more detailed procedures in relation to the attachment of salaries of certain persons to satisfy judgement debts. The Senate Standing Committee on Regulations and Ordinances raised concerns about Agency Heads overseeing the attachment of salary where the Agency Head is the debtor, and the Commissioner agreed to amend this regulation to include an express provision that an Agency Head should delegate to another person any decisions in respect of their own judgement debt.

An amendment to the Public Service Commissioner’s Directions was made with effect from 18 March 2003 that allows the Public Service Commissioner to authorise in exceptional circumstances, an Agency Head to engage an non-ongoing employee as an ongoing employee without the ongoing employment opportunity being notified in the Gazette. The Commissioner has advised agencies that this power will not be used to cover up poor administration and that any use will be reported in the relevant State of the Service Report. There have been no requests for the Commissioner to authorise such an engagement to date.

The Commission provided advice to the Minister on post-separation employment issues. In particular, information was provided on the avoidance of conflict of interest when a public official leaves the public sector and obtains other employment. This information, and the advice provided by the Minister has been incorporated into the APS Values & Code of Conduct in Practice: A guide to official conduct for APS employees and Agency Heads to be issued shortly.

A number of amendments are required to subordinate legislation in order to implement the last phase of the agreed mobility arrangements between the APS and the Parliamentary Service. The Commission and the Parliamentary Service Departments have continued to work together during the year to draft the necessary amendments. The amendments have now been settled between the two services and the new arrangements are likely to come into operation in late 2003.

Parliamentary Inquiries

During 2002—03, the Commission was involved in three Parliamentary Inquiries initiated by the Senate.

Senate inquiry into recruitment and training in the APS

On the 21 March 2002, the Senate asked the Finance and Public Administration References Committee to inquire into and report on recruitment and training in the APS. The terms of reference for the inquiry included:

• the devolved arrangements for recruitment and training
• employment and career opportunities for young people
• training and career development opportunities for APS employees in regional areas.

The Commission provided a submission to the Inquiry, officials appeared before the Committee on 14 August 2002 and 11 November 2002 and the Commission responded to supplementary questions asked by the Committee.

Senate inquiry into Members of Parliament (Staff) Act 1984

On 19 March 2003 the Senate referred to the Finance and Public Administration References Committee a number of matters concerning staff employed under the Members of Parliament (Staff) Act 1984, for inquiry and report by 8 October 2003. The Commissioner provided a submission to the Inquiry.

Children overboard

The Senate Select Committee on a Certain Maritime Incident, set up in February 2002, reported on 23 October 2002. There were five recommendations that directly concerned the APS Commission. In addition, the Commission had an interest in another three recommendations which were primarily the responsibility of the Departments of Defence, Finance and Administration, and the Prime Minister and Cabinet. In January 2003, the Public Service Commissioner provided the Department of the Prime Minister and Cabinet with his views on the eight recommendations mentioned above, for consideration in any Government response to the Report.

Advice and guidance to agencies

The Commission provided a range of technical advice and guidance to APS agencies on issues associated with the legislative and policy framework.

The 2003 APS Commission Client Satisfaction Survey revealed a 76% satisfaction rate with the Commission's policy and employment services. Of particularly high rating was the expertise and responsiveness of the people giving the advice and the quality of the advice provided. The 7% dissatisfaction rate focused largely on situations when advice had either not been forthcoming, or had been less specific than the caller would have liked. The Commission's clients operate within the devolved public service environment and expressed appreciation of the Commission's communication role and the positive relationships that it builds with other agencies.

The Commission provided this advice in publications, circulars, consultation with managers on specific issues and cases, presentations, responding to enquiries including through the telephone Helpline service and information provided to fora and networks of human resource practitioners. The Commission also continued to maintain the Index of Current People Management Publications, Guidelines, Advices and Circulars to assist agencies in determining what Commission publications are relevant to their people management decision making. The information, updated on a regular basis, now appears on the Commission’s internet site as Employment Policy. All Commission circulars and publications are also available on the internet site.

Publications and circulars

Two booklets, Termination of Employment and Managing breaches of the APS Code of Conduct (revision of 2000 publication), were published during the year providing technical advice and guidance to APS agencies on issues associated with the legislative and policy framework on employment. Another publication entitled Managing Succession was produced to deliver research findings and provide best practice information and guidance on this topic.

Booklets are distributed to agencies in paper form and are available on the Commission’s internet site.

The Commission continued to issue circulars during 2002—03 as a means of updating advice to agencies on a range of human resource management issues, including changes to the legislation, policy developments and the release of new publications.

A full list of all publications and the 15 circulars issued by the Commission during 2002—03 are at Appendix D.

SES News

One edition of the SES News was issued in 2002—03. The SES News is designed to provide a range of information of relevance to SES employees across the APS, and copies are sent to all members of the SES and to Agency Heads, as well as being available on the Commission’s internet site.

Financial Planning for APS Employees

The Commission has, since the late 1980s, periodically published a booklet that focuses on financial options and strategies for APS employees. Originally a publication aimed at the SES, it has, through several editions, been broadened to encompass advice for APS employees at all levels. The authors, Garth Mansfield and Trevor Nock, were engaged in 2002-03 to revise the booklet for its seventh edition, which was released in June. Financial Planning for APS Employees is available in printed form and on the Commission’s website.

History of the Public Service Act

Last year’s report noted work was being undertaken by a Commission consultant to develop a history of the Public Service Act 1999, in the broader context of its predecessor Public Service Acts of 1902 and 1922.

Drafting of the history has been completed and final editing is occurring. Publication of the history, which will serve as a companion volume to the Commission’s Centenary of Federation publication Serving the Nation: 100 years of Public Service, is expected shortly.

Helpline service

The Commission’s telephone and email Helpline services continued to operate during 2002—03 and handled some 2677 calls. The monthly average of 223 enquiries is below the monthly average of 270 recorded during the previous year.

Calls concerning access to APS employment opportunities and APS staff selection matters (including the movement/placement of staff) dominate the matters on which information was sought. There was also a high volume of calls relating to the review of decisions (including staff selection decisions) and the training programs offered by the Commission.

During 2002—03, the Commission developed a database to monitor the calls received.

Management Advisory Committee

The Commission continued to provide a range of secretariat and other services to the Management Advisory Committee (MAC).

The 2003 APS Commission Client Satisfaction Survey showed a 75% satisfaction rate with the level, timeliness and quality of services provided by the Commission to the MAC.

The MAC is established under section 64 of the PS Act 1999 and is chaired by the Secretary of the Department of the Prime Minister and Cabinet, with the Public Service Commissioner as executive officer. The Committee currently has a total of 23 members, which include all Portfolio Secretaries and the Heads of ABS, ACS, ATO, ATSIC and Centrelink. The Auditor-General is invited as an observer.

The Committee is charged with advising the Government on matters relating to the management of the APS. While it has no statutory powers or executive functions, it provides a forum for members to discuss significant issues of topical and strategic interest to the APS.

The Committee met three times during the year and issued two reports in 2002-03 following detailed work by subcommittees supported by senior officers of participating agencies. The Commission played a major role in both projects.

The first report, Australian Government Use of Information and Communications Technology: A New Governance and Investment Framework, was released in October 2002.

The second report, Organisational Renewal, was released on 20 March 2003. The report examines the challenges of building organisational capability by APS agencies against the background of changing workforce trends. It also examines the implications of the ageing profile of the APS and the career intentions of new graduate entrants. Findings of the report include the need for APS agencies to engage in a more systematic and integrated approach to workforce planning and capability building across the APS, and for recruitment and retention strategies to be aligned. The report’s key findings were outlined in various foras, including to the Corporate Management Network and in seminars with senior APS staff in all capital cities.

In consultation with relevant agencies, the Commission is now developing a package of materials designed to assist agencies to adapt their human resource management strategies to retain and attract mature-aged employees. The package will include guidance on leadership for mature-aged workers and material addressing the challenge to provide flexible working arrangements for older workers. The package is expected to be released early in 2003—04.

In April 2003, the MAC endorsed a project on whole-of-government coordination. The need for further work in this area was identified in last year’s State of the Service Report. The whole-of-government project will have a practical focus, linking the work to the Government’s priority agenda, recognising and drawing on the range of initiatives that are under way, and building on the management reforms of the last decade. Challenges include:

• improving cross-agency coordination and collaboration while maintaining vertical accountability
• delivering programs and services in a seamless manner
• improving the Government’s engagement with citizens and communities
• responding quickly and effectively to emerging issues and future crises.

The sub-committee overseeing the project is expected to present a draft report to MAC towards the end of 2003.

The Commission also drew extensively on MAC for comment and advice on drafts of the new guidelines on official conduct it was developing during the year. Towards the end of the year, the Commission agreed to a reprint of the first MAC report, Performance Management in the Australian Public Service–A Strategic Framework, which remains in demand since its release in late 2001.

Succession management in the APS

The Commissioner consulted each member of MAC, and some other Agency Heads, to build a database on senior officers and on senior positions that might aid the Commissioner and the Secretary of the Department of the Prime Minister and Cabinet in their roles to advise on and support senior appointments, and to help guide the development of the future leaders of the APS. The process will be repeated every two years.

Foundations of organisational performance arrangements

The Commission has commissioned a review of the formal arrangements governing organisational management within the APS, particularly under the Commonwealth Authorities and Companies Act 1997, the Financial Management and Accountability Act 1997, the PS Act 1999 and the Workplace Relations Act 1996, as well as the formal reporting and accountability requirements underpinning the APS Values.

The review is separate from, but of relevance to, the Uhrig Review of Corporate Governance Statutory Authorities and Office Holders. It will be undertaken in a way that takes account of the outcomes of the Uhrig Review and complements its work, particularly in relation to those statutory authorities that employ staff under the PS Act 1999.

A reference group has been established to advise on and act as a sounding board for the project. The first meeting of the reference group was held on the 19 February 2003. The agencies represented on the Reference Group are PM&C, DOFA, DEWR, DCITA, DIMIA, DH&A, Geoscience Australia and the Australian War Memorial.

The project includes two phases. The first is the development of the framework/inventory of financial and human resource governance arrangements. The second is the development of a paper, based on agency responses, for discussion by Portfolio Secretaries, on the possible areas of duplication, overlap, operational problems and areas that may require attention.

In 2002—03 supporting research included:

• the analysis of the major Acts and the employer responsibilities arising thereunder
• a questionnaire sent to participating departments and agencies seeking information to assist the Reference Group.

The project team commenced researching and consolidating information related to the financial and human resource governance framework. Work has been progressed on developing an information resource that will assist Agency Heads and members of the Senior Executive Service understand the nature of their obligations.

Remuneration and workplace agreements

The Commission has assisted agencies with agreement making and the Commissioner continues to be involved with executive remuneration issues.

Agreement making

The Commission considers that flexible agreement making has the potential to enhance agency performance and adherence to the APS Values.

The Department of Employment, Workplace Relations and Small Business (DEWR) continued to provide copies of draft agency agreements to the Commission so that comment could be provided against the specific elements of the Government’s Policy Parameters for Agreement Making in the APS (the Policy Parameters) for which the Commission is responsible.

DEWR is committed to providing its policy assessment comments to agencies within five working days of receiving the documentation. Throughout the year, the Commission has consistently provided comments to DEWR to enable these deadlines to be met. Sixty-one agreements have been assessed by the Commission during the year.

In addition to providing comments on draft agency agreements to DEWR in relation to the Policy Parameter matters, the Commission has also provided good practice advice to agencies on a range of issues included in their agreements that fall outside the Policy Parameters.

Broadbanding

The Commission assesses agency broadbanding arrangements contained in certified agreements against the need to ensure that the APS Values requiring merit-based competitive selection and open access to employment opportunities are met.

In February 2003, the Commission commenced a project to examine the impact of broadbanding on staff movements in the APS and its implications for adherence to the APS Values. The project involves a study of the use of broadbanding as reflected in certified agreements and an information-gathering exercise, using questionnaires and follow-up visits, among agencies which have made extensive use of broadbanding and agencies which have chosen not to implement a broadbanded structure.

The aim is to produce a report identifying policy development issues and areas where there is scope for the Commission to provide additional guidance for agencies by September 2003.

Executive Remuneration issues

The Commissioner with the Secretary of the Department of the Prime Minister and Cabinet advised the Prime Minister on the performance of Secretaries and Executive Agency Heads for the period 1 April 2001 to 31 March 2002. The process includes consultation with relevant Ministers, and centres on contribution to whole-of-government priorities and support for the Minister as well as management, leadership and upholding the APS Values. In the case of Executive Agency Heads, the Commissioner also consulted the relevant portfolio Secretaries.

The Prime Minister has decided to change the cycle to a financial year basis, with a transitional 15-month cycle from 1 April 2002 to 30 June 2003. He has also introduced a new criterion for assessing performance, relating to the implementation of government decisions.

Information exchange and agency networks

The Commission fosters and maintains an extensive range of networks aimed at developing organisational performance across the APS. Networks promote the two-way sharing of knowledge and good practice information and generate discussion about current issues and organisational change. Networks use face-to-face and electronic communication to link practitioners across agencies, provide learning and development opportunities and support collaboration between agencies and the APS Commission.

Performance and Conduct Network

The Performance and Conduct Network focuses on contemporary HR management, both for specialists and line managers. An electronic newsletter keeps members up to date on performance and conduct issues throughout the year.

Membership of the network increased from 196 members in 2001—02 to 217 in 2002—03.

The network held four meetings during the year. Seventy or more members attended each meeting. During the year the network was addressed by:

• AFFA on improving performance though better feedback
• ANAO on the management of learning and development
• APS Commission on Code of Conduct –Reviews of Action
• Price Waterhouse Coopers – HR outsourcing: An outsourcer’s perspective
• ATO on building and refocusing performance development and management.

Indigenous Employment Group

The Indigenous Employment Group (IEG) has 58 members from 29 agencies. It met three times during 2002—03. Agenda items addressed by guest speakers included the:

• ACT Chamber of Commerce and Industry about its program Pathways to Partnerships
• DEWR about its Indigenous Contract Management Recruitment Strategy
• AFFA about its Indigenous Strategy Statement and Guidelines for Reaching Our Clients –Aboriginals and Torres Strait Islanders

The APS Commission also presented information about:

• findings in the Workplace Diversity report about Indigenous employment in the APS
• the Racial Discrimination Act 1975 and its broader policy implications for public sector employers with regard to Indigenous Australians.

Two special meetings were dedicated to collecting ideas for the Commission’s Indigenous Employment in the APS Project about current best practice, problem areas and new initiatives in the APS.

Corporate Management Network

The Corporate Management Network (COMNET) comprises heads of corporate services and key human resource advisers in each APS agency. Some non-APS agencies with similar employment arrangements and others that wish to keep informed about APS issues also belong to the network.

COMNET provides advice to agencies about government employment and finance policy in the APS. Meetings are generally held every two months and include, as standing items, reports and updates on current issues by the Commission, the Department of Employment and Workplace Relations and the Department of Finance and Administration.

The Commission facilitated five meetings during the year. Major topics included:

• MAC: IT Architecture and Governance and Organisation Renewal Reports
• Framework for managing learning and development – a guide for senior managers
• State of the Service Report 2001—02
• Australia Day achievement awards.

Average participation at COMNET meetings during 2002—03 was 56 people compared with 57 in 2001—02.

Diversity Forum

The Diversity Forum enables diversity and human resource practitioners to exchange information and work collaboratively on a range of policy and program initiatives addressing many diversity issues. It is comprised of more than 220 members from over 110 organisations.

The Commission held four half-day meetings during the year, which were attended by an average of 50 participants each. Topics included:

cultural diversity in the APS

mental health issues in the workplace

planning for the workforce of the future, including intergenerational issues

understanding homosexuality

work and family initiatives

Indigenous issues

workplace diversity trends in the APS.

Disability Network

To address the decline in the proportion of people with disabilities employed in the APS, the Commission, through the Network, assists human resource staff to understand the impact of disabilities on employees and people seeking employment. The network has members from 82 agencies. Email newsletters provide information about disability issues and members attend quarterly network meetings. Network members can use the network to request advice and have been pleased with the help received from other agencies.

During the year, 30—40 people attended each of the three meetings. Presentations were given by the:

• ACT Blind Society
• Deafness Resource Centre
• Commonwealth Rehabilitation Service about the impact of mental illness on employees
• Koomarri, an ACT agency that develops and places people with learning difficulties in employment.

Members of the network also presented information about agency-specific programs that had successfully placed people with a disability in employment within their agencies.

The network aims to provide members with information and support as they encourage managers and those recruiting staff to give fair treatment to current and prospective employees with disabilities. Feedback from participants shows that there is a high level of satisfaction with the network meetings and information provided in the newsletters.

International Women's Day lunch- guest speakers

International Women’s Day lunch

The APS Commission held a lunch on 7 March 2003 at the National Convention Centre to celebrate International Women’s Day. Over 200 people heard three guest speakers discuss the themes of ‘age as no barrier’, and ‘managing a work-life balance’:

• The Honourable Margaret Reid, recently retired, who became first woman President of the Senate, in 1996
• Anne-Marie Lansdown, General Manager of the Access Branch in NOIE
• Brenda Croft, a member of the Gurindji nation and the Senior Curator of Indigenous and Torres Strait Islander Art at the National Gallery of Australia

The conversation-style format was facilitated by the Group Manager of the Organisational Performance and Values Group, Julie Smith, received much positive feedback.

APS Values and organisational performance

The Commissioner’s functions under section 41 of the PS Act 1999 include the promotion of the APS Values and Code of Conduct. This assists Agency Heads to meet their own responsibilities for promoting the APS Values and ensuring compliance with the Code of Conduct within their agencies.

Promoting the Values

This year, the Commission’s activities have focused around two major initiatives. The Commission has worked in partnership with six APS agencies to examine how the APS Values and Code of Conduct are being integrated into systems and procedures and the effectiveness of these arrangements in ensuring APS employees understand the application of the Values and the Code of Conduct. The results will form the basis of a good practice guide for Agency Heads and managers, titled Embedding the APS Values. Further details about this project are outlined in the Evaluation and Review section under this output.

The other main initiative involved substantial revision of the Guidelines on Official Conduct of Commonwealth Public Servants 1995. The new publication is titled APS Values & Code of Conduct in Practice: A guide to official conduct for APS employees and Agency Heads. The two publications will be launched jointly early in 2003—04.

In addition, the Commission undertook the following activities:

• two learning and development programs entitled Understanding the APS Values
• ongoing advice to agencies on the application of the Values and Code of Conduct
• presentations to a number of individual agencies and overseas delegations.

APS Values & Code of Conduct in Practice: A guide to official conduct for APS employees and Agency Heads

The Guidelines on Official Conduct of Commonwealth Public Servants, last issued in 1995, have been substantially revised to bring them in line with the APS Values and Code of Conduct included in the PS Act 1999. The new publication titled APS Values & Code of Conduct in Practice: A guide to official conduct for APS employees and Agency Heads, is part of the Commission’s good practice guide series.

The Guide sets out the APS Values and elements of the Code of Conduct into four broad categories:

• relationship with the Government and Parliament
• relationship with the public
• relationships in the workplace
• personal behaviour.

It aims to assist APS employees to understand the practical application of the APS Values and Code of Conduct in both common and unusual circumstances. The APS Values are intended to provide a framework for public confidence in the professionalism of the APS while allowing management flexibility to address change and to handle different businesses. It is emphasised in the new publication that it is a Guide, and not a rulebook. The Guide identifies principles that will in many cases point to solutions, provides information about good practice in situations where legislation allows for discretion, and provides a useful summary of important legal requirements across the Service.

Workplace diversity

Agency Heads are responsible for implementing strategies to promote workplace diversity in their agencies. Under the PS Act 1999, agencies must have a Workplace Diversity Program in place and have established measures to eliminate employment-related discrimination. The program must be reviewed every four years.

The Commission assists agencies in their development of programs and strategies through a range of networks and information sharing forums, individual consultation and promotional activities.

Workplace Diversity Awards - the Minister with AFFA staff, regional category award winner

The annual Diversity Awards promote successful diversity strategies and help agencies recognise the benefits of a diverse workforce. The Commission co-sponsors the Awards with the Institute of Public Administration Australia (IPAA).

In 2002, six agencies submitted 15 entries, covering youth (staff and clients) multicultural skill development, Indigenous leadership development and the use of linguistic skills by staff. The Awards were presented on 3 December 2002 at a joint function with the Prime Minister’s Awards for Excellence in Public Sector Management.

The winner of the Open Category was Centrelink for its Youth Development Program, which takes into account the expectations of young staff and aims to improve understanding between the agency’s central and regional offices. Winner of the regional category was the Department of Agriculture, Fisheries and Forestry–Australia for its Guidelines for Reaching our Clients– Young People and associated programs that focused on understanding and meeting the needs and expectations of young rural customers. Centrelink’s Kingaroy Customer Service Centre received a commendation for its Staff Volunteer Program.

The Commission published a booklet APS Workplace Diversity Awards 2002, highlighting the winning programs and other entries.

Indigenous Employment Strategy

The purpose of this project is to improve Indigenous employment in the APS by helping agencies implement improved measures to attract, recruit, develop and retain Indigenous Australians.

The project involves:

• extensive consultation with Indigenous employees, employers and stakeholders
• a high level steering committee of Deputy Secretaries chaired by the Commissioner and an agency-based working party to ensure wide consultation, collaboration and commitment from APS agencies to the project outcomes. Consultation has occurred within the Commission, including regional offices, as well as agencies such as AFFA, DEST, DEWR, DIMIA, ATO, ACS, ATSIS and the AFP.

The focus of the project to date has been on researching relevant issues including:

• statistical analysis of current trends in Indigenous employment in the APS
• identifying barriers to recruitment, retention and development
• reviewing effectiveness of existing recruitment and retention strategies
• identifying good practices in recruitment, retention and development for Indigenous employees and
• identifying and designing effective development programs for APS 1—4 and Executive Level Indigenous employees.

The research phase was largely completed by 30 June 2003. Deliverables from the project will include a good practice guide and trials of particular initiatives expected to be identified by the Steering Committee. Possible partnership initiatives involve close examination of the employment of Indigenous employees from training and selection to career development and progression. This may include an extended trainee project, pathways for employment exchange between State and Commonwealth agencies, and the strengthening of the role of the Indigenous APS Employees Network (IAPSEN) throughout the APS. Particular agencies will take the lead in these initiatives and their initial role will be to determine the feasibility of the new initiatives.

In addition, the project involves a cross-agency working party and draws heavily on Indigenous agency networks (e.g. IEG and IAPSEN) for information, research input and feedback on specific issues.

Indigenous APS Employees Network (IAPSEN)

There are 130 members of IAPSEN Canberra area. IAPSEN met seven times during the year. Members have agreed on the:

• Vision Statement: To Establish and maintain a culturally appropriate network that supports and advocates Aboriginal and Torres Strait Islander staff interests, values and perspectives in the APS.
• terms of reference, which are about to be published as a booklet
• strategic plan
• communication strategy.

The three elected Office Holders are:

• Chair, Gerrit Wanganeen, who works for the APS Commission
• Councillor for Communication, Tjanara Goreng Goreng who works for DCITA
• Councillor for Events, Charles Wilson, who also works for the APS Commission.

Members hosted the meetings at their own agencies. Guest speakers included:

• Dr Allan Hawke who spoke about the ATSIC Review
• Jeanine Leane from the Ngunnawal Centre at the University of Canberra who spoke about the University’s Foundation Program which provides alternative access to mainstream study for Indigenous people
• Bob Correll, Deputy Secretary, DEWR who spoke about DEWR’s Indigenous Employment initiatives and major priorities for business
• ATSIC election contenders, who outlined their major election issues and a representative from the AEC who provided details about the ATSIC election process.

Launch of IAPSEN – Canberra area

The Canberra-area Indigenous APS Employees Network (IAPSEN) was launched in May 2003 at the Mabo Room, Australian Institute of Aboriginal and Torres Strait Islander Studies. Seventy-five people, both Indigenous and non-indigenous, attended the launch and heard words of support and encouragement for IAPSEN from the Public Service Commissioner, Mr Andrew Podger. Others who spoke at the launch included Adam Giles MC, Gerrit Wanganeen, Chair of IAPSEN Canberra area, as well as Keith Clarke, Manager of Aboriginal Hostels Limited, Auriel Bloomfield of DEST and Delephene Fraser of DEWR. Matilda House, a Ngunnawal Elder, gave a Welcome to Country.

Indigenous APS 1—4 Career Development Workshops

During the year the APS Commission conducted three Indigenous APS 1—4 Career Development Workshops, two in Canberra, and one in Brisbane. The two-day workshop is highly participative and is limited to 35 participants. The Workshop aims to have participants consider their APS career options and includes Indigenous guest speakers as well as skills enhancement sessions. Participants have the opportunity to network and share experiences and learn with other Indigenous APS employees. Participants are also invited to contribute their views about how the APS can more successfully recruit and retain Indigenous employees. Each Workshop has been fully subscribed and participant feedback very favourable.

Our Stories–Career Profiles of Aboriginal and Torres Strait Islander people in the Australian Public Service

On 10 July 2002, the Minister Assisting the Prime Minister for the Public Service, the Hon Tony Abbott, MP, launched Our Stories– Career Profiles Of Aboriginal and Torres Strait Islander People in the Australian Public Service.

The booklet tells the stories of 15 very different Aboriginal and Torres Strait Islander people and their journeys through the APS. The booklet:

• celebrates the significant contribution made to the APS by Indigenous Australian employees
• encourages Indigenous people to apply to work in the APS by highlighting the talents of Indigenous APS employees working in different roles and at different levels
• encourages APS agencies to employ Indigenous people.

The Hon. Tony Abbott, Minister assisting the Prime Minister for the Public Service and speakers after the Our Stories launch

Service charters

Service charters were introduced to the APS in 1997 as part of the Government’s More Time for Business statement. Charters support a client-focused, open and accountable APS, in line with the APS Values that require the APS to deliver services fairly, effectively, impartially and courteously to the Australian public and be sensitive to the diversity of the Australian public. Agencies report on their Service Charters in their annual report.

The Commission is responsible for:

• promoting the use of service charters through the Commission’s website, email updates and the Service Charter Awards
• supporting agencies to develop, implement and review service charters by providing advice
• recognising better practice in the use of service charters through the Service Charters Awards which are being streamlined and aligned with the Australian Business Excellence Framework

The next Service Charter Awards presentation will be held in November 2003. In June 2002, the Minister Assisting the Prime Minister for the Public Service presented eight Service Charter Awards for Excellence to five agencies. Winners included the Child Support Agency, the Health Insurance Commission, ComSuper, the Australian Federal Police and Passports Australia within the Department of Foreign Affairs and Trade.

Figure 4: Price for advice on APS policy and legislation