Attachment A: Key objectives and measures

2018–19

2019–20

2020–21

2021–22

Support the Government’s Reform Agenda.

Whole of APS workforce strategy is developed in partnership with APS agencies and reflects the future needs of the APS.

Strategy endorsed by Secretaries’ Board by end of June 2019.

APS agencies demonstrate current or planned initiatives that support the APS workforce strategy.

Foster an APS workforce that reflects the diversity of the Australian population.

Evidence-based learning and guidance material that supports women progressing to leadership positions.

Feedback indicates learning and guidance material is useful.

Affirmative measures are used for entry and middle management level recruitment programs.

Increase in the representation of Aboriginal and Torres Strait Islander peoples and people with disability.

Develop whole of APS Inclusion Strategy in partnership with APS agencies.

Inclusion approach endorsed by Secretaries’ Equality and Diversity Council.

Support and guide workforce planning capability and practices.

APSC facilitated forums/events promote sharing of best practice in APS workforce planning.

Relevant HR metrics that assist in strategic workforce planning and benchmarking are provided to APS agencies within agreed timeframes.

Feedback from key stakeholders demonstrates a high level of satisfaction with the accessibility, quality and timeliness of advice, planning tools and data provided.

Improve the quality of talent management practices across the APS.

Effective Secretaries and Deputy Secretaries Talent Councils.

Feedback from key stakeholders indicates the Talent Councils are supported to operate effectively.

Updated tools and reference material promoting better practice are available to agencies.

Feedback from agencies indicates that tools and guidance material are useful.

2018–19

2019–20

2020–21

2021–22

Partner with agencies to achieve compliance with the Government’s bargaining policies.

New agreements made are compliant with Government policy.

Feedback from agencies is positive about the timeliness and quality of advice.

Advice and support about more contemporary employment practices made available to agencies and managers.

Feedback from stakeholders indicates an increased knowledge and confidence in using more contemporary employment practices.

Work with and influence agencies to modernise the APS employment framework and practices.

Review of the Maternity Leave (Commonwealth Employees) Act 1973 and provide options for reform to the Minister.

Review completed on time and endorsed by the Minister.

Information is made available to simplify agency employment practices.

Feedback from agencies indicates confidence in using contemporary employment practices.

Lead effective reform of the APS employment management policies.

Recommend improvements on key employment matters with a focus on recruitment, separation and mobility.

Recommendations are supported by Secretaries Board.

2018–19

2019–20

2020–21

2021–22

Build digital capability in the APS by partnering with the Digital Transformation Agency.

Deliver and refine the Leading Digital Transformation program.

Evaluation data indicates participants are building their digital leadership capability.

Digital capability Learning Design Standards are available for agency use.

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Feedback indicates Learning Design Standards are useful and being applied in the workplace.

Strengthen leadership and core capabilities by providing contemporary learning solutions.

Development and roll out of contemporary leadership development solutions.

Evaluation data indicates a positive shift in capability.

Support agencies to improve their workplace relations skills and performance

Deliver the Workplace Relations Capability Program.

Evaluation data indicates a positive shift in capability.

Promote best practice workforce planning to encourage effective monitoring and reporting on APS capability.

Facilitate workforce planning forums/events to share best practice.

Feedback from event/forum participants indicates value and relevance; and improved workforce planning practices in agencies.

Facilitate workforce planning forums/events to share best practice.

Agency feedback indicates that minimum workforce metric reporting is used for workforce planning and building capability.

2018–19

2019–20

2020–21

2021–22

Promote a high standard of integrity across the APS.

Facilitate the Integrity Agencies Group to coordinate, enhance, promote and embed integrity in the APS.

Bi-annual Integrity Agencies Group meetings.

Provide advice on ethical issues to support high quality ethical decision making.

Publications, networks, and other ethics support services are regularly used across the APS.

Evaluate agency approaches to incorporate and uphold the APS values.

Conduct an APS wide evaluation of how agencies are embedding the values.

Evaluative data indicates that managers and employees understand their professional obligations as APS employees.

2018–19

2019–20

2020–21

2021–22

Engage with Australian public sector jurisdictions.