strategic objective 1 - Shire of Mundaring

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STRATEGIC OBJECTIVE 5DEVELOP AND CONTINUALLY IMPROVE HUMANRESOURCE CAPABILITY AND CORPORATE GOVERNANCECouncillors, management and staff act with integrity and in the best interests of thecommunityCouncillors and staff demonstrate a good understanding of their respective roles andresponsibilities and fulfil them competentlyRisk is recognised and managed effectivelyUse of contemporary HR practices to sustain and enhance organisational capability andleadershipA welcoming and inclusive culture promotes innovation, learning and developmentStaff are committed to working in ways that are effective and that promote well beingOUTCOMES FOR 2008/09The Learning and Development Team worked on establishing a Future Leaders Program, which is expectedto commence in early 2010.Managers and Executives completed the 2008/09 Leadership Development Program and established fourfurther learning priorities for the coming year (setting key performance indicators, managing change,recognising and managing stress, and coaching and mentoring).As a result of securing funding under the Workplace English Language and Literature Program, the Shireextended its Corporate Training Calendar to include workplace learning programs delivered by WestCoast TAFE, including computer training, creative thinking, project management, and front line managerprograms.The Strategic Leadership Team advanced initiatives to address priority gaps identified in the EmployeeClimate Survey, including improving working conditions, recognising and developing talent, communicationand leadership effectiveness.A number of initiatives were investigated including provision of an on-site gym; out of school care, paidparental leave; corporate polo shirt and alternative job classification methodology.A small team was established to review the previous staff survey instrument in consultation with thesurvey service provider. While maintaining the integrity of the survey, greater emphasis was placed oncorporate culture and values. A survey was conducted in June using the amended instrument.A number of delegates attended a Corruption and Crime Commission Misconduct Practitioners Forum inMarch to hear about contemporary practice and develop collegial networks.Strategic Leadership Team endorsed a framework for implementing Enterprise Risk Management, includinga comprehensive action plan which has been progressively implemented.PLANS FOR 2009/10The results of the staff climate survey completed in June 2008 will be used to identify priority areas offocus for the coming year.September Performance and Development Reviews will be used as an avenue to promote the FutureLeaders Program to Shire employees.Continued participation in the Misconduct Practitioners Forum and other relevant media.Continued implementation of the Enterprise Risk Management Framework Action Plan including thePage 18 Shire of Mundaring Annual Report 2009
STRATEGIC OBJECTIVE 5establishment of a risk register and reporting framework.AUDITThe Shire’s internal audit function, which covers operational,financial, compliance and other matters as directed by the AuditOccasional Committee, is undertaken through external contractedexpertise. The Committee is an important part of the Shire’scorporate governance responsibility.RECORD KEEPING REPORTState Records Act 2000: The efficiency and effectiveness of theorganisation’s record keeping systems is evaluated not lessthan once every five years.The Shire of Mundaring is committed to a systematic approach toits management of corporate records in accordance with legislativerequirements.The Shire of Mundaring Record Keeping Plan created in compliancewith the State Records Act 2000, was approved in 2004 for a periodof five years and has since been amended and approved by theState Records Commission until 22 June 2014.The Shire had an independent review of the record keeping systemsconducted by the State Records Office on 16 March 2009 outliningthe positives and suggested improvements to progress the recordkeeping system.The Shire of Mundaring has implemented various strategiesto ensure that all employees are aware of their record keepingresponsibilities.All new employees undertake a record keeping induction sessionwith the Team Leader Records Service as part of the inductionprocess.One-on-one training is provided to those employees havingdifficulties with the program.An informative newsletter is provided to employees each month withuseful topics and helpful hints.Procedures are being updated for records service direction.Online processes relating to the Meridio system are available forreference.A review and audit of the training material and its effectiveness willbe undertaken in September each year.FREEDOM OF INFORMATIONThe Shire of Mundaring complies with the Freedom of InformationAct 1992. It publishes an updated FOI Statement annually andmakes it available to the public for inspection or purchase in hardcopy at the Shire’s Customer Service area. During the reportingperiod the Shire received 12 FOI requests for Information.Shire of Mundaring Annual Report 2009 Page 19
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Page 7 and 8: ELECTED REPRESENTATIVESWEST WARDEAS
Page 9: STRATEGIC OBJECTIVE 1A significant
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Page 14 and 15: STRATEGIC OBJECTIVE 4INCREASE COMMU
Page 16 and 17: STRATEGIC OBJECTIVE 4Local carer Ch
Page 20: ACCESS AND INCLUSIONThe Access and
Page 23: ATTACHMENTSShire of Mundaring Annua

strategic objective 1 - Shire of Mundaring

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