Delivery Program 2009–2012 - Rockdale City Council - NSW ...
Delivery Program 2009–2012 - Rockdale City Council - NSW ... Delivery Program 2009–2012 - Rockdale City Council - NSW ...
Human Resources StrategyOur Human Resources Strategy focuses on initiatives that encourage excellence in staff and hence enable Councilto achieve its goals of Making Rockdale a Better City by delivering best value services through staff. The strategyalso incorporates other employee-related policies and plans including the Occupational Health and Safety, EqualEmployment Opportunity, and Learning and Development Plans.The Strategy is aimed at developing our leaders and staff, attracting and retaining staff, up-skilling our Managers,addressing Council’s ageing workforce and the skills shortage occupational groups, providing a safe and healthyworkplace, and positioning Council as an ‘Employer of Choice’.The key initiatives are:1. Leadership Development Program;2. Learning and Development (L&D) Plan; and3. Workforce Planning.1. Leadership Development ProgramAimed at improving the level of leadership and management throughout Council. This program is designed to developcore leadership and management competencies appropriate to Council, initially focusing on highly practical elementsof an ‘Employer of Choice’ culture, then focusing on leading within and driving key elements of a service culture.2. Learning and Development (L&D) PlanThis Plan is developed through an extensive consultation process and delivers learning, training and developmentopportunities to all staff to improve their skills and knowledge. It takes into account Council’s legislative trainingrequirements, staff’s development needs in conjunction with the Skills Assessment and the Team Based Appraisalprocesses that longer-term will improve the efficiencies of Council’s operations and deliver a skilled workforce.3. Workforce PlanningThis Plan is essential as the retirement of the ‘Baby Boomer’ generation and the skills shortage particularly of theoccupational trades positions. It compels Council to continue its focus on youth employment, succession planning andleadership development.
EEO Management PlanEqual Employment Opportunity (EEO) is the right to be considered for a job, training opportunity, or other benefit,for which a person is skilled or qualified. Council believes the implementation of its EEO Management Plan andprogram creates a more productive workplace through a workplace free of discrimination and harassment, that isreflective of our community’s diverse cultures and in turn results in better services to the community.This Plan addresses broad-based employment related issues as well as identifying particular groups within ourorganisation which may be disadvantaged and may need assistance within that regard at Council.Management at all levels has a responsibility to ensure that they comply with the objectives, goals and outcomes ofthe adopted EEO Management Plan. The provision of a workplace that is free from discrimination, harassment orother EEO issues is a fundamental responsibility of Managers, Supervisors and Team Leaders.The desired outcomes of this Plan are the development of: A diverse and skilled workforce; A workplace culture that displays fair practices and behaviours; A workplace free of discrimination, bullying and harassment; and Improved employment access and participation for EEO groups.Occupational Health and SafetyWith the success of Council’s achievement of obtaining quality accreditation to the Australian Standard forOccupational Health and Safety Management Systems (AS/NZS: 4801) and being awarded WorkCover SafeAwardsFinalist status in the category of ‘Best Workplace Health and Safety Management System in 2007’ in recognition ofthe safety culture that Council has developed throughout its operations, Council’s OH&S Plan is firmly focused onminimising workplace risk.External Surveillance Audits are conducted to ensure our system remains effective and will culminate inre-certification to the Australian Standard towards the end of the three-year period (2010), with internal audits beingundertaken to support this process. Systems are being further developed to ensure incident and accident reporting iscaptured and investigated in a timely manner and that processes are being evaluated to ensure they are effective. Thiscontinued emphasis on OH&S systems and practices will ensure Council’s compliance with the Occupational Healthand Safety Act 2000 and will continue to provide Council with a systematic approach to Occupational Health andSafety Management with a focus on continuous improvement and maintaining Council’s safety culture.Council’s workers’ compensation claims continues to improve with high emphasis being placed on OH&S withinCouncil’s teams and the ownership they have taken in regard to the safety issues within their work environments.Consultation and action, at the team level is vital to the functioning of Council’s Occupational Health Safety and InjuryManagement System, and the results so far have been tremendous, resulting a safer, healthier workplace.Delivery Program 2009-2012 | 17
- Page 1 and 2: DeliveryProgram2009-2012
- Page 3 and 4: Table of Contentspage 5 Introductio
- Page 5 and 6: IntroductionThe Rockdale Community
- Page 7 and 8: Council’s Senior OfficersChris Wa
- Page 9 and 10: Departments and Their Responsibilit
- Page 11 and 12: Corporate Strategies and PlansAsset
- Page 13 and 14: Communications Strategy and PolicyC
- Page 15: Customer ServicesIn 2008, Council w
- Page 19 and 20: Financial PlanExecutive SummaryUnde
- Page 21 and 22: Long-term Financial SustainabilityT
- Page 23 and 24: Budget Summary2008/2009$2009/2010$2
- Page 25 and 26: Budget Detail (cont.)Fixed CostsLoa
- Page 27 and 28: As we couldn’t afford to do these
- Page 29 and 30: Rating PolicyGeneral OverviewIn 200
- Page 31 and 32: Annual Charges PolicyDomestic Waste
- Page 33 and 34: Council charges a Stormwater Levy t
- Page 35 and 36: Work on Private LandCouncil carries
- Page 37 and 38: Cash Reserves PolicyThe establishme
- Page 39 and 40: Environmental ManagementCouncil is
- Page 41 and 42: The State of Our City’s Environme
- Page 43 and 44: AtmosphereThe major air pollutants
- Page 45 and 46: Waste Avoidance and Resource Recove
- Page 47 and 48: Major Responses◆ Heritage items w
- Page 49 and 50: 01/02 02/03 03/04 04/05 05/06 06/07
- Page 51: 01/02 02/03 03/04 04/05 05/06 06/07
- Page 54 and 55: Strategic Direction 1Outcome: Corpo
- Page 56 and 57: Strategic Direction 1 (cont.)Outcom
- Page 58 and 59: Strategic Direction 2Outcome: Corpo
- Page 60 and 61: Strategic Direction 2 (cont.)Outcom
- Page 62 and 63: Strategic Direction 3Outcome: Corpo
- Page 64 and 65: Strategic Direction 4Outcome: Corpo
Human Resources StrategyOur Human Resources Strategy focuses on initiatives that encourage excellence in staff and hence enable <strong>Council</strong>to achieve its goals of Making <strong>Rockdale</strong> a Better <strong>City</strong> by delivering best value services through staff. The strategyalso incorporates other employee-related policies and plans including the Occupational Health and Safety, EqualEmployment Opportunity, and Learning and Development Plans.The Strategy is aimed at developing our leaders and staff, attracting and retaining staff, up-skilling our Managers,addressing <strong>Council</strong>’s ageing workforce and the skills shortage occupational groups, providing a safe and healthyworkplace, and positioning <strong>Council</strong> as an ‘Employer of Choice’.The key initiatives are:1. Leadership Development <strong>Program</strong>;2. Learning and Development (L&D) Plan; and3. Workforce Planning.1. Leadership Development <strong>Program</strong>Aimed at improving the level of leadership and management throughout <strong>Council</strong>. This program is designed to developcore leadership and management competencies appropriate to <strong>Council</strong>, initially focusing on highly practical elementsof an ‘Employer of Choice’ culture, then focusing on leading within and driving key elements of a service culture.2. Learning and Development (L&D) PlanThis Plan is developed through an extensive consultation process and delivers learning, training and developmentopportunities to all staff to improve their skills and knowledge. It takes into account <strong>Council</strong>’s legislative trainingrequirements, staff’s development needs in conjunction with the Skills Assessment and the Team Based Appraisalprocesses that longer-term will improve the efficiencies of <strong>Council</strong>’s operations and deliver a skilled workforce.3. Workforce PlanningThis Plan is essential as the retirement of the ‘Baby Boomer’ generation and the skills shortage particularly of theoccupational trades positions. It compels <strong>Council</strong> to continue its focus on youth employment, succession planning andleadership development.
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