The People and Leadership Statement is an 'umbrella' statement designed to guide people management strategies and practices in the department. Other people and leadership documents such as the Workplace Diversity Strategy and recruitment guidelines provide further instructions and guidance on specific elements of the Statement.

The Statement outlines our people and leadership priorities for the next 3 to 5 years, and the things that the department places importance on and our key behaviours.

This Statement is important in establishing and embedding the people and leadership behaviours and practices which will help us build the organisation we want. In other words, it is largely about helping us to do better and build an organisation that we all want to work in and whose goals we are committed to achieving.

People and Leadership Statement

The department is committed to building a high performing organisation through investing in its people, rewarding high performance and aligning our people priorities with the organisational direction. In return, it expects a high level of commitment and ethical behaviour from its employees. All employees have responsibility and accountability for people and leadership matters and for ensuring people and leadership priorities are met.

Our People and Leadership Goal

Our People and Leadership Goal is to increase individual and organisational capabilities and performance to support our Ministers and the achievement of our three outcomes:

1. Efficient and effective labour market assistance.
2. Higher productivity, higher pay workplaces.
3. Increased workforce participation.

We place importance on serving our key clients: job seekers, indigenous communities, employers and employees, on behalf of our Ministers.

Our People and Leadership Priorities

To be able to deliver on our People and Leadership goals, we will focus on continuous improvement of our key People and Leadership priorities:

• Attract, retain and develop skilled, highly performing people.
  -  selection for positions using workforce characteristics and specific role requirements
• Build an adaptable, flexible and sustainable workforce through enhanced workforce planning processes.
  -  plan to have the right people with the right skills in the right place at the right time
• Develop high quality leaders who challenge and inspire our staff.
  -  build leadership capability to meet current and future business needs and promote a positive attendance culture
• Maximise the potential of our workforce by implementing best practice processes across all levels of our work.
  -  underpin people practices with strategic processes that are aligned to future organisational drivers
• Provide remuneration and employment conditions to ensure choice and flexibility for employees and to meet our business needs.
  -  apply remuneration and employment processes in a timely and equitable manner 
• Ensure the sustainability of our workforce, by maintaining a safe, secure, and challenging work environment which values diversity of people, effort and recognises achievement.
  -  provide appropriate working conditions and business support processes that  are closely aligned with organisational outcomes and reward individual effort

Our key behaviours are:

• Responsiveness
• Ethics and Integrity
• Service to Ministers and Clients
• Professionalism
• Enthusiasm
• Creativity
• Teamwork