Search
Search Results
Workplace policies for parents
|
Use workplace policies to help parents balance their work and home lives.
New Employment Services Trial (NEST) - Eligibility, Referral and Commencement
|
Resource |
This Guideline outlines who is Eligible for Enhanced Services in the New Employment Services Trial (NEST).
Chief Executive Certification for Government Advertising Campaigns - Certification Statement — Skills, JobTrainer campaign phase two
|
Resource |
Certification statement for the JobTrainer campaign phase 2 showing that the Secretary of the Department of Education, Skills and Employment certifies that this campaign complies with the Guidelines on Information and Advertising Campaigns by
ACTIONS: Using workforce data to improve your workforce planning
|
Systematic workforce planning aligns businesses and human resource needs to improve business outcomes.
ACTIONS: Improving transparent communication across your organisation
|
There are high levels of transparency across the organisation.
ACTIONS: Improving managerial competency
|
The quality of managers and team leaders is the single biggest factor in the long-term success of an organisation and new initiatives.
ACTIONS: Providing opportunities for feedback and recognition
|
Women are provided with appropriate encouragement and recognition of their skills and how those skills can be used to progress their career.
ACTIONS: Identifying female role models and opportunities for mentorship
|
To understand the career paths available to them, women need to hear stories of senior female leaders who have been successful in their field of work.
ACTIONS: Establishing flexible career pathways and mobility
|
Flexibility is built into career models with pathways allowing for different life stages and changing requirements.
ACTIONS: Improve the onboarding of women into your organisation
|
Organisations communicate the activities they have in place to support women who are returning to the workforce.
ACTIONS: Improve your organisation's recruitment selection process
|
The selection process is open, transparent, free of biases and encourages women to participate in the selection process.
ACTIONS: Develop an employee value proposition for your organisation
|
The employee value proposition (EVP) portrays how the labour market and employees perceive the value employees gain by working in an organisation.
ACTIONS: Improving job advertisements
|
Job advertisements represent the ‘face’ of the organisation and send a strong signal about an organisation’s culture and values, and available job opportunities.
ACTIONS: Improving job design
|
How a job is designed has a major impact on employee motivation, job satisfaction, absenteeism, and turnover.
ACTIONS: Improving your organisation's reputation
|
Organisations have a positive reputation in the broader community and are recognised as an employer of choice.
ACTIONS: Workforce planning to deliver business outcomes
|
Systematic workforce planning aligns businesses and human resource needs to improve business outcomes.
ACTIONS: Engagement and awareness of flexible work
|
Policies and practices surrounding flexible work should be clear and accessible for all employees and their managers.
ACTIONS: Monitoring progress of women's participation
|
There is ongoing monitoring of women’s participation, and insights are addressed in a timely and efficient manner.
ACTIONS: Ensure all infrastructure meets needs of all employees
|
The physical work environment (uniforms, equipment and facilities) is safe, suitable, clean, well maintained and meets the needs of all employees.