People and HR - internal consultations

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Department of Agriculture, Water and the Environment

People Division provide a range of services, information, support and advice relating to human resources and integrity.

On this platform, you will have the opportunity to have your say on a range of people-related strategies, plans and policies.

We encourage you to use this as an opportunity to have your say to influence outcomes.

See the below consultation tab for items currently open for engagement.

People Division provide a range of services, information, support and advice relating to human resources and integrity.

On this platform, you will have the opportunity to have your say on a range of people-related strategies, plans and policies.

We encourage you to use this as an opportunity to have your say to influence outcomes.

See the below consultation tab for items currently open for engagement.

  • CLOSED: This survey has concluded.

    Welcome. 

    You are invited to share your comments and feedback on the department’s draft Reconciliation Action Plan 2020-2023.

    Your feedback will ensure our established reputation as an employer of choice for Aboriginal and Torres Strait Islander peoples is continued; and to further endorse and promote our commitment to the employment, retention and career development of Aboriginal and Torres Strait Islander staff across all levels of policy and program areas.

    Before completing this survey, please read the draft Reconciliation Action Plan 2020-2023.

    Submissions close COB on 17 June 2020.

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  • CLOSED: This survey has concluded.

    Have your say on our draft leave policy

    The leave policy covers the various types of leave available for employees under the Department of Environment and Energy Enterprise Agreement and Biosecurity and Veterinarian Determination, and the different requirements for accessing these leave types.

    The policy has been revised in response to feedback from staff and to ensure that it is fit for purpose for our expanded workforce and the operational requirements of the Department of Agriculture, Water and the Environment.

    While the updated policy includes a range of changes, the key amendments being proposed include:

      • Re-introducing the former Department of Agriculture entitlement for an employee to take up to two weeks of paid personal leave immediately following a period of paid maternity leave.  This change is being proposed in response to feedback received from the consultation with the Chief People Officer held in February. Further, it is also proposed that this provision be backdated to the date of the Machinery of Government change. 
      • Revisions to maternity leave arrangements to ensure employees are able to apply for any combination of full pay and half pay maternity leave, surrogacy arrangements, and a provision for a pregnant employee to be transferred to a safe job.
      • The amount of additional annual leave an employee can purchase is proposed to be reduced from 10 weeks to 4 weeks.  This change reflects the operational needs of our new department and supports equity across our entire workforce. Employees will continue to have access to annual and long service leave at half pay to assist with taking an extended break from work.
      • The amount of purchased leave an employee can take is proposed to be increased to a minimum of five days. This change is to promote equity with part-time employees.
      • Emergency services leave has been revised to include the provisions of the Prime Minister’s Directions which entitles employees involved in emergency services with a minimum of 20 days of paid leave each year.

    The policy is now available for consultation, please note that the consultation period has been extended to Friday 5 June. You are encouraged to read the draft policy and provide feedback.

    A consolidated response to feedback received via the consultation process will be made available via the intranet.

    Please note this policy will not apply to employees covered by the Meat Inspectors determination.


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  • CLOSED: This survey has concluded.

    We are bringing together our diversity networks in DAWE and we want to hear from you!

    The following survey is an opportunity for you to have your say on what diversity means to you and how our diversity networks will operate in the future in our department.

    In addition to the survey existing Ambassadors and Chairs will also run virtual workshops with staff to discuss the purpose and role of the networks in more detail.

    Our diversity networks are important. They raise awareness, make positive, active contributions to our department’s culture and implement the department’s inclusion initiatives.

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  • CLOSED: This survey has concluded.

    Our Core 4 values are here! The 4 values, Working together, Courage, Diversity and Excellence describe how we will work with each other and our stakeholders to deliver against our Purpose, Objectives and Priorities. 

    What does each value mean?

    • Working together: We collaborate, share information, and actively look for opportunities to connect across the department, and with our stakeholders, partners and the community. We need to look after each other, support each other and work as a team.
    • Courage: We look for opportunities to innovate, try new things and engage with risk. We call out unacceptable behaviour, and we own up to and learn from our mistakes. 
    • Diversity: We are a diverse workforce both in who we are and the work we do. We listen to, and draw on the expertise, knowledge and experience of others to get the best outcomes for our department.
    • Excellence: We accept personal responsibility for our work, use data and research to make well-informed decisions and measure our outcomes. We invest in capability and performance to deliver our goals and reinforce our reputation as an organisation of excellence.

    Our Core 4 are anchored by safety which is at the centre of everything we do, and integrity which runs through all aspects of our work.

        Safety: We are all safety leaders who contribute to building and maintaining a proactive safety culture, where the physical and mental wellbeing of people is prioritised.

        Integrity: We embrace a pro-integrity culture that is ethical, fair and appropriate.

    Over time we will be measuring and reporting on the success of how we are aligning our behaviours and embedding our values in the department. To be able to measure our progress, we need to understand our starting point. 

    The insights you provide through this survey will be used to understand our culture baseline, inform strategy development and track our future progress. Having a strong evidence base for measuring our culture supports our value of excellence

    The survey will only take a few minutes to complete.

    Submissions close COB on Friday 19 February.

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