The use of the term “Aboriginal” within this document refers both to Aboriginal peoples and Torres Strait Islanders.

“Targeting Aboriginal people by providing specific positions

supports Aboriginal employment and also enhances the

understanding for all staff of Aboriginal issues”

“An increase in the numbers of Aboriginal people working within the Department is a positive step forward

and the training and development afforded to people can only have a

positive flow on effect”

“This is beneficial to our Aboriginal

clients as they can be better supported

by staff who understand their

culture”

“We need Aboriginal employees to

help build other employees

knowledge base and to help the

community”

“Important to have clear strategies toward building an Aboriginal workforce”

 

 

More InformationFurther information about the Aboriginal Learning and Development Strategy and initiatives of this Strategy can be obtained by contacting 1800 622 258 and asking for:

• Human Resources Employment Services• Learning and Development Centre, or• Aboriginal Engagement and Coordination Directorate

AboriginAl LEARNING AND DEVELOPMENT STRATEGY

2013 - 2015

“Aboriginal business is everyone’s business”

20%

Where we have come from:The Aboriginal Services Framework (2012) emphasises the importance of learning and development for all staff. This emphasis on learning and development aligns with the focus on building the Department as a learning organisation. The Aboriginal Learning and Development Strategy 2013 provides a clear pathway around how the Department supports:

• Learning and development strategies for Aboriginal staff, and;• Aboriginal cultural learning for all staff.

Where we want to be:This Strategy provides the framework for developing our Aboriginal staff and providing support to our non-Aboriginal staff in building their knowledge, skills and understanding in working with Aboriginal children, families and communities.

What does this mean for me?• Learning and development strategies for Aboriginal staff include pathways to qualifications commencing with the Diploma

of Child Youth and Family Intervention; support and coaching; performance development through supervision and Reaching Forward; and on-the-job learning through the local learning team, opportunities for job rotation, secondments and higher duties/acting opportunities.

• Localised support for Aboriginal staff who aspire to progress in their career to leadership in the Department. • Aboriginal cultural learning focuses on the continuing development of knowledge and relational skills for all staff to work

effectively with Aboriginal children, families and communities, commencing with the on-line, self-paced Aboriginal Cultural Appreciation package.

• Aboriginal Practice Networks are District based forums for all staff focusing on continuous Aboriginal cultural learning at the work unit level.

“The better the understanding of culture the better the service delivery”

The Aboriginal Learning and Development Strategy complements the People Development Framework, and responsibility for implementation rests with all areas of the Department. It is up to all staff, Aboriginal and non-Aboriginal, to build on the capacity and strength of our staff, and ensure we are an organisation that values Aboriginal people and the contribution they make in delivering our services to children, families and communities.

“Cultural Learning needs to be a continual focus of the districts”

“Aboriginal business is everyone’s business”

• Online Aboriginal Cultural Appreciation training

• Cultural Competency training – online and at LDC

• Individual learning pathways - skills, leadership, e-learning, career development

• Qualifications pathways• Structured learning to

complement our practice frameworks

70%Work-based

learning

Everyone's business

Collaborative Learning and Networking

Targeted programs

10%Formal learning

(all staff)

Common programs

• Coaching and support• Supervision and perfomance

development• Job rotation and higher duties

opportunities• Buddy System supporting

on-the-job learning using local L&D teams

• Aboriginal Practice Networks• Workshops, including

Aboriginal Practice Leader Workshops

• Local and directorate-specific cultural learning strategies

• Encouraging participation in district local learning teams

• Traineeships & cadetships• Qualifications pathways• Individual learning pathways

– skills, leadership, e-learning, career development

• Maximising employee participation in structured learning

non-Aboriginal Staff

The Department for Child Protection and Family Support has a strong commitment to learning and development for all staff. Nearly half of all children in care are Aboriginal and it is a priority for the Department to ensure we are able to recruit, retain and develop our Aboriginal staff, while also supporting the cultural learning of our non-Aboriginal staff to build cultural competence and understanding across the Department.

The Aboriginal Services Framework lays the foundation for how the Department works effectively with Aboriginal children, families and communities - clearly outlining the responsibility for all staff within the Department to be able to work effectively with Aboriginal people.

Department for Child Protection and Family Support lEArning AnD DEVEloPMEnT STrATEgY 2013 - 2015 Aboriginal

Staff

The Aboriginal learning and Development Strategy has two components:• learning and development strategies for

Aboriginal staff• Aboriginal cultural learning for all staff

• Facilitating local and directorate-specific cultural learning opportunities

• Aboriginal Practice Networks, including cultural competency training at a district level

• Encouraging district local learning teams to understand local Aboriginal practice in context

• Aboriginal Practice Networks

• Ensuring all learning opportunities consider the Aboriginal context

• Consultation with Aboriginal Practice Leaders and other Aboriginal staff