Planned initiatives for 2013/14

The following strategic priorities have been identified for 2013/14.

Review of the EO Act

A review of the EO Act is expected to be undertaken by the Commission. Such a review is likely to consider how best to ensure the efficient and effective achievement of the objects of the EO Act are met, and the interplay between the EO Act and the PSM Act, as well as other relevant Commonwealth legislation. The DEOPE will make a submission to any review, and will be pleased to work with the Commission in supporting this important work.

New evaluation models

There will be a greater focus on monitoring and evaluating the extent to which public authorities are placing a strong results focus on their activities in 2014. This will be progressed through the introduction of outcomes evaluation frameworks and enhanced assurance and audit activities undertaken in conjunction with the Commission.

From planning to implementation

The commitment of public authorities to workforce and diversity planning is to be commended. The State of the sector 2012 reported that workforce plans now cover 99 per cent of the public sector workforce. The challenge is to translate those plans to implementation. The focus will therefore be on working with public authorities on moving forward with measurable activities to further the diversity agenda.

New reporting mechanisms

Currently there is some duplication in the timing and presentation of data and information in reporting products associated with the DEOPE functions with other workforce planning and reports produced by the Commission. Through 2013/14 these will be assessed with a view to further streamline the reports, increase the availability of comparative data and link this to strategic workforce issues facing public authorities as a whole.

Senior women in public sector leadership project

The State of the sector 2012 reported that the representation of women within the SES in the public sector increased from 19.1 per cent in 2000 to 27.6 per cent in 2012. The same report notes that, comparatively, the Western Australian public sector has not performed as well as other jurisdictions and in 2012 has the lowest representation of women in SES positions compared with all other Australian state and territory jurisdictions.

As shown in Figure 1, the representation of women in the SES has increased to 29.2 per cent in 2013, however this is still lower than most other jurisdictions.

Figure 1: Representation of women in SES positions in Australian State and Territory jurisdictions in 2011 to 2013. For sources see Inter-jurisdictional workforce data references in Appendix E.

Click on the image to enlarge

Figure 1: Representation of women in SES positions in Australian State and Territory jurisdictions in 2011 to 2013. For sources see Inter-jurisdictional workforce data references in Appendix E.

In response to this situation, the Public Sector Commissioner has committed to a project to examine the motivations, beliefs, goals, internal conflict and values of senior women in the public sector in relation to work and to identify what could encourage and support more women to take on leadership roles in the public sector. The DEOPE will work in collaboration with the Commission on this important project, which will include supporting the analysis of survey results to gain a greater insight into the leadership journey of senior women and examining ways of sharing the information gathered to a broad audience.

Review of Strategic directions for the public sector workforce 2009­-2014

The expiry of this sector-wide strategy will provide an opportunity to consider the strengths and weakness of the previous planning frameworks and strategies designed to support the objectives identified for that strategy in 2009.

 


Page last updated 15 July 2014