❓ The WA parliamentary question seeks information on strategies to increase Aboriginal representation in management and higher-paying roles within the Department for Child Protection and Family Support. The answer details several programs aimed at both developing existing staff and attracting new Aboriginal employees.
AnsweredQoN 2099Legislative Council
QuestionView source ↗
I refer to the diversity of employees at the Department for Child Protection and Family Support (DCPaFS) and I ask, what strategies are in place to increase the number of Aboriginal people in management and higher paying roles within the DCPaFS?
AnswerView source ↗
Answered
17 February 2015
Responded by
Minister for Child Protection
Response time
117 days
The Department has developed, and is continuing to develop, various strategies to increase the number of Aboriginal people in management and higher paying roles within the Department.
The strategies aimed at developing current employees include:
1. Aboriginal Practice Leaders Development Program
2. Aboriginal Qualification Support Program.
a. Prioritisation for Aboriginal employees to participate in accredited programs.
3. Aboriginal Staff Acting Opportunities Program.
a. The Department will facilitate the participation of one or more secondees to complete short term secondments in Aboriginal organisations as part of their leadership development.
4. Cultural Learning eLearning Program
5. Community Agency Partnership Program
6. Aboriginal Staff Learning and Development Pathways
7. General Division to Specified Calling Career Pathway.
The strategies aimed at attracting and recruiting Aboriginal people, which will eventually lead to advancement opportunities include:
1. Aboriginal Trainee to Case Support Officer (CSO) Career Pathway.
a. The CSO is an entry-level role that, subject to achieving a relevant qualification, can progress to a Child Protection Worker position, consequently providing longer term career advancement.
b. Supporting this strategy are the current strategies of
General Division to Specified Calling Career Pathways
and
Qualification Support Program
that encourage and support the trainee/CSO to complete the
Diploma in Child, Youth and Family Intervention
and progress to obtaining a relevant qualification.
2. Aboriginal Cadetship Program
a. The Department has participated in a program co-funded by the Commonwealth Department for Prime Minister and Cabinet's Indigenous Cadetship Support (ICS) agency to implement an Aboriginal Cadetship Program. This involved supporting nine (9) Aboriginal Cadets over the past 4-years who were/are studying towards a degree in Social Work, Psychology or a relevant Human Science qualification. On completion of their cadetship the cadets are placed in relevant specified calling positions, that provide potential for progression to management and higher paying positions.
3. Aboriginal Graduate Pathways Program - Graduate Welfare Officers
a. Due to Commonwealth funding changes, the Department is developing this program to replace the Aboriginal Cadetship Program. An Aboriginal Graduate Pathways Program will offer eligible graduates in their final year of study an opportunity to undertake a work placement with the Department in a graduate capacity.
b. Prescribed learning pathway, induction and training program as well as work based learning tasks will be developed. Careful consideration will be given to supervision to ensure retention and management development.
4. Aboriginal Graduate Pathways Program - Non-Graduate Welfare Officers
a. This program is intended to attract Aboriginal people studying towards higher qualifications in other areas, e.g. human resources, finance, information technology.
b. Aboriginal students from other degree disciplines will be given the opportunity to enter the workforce via a generalist graduate program, similar to the one being developed for Graduate Welfare Officers.
The strategies aimed at developing current employees include:
1. Aboriginal Practice Leaders Development Program
2. Aboriginal Qualification Support Program.
a. Prioritisation for Aboriginal employees to participate in accredited programs.
3. Aboriginal Staff Acting Opportunities Program.
a. The Department will facilitate the participation of one or more secondees to complete short term secondments in Aboriginal organisations as part of their leadership development.
4. Cultural Learning eLearning Program
5. Community Agency Partnership Program
6. Aboriginal Staff Learning and Development Pathways
7. General Division to Specified Calling Career Pathway.
The strategies aimed at attracting and recruiting Aboriginal people, which will eventually lead to advancement opportunities include:
1. Aboriginal Trainee to Case Support Officer (CSO) Career Pathway.
a. The CSO is an entry-level role that, subject to achieving a relevant qualification, can progress to a Child Protection Worker position, consequently providing longer term career advancement.
b. Supporting this strategy are the current strategies of
General Division to Specified Calling Career Pathways
and
Qualification Support Program
that encourage and support the trainee/CSO to complete the
Diploma in Child, Youth and Family Intervention
and progress to obtaining a relevant qualification.
2. Aboriginal Cadetship Program
a. The Department has participated in a program co-funded by the Commonwealth Department for Prime Minister and Cabinet's Indigenous Cadetship Support (ICS) agency to implement an Aboriginal Cadetship Program. This involved supporting nine (9) Aboriginal Cadets over the past 4-years who were/are studying towards a degree in Social Work, Psychology or a relevant Human Science qualification. On completion of their cadetship the cadets are placed in relevant specified calling positions, that provide potential for progression to management and higher paying positions.
3. Aboriginal Graduate Pathways Program - Graduate Welfare Officers
a. Due to Commonwealth funding changes, the Department is developing this program to replace the Aboriginal Cadetship Program. An Aboriginal Graduate Pathways Program will offer eligible graduates in their final year of study an opportunity to undertake a work placement with the Department in a graduate capacity.
b. Prescribed learning pathway, induction and training program as well as work based learning tasks will be developed. Careful consideration will be given to supervision to ensure retention and management development.
4. Aboriginal Graduate Pathways Program - Non-Graduate Welfare Officers
a. This program is intended to attract Aboriginal people studying towards higher qualifications in other areas, e.g. human resources, finance, information technology.
b. Aboriginal students from other degree disciplines will be given the opportunity to enter the workforce via a generalist graduate program, similar to the one being developed for Graduate Welfare Officers.
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