Disability Action Plan
Annex C - Strategies to achieve the Commonwealth Disability Strategy (CDS) Outcomes - Action Plan
| STRATEGIES How will this be achieved? | PERFORMANCE MEASURES How will we measure our success? | Timing | Action |
|---|---|---|---|
| A Employee awareness raising | That the actions listed have occurred: | ||
| - the CDS and the Plan are available to all employees on PC Net and from Personnel | Feb 08 | CSB | |
| - the CDS and the Plan are promoted at appropriate opportunities | ongoing | Chairman/HOO CSB/Trainers/ Inductors | |
| - training, information for selection panels and induction programs include appropriate information | ongoing | CSB/Inductors | |
| B Internal policies and procedures incorporate CDS principles | - internal policies and procedures consider the needs of employees and stakeholders with disabilities | ongoing | Authors/CSB/ MCM/PCCC |
| - investigate opportunities to provide work experience, mentoring, employment | ongoing | CSB/Diversity Co-ordinator | |
| - networking with other agencies and organisations | ongoing | CSB/Diversity Co-ordinator | |
| C When undertaking core business assess the impact of policy proposals on the lives of people with disabilities | - including in our activity checklists the requirement to consider CDS principles and recording such consideration in the public document or internal records | ongoing | FACs/ Branch Managers/ Inq/Res Directors |
| - providing guidance to employees on steps to be considered by having available an appropriate checklist (Annex B) | ongoing | CSB/FACs/ Branch Managers/ Inq/Res Directors | |
| D Consultation to be initiated where considerations reveal a likely impact on the lives of people with disabilities | That the actions listed have occurred: - to be determined on a case-by-case basis as this is likely to vary according to individual circumstances | ongoing | CSB/FACs/ Branch Managers/ Inq/Res Directors |
| E Where identified, or people with disabilities self-identify, the need for information in formats other than those normally provided, endeavour to meet such needs in a timely manner | - ensuring PC website complies with Government online requirements for accessibility | ongoing | PC Website Unit |
| - meeting all reasonable requests for audio or Braille formats as soon as possible | ongoing | MAPS or relevant project team Diversity Co-ord | |
| - undertaking any other reasonable actions to ensure timely accessibility to Commission information | ongoing | Inq/Res team/ PC Website Unit/MAPS Diversity Co-ord | |
| - maintain a ‘register of requests for information and assistance’ to assist in planning and reporting under Section G. | ongoing | Diversity Co-ord | |
| - publish on PC Net a register of providers of diversity information and services with costings and delivery times to facilitate requests in a timely manner | ongoing | Diversity Co-ord | |
| F Ensure PC activities are undertaken in premises accessible to employees and stakeholders with disabilities | That the actions listed have occurred: | ||
| - having regard to these needs in respect of existing premises, when considering new premises or conducting PC activities externally | ongoing | Commissioners/ CSB/Branch Heads/ Admin Assts/ | |
| - appropriate arrangements are made to specifically assist people with disabilities with access to premises and venues | ongoing | Commissioners/ CSB/Branch Heads/ Admin Assts/ | |
| G Recognising external reporting obligations and meeting CDS reporting requirements | - reporting against appropriate CDS performance indicators for the PC’s annual report | annually | CSB/Diversity Co-ord |
| - maintaining appropriate records on the various performance measures (including the 'register of requests for information and assistance' as noted in Section E of this table) | ongoing | Diversity Co-ord | |
| H Providing avenues by which to raise issues and concerns relating to disability matters | - for external stakeholders, setting out avenues in the PC's Service Charter | existing | As specified in Charter |
| - for employees, as set out in the PC's Collective Agreement and AWAs | existing | As specified in Review of Action Policy | |
| I Monitoring and reviewing this Plan | That the actions listed have occurred: | ||
| - MCM to receive a report from the Diversity Co-ordinator every six months | ongoing | Diversity Co-ord SERWD | |
| - keeping employees informed on progress with the Plan through 'all staff' meetings, PC Net, Staff News articles and other avenues at appropriate intervals | ongoing | Chairman/ CSB Diversity Co-ord | |
| - reviewing the Plan ahead of its nominated expiry date or in light of any significant changes to the CDS | 2010 | CSB/Diversity Co-ord/ SERWD |