DEEWR’s Mura Kaimel – Yarrangi Plan

DEEWR’s Mura Kaimel – Yarrangi Plan

Everybody Together – Belonging to Us

Mura Kaimel – Yarrangi

Mura Kaimel – Yarrangi sets out how DEEWR will improve the recruitment, retention and career development opportunities for Aboriginal and Torres Strait Islander peoples Mura (Moo-rah) Kaimel (Kye-Mel comes from the Torres Strait Islander group Kala Lagaw Ya and means ‘All or everybody together’. Yarrangi (Yarranee) is an Aboriginal word from the Gooniyandi language, which is spoken by approximately 100 people in the Fitzroy Crossing area meaning ‘belonging to us’.

Goals

Recruit more Aboriginal and Torres Strait Islander peoples across all areas of DEEWR

  • Build the capabilities of DEEWR's workforce
  • Enrich DEEWR's culture and diversity
  • Increase the representation of Aboriginal and Torres Strait Islander peoples across all areas of the department

Retain our Aboriginal and Torres Strait Islander employees

  • Create a workplace environment in DEEWR that supports the cultural needs and expectations of Aboriginal and Torres Strait Islander peoples
  • Strengthen internal support networks
  • Build DEEWR's reputation as an employer of choice for Aboriginal and Torres Strait Islander peoples

Develop the careers of our Aboriginal and Torres Strait Islander employees

  • Provide greater opportunities to broaden capability and work experience
  • Provide learning and development that is responsive and meets the needs of our Aboriginal and Torres Strait Islander employees
  • Provide opportunities to build leadership skills

Approach

We will achieve the aims of this plan through a collaborative approach which involves the Mura Kaimel – Yarrangi National Committee working in partnership with DEEWR’s People and Leadership Committee, DEEWR's People Group and other key stakeholders.

The Mura Kaimel-Yarrangi Plan will be reviewed annually and revised every three years to ensure its effectiveness in addressing attraction, retention and learning and development priorities for DEEWR’s Aboriginal and Torres Strait Islander peoples.

To promote continuous improvement and ensure the ongoing effectiveness of the Mura Kaimel-Yarrangi plan an annual 'action plan' will be developed to focus efforts on priority outcomes outlined in the strategy. The action plan will be a living document and a practical tool for achieving the outcomes in the strategy. The action plan will be reviewed every twelve months to measure its effectiveness and ensure that the priorities outlined in the action plan are current. The review will help to identify priorities to focus on in the following year.

Monitoring AND Measuring

The Mura Kaimel – Yarrangi Committee plays an important role recommending strategic approaches to recruit, retain and develop the careers of Aboriginal and Torres Strait Islander peoples in DEEWR. As such it is important that the committee's understanding of what motivates and engages our Aboriginal and Torres Strait Islander employees is supported by regular reporting and analysis from our human resource information systems.

This information will provide the committee with an improved understanding of DEEWR's Aboriginal and Torres Strait Islander employees and will help target strategies and monitor DEEWR's progress against the goals of this plan.

Key Result Areas

Through the efforts of the Mura Kaimel – Yarrangi Committee and right across DEEWR we will want to see:

  • more Aboriginal and Torres Strait Islander peoples applying for jobs in DEEWR;
  • an increase in the number of Aboriginal and Torres Strait Islander peoples working in DEEWR
  • better career and development opportunities for Aboriginal and Torres Strait Islander peoples working in DEEWR
  • increased engagement and job satisfaction for Aboriginal and Torres Strait Islander peoples working in DEEWR
  • increased membership of Aboriginal and Torres Strait Islander employees on DEEWR governance committees
  • an increase in Aboriginal and Torres Strait Islander employees in managerial and supervisory positions
  • a clear and accurate profile and demographic of our Aboriginal and Torres Strait Islander employees
  • DEEWR will use a range of measures and establish a range of targets to gauge success against the Key Result Areas. In particular, DEEWR’s Reconciliation Action Plan will outline specific targets for June 2010 and beyond.

Roles AND Responsibilities

Mura Kaimel – Yarrangi National Committee

The role of the Committee is to advise DEEWR's People and Leadership Committee (PLC) on strategic people management issues relating to recruitment, retention and career development programs specific to Aboriginal and Torres Strait Islander employees.

Specifically, the Committee will contribute towards positioning DEEWR as an employer of choice for Aboriginal and Torres Strait Islanders by:

  • Design and recommend strategic approaches to recruit, retain and develop the careers of Aboriginal and Torres Strait Islander employees
  • Lead and guide the development, implementation and evaluation of the Mura Kaimel - Yarrangi Plan
  • Identify issues affecting the recruitment, retention and career development of Aboriginal and Torres Strait Islander employees in DEEWR, and making recommendations to address these issues
  • Advise and consult with the DEEWR Consultation Committee (DCC) on Mura Kaimel - Yarrangi issues, through the DCC Aboriginal and Torres Strait Islander employee representative.

The Executive

  • Lead and support the objectives of Mura Kaimel – Yarrangi
  • Ensure the implementation and effectiveness of Mura Kaimel- Yarrangi objectives
  • Identify opportunities to link with other initiatives/bodies relating to Mura Kaimel-Yarrangi

Indigenous Leader

  • Lead and support the activities of the Committee
  • Ensure the effective functioning of the Committee
  • Promote DEEWR’s Mura Kaimel – Yarrangi Plan internally and externally
  • Sponsor Mura Kaimel - Yarrangi issues to PLC and Executive Meeting (EM) as required
  • Informing and advising the Secretary on Mura Kaimel - Yarrangi matters
  • Demonstrate leadership to Mura Kaimel - Yarrangi representatives and other Aboriginal and
  • Torres Strait Islander employees.

State/Group/Branch Managers

  • Lead and support the objectives of Mura Kaimel-Yarrangi
  • Encourage membership of the local Mura Kaimel-Yarrangi committees
  • Support Mura Kaimel-Yarrangi representatives and members in their role
  • Support and promote Mura Kaimel-Yarrangi activities within their State, Territory, Group or Branch
  • Consult with the local Mura Kaimel-Yarrangi committee on internal issues that may affect Aboriginal and Torres Strait Islander employees

Corporate

  • Lead and support the objectives of Mura Kaimel-Yarrangi
  • Work with the Mura Kaimel-Yarrangi committee and senior managers to develop, promote and implement recruitment and retention strategies for Aboriginal and Torres Strait Islander peoples
  • Provide the Mura Kaimel – Yarrangi Committee with analysis and accurate reporting from DEEWR’s human resource information systems
  • Circulate internal information relevant to Aboriginal and Torres Strait Islander employees
  • Provide support for the national committee’s activities, including arrangement of regular national meetings and provision of secretariat services
  • Provide up to date reports on the status of agreed outcomes to DEEWR leadership committees
  • Encourage consultation with Aboriginal and Torres Strait Islander employees on people management initiatives in DEEWR
  • Identify opportunities to link with other initiatives/bodies relating to Mura Kaimel – Yarrangi

DEEWR Employees

  • Promote and support Mura Kaimel- Yarrangi
  • Contribute to creating an inclusive environment in DEEWR
  • Support the Mura Kaimel-Yarrangi Network