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ADOPTED EQUAL EMPLOYMENT OPPORTUNITY MANAGEMENT PLAN

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ADOPTED EQUAL EMPLOYMENT OPPORTUNITY MANAGEMENT PLAN Powered By Docstoc
					                 MOSMAN MUNICIPAL COUNCIL


               ADOPTED
     EQUAL EMPLOYMENT OPPORTUNITY
           MANAGEMENT PLAN
                                     2005/2008




Executive Summary
This Plan addresses the provisions of s345 of the Local Government Act 1993 relating to
Equal Employment Opportunity and is based on the premises that:

An effective EEO Management Plan aims to:

   better meet customer service requirements;
   ensure that the talents of all staff are fully recognised and used in accordance with the
   merit principle;
   eliminate and ensure the absence of discrimination in employment on the grounds of
   race, sex, marital status, age, religious background, disability, sexual preference and any
   other grounds as prescribed by Anti Discrimination legislation;
   redress past disadvantages; and
   achieve a fair distribution of people in the EEO groups (that is, women, people from a
   non-English speaking background, Aboriginal people and people with a disability) in all
   levels and types of work.

The strategies outlined in this Plan address these aims by way of collecting and monitoring
information on the present situation, determining what improvements are needed,
establishing procedures and systems to ensure proper practices, measuring their
effectiveness and continuing an education process.
                                         (Contribution: Dept. of Local Government and Co-operatives Newsletter, November, 1993)




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                  Mosman Municipal Council - Equal Employment Opportunity Management Plan



Introduction
The Local Government Act 1993 required each Council to prepare and implement an EEO
Management Plan by June 30, 1994. Section 345 specifies what should be included in the
plan.

    [s345]      Preparation and implementation of management plans

    345      (1) [Equal opportunity] A council must prepare and implement an equal
             employment opportunity management plan in order to achieve the objects of this
             Part.

             (2) [Provisions] The plan is to include provisions relating to:

                 (a)   the devising of policies and programs by which the objects of this Part
                       are to be achieved; and
                 (b)   the communication of those policies and programs to persons within
                       the staff of the council; and
                 (c)   the collection and recording of appropriate information; and
                 (d)   the review of personnel practices within the council (including
                       recruitment techniques, selection criteria, training and staff
                       development programs, promotion and transfer policies and patterns,
                       and conditions of service) with a view to the identification of any
                       discriminatory practices; and
                 (e)   the setting of goals or targets, where these may reasonably be
                       determined, against which the success of the plan in achieving the
                       objects of this Part may be assessed; and
                 (f)   the means, other than those referred to in paragraph (e), of evaluating
                       the policies and programs referred to in paragraph (a); and
                 (g)   the revision and amendment of the plan; and
                 (h)   the appointment of persons within the council to implement the
                       provisions referred to in paragraphs (a)-(g).

             (3) [Consistent provisions] An equal employment opportunity management plan
                 may include provisions, other than those referred to in subsection (2), that
                 are not inconsistent with the objects of this Part.

             (4) [Amendment] A council may, from time to time, amend its equal employment
                 opportunity management plan.


This Plan addresses each of the provisions listed as 2 (a)-(h) above, and should be read in
conjunction with MOSPLAN Sub-Program 2.05 Human Resources, attached as Appendix A.




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                Mosman Municipal Council - Equal Employment Opportunity Management Plan




EEO Management Plan Provisions - s345 Local Government Act 1993

Provision (a) (s345 L.G. Act 1993): "Devise policies and programs by which the
objects of the Part (EEO) are to be achieved."

Council in its first EEO Management Plan (1994/95) adopted a number of policies. EEO
issues are considered with the review of any adopted Council policies and are also
addressed as trends or practices emerge which do not conform to EEO principles. Personnel
policies are reviewed on a continuing basis. The Executive Officer - Corporate and Human
Development has carriage of this task.

To achieve EEO legislative requirements and meet EEO principles, Council has adopted the
following policies:

EEO Policy

Policy Statement            Mosman Council is committed to the principles of Equal Employment
                            Opportunity (EEO). It aims to provide a work environment that fosters
                            fairness, equity, respect for social and cultural diversity, and is free
                            from unlawful discrimination, harassment and vilification as
                            determined by the legislation.

                            In fulfilling this commitment, Council will:
                                  Foster an organisational culture which recognises and respects
                                  the diversity in the social and cultural backgrounds of all staff
                                  and customers.
                                  Provide equal opportunity by removing barriers to participation
                                  and progression in employment.
                                  Ensure that management decisions are made without bias.
                                  Ensure decision-making is transparent.
                                  Strive to ensure fair outcomes in all areas of employment,
                                  including recruitment, training and development, promotion,
                                  transfer, supervision and management of staff, access to
                                  information and conditions of employment.
                                  Redress any past disadvantage by improving employment
                                  outcomes for women, people of Aboriginal and Torres Strait
                                  Islander background, people from a non-English speaking
                                  background and people with a disability.
                                  Ensure that staff are aware of their rights and responsibilities
                                  under this policy.

EEO Policy – Workplace Harassment

Policy Statement             Mosman Council is committed to providing employees with a work
                             environment that is free from intimidation, threat, offence and
                             humiliation. Mosman Council will not tolerate any types of
                             harassment.

                             Everybody should feel free and comfortable in the workplace and
                             secure that any differences are respected. To ensure this, the work
                             environment must be free from any type of harassment or
                             behaviour.

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                 Mosman Municipal Council - Equal Employment Opportunity Management Plan



EEO Policy - Workplace Grievance

Policy Statement             It is Mosman Council's policy to maintain a harmonious working
                             environment which affords equality of opportunity. Council
                             recognises the right of individuals to express their concern about
                             work related issues and has an official avenue to resolve employees'
                             genuine grievances and complaints in a fair and timely manner.

                             In the first instance, all efforts will be made to resolve the complaint
                             directly between the parties in a low-key manner and at the lowest
                             levels of the organisation.

                             However, if a formal complaint is lodged, grievance handling will be
                             guided by the principles of complete confidentiality, impartiality,
                             timeliness, fairness and conciliation.


EEO Policy - Workplace Bullying

Policy Statement             Mosman Council is committed to providing a workplace that is free
                             from bullying. Working relationships and standards of behaviour
                             between staff are important workplace issues and Council advocates
                             that all people should be treated with respect and that all staff should
                             develop awareness about the impact of their behaviour on others.


Mosman Council understands that to be effective, EEO requires the active participation of
Staff, Managers and Councillors and is committed to the following principles; that

Staff have the right:
      to the opportunity to be selected for promotion on merit;
      of access to all appropriate benefits and conditions;
      to be free from harassment in the workplace; and
      to expect that should they make any complaint such complaint will be treated
      confidentially, without prejudice to employment, and that they would be
      advised of outcomes.

Staff have the responsibility:
      to work to full capacity;
      to recognise the skills and talents of other staff members; and
      to respect cultural and social diversity among colleagues and customers.

The General Manager, senior staff and supervisors have the rights and responsibilities of
staff members and also have additional responsibilities, including to treat complaints in a
confidential manner, and to follow them up using appropriate internal grievance mechanisms
and, if necessary, external grievance mechanisms or bodies.

Although the General Manager is ultimately responsible for the implementation of council's
EEO Management Plan, supervisors, managers and senior staff must ensure that the
procedures and policies implemented in their work areas will result in fair outcomes and
work productivity.




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                Mosman Municipal Council - Equal Employment Opportunity Management Plan



They must ensure that:
      the work environment is free from all forms of harassment;
      staff are provided with information that will assist them to carry out their duties;
      and
      all staff members have an equal opportunity to:
             increase skills to meet work demands;
             attend training courses;
             act in higher duties,
             participate in job rotation schemes; and
             apply for available jobs.

In addition, they may have particular responsibilities for implementing equity strategies as
part of Council's EEO Management Plan.

Provision (b) (s345 L.G. Act 1993): "Communicate those policies and
programs to persons within the staff of the Council."

Within three months of commencement new staff attend a formal induction program which
includes discussion of EEO principles, policies and procedures. New staff receive a
comprehensive, regularly updated manual which contains copies of relevant EEO
information.

Provision (c) (s345 L.G. Act 1993): "Collect and record appropriate
information."

Council continues to monitor and address issues arising from the regular (triennial) staff
survey. The Executive Officer has carriage of data collection responsibilities which are
focused on recruitment and selection practices and training and development opportunities.

Statistics on recruitment and selection continue to be collected and the training database
monitors access to staff development and training opportunities. Resources currently do not
permit regular detailed analysis though the information is available to inform specific issues.

Provision (d) (s345 L.G. Act 1993): "Review personnel practices within the
Council (including recruitment techniques, selection criteria, training and staff
development programs, promotion and transfer policies and patterns and
conditions of service) with a view to the identification of any discriminatory
practices."

The Executive Officer - Corporate and Human Development addresses these issues, as
does Sub-Program 2.05 Human Resources in MOSPLAN. Guidelines for advertising,
recruitment, selection and termination procedures continue to be used and refined. The
Executive Officer, in consultation with the Consultative Committee, has carriage of these
tasks. Training is provided for Managers and assistance is available on request for any
EEO matter.

Council's standard forms and practices relating to personnel include:
   position description formats
   sample job advertisement
   attendance form
   time sheet
   overtime claim


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                Mosman Municipal Council - Equal Employment Opportunity Management Plan


   claim for reimbursement of expenses related to training or tertiary study
   application for training
   payroll deduction authority
   work accident and investigation report
   hazard identification report
   details of new staff member
   application for tertiary study assistance
   exit interview

Some of these forms and standard formats have been updated and reviewed with particular
reference to EEO principles. Review takes place as new forms/procedures are created. This
is addressed in MOSPLAN Sub Program 2.05.

Provision (e) (s345 L.G. Act 1993): "Set goals or targets where these may
reasonably be determined, against which the success of the plan in achieving
the objects of this Part (EEO) may be assessed."

MOSPLAN Sub-Program 2.05 Human Resources specifies various objectives and statement
of meansactions with target dates. These are enhanced by the policies, objectives and
strategies included in this EEO plan. The Executive Officer will develop any further
performance indicators as necessary.

Provision (f) (s345 L.G. Act 1993): "[Identify] the means, other than those
referred to in Provision (e), of evaluating the (EEO) policies and programs."

The success of Council's EEO Management Plan will be assessed in conjunction with
MOSPLAN quarterly reviews, with a separate report at the end of each financial year as part
of the statutory Annual Report.

The recommended performance indicators and statistics and records kept will be used as
the basis of the evaluation. A survey of staff is undertaken triennially, the next in 2007.

Provision (g) (s345 L.G. Act 1993):             [Statement concerning] "the revision and
amendment of the Plan."

In the surveys undertaken in 2001 and 2004, staff requested that EEO matters be addressed
as part of the Consultative Committee, instead of through a separate EEO Committee. This
request has been endorsed by the Committee. All future revisions, assessments and
amendments of the EEO Management Plan will be noware to be formally made following
consultation with the Consultative Committee on an annual basis in conjunction with the
MOSPLAN review.

Provision (h) (s345 L.G. Act 1993): "Appointment of persons within the Council
to implement the provisions referred to in (a)-(g)."

The Executive Officer - Corporate and Human Development position is directly accountable
to the General Manager and, carries responsibility for the implementation and carriage of
Council's policies and objectives in relation to EEO principles,

A specific list of strategies and tasks related to EEO are addressed as part of
the Council's Management Plan, and are included in MOSPLAN Sub Program
2.05.


Adopted 6 June 2005Reviewed April 2007                                                    Page 6

				
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Description: ADOPTED EQUAL EMPLOYMENT OPPORTUNITY MANAGEMENT PLAN