"Business Opportunity Evaluation Tool - DOC"
EEO Management Plan: Evaluation Tool Updated: August 2010 Equal Employment Opportunity Management Plan Evaluation Tool Agency: ______________________________________ Plan Life: _____________ to ______________ Officer submitting Plan: _______________________ Contact number: _________________ Consultant assigned to agency: __________________ Consultant assigned to peer review: _________________ Date submitted for review: ____________________ Trim Ref: ______________ Preparation and implementation of management plans [Equal Opportunity Act 1984, Section 145(1)] Each authority shall prepare and implement an equal opportunity management plan to achieve the objects of Part IX of the Equal Opportunity Act 1984. The Director of Equal Opportunity in Public Employment (DEOPE) provides a framework and guidelines for authorities to use in the preparation of Equal Employment Opportunity (EEO) Management Plans. EEO Management Plans can be independent documents or integrated into other planning processes of the organisation such as the Human Resources Plan, Business Plan or Strategic Management Plan. Organisations need to consider how they can most effectively achieve the EEO and diversity outcomes relevant to their business needs. Workforce diversity is a business imperative and is part of good human resource management practice. An inclusive and accepting workplace has benefits for all employees. A diverse workforce will attract and retain quality employees, which translates into effective business decisions and effective service delivery. Coverage with respect to compliance requirements [Equal Opportunity Act 1984, section 145(2)] This evaluation tool is an assessment of the extent to which the EEO Management Plan demonstrates coverage of the requirements of Section 145(2)(a)–(h) of the Equal Opportunity Act 1984 (the Act). The DEOPE must be satisfied with the extent to which agencies are meeting obligations of the Act through effective development and implementation of EEO Management Plans. Levels of coverage are assessed as Covered Poorly (CP), Covered Adequately (CA) or Well Covered (WC). Page 2 of 10 Requirement Elements to look for Coverage Evaluation Comments CP, CA or WC Section 145(2)(a) – devise policies and programs by which the objects of this Part are to be achieved. The Plan includes provisions EEO policies and programs meet the three outcomes: relating to relevant policies and Outcome 1: Workplace is accountable and free from programs to be designed and sexual and racial harassment. implemented for success of the Plan to be achieved. Outcome 2: Workplace is free from bias and unlawful discrimination. Outcome 3: Workplace has strategies in place for EEO groups to achieve workforce diversity. EEO and diversity management issues/outcomes have been incorporated into agency planning and link to agency Plans/Reports: Strategic Plan. Vision / Mission Statement. Workforce Plan / Operational Plan. Employee Handbook (Induction). Code of Conduct. Annual Report. Optional: An Equity and Diversity Committee has been established to monitor and implement the EEO Management Plan. Page 3 of 10 Requirement Elements to look for Coverage Evaluation Comments CP, CA or WC There is evidence of leadership CEO leadership statement reflects the expectations for with relation to the promotion of all staff by: the Plan (consistent with Objects encouraging all staff to embrace equity and (s.140) and Responsibility diversity; (s.141)) promoting workforce diversity; and encouraging all staff be aware of the Plan and share responsibility for implementation and input. CEO leadership statement states that the Plan is a live document, promotes the achievements of the previous Plan and is signed and dated. CEO leadership statement is aligned to outcomes stated in the CEO’s Management Performance and Development Plan. Section 145(2)(b) –Communication of policies and programs to persons within the authority. The organisation has strategies A communication strategy exists to ensure awareness of in place that communicate the the relevant equity and diversity policies and programs. Plan’s policies and programmes Methods can include: to all employees within the intranet; organisation. induction process; EEO policy; Code of Conduct; EEO awareness training; JDFs; performance development system; team meetings; and newsletters or calendars of events. Page 4 of 10 Requirement Elements to look for Coverage Evaluation Comments CP, CA or WC Section 145(2)(c) –Collection and recording of appropriate information. The agency has strategies in Diversity data collection methods exist within the place for the collection of organisation. These may include: diversity data. WACA/HR MOIR; Diversity Surveys; Employee Perception Surveys; Agency Annual Survey; EEO training feedback forms; and exit survey feedback. The organisation has established The workforce diversity profile may include: an accurate workforce diversity historical data; profile. actual data; targets for the life of the Plan (eg: 2010-2013). The data reflected in the workforce diversity profile should be consistent with the organisation’s How Does Your Agency Compare? report. Targets set should be aligned to outcomes stated in your CEO’s Management Performance and Development Plan. Page 5 of 10 Requirement Elements to look for Coverage Evaluation Comments CP, CA or WC Section 145(2)(d) – The review of personnel practices within the authority (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 organisation has included Policy development and personnel practices incorporate strategies to review the various elements of Part IX and are consistent with personnel practices within the Commissioner’s Circular 02/2010. organisation, with a view to (note: organisation may apply same processes identifying discriminatory followed for development of Reconciliation Action Plan, practices that may be occurring. Sustainability Action Plan, Disability Access and Inclusion Plan and Substantive Equality policies). Review practices can be linked to review mechanisms in policy development. Practices for review may include: HR management policies; Job description forms (JDFs) ; exit surveys; Code of Conduct; Grievance Resolution processes; selection panel training; and performance management systems. Page 6 of 10 Requirement Elements to look for Coverage Evaluation Comments CP, CA or WC Section 145(2)(e) – setting of goals or targets, where these may reasonably be determined, against which the success of the management plan in achieving the objects of this Part may be assessed. The organisation has set The organisation has indicated that: assessable goals or targets which measures of success (MOS) have been set to determine the success of this determine the effectiveness of the Plan; and Part. each initiative/strategy/task is linked to a MOS and a timeframe for completion. ‘Ongoing’ timeframes also indicate the time of year these tasks are performed. The MOS are a good mix of qualitative and quantitative measures. The agency has indicated the MOS link with those set in other organisational planning documents: human resources plan; operational plan strategic plan; or other. Section 145(2)(f) – means, other than those referred to in paragraph (e), of evaluating the policies and programmes referred to in paragraph (a). The organisation has outlined The organisation has developed evaluation methods to other ways in which the policies determine the effectiveness of policies and programs. and programs are to be Evaluation is linked to the organisation’s review evaluated. mechanism (may also be aligned evaluation of HR Plan, Strategic Plan, Operational Plan, etc). A timeframe for evaluation is indicated (e.g. annually, bi-annually, etc). Outcomes are reported to Corporate Executive. Achievements are celebrated and may be published in Annual Report and newsletters. Page 7 of 10 Requirement Elements to look for Coverage Evaluation Comments CP, CA or WC Section 145(2)(g) – revision and amendment of the management plan. The organisation has identified A timeframe has been set for review and amendment how the Plan will be revised and to occur (e.g. annually, bi-annually etc). amended. Review and amendment is aligned with other planning processes (eg: HR Plan, Strategic Plan, Operational Plan, etc). Section 145(2)(h) – appointment of persons within the authority to implement the provisions referred to in paragraphs (a) to (g). The organisation has identified The organisation can identify: people who are responsible for the responsible officer for the whole Plan; and implementing and monitoring the various components of the Plan. the responsible officer for each task/initiative. Responsibilities for implementation and monitoring have been distributed appropriately across the organisation (eg: Human Resources, Communications Branch, Corporate Executive, an Equity and Diversity Committee, etc). Page 8 of 10 Page 9 of 10 OEEO COMMENTS AND RECOMMENDATIONS General Comments: Recommendations: Consultant: Contact details: Date: Page 10 of 10