Commitment: Our people
We are committed problem solvers, working together to improve our service and ourselves. Our values guide our motivations and our outcomes.
- We attract, develop and retain committed professional people who are motivated by our values.
- We have an empowered, agile, high performing and resilient team.
Measure of success | Achievements 2020-21 |
Provide a safe and collaborative, yet challenging, environment to encourage and support our people to grow and develop. | - values and achievement-based performance development plans for
all team members created and reviewed annually - monthly one-on-one meetings undertaken focussing on performance
development and key learnings for each team member - delivered employee-led recognition and achievement program
- tested and reviewed business continuity plans
- supported team members’ return to the office according to health
advice about COVID-19 - 100% team members offered flexible working arrangements following
COVID-19, with most continuing to telecommute two days per week
|
Embrace equality, diversity and inclusion, and
understand that different perspectives are
essential for a fair and balanced work environment and scheme. | - review of recruitment practices to ensure they support equality,
diversity, inclusion and human rights - progressed the actions of our Innovate Reconciliation Action Plan,
including increasing team members’ understanding of the purpose
and significance behind cultural protocols, including
Acknowledgement of Country and Welcome to Country and
conducted a review of our cultural learning needs within EWOQ - published an Innovate Reconciliation Action Plan and monitored progress towards its deliverables
- worked to foster an environment that supports and encourages
learning and development - supported awareness-raising campaigns for equality, diversity
and inclusion through internal communication channels - feedback provided through internal meetings and forums, and
directly to the Ombudsman via a confidential email account
|
Invest in learning and development of our team while balancing output. | - 1.5% of salaries budget allocated for training and development
- focussed on social and action learning to develop our team through
project work, higher duties and networking opportunities - continued to develop and deliver training to meet identified needs as
per performance and development plans - completed succession planning for all roles within EWOQ
- prioritised in-house online learning and onboarding throughout
the year
|
Champion the agreed values and behaviours
that each team member has committed to. . | - values and behaviours agreed in annual performance development
and achievement plans - developed priority areas for action from our Working for Queensland
survey results
|
See the official copy of the 2020-21 annual report, as tabled in the Legislative Assembly of Queensland, on the Queensland Parliament's tabled papers website.
