HR consultation

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Welcome to the HR consultation page

This is where all consultation on matters relating to the department’s HR policies/procedures (excluding EA Guidelines which has its own page) will take place.

All employees are encourages to share their views and feedback, and by doing so, help the department to improve HR policies/procedures, making them more effective and relevant for our people.

The HR People or Workforce and HR Strategy branch will review the feedback and ideas submitted.

Everything you need to get involved in consultation is right here, making it quicker and easier to have your say.

You can subscribe to this page using the ‘Stay informed’ icon to keep up-to-date with progress updates and any new consultations.

See the below Consultation tab for those policies that are currently open for consultation. Summaries of any feedback received will be posted under the Feedback tab below.


Welcome to the HR consultation page

This is where all consultation on matters relating to the department’s HR policies/procedures (excluding EA Guidelines which has its own page) will take place.

All employees are encourages to share their views and feedback, and by doing so, help the department to improve HR policies/procedures, making them more effective and relevant for our people.

The HR People or Workforce and HR Strategy branch will review the feedback and ideas submitted.

Everything you need to get involved in consultation is right here, making it quicker and easier to have your say.

You can subscribe to this page using the ‘Stay informed’ icon to keep up-to-date with progress updates and any new consultations.

See the below Consultation tab for those policies that are currently open for consultation. Summaries of any feedback received will be posted under the Feedback tab below.


  • CLOSED: This survey has concluded.

    Welcome. 

    You are invited to share your comments and feedback on the department’s draft Reconciliation Action Plan 2020-2023.

    Your feedback will ensure our established reputation as an employer of choice for Aboriginal and Torres Strait Islander peoples is continued; and to further endorse and promote our commitment to the employment, retention and career development of Aboriginal and Torres Strait Islander staff across all levels of policy and program areas.

    Before completing this survey, please read the draft Reconciliation Action Plan 2020-2023.

    Submissions close COB on 17 June 2020.

    Welcome. 

    You are invited to share your comments and feedback on the department’s draft Reconciliation Action Plan 2020-2023.

    Your feedback will ensure our established reputation as an employer of choice for Aboriginal and Torres Strait Islander peoples is continued; and to further endorse and promote our commitment to the employment, retention and career development of Aboriginal and Torres Strait Islander staff across all levels of policy and program areas.

    Before completing this survey, please read the draft Reconciliation Action Plan 2020-2023.

    Submissions close COB on 17 June 2020.

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  • CLOSED: This survey has concluded.

    Have your say on our draft leave policy

    The leave policy covers the various types of leave available for employees under the Department of Environment and Energy Enterprise Agreement and Biosecurity and Veterinarian Determination, and the different requirements for accessing these leave types.

    The policy has been revised in response to feedback from staff and to ensure that it is fit for purpose for our expanded workforce and the operational requirements of the Department of Agriculture, Water and the Environment.

    While the updated policy includes a range of changes, the key amendments being proposed include:

    Have your say on our draft leave policy

    The leave policy covers the various types of leave available for employees under the Department of Environment and Energy Enterprise Agreement and Biosecurity and Veterinarian Determination, and the different requirements for accessing these leave types.

    The policy has been revised in response to feedback from staff and to ensure that it is fit for purpose for our expanded workforce and the operational requirements of the Department of Agriculture, Water and the Environment.

    While the updated policy includes a range of changes, the key amendments being proposed include:

      • Re-introducing the former Department of Agriculture entitlement for an employee to take up to two weeks of paid personal leave immediately following a period of paid maternity leave.  This change is being proposed in response to feedback received from the consultation with the Chief People Officer held in February. Further, it is also proposed that this provision be backdated to the date of the Machinery of Government change. 
      • Revisions to maternity leave arrangements to ensure employees are able to apply for any combination of full pay and half pay maternity leave, surrogacy arrangements, and a provision for a pregnant employee to be transferred to a safe job.
      • The amount of additional annual leave an employee can purchase is proposed to be reduced from 10 weeks to 4 weeks.  This change reflects the operational needs of our new department and supports equity across our entire workforce. Employees will continue to have access to annual and long service leave at half pay to assist with taking an extended break from work.
      • The amount of purchased leave an employee can take is proposed to be increased to a minimum of five days. This change is to promote equity with part-time employees.
      • Emergency services leave has been revised to include the provisions of the Prime Minister’s Directions which entitles employees involved in emergency services with a minimum of 20 days of paid leave each year.

    The policy is now available for consultation, please note that the consultation period has been extended to Friday 5 June. You are encouraged to read the draft policy and provide feedback.

    A consolidated response to feedback received via the consultation process will be made available via the intranet.

    Please note this policy will not apply to employees covered by the Meat Inspectors determination.


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  • CLOSED: This survey has concluded.

    We are bringing together our diversity networks in DAWE and we want to hear from you!

    The following survey is an opportunity for you to have your say on what diversity means to you and how our diversity networks will operate in the future in our department.

    In addition to the survey existing Ambassadors and Chairs will also run virtual workshops with staff to discuss the purpose and role of the networks in more detail.

    Our diversity networks are important. They raise awareness, make positive, active contributions to our department’s culture and implement the department’s inclusion initiatives.

    We are bringing together our diversity networks in DAWE and we want to hear from you!

    The following survey is an opportunity for you to have your say on what diversity means to you and how our diversity networks will operate in the future in our department.

    In addition to the survey existing Ambassadors and Chairs will also run virtual workshops with staff to discuss the purpose and role of the networks in more detail.

    Our diversity networks are important. They raise awareness, make positive, active contributions to our department’s culture and implement the department’s inclusion initiatives.

    Take Survey
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