People and HR - internal consultations

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Department of Agriculture, Water and the Environment

People Division provide a range of services, information, support and advice relating to human resources and integrity.

On this platform, you will have the opportunity to have your say on a range of people-related strategies, plans and policies.

We encourage you to use this as an opportunity to have your say to influence outcomes.

See the below consultation tab for items currently open for engagement.

People Division provide a range of services, information, support and advice relating to human resources and integrity.

On this platform, you will have the opportunity to have your say on a range of people-related strategies, plans and policies.

We encourage you to use this as an opportunity to have your say to influence outcomes.

See the below consultation tab for items currently open for engagement.

  • Thank you for your interest in joining one or more of the department’s new employee diversity networks. Diversity Networks are employee-led groups that create an inclusive culture by increasing awareness, influencing policy change and ensuring that all voices are included in the conversation.


    Please note your personal information is confidential and treated in accordance with Privacy Principals. Network contact lists will initially be held by the People Strategy and Culture team and will be allocated to network leaders such as Chairs and leadership committees once established. For more information or assistance, email the People Strategy and Culture team at diversityandinclusion@dcceew.gov.au.

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    Welcome. 

    Thank you for participating in the Department’s Employee Assistance Program (EAP) review survey.  

    The EAP was established to provide confidential counselling support to DAWE staff and their families. All former DAWE staff (regardless of whether you are moving to DAFF or DCCEEW) are encouraged to participate in this short survey.

    This survey asks questions about your experiences using the EAP and the types of services you want from an EAP provider.

    We’d like your feedback whether you have used the EAP service or not.

    This survey is completely confidential. The only personal information we will collect is your current Division. You will not be identifiable in any way. The Work Health and Safety team will use the responses to evaluate the performance of the existing EAP provider and to inform future engagements.

    This survey will take approximately 10 mins to complete. The survey will close on 29 July 2022.

    Click 'save and continue' to proceed.

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    On Monday 21 March, the Culturally and Linguistically Diverse (CaLD) Network, together with the Environment Approvals Division (EAD) hosted a Harmony Day MS Teams Live event. 

    During the online event, we heard personal stories of our colleagues reflecting on how cultural diversity has shaped their lives.

    We are seeking your feedback on the Harmony Day online event, to continue to engage our workplace and to help promote membership of the CaLD Network. 

    Before you take the survey, please consider watching the Harmony Day MS Teams Online event recording to inform your feedback. 

    Diversity is one of the pillars of our department's Core 4 values and Harmony Day is a key calendar event to celebrate and recognise the value of cultural diversity.

    This survey is open between Wednesday 6 April and closes Wednesday 27 April.  




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    You are invited to nominate for the 2022 Sub Consultative Committee (SCC). 

    Submissions close COB on 21 Jan.

     If you have any questions on the sub consultative committees, you can contact People Support on 1800 312 717.

      

    The SCC provides an opportunity to engage in discussion and consultation on important matters relevant to the region/division/work group, and to participate in monitoring the application of the department’s EA and determinations. The committee is also responsible for escalating issues, including identification of productivity initiatives and efficiency measures, to the DCC if there are identified national implications and/or if the issues cannot be resolved at the local level.    

    If you wish to nominate to become an employee representative on respective sub consultative committees (SCCs), please complete this survey, accompanied by a short statement about why you would like to be a member. If you do not have reliable access to Have your Say, please contact People Support for a hard copy nomination form.

     Where there are more nominations than employee representative opportunities, an election process will be held. The statement attached to your nomination will be used by employees to vote for their preferred employee representative.

     There are currently employee representative vacancies in the following Sub Consultative Committees:

    • Northern –   consults and discusses regional matters, drawing on employee representatives based in Cairns, Torres Strait and Darwin, 
    • Central East – consults and discusses regional matters, drawing on employee representatives based in New South Wales
    • South – consults and discusses regional matters, drawing on employee representatives based in South Australia
    • Meat – consults and discusses matters specific to Meat Inspectors, drawing on employee representatives covered by the 24(3) determination applicable to Meat Inspectors 
    • Antarctic Division – consults and discusses matters specific to the Australian Antarctic Division, drawing on employee representatives from within the Division.

     Canberra based employees within AAD may wish to participate in the Canberra committee, however, cannot represent in both.


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    The Work Health and Safety Team has updated our WHS roles and responsibilities framework. We want to ensure all of our people, at all levels understand their WHS roles and responsibilities.

    We are seeking your feedback on the document ‘Work health and safety: Your roles and responsibilities’.

    We will use your input to improve the document and ensure we have the right systems in place to support our people’s health, safety and wellbeing.

    Before you take the survey, please read 'Work health and safety: Your roles and responsibilities'.



    The survey is open until Saturday 6 November.

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    Welcome. 

    You are invited to share your comments and feedback on the department’s draft Awards and Recognition Guidelines.

    Your feedback will assist in establishing the new DAWE Awards and Recognition Guidelines which align with the department’s purpose, objectives and priorities, the Corporate Plan and the Core 4 Values and Behaviours.



    The survey has closed. Thank you for your participation.

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    COVID-19 has significantly changed the way we work, and how we view and implement flexible work arrangements. 

    As we adjust to our ‘new normal’, we want to ensure that we can continue working flexibly into the future. We support flexible working arrangements, and it’s important that you feel able to achieve balance and wellbeing while meeting your work commitments and career goals. Particularly given the uncertainty we have faced this year, we are focused on creating a modern, agile workplace that enhances job satisfaction and productivity. 

    We have revised our current Working Away from the Office Policy and Working Arrangements Policy (under the Department of the Environment and Energy Enterprise Agreement 2016-19). We have updated them to reflect:

    • our expanded workforce and operational requirements
    • the requirement for greater levels of flexible working demonstrated during the pandemic
    • your feedback on our flexible working principles last month.

    You are now invited to have your say on these updated policies, which are designed to guide discussions and decision making for flexible work applications and help shape the way we work.

    We appreciate you taking the time to provide your input. Submissions close on Tuesday 15 December.

    Before completing this survey, please review the Working Arrangements and Working Away from the Office policies.

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    Our recently released Purpose, Objectives and Priorities (POP) outlines to us, our stakeholders and the community, ‘what’ our organisation does and ‘why’. Our next step is to develop a bespoke set of DAWE values that describe ‘how’ we will work together, and with our stakeholders, to deliver against the POP.

    Developing our own shared values provides us with an opportunity to recognise what is important to us as a new department and build on our existing cultures. Two draft values prototypes have been developed based on initial workshops with our SES: 

    • DAWES (Diverse, Adaptable, Working Together, Excellence, Safe)
    • SUCCEED (Safe, United, Collaborative, Courageous, Excellence, Evidence-Based, Diverse).

    It is important that the values we choose for our organisation resonate with everyone so your feedback is very important to us.  Please review the two draft prototypes (in the top right hand corner under document library) and then complete the short four question survey.

    Submissions close COB on Monday 2 November 2020.

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    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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    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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    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.

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    We are reviewing our Rehabilitation Management System (RMS) which provides our policy and guidelines for managing early intervention, rehabilitation and return to work programs for injured and ill employees.

    This system provides a framework for the department to meet legislative obligations and provide effective rehabilitation services to our employees.

    As part of our commitment to continually improving the system, the RMS is now due to be reviewed and updated.

    You can now provide feedback on the RMS and associated documents below:

    Submit your feedback by 24 February 2019.


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    The department is committed to providing a workplace that is free from unacceptable behaviour, such as bullying, harassment and discrimination.

    To achieve this, we have developed a Bullying and Harassment Prevention and Management Policy that will apply to all staff. The policy outlines the department’s expectations on behaviour, our procedures to manage incidents, and the process to seek assistance. The policy will be supported by the updated Guideline for identifying and addressing unacceptable behaviour, which provides practical advice for employees and their managers to effectively deal with incidents of unacceptable behaviour.

    We are seeking your feedback on the Bullying and Harassment Prevention and Management Policy through Have Your Say.

    Before you complete the survey, please read:

    1) Draft Bullying and Harassment Prevention and Management Policy

    2) Draft Guideline for identifying and addressing unacceptable behaviour


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    We are looking for better ways to get Human Resources (HR) information to you.

    We want to hear your ideas on the HR topics you would like to know more about, and get your feedback on new and different ways you would like receive HR information.

    We’d also like to hear your thoughts and suggestions on ways we can partner internally to better provide you with the information need.

    Please read the below questions and provide your comments and feedback for consideration.

    You can only submit one response.

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    We are seeking your feedback on our draft Inclusion Strategy 2019 – 2021.

    Your views will help us build on our inclusive culture by making behavioural, cultural and systemic changes that benefit all employees. It will provide the framework for all Diversity and Inclusion activities over the next three years.

    You can now provide feedback on the draft Inclusion Strategy 2019 – 2021.

    To have your say:

    • review the draft Inclusion Strategy, particularly the three guiding principles (opportunities, culture and leadership)

    • consider proposed actions or ideas that can help us build on our inclusive culture.

    Share your ideas in the survey now.


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    A draft Work Value Assessments Policy has been developed.

    This is your chance to have your say on the policy.

    Please review the policy and provide your comments and feedback for consideration.

    You can only submit one response.

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    Following the Royal Commission into Institutional Responses to Child Sexual Abuse and in response to the requirements of the Commonwealth Child Safe Framework, we completed a risk assessment to identify the department’s level of responsibility for children (persons under 18 years of age).

    We have determined our risk level to be low and have reviewed our mitigation strategies to determine they are appropriate for when we come into contact with children. Protecting children is everyone’s business and we are committed to fostering a child-safe culture.

    A draft Child Protection and Safety Policy has been developed. We are requesting your feedback on the draft policy to ensure we continue to meet the requirements of the Commonwealth Child Safe Framework.

    The draft policy includes direction on the following:

    • legislated jurisdictional requirements for those who are required to hold a Working With Children Check (WWCC)

    • legislated mandatory reporting requirements across jurisdictions

    • adoption of the National Principles for Child Safe Organisations.

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    A draft Engaging in Outside Employment or Voluntary Work Policy has been developed.

    This is your chance to have your say on the policy.

    Please review the policy and provide your comments and feedback for consideration.

    You can only submit one response.

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    We are seeking your feedback on our draft Gender affirmation guidelines.

    The guidelines provide employees who are transitioning and their manager with practical tools and support services to assist them through the process of affirming their gender. It also provides all employees with an understanding of gender affirmation in the workplace, and their role and responsibilities in supporting and ensuring an inclusive workplace for transitioning employees.

    Your views will help us ensure we continue to build and promote an inclusive culture and workplace for all employees. Please review the Gender affirmation guidelines and provide your comments and feedback for consideration. 


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    Our Core 4 values are here! The 4 values, Working together, Courage, Diversity and Excellence describe how we will work with each other and our stakeholders to deliver against our Purpose, Objectives and Priorities. 

    What does each value mean?

    • Working together: We collaborate, share information, and actively look for opportunities to connect across the department, and with our stakeholders, partners and the community. We need to look after each other, support each other and work as a team.
    • Courage: We look for opportunities to innovate, try new things and engage with risk. We call out unacceptable behaviour, and we own up to and learn from our mistakes. 
    • Diversity: We are a diverse workforce both in who we are and the work we do. We listen to, and draw on the expertise, knowledge and experience of others to get the best outcomes for our department.
    • Excellence: We accept personal responsibility for our work, use data and research to make well-informed decisions and measure our outcomes. We invest in capability and performance to deliver our goals and reinforce our reputation as an organisation of excellence.

    Our Core 4 are anchored by safety which is at the centre of everything we do, and integrity which runs through all aspects of our work.

        Safety: We are all safety leaders who contribute to building and maintaining a proactive safety culture, where the physical and mental wellbeing of people is prioritised.

        Integrity: We embrace a pro-integrity culture that is ethical, fair and appropriate.

    Over time we will be measuring and reporting on the success of how we are aligning our behaviours and embedding our values in the department. To be able to measure our progress, we need to understand our starting point. 

    The insights you provide through this survey will be used to understand our culture baseline, inform strategy development and track our future progress. Having a strong evidence base for measuring our culture supports our value of excellence

    The survey will only take a few minutes to complete.

    Submissions close COB on Friday 19 February.

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    Don’t miss out on your opportunity to share your comments/feedback on the department’s draft reference documents – Management of first aid in the workplace and Health and Safety Representatives.

    Your comments/feedback will shape the future for how we manage first aid in the workplace and Health and Safety Representatives across the department.

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    The Workforce Planning and Analysis team is seeking your feedback on the draft Workforce Strategy and Action Plan 2021 to 2025.  

    Feedback closes Friday, 7 May.

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    You are invited to share your comments and feedback on our Inclusion Strategy and Action Plans.

    Your feedback will help us to articulate the actions that we will take to make our workplace truly diverse and inclusive. The Inclusion Strategy and Action Plans are a key part of achieving our strategic goals and fostering a diverse and inclusive culture, all while valuing the benefits of our diversity.

    The activities outlined in the action plans are intended to support you to bring your authentic self to work. We will end up with a workforce of the best available talent, who bring innovative ideas and new and different perspectives to the work we do. When you feel like you are comfortable and valued in the workplace, you perform, engage and feel better.  

    There is also a strong link to our CORE 4 behaviours and in particular the value of Diversity.  We are committed to building an integrated, inclusive, and high-performing culture as well as ensuring the mental and physical wellbeing of our people. 

    Before completing this survey, please read the draft Inclusion Strategy and Action Plans (mylink | environment). 

    Please complete the survey below to share your comments and feedback by COB on 21 June 2021.

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    You are invited to share your comments and feedback on our new Awards and Recognition policy!

    The new policy will be developed in line with the department’s purpose, objectives and priorities statement, the Corporate Plan and the Core 4 Values and Behaviours. To support the development of a new policy, we would like to engage with all staff to determine the types of awards and recognition staff value.

    Consultation closes Friday 2 July.

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    Please select the photograph that you feel represents this year’s NAIDOC theme of: Heal Country, heal our nation’
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    Welcome. 

    You’re invited to share your comments and feedback on our proposed Workplace Respect Policy.

    We are firmly committed to the APS Values, Employment Principles, and Code of Conduct – as well as our Core 4 – in promoting a positive workplace culture and environment which is free from all forms of inappropriate workplace behaviours including bullying, harassment, sexual harassment and discrimination. 

    The proposed Workplace Respect policy outlines, in combination with related policies and materials, our commitment to addressing and resolving incidents of alleged unacceptable workplace behaviour. Your feedback will assist the team to draft this policy to ensure it reflects our commitment to upholding a pro-integrity, speak up culture and the expected standards of respectful workplace behaviour for all employees. 

    Before completing this survey, please read the draft Workplace Respect Policy.

    All responses are confidential.

    Submissions close COB on 10 September 2021.

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    Welcome. We invite you to share your feedback via this survey.

    We’ve recently drafted the Draft WHS Plan-on-a-Page 2021 to 2024 and would welcome your feedback.

    We’re undertaking significant work to integrate our multiple WHS systems and identify our critical risks. 

    Our draft WHS plan identifies our key initiatives over the next 3 years, positioning it against our departmental and WHS context and focusing on 5 pillars.

    1. Supporting our people to thrive
    2. Managing our WHS risks
    3. Strengthening our safety culture
    4. Building and integrating our systems
    5. Developing our safety capability

    We’ve collaborated with and incorporated feedback from key stakeholders from across the department, including health and safety representatives.

    Before you share your feedback, read the draft WHS plan (PPT or Word doc).

    Submissions close on 10 September 2021.

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    Welcome.

    You are invited to complete our health and fitness survey.

    The purpose of this survey is to find out about your health and fitness preferences.

    The results will be used to help us understand what our people want from a department-wide health and fitness program.

    Submissions close COB on Wednesday 14 September.

    If you have any questions about this survey, please contact DAWE_WHS@awe.gov.au.

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    Welcome. We invite you to share your feedback via this survey.

    We’ve recently drafted our Mental Health and Wellbeing Strategy 2021 to 2024 and would welcome your feedback.

    The strategy is based on Curtin University’s evidence based Thrive at Work framework, and it focuses on:

    • mitigating illness
    • preventing harm
    • promoting thriving.

    It also introduces the concept of SMART work design as key to preventing harm.

    The framework uses these guiding principles:

    • shared responsibility for mental health and wellbeing
    • prevention-focused approach
    • evaluation and continuous improvement
    • reduced mental health stigma.

    We’ll build on our existing policies, supports and tools to support all of our people to thrive and deliver on 4 priority areas.

    1. Leadership and people capability
    2. Employee care
    3. Employee life cycle
    4. Informed decision-making

    For each priority area we’ve prepared action plans to be continually reviewed in light of outcomes and lessons learned.

    We’ve collaborated with and incorporated feedback from key stakeholders from across the department, including diversity and inclusion network members and health and safety representatives. 

    Before you share your feedback, read the draft Mental health and wellbeing strategy 2021 to 2024.

    Submissions close on 10 September 2021.

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