Print this pageThe Commonwealth Disability Strategy aims to ensure that people with disabilities are able to participate fully in community life.
It challenges agencies to consider how they approach and report on their performance in terms of five broad roles:
- policy adviser
- regulator
- purchaser
- provider, and
- employer.
Three of these roles—the regulator, purchaser, and provider roles—are not applicable to PM&C.
The policy adviser is responsible for initiating and developing government policy. They consider the needs of different groups and advise on what the government should achieve for the community as a whole. Policy advisers are required to ensure that new or revised policies/programmes:
- are developed in consultation with people with disabilities where they could impact in different ways on the lives of people with disabilities
- assess the direct impact on the lives of people with disabilities prior to decision, and
- have communication strategies developed and sufficiently resourced to inform people with disabilities.
PM&C's main role is to ensure that the Prime Minister receives the best possible advice on matters requiring his attention as head of government and Chairman of Cabinet.
In this role, we are proactive about consulting external stakeholders, to enable us to draw on a wide range of different perspectives (see Chapter 7 page 78).
We seek to ensure that all of the proposals we put to government—or that other agencies lodge with us for consideration by Cabinet—are clear about:
- what community consultation has occurred to date
- how proposals are likely to impact on the community, and
- how and when any decision is to be communicated.
Where a formal advertising campaign is approved, we assist government to develop and place advertising that takes into account the needs of key target groups, for example, through use of radio advertisements for people with a visual impairment and closed captions on TV ads for people with a hearing impairment.
The employer provides a range of work conditions, including wages, in exchange for labour to produce goods and services. employers are required to ensure that:
- Employment policies and practices comply with the requirements of the Disability Discrimination Act 1992.
- Recruitment information for potential jobseekers is available in accessible formats on request.
- Managers and staff coordinating recruitment exercises apply the principle of reasonable adjustment.
- Training and development programmes consider the needs of staff with disabilities.
- Training and development programmes include information on disability issues as they relate to the content of the programme.
- Complaints/grievance mechanisms including access to external mechanisms are in place to address issues and concerns raised by staff.
PM&C employs more than 500 people under the Public Service Act 1999, and our employment policies reflect the requirements of relevant laws including the Disability Discrimination Act 1992.
Job vacancies are published in the Commonwealth Public Service Gazette—this is available in hard copy and online at www.psgazetteonline.gov.au—and on occasion in the press.
More information about individual vacancies is available at our website www.pmc.gov.au in a variety of file formats, from a telephone typewriter (TTY) facility and on request from the job contact officer.
Jobseekers are routinely offered support to ensure that their application receives fair and non-discriminatory consideration, such as arrangements for hearing- or speech-impaired applicants.
Managers and staff coordinating recruitment exercises are routinely provided with information on the principle of reasonable adjustment through a number of policies, starting with the Staff Selection Guide. In line with this principle, individual staff have been provided with: access to disabled car parking, individual workstation assessments (see also page 89), and equipment such as specialist computer keyboards.
Individual staff are also encouraged to identify training needs and opportunities in partnership with their manager, and to inform course organisers of any disability or other needs.
Training and development programmes organised by PM&C include information on disability issues where relevant. Information has been included in training for:
- new starters—our orientation programme (see page 84) covers the APS code of conduct as well as workplace diversity and health issues
- fire wardens and OH&S representatives, in the context of the evacuation and OH&S needs of staff with disabilities, and
- workplace harassment contact officers, in the context of the issues that may arise for people with disabilities.
We have a range of mechanisms in place for communicating and consulting with staff, and for attracting and retaining a diverse range of staff (see Chapter 7 page 79 and 80 respectively).
If a member of staff has a complaint or grievance, we encourage them to take up the matter with their supervisor. If this does not resolve the matter, our HR policies set out the preferred process for resolving disputes. Staff may also have rights of complaint to external bodies including the Human Rights and equal Opportunity Commission.
No complaints or grievances involving disability issues were reported under any form of employment agreement or to external bodies in 2005–06.
- Contract also listed as a new consultancy with a value of $10 000 or more
- may include payments under $1500