Aboriginal, when used in the Aboriginal Employment Strategy, is inclusive of Aboriginal and/or Torres Strait Islander peoples.
Aboriginal Career and Leadership Development Program
Aboriginal Employment Development Program
The movement of an employee through reassignment, transfer or secondment. It includes secondments and temporary assignments to a higher grade or band than the employee’s ongoing employment.
Community of Practice
NSW public sector groups that develop the capabilities of certain professional groups by providing forums for members to meet, Network, share knowledge and learn best practice.
Roles in which Aboriginality is an occupational qualification. Typically, identified roles work directly with Aboriginal peoples or are involved in developing and delivering services and programs that impact Aboriginal peoples and/or communities.
These temporary transfer of employees between departments and agencies or other organisations.
Under the Premier’s priority, these are non-casual government sector employees whose salary equals or exceeds senior officer grade 1 ($167,707 for the 2019 financial year). Senior leaders exclude:
- specialist or technical health roles with no leadership or managerial duties
- statutory or institutional justice roles, such as judges, magistrates and barristers.
Stolen Generations Aboriginal and Torres Strait Islander peoples who, when they were children, were taken away from their families and communities as the result of past government policies.
(Australian Institute of Health and Welfare 2018, Aboriginal and Torres Strait Islander Stolen Generations aged 50 and over)
Recognising the prevalence and pervasive impact of trauma and developing sensitive or responsive services.
Workforce planning is a strategic ongoing process, which aligns organisation’s workforce requirements to its business objectives. The process involves considering the future business environment and identifying the expected future demand for workforce skills and capabilities.