strategies - ms word version

1. SERVICES AND PROGRAMS

OBJECTIVE: To provide and adapt services and programs to ensure people with disabilities do not experience discrimination as users of departmental services, as service providers or as staff, and that their particular needs for services and support are acknowledged and met.

OUTCOME: Services and programs are positively received by our clients and meet the requirements of the NSW Disability Services Act 1993 and the Commonwealth Disability Discrimination Act 1992.

PERFORMANCE INDICATORS: A baseline of external customer satisfaction is established by December 2006 through the conduct of a customer survey.

In December 2008 a second external customer satisfaction will be conducted and their satisfaction improves.

The Disability Advisory Council is satisfied with the Department’s progress in implementing the Disability Strategic Plan (DSP) as indicated by an annual review conducted at their September quarterly meeting.

Staff involved in the delivery of services to the general public have an understanding of the service provision requirements of people with disabilities and the Department’s Flexible Service Delivery Principles.

Key aspects of the DSP are included in business centre plans and performance agreements and reported on annually.

NSW ATTORNEY GENERAL'S DEPARTMENT DISABILITY STRATEGIC PLAN 2006 – 2008

1. SERVICES AND PROGRAMSSTRATEGIES

STRATEGY ACTIONS RESPONSIBILITY TARGET DATE

1.1: Consultation

The Department will host a Disability Advisory Council to provide strategic advice and evaluation of our services and programs for people with disabilities.

1.1:1 In consultation with the Disability Advisory Council, the Department will regularly explore and evaluate initiatives and service improvements.

Director General, Manager, Diversity Services

Quarterly

1.2: Ongoing Review of Policies and Programs

The Department will review its services and programs to ensure they do not discriminate against people with disabilities.

1.2.1: All business centre managers will review and apply the DSP ‘Policies and Practices’ to their programs and services. Strategies they initiate in their Business Centres will be reflected in their Business Plans

Business Centre Managers, Director Finance and Planning

Annually

1.3: Flexible Service Delivery

The Department will develop and deliver FSD to staff as required through various modalities leading to more responsive delivery of services and programs.

1.3.1: The Department will design and support a robust FSD training program to ensure staff skills are retained and implemented on a daily basis. The program will include:

conducting internally designed and delivered FSD courses for new staff and refresher courses for current staff.

DSP Internal Steering Committee; Manager, Diversity Services

Dec 2006

Annually

1.3.2: The Department will develop and add to its choice of FSD training programs a ‘blended’ generic course incorporating both on-line and face to face delivery.


Dec 2006

Annually

1.3.3: The Department will conduct a survey of front-line staff to evaluate their understanding of the service provision issues of people with disabilities.


Dec 2006 and Dec 2008

1.3.4: The Department will develop a culturally appropriate FSD training program for Aboriginal client service officers and other Aboriginal staff.

DSP Internal Steering Committee; Manager, Diversity Services; Manager, Aboriginal Programs

June 2007

1.3.5: The Department will commission a customer satisfaction survey to examine effectiveness of FSD and other disability initiatives in creating responsive services.


December 2006 & Dec 2008


STRATEGY ACTIONS RESPONSIBILITY TARGET DATE

1.3.6: The Department will introduce a new category in its Annual Achievement Awards program to include innovative programs for clients of diverse backgrounds and disability.

Director, Corporate Human Resources

December 2006

1.3.7: Regularly update the ACCESSLink - Disability website to ensure staff have direct service advice, examples of best practice and community resources.

Manager, Diversity Services; Director, Corporate Services

Ongoing

1.3.8: Programs whose legislative mandates focus on people with disabilities will develop FSD continuous improvements in consultation with the disability community and report achievements yearly in the Department’s Annual Report and to the Disability Advisory Council.

Protective Commissioner & Public Guardian; President, Anti-Discrimination Board

Annually


1. SERVICES AND PROGRAMSPOLICIES AND PRACTICES

Consultation

The Department will host a Disability Advisory Council (DAC) to provide strategic advice and evaluation of our services and programs for people with disabilities.

The Director General will maintain the DAC. The membership of the Council will contain more than 50 per cent of people with disabilities and will include the President of the Anti-Discrimination Board. The Director General will be its Chair. The DAC will be supported by the Department’s Manager, Diversity Services.

The DAC will annually review the strategies and actions of this DSP and related implementation programs, along with the submissions and information provided as part of the consultation on this DSP.

A report on the PERFORMANCE INDICATORS of the DSP will be reported annually to the DAC, Internal Steering Committee and in the Department’s Annual Report.

Ongoing Review of Policies and Programs

The Department will review its services and programs to ensure they do not discriminate against people with disabilities.

The DSP will be circulated to business centre managers and staff as part of the information provided for input into corporate and business plans.

Business centre managers, in consultation with the DAC, peak disability organisations and the Manager, Diversity Services, will identify, in their business plans, policy and program changes required to ensure the provision

of accessible, non-discriminatory services and programs for people with disabilities.

The Manager, Diversity Services, will monitor all business plans.

Flexible Service Delivery

Complete the Flexible Service Delivery (FSD) program roll out and provide support to staff in its implementation.

Where ongoing policy and program reviews identify barriers to non-discriminatory service delivery arising from the mode of delivery (for example, paper records only for births, deaths and marriages), alternative modes of delivery will be progressively identified, evaluated and implemented by the business centre managers in consultation with Diversity Services. Alternative service delivery options will include: modification of court procedures and other practices the use of alternative technology to make services accessible the use of alternative formats for communication; relocation of services or visits to clients with a disability development of specialist resources recruitment of specialist staff provision for participation in planning and decision-making by people with disabilities.Departmental programs which offer grants directly to the community will actively promote their programs and funding opportunities to the disability community, monitor their uptake and report on their progress to the DAC.


2. ACCESS TO THE JUSTICE SYSTEM

OBJECTIVE: To adopt practices within the justice system which ensure people with disabilities are treated equally by the law and have equal access to legal services.

OUTCOME: Improved access to legal services for people with disabilities by reducing the incidence of discrimination.

PERFORMANCE INDICATORS: Justice Sector Disability Action Plan which addresses issues of coordination and integration on disability issues across justice

agencies is completed and submitted to CJS CEOs by August 2006. (See Justice Sector: Disability Action Plan)

The Department advances the legislative policy agenda as identified by the Law Reform Commission’s Report # 80.

Deliver Flexible Service Delivery to officers preparing legislation so that it promotes non-discriminatory language and practice.

Provide to judicial and legal practitioners advice and training in legal and practice improvements to assist people with disabilities in the judicial environment.

People with disabilities are offered a formal notification process so they can formally request reasonable adjustments for court appearances by December 2006.


2. ACCESS TO THE JUSTICE SYSTEMSTRATEGIES

STRATEGY ACTION RESPONSIBILITY TARGET DATE

2.1 Justice Portfolio

The Department will work with justice agencies to refine roles and responsibilities between them, and explore innovative service solutions toward facilitating equitable justice for people with disabilities.

2.1.1: Coordinate implementation of a Justice Sector: Disability Action Plan for Justice Agencies to facilitate integration of policy, planning, innovation and protocols relating to people with disabilities and the justice system.

Director General; Manager, Diversity Services

Ongoing

2.1.2.Identify barriers faced by people with disabilities and promote solutions to cross justice system issues through the collaboration of various NSW justice and human services agencies.

Manager, Diversity Services

Ongoing

2.2: Law Reform Commission Review

The Department will drive the implementation of the Law Reform Commission’s Report #80 on People with an Intellectual Disability and the Criminal Justice System.

2.2.1: Promote through proposed legislation, regulations and an education campaign with the Judicial Commission, the Law Reform Commission Report #80 recommendations.

ADG Legal Services; Director, Policy Division

Annually

2.2.2: Consider the extension of principles and procedures developed by the Criminal Law Review Division’s Committee on People with Intellectual Disabilities and the Criminal Justice System to other groups of people with a disability.

Director, Policy Division December 2007

2.3: Practice Improvements

The Department will promote practice improvements to eliminate indirect discrimination against people with disabilities within the justice system.

2.3.1: Prepare advice for the NSW Attorney General on status and possible legislative reforms to enable people who are blind and people who are deaf to exercise their civic responsibility as jurors.

Director, Policy Division December 2006

2.3.2 Continue to collaborate with the Judicial Commission of NSW, the Judiciary, Court Administrators and the Disability Advisory Council recommending adaptations to court and related judicial practices to eliminate discrimination against people with disabilities and reduce court related stressors.


Ongoing

2.3.3: Actively promote the need for and deliver to the Judicial Commission of NSW a second round of disability awareness educational opportunities for all judiciary in NSW.


Dec 2007



2.3.4: Actively promote the availability of disability awareness courses for legal practitioners to both the NSW Law Society as CLE and the NSW Bar Association as CPD.


Ongoing

2.3.5. Work with and deliver disability awareness courses both face-to-face and on-line with the National Judicial College of Australia.


Ongoing

2.3.6: Develop a formal procedure to enable flagging of files if required by clients with disabilities of cases involving people with disabilities. This procedure will be developed for both hard copy files and the COURTLink electronic filing system.

Court Administrators; Manager, Diversity Services; COURTLink

Dec 2006

2.3.7: Review the infrastructure associated with engaging people with disabilities for jury service to facilitate people with disabilities exercising their right to serve as jurors. This infrastructure will include:

self-identification on jury duty forms;

staff arrangements, access provisions and implementation procedures;

legislative reform as required;

an annual review evaluating the participation of people with disabilities.

Assistant Director General, Court Services; Sheriff; Disability Advisory Council

Annually

2.4: Human Rights Promotion

The Department will promote the human rights of people with disabilities.

2.4.1: Programs whose legislative mandates focus on people with disabilities will initiate projects and work with other agencies to promote the human rights of people with disabilities to the community.

Protective Commissioner & Public Guardian; President, Anti-Discrimination Board

Annually


2. ACCESS TO THE JUSTICE SYSTEMPOLICIES AND PRACTICES

Legislative Review

The Department will monitor and review legislation to identify any current or proposed laws which discriminate against people with disabilities.

When developing new legislation, the Department will consult with the parties below to identify potential discriminatory practices and court practices which may be in conflict with the Disability Discrimination Act 1992 (C’th), the Disability Services Act 1993 (NSW) and the Anti-Discrimination Act 1977 (NSW) including;

The Department’s Disability Advisory Council

NSW Anti-Discrimination Board

Human Rights and Equal Opportunity Commission

Disability Council of NSW

Law Reform Commission

peak disability organisations

professional legal bodies.

Practice improvements

The Department will promote practice improvements to eliminate indirect discrimination against people with disabilities within the justice system.

The Department will regularly liaise with the legal profession and the Law Society of NSW to ensure that:

legal practitioners are aware of the implications of the Disability Discrimination Act 1992 (C’th), the Disability Services Act 1993 (NSW) and the Anti-Discrimination Act 1977 (NSW), and this DSP;

appropriate information is provided to practitioners on disability issues and the Department’s services for clients with a disability.

The Senior Public Defender will review and implement as often as possible its current policy that says the same defender will have carriage of a matter involving a person with a disability through an entire court proceeding.

Communication Improvements

The Department will work with courts and service providers to enable effective communications with people with disabilities

Policies and guidelines on the provision of interpreters or other services to people who are deaf or have hearing impairments in court will be monitored and reviewed to ensure appropriate provisions have been granted.

Maintain a strong collaborative approach with the Deaf Society of NSW to assist in the skill development and quality assurance mechanisms for Auslan interpreters required in court.

The Department actively promotes the need for judges, magistrates, solicitors, barristers, defenders, prosecutors and court personnel to:

increase the frequency of use of the variety of methods of receiving evidence allowable under the Evidence Act 1995 (NSW);

increase the use of flexibility in the form and procedure for taking oaths to ensure the needs of people with disabilities are addressed;

emphasise the need to minimise the sense of intimidation felt by people with disabilities in the courts;

use plain English in their communications and in court proceedings;

provide questions and directions within court in clear typed ‘plain English’, including the use of large print formats;

provide slow, clearly enunciated instructions/ questions to people with a hearing impairment who lip read;

adopt practices which recognise that some people with disabilities have limited attention span and would benefit from having shorter sessions, and questions/ instructions repeated/rephrased to ensure their testimony is true and comprehensive;

create court environments which are calm, supportive and accommodating to assist people with disabilities in their participation in any aspect of court activity;

encourage the use of:

alternative communication devices;

real time captioning;

Closed Circuit TV (CCTV) for enlarging documents.


3. ACCESS TO BUILDINGS AND FACILITIES

OBJECTIVE: To provide and adapt buildings, facilities and services to ensure people with disabilities do not experience discrimination as either users of Departmental services, as service providers or as staff, and have their particular needs for services and support acknowledged and met.

OUTCOME: Effective access by people with disabilities to our buildings and facilities is enabled.

PERFORMANCE INDICATORS: New facilities comply with AS1428 part 2 and the Disability Discrimination Act.

Priorities for access improvements of existing buildings is identified and integrated into the Asset Management Services’ Access Improvement Program.

A dedicated capital budget of at least $250,000 per annum is expended on the Access Improvement Program.

Information on courthouse access provisions is available on LawLink by June 2007.

Accessible jury facilities are provided at all trial courts where juries regularly sit by Dec 2008.

Business Continuity Plans address issues for people with disabilities by Dec 2006.

Priorities are set for computer applications and interfaces to address the access requirements of staff and clients with disabilities by December 2007.


3. ACCESS TO BUILDINGS AND FACILITIESSTRATEGIES


3.1: Physical Access Provisions

The Department will ensure all Asset Management Services projects integrate best practice in access provision.

3.1.1: Innovative solutions will be considered where heritage issues are potentially in conflict with access requirements, with an eye to address the access issues within the spirit of the Disability Discrimination Act (C’th) 1992 (DDA) while maintaining the heritage listed elements of the building.

Director, Asset Management Services

Ongoing

3.1.2 Asset Management will assess all jury facilities where jurors regularly sit, develop access improvement plans and complete work through the allocation of an initial $1.5mil.


December 2008

3.1.3. All existing facilities’ access audits will be updated and priorities for access improvements will be identified and integrated into Access Improvement Program.


December 2007

3.1.4: The Department’s Access Audits of leased premises will be included within the Asset Management access provision workplans.


December 2006

3.1.5: Asset Management will develop and implement internal building standards that address access barriers specific to our use of the premises (ie for items not addressed in the Building Code of Australia such as jury facilities and courtrooms).


Ongoing

3.1.6: Summaries of the Courthouse Access Audits will be made available to clients and staff through LawLink and InfoLink. These summaries will be regularly updated as access issues are addressed.


June 2007

3.1.7: Asset Management will implement a program in conjunction with Local Government Areas to confirm or request public transport access points and travel paths adjacent to AGs premises comply with the new Accessible Transport Standards and AS 1428.2.


June 2006

3.1.8: While waiting for physical modifications to buildings and facilities, managers will develop and implement alternative service provision procedures within Flexible Service Delivery principles and notify all staff.

Business Centre Managers Ongoing

3.1.9. The Department will remain informed in relation to the developing Disability Discrimination Act (C’th) 1992 ‘Access to Premises’ Standards and respond accordingly in our building specifications.


Ongoing



3.2: Emergency Procedures

The Department will review its emergency access/egress facilities and procedures to ensure the safe and successful evacuation of people with disabilities from all buildings or facilities.

3.2.1: Business Continuity Plans will include an evacuation program based on the Court House Access Audits and Occupation Health and Safety reviews to rectify any physical impediments or equipment deficiencies impeding safe and successful emergency evacuation of all people with disabilities.

Director, Finance and Strategy; Director, Asset Management; Director, Corporate Human Resources

December 2006

3.3: Information Technology

All Information Technology protocols will ensure access for people with disabilities to applications and interfaces throughout the Department.

3.3.1: The Department will reinforce with expert advice from information technology access experts, the Department-wide protocol to ensure all business applications and user interfaces are selected and developed to ensure access for people with disabilities, as end users, potential developers and IT support staff. Such interfaces are:

Learning Management Services Courtlink email software e-commerce

Director, Information Services Branch; Director, Corporate Human Resources; Business Centre Managers

Ongoing

3.3.2.All computer applications and interfaces will be audited and priorities will be set to address the software interface access requirements of people with disabilities, both staff and clients.

Director, Information Services Branch

December 2007


3. ACCESS TO BUILDINGS AND FACILITIESPOLICIES AND PRACTICES

Physical Access Provisions

The Department will ensure all Asset Management Services projects integrate best practice in access provision.

The Department will ensure all premises’ designs and provisions comply with AS 1428 part 2 (Enhanced Standard) unless there are significant physical and/or practical constraints precluding compliance. If AS1428 part 2 cannot be achieved, the Department will build to AS1428 part 1.

Within the Major Works, Maintenance and Access Improvement Programs, several steps will be continued to ensure a progressive response to the access issues identified in the 1999 Court House Access Audit:

a set of guiding principles of departmental access priorities will be confirmed

a long term workplan for each program above will be developed to target court houses where access issues are a significant impediment to people with disabilities participating

the workplan will be developed in consultation with the Disability Advisory Council and the DSP Internal Steering Committee

within the 10 year Asset Maintenance Plan, disability access remedies will remain a high priority

within the Conservation Management Plans, access planning will be integrated

an annual budget program will be dedicated to the Access Improvement Program.

The Department’s Court House Access Audit checklist will be updated as required by BCA and DDA developments and used by Project Managers and subcontractors as an access provision template for all new designs and renovations.

A short checklist will be prepared from the Court House Access Audit and distributed to all court houses to ensure maintenance of access provisions,

and management’s awareness of local access provisions, are periodically reviewed.

Asset Management Services will provide annual staff training in all areas of access provision within building works in the form of information sessions and workshops discussing access solutions.

The Department will continue to work with Local Government Councils to provide better access from transport including:

designated accessible parking bays;

public transport drop off and pick up locations.

Where it is determined there are restrictions to the Department’s capacity to provide access for people with disabilities, the Department will provide services at accessible premises. In the case of leased buildings, it will negotiate changes with the building owners or consider relocation.

Emergency Procedures

The Department will specifically address its emergency ingress/egress facilities and procedures to ensure the safe and successful evacuation of people with disabilities from all buildings or facilities in the event of an emergency.

Current emergency evacuation procedures will be reviewed and, where necessary, modified to ensure they provide for effective emergency evacuation of people with disabilities. These will include: consistency across the Department; training for emergency personnel; discrete notification of procedures for staff identified with disabilities in the

building; notification for visitors of the building via adequate signage; emergency drills involving people with disabilities; a drill and debrief will be held to review and amend emergency

procedures.


4. COMMUNICATION

OBJECTIVE: To provide effective means of communicating information about all departmental services and activities for people with disabilities, and to enable them to communicate effectively before the courts and in Departmental programs, using appropriate communications practice, media and technologies.

OUTCOME: People with disabilities are aware of and can effectively access our services and programs, including court proceedings.

PERFORMANCE INDICATORS: Information on service provision in ACCESSLink is available for staff and up to date.

Public education and information about our services is provided to the disability community and legal circles.

Departmental staff are able to provide information in alternative formats and assistive hearing equipment as required.

The Department’s internet, intranet and e-commerce services are provided in accessible formats and comply with W3C1 and HREOC guidelines. Departmental staff are able to access specialist advice in order to obtain adaptive technology to meet client needs.

1 World Wide Web ConsortiumNSW ATTORNEY GENERAL'S DEPARTMENT DISABILITY STRATEGIC PLAN 2006 – 2008

4. COMMUNICATIONSTRATEGIES


4.1: Communications Strategy

The Department will ensure services are promoted in both hard copy and electronic information channels and are accessible to people with disabilities.

4.1.1: The Department will raise the profile of its DSP and accessible services to people with disabilities and the legal profession through a program of informative advertising, media liaison and community education. LawLink and the annual report will be the focus of the initial efforts.

Director, Corporate Services; Manager, Diversity Services

Annually

4.1.2: Promote the Resource Kit and Video “So you have to go to court” on LawLink and develop a video streaming clip from the video.

Manager, Diversity Services; Director, Information Services Branch

June 2007

4.1.3: The Department will monitor the development of accessible e-commerce guidelines (eg HREOC) and information technology innovations to review applicability and implement as appropriate, maximising accessibility of electronic forms, notices, applications and commercial transactions. Use of accessible electronic forms and file storage will facilitate interchange of formats.

Director, Information Services Branch

June 2006

4.1.4: Strategies for promoting disability assistance to Aboriginal clients and staff will be developed and implemented in conjunction with Aboriginal Client Service Specialists and Norimbah Unit.

Manager, Diversity Services; Corporate Human Resources; ADG Court Services

December 2006

4.2: Using Adaptive Technology

The Department will expand its use of suitable and available technology to enable effective communication with and for people with disabilities.

4.2.1: Develop a training program as required for staff in the types, use and maintenance of adaptive equipment for court and the workplace as it is introduced into the Department.

Director Information Services Branch; Corporate Human Resources; Manager, Diversity Services

Annually


4. COMMUNICATIONPOLICIES AND PRACTICES

Communications Strategy

The Department will ensure services and both hard copy and electronic information are accessible to people with disabilities.

Within ACCESSLink, current advice will be provided to assist staff with written, spoken and electronic communications to minimise communication barriers faced by people with disabilities. It will include advice on:

how to design inclusive documents which are accessible to as many people with disabilities and the general community

the value of including people with cognitive disabilities when focus testing documents

the way to speak with a person with a particular disability

a standard statement for all public documents of their availability in alternative formats

the need to use ‘plain English’ in all documents

the need to consult with the Disability community and how to conduct such a consultation

an Alternative Format Policy which will include

the identification of documents which should be produced in advance in alternative formats and which format should be considered

a procedure to ensure documents are converted into alternative formats as a regular protocol of production in as streamlined a fashion as possible; and

a procedure to inform people with disabilities of the availability of, and how to, access alternative formatted materials.

The Disability Advisory Council will be consulted in relation to ACCESSLink’s communication advice. Once completed the document will be:

distributed across the Department in formats accessible to all staff;

used as the basis of a training program for staff and service providers in the use of inclusive communication;

reviewed and adjusted as required to facilitate the effective production and use of accessible, inclusive communication techniques.

W3C and HREOC's Guidelines on Access to the World Wide Web will be used as a basis for designing all InfoLink and LawLink inclusions.

Using Adaptive Technology

The Department will expand its use of suitable and available technology to enable effective communication with people with disabilities.

The Assistive Hearing Program and procedures will be evaluated and modified as required to ensure the most effective solutions for determining:

storage locations;

stock levels;

types of equipment;

publicity and signage requirements;

lead times needed for distribution;

distribution methods and recording procedures;

maintenance and cleaning facilities;

adjustments to acoustic conditions;

successful usage.

’Hearing Access’ advertisements will continue to be placed on all relevant court documents such as summonses, jury notices, court orders and infringement notices together with signage at the courts to inform people of the availability of assistive hearing systems, with advanced notification.

The courtroom audits of acoustic and background noise conditions will be completed and their results will be provided to Asset Management Services to advise remediation required within the Maintenance Program.

Based on the above program, court facilities, training rooms, conference centres and other relevant locations (such as the Anti-Discrimination Board) used extensively by the public will be fitted with, or have access to, appropriate assistive hearing devices to ensure state-wide access to these facilities.

The Department will review and evaluate, as necessary, in consultation with stakeholders, the provision of real-time captioning in the courtroom for people with hearing impairments or people who are deaf.

TTY numbers will be listed on letterhead, posted on LawLink and published in the Telstra TTY phone book and in community organisation newsletters.


Staff will be informed and trained in the use of the National Relay Service where TTYs are not available within the Deafness and Hearing Impairment training course.

The Department will develop a knowledge base on adaptive technology, and equipment and software used by people with disabilities and have access to appropriate referrals.

The Department will provide business centre managers advice on selection, use and maintenance of equipment to facilitate communication with people with disabilities.


5. EMPLOYMENT AND CAREERS

OBJECTIVE: To develop policies and practices which meet the Department’s responsibilities as an EEO employer, comply with the requirements of the Anti-Discrimination Act 1977 (NSW), and the Disability Discrimination Act 1992 (C’th) and actively encourage employment, career opportunities and career progression for people with disabilities.

OUTCOME: People with disabilities participate fully in our workplace.

PERFORMANCE INDICATORS: Job requirements, employment conditions, and human resource policies and practices are free from discriminatory practices.

Percentage of staff with disabilities (as defined by the Office of the Director of Equal Opportunity in Public Employment guidelines) who use reasonable adjustment is increased to 4%.

There is an overall increase in job satisfaction and a sense of being respected and belonging in the workplace of staff with disabilities as measured by the Department’s employee survey.


5. EMPLOYMENT AND CAREERSSTRATEGIES


5.1: Consultation

The Department will consult with the Disability Advisory Council, business centre managers and staff, and relevant NSW Government agencies to ensure thorough awareness of current expectations and best practice in the employment of people with a disability.

5.1.1 Monitor and report on the motivation of staff with disabilities through the Employee Survey, using the 1999 Survey as the benchmark.

Director, Corporate Human Resources; Disability Advisory Council

Bi-annually

5.1.2 Foster and promote the Staff with Disabilities Network to:

provide staff development opportunities;

raise awareness of disability issues in employment; and

provide peer support opportunities.


Ongoing

5.1.3: Use the Staff with Disabilities Network to periodically review and advise on recruitment, selection and employment practices and processes.


As required

5.1.4: Develop relationships with organisations to assist with reasonable adjustments including adaptive technology required by staff with disabilities to create independent access to all aspects of information technology.

Director, Corporate Human Resources; Director, Information Services Branch; Director, Asset Management Services

Ongoing

5.1.5. Conduct an audit of reasonable adjustments provided to staff across the Department.


June 2007

5.1.6: Develop and maintain relationships with experts in areas of emerging disabilities to better support staff with disabilities in the workplace.

Director, Corporate Human Resources; Business Centre Managers

As required

5.2: Review of Employment Practices

The Department will ensure its employment practices meet draft HREOC Disability Standards on employment and the Department’s EEO policies and EEO

5.2.1: Ensure the job evaluation process reviews key criterion of each position to determine if they are inherent requirements of the job.


On going



Strategic Management Plan.

5.2.2: Monitor the Right to Dignity at Work program, reporting on its impact for staff with disabilities and responding to the concerns of staff with disabilities as reflected in its outcomes.


Ongoing

5.2.3: Staff with disabilities will be offered selection committee training. A register of staff with disabilities who are willing to participate on selection panels will be created and called upon when an applicant identifies they have a disability.

Director, Corporate Human Resources; Business Centre Managers;

Ongoing

5.2.4: Contracted recruitment agencies will be required to demonstrate thorough disability awareness to ensure non-discriminatory practices, both direct and indirect, are employed.


As new contracts are developed

5.2.5: Use Clause 10 of the Public Sector Management Act for appropriate appointments of staff with a disability.


As required

5.3 Employment Statistics

The Department’s percentage of staff with disabilities receiving reasonable adjustments will increase.

5.3.1: EEO Annual Report statistics for staff with disabilities provided to the Disabilities Advisory Council.


Annually


5. EMPLOYMENT AND CAREERSPOLICIES AND PRACTICES

Consultation

The Department will consult with the Disability Advisory Council, Business Centre Managers and staff, and relevant NSW Government agencies to ensure there is a sound awareness of current expectations and best practice in the employment of people with a disability.

The input and advice of the Disability Advisory Council will be obtained on any employment policies and practices developed and reviewed during the reporting period to determine whether they meet the employment needs and expectations of people with a disability.

The advice of the Anti-Discrimination Board and Employment Equity Divisi ion of PEO will be provided to management on the employment practices and experience of other organisations which are exemplary and against which the Department can benchmark its performance as an employer of people with a disability.

The Department will participate in ongoing whole-of-government arrangements to address workplace/work practice change within the NSW Government to eliminate discrimination against people with disabilities.

The Department will make available information and advice to business centres on adaptive equipment for people with disabilities in the workforce and will make these services available as part of its recruitment processes.

Review of Employment Practices.

The Department will ensure its employment practices meet draft HREOC Disability Standards on employment and the Department’s EEO policies and EE Strategic Management Plan.

As employment policies and practices are reviewed within the Department they will be examined for potential indirect discrimination against people with disabilities and adjusted to minimise discrimination or invoke reasonable adjustment provisions to ensure equal opportunities for people with disabilities.

Advertising positions in ways accessible to people with disabilities will continue to be investigated and implemented including:

putting advertisements on the internet the same day as it is published in written form;

use of Radio for the Print Handicapped;

by having a permanent employment telephone contact number which has a recorded description of the different positions available each week within the Department;

by contacting peak disability organisations.

The procedures and circumstances leading to termination of employment or dismissal of employees will be reviewed to ensure they do not constitute the basis of discriminatory action against employees with a disability.

The Department will monitor the use and impact on people with disabilities of all its policies and practices in relation to flexible working arrangements to review if they have fostered the retention of employees with disabilities.

The Department will ensure selection panels for positions have at least one panel member trained in disability awareness. If an applicant identifies they have a disability the convener will invite a staff person with a disability onto the panel when possible.

All induction programs and associated training materials for new employees will be reviewed annually to ensure:

information on disability awareness is current within the context of the Department’s progress in its DSP;

they meet the needs of new employees with a disability when being oriented with and welcomed into their workplace.

As part of the voluntary mentoring program within the Department participants will be invited to state if they have a disability and/or prefer a mentor with a disability.


6. STAFF TRAINING

OBJECTIVE: To ensure staff of the Attorney General’s Department are adequately trained to provide effective and non-discriminatory services and employment options for people with disabilities.

OUTCOME: Departmental staff are confident and competent in providing services for and managing people with disabilities

PERFORMANCE INDICATORS: A specific training course for managers and supervisors exploring the management of employees with disabilities is developed

by December 2006.

All client service courses include practical components from the Flexible Service Delivery Training Program.

Employees with disabilities have equitable and equal access to participate in generally offered courses.


6. STAFF TRAININGSTRATEGIES


6.1: Training Needs Evaluation

The Department will promote and continue to introduce training programs to equip staff with the skills and awareness necessary to provide competent and effective services for people with disabilities, and to work effectively with other staff/service providers who may be people with disabilities.

6.1.1: As part of its budget planning process, the Department will provide funds annually for the implementation of a program of disability service/awareness training to complement existing training activities. ($120,000 annually)

Director General; Director, Corporate Human Resources

Annual CHR Budget Cycle

6.1.2. Determine the percent of current staff who have participated in Disability Awareness Training.


December 2006

6.1.2: Training in disability awareness will be made part of training for all managerial/supervisory staff as a means of ensuring broad awareness of disability issues across the Department.


Ongoing

Offered six times/yr.

6.1.3: Develop and promote, in consultation with the staff with disabilities network, managers/supervisors and the Disability Advisory Council, a training course specifically for managers and supervisors exploring recruitment, selection, employment and reasonable adjustment issues for people with disabilities.


December 2006

6.2: Training for People with Disabilities

The Department will ensure its training programs are accessible to staff with a disability and provide staff with equal opportunities for career development and advancement.

6.2.1: Consult staff with disabilities to determine their training requirements such as gaining career advice and identifying career pathways in addition to courses from the general course offerings.


Ongoing


6. STAFF TRAININGPOLICIES AND PRACTICES

Training Needs Evaluation

The Department will promote and continue to introduce training programs to equip staff with the skills and awareness necessary to provide competent and effective services for people with disabilities, and to work effectively with other staff/service providers who may be people with disabilities.

The Department will ensure its disability awareness training program:

addresses the specific work related issues clients with disabilities encounter in our workplaces and services when accessing the justice system;

involves people with disabilities as trainers;

creates an awareness of people with disabilities’ rights and responsibilities under the relevant legislation;

ensures as a priority the attendance of staff in positions and in business centres with most frequent contact with clients with disabilities and managers who currently supervise front line staff. (eg Office of the Protective Commission/Office of Public Guardian, Sheriff’s Office, Anti-Discrimination Board and court staff);

is responsive to the diverse needs of the Department and staff;

is available for specific business centre training to address unique business centre issues;

is offered in a variety of training modes to cater for different learning styles;

evaluates its outcomes and reports them regularly to the Director General, Disability Advisory Council, and DSP Internal Steering Committee.

Staff training focused on the barriers faced by people with specific disabilities will:

be annually reviewed for content and relevance;

target key staff in front-line roles;

include courses pertaining to blind people (such as Sighted Guide Training), people with hearing impairments, people with intellectual disabilities, people with acquired brain injuries and people with psychiatric disabilities;

include the involvement of people with the specific disabilities themselves as trainers.

In addition to specialist training, the Department will maintain modules on disability awareness in induction programs, selection techniques, supervisor/ management training, Performance Planning and Development, EEO and OH&S training, client service, client friendly publications and other on-going training activities with recommendations for action in each area.

The Flexible Service Delivery principles will be integrated into the client service courses across the Department.

The Department’s Performance Planning and Development program will incorporate assessment of disability awareness in the criteria and procedures for performance evaluation.

In order to ensure quality services, disability awareness will progressively be made a requirement for positions across the Department.

The Department will actively encourage supporting staff to access specialist disability related training courses, such as sign language.

Training for People with Disabilities

The Department will ensure its training programs are accessible to staff with a disability and provide staff with equal opportunities for career development and advancement.

Staff with disabilities will be encouraged and supported, where appropriate, in their requests to attend training courses. Reasonable adjustments for their attendance will be provided.

Staff of the Corporate Development and Training Unit will actively pursue training in disability awareness and in training people with disabilities.

Training procedures, techniques, media and information packages will be developed/adjusted where necessary to meet the training needs of staff with disabilities.Priority will be given to ensuring the Department’s training facilities and externally used training sites (eg rented conference rooms) are all accessible to people with disabilities or that alternative, accessible facilities are made available.


7. CONSULTATION AND PARTICIPATION

OBJECTIVE: To provide an open, consultative environment in the Department which ensures people with disabilities are consulted on all matters relating to their interests and have the opportunity to participate in key decision-making forums and complaints procedures within the Department.

OUTCOME: Departmental policies, programs, practices and priorities reflect the interests of people with disabilities.

PERFORMANCE INDICATORS: The Disability Advisory Council is satisfied with the consultation processes used to ascertain views of the Council, disability

community, clients and staff on issues affecting people with disabilities.

Every Business Centre has mechanisms in place to consult people with disabilities.

People with disabilities say they have had an opportunity to complain and have had access to complaints mechanisms.


7. CONSULTATION AND PARTICIPATIONSTRATEGIES


7.1: Participation by People with Disabilities

In addition to the consultative arrangements and processes proposed throughout this DSP, the Department will provide opportunities for people with disabilities to participate in key planning and decision-making forums to ensure continuing attention to disability issues in policy development, planning, service delivery and the workplace.

7.1.1: The Disability Advisory Council will be asked to:

review the strategies and actions of this DSP and related implementation programs;

provide feedback on submissions and information provided as part of the consultation on this DSP;

raise issues concerning various activities, programs and policies across the Department;

review and propose modifications to the formal and informal consultation procedures for people with a disability from across the Department;

endorse the effectiveness of the Department's consultation procedures;

annually review the implementation of the DSP.

($5,000 per annum)

Director General; Manager, Diversity Services; Disability Advisory Council

Quarterly

7.2: External Complaints Procedures

The Department will provide an accessible and non-discriminatory complaints procedure for its clients with disabilities.

7.2.1 The Department will implement its complaint handling policy procedures that assist clients with disabilities to resolve complaints in an accessible and non-discriminatory manner (without precluding people's right to access external complaints procedures).

Director, Community Relations Division; Business Centre Managers

Ongoing

7.2.2: Community Relations Division will liaise with the Disability Advisory Council to ensure the complaint process is accessible and non-discriminatory.


Annually

7.2.3: Training on complaints handling procedures will include disability service/awareness to ensure an accessible and non-discriminatory complaints handling process for people with disabilities.


May 2006 and ongoing

7.2.4: The Department’s complaints handling procedure will include a database to record and analyse complaints data as well as track resolutions. The procedure will also ensure a feedback mechanism is utilised to inform business centre managers of issues raised in complaints.

(pending funding)


December 2006

7.2.5. Publications about complaints handling procedures to be reviewed and include reference to disability service/awareness.

Director, Community Relations Division;

March 2006 and



Business Centre Managers ongoing


7. CONSULTATION AND PARTICIPATIONPOLICIES AND PRACTICES

Participation by People with Disabilities

In addition to the consultative arrangements and processes proposed throughout this DSP, the Department will provide opportunities for people with disabilities to participate in key planning and decision-making forums to ensure continuing attention to disability issues in policy development, planning, service delivery and the workplace.

Management and staff throughout the Department will be encouraged to liaise with peak disability organisations and their membership within the Department's planning and decision-making forums.

Business centres who regularly serve clients with disabilities, such as the Anti-Discrimination Board and the Offices of the Protective Commissioner and Public Guardian, will design and implement on a regular basis a formal consultation program to ensure their services are accessible and are serving the needs of their clients.


8. BEST PRACTICE IN MANAGEMENT

OBJECTIVE: To adopt management practices and provide sufficient resources (money, people, skills and facilities) within the Department which reflect/establish best practice in meeting the responsibilities of government agencies generally, and of our own organisation in particular, and in responding to the needs and protecting the rights of people with disabilities.

OUTCOME: Attorney General’s Department is acknowledged as a leader in the way we implement our Disability Strategic Plan.

PERFORMANCE INDICATORS: Key aspects of the DSP are included in the Business Centres’ Business Plans and performance agreements and reported on

annually.

The implementation of Disability Strategic Plan is rigorously managed and annually reviewed by the Internal Steering Committee.

The good news stories from Flexible Service Delivery and the DSP are promoted within the Department at least six times per annum in AGENDA. The Department is consulted regularly by other government agencies on how to provide services to people with disabilities within a universal or mainstream service environment and we contribute to the whole of government and justice system planning processes.


8. BEST PRACTICE IN MANAGEMENTSTRATEGIES


8.1: Addressing Disability Issues in Departmental Plans and Policies

The Department will require all planning and policy development processes within the Department, including budgetary and resource allocation processes, to explicitly incorporate strategies and actions to address disability issues.

8.1.1: Guidelines for the preparation of business centre Strategic Directions and business plans will include reference to the DSP and encouragement of innovative disability related activities, and will require annual reporting to coincide with Department’s statutory reporting requirements.

Director, Finance and Strategy; Business Centre Managers

Annually

8.1.2: The Department will promote the good news stories of various business centres and raise the profile of the DSP and accessible services to people with disabilities internally through a program of informative articles in InfoLink and AGENDA.

Manager, Diversity Services; Director, Corporate Services

Six articles per annum

8.2: Allocation of funds

Funding will be secured through a forward planning process to ensure implementation of DSP.

8.2.1: The Department will progressively budget for Asset Management projects and seek funds from the Government as necessary. Minor works and equipment purchases will be funded on a priority basis from an annual allocation set aside for implementing the DSP, from the minor works budget.

Director, Finance and Strategy; Director, Asset Management Services

Annual Budgets

8.3: Best Practice

The Department will remain on the cutting edge of international thinking in relation to standards of best practice in the realm of services to people with disabilities.

8.3.1: The Department will research and remain cognizant of international best practice standards in service provision and employment practices for people with disabilities.


Ongoing

8.3.2: The Department will develop and promote a Guarantee of Service to people with disabilities.

Director, Corporate Services; Manager, Diversity Services

December 2007

8.4: Evaluation & Reporting

The Department will establish effective evaluation and reporting mechanisms to assess the access and equity provisions of the Department’s services and programs.

8.4.1: Develop an integrated Disability Strategic Plan and CALD CAP self-assessment and reporting framework for annual reporting and provide to Finance and Strategy.

Director, Finance and Strategy; Manager, Diversity Services

May 2006

8.4.2: Business centres managers will report on their DSP performance and program outcomes against the DSP performance

Business Centre Managers June each

year



indicators through the annual reporting framework.

8.4.3: Formally analyse the Business Centres’ annual report submissions and report against the performance indicators through the Annual Report and to the DG.

Manager, Diversity Services August each

year

8.4.4: Conduct an evaluation on the achievements and barriers to the implementation of the strategies of DSP and provide to the DSP Internal Steering Committee and the Director General.


Annually in July

8.5: Accountability of Managers

Managers will be accountable for creating and fostering a culture of improving the Department’s services and facilities for people with disabilities.

8.5.1 Managers will include DSP strategies in their business plans and be accountable for their implementation through their performance agreements.

Director General; Director, Finance and Strategy Branch

Annually

8.6: People responsible for DSP implementation

While implementing the DSP is the responsibility of all staff of the Department, key managers and their respective staff with responsibility for each action will be identified to have the working responsibility for implementing each action.

8.6.1: The Department’s DSP Internal Steering Committee will meet quarterly to guide the DSP’s strategic direction, evaluate implementation and participate in its annual review. Its membership will be reviewed annually for appropriate management representation.

Chair, DSP Internal Steering Committee

Quarterly

8.7: Publicising implementation of the DSP

The Department will share its experiences of implementing the DSP with other Government Departments as requested.

8.7.1: Provide support and promote to other Government Departments the successful implementation of their Disability Action Plans and Flexible Service Delivery.

Director General; Manager, Diversity Services

Ongoing


8. BEST PRACTICE IN MANAGEMENTPRACTICE STANDARDS AND COMMITMENTS

Addressing Disability Issues in Departmental Plans and Policies

The Department will require all planning and policy development processes, including budgetary and resource allocation processes, to explicitly incorporate strategies and actions to address disability issues.

Guidelines for new internal policy development and for policy review will be amended where necessary to incorporate requirements for explicit consideration of disability issues, including the opportunity for review of new proposals by the DSP Internal Steering Committee and/or the Disability Advisory Council.

Allocating Funds

The Department will ensure funding is appropriate and timely for the implementation of this DSP from within existing resources to meet the costs of initial and immediate actions. Where necessary, the Department will seek additional funding from the Government.

Funds will be made available though each budget allocation cycle of ongoing recurrent expenditure under a project budget specifically identified for implementing the DSP.

Business Centre Managers will prioritise implementation of their DSP initiatives and allocate funds accordingly from their business centre allocations.

Accountability of Managers

Managers will be accountable for creating and fostering a culture of improving the Department’s services and facilities for people with disabilities.

The Department’s senior managers will participate regularly in forums addressing disability issues to ensure currency of managers’ information on, and awareness and understanding of, disability issues.

People Responsible for Implementing the DSP

While implementing the DSP is the responsibility of all staff of the Department, key managers and their respective staff with responsibility for each action will be identified to have the working responsibility for implementing each action.

Staff with responsibility for implementing the DSP in each business centre will be identified within their business centre’s business plan.


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