Department of Transport Annual Report 2013-14
Disability Access and Inclusion Plan
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- Compliance with Public Sector Standards and ethical codes
- Compliance issues
- Better recordkeeping
- Recordkeeping training and induction programs
- Training effectiveness
Disability Access and Inclusion PlanDoT is committed to providing services to WA’s diverse community in a fair and non-discriminatory manner. DoT continually strives to provide all Western Australians with improved access to services that best meet their needs. This commitment is demonstrated in the Disability Access and Inclusion Plan (DAIP) 2013-17, which identifies a number of key strategies to address the needs of people with disabilities. DoT aims to achieve the outcomes defined in the DAIP. People with disability have the same opportunities as others to access the services of, and any events organised by, DoT. People with disability have the same opportunities as others to access the buildings and other facilities of DoT. People with disability receive information from DoT in a format that will enable them to access the information as readily as others are able to access it. People with disability receive the same level and quality of service from the staff of DoT as others receive from the staff of DoT. People with disability have the same opportunities as others to make complaints
People with disability have the same opportunities as others to participate in any public consultation by DoT. People with disability have the same opportunity as others to access employment opportunities with DoT. DoT’s internal DAIP Reference Group is responsible for the ongoing monitoring and implementation of the strategies identified in the plan. Key achievements in 2013/14 towards improving access and inclusion for people with disability, their families and carers included: organising events, forums and consultations that were accessible to people with disability; continuing to ensure the accessibility of all buildings and facilities, taking into account the needs of people with disabilities; continuing to ensure that public information is available in alternative formats upon request and that publications advertise this availability; updating the DoT website to ensure it conforms to Web Content Accessibility Guidelines 2.0 and improving accessibility to online services and information; ensuring all documents relating to recruitment are inclusive for people with disability; modifying the feedback and complaints system to ensure feedback related to access and inclusion is captured, categorised and recorded separately for the review and action of the DAIP Reference Group; modifying the complaints process to ensure it is accessible for people with disability; including a direct contact number on the website that enables customers to report or discuss access and inclusion issues more conveniently; providing material and information relating to disability access and inclusion at staff inductions to raise awareness; and encouraging staff to submit ideas, comments or suggestions to improve accessibility through the Fresh Think Tank. Compliance with Public Sector Standards and ethical codesDoT is committed to fostering a culture of ethical behaviour and ensuring the highest standards of probity and accountability in all interactions. As public servants, DoT’s employees are ultimately working for the people of WA, who expect them to act with integrity and to look after their interests. This places DoT in a position of trust, requiring standards of ethical behaviour that reflect community expectations. During 2013/14, DoT continued to review the human resource management policies and procedures to ensure they meet legislative and governance responsibilities with regard to managing people. The Performance Partnership Program Policy and Procedures were amended to provide clear direction for both managers and staff. In addition, formal Performance Management Policy and Procedures were developed to further assist people managers to manage the performance of team members not meeting expectations. DoT continued to make the Accountable and Ethical Decision Making online training program available to staff throughout 2013/14, with over 95 per cent of employees having completed the program. Compliance issuesFour breach of standard claims relating to the Employment Standard were received in 2013/14. Two of the claims were considered and dismissed by the Public Sector Commissioner and the other two were withdrawn by the claimants. In 2013/14, 12 cases of non-compliance with the Code of Ethics/Code of Conduct were reported, seven of which resulted in disciplinary investigations. Better recordkeepingDoT is committed to best practice recordkeeping to ensure compliance with the State Records Act 2000 (the Act). The following information is provided in accordance with the State Records Commission Standard 2, Principle 6. Efficiency and effectiveness of DoT’s recordkeeping systemsAll DoT staff use the Objective electronic document and records management system. As part of the ongoing program to transition to full electronic recordkeeping, DoT is continuing to implement and consolidate digitization and electronic distribution of hard copy correspondence. An Internal Customer Satisfaction Survey was completed in November 2013. The results showed that 98 per cent of the respondents were either satisfied or very satisfied with the services provided by Information and Records Management support services. Recordkeeping training and induction programsThe Online Recordkeeping Awareness Training Course is mandatory for all staff. The course covers roles and responsibilities in regard to recordkeeping and compliance with the Recordkeeping Plan. There are currently 1,623 DoT staff, including contractors, enrolled and 1,469 (91 per cent) have completed the course. Training assessment is integrated into the course and feedback from staff is reviewed and responded to. Content for the program is reviewed regularly to ensure it reflects current operational and administrative practices and processes. An Objective online training course is also available for all new staff and as a resource for existing staff. Individual and group Objective training is available and provided as required. In 2013/14, training focused on strengthening the use of Objective with intensive training provided to workgroups as required. DoT’s employee induction program includes recordkeeping and the use of Objective and addresses employees’ roles and responsibilities in creating, managing and maintaining government records. Training effectivenessThe results of the Internal Customer Satisfaction Survey indicate that the training and support services provided to employees are highly valued and effective. The benefit of intensive Objective training is reflected in the use of Objective expanding throughout the agency. The increasing take-up of electronic recordkeeping is evidenced by the number of corporate documents stored in Objective increasing by more than 60 per cent in 12 months. Directory: mediaFiles mediaFiles -> Office of the United Nations High Commissioner for Human Rights Report on the human rights situation in Ukraine mediaFiles -> Valerii Hryhorovych asapov mediaFiles -> Intentionally blank mediaFiles -> Uncontrolled when printed mediaFiles -> President of the Royal Aeronautical Society, Distinguished Guests, Ladies and Gentlemen mediaFiles -> Display Pilot Flight Lieutenant Jamie Norris mediaFiles -> Translation Download 436.52 Kb. Share with your friends:
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