| Key Deliverables | Measures and Targets | Timeline | Accountability |
1.1 SES recruitment and selection processes are reviewed, updated and enhanced to include:
- Consistent messaging and processes which encourage female candidates to apply
- Coaching contacts and/ or training to be made available to potential candidates, panel members and scribes prior to selection processes
- Selection guidelines reflecting best practice (including appropriate guidance for panel and scribe selection and responsibilities, guidance on various assessment techniques and provision of pre and post selection feedback for those acting at the level being applied for and other unsuccessful applicants)
| 1.1.1 Best practice guidance materials are updated, or created and are implemented by selection panels.
| By February 2015 | Directors, National Recruitment Unit and Workplace Relations Section |
| 1.1.2 The proportion of women in the SES increases over the next five years. | Measured annually | Australian Statistician
(reporting by Workforce Strategies Section) |
| 1.1.3 Executive Leadership Group (ELG) Key Performance Indicators (KPIs) includes a KPI summarising the number of applicants and successful candidates (cross classified by gender) for SES recruitment processes and the proportion of unsuccessful candidates who received feedback. | ELG KPIs after each SES recruitment round from September 2014 | Director, Workplace Relations Section |
| 1.2 Clarify and make visible the balance of technical, specialist and managerial skills required for SES roles. | 1.2.1
a. SES work level standards and role statements are used by panels to determine the ideal skills mix for each vacant SES position in consultation with ELG
b. Information on required skill mix is conveyed to potential applicants via applicant information kits
| From first SES vacancy | Delegate/s of selection panel
(reporting by Workplace Relations Section) |
| 1.2.2 SES role and capability statements are updated to reflect APS wide work level standards and ABS specific skill requirements, and clarify expectations of officers. | By February 2015 | Director, Workplace Relations Section |
| 1.3 The proportion of women in intern and cadet programs is increased. | 1.3.1
a. Intern and cadet programs are designed and adjusted to attract more women studying in specialist fields, such as Information and Communication Technology (ICT), statistical methodology and economics
b. High quality interns are strongly encouraged to apply for permanent positions and high quality cadets are strongly encouraged to apply for promotions when these become available
| By December 2015 | Director, National Recruitment Unit and First Assistant Statisticians responsible for relevant intern and cadet programs |
| 1.3.2 There is an increase in the proportion of women in the Technology Services Division, Macroeconomic Statistics Division and Methodology and Data Management Division. | Measured annually | ELG
(reporting by Workforce Strategies Section) |
| 1.4 Professional coaches are available to EL2 and SES staff. | 1.4.1 A list of coaching contacts is made available to all SES and EL2s, and usage is reported on annually. | From November 2014 | Director, National Training and Development Section |
| 1.4.2 Candidates are encouraged to utilise coaches when applying for SES positions. | At the start of each SES recruitment process | Chair/s of selection panel |
| 1.4.3 Selection panels report strong overall performance of the EL2 and SES candidate pool at interview and provide feedback to ELG on the strengths and development needs of this pool. | Reported at the end of each selection process to National Recruitment Unit or Workplace Relations Section | Chair/s of selection panel
Annual reporting by National Recruitment Unit and Workplace Relations Section |
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