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Strategies - MS Word Version Strategies - MS Word Version Presentation Transcript

  • 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 PROGRAMS STRATEGIES STRATEGY ACTIONS RESPONSIBILITY TARGET DATE 1.1: Consultation 1.1:1 In consultation with the Disability Advisory Council, the Department Director General, Quarterly will regularly explore and evaluate initiatives and service improvements. Manager, Diversity The Department will host a Disability Services Advisory Council to provide strategic advice and evaluation of our services and programs for people with disabilities. 1.2: Ongoing Review of Policies and 1.2.1: All business centre managers will review and apply the DSP Business Centre Annually Programs ‘Policies and Practices’ to their programs and services. Strategies they Managers, Director initiate in their Business Centres will be reflected in their Business Plans Finance and Planning The Department will review its services and programs to ensure they do not discriminate against people with disabilities. 1.3: Flexible Service Delivery 1.3.1: The Department will design and support a robust FSD training DSP Internal Steering Dec 2006 program to ensure staff skills are retained and implemented on a daily Committee; Manager, The Department will develop and deliver Annually basis. The program will include: Diversity Services FSD to staff as required through various modalities leading to more responsive • conducting internally designed and delivered FSD courses for new staff delivery of services and programs. and refresher courses for current staff. 1.3.2: The Department will develop and add to its choice of FSD training DSP Internal Steering Dec 2006 programs a ‘blended’ generic course incorporating both on-line and face to Committee; Manager, Annually face delivery. Diversity Services 1.3.3: The Department will conduct a survey of front-line staff to evaluate DSP Internal Steering Dec 2006 their understanding of the service provision issues of people with Committee; Manager, and Dec disabilities. Diversity Services 2008 1.3.4: The Department will develop a culturally appropriate FSD training DSP Internal Steering June 2007 program for Aboriginal client service officers and other Aboriginal staff. Committee; Manager, Diversity Services; Manager, Aboriginal Programs 1.3.5: The Department will commission a customer satisfaction survey to DSP Internal Steering December examine effectiveness of FSD and other disability initiatives in creating Committee; Manager, 2006 & responsive services. Diversity Services Dec 2008 NSW ATTORNEY GENERAL'S DEPARTMENT DISABILITY STRATEGIC PLAN 2006 – 2008
  • STRATEGY ACTIONS RESPONSIBILITY TARGET DATE 1.3.6: The Department will introduce a new category in its Annual Director, Corporate December Achievement Awards program to include innovative programs for clients of Human Resources 2006 diverse backgrounds and disability. 1.3.7: Regularly update the ACCESSLink - Disability website to ensure staff Manager, Diversity Ongoing have direct service advice, examples of best practice and community Services; Director, resources. Corporate Services 1.3.8: Programs whose legislative mandates focus on people with Protective Commissioner Annually disabilities will develop FSD continuous improvements in consultation with & Public Guardian; the disability community and report achievements yearly in the President, Anti- Department’s Annual Report and to the Disability Advisory Council. Discrimination Board NSW ATTORNEY GENERAL'S DEPARTMENT DISABILITY STRATEGIC PLAN 2006 – 2008
  • 1. SERVICES AND PROGRAMS POLICIES AND PRACTICES Consultation of accessible, non-discriminatory services and programs for people with disabilities. The Department will host a Disability Advisory Council (DAC) to provide strategic advice and evaluation of our services and programs for people The Manager, Diversity Services, will monitor all business plans. with disabilities. Flexible Service Delivery The Director General will maintain the DAC. The membership of the Council Complete the Flexible Service Delivery (FSD) program roll out and will contain more than 50 per cent of people with disabilities and will include provide support to staff in its implementation. 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 Where ongoing policy and program reviews identify barriers to non- Services. discriminatory service delivery arising from the mode of delivery (for example, paper records only for births, deaths and marriages), alternative modes of The DAC will annually review the strategies and actions of this DSP and delivery will be progressively identified, evaluated and implemented by the related implementation programs, along with the submissions and information business centre managers in consultation with Diversity Services. Alternative provided as part of the consultation on this DSP. service delivery options will include: A report on the PERFORMANCE INDICATORS of the DSP will be reported • modification of court procedures and other practices annually to the DAC, Internal Steering Committee and in the Department’s • the use of alternative technology to make services accessible Annual Report. • the use of alternative formats for communication; Ongoing Review of Policies and Programs • relocation of services or visits to clients with a disability The Department will review its services and programs to ensure they do • development of specialist resources not discriminate against people with disabilities. • recruitment of specialist staff The DSP will be circulated to business centre managers and staff as part of • provision for participation in planning and decision-making by people with the information provided for input into corporate and business plans. disabilities. Business centre managers, in consultation with the DAC, peak disability Departmental programs which offer grants directly to the community will organisations and the Manager, Diversity Services, will identify, in their actively promote their programs and funding opportunities to the disability business plans, policy and program changes required to ensure the provision community, monitor their uptake and report on their progress to the DAC. NSW ATTORNEY GENERAL'S DEPARTMENT DISABILITY STRATEGIC PLAN 2006 – 2008
  • 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. NSW ATTORNEY GENERAL'S DEPARTMENT DISABILITY STRATEGIC PLAN 2006 – 2008
  • 2. ACCESS TO THE JUSTICE SYSTEM STRATEGIES STRATEGY ACTION RESPONSIBILITY TARGET DATE 2.1 Justice Portfolio 2.1.1: Coordinate implementation of a Justice Sector: Disability Action Plan for Director General; Ongoing Justice Agencies to facilitate integration of policy, planning, innovation and Manager, Diversity Services The Department will work with justice protocols relating to people with disabilities and the justice system. agencies to refine roles and responsibilities between them, and explore innovative service solutions toward facilitating equitable justice for people with disabilities. 2.1.2.Identify barriers faced by people with disabilities and promote solutions to Manager, Diversity Ongoing cross justice system issues through the collaboration of various NSW justice Services and human services agencies. 2.2: Law Reform Commission 2.2.1: Promote through proposed legislation, regulations and an education ADG Legal Services; Annually Review campaign with the Judicial Commission, the Law Reform Commission Report Director, Policy Division #80 recommendations. 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. 2.2.2: Consider the extension of principles and procedures developed by the Director, Policy Division December Criminal Law Review Division’s Committee on People with Intellectual 2007 Disabilities and the Criminal Justice System to other groups of people with a disability. 2.3: Practice Improvements 2.3.1: Prepare advice for the NSW Attorney General on status and possible Director, Policy Division December legislative reforms to enable people who are blind and people who are deaf to 2006 The Department will promote practice exercise their civic responsibility as jurors. improvements to eliminate indirect discrimination against people with disabilities within the justice system. 2.3.2 Continue to collaborate with the Judicial Commission of NSW, the Manager, Diversity Ongoing Judiciary, Court Administrators and the Disability Advisory Council Services recommending adaptations to court and related judicial practices to eliminate discrimination against people with disabilities and reduce court related stressors. 2.3.3: Actively promote the need for and deliver to the Judicial Commission of Manager, Diversity Dec 2007 NSW a second round of disability awareness educational opportunities for all Services judiciary in NSW. NSW ATTORNEY GENERAL'S DEPARTMENT DISABILITY STRATEGIC PLAN 2006 – 2008
  • STRATEGY ACTION RESPONSIBILITY TARGET DATE 2.3.4: Actively promote the availability of disability awareness courses for legal Manager, Diversity Ongoing practitioners to both the NSW Law Society as CLE and the NSW Bar Services Association as CPD. 2.3.5. Work with and deliver disability awareness courses both face-to-face and Manager, Diversity Ongoing on-line with the National Judicial College of Australia. Services 2.3.6: Develop a formal procedure to enable flagging of files if required by Court Administrators; Dec 2006 clients with disabilities of cases involving people with disabilities. This Manager, Diversity procedure will be developed for both hard copy files and the COURTLink Services; COURTLink electronic filing system. 2.3.7: Review the infrastructure associated with engaging people with Assistant Director Annually disabilities for jury service to facilitate people with disabilities exercising their General, Court Services; right to serve as jurors. This infrastructure will include: Sheriff; Disability Advisory • self-identification on jury duty forms; Council • staff arrangements, access provisions and implementation procedures; • legislative reform as required; • an annual review evaluating the participation of people with disabilities. 2.4: Human Rights Promotion 2.4.1: Programs whose legislative mandates focus on people with disabilities Protective Commissioner Annually will initiate projects and work with other agencies to promote the human rights & Public Guardian; The Department will promote the of people with disabilities to the community. President, Anti- human rights of people with disabilities. Discrimination Board NSW ATTORNEY GENERAL'S DEPARTMENT DISABILITY STRATEGIC PLAN 2006 – 2008
  • 2. ACCESS TO THE JUSTICE SYSTEM POLICIES AND PRACTICES Legislative Review Communication Improvements The Department will monitor and review legislation to identify any The Department will work with courts and service providers to enable current or proposed laws which discriminate against people with effective communications with people with disabilities disabilities. Policies and guidelines on the provision of interpreters or other services to When developing new legislation, the Department will consult with the parties people who are deaf or have hearing impairments in court will be monitored below to identify potential discriminatory practices and court practices which and reviewed to ensure appropriate provisions have been granted. may be in conflict with the Disability Discrimination Act 1992 (C’th), the Maintain a strong collaborative approach with the Deaf Society of NSW to Disability Services Act 1993 (NSW) and the Anti-Discrimination Act 1977 assist in the skill development and quality assurance mechanisms for Auslan (NSW) including; interpreters required in court. • The Department’s Disability Advisory Council The Department actively promotes the need for judges, magistrates, solicitors, • NSW Anti-Discrimination Board barristers, defenders, prosecutors and court personnel to: • Human Rights and Equal Opportunity Commission • increase the frequency of use of the variety of methods of receiving • Disability Council of NSW evidence allowable under the Evidence Act 1995 (NSW); • Law Reform Commission • increase the use of flexibility in the form and procedure for taking oaths to • peak disability organisations ensure the needs of people with disabilities are addressed; • professional legal bodies. • emphasise the need to minimise the sense of intimidation felt by people with disabilities in the courts; Practice improvements • use plain English in their communications and in court proceedings; The Department will promote practice improvements to eliminate • provide questions and directions within court in clear typed ‘plain English’, indirect discrimination against people with disabilities within the justice including the use of large print formats; system. • provide slow, clearly enunciated instructions/ questions to people with a The Department will regularly liaise with the legal profession and the Law hearing impairment who lip read; Society of NSW to ensure that: • adopt practices which recognise that some people with disabilities have • legal practitioners are aware of the implications of the Disability limited attention span and would benefit from having shorter sessions, Discrimination Act 1992 (C’th), the Disability Services Act 1993 (NSW) and and questions/ instructions repeated/rephrased to ensure their testimony the Anti-Discrimination Act 1977 (NSW), and this DSP; is true and comprehensive; • appropriate information is provided to practitioners on disability issues and • create court environments which are calm, supportive and the Department’s services for clients with a disability. accommodating to assist people with disabilities in their participation in any aspect of court activity; 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 • encourage the use of: involving a person with a disability through an entire court proceeding. • alternative communication devices; • real time captioning; • Closed Circuit TV (CCTV) for enlarging documents. NSW ATTORNEY GENERAL'S DEPARTMENT DISABILITY STRATEGIC PLAN 2006 – 2008
  • 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. NSW ATTORNEY GENERAL'S DEPARTMENT DISABILITY STRATEGIC PLAN 2006 – 2008
  • 3. ACCESS TO BUILDINGS AND FACILITIES STRATEGIES STRATEGY ACTION RESPONSIBILITY TARGET DATE 3.1: Physical Access Provisions 3.1.1: Innovative solutions will be considered where heritage issues are Director, Asset Ongoing potentially in conflict with access requirements, with an eye to address Management Services The Department will ensure all Asset the access issues within the spirit of the Disability Discrimination Act Management Services projects integrate (C’th) 1992 (DDA) while maintaining the heritage listed elements of the best practice in access provision. building. 3.1.2 Asset Management will assess all jury facilities where jurors Director, Asset December regularly sit, develop access improvement plans and complete work Management Services 2008 through the allocation of an initial $1.5mil. 3.1.3. All existing facilities’ access audits will be updated and priorities Director, Asset December for access improvements will be identified and integrated into Access Management Services 2007 Improvement Program. 3.1.4: The Department’s Access Audits of leased premises will be Director, Asset December included within the Asset Management access provision workplans. Management Services 2006 3.1.5: Asset Management will develop and implement internal building Director, Asset Ongoing standards that address access barriers specific to our use of the Management Services premises (ie for items not addressed in the Building Code of Australia such as jury facilities and courtrooms). 3.1.6: Summaries of the Courthouse Access Audits will be made Director, Asset June 2007 available to clients and staff through LawLink and InfoLink. These Management Services summaries will be regularly updated as access issues are addressed. 3.1.7: Asset Management will implement a program in conjunction with Director, Asset June 2006 Local Government Areas to confirm or request public transport access Management Services points and travel paths adjacent to AGs premises comply with the new Accessible Transport Standards and AS 1428.2. 3.1.8: While waiting for physical modifications to buildings and facilities, Business Centre Managers Ongoing managers will develop and implement alternative service provision procedures within Flexible Service Delivery principles and notify all staff. 3.1.9. The Department will remain informed in relation to the developing Director, Asset Ongoing Disability Discrimination Act (C’th) 1992 ‘Access to Premises’ Standards Management Services and respond accordingly in our building specifications. NSW ATTORNEY GENERAL'S DEPARTMENT DISABILITY STRATEGIC PLAN 2006 – 2008
  • STRATEGY ACTION RESPONSIBILITY TARGET DATE 3.2: Emergency Procedures 3.2.1: Business Continuity Plans will include an evacuation program Director, Finance and December based on the Court House Access Audits and Occupation Health and Strategy; Director, Asset 2006 The Department will review its emergency Safety reviews to rectify any physical impediments or equipment Management; Director, access/egress facilities and procedures to deficiencies impeding safe and successful emergency evacuation of all Corporate Human Resources ensure the safe and successful evacuation of people with disabilities. people with disabilities from all buildings or facilities. 3.3: Information Technology 3.3.1: The Department will reinforce with expert advice from information Director, Information Ongoing technology access experts, the Department-wide protocol to ensure all Services Branch; Director, All Information Technology protocols will business applications and user interfaces are selected and developed to Corporate Human Resources; ensure access for people with disabilities to ensure access for people with disabilities, as end users, potential Business Centre Managers applications and interfaces throughout the developers and IT support staff. Such interfaces are: Department. • Learning Management Services • Courtlink • email software • e-commerce 3.3.2.All computer applications and interfaces will be audited and Director, Information December priorities will be set to address the software interface access requirements Services Branch 2007 of people with disabilities, both staff and clients. NSW ATTORNEY GENERAL'S DEPARTMENT DISABILITY STRATEGIC PLAN 2006 – 2008
  • 3. ACCESS TO BUILDINGS AND FACILITIES POLICIES AND PRACTICES Physical Access Provisions and management’s awareness of local access provisions, are periodically reviewed. The Department will ensure all Asset Management Services projects integrate best practice in access provision. Asset Management Services will provide annual staff training in all areas of access provision within building works in the form of information sessions and The Department will ensure all premises’ designs and provisions comply with workshops discussing access solutions. AS 1428 part 2 (Enhanced Standard) unless there are significant physical and/or practical constraints precluding compliance. If AS1428 part 2 cannot The Department will continue to work with Local Government Councils to be achieved, the Department will build to AS1428 part 1. provide better access from transport including: Within the Major Works, Maintenance and Access Improvement Programs, • designated accessible parking bays; several steps will be continued to ensure a progressive response to the • public transport drop off and pick up locations. access issues identified in the 1999 Court House Access Audit: Where it is determined there are restrictions to the Department’s capacity to • a set of guiding principles of departmental access priorities will be provide access for people with disabilities, the Department will provide confirmed services at accessible premises. In the case of leased buildings, it will negotiate changes with the building owners or consider relocation. • a long term workplan for each program above will be developed to target court houses where access issues are a significant impediment to people Emergency Procedures with disabilities participating The Department will specifically address its emergency ingress/egress • the workplan will be developed in consultation with the Disability Advisory facilities and procedures to ensure the safe and successful evacuation Council and the DSP Internal Steering Committee of people with disabilities from all buildings or facilities in the event of an emergency. • within the 10 year Asset Maintenance Plan, disability access remedies will remain a high priority Current emergency evacuation procedures will be reviewed and, where necessary, modified to ensure they provide for effective emergency • within the Conservation Management Plans, access planning will be evacuation of people with disabilities. These will include: integrated • consistency across the Department; • an annual budget program will be dedicated to the Access Improvement • training for emergency personnel; Program. • discrete notification of procedures for staff identified with disabilities in the The Department’s Court House Access Audit checklist will be updated as building; required by BCA and DDA developments and used by Project Managers and • notification for visitors of the building via adequate signage; subcontractors as an access provision template for all new designs and • emergency drills involving people with disabilities; renovations. • a drill and debrief will be held to review and amend emergency A short checklist will be prepared from the Court House Access Audit and procedures. distributed to all court houses to ensure maintenance of access provisions, NSW ATTORNEY GENERAL'S DEPARTMENT DISABILITY STRATEGIC PLAN 2006 – 2008
  • 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 Consortium NSW ATTORNEY GENERAL'S DEPARTMENT DISABILITY STRATEGIC PLAN 2006 – 2008
  • 4. COMMUNICATION STRATEGIES STRATEGY ACTION RESPONSIBILITY TARGET DATE 4.1: Communications Strategy 4.1.1: The Department will raise the profile of its DSP and accessible services Director, Corporate Annually to people with disabilities and the legal profession through a program of Services; Manager, The Department will ensure services are informative advertising, media liaison and community education. LawLink and Diversity Services promoted in both hard copy and the annual report will be the focus of the initial efforts. electronic information channels and are accessible to people with disabilities. 4.1.2: Promote the Resource Kit and Video “So you have to go to court” on Manager, Diversity June 2007 LawLink and develop a video streaming clip from the video. Services; Director, Information Services Branch 4.1.3: The Department will monitor the development of accessible e- Director, Information June 2006 commerce guidelines (eg HREOC) and information technology innovations to Services Branch 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. 4.1.4: Strategies for promoting disability assistance to Aboriginal clients and Manager, Diversity December staff will be developed and implemented in conjunction with Aboriginal Client Services; Corporate 2006 Service Specialists and Norimbah Unit. Human Resources; ADG Court Services 4.2: Using Adaptive Technology 4.2.1: Develop a training program as required for staff in the types, use and Director Information Annually maintenance of adaptive equipment for court and the workplace as it is Services Branch; The Department will expand its use of introduced into the Department. Corporate Human suitable and available technology to Resources; Manager, enable effective communication with and Diversity Services for people with disabilities. NSW ATTORNEY GENERAL'S DEPARTMENT DISABILITY STRATEGIC PLAN 2006 – 2008
  • 4. COMMUNICATION POLICIES AND PRACTICES Communications Strategy 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. The Department will ensure services and both hard copy and electronic information are accessible to people with disabilities. Using Adaptive Technology Within ACCESSLink, current advice will be provided to assist staff with The Department will expand its use of suitable and available technology written, spoken and electronic communications to minimise communication to enable effective communication with people with disabilities. barriers faced by people with disabilities. It will include advice on: The Assistive Hearing Program and procedures will be evaluated and • how to design inclusive documents which are accessible to as many people modified as required to ensure the most effective solutions for determining: with disabilities and the general community • storage locations; • the value of including people with cognitive disabilities when focus testing • stock levels; documents • types of equipment; • the way to speak with a person with a particular disability • publicity and signage requirements; •a standard statement for all public documents of their availability in alternative formats • lead times needed for distribution; • the need to use ‘plain English’ in all documents • distribution methods and recording procedures; • the need to consult with the Disability community and how to conduct such a • maintenance and cleaning facilities; consultation • adjustments to acoustic conditions; •an Alternative Format Policy which will include • successful usage. • the identification of documents which should be produced in advance in alternative formats and which format should be ’Hearing Access’ advertisements will continue to be placed on all relevant considered court documents such as summonses, jury notices, court orders and infringement notices together with signage at the courts to inform people of • a procedure to ensure documents are converted into alternative the availability of assistive hearing systems, with advanced notification. formats as a regular protocol of production in as streamlined a The courtroom audits of acoustic and background noise conditions will be fashion as possible; and completed and their results will be provided to Asset Management Services to • a procedure to inform people with disabilities of the availability of, advise remediation required within the Maintenance Program. and how to, access alternative formatted materials. Based on the above program, court facilities, training rooms, conference The Disability Advisory Council will be consulted in relation to ACCESSLink’s centres and other relevant locations (such as the Anti-Discrimination Board) communication advice. Once completed the document will be: used extensively by the public will be fitted with, or have access to, appropriate assistive hearing devices to ensure state-wide access to these • distributed across the Department in formats accessible to all staff; facilities. • used as the basis of a training program for staff and service providers in the The Department will review and evaluate, as necessary, in consultation with use of inclusive communication; stakeholders, the provision of real-time captioning in the courtroom for people • reviewed and adjusted as required to facilitate the effective production and with hearing impairments or people who are deaf. use of accessible, inclusive communication techniques. TTY numbers will be listed on letterhead, posted on LawLink and published in the Telstra TTY phone book and in community organisation newsletters. NSW ATTORNEY GENERAL'S DEPARTMENT DISABILITY STRATEGIC PLAN 2006 – 2008
  • Staff will be informed and trained in the use of the National Relay Service The Department will provide business centre managers advice on selection, where TTYs are not available within the Deafness and Hearing Impairment use and maintenance of equipment to facilitate communication with people training course. with disabilities. 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. NSW ATTORNEY GENERAL'S DEPARTMENT DISABILITY STRATEGIC PLAN 2006 – 2008
  • 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. NSW ATTORNEY GENERAL'S DEPARTMENT DISABILITY STRATEGIC PLAN 2006 – 2008
  • 5. EMPLOYMENT AND CAREERS STRATEGIES STRATEGY ACTION RESPONSIBILITY TARGET DATE 5.1: Consultation 5.1.1 Monitor and report on the motivation of staff with disabilities through Director, Corporate Bi-annually the Employee Survey, using the 1999 Survey as the benchmark. Human Resources; The Department will consult with the Disability Advisory Council 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. 5.1.2 Foster and promote the Staff with Disabilities Network to: Director, Corporate Ongoing Human Resources • provide staff development opportunities; • raise awareness of disability issues in employment; and • provide peer support opportunities. 5.1.3: Use the Staff with Disabilities Network to periodically review and Director, Corporate As required advise on recruitment, selection and employment practices and Human Resources processes. 5.1.4: Develop relationships with organisations to assist with reasonable Director, Corporate Ongoing adjustments including adaptive technology required by staff with Human Resources; disabilities to create independent access to all aspects of information Director, Information technology. Services Branch; Director, Asset Management Services 5.1.5. Conduct an audit of reasonable adjustments provided to staff Director, Corporate June 2007 across the Department. Human Resources 5.1.6: Develop and maintain relationships with experts in areas of Director, Corporate As required emerging disabilities to better support staff with disabilities in the Human Resources; workplace. Business Centre Managers NSW ATTORNEY GENERAL'S DEPARTMENT DISABILITY STRATEGIC PLAN 2006 – 2008
  • STRATEGY ACTION RESPONSIBILITY TARGET DATE 5.2: Review of Employment Practices 5.2.1: Ensure the job evaluation process reviews key criterion of each Director, Corporate On going position to determine if they are inherent requirements of the job. Human Resources The Department will ensure its employment practices meet draft HREOC Disability Standards on employment and the Department’s EEO policies and EEO Strategic Management Plan. 5.2.2: Monitor the Right to Dignity at Work program, reporting on its Director, Corporate Ongoing impact for staff with disabilities and responding to the concerns of staff Human Resources with disabilities as reflected in its outcomes. 5.2.3: Staff with disabilities will be offered selection committee training. A Director, Corporate Ongoing register of staff with disabilities who are willing to participate on selection Human Resources; panels will be created and called upon when an applicant identifies they Business Centre Managers; have a disability. 5.2.4: Contracted recruitment agencies will be required to demonstrate Director, Corporate As new thorough disability awareness to ensure non-discriminatory practices, Human Resources contracts both direct and indirect, are employed. are developed 5.2.5: Use Clause 10 of the Public Sector Management Act for Director, Corporate As required appropriate appointments of staff with a disability. Human Resources 5.3 Employment Statistics 5.3.1: EEO Annual Report statistics for staff with disabilities provided to Director, Corporate Annually the Disabilities Advisory Council. Human Resources The Department’s percentage of staff with disabilities receiving reasonable adjustments will increase. NSW ATTORNEY GENERAL'S DEPARTMENT DISABILITY STRATEGIC PLAN 2006 – 2008
  • 5. EMPLOYMENT AND CAREERS POLICIES AND PRACTICES Consultation Advertising positions in ways accessible to people with disabilities will continue to be investigated and implemented including: The Department will consult with the Disability Advisory Council, Business Centre Managers and staff, and relevant NSW Government • putting advertisements on the internet the same day as it is published in agencies to ensure there is a sound awareness of current expectations written form; and best practice in the employment of people with a disability. • use of Radio for the Print Handicapped; The input and advice of the Disability Advisory Council will be obtained on any • by having a permanent employment telephone contact number which has a employment policies and practices developed and reviewed during the recorded description of the different positions available each week within the reporting period to determine whether they meet the employment needs and Department; expectations of people with a disability. • by contacting peak disability organisations. The advice of the Anti-Discrimination Board and Employment Equity Divisi ion The procedures and circumstances leading to termination of employment or of PEO will be provided to management on the employment practices and dismissal of employees will be reviewed to ensure they do not constitute the experience of other organisations which are exemplary and against which the basis of discriminatory action against employees with a disability. Department can benchmark its performance as an employer of people with a The Department will monitor the use and impact on people with disabilities of disability. all its policies and practices in relation to flexible working arrangements to The Department will participate in ongoing whole-of-government review if they have fostered the retention of employees with disabilities. arrangements to address workplace/work practice change within the NSW The Department will ensure selection panels for positions have at least one Government to eliminate discrimination against people with disabilities. panel member trained in disability awareness. If an applicant identifies they The Department will make available information and advice to business have a disability the convener will invite a staff person with a disability onto centres on adaptive equipment for people with disabilities in the workforce and the panel when possible. will make these services available as part of its recruitment processes. All induction programs and associated training materials for new employees Review of Employment Practices. will be reviewed annually to ensure: The Department will ensure its employment practices meet draft HREOC • information on disability awareness is current within the context of the Disability Standards on employment and the Department’s EEO policies Department’s progress in its DSP; and EE Strategic Management Plan. • they meet the needs of new employees with a disability when being As employment policies and practices are reviewed within the Department oriented with and welcomed into their workplace. they will be examined for potential indirect discrimination against people with As part of the voluntary mentoring program within the Department participants disabilities and adjusted to minimise discrimination or invoke reasonable will be invited to state if they have a disability and/or prefer a mentor with a adjustment provisions to ensure equal opportunities for people with disability. disabilities. NSW ATTORNEY GENERAL'S DEPARTMENT DISABILITY STRATEGIC PLAN 2006 – 2008
  • 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. NSW ATTORNEY GENERAL'S DEPARTMENT DISABILITY STRATEGIC PLAN 2006 – 2008
  • 6. STAFF TRAINING STRATEGIES STRATEGY ACTION RESPONSIBILITY TARGET DATE 6.1: Training Needs Evaluation 6.1.1: As part of its budget planning process, the Department will provide funds Director General; Annual CHR annually for the implementation of a program of disability service/awareness Director, Corporate Budget Cycle The Department will promote and training to complement existing training activities. ($120,000 annually) Human Resources 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. 6.1.2. Determine the percent of current staff who have participated in Disability Director, Corporate December Awareness Training. Human Resources 2006 6.1.2: Training in disability awareness will be made part of training for all Director, Corporate Ongoing managerial/supervisory staff as a means of ensuring broad awareness of Human Resources Offered six disability issues across the Department. times/yr. 6.1.3: Develop and promote, in consultation with the staff with disabilities Director, Corporate December network, managers/supervisors and the Disability Advisory Council, a training Human Resources 2006 course specifically for managers and supervisors exploring recruitment, selection, employment and reasonable adjustment issues for people with disabilities. 6.2: Training for People with 6.2.1: Consult staff with disabilities to determine their training requirements such Director, Corporate Ongoing Disabilities as gaining career advice and identifying career pathways in addition to courses Human Resources from the general course offerings. 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. NSW ATTORNEY GENERAL'S DEPARTMENT DISABILITY STRATEGIC PLAN 2006 – 2008
  • 6. STAFF TRAINING POLICIES AND PRACTICES Training Needs Evaluation • include the involvement of people with the specific disabilities themselves as trainers. The Department will promote and continue to introduce training programs to equip staff with the skills and awareness necessary to In addition to specialist training, the Department will maintain modules on provide competent and effective services for people with disabilities, disability awareness in induction programs, selection techniques, supervisor/ and to work effectively with other staff/service providers who may be management training, Performance Planning and Development, EEO and people with disabilities. OH&S training, client service, client friendly publications and other on-going training activities with recommendations for action in each area. The Department will ensure its disability awareness training program: • addresses the specific work related issues clients with disabilities The Flexible Service Delivery principles will be integrated into the client encounter in our workplaces and services when accessing the justice service courses across the Department. system; The Department’s Performance Planning and Development program will • involves people with disabilities as trainers; incorporate assessment of disability awareness in the criteria and procedures for performance evaluation. • creates an awareness of people with disabilities’ rights and responsibilities under the relevant legislation; In order to ensure quality services, disability awareness will progressively be • ensures as a priority the attendance of staff in positions and in business made a requirement for positions across the Department. centres with most frequent contact with clients with disabilities and The Department will actively encourage supporting staff to access specialist managers who currently supervise front line staff. (eg Office of the disability related training courses, such as sign language. Protective Commission/Office of Public Guardian, Sheriff’s Office, Anti- Discrimination Board and court staff); Training for People with Disabilities • is responsive to the diverse needs of the Department and staff; The Department will ensure its training programs are accessible to staff • is available for specific business centre training to address unique with a disability and provide staff with equal opportunities for career business centre issues; development and advancement. • is offered in a variety of training modes to cater for different learning Staff with disabilities will be encouraged and supported, where appropriate, in styles; their requests to attend training courses. Reasonable adjustments for their • evaluates its outcomes and reports them regularly to the Director General, attendance will be provided. Disability Advisory Council, and DSP Internal Steering Committee. Staff of the Corporate Development and Training Unit will actively pursue Staff training focused on the barriers faced by people with specific disabilities training in disability awareness and in training people with disabilities. will: Training procedures, techniques, media and information packages will be • be annually reviewed for content and relevance; developed/adjusted where necessary to meet the training needs of staff with disabilities. • target key staff in front-line roles; Priority will be given to ensuring the Department’s training facilities and • include courses pertaining to blind people (such as Sighted Guide externally used training sites (eg rented conference rooms) are all accessible Training), people with hearing impairments, people with intellectual to people with disabilities or that alternative, accessible facilities are made disabilities, people with acquired brain injuries and people with psychiatric available. disabilities; NSW ATTORNEY GENERAL'S DEPARTMENT DISABILITY STRATEGIC PLAN 2006 – 2008
  • 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. NSW ATTORNEY GENERAL'S DEPARTMENT DISABILITY STRATEGIC PLAN 2006 – 2008
  • 7. CONSULTATION AND PARTICIPATION STRATEGIES STRATEGY ACTION RESPONSIBILITY TARGET DATE 7.1: Participation by People with 7.1.1: The Disability Advisory Council will be asked to: Director General; Manager, Quarterly Disabilities Diversity Services; Disability • review the strategies and actions of this DSP and related implementation Advisory Council In addition to the consultative programs; arrangements and processes proposed • provide feedback on submissions and information provided as part of the throughout this DSP, the Department consultation on this DSP; will provide opportunities for people with disabilities to participate in key • raise issues concerning various activities, programs and policies across the planning and decision-making forums Department; to ensure continuing attention to • review and propose modifications to the formal and informal consultation disability issues in policy development, procedures for people with a disability from across the Department; planning, service delivery and the • endorse the effectiveness of the Department's consultation procedures; workplace. • annually review the implementation of the DSP. ($5,000 per annum) 7.2: External Complaints Procedures 7.2.1 The Department will implement its complaint handling policy procedures Director, Community Ongoing that assist clients with disabilities to resolve complaints in an accessible and Relations Division; The Department will provide an non-discriminatory manner (without precluding people's right to access external Business Centre Managers accessible and non-discriminatory complaints procedures). complaints procedure for its clients with disabilities. 7.2.2: Community Relations Division will liaise with the Disability Advisory Director, Community Annually Council to ensure the complaint process is accessible and non-discriminatory. Relations Division; Business Centre Managers 7.2.3: Training on complaints handling procedures will include disability service/ Director, Community May 2006 awareness to ensure an accessible and non-discriminatory complaints handling Relations Division; and ongoing process for people with disabilities. Business Centre Managers 7.2.4: The Department’s complaints handling procedure will include a database Director, Community December to record and analyse complaints data as well as track resolutions. The Relations Division; 2006 procedure will also ensure a feedback mechanism is utilised to inform business Business Centre Managers centre managers of issues raised in complaints. (pending funding) NSW ATTORNEY GENERAL'S DEPARTMENT DISABILITY STRATEGIC PLAN 2006 – 2008
  • STRATEGY ACTION RESPONSIBILITY TARGET DATE 7.2.5. Publications about complaints handling procedures to be reviewed and Director, Community March 2006 include reference to disability service/awareness. Relations Division; and ongoing Business Centre Managers NSW ATTORNEY GENERAL'S DEPARTMENT DISABILITY STRATEGIC PLAN 2006 – 2008
  • 7. CONSULTATION AND PARTICIPATION POLICIES 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. NSW ATTORNEY GENERAL'S DEPARTMENT DISABILITY STRATEGIC PLAN 2006 – 2008
  • 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. NSW ATTORNEY GENERAL'S DEPARTMENT DISABILITY STRATEGIC PLAN 2006 – 2008
  • 8. BEST PRACTICE IN MANAGEMENT STRATEGIES STRATEGY ACTION RESPONSIBILITY TARGET DATE 8.1: Addressing Disability Issues in Departmental 8.1.1: Guidelines for the preparation of business centre Strategic Director, Finance and Annually Plans and Policies Directions and business plans will include reference to the DSP Strategy; Business Centre and encouragement of innovative disability related activities, and Managers The Department will require all planning and policy will require annual reporting to coincide with Department’s development processes within the Department, statutory reporting requirements. including budgetary and resource allocation processes, to explicitly incorporate strategies and actions to address disability issues. 8.1.2: The Department will promote the good news stories of Manager, Diversity Six articles various business centres and raise the profile of the DSP and Services; Director, per annum accessible services to people with disabilities internally through a Corporate Services program of informative articles in InfoLink and AGENDA. 8.2: Allocation of funds 8.2.1: The Department will progressively budget for Asset Director, Finance and Annual Management projects and seek funds from the Government as Strategy; Director, Asset Budgets Funding will be secured through a forward planning necessary. Minor works and equipment purchases will be funded Management Services process to ensure implementation of DSP. on a priority basis from an annual allocation set aside for implementing the DSP, from the minor works budget. 8.3: Best Practice 8.3.1: The Department will research and remain cognizant of Manager, Diversity Ongoing international best practice standards in service provision and Services The Department will remain on the cutting edge of employment practices for people with disabilities. international thinking in relation to standards of best practice in the realm of services to people with disabilities. 8.3.2: The Department will develop and promote a Guarantee of Director, Corporate December Service to people with disabilities. Services; Manager, 2007 Diversity Services 8.4: Evaluation & Reporting 8.4.1: Develop an integrated Disability Strategic Plan and CALD Director, Finance and May 2006 CAP self-assessment and reporting framework for annual reporting Strategy; Manager, The Department will establish effective evaluation and provide to Finance and Strategy. Diversity Services and reporting mechanisms to assess the access and equity provisions of the Department’s services and programs. NSW ATTORNEY GENERAL'S DEPARTMENT DISABILITY STRATEGIC PLAN 2006 – 2008
  • STRATEGY ACTION RESPONSIBILITY TARGET DATE Business Centre 8.4.2: Business centres managers will report on their DSP June each Managers performance and program outcomes against the DSP performance year indicators through the annual reporting framework. Manager, Diversity 8.4.3: Formally analyse the Business Centres’ annual report August each Services submissions and report against the performance indicators through year the Annual Report and to the DG. 8.4.4: Conduct an evaluation on the achievements and barriers to Manager, Diversity Annually in the implementation of the strategies of DSP and provide to the Services July DSP Internal Steering Committee and the Director General. 8.5: Accountability of Managers 8.5.1 Managers will include DSP strategies in their business plans Director General; Director, Annually and be accountable for their implementation through their Finance and Strategy Managers will be accountable for creating and performance agreements. Branch fostering a culture of improving the Department’s services and facilities for people with disabilities. 8.6: People responsible for DSP implementation 8.6.1: The Department’s DSP Internal Steering Committee will Chair, DSP Internal Quarterly meet quarterly to guide the DSP’s strategic direction, evaluate Steering Committee While implementing the DSP is the responsibility of implementation and participate in its annual review. Its all staff of the Department, key managers and their membership will be reviewed annually for appropriate management respective staff with responsibility for each action will representation. be identified to have the working responsibility for implementing each action. 8.7: Publicising implementation of the DSP 8.7.1: Provide support and promote to other Government Director General; Manager, Ongoing Departments the successful implementation of their Disability Diversity Services The Department will share its experiences of Action Plans and Flexible Service Delivery. implementing the DSP with other Government Departments as requested. NSW ATTORNEY GENERAL'S DEPARTMENT DISABILITY STRATEGIC PLAN 2006 – 2008
  • 8. BEST PRACTICE IN MANAGEMENT PRACTICE STANDARDS AND COMMITMENTS Addressing Disability Issues in Departmental Plans and Policies Business Centre Managers will prioritise implementation of their DSP initiatives and allocate funds accordingly from their business centre The Department will require all planning and policy development allocations. processes, including budgetary and resource allocation processes, to explicitly incorporate strategies and actions to address disability issues. Accountability of Managers Guidelines for new internal policy development and for policy review will be Managers will be accountable for creating and fostering a culture of amended where necessary to incorporate requirements for explicit improving the Department’s services and facilities for people with consideration of disability issues, including the opportunity for review of new disabilities. proposals by the DSP Internal Steering Committee and/or the Disability The Department’s senior managers will participate regularly in forums Advisory Council. addressing disability issues to ensure currency of managers’ information on, Allocating Funds and awareness and understanding of, disability issues. The Department will ensure funding is appropriate and timely for the People Responsible for Implementing the DSP implementation of this DSP from within existing resources to meet the While implementing the DSP is the responsibility of all staff of the costs of initial and immediate actions. Where necessary, the Department Department, key managers and their respective staff with responsibility will seek additional funding from the Government. for each action will be identified to have the working responsibility for Funds will be made available though each budget allocation cycle of ongoing implementing each action. recurrent expenditure under a project budget specifically identified for Staff with responsibility for implementing the DSP in each business centre will implementing the DSP. be identified within their business centre’s business plan. NSW ATTORNEY GENERAL'S DEPARTMENT DISABILITY STRATEGIC PLAN 2006 – 2008