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Ef.Aar10.111111.001.Aqton.DIA.Pdf ESTIMATESAND FINANCIAL OPERATIONS COMMITTEE SUPPLEMENTARY INFORMATION ^ ^ %^. GV ^ Friday, ,, November 20.1 ^^ 150FCIOTl ^ Department of Indigenous Affairs Supplementary Information NO A1: ""^!,, ,!^' Hon Sally Taibotasked: Whatare D/A^ fetentibn rates forthe last'12 months? Whatis the breakdown of Aboriginal andnon-Aboriginal, Regional andMetropolitan (stafi?? Answer What are D/A's retention rates forthe last, 2 months? I July 2010 to 30 June 2011 - retention rate is 67.11% Whatis the breakdown of Aboriginal and non-Aboriginal, Regional and Metropolitan Employees as at 30 June 2011 Aboriginal Non-Aboriginal Metropolitan 27 81 Regional 23 18 Total 50 99 Supplementary Information NO A2: Hon Sally Talbot asked: Who ran the mine mentorprogram noted on page 20 of the Annual Report? Who was the provider of this program? How will the plan to continue the program work, willit be taken in-house orcontractedout every year? What are your expectatibns of this program? Answer: Who ran the mine mentor program rioted on page 20 of the Annual Report? The pilot My Mentorprogram was administered by the Human Resources Branch, D/A. Who was the provider of this program? The program was provided by Emberin. How will D/A plan to continue the program work, will it be taken in-house or contracted outevery year? Given the pilot's success it is anticipated that all women within D/A will have an opportunity to participate in similar programs. A value for money analysis will determine which components will be provided in house and which will be outsourced. For example, it is likely that the mentoring component will be provided in-house. What are your expectations of this program? The program provides an opportunity for D/A female staff to develop and advance core personal and professional skills, peer mentoring and networking. Supplementary Information NO A3: Hon Rodn Chapple asked. ' Whatpositions are vacant? Answer: Department of Indigenous Affairs Vacant positions as at 30 June 20.1 Number Position Level Senior Le al Officer SCL5 2 Director Reportin and Information Maria ement Level 8* 3 Director Strate to Initiatives Level 8 4 Maria er Local Government Collaborator(Broome Level 7 5 Manager Strate to Pro^Cts Broome Level 7 6 Princi al Pro^Ct Officer Level 7* 7 Princi al Pro ect Officer Level 7* 8 Senior Communications Coordinator Level 7* 9 Local Area Coordinator Fitzro Crossin Level 6* 10 Senior Herita e Officer Level 6* 11 Senior Planning Officer Level 6 12 Senior Pro^Ct Officer(Ka1 o0rlie Level 6 13 Senior Pro ect Officer Kununurra Level 6* 14 Lands Operations Officer Level 5 15 Lands Operations Officer Level 5 46 Pro^Ct Officer(Geraldton Level 5* 47 Pro ect Officer Pilbara Level5 FTC 48 Pro ectPolic Officer Broome Level 5 (FTC 19 Herita e Pro ect Officer Level 4* 20 Indi enous En agement Officer(Bea Ie Ba Level3 FTC 21 Indi enous Enga ement Officer Halls Creek Level 3 FTC * These positions have been filled as at I December 2011. These positions have been filled by a fixed term contract(FTC) Supplementary Information A4 Hon Sally Taibotasked- What!^ the FTEin the pollbysection and for a 11st andapproximate breakdown abouthow resources are allocated to each task and the exact count of how manyFTE's are actually devoted to each taskon a regularbasis. Answer: Full Time Equivalent Level Position FTE) perweek I . O Level 8 Director Polic 2.44 Level 7 Princile Polic Officer I . O Level 6 SeniorPolic Officer 0.8 Level 6 SeniorPlannin Officer 0.43 Level4 Polio Officer The Level 6 Senior Policy Officer position is currently vacant and one of the Level 7 positions is occupied part time at 16.5 hours per week. At present, key tasks are allocated as follows: Task FTE Position Branch and task inaria ement I .O Level 8 State response to the Indigenous Implementation Board third 0.2 Level7 report Essential service polic SU ort 0.4 Level7 Gordon Reportreview 0.5 Level6 Infrastructure Australia - advice for WA input to current working 0.2 Level7 art Stolen Wa es 0.4 Level6 Remote Housin National Partnershi 0.2 Level7 Food securit Issues 0.2 Level6 00mbul urri state taskforce 0.4 Level7 AACC tar ets re onin 0.2 Level7 Town based reserves, polic SU on for ALT 0.2 Level 7 Local overriment services to remote communities DLG pro^Ct 0.2 Level7 Administrative duties 0.43 Level4 Other tasks see below* 1.14 All staff * other substantial tasks include: . Draft Ministerial briefings and correspondence as required - diverse range of subject matter relevant to the Indigenous affairs portfolio; . Written submissions as required e. g. Baigo coronialinquest; and . Provide policy input and advice as required to D/A functional areas in regional locations and in land operations. Committees: The Policy staff and Directorrepresent D/A on a number of interagency committees including the: . Family and DomesticViolence Officers Group; . Strong Families Monitoring Group; . Youth Justice Steering Committee; and . Crime Prevention CouncilOfficers Committee. The Policy branch also participates in a number of working groups and committees related to the key activities above, including the: . Aboriginal Remote Communities Power Supply Project; . Aboriginal Access Roads Committee; . Local Government Services Steering Committee; and . Commonwealth/State Food Security Subcommittee. Supplementary Information NO A5 Hon Philjo Gardrnerasked. ' What is the Department of Indi^enous Affairs doing in regards to assistIhg Aboriginal corporatibns of theirgovemance obligatibns andresponsibi/^ties? Answer: In the 2011-, 2 State Budget, D/A received $2.3m Royalties for Regions funding overtiNo years for a Governance and Leadership Development Program. D/A, the Aboriginal Working Group, and the Aboriginal community are working towards establishing a framework for governance reform in the Pilbara through the Governance and Leadership Program. This will include providing training, support and assistance to organisations in developing a better understanding of best practice governance principles, including dealing with conflict of interest. D/A and the Yamatji Marlpa Aboriginal Corporation (YMAC) - the Pilbara Native Title service - have met and agreed to work collaborative Iy on the project. The YMAC will lead the work to develop a culturalIy appropriate best practice governance model(s) to be applied in the Pi!bara. The model needs to be compatible with, and reflect the wider Pilbara Governance and Leadership project, and with Aboriginal people D/A will lead work on the cultural authority and community governance structure model. D/A, in addition to the above, is looking at how to ensure high level Aboriginal representation in strategic regional planning and decision making within all levels of government, including the Aboriginal Affairs Coordinating Committee and the WA Aboriginal Advisory Committee. D/A and the Aboriginal Working Group will continue working in partnership with the Native Title services to develop an overall draft leadership and governance framework leading into the second Pilbara Futures Forum to be held prior to 30 June 2012. Supplementary Information NO A6 Hon Robin Chapple asked. ' How many of these smaller groups of these cultural meetihgs, or '^7et-togethers" have the Department of Indigenous Affairs held, and where? Answer: D/A and the Aboriginal Working Group undertook three Pilbara Tribal Nation "Get Togethers" during 2011, to determine the interest and commitment of Elders towards providing cultural authority for a regional governance model in which the role of law bosses would have recognition alongside more formal representative structures. So far the 'Get Togethers" have been undertaken in three of the expected five locations. The first three "Get Togethers" have been in the West side of the Pilbara, and the remaining ones are being planned to take place within the East Pilbara. D/A with support of the Western Desert Lands Aboriginal Council are currently planning a "Get Together" on-country with all Martu people on the 23 January 20.2 Supplementary Information NO A7 Hon Robin Chapp/e asked: Can supplementary information be provided on the A-HELP program - the Aborigiha/ heritage e-10dgementprogram. ' (a) Is access to the site data going to be restribted to I'ust Glamants or traditional owners? (by Howwi/Ithisbedefined? Answer: Is access to the site data going to be restricted to just claimants or traditional owners? AHELP will enable online access to the same information that is currently available in hardcopy at D/A's Perth office. Currently anyone can view site information as long as certain restrictions are honoured such as male I female only access. Any attempt to provide greater access to site data online would be done so in a secure way that maintains these restrictions. How will this be defined? To maintain current restrictions users would need to register and go through a simple verification process to ensure authenticity prior to viewing information. Supplementary Information NO A8 Hon Rodn Chapple asked. ' Is the review of the Aboriginal Heritage Act 1972 on schedule? Why has no informatibn aboutthe progress of the review been made publically avarlable? When are we going to see the website? Answer: As the Government is still considering the options for reform of the Aboriginal Heritage Act 7972 no in principle decisions have been made The Government will decide the appropriate methods and timing for public consultation, including the use of a website. The Government will ensure that public consultation is both fair and appropriate. Supplementary Information NO A9 Hon Sally Taibot asked. ' Whatis the costand timing forthe currentAborigina/ Heritage Actf972 review? Answer: The estimated cost for Aboriginal heritage reform is $354,000. The review will be completed during 2012. Supplementary Information A10 The Hon Sally Taibotasked: Whatis the status of the ministerial conditibns while they are being challenged at the SAT? Answer: Section 25 of the State Administrative Tribunal Act 2004 (WA) (SATAct) outlines the effect of proceedings on a reviewable decision.
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