The below table captures the new self-determination commitments that DPC groups will pursue in 2023, in addition to those identified in the above domain chapters to progress existing strategies and initiatives.
DPC Groups
SDRF commitment
OGC will incorporate self-determination considerations, where appropriate and relevant, when providing legal advice to lead policy and law reform branches in DPC. For example, OGC to be conscious of self-determination principles when reviewing documents such as funding agreements involving First Peoples.
SDRF enabler Transfer power and resources to communities
Address trauma and support healingLevel of ambition (Self-determination continuum) Co-ownership Intended outcomes Increased focus on embedding self-determination principles in funding agreements, for example, in recognition that First Peoples, not the department, are best placed to make decisions about funding expenditure. Public Sector Reform Domain Systems How progress will be measured / tracked As captured in corporate records SDRF commitment
That all CLG staff engage in at least one cultural awareness and cultural safety training session per calendar year. Where possible and where appropriate, ensure that lawyers in OGC assisting in the Treaty and truth processes, Land Justice or other matters involving First Peoples be trained appropriately on Treaty and truth processes, and other applicable processes.
SDRF enabler Prioritise culture
Address racism promote cultural safety
Address trauma and support healingLevel of ambition (Self-determination continuum) Consult Intended outcomes Encouraging a collective consciousness of self-determination principles to reflect the role of these principles in improving outcomes for First Peoples Public Sector Reform Domain Systems How progress will be measured / tracked Number of CLG staff completion of relevant training SDRF commitment
Embed self-determination and cultural safety into core business and workplace culture of SPIR by ensuring all staff develop capability and apply to day-to-day work and interactions, such as in reviewing budget bids and in providing policy advice to government.
SDRF enabler Prioritise culture
Address racism and promote cultural safety
Level of ambition (Self-determination continuum) Collaborate/ partnership Intended outcomes This will be supported by SPIR leadership identifying opportunities to build awareness and understanding of self-determination and cultural safety, to enable an increasing percentage of SPIR staff (50% in 2023-24, then 75% in 2024-25, 100% in 2025-26) to have a self-determination related goal in their PDP. Public Sector Reform Domain People How progress will be measured / tracked Staff with a self-determination related goal in PDP
Staff participation rates in self-determination and cultural safety L&D
SPIR and FPSR partnership to deliver L&D on self-determination in the policy/budget process
Survey to staff about their use of self-determination lens in policy advice/budget review
People matters survey results – feeling culturally safe at work.
SDRF commitment
Support actions and implementation of DPC Aboriginal Workforce Strategy and create more career opportunities in SPIR, informed by the strategy once finalised.
SDRF enabler Address racism and promote cultural safety Level of ambition (Self-determination continuum) Partnership Intended outcomes SPIR hiring managers will be supported to identify roles and suitable candidates so that by 2024, with the goal of achieving 2% of total SPIR staff are First Peoples (in line with the Barring Djinang target for the Victorian Public Service). Public Sector Reform Domain People How progress will be measured / tracked Number of staff who participate in an initiative to work across FPSR/SPIR groups
Number of staff who work in SPIR are First Peoples (People Matters).
SDRF commitment
Ensure all economic policy advice includes self-determination considerations by delivering training and/or resources to policy teams.
SDRF enabler Transfer power and resources to communities Level of ambition (Self-determination continuum) Co-ownership Intended outcomes Transfer power and resources to communities Public Sector Reform Domain Systems How progress will be measured / tracked Surveys to understand effectiveness of training
staff trainings delivered
access appropriate to documents
budget bids with active engagement with FPSR.
SDRF commitment
Promote early engagement with Traditional Owners in the naming of any new infrastructure overseen by EPSP branches using governance forums and briefing processes.
SDRF enabler Prioritise culture Level of ambition (Self-determination continuum) Partnership Intended outcomes Increase focus on embedding early Public Sector Reform Domain Systems How progress will be measured / tracked Survey both project teams and Traditional Owners to identify effectiveness of engagement and opportunities for improvement. SDRF commitments
Seek Government endorsement to require all public sector employers to insert a minimum entitlement to cultural and ceremonial leave and leave to participate in the First Peoples’ Assembly in all future public sector enterprise agreements.
Subject to consultation with public sector unions and First Peoples employee networks on whether the existing VPS entitlement is reflective of lived experience and cultural expectations of First Peoples employees, the entitlements would be based on existing entitlements in the Victorian Public Service Enterprise Agreement 2020 (as amended)
SDRF enabler Address racism and promote cultural safety Subject to consultation with public sector unions and First Peoples employee networks on whether the existing VPS entitlement is reflective of lived experience and cultural expectations of First Peoples employees, the entitlements would be based on existing entitlements in the Victorian Public Service Enterprise Agreement 2020 (as amended) Level of ambition (Self-determination continuum) Partnership Intended outcomes Increase access to cultural and ceremonial leave for First Peoples public sector employees to support their participation in meetings of community organisations and for ceremonial purposes connected to the death of an immediate or extended family member or other ceremonial obligations provided under lore.
Providing paid leave to employees elected as members of the First Peoples’ Assembly will support them to fulfill their official functions during their term of office.
Public Sector Reform Domain People How progress will be measured / tracked By inserting a provision in the Public Sector Industrial Relations Policy requiring all public sector employers to include Cultural and Ceremonial Leave and First Peoples’ Assembly entitlements in enterprise agreements as they are renegotiated.
This initiative will be pursued as part of a broader review of the Public Sector Industrial Relations Policies. Subject to Government approval, this work is expected to be completed in the second half of 2023. Compliance with any approved new minimum entitlement will be implemented through enterprise bargaining processes over the following 3-4 years.
Number of public sector enterprise agreements which include an entitlement to Cultural and Ceremonial and First Peoples’ Assembly Leave.
SDRF commitment
Support cultural safety and accessibility to Gig Worker Support Service for First Peoples users.
SDRF enabler Address racism and promote cultural safety Level of ambition (Self-determination continuum) Inform, consult and collaborate Intended outcomes Ensure that in setting up the service there are First Peoples specific approaches and strategies.
Ensure that services are delivered in a way that is accessible and culturally safe for the benefit of First Peoples who are gig workers using the service through initial and ongoing cultural awareness training and planned engagements with those agencies providing First Peoples’ legal services.
Public Sector Reform Domain People How progress will be measured / tracked Upon commencement of the service, all staff will have undertaken cultural awareness training by a trainer nominated by PCC and by end of 22-23 Financial Year as well as this ongoing action, a review of all GWSS files where gig workers identified as First Peoples, the GWSS to consider the nature of the issues raised and the impacts and referral support provided. This will help inform the Evaluation strategy which would seek to report on the nature and extent to which the GWSS has been of benefit to First Peoples - the evaluation would likely be completed in the 24-25 FY.
Updated