Investor Presentaiton

The department supports employees and their managers through annual performance development reviews using the My Achievement Plan (MAP) program. MAP is a shared responsibility between employees and their managers, providing an open and transparent mechanism for defining employee achievements and deliverables, as well as the opportunity to outline development support needed to build capability. In August 2022, the MAP transitioned from a PDF form to a more user friendly and flexible eForm. This action forms part of the department's aims to embed innovation and further engage managers and employees in learning and growth. The 2022 MAP cycle closed on 31 October 2022. The uptake of the new process was positive, with 735 employees engaging in the performance development process. Data collected from this cycle was used to inform the department's 2023 Learning and Development Program. The department's Policy Essentials Program, facilitated by key policy leaders, relaunched in October 2022. The program, delivered across 4 modules, is designed to build strategic policy setting capability with focus on agenda setting, data and decision making, consultation, implementation, and evaluation. With support from 3 mentors, the 2022-23 cohort of 12 participants learnt from local and guest facilitators, participating in theoretical as well as workshop learning activities, and a group project. The department launched the WA Public Health Officer Training Program pilot in July 2021 to increase public health capacity and leadership. The program initially aimed to enhance the effectiveness of the COVID-19 pandemic response by providing on-the-job training and support for the growing public health workforce. The program ran in 2022 and is anticipated to continue in 2023 as an established 3-year funded training program for eligible WA health system staff. The program will consist of 6-month rotations to various public health workplaces to enable the achievement of a wide range of competencies and will be recognised by a certificate of completion. In 2022-23, the department maintained a focus on developing its talent pipeline to support current and future leaders to lead confidently in a values-aligned, collaborative, and system-focused manner. Work commenced to align existing leadership development programs such as manager training and development programs, the level 8 peer network, and the leadership alumni, with the Public Sector Commission's new Leadership Expectation Framework. The department continues to partner with the Public Sector Commission to ensure system and sector leadership opportunities are accessible to its workforce. The department aims to increase the representation of people from different backgrounds at all levels and ensure all employees in the department experience a sense of belonging and inclusion in the work environment. The department's diversity and inclusion framework combines 6 government-led diversity and inclusion initiatives into a single approach. Implementation of the framework is driven through diversity and inclusion staff groups. Priorities from the framework are set by the working group and actioned by the reference group, with both groups having representatives from all divisions, who work collaboratively to build internal and external partnerships to achieve success across these important initiatives. Priority areas continue to progress, including hosting a program of events and communications to celebrate diversity and inclusion and bringing a diversity and inclusion lens to recruitment practices. The department has recognised the importance of managing mental health at work and the benefits of creating a mentally healthy workplace that includes education and adopting policies and practices that create a 'culture of care' where employees are encouraged to talk openly about mental health. This includes the provision of mental health first aid in the workplace. In 2023, 74 department employees were provided training and accreditation to become mental health first aiders in the workplace. Over time, it is anticipated that mental health first aiders will contribute to a supportive workplace culture where employees feel safe to seek mental health assistance. In April 2023, the department was recognised as a Skilled Workplace by Mental Health First Aid Australia. Contents About us < 56 > Significant issues Report on operations Agency performance Operational disclosures ⚫Key performance indicators • Financial disclosures and compliance • Appendix

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