No Ministerial directives were received during the reporting period.
Other financial disclosures
Pricing policies of services provided
The Commission charges for services rendered on a full or partial cost recovery basis. These fees and charges were determined in accordance with the Costing and Pricing Government Services: Guidelines for Use by Agencies in the Western Australian Public Sector published by Treasury.
The current fees and charges are available on the Commission’s website at http://www.eoc.wa.gov.au/community-education-training/current-courses/courses---standard
No Capital works were undertaken this year.
Other corporate projects and initiatives
Complaints management system
The Commission has been investigating options for updating its complaint handling procedures to implement an electronic system in order to streamline the process.
The Commission has been liaising with the Department of Finance for advice on procurement and tender processes and expects to progress this project in the 2018-19 financial year.
Information and communication technologies
The Commission has started to migrate its on-premise infrastructure to the cloud as part of the whole of Government GovNext initiative.
During the 2017-18 financial year no new compensation claims were recorded.
Employment and Industrial Relations
Staff profile as at 30 June 2018
The Equal Opportunity Commission is constantly striving to build and maintain a workforce that will enable it to deliver quality services to all clients. Our Workforce Plan aims to identify skills gaps, look at ways for developing our people and implement a recruiting strategy to help us achieve and maintain a workforce with the expertise needed to deliver our core objectives.
As a result of this, the following have been identified as priority:
- Attracting and retaining the right people
- Minimising skill loss; maximising skill sharing; documenting learned knowledge
- Supporting diversity
- Creating a positive and inclusive workplace culture
- Supporting a healthy and productive organisation.
As part of the Commission’s staff induction process, all staff are required to undertake cultural competency training.
In addition to this, various staff attended the following courses:
- A foundation in Aboriginal and Torres Strait Islander Culture Competence
- HPECM Training/ Upgrade
- Alternative Dispute Resolution
- Accountable and ethical decision making refresher
- Firewarden training
- Chief Finance Officer Forum
- Managing Change
- Powerful Techniques to Engage and Empower your Learners
- DV Alert Awareness Raising Workshop
- Injury Management for Line Managers.
- Ethical Decision Making