Refining our wellbeing framework
In 2018–19, we continued to embed and refine our staff wellbeing framework. The framework provides a systemic approach, using evidence-based processes and tools, to increase the effectiveness of individual wellbeing initiatives and maximise the sustainability of staff wellbeing programs within our schools and workplaces.
The framework provides a model for wellbeing that includes five interdependent wellbeing dimensions supporting a holistic approach. The 5 dimensions are: physical, psychological, financial, occupational, and social and community engagement.
Implementation of the framework across the department is underpinned by 2 goals:
- empowering staff to adopt individual behaviour change resulting in increased health and wellbeing
- creating work environments that support health and wellbeing.
Staff awareness of policies to support employees affected by domestic and family violence:
Managers' confidence in sensitively communicating with employees affected by domestic and family violence:
In 2018–2019, the department continued progress towards these goals through the following initiatives:
- enhancing the Staff Wellbeing Learning and Resources Portal, with an additional 4 Positive Psychology modules and on-demand videos to support the psychological, occupational and physical wellbeing of staff
- continuing our partnership with Queensland Health to connect departmental staff with the My Health for Life program
- expanding the Wellbeing Champions initiative (the department has 15 champions across the state) to showcase staff excellence in positively influencing wellbeing across our schools and workplaces and help drive cultural change
- delivering 28 training sessions on managing personal wellbeing and supporting staff wellbeing in schools to business managers at the School Business Managers Association Queensland statewide roadshows
- monthly Empowering Hours professional development sessions, covering various psychological, physical and occupational wellbeing topics, and accessible to departmental staff across the state via live streaming
- developing new initiatives to improve health and wellbeing for principals and deputy principals through access to additional coaching and support, and training to assist with stress management
- providing psychological support for staff through the Employee Assistance Program, including free confidential counselling for staff and their immediate family members, manager hotline and critical incident support for potentially traumatic events.
New wellbeing initiatives for school-based staff
To support the retention of teaching staff, particularly beginning and early career teachers, a dedicated wellbeing program of works has commenced. Initiatives as part of this program include:
- piloting a staff wellbeing program specifically designed for education workforces
- developing and piloting the Pause program at Malanda State School and Mareeba State School (including a resource kit for schools to use)—providing teachers with information and skills to support students to adopt prosocial behaviours and develop emotional self-regulation skills
- developing a new Mental Health Strategy to broaden and strengthen our approach to mental health including prevention, early intervention and rehabilitation, with consultation on the draft strategy to occur in the second half of 2019
- providing additional resources to help schools implement staff wellbeing initiatives through the onboarding of a regional wellbeing coordinator within each region.
Knowing the value of being diverse, inclusive and flexible
In July 2018, the department's 'We All Belong' workforce diversity and inclusion framework was launched, outlining our approach to inclusion and diversity—to grow together as an organisation, valuing and embracing the different skills, knowledge and experiences each of our staff brings to our work.
Each of us, regardless of our position, has a role to play in ensuring our workplaces embrace and value diversity. Students who feel they belong, are understood, and have role models like them, have the best chance of succeeding to create a Queensland for the future.
The new framework outlines focus areas for strategic development including:
- Flexible by Design—to improve the uptake of flexible work arrangements across the agency, including the 2019 launch of a Flexible Work Arrangements policy and procedure, an online application and agreement form, and a Flexible by Design Toolkit for managers, supervisors and principals
- Proud at Work—the Director-General launched the Proud at Work workforce strategy in August 2018, recognising the department's commitment to inclusion and diversity, and the right to equality, fairness and respect for all LGBTIQ+ staff and allies
- Able—launched in August 2018, the draft All Abilities workforce strategy was released for consultation, aiming for people of all abilities to interact fully in all aspects and all pathways of employment in the department
- Aboriginal and Torres Strait Islander Workforce Strategy— the draft workforce strategy was released for consultation in September 2018 and aims to deliver educational, economic and social outcomes for Aboriginal and Torres Strait Islander peoples
- Aboriginal and Torres Strait Islander Commitment Statement—the statement was launched by the Director-General in June 2019, affirming the department's Commitment to Aboriginal Peoples and Torres Strait Islander Peoples
- Pathways to Parity—the Director-General launched the draft Pathways to Parity workforce strategy for consultation in March 2019, aiming to provide a working environment where women and men have the same rights, access and opportunities to employment and career pathways, so they can balance work and life commitments and participate fully in our workplaces.
The department will launch further strategies for consultation by the end of 2019 including Many Cultures, Generational Diversity and Inclusive Workplaces.
The department continues to support staff by offering a range of flexible work options including:
- part-time work, part-year work/annualised hours, job sharing, compressed work hours, flexible work hours/shifts and term-time work arrangements
- telecommuting, hot desks, purchased leave/extended leave/deferred salary schemes and leave at half-pay.
Public Sector Ethics
The department is committed to transparency and accountability, and all departmental employees are required to comply with the public sector ethics principles set out in the Public Sector Ethics Act 1994. This is achieved through department-wide implementation of the Code of Conduct for the Queensland Public Service and the department's Standard of Practice, which contextualises the Code to the department's unique environment.
Employees are required to undertake public sector ethics education and training upon commencement of their employment with the department, and at intervals of no more than 12 months thereafter. This training relates to the operation of the Act, the application of the principles and obligations to employees' daily work, and the contents of the Code and the Standard.
As well as ensuring employees are aware of their ethics-related rights and obligations through targeted education and training, these principles are embedded in the department's strategic plan, operational plans, individual employee performance plans, policy instruments and procedures.
Some of our key integrity related achievements in 2018—19 include:
- building upon our strong relationships with universities, and delivery of ethics training to pre-service teachers, proactively building their knowledge base prior to commencing employment with department
- delivery of training and awareness sessions to reinforce ethical leadership and decision-making, and student protection obligations
- delivery of Fraud and Corruption Risk Identification workshops to 310 participants at a senior executive level
- hosting and promoting the International Fraud Awareness Week in November 2018, including a forum live streamed across the department addressing fraud and corruption issues
- contributing to mapping Child Safe Standards against all relevant policies and procedures in response to the recommendations from the Royal Commission into Institutional Responses to Child Sexual Abuse.