Progress Report 2007-2008 - Department of Environment and ...

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Due date Region FA section Milestone Progress
2003 30 June Sthn 5.1.2
Preparation of an employment and economic
opportunities program with Aboriginal people.
Eden
Five Aboriginal staff have been appointed by DECC as a result of funding provided for management of additions to the reserve system.
These were: a trainee field officer, two Aboriginal sites officers (one male and one female), one project officer to manage the return of
Biamanga and Gulaga National Parks to Aboriginal ownership and a cadet trainee field officer (since appointed as a ranger).
Forests NSW contributed to the development of a NSW DPI Aboriginal Employment Strategy, which was finalised in March 2007. This
strategy seeks to increase the employment of Aboriginal people within NSW DPI and to provide training and support for Aboriginal
employees to enhance their capacity to contribute effectively to departmental programs and outcomes. The strategy seeks to:
• increase the representation of Aboriginal people to 2% or more of the NSW DPI workforce by 31 December 2008
• increase career opportunities for Aboriginal people in NSW DPI
• increase Aboriginal representation in departmental decision-making processes
• implement a support network for NSW DPI Aboriginal employees
• ensure there is strong commitment throughout NSW DPI to implement the strategy.
Forests NSW’ commitment to Aboriginal employment opportunities is also demonstrated in the ESFM plans.
As part of the Aboriginal Employment Strategy a cadetship was recruited to and started at Southern Cross University located within
LNE.
In progress
DECC’s initiatives include an Aboriginal Employment Strategy to facilitate employment and development opportunities for Aboriginal
people. In 2006–2007, 7.5% of the DECC workforce identified since (2004–2005) equates to around 300 people. This increased to 8%
in 2007–2008 (representing a 2% increase since 2004–2005) and equates to around 300 people. This figure is above the NSW
Government benchmark of 2% Indigenous employment. Additionally, DECC employs contract and casual Aboriginal staff for work that
includes the Discovery Ranger program, research projects and land management activities (e.g. weed control), amongst others. Joint
management and ventures have also provided additional employment and industry development and economic opportunities.
In 2008, DECC established an additional seven Aboriginal cadetships making a total of 17. Through the Aboriginal cadetship program,
cadets participate in full-time study and 12 weeks of practical work experience each year to complete their undergraduate degree, with
guaranteed employment on successful completion.
Southern
In the South West Slopes area of Parks and Wildlife Group an Aboriginal Discovery Ranger position that was created and filled in
2006–2007 continues. An Aboriginal liaison officer (administrative grade) that was created and filled in 2006–2007 to facilitate
Aboriginal working group meetings and community involvement continues. A female Aboriginal interpretive trainee position that was
recruited in 2007–2008 continues.
In the Snowy Mountains Region of the Parks and Wildlife Group of DECC, a full-time Aboriginal education and liaison officer has been
recruited and is running an Aboriginal cadet ranger program. Recruitment has just been completed for the employment of two
Aboriginal trainee field officers. An Aboriginal cadet ranger has now graduated and an Aboriginal trainee clerical officer began in
January 2009. There are three Aboriginal Discovery Rangers.
NSW FOREST AGREEMENTS AND INTEGRATED FORESTRY OPERATIONS APPROVALS