Environmental performance reporting

Sustainability Report 2005-2006

Department of the Environment and Water Resources, 2007

Social Performance

Training and Education

LA9, LA16, LA17: Employee education, training and development

Goals 2005-06

Performance 2005-06 and trends

DEH has a policy to provide staff with access to an average investment of $1000 and 5 working days per employee per year for learning and development. At present, no system is in place to record the actual average hours of training per year per employee by category of employee. The department is investigating options for a learning and development database.

Staff are able to access a bursary to support approved tertiary study of $500 per semester. In 2005-06, 144 staff received payments worth $68 500, up from 106 staff supported in 2004-05 at a cost of $41 750. This represents an increase from 5% of staff receiving support for tertiary study to 7% of staff.

A variety of staff education, training and development activities took place in 2005-06, many under the banner of Investors in People (IiP) (our certification was renewed during the year). These initiatives include:

The Secretary presented awards to staff for leading knowledge-sharing and mentoring activities.

As at 30 June 2006, 98% of employees had a performance agreement in place, up from 97% at the same time in 2005.

A total of 190 people attended orientation sessions for new starters in 2005-06. This figure, for Canberra attendances only, represents 28% of new starters with the department in that year. In 2004-05, 89% of new starters (193 people) attended orientation sessions. A new environmental management training package has been integrated into orientation for staff, informing them about our environmental management system (EMS) and performance objectives.

A new leadership development programme will be piloted in late 2006. This has been developed through consultation with staff and experts, and through benchmarking with other agencies.


The Online Orientation Programme was developed but not implemented in 2005-06. To fit with changes in the structure and activities of the department, the package is being revised for launch in October 2006.

The management supervisory and leadership programmes were combined into a single leadership development programme in 2006, and several elements of the scheme have been implemented in the 2005-06 year, with remaining elements for 2006-07.

Goals 2006-07