The Museum as employer
| PERFORMANCE INDICATOR | PERFORMANCE MEASURE | LEVEL OF PERFORMANCE 2003-2004 | GOALS FOR 2004-2005 | ACTIONS FOR 2004-2005 |
| 1. Employment policies, procedures and practices comply with the requirements of the Disability Discrimination Act 1992 | Number of employment policies, procedures and practices that meet the requirements of the Disability Discrimination Act 1992 |
- 100% of employment policies, procedures and practices met the requirements of the Disability Discrimination Act 1992 |
- Maintain same level of performance as in 2003-2004 |
- Review and revise where necessary Museum employment policies, procedures and practices and promote to managers and staff - Review and development of Museum's Workplace Diversity Plan |
| 2. Recruitment information for potential job applicants is available in accessible formats on request |
Percentage of recruitment information requested and provided in: - accessible electronic formats - accessible formats other than electronic Average time taken to provide accessible information in: - electronic formats - formats other than electronic |
- 100% of recruitment information was available in electronic format. - 100% of recruitment information was available in hardcopy format. Hardcopy large print is available on request |
- Maintain same level of performance as in 2003-2004 - Information is provided in electronic format within two working days - Information is provided in other formats as required e.g. Braille and audio |
- Analyse ways in which to better provide information on the Museum website to prospective applicants on how to obtain information in a more accessible format |
| 3. Agency recruiters and managers apply the principle of reasonable adjustment | Percentage of recruiters and managers provided with information on reasonable adjustment |
- Recruiters and managers were provided with information on reasonable adjustment on request |
- At least maintain same level of performance as in 2003-2004, and increase awareness of reasonable adjustment through relevant employment guidelines |
- Review and revise where necessary Museum employment policies, procedures and practices and promote to managers and staff |
| 4. Training and development programs consider the needs of staff with disabilities | Percentage of training and development programs that consider the needs of staff with disabilities |
- 100% of internal training and development programs considered the needs of staff with disabilities |
- At least maintain same level of performance as in 2003-2004 - 100% of training and development provided externally consider the needs of staff with disabilities |
- In the case of centralised training programs coordinated by the Museum, the Museum will ensure that training venues and programs consider the needs of staff with disabilities |
| 5. Training and development programs include information on disability issues as they relate to the content of the program | Percentage of training and development programs that include information on disability issues as they relate to the program |
- Where relevant to the content of the program, 100% of training and development programs included information disability issues (e.g. training programs included OH&S, Customer Service, Fire Warden, Performance Management) |
- Maintain level of performance as in 2003-2004 |
- Continue to review training program content to ensure, where relevant, disability issues are adequately covered |
| 6. Complaint/grievance mechanism, including access to external mechanisms, in place to address issues and concerns by staff | Established complaints/ grievance mechanisms, including access to external mechanisms in operation |
- Workplace Agreement and Service Charter provide these mechanisms |
- Maintain level of performance as in 2003-2004 |
- Review and revise, where necessary, information for staff about complaint/ grievance mechanisms, procedures and practices and subsequently promote to managers and staff |
The Museum as provider
| PERFORMANCE INDICATOR | PERFORMANCE MEASURE | LEVEL OF PERFORMANCE 2003-2004 | GOALS FOR 2004-2005 | ACTIONS FOR 2004-2005 |
| 1. Providers have established mechanisms for quality improvement and assurance |
Evidence of quality improvement and assurance systems in operation |
- William Phillips (UK) Churchill Fellowship Study Disabled Access to Museums and Galleries in Australia completed (with oneweek residency at the Museum) - Consultant Edwina Jans study Accessing the Museum: A Study on Public Programs for People with Disabilities at NMA completed - International Day of People with Disabilities commemorated through the My Australia banner project - Hearing induction loops available in the SAS Visions Theatre and Studio - Touch trolleys available in a number of public areas in the museum (updated periodically) - Auslan storytelling offered the fi rst Sunday of each month - Celebrating Australians lecture given by Professor Graeme Clark on the development of the bionic ear (featured in the Eternity gallery) - Workshops and programs developed to cater for people with disabilities (for example a number of people with disabilities attended workshops on Indigenous culture) - Hearing induction loops and touch trolleys available in a number of public areas of the Museum - Evaluations of visitor experiences conducted regularly and summarised monthly - Focus groups sourced from the community used to review program and service delivery |
- To review and integrate recommendations from both the William Phillips report and Edwina Jans report in to ongoing practice at the Museum - Cultural awareness training including people with disabilities to be conducted with all Visitor Services Hosts |
- Provide ongoing access to the hearing induction loops - Continue to make programs accessible to people with disabilities |
| 2. Providers have an established service charter that specifies the roles of the provider and consumer and service standards which address accessibility for people with disabilities | Established service charter that adequately reflects the needs of people with disabilities in operation |
- Client Service |
- Ensure that Client Service Charter is accessible to all clients |
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| 3. Complaints/grievance mechanisms, including access to external mechanisms, in place to address concerns raised about performance | Established complaints/ grievance mechanisms, including access to external mechanisms, in operation |
- Client Service |
- Review these mechanisms based on feedback from clients |
The Museum as purchaser
| PERFORMANCE INDICATOR | PERFORMANCE MEASURE | LEVEL OF PERFORMANCE 2003-2004 | GOALS FOR 2004-2005 | ACTIONS FOR 2004-2005 |
| 1. Publicly available information on agreed purchasing specifi cations are available in accessible formats for people with disabilities |
Percentage of publicly available purchasing specifi cations requested and provided in: - accessible electronic formats - accessible formats other than electronic |
- 100% publicly available information regarding purchasing specifications is available in electronic and hardcopy formats - Big print available on request |
- Maintain same level of performance as in 2003-2004 |
- Review and revise, where necessary, Museum procurement policies, procedures and practices and promote to managers and staff |
| 2. Processes for purchasing goods or services with a direct impact on the lives of people with disabilities are developed in consultation with people with disabilities | Percentage of processes for purchasing goods or services that directly impact on the lives of people with disabilities that are developed in consultation with people with disabilities |
- Where relevant to program, focus groups sourced from the community and consultants used to review 100% of proposed and existing program and service delivery |
- Maintain same level of performance as in 2003-2004 |
- Further consultation and expert advice where considered appropriate |
| 3. Purchasing specifi cations and contract requirements for the purchase of goods and services are consistent with the requirements of the Disability Discrimination Act 1992 | Percentage of purchasing specifi cations for goods and services that specify that tender organisations must comply with the Disability Discrimination Act 1992 |
- Where relevant to program, 100% of specifications and requirements consistent with the requirements of the Disability Discrimination Act 1992 |
- Maintain same level of performance as in 2003-2004 |
- Review specifications and requirements where relevant to ensure ongoing consistency with Disability Discrimination Act 1992 |
| 4. Publicly available performance reporting against the purchase contract specifi cations requested in accessible formats for people with disabilities is provided |
Percentage of publicly available performance reports against the contract purchasing specifi cation requested and provided in: - accessible electronic formats; and - accessible formats other than electronic Average time taken to provide accessible material in: - electronic formats; and - formats other than electronic |
- Where requested, 100% of available performance reports against the contract purchasing specifi cation are provided |
- Maintain same level of performance as in 2003-2004 |
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| 5. Complaints/grievance mechanisms, including access to external mechanisms, in place to address concerns raised about provider's performance | Established complaints/grievance mechanisms, including access to external mechanisms, in operation |
- The Museum's Client Service Charter provides these mechanisms |
- Maintain same level of performance as in 2003-2004 |
- Ensure review of the Museum's Client Service Charter considers complaints/grievance mechanisms |
