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Appendix 12: Disability strategies

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
Commemorate International Day of People with Disabilities and Deafness Awareness Week

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
Charter specifies the role of both the provider and the consumer, and Service Standards as defined in the Client Service Charter refl ect the needs of people with a disability

- Ensure that Client Service Charter is accessible to all clients

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
Charter provides these mechanisms which reflect the Australian Standard AS4269-1995

- 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

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