The Museum as employer
| Performance indicator | Performance measure | Level of performance 2004-2005 | Goals for 2005-2006 | Actions for 2005-2006 |
| 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 2004-2005. |
- 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. |
| Recruitment information for potential job applicants is available in accessible formats upon 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 upon request |
- Maintain same level of performance as in 2004-2005. 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. |
| 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 2004-2005, 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. |
| 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 2004-2005. 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. |
| 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 2004-2005. |
- Continue to review training program content to ensure, where relevant, disability issues are adequately covered. |
| 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 2004-2005. |
- 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 2004-2005 | Goals for2005-2006 | Actions for 2005-2006 |
| Providers have established mechanisms for quality improvement and assurance. |
Evidence of quality improvement and assurance systems in operation. |
- A public forum Stories of Polio was held to raise awareness of post polio syndrome in the community - Vicki Funnell of SCOPE (formerly the Spastic Centre of Victoria) spoke at the Miss Australia crown handover event - Auslan storytelling offered the first Sunday of each month - Workshops and programs developed to cater for people with disabilities, for example, a number of people with disabilities attended Tim the Yowie Man tours and workshops on Indigenous culture - Hearing induction loops available in the Visions Theatre and Studio - Touch trolleys available in a number of public areas in the museum (updated periodically) - including a new touch trolley developed for the Extremes exhibition - Three-wheel electronic scooter purchased in direct response to feedback from visitors - Museum map development considered the best viewing distance for font size for people with disabilities - Improved directional signage up-dated in the Museum with increased font size for text - as a direct response to feedback from visitors - Cultural awareness training including people with disabilities was conducted with all Visitor Services Hosts - Evaluations of visitor experiences conducted regularly and summarised monthly - Focus groups sourced from the community used to review program and service delivery - Outreach programs Croc Fest and Storytelling at Port Augusta included sessions with the local special school |
- To continue to integrate recommendations from both the William Phillips report 'Disabled Access to Museums and Galleries in Australia' (2003) and Edwina Jans report 'Accessing the Museum: A study on Public Programs for People with Disabilities at NMA' (2003) in to ongoing practice at the Museum - Investigate purchasing a second electronic scooter - Continue to provide Cultural awareness training including people with disabilities for all Visitor Services Hosts - Continue development of new touch trolleys - Continue to monitor the effectiveness of changes made to signage |
- 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 Hearing Awareness Week - Provide ongoing access to the hearing induction loops - Update external signage considering the needs of people with a disability |
| 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. - Review Client Service Charter in 2006 calendar year. |
- Client Service Charter will be reviewed during the 2006 calendar year. |
| 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 2004-2005 | Goals for 2005-2006 | Actions for 2005-2006 |
| Publicly available information on agreed purchasing specifications 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 |
- 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 2004-2005 |
- Review and revise, where necessary, Museum procurement policies, procedures and practices and promote to managers and staff |
| 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 programs, focus groups sourced from the community and consultants used to review 100% of proposed and existing program and service delivery - The development of the Information Desk considered the needs of people with disabilities and was designed and constructed to meet those needs |
- Maintain same level of performance as in 2004-2005 |
- Further consultation and expert advice where considered appropriate |
| Purchasing specifications and contract requirements for the purchase of goods and services are consistent with the requirements of the Disability Discrimination Act 1992 | Percentage of purchasing specifications for goods and services that specify that tender organisations must comply with the Disability Discrimination Act 1992 |
- Where relevant to program, specifications and requirements were consistent with the requirements of the Disability Discrimination Act 1992 |
- Maintain same level of performance as in 2004-2005 |
- Review specifications and requirements where relevant to ensure ongoing consistency with Disability Discrimination Act 1992 |
| Publicly available performance reporting against the purchase contract specifications requested in accessible formats for people with disabilities is provided |
Percentage of publicly available performance reports against the contract purchasing specification requested and provided in: - accessible electronic formats - accessible formats other than electronic Average time taken to provide accessible material in: - electronic formats - formats other than electronic |
- Where requested, reports against the contract purchasing specification are provided |
- Maintain same level of performance as in 2004-2005 |
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| 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 2004-2005 |
- Ensure review of the Museum's Client Service Charter considers complaints/grievance mechanisms |
