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Appendix 12 - Disability strategies

The museum as employer

Performance indicator

Performance
measure

Level of performance 2005–06

Goals for 2006–07

Actions for
2006–07

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 2005–06.

Review and revise where necessary Museum employment policies, procedures and practices and promote them to managers and staff. Monitor and report on the progress of the 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 hard copy format. Hard copy large print is available upon request.

Maintain same level of performance as in 2005–06. Information is provided in electronic format within two working days. Information is provided in other formats as required, for example Braille and audio.

Analyse ways in which to better provide information on the Museum website on how to obtain information in a more accessible format to prospective applicants.

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 upon request.

At least maintain same level of performance as in 2005–06 and increase awareness of reasonable adjustment through the Museum's Workplace Diversity Plan and 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 2005–06. 100% of training and development provided externally considers 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 on disability issues (e.g. training programs included OH&S, Customer Service, Fire Warden, Performance Management).

Maintain same level of performance as in 2005–06.

Continue to review training program content to ensure, where relevant, disability issues are adequately covered.

Complaint/ grievance mechanisms, 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 same level of performance as in 2005–06.

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 2005–06

Goals for
2006–07

Actions for
2006–07

Providers have established mechanisms for quality improvement and assurance.

Evidence of quality improvement and assurance systems in operation.

Ongoing access to the hearing induction loops provided in Visions Theatre and Studio.

Surveyed and monitored use
of three- wheeled electronic scooter.

Reprinted map brochure based on positive feedback.

Provided Cultural Awareness information sessions, including people with disabilities, for Visitor Services Hosts.

Developed a 'Cabinet of curiosities' (an interactive tactile unit) for the Captivating and Curious exhibition.

Developed and conducted a tour for blind visitors.

Developed a program of Auslan interpreted guided tours.

Touch trolleys available in a number of public areas in the Museum (updated periodically).

Auslan storytelling offered on first Sunday of each month.

Performances of 'Page to Stage' and 'Messages' by Theatre of the Deaf and ACT Interpreter Service.

Special needs students from the Black Mountain School attended 'Gondwana: A Live Journey through Time' and met with cast and crew.

A belly dance performance by people with disabilities was presented by Morgan Jai-Morincome with support from Disability ACT.

Launch of 'Many voices making choices: Museum audiences with disabilities'
(2005).

Continue development of new touch trolleys or other tactile opportunities.

Identify signage improvements.

Implement Auslan guided tours program.

Provide disability awareness training for Visitor Services Hosts.

Increase number of interpretation activities suitable for people with disabilities.

Continue to integrate recommendations from three recent studies into ongoing practice at the Museum: William Phillips, 'Disabled access to museums and galleries in Australia' (2003); Edwina Jans, 'Accessing the Museum: A study on public programs for people with disabilities at NMA' (2003); 'Many voices making choices: Museum audiences with disabilities' |(2005).

In particular, implement the Kylie Moloney 'Action Plan' of February 2006, arising from 'Many voices making choices'.

Survey and monitor use of three-wheeled electronic scooter.

Monitor effectiveness of Auslan guided tours program.

Monitor effectiveness of larger font used on signage.

Conduct at least six guided tours for people with a disability.

Continue to make programs accessible to people with disabilities.

Commemorate International Day of People with a Disability, and Hearing Awareness Week.

Working with managers of responsible business units, scope the high priority recommendations of the Kylie Moloney 'Action Plan' for disability access to the NMA.

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 review concluded and results incorporated in updated Charter.

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

Ensure that Client Service Charter is accessible to all clients.

Investigate range of (Telephone– Typewriter) TTY services available.

Design and print new Client Service Charter brochure.

Implement TTY services.

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 mechanisms that reflect the Australian Standard AS4269 — 1995.

Review mechanisms, based on feedback from clients.

Implement TTY services.

The museum as purchaser

Performance indicator

Performance measure

Level of performance 2005–06

Goals for 2006–2007

Actions for
2006–07

Publicly available information on agreed purchasing specifications are available in accessible formats for people with disabilities.

Percentage of publicly available purchasing specifications requested and provided in:

- accessible electronic formats

- accessible formats other than electronic.

Publicly available information regarding purchasing specifications is available in electronic and hard copy formats

Large print available on request.

Maintain same level of performance as in 2005–06.

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.

Maintain same level of performance as in 2005–06.

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 a program, specifications and requirements were consistent with the requirements of the Disability Discrimination Act 1992.

Maintain same level of performance as in 2005–06.

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 were provided.

Maintain same level of performance as in 2005–06.

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 2005–06.

Continue to ensure Client Service Charter considers complaints/ grievance mechanisms.