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Appendix 12 - Disability strategies

The Museum as Employer

Performance indicator

Performance measure

Level of performance 2006–07

Goals for 2007–08

Actions for
2007–08

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
2006–07.
Revise where necessary Museum employment policies, procedures and practices and promote 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
2006–07.

Information is provided in electronic format within two working days.

Information is provided in other formats as required, e.g. Braille and audio.

Implement new recruitment functionality which will enable lodgement of job applications via the internet and central electronic storage of applicant information.
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 both upon request and more generally in the new Recruitment Guidelines. At least maintain same level of performance as in
2006–07 and increase awareness of reasonable adjustment through the Museum's Workplace Diversity Plan and relevant 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
2006–07. 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).

Disability access and awareness training was provided to all Visitor Services staff, and was also made available to Shop and Public Programs staff.

Maintain same level of performance as in
2006–07.

Continue to recognise and develop training on disability issues on a regular basis for all Visitor Services staff.

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

Provide annual training in disability awareness for Visitor Services (i.e. Front of House) staff.

Complaint/grievance mechanism, including access to external mechanisms, in place to address issues and concerns by staff. Complaints/grievance mechanisms, including access to external mechanisms are in operation. Workplace Agreement and Service Charter provide these mechanisms.

An information session was held for all Senior Managers on how to prevent and manage disputes and grievances in the Museum, particularly those relating to staff complaints and grievances.

The Museum's EDC network was expanded to comprise 12 contact people and appropriate training was provided to all EDCs. EDCs provided information to staff about issues relating to harassment and bullying.

Maintain level of performance as in
2006–07.

Maintain and support the equity and diversity contacts (EDC) network in line with the relevant guidelines.

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

Providers have established mechanisms for quality improvement and assurance.

Performance measure

Evidence of quality improvement and assurance systems in operation

Level of performance 2006–07

Goals for
2007–08

Actions for
2007–08

The Museum's Visitor Services Interpretation program included Auslan interpretation for hearing impaired visitors on tours and talks, five times during 2006–07.

A three-wheeled scooter continues to be maintained and provided for visitors.

After feedback through the Client Service Charter, seating was placed near the entrance to the Museum to provide a resting spot for visitors making their way into the Museum.

Hearing induction loops in the Studio, Visions and Circa theatres continue to be maintained and provided. The purchase of new tour equipment enables use with personalised hearing loops and options for single and dual headphones with clearer reception.

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

Visitor Services have expanded the number of face-to-face interpretative products in direct response to visitor requests. These face-to-face interactions provide the opportunity to identify and tailor talks for individual visitor needs.

In the Museum's routine exit interviews, a question was included about visitor disability/limits to access.

Auslan storytelling offered on first Sunday of each month.

To celebrate International Day for People with a Disability, an integrated dance forum by people with disabilities was presented by Morgan Jai-Morincome and the Radiance Dance Troupe, a community-based women's integrated dance group.

During July school holidays an Auslan-interpreted Tim the Yowie Man workshop was offered to hearing impaired children and their families.

Continue to provide Auslan interpretation for identified days, tours and talks during the year.

Continue to monitor use of three-wheeled scooter.

Identify signage improvements.

Implement Auslan guided tours program.

Increase number of interpretation activities suitable for people with disabilities.

Continue to monitor hearing induction loops and reporting of feedback to Media Operations area.

Continue development of new touch trolleys or other tactile opportunities.

Continue to support individual needs particularly in relation to disability during face-to-face interpretation.

Continue collecting data to ensure representative sample size.

Increase number of interpretation activities suitable for people with disabilities.

Increase number of activities for people with disabilities.

Offer free of charge program participation to people with disabilities.

Use large font in signage to promote the program.

Monitor effectiveness of Auslan guided tours and public programs.

Monitor use of three-wheeled electronic scooter.

Monitor effectiveness of larger font used on signage.

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

Provide disability awareness training for Visitor Services Hosts.

Report results and make recommendations for change.

Continue to make programs accessible to people with disabilities.

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

Establish networks with disability support programs.

The Museum as provider (continued)

Performance indicator

Performance measure

Level of performance 2006–07

Goals for 2007–08

Actions for
2007–08

Providers have an established service charter that specifies the roles of the provider and consumer and service standards that 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 provider and consumer, and Service Standards as defined in the Client Service Charter reflect the needs of people with a disability. Maintain same level of performance as 2006–7. Continue to provide an avenue for feedback through the Client Service Charter brochure.
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 which reflect the Australian Standard AS4269 — 1995. Review mechanisms, based on feedback from clients. Continue to respond to visitor feedback through the Client Service Charter.

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

The Museum as purchaser

Performance indicator

Performance measure

Level of performance
2006–07

Goals for 2007–08

Actions for 2007–08

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 via Austender.

Big print available on request.

Maintain same level of performance as in
2006–07.
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
2006–07.
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.

A suite of standard form documents was developed for the purchase of goods and services. These templates specify that contractors and service providers must comply with the Disability Discrimination Act 1992.

Maintain same level of performance as in
2006–07.
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 specifications 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 specifications are provided. Maintain same level of performance as in
2006–07.
No new actions identified.
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
2006–07.
Continue to ensure Client Service Charter considers complaints/ grievance mechanisms.