An agile, skilled and resilient workforce

Training expenditure

In 2018-19, the department invested $488,535 in training and development to update and upskill its staff, averaging $995 per full-time equivalent employee.

Table 3.4 Training expenses 2017-18 to 2018-19

Training and other$367,655$371,830
Average per FTE$944$995

The professional development allowance is paid on a reimbursement basis to offset professional development costs that a professional classification employee may have incurred.

Under the NTPS 2017-2021 Enterprise Agreement, a professional development allowance is paid up to:

  • $582 per annum for one to five years of continuous service
  • $1,283 per annum for five years or more of continuous service.

Training programs offered to staff in 2018-19 included:

  • Managing workplace change
  • Mental health first aid
  • Communicating in plain English and punctuation training
  • Public Sector Management Program and other training offered by Office of the Commission of Public Employment
  • Working in a biosecurity emergency response.

Communication and engagement

A range of internal meetings were held to support effective internal communication, including annual division planning meetings.

A Young Leaders Group was established in April 2019 to engage and develop a group of young leaders from across the department, provide a youth perspective to senior management and support delivery of key initiatives under the department’s strategic plan.

The Fisheries Division successfully trialled Yammer as an online engagement tool for its staff. This is used to share good news and connect staff across multiple sites. The department is considering further use of Yammer as an internal communication tool across all divisions.

Science with Coffee and other information sharing sessions were hosted across the department to promote information-sharing between staff.

In June 2019, the department’s new staff intranet was launched. This project reviewed all intranet content and updated the information architecture and user experience to better meet staff needs and support knowledge sharing, collaboration and engagement. Staff were involved in the development of the new intranet through extensive consultation and collaboration including interviews, surveys and testing across the department in every region and division. The project also provided the opportunity to enhance delivery of policies, forms and guidelines with a shift to HTML content, online forms and digitally accessible templates.

The Chief Executive’s monthly staff eNewsletter updates staff on key activities and initiatives across the department. In 2018-19, 11 eNewsletters were published, with 352 news items published on the staff intranet.

Internal communication and engagement strategies were implemented to support awareness and education around the introduction of the Office of the Independent Commissioner against Corruption, promotion and engagement of the Young Leaders Group, and continuing WHS awareness.

Divisional directors produced monthly reports on activities within their divisions that are shared with all staff via the intranet.

The important contributions of staff to the department’s success were recognised through the annual STAR awards, which recognise the outstanding performance of individual employees and teams, nominations to the Chief Minister’s Awards for Excellence and recognition through the public service medals.


Last updated: 23 October 2019

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