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Contents Contents ...................................................................................................................... 2
List of Abbreviation 3
Introduction ................................................................................................................. 4
Background ................................................................................................................ 5
Organisation Profile ..................................................................................................... 6
Aboriginal Community ................................................................................................. 7
Governance Framework .............................................................................................. 8
Goulburn Valley Health Aboriginal Employment Plan ................................................. 9
Objectives ................................................................................................................... 9
Strategies .................................................................................................................... 9
Key Initiatives ............................................................................................................ 10
Evaluating and Monitoring Outcomes........................................................................ 11
Strategy 1 .................................................................................................................. 12
Strategy 2 .................................................................................................................. 13
Strategy 3 .......................................................................................................... 14 & 15
Strategy 4 ..................................................................................................... 16,17 & 18
Strategy 5 .................................................................................................................. 19
Key Contacts ............................................................................................................. 20
Reference Material .................................................................................................... 21
Acknowledgements ................................................................................................... 21
Appendix 1 Review Process .............................................................................. 22 & 23
Appendix 2 Terms of Reference .................................................................. 24, 25 & 26
Appendix 3 Labour Force Statistics ........................................................................... 27
Statistical Area .......................................................................................................... 27
Aboriginal Population ................................................................................................ 28
Employed - Work Full-Time ....................................................................................... 29
Employed – Work Part-Time ..................................................................................... 29
Unemployed - Looking for Full-Time Work ................................................................ 30
Unemployed - Looking for Part-Time Work ............................................................... 30
Not in the Labour Force (LF) ..................................................................................... 31
Not Applicable ........................................................................................................... 31
Victorian Labour Force Statistics as a Percentage of the Population ........................ 32
3
List of Abbreviations
AAC Australian Apprenticeship Centre
AEP Aboriginal Employment Plan
ALO‟s Aboriginal Liaison Officers
ASHE Academy of Sport Health & Education
COAG Council of Australian Governments
DEEWR Department of Education, Employment & Workforce Relations
DEPT Department
EEO Equal Employment Opportunity
GV HEALTH Goulburn Valley Health
HR Human Resources
LLEN Local Learning & Employment networks
RTO Registered Training Organisation
SBAT School Based Apprentice/Trainee
VACCHO Victorian Aboriginal Community Controlled Health Organisation
VAEAI Victorian Aboriginal Education Association Inc
VETiS Vocational Education Training in Schools
YTSI Youth Transition Support Initiative
4
Introduction
Background
Karreeta is the Gunditjmara word for “grow” and Yirramboi is the Taungurung word meaning
“tomorrow”.
Karreeta Yirramboi is the Victorian Government‟s plan to improve public-sector employment and
career development outcomes for Aboriginal people. The plan spans a timeline of 2010 – 2015
and responds to COAG‟s National Partnership Agreement in Indigenous Economic Participation
and the commitment to halve the gap in employment outcomes between indigenous and non-
indigenous people within a decade.
Although the timeframe under Karreeta Yirramboi is from 2010 to 2015, GV Health intends for
this plan to be part of a process of Aboriginal employment engagement beyond 2015.
To achieve an increased participation rate, this plan intends utilising both State and Federal
funding sources to assist GV Health in minimising financial exposure while creating meaningful
training and career opportunities for local Aboriginal people.
Although significant funding is available for wage subsidies and training, GV Health will be
required to provide resources for supervision, mentoring, cross cultural training and project
management.
The public health sector plays an important part in the overall achievement of increased
employment participation and career pathways for Aboriginal people. Thirty two Victorian public
health services have a workforce in excess of 500 employees; the aim is to develop individual
Aboriginal employment plans that are tailored to the individual organisation‟s capacity and
reflective of the community in which it operates.
The Department of Health has engaged with the Commonwealth Department of Education,
Employment and Workforce Relations (DEEWR) to facilitate and coordinate the Aboriginal
Employment Plan project. It is funded by DEEWR with the Department of Health taking
responsibility for selecting the 32 organisations. Priority is given to health services with 500 or
more employees.
5
The following plan outlines Goulburn Valley Health‟s approach to developing and implementing
an Aboriginal Employment Plan.
Through the process of increasing Aboriginal employment participation, greater understanding
of cross-cultural requirements will be achieved to develop the environment and systems for
long-term Aboriginal participation at the entire Goulburn Health organisation.
The Victorian Government has engaged Darren Barber from SED Advisory to:
1. Undertake a snapshot of the organisation and its readiness to improve employment
and training opportunities for Aboriginal people (App. 1)
2. Assist in the preparation of the Aboriginal Employment Plan.
This Aboriginal Employment Plan is designed to provide practical steps to achieving increased
workforce participation and cultural safety goals as detailed in the Karreeta Yirramboi
employment and training plan.
To ensure GV Health‟s plan is balanced, an integrated implementation model has been adopted
throughout. This model ensures the plan addresses four critical areas:
1. Resources – funding, people and infrastructure;
2. Internal – systems, procedure, preparation, ownership and measurement;
3. Development – employment initiatives, training and investment; and
4. Engagement – partnerships, networks and strategic alliances.
It is important to remember when utilising this document that this is not a „static plan‟. As
opportunities arise and momentum grows through new initiatives and greater employee and
partnership participation, this plan must reflect such change.
6
Organisation Profile
GV Health delivers a diverse range of inpatient, outpatient and outreach services to the West
Hume sub region of Victoria. With approximately 2000 employees, it provides an extensive
range of health services to the community with campuses located in Shepparton, Tatura and
Rushworth. GV Health also provides services to sites in Seymour, Benalla, Cobram and
Wodonga. With a clear regional focus, the health service‟s role within the West Hume region
has developed to meet the needs of a growing population.
GV Health provides health services to a diverse population of approximately 160,000 people.
The Goulburn Valley region is one of Victoria‟s fastest growing regional communities and
features a culturally diverse population. Approximately four per cent of patients admitted to GV
Health are Aboriginal, and 16 per cent of those admitted are born overseas.
GV Health embraces cultural diversity and demonstrates a commitment to Aboriginal health
through their partnership with Rumbalara Aboriginal Cooperative. Rumbalara and GV Health
have negotiated four partnership agreements and will begin discussions on a fifth partnership
agreement later in 2013. GV Health‟s commitment to the local Aboriginal community has been
strengthened with the recent engagement of an Aboriginal Transition Officer to assist Aboriginal
patients in the Emergency Department. This role supports Aboriginal patients through the triage
process and ensures the patients access the medical treatment advised by the Emergency
Department.
GV Health also strives to „make a difference‟ within its community. The organisation has
demonstrated a commitment to improving Aboriginal health through identified partnerships and
innovative programs to improve Aboriginal engagement with the health service.
The challenge for GV Health is to utilise its knowledge of the local Aboriginal community and the
identified partnerships to increase participation of Aboriginal people in sustainable employment
outcomes throughout the organisation. This will be achieved through the implementation of this
plan and the identification of „champions‟ to drive the strategies and outcomes.
7
Aboriginal Community
Shepparton‟s Aboriginal community is the largest Indigenous community in Victoria outside the
Melbourne metropolitan region, although there is some uncertainty about its actual size. The
community accounts for 2.7 per cent of the region's population according to census data but
some 7.4 per cent according to the local Rumbalara Medical Centre data. The community
consists predominately of Yorta Yorta people.
The size of the City of Greater Shepparton's Aboriginal and Torres Strait Islander labour force
as determined in 2011 was 621 people, of which 199 were employed part-time and 297 were
full-time workers.
Analysis of the employment status (as a percentage of the labour force) of the Aboriginal and
Torres Strait Islander population in the municipality in 2011 compared to the overall Aboriginal
and Torres Strait Islander population of Victoria indicates there was a lower proportion in
employment and a higher proportion unemployed.
The unemployed Aboriginal and Torres Strait Islander labour force was 20.1 per cent in the City
of Greater Shepparton, compared with 12.9 per cent of the Aboriginal and Torres Strait Islander
population in Victoria.
The labour force participation rate refers to the proportion of the population over 15 years of age
that was employed or actively looking for work.
Further analysis of the labour force participation rate of this population in the municipality in
2011 shows that there was a lower proportion in the labour force (48.6 per cent) compared with
the overall Aboriginal and Torres Strait Islander population in Victoria (52.5 per cent).i
Between 2006 and 2011, the number of Aboriginal and Torres Strait Islander people employed
in the City of Greater Shepparton increased by 74 people and the number unemployed
increased by 28 people. In the same period, the overall number of Aboriginal and Torres Strait
Islander people in the labour force increased by 102 people, or 19.7 per cent.
8
Governance Framework
GV Health‟s „Aboriginal Employment Plan Steering Committee‟ has been established to
champion the implementation of the Aboriginal Employment Plan.
Membership and clearly defined terms of reference have been endorsed by the newly
established committee (App. 2).
Operational responsibility for project management of the plan is vested in the HR department
through the Director of People and Culture.
The strategies incorporated within this framework are not stand alone options but are interlinked
and require actions developed across all key areas.
The governance includes executive sponsorship by Chief Executive Officer & Executive
Directors.
9
Goulburn Valley Health Aboriginal Employment Plan
Objectives
GV Health is committed to fostering and encouraging increased participation of Aboriginal
people in its workforce. This is a key strategy that supports the Closing the Gap policy to reform
Aboriginal health.
Strategies
GV Health recognises that a range of long-term and short-term strategies will be required to
create pathways and opportunities into careers in health and build organisation capacity.
These strategies will evolve over the lifespan of the plan:
1. Foster school retention and completion of secondary education by working with other
agencies to encourage students to give early consideration to health careers.
2. Establish partnerships that provide opportunities for exchanging skills and supporting
Aboriginal employees and students.
3. Nurture and promote a positive working environment for Aboriginal employees and students
consistent with GV Health values
4. Provide entry level non-clinical and clinical positions at GV Health to facilitate the
introduction of Aboriginal people into sustainable employment and nurture career pathway
development from entry level positions.
5. Promote and support undergraduate clinical placement for Aboriginal students.
10
Key Initiatives
Strategy 1
Develop and implement programs that encourage Aboriginal students to consider health
career options
Strategy 2
Work in collaboration with Rumbalara Aboriginal Cooperative to improve the
understanding of barriers facing Aboriginal people entering the workforce at GV Health.
Promote adoption of Aboriginal employment at GV Health in collaboration with other
agencies
Strategy 3
Implement cultural competency training for managers and supervisors.
Implement a mentor program within GV Health.
Provide adequate information with links for staff to learn more about Aboriginal
resources and programs within GV Health
Strategy 4
Investigate the introduction and implementation of an Aboriginal Apprenticeship and
Traineeship Employment program.
Investigate the introduction and implementation of School Based Apprenticeships and
Traineeships (SBAT)
Identify opportunities for recruitment of Aboriginal people to GV Health workforce
Strategy 5
Through clinical placement networks and relationships with tertiary institutions and RTOs
promote opportunities for placements for Aboriginal students.
11
Evaluating and Monitoring Outcomes
GV Health currently employs 18 Aboriginal staff. GV Health intends to boost the participation
rate of Aboriginal employees via moderate increases in the future. This will ensure new
employees are culturally safe and engaged in sustainable employment within the organisation.
Career pathways may include Allied Health, Engineering (including construction trades),
Nursing, Administration, Aboriginal Liaison, Environment and Hospitality. The final identification
of employment opportunities will be decided through the Aboriginal Employment Plan Steering
Committee.
Core Indicators
Increased participation of GV Health staff who identify as Aboriginal /Torres Strait Islander
Increase in number of Aboriginal trainees and placements of Aboriginal students
Growth in GV Health employees who take up mentorship roles
Retention of existing Aboriginal staff members at GV Health
Increase in number of GV Health departments who host a student/s.
12
Strategy 1 Foster school retention and completion of secondary education by working with other agencies to encourage students to give early consideration to health careers.
Initiative Actions Timeframe Critical Success Factors Responsibility
1.1 Develop and implement
programs that
encourage Aboriginal
students to consider
health career options
Disseminate information to local TAFE
institutions, include the LLEN
Network with local Aboriginal Support
agencies
Participate in:
Careers Forum
VETiS program
Work experience
Host employer of SBAT
Establish a register of local Aboriginal
agencies
Seek opportunities to interact in
Aboriginal forums
Establish a resource kit for:
Work experience
Career forums
Year One
Ongoing
Ongoing
Year One
Year One
13
Strategy 2 Establishment of partnerships that provide opportunities for exchanging skills and supporting Aboriginal employees and students.
Initiative Actions Status Critical Success Factors Responsibility
2.1. Work in collaboration
with Rumbalara
Aboriginal Cooperative
to address barriers and
promote opportunities
for careers in health
sector.
1.2 Promote adoption of
Aboriginal employment
plan at GV Health in
collaboration with other
agencies
In conjunction with Rumbalara
Aboriginal Cooperative, establish
networks within the local Aboriginal
community to introduce new
opportunities at GV Health.
Though the taskforce agenda identify
the long-term employment needs and
the ways in which GV Health can
support them to develop staff
Rumbalara agrees with this
strategy
Look at opportunities of a
staff rotation program
between GV Health and
Rumbalara
Aboriginal Taskforce
14
Strategy 3
Nurture and promote a positive working environment for Aboriginal employees and students consistent with GV Health values.
Initiative
Actions Timeframe Critical Success Factors Responsibility
3.1. Participate in Closing
the Gap cultural
competence
organisational audit
developed through
the Hume region
Closing the Gap plan.
Complete audit
Draft a plan of implementation
throughout GV Health three year period
This implementation to include:
Research avenues for
appropriate cultural competency
training.
Practical advice for managers
and supervisors hosting /
employing Aboriginal people.
Determine the availability of
funding for training.
Identify initial employees who will
receive the training.
Develop a process for ongoing refresher
training.
Implement and evaluate then action plan
Year Two
Year One
Year One
Year Three
Audit is completed
There is a plan
Evidence of progress against
the plan
Health services
executive
HR & Discipline
Coordination
15
Initiative
Actions Timeframe Critical Success Factors Responsibility
3.2. Investigate the
feasibility for a
sustainable mentor
model program within
GV Health.
Develop an attraction and selection
process for mentors.
Determine the availability of funding for
training.
Provide training to all nominated
mentors.
Partner mentors with new Aboriginal
employees, trainees and apprentices on
their first day of employment.
Extend the mentor program to School
Based Apprentices and Trainees.
Develop measures to determine the
effectiveness of the mentor program,
including surveying of mentors and
employees to establish future
improvements.
Year One
Year Two
Year Three
1. Identify a mentor model
2. Appropriate partners
3. Design
4. Implement
5. Evaluate
16
Strategy 4
Provide entry level non-clinical and clinical positions at GV Health to facilitate the introduction of Aboriginal people into sustainable employment and nurture career pathway development from entry level positions.
Initiative
Actions Timeframe Critical Success Measures Responsibility
4.1. Investigate the
introduction and
implementation of an
Aboriginal
Apprenticeship &
Traineeship
Employment Program
Identify departments which are ready,
willing and able to employ Aboriginal
apprentices and trainees
Identify and plan the support needs of
department and trainee/apprentice to
ensure successful outcome
Determine the availability of wage
subsidies and training grants
Establish the required partnerships with
local TAFE and RTO to deliver the
training required in each vocation
Year One
Year One
Year One
Year One
Depts. identified
One trainee
Revenue in budget / budget
variation
Signed agreement with RTO
to deliver training
HR Dept.
Dept managers
HR Dept.
17
4.2. Investigate the
introduction and
implementation of
School Based
Apprenticeships and
Traineeships (SBAT)
Foster partnerships with local schools
and the local LLEN and AAC.
Determine SBAT target occupations
within GV Health.
Determine RTO requirements and
relationships with secondary school
education
Establish funding availability for SBAT
through AAC.
Embed SBAT system and practice
throughout GV Health.
Monitor, communicate and evaluate the
SBAT program in consultation with
stakeholders (schools, parents, students
and GV Health).
Year One
Year One
Year One
Year One
18
4.3. Identify opportunities
for recruitment of
Aboriginal people to
GV Health workforce
Identify positions/areas which would
benefit from increased presence of
Aboriginal employees to respond to the
community needs.
Determine the availability of wage
subsidies.
Determine the optimum media for
advertising Aboriginal positions.
Ensure recruitment, selection,
appointment and induction processes
are sensitive to Aboriginal cultural
practices.
Develop policy and procedure for
employed Aboriginal exemption position
Year One Work with the department
manager (in consultation with
HR) to ensure within EEO
framework
Relevant education and
competency support needs of
department
HR Dept Managers
HR Dept Manager
19
Strategy 5 Promote and support undergraduate clinical placement for Aboriginal students.
Initiative Actions Timeframe Critical Success Factors Responsibility
5.1. Through clinical
placement networks
and relationships with
tertiary institutions
and RTOs promote
opportunities for
placements for
Aboriginal students
Identify Aboriginal undergraduate
students enrolled in local and
metropolitan tertiary institutions.
Identify opportunities to fund
scholarship(s) to Aboriginal
undergraduate students.
Promote placement of Aboriginal
undergraduate students at GV Health.
Year One
Year One/Two
Year Two
Make contact with indigenous
support units
Universities/TAFE
Identify opportunity to
establish scholarship
Discuss options available
through GV Health
Foundation
Identify support options for
students who have identified
at Aboriginal
Director, Nursing &
Midwifery Practice,
Education &
Research
Director, Nursing &
Midwifery Practice,
Education &
Research
Allied Health
Clinical Placement
Coordinator
20
Key Contacts
Academy of Sport Health & Education Leonie Dwyer 5823 6600
DHS Tanya Garling 5832 1500
Gallery Kaiela Angie Russi 5821 1433
Ganbina Tony Decicco 5821 7333
Goulburn Ovens TAFE Koorie Unit Charles Atkinson 5833 2540
Greater Shepparton City Council Brodie Humphrey 5832 9700
Indigenous YTSI (Youth Transitions) Administration 5831 6157
Jawun Wayne Dagger 0410 601 474
Kaiela Institute Administration 5821 4333
Koorie Engagement Support Officer Julie Best 5761 2100
La Trobe University Michael Chisholm 5820 8600
Medicare Local – CtHG Christopher Keuntje 0408 427 062
Mungabareena Aboriginal Corporation Phil Thorneycroft 0417 806 186
Rumbalara Cooperative Luke Brock 5825 2111
Rumbalara Football Netball Club Paul Briggs 5822 4371
SED Advisory Darren Barber 5572 1922
University of Melbourne Karyn Ferguson 5823 4500
VACCHO Katie Smith 9411 9411
VAEAI Wurreker Broker Robert Britton 0418 128 255
21
Reference Material Karreeta Yirramboi: An Employer Toolkit to grow Aboriginal employment in your organisation.
State Services Authority Victoria, 2011
Continuous Quality Improvement Tool: Aboriginal health in acute health services including area mental
health services.
Acknowledgements Artwork by Steve Morgan
This document was written with the assistance of:
Darren Barber
Partner
SED Advisory
1st floor, 62 Gray Street, Hamilton Vic 3300
22
Appendix 1 Review Process
To determine the requirements of the Aboriginal Employment Plan an internal review process was
completed. The Human Resource department of Goulburn Valley Health is championing the process of
planning and implementation for „Karreeta Yirramboi‟.
Interviews were conducted over two days at GV Health with:
Acting Human Resource Manager & Staff Development Coordinator
Executive Director Community and Integration Care
Director of Nursing & Midwifery Practice, Education & Research
Divisional Operations Director
Aboriginal Liaison Officers
Manager Engineering
Manager Health Information Services
Community Development Worker
Manager Hotel Services
From the data the following broad findings were established:
Interviewed employees demonstrated a genuine enthusiasm for increasing Aboriginal employment
at GV Health; however, the staff also commented that Aboriginal employment opportunities should
provide sustainable employment outcomes within GV Health;
We found management and staff are supportive of the introduction of Traineeships and
Apprenticeships, provided employee support and structure are available to ensure a culturally safe
environment combined with ongoing career pathways;
GV Health has facilitated benchmark Aboriginal employment and engagement initiatives within
selected departments. This is highlighted by the induction and support system implemented during
recruiting and induction of the new Aboriginal Transition Officer in the Emergency Department.
These systems provide a platform for implementation across the organisation and should be
integrated within the Aboriginal Employment Plan. GV Health has strong partnerships with local
Aboriginal organisations. These partnerships provide a pathway to collaborative employment
initiatives and the possibility of shared training and resource opportunities;
GV Health has existing relationships with educational providers. These relationships provide a
foundation for engagement of Aboriginal students. Most importantly, the initiative GV Health has
shown in facilitating these partnerships demonstrates GV Health‟s commitment to training and
professional development;
The strategies and actions within the Aboriginal Employment Plan require support and championing
by the executive team;
23
The Engineering Department expressed a willingness to support training of Aboriginal trainees and
apprentices;
Supervisors require training in cultural competence to support Aboriginal employees;
To assist the transition from school to employment and, importantly, the retention of Aboriginal
students in Years 11 and 12, a work experience and „health taster‟ program could be developed to
attract Aboriginal students to the health industry;
The Aboriginal Health Liaison Officers are willing to provide additional support and mentorship to
Aboriginal employees at GV Health;
GV Health needs to be strategic in the placement of new Aboriginal employees to ensure successful
employment outcomes. Consideration factors should include cultural safety, sustainability, career
pathway and overall appointment benefit to the Aboriginal community. Any future cultural
awareness programs need to be practical and include strategies about supporting and empowering
Aboriginal employees;
Recruitment strategies should be aligned to the Aboriginal community to ensure employment
opportunities are marketed to their maximum potential; and
Funding for Aboriginal employment positions is critical to the success of any Aboriginal Employment
Plan objective.
24
Appendix 2 Terms of Reference
TERMS OF REFERENCE
ABORIGINAL EMPLOYMENT PLAN STEERING COMMITTEE
1. PURPOSE:
The Aboriginal Employment Plan Steering Committee is responsible for guiding the development
and implementation of GV Health‟s Aboriginal Employment Plan in keeping with the principles
outlined in Karreeta Yirramboi: An Employer Toolkit to grow Aboriginal Employment in your
Organisation.
2. OBJECTIVES:
2.1 Promote awareness of Karreeta Yirramboi: Develop an employer toolkit to grow
Aboriginal employment in your Organisation.
2.2 Develop an Aboriginal Employment Plan and a strategy for implementation of the plan.
2.3 Identify measures and establish processes for ongoing evaluation of progress against the
plan.
2.4. Develop and co-ordinate an organisation-wide communication strategy to support
implementation of the plan.
2.5. Ensure co-ordination and liaison with other Closing the Gap and Improving Care for
Aboriginal
Patient (ICAP) initiatives being undertaken by GV Health
3. OUR VALUES
Compassion We are caring and considerate in our dealings with others
Respect We acknowledge, value and protect the diversity of beliefs, and support the rights of
others in delivering health services
Excellence We act with professionalism to bring the highest quality of care to meet the needs of
our patients
Accountability We will be responsible for the care and patient outcomes provide by GV Health, and
the consequences of our actions
Teamwork We work constructively and collaboratively within GV Health as well as with external
partners to deliver integrated care to our patients
Ethical Behaviour We act with integrity professionalism, transparency, honesty and fairness to earn
the trust of those we care for
Goulburn Valley Health
Terms of Reference Manual
25
4. ORGANISATIONAL RELATIONSHIPS:
This committee is a sub-committee of the Human Resources Advisory committee.
The committee will ensure inclusive processes and communication across the organisation.
5. REPORTING:
Minutes of meetings will be provided to the Human Resources committee.
A nominated steering committee member will provide verbal progress reports to the Aboriginal
Taskforce.
6. MEMBERSHIP:
5.1 Executive Director, Community & Integrated Care.
5.2 Director of Nursing and Midwifery Education.
5.3 Management Accountant Representative
5.4 Human Resource Staff Development Coordinator.
5.5 Director Human Resources (or delegate)
5.6. Manager Medical Workforce & Education Unit (or delegate)
5.7. Department Manager Representative – Clinical
5.8 Department Manager Representative – Non-clinical
5.9 Staff representative – Clinical
5.10 Staff representative – Non-clinical
5.11 Aboriginal Community Representatives x 2
26
7. COMMITTEE PROTOCOLS:
6.1 Documentation
Agenda and minutes will be distributed at least one week prior to meetings
6.2 Chairperson
Meetings will be convened and chaired by the Executive Director, Community
and Integrated Care.
6.3 Secretary
Secretarial support services will be provided through the Human Resources
Department.
6.4 Co-opting powers
The committee may co-opt other persons as deemed necessary.
6.5 Quorum
Half the membership plus one
6.6 Frequency of meetings
Monthly
6.7 Decision making
Determination of decisions will be by consensus.
6.8 Apologies
Notified to the committee secretary prior to the meeting
6.9 Review of terms of reference
Terms of reference are to be reviewed in six months.
8. PERFORMANCE INDICATORS:
7.1 There is an Aboriginal Employment Plan
7.2 Evidence of progress in implementing the plan is reported.
AUTHOR:
VALIDATED BY:
APPROVAL:
AUTHORISED:
APPROVAL DATE:
REVIEW DATE:
RESPONSIBILITY FOR REVIEW:
27
Appendix 3 Labour Force Statistics
Statistical Area The following Labour Force and Population Statistics have been sourced from the 2011 Census of
Population and Housing data (http://www.censusdata.abs.gov.au) and are based on surrounding Local
Government Areas*.
The Local Government Areas included and serviced by Goulburn Valley Health are:
Greater Shepparton (C)
Strathbogie (S)
Benalla (RC)
Campaspe (S)
Moira (S)
It‟s important to note that some degree of statistical variation may exist in the following population statistics
due to randomly adjusted data by http://www.censusdata.abs.gov.au.
The data is adjusted to avoid the release of confidential information. This may affect some results
proportionately, in particular where smaller populations are involved. This is evident where percentages are
higher than 100 per cent.
28
Aboriginal Population
Population Victoria
Aboriginal 34,948 0.65%
Total 5,353,159 100%
Population
Local Government Area
Total Population
Greater Shepparton
(C)
Strathbogie (S)
Benalla (RC) Campaspe (S) Moira (S)
Aboriginal 2,003 3.32% 79 0.83% 149 1.09% 784 2.16% 352 1.25% 3367 2.28%
Total 60,412 100% 9,486 100% 13,639 100% 36,349 100% 28,107 100% 147,993 100%
Age
Local Government Areas
Total Pop. Greater Shepparton
(C)
Strathbogie (S)
Benalla (RC) Campaspe (S) Moira (S)
0-9 519 16 36 214 73 858
10-19 476 19 41 182 88 806
20-29 271 10 25 108 37 451
30-39 256 11 11 70 32 380
40-49 196 9 13 99 39 356
50-59 139 7 13 65 38 262
60-69 99 4 4 30 25 162
70-79 37 3 6 13 13 72
80-89 10 0 0 3 7 20
90-99 0 0 0 0 0 0
100 + 0 0 0 0 0 0
Total 2,003 79 149 784 352 3,367
Moira (S) Aboriginal Population 352
Benalla (RC) Aboriginal Population 149
Campaspe (S)
Aboriginal Population 784
Greater Shepparton (C)
Aboriginal Population 2,003
Strathbogie (S) Aboriginal Population 79
29
Employed - Work Full-Time
Age
Local Government Areas
Total Greater Shepparton
(C)
Strathbogie (S)
Benalla (RC) Campaspe (S) Moira (S)
Full-Time
% of Pop.
Full-Time
% of Pop.
Full-Time
% of Pop.
Full-Time
% of Pop.
Full-Time
% of Pop.
Full-Time
% of Pop.
0-9 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%
10-19 18 4% 0 0% 3 7% 12 7% 8 9% 41 5%
20-29 69 25% 3 30% 9 36% 25 23% 13 35% 119 26%
30-39 78 30% 3 27% 3 27% 19 27% 9 28% 112 29%
40-49 64 33% 3 33% 0 0% 32 32% 12 31% 111 31%
50-59 33 24% 4 57% 9 69% 25 38% 13 34% 84 32%
60-69 17 17% 0 0% 0 0% 0 0% 4 16% 21 13%
70-79 3 8% 0 0% 0 0% 0 0% 0 0% 3 4%
80-89 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%
90-99 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%
100 + 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%
Total 282 14% 13 16% 24 16% 113 14% 59 17% 491 15%
Employed – Work Part-Time
Age
Local Government Areas
Total Greater Shepparton
(C)
Strathbogie (S)
Benalla (RC) Campaspe (S) Moira (S)
Part-Time
% of Pop.
Part-Time
% of Pop.
Part-Time
% of Pop.
Part-Time
% of Pop.
Part-Time
% of Pop.
Part-Time
% of Pop.
0-9 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%
10-19 37 8% 3 16% 3 7% 14 8% 7 8% 64 8%
20-29 33 12% 0 0% 0 0% 16 15% 3 8% 52 12%
30-39 35 14% 5 45% 3 27% 4 6% 4 13% 51 13%
40-49 26 13% 3 33% 5 38% 13 13% 9 23% 56 16%
50-59 13 9% 0 0% 0 0% 6 9% 7 18% 26 10%
60-69 5 5% 0 0% 0 0% 3 10% 4 16% 12 7%
70-79 0 0% 0 0% 0 0% 3 23% 0 0% 3 4%
80-89 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%
90-99 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%
100 + 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%
Total 149 7% 11 14% 11 7% 59 8% 34 10% 264 8%
30
Unemployed - Looking for Full-Time Work
Age
Local Government Areas
Total Greater Shepparton
(C)
Strathbogie (S)
Benalla (RC) Campaspe (S) Moira (S)
Look for Full-Time
Work
% of Pop.
Look for Full-Time
Work
% of Pop.
Look for Full-Time
Work
% of Pop.
Look for Full-Time
Work
% of Pop.
Look for Full-Time
Work
% of Pop.
Look for Full-Time
Work
% of Pop.
0-9 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%
10-19 18 4% 0 0% 6 15% 6 3% 0 0% 30 4%
20-29 31 11% 0 0% 0 0% 7 6% 5 14% 43 10%
30-39 24 9% 0 0% 0 0% 8 11% 6 19% 38 10%
40-49 16 8% 0 0% 0 0% 4 4% 0 0% 20 6%
50-59 5 4% 0 0% 0 0% 0 0% 0 0% 5 2%
60-69 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%
70-79 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%
80-89 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%
90-99 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%
100 + 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%
Total 94 5% 0 0% 6 4% 25 3% 11 3% 136 4%
Unemployed - Looking for Part-Time Work
Age
Local Government Areas
Total Greater Shepparton
(C)
Strathbogie (S)
Benalla (RC) Campaspe (S) Moira (S)
Look for Part - Time Work
% of Pop.
Look for Part - Time Work
% of Pop.
Look for Part - Time Work
% of Pop.
Look for Part - Time Work
% of Pop.
Look for Part - Time Work
% of Pop.
Look for Part - Time Work
% of Pop.
0-9 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%
10-19 7 1% 0 0% 4 10% 0 0% 4 5% 15 2%
20-29 5 2% 0 0% 0 0% 5 5% 0 0% 10 2%
30-39 5 2% 0 0% 0 0% 0 0% 0 0% 5 1%
40-49 6 3% 0 0% 0 0% 3 3% 0 0% 9 3%
50-59 3 2% 0 0% 0 0% 0 0% 0 0% 3 1%
60-69 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%
70-79 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%
80-89 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%
90-99 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%
100 + 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%
Total 26 1% 0 0% 4 3% 8 1% 4 1% 42 1%
31
Not in the Labour Force (LF)
Age
Local Government Areas
Total Greater Shepparton
(C) Strathbogie (S) Benalla (RC) Campaspe (S) Moira (S)
Not in the LF
% of Pop.
Not in the LF
% of Pop.
Not in the LF
% of Pop.
Not in the LF
% of Pop.
Not in the LF
% of Pop.
Not in the LF
% of Pop.
0-9 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%
10-19 119 25% 7 37% 13 32% 57 31% 28 32% 224 28%
20-29 118 44% 4 40% 13 52% 41 38% 14 38% 190 42%
30-39 90 35% 0 0% 5 45% 31 44% 13 41% 139 37%
40-49 74 38% 4 44% 3 23% 42 42% 15 38% 138 39%
50-59 70 50% 3 43% 3 23% 28 43% 18 47% 122 47%
60-69 57 58% 3 75% 5 125% 23 77% 15 60% 103 64%
70-79 31 84% 3 100% 4 67% 9 69% 11 85% 58 81%
80-89 7 70% 0 0% 0 0% 0 0% 7 100% 14 70%
90-99 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%
100 + 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%
Total 566 28% 24 30% 46 31% 231 29% 121 34% 988 29%
Not Applicable
Age
Local Government Areas
Total Greater Shepparton
(C)
Strathbogie (S)
Benalla (RC) Campaspe (S) Moira (S)
N/A % of Pop.
N/A % of Pop.
N/A % of Pop.
N/A % of Pop.
N/A % of Pop.
N/A % of Pop.
0-9 520 100% 15 94% 36 100% 214 100% 72 99% 857 100%
10-19 247 52% 9 47% 19 46% 84 46% 34 39% 393 49%
20-29 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%
30-39 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%
40-49 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%
50-59 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%
60-69 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%
70-79 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%
80-89 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%
90-99 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%
100 + 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%
Total 767 38% 24 30% 55 37% 298 38% 106 30% 1250 37%
32
Victorian Labour Force Statistics as a Percentage of the Population
Population
Victoria
Not in the labour force
Unemployed, looking for part-
time work
Unemployed, looking for full-
time work
Employed, worked part-time
Employed, worked full-time
Aboriginal 9,387 0.65% 543 0.87% 1,173 1.42% 3,215 0.41% 6,235 0.39%
Total 1,451,357 100% 62,166 100% 82,627 100% 791,754 100% 1,583,126 100%
1Australian Bureau of Statistic census of population 2006 and 2011