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The key capabilities needed to achieve DPMC’s outcomes and ensure delivery on the Development Goals for the State Services are: high-performing staff; agency credibility; good networks and working relationships; effective infrastructure; and strong performance management. Over the next three years DPMC will continue to focus on management and enhancement of its capability in several priority areas, based on an overall assessment of its requirements and business risks.
The department has already taken a number of steps to reduce its environmental impact, as recognised by its receipt of a Govt3 award in 2006/07. As part of its leadership responsibility in respect of achieving a carbon-neutral public service, it will put in place a wider range of measurement and monitoring systems to enable more systematic management of resources.
DPMC’s top priority is action to improve whole-of-department performance. As a central agency DPMC has significant leadership, co-ordination, and advisory responsibilities. This year the department will conduct a stakeholder survey to provide an assessment of its effectiveness in these responsibility areas. DPMC has other initiatives underway to improve performance. These include adopting the government’s e-strategy to complement the existing information strategy; upgrading information systems; and advancing secure remote access via the government shared network (GSN). Another priority is completion of the department-wide rollout of the new electronic records and document management system (eDRMS).
Other consolidation work in 2007/08 involves: implementation of improvements to DPMC’s recruitment, selection and induction processes; completion of changes to the department’s performance management system; and more emphasis on the range of training and development made available to staff. DPMC has developed a special exchange relationship with the Leadership Development Centre (LDC), which involves a greater number of senior DPMC staff participating in the LDC’s Executive Leadership Programme (ELP), and more opportunities for senior staff from other agencies to be seconded into DPMC.
The organisational health of DPMC is regularly monitored through exit interviews and staff surveys. Results from the last climate survey show that staff like working for DPMC and morale is good. The Pay and Employment Equity Review, which is currently underway, will provide insights into staff perceptions of gender equity at DPMC. Results from such assessments help inform departmental thinking about areas of ongoing improvement.