Management and accountability
Management of human resources
Training and development
The significant growth in staff in 2007–08 made training and development a major priority for the year. PSR identifies training and development needs of staff through individual development plans prepared under the Performance Development Scheme.
Technical training for operational staff was carried out through on-the-job training and mentoring by experienced staff, and an accelerated skills development program for new case managers. This involved case studies, mock hearings, and targeted report writing assignments.
Technical training was supplemented with broader core skills development provided through a range of external courses on topics including:
- communication, influencing and negotiation skills
- financial management
- leadership and management
- writing skills.
Staff also attended a range of public sector management workshops on workplace relations, human resources and governance.
These programs were supplemented by further personal and professional development to help build a robust and positive organisational culture through a team workshop addressing change management and team skills. In addition, some staff participated in formal coaching and mentoring, emotional intelligence and personal effectiveness programs.
Three staff were supported to further their studies in the areas of public sector management, law and psychology.
The effectiveness of training and development provided is evaluated at performance and professional development reviews conducted between managers and individuals under the Performance Development Scheme.
During the year PSR also redeveloped its Performance Development Scheme to provide stronger links between PSR’s goals, the roles and responsibilities of individual staff and the skills, capabilities and behaviours needed in those roles.
PSR devoted approximately $3600 per staff member or 5.5 per cent of annual salaries expenditure to non-technical training and development during the year.