Annual Report 2023-24

     Learning and Development Training
                                                                                                                                Human Resource Management




                                                                                                                                                                                                                                                            Our Council
      Training                                                                              Count                               People and Culture Branch Review                              Human resource management
                                                                                                                                This reporting period, Council commenced a process            The People & Culture Branch continued to review key
                                                                                                                                to review and position the People & Culture Branch            human resource management policies this year which
       Safety training for Induction, Fire and First Aid*                                    2,342
                                                                                                                                for the future. As part of this process, McArthur Talent      focused on continuous improvement and further
                                                                                                                                Architects partnered with Council to undertake                alignment to legislation and reforms. They included:
       Corporate Induction Training                                                          81                                 extensive stakeholder briefings and consultations with         — Organisational Policy and Procedure: Higher Duties
                                                                                                                                all teams across Council analysing the current and future         (endorsed by the CEO on 28 February 2024)
                                                                                                                                state assessments. The purpose of the review was               — Organisational Policy: Recruitment and Secondment
       Leadership Development                                                                70
                                                                                                                                to identify, through consultation with key stakeholder            (endorsed by the CEO on 5 April 2024)
                                                                                                                                groups, what strategies and actions were required to
       Training and Development                                                              113                                better position the Branch to become a more effective         Throughout this reporting period, the People and
                                                                                                                                and enabling strategic partner to Council. The final          Culture branch have reviewed, developed and
       Conferences and Seminars                                                              31                                 report was presented and delivered to Council in April        implemented a number of processes to support its
                                                                                                                                2024 with the focus in FY2024/25 on the implementation        policies. Processes such as online forms for employee
     Note: *Casual and contractor positions included                                                                            of recommendations.                                           changes, position and establishment changes as well as
                                                                                                                                                                                              internal processes to optimise efficiency and continuous
                                                                                                                                                                                              improvement. A project is underway to review all People
     Learning and Development Training Spend                                                                                                                                                  and Culture policies in the next financial year.



84    Training Type                                             Training Spend ($)            Budget Percentage (%)
                                                                                                                                Wellbeing                                                                                                                   85




       Safety and Compliance                                    94,388                            76.3%                         THRIVE                                                        This year, the Program launched a monthly initiatives
                                                                                                                                Council continues to deliver the THRIVE Wellbeing &           calendar for staff to be able to access various
       Learning and Development                                 185,381                           82.9%                         Inclusion Program which is focused on strengthening           resources, activities and events that assist in maintaining
                                                                                                                                the way in which we support and celebrate our                 employee’s wellbeing. The Program has also extended
                                                                                                                                employee’s wellbeing by implementing various                  its offerings by launching Bushcare events to interested
                                                                                                                                initiatives, such as providing our staff with online mental   employees as an opportunity to meet other like-minded
                                                                                                                                health, wellbeing and resilience training.                    colleagues while giving back to our local environment.
     Equal Opportunity Employment
                                                                                                                                The THRIVE Program was underpinned by an energetic            Mental Health and Building Resilience
     Council promotes the values of a diverse workforce           organisation. Council’s Employee Code of Conduct              group of volunteer employees driving a calendar of            Council continues to offer Mental Health Awareness
     and is an equal opportunity employer. Council’s              reinforces the standards of behaviours required of            events focused on embracing diversity, equity and             e-toolkits which provided employees with a set of
     employment practices are aligned to Queensland’s             employees including non-discriminatory workplace              inclusion. Council employees threw their full support         practical resources to reinforce and assist in the
     Anti-Discrimination Act 1991 and relevant federal anti-      practices. This is supported by regular training              behind celebrating events such as International               management of mental health conditions in the




                                                                                                                                                                                                                                                            Noosa Council Annual Report 23/24
     discrimination laws.                                         opportunities focused on non-discrimination and               Women’s Day, RUOK? Day, NAIDOC Week, Men’s                    workplace. Furthermore, Building Resilience training
                                                                  unconscious bias.                                             Health Week, National Safe Work Month, Queensland             was also provided online to employees to assist with
     Council recognises the importance of workforce                                                                             Mental Health Week and the 16 Days of Activism against        developing resilience and helping to respond effectively
     diversity and promotes a working environment where           Council will continue to strive to build a workforce          gendered/family violence.                                     to change, challenge and adversity in both personal and
     people are treated on their merits at every stage of         and supporting organisational culture that reflects the                                                                     professional lives.
     their employment. At Council, all staff are encouraged       diversity of the greater community and is free of all forms
     to embrace equity and diversity at all levels within the     of discrimination and harassment.