{ "entity_id": "B-002628", "folder": "TIS-National", "name": "TIS National", "type": "Advisory Body", "jurisdiction": "Commonwealth", "portfolio": "Home Affairs", "website": "http://www.tisnational.gov.au", "data_status": "partial", "completeness": { "has_strategy_brief": true, "has_strategy_structured": true, "has_vision": true, "has_kpi_targets": true, "has_kpi_results": false, "has_strategy_overview": true, "has_legislation_text": true, "has_legislation_structured": false, "has_global_initiatives_text": false, "has_ideas": true, "has_artifacts": true, "n_ideas": 12, "n_legislation": 0, "n_artifacts": 1, "n_kpi_targets": 3, "n_kpi_results": 0, "n_outcomes": 1, "verified_own_data": true }, "strategy_profile": { "status": "needs_review", "confidence": "medium", "summary": "To drive increased respect for each other, empower Aboriginal and Torres Strait Islander peoples to use their voice, and we want to listen and share knowledge.", "official_site_url": "http://www.tisnational.gov.au", "source_documents": [ { "type": "strategie", "title": "Luke Penrith, July 2022", "url": "https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF", "period": "2023", "confidence": "medium" } ], "purpose": { "text": "To drive increased respect for each other, empower Aboriginal and Torres Strait Islander peoples to use their voice, and we want to listen and share knowledge.", "source_url": "https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF", "source_page": null, "source_deep_url": "https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF" }, "vision": { "text": "To contribute to creating an Australia where the same social, health, economic benefits and opportunities available to others are available to Aboriginal and Torres Strait Islander peoples.", "source_url": "https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF", "source_page": 15, "source_deep_url": "https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF#page=15" }, "strategic_priorities": [ { "title": "Identifying roles with particular connection to Country and introducing culturally relevant recruitment practices to fil", "description": "Identifying roles with particular connection to Country and introducing culturally relevant recruitment practices to fill them", "source_url": "https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF", "source_page": 15, "source_deep_url": "https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF#page=15" }, { "title": "Increasing the representation of Aboriginal and Torres Strait Islander staff through targeted recruitment activities at ", "description": "Increasing the representation of Aboriginal and Torres Strait Islander staff through targeted recruitment activities at entry and other levels", "source_url": "https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF", "source_page": 15, "source_deep_url": "https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF#page=15" }, { "title": "Growing our Aboriginal and Torres Strait Islander talent and providing ongoing development opportunities to empower our ", "description": "Growing our Aboriginal and Torres Strait Islander talent and providing ongoing development opportunities to empower our Aboriginal and Torres Strait Islander staff to thrive in our organisation", "source_url": "https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF", "source_page": 15, "source_deep_url": "https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF#page=15" }, { "title": "Mandating diversity and inclusion training for all staff with supervisory responsibilities including anti-discrimination", "description": "Mandating diversity and inclusion training for all staff with supervisory responsibilities including anti-discrimination and anti-racism components", "source_url": "https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF", "source_page": 15, "source_deep_url": "https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF#page=15" }, { "title": "Clearly setting out the expectations that all staff call out unacceptable workplace behaviours, which include racism and", "description": "Clearly setting out the expectations that all staff call out unacceptable workplace behaviours, which include racism and discrimination, including in a formal letter of expectation to all Senior Executive and Executive level staff", "source_url": "https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF", "source_page": 15, "source_deep_url": "https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF#page=15" }, { "title": "Bringing education and understanding about social cohesion to our workforce through our Leadership in Action seminar ser", "description": "Bringing education and understanding about social cohesion to our workforce through our Leadership in Action seminar series", "source_url": "https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF", "source_page": 15, "source_deep_url": "https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF#page=15" }, { "title": "Fostering relationships and building partnerships to support reconciliation through listening, reflecting and collaborat", "description": "Fostering relationships and building partnerships to support reconciliation through listening, reflecting and collaborating with our Aboriginal and Torres Strait Islander staff and stakeholders", "source_url": "https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF", "source_page": 15, "source_deep_url": "https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF#page=15" }, { "title": "Embedding cultural knowledge and understanding into our workplace culture", "description": "Embedding cultural knowledge and understanding into our workplace culture", "source_url": "https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF", "source_page": 15, "source_deep_url": "https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF#page=15" }, { "title": "Celebrating and embracing Aboriginal and Torres Strait Islander histories, cultures and achievements", "description": "Celebrating and embracing Aboriginal and Torres Strait Islander histories, cultures and achievements", "source_url": "https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF", "source_page": 15, "source_deep_url": "https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF#page=15" }, { "title": "Driving and stimulating employment and business opportunities for Aboriginal and Torres Strait Islander peoples through ", "description": "Driving and stimulating employment and business opportunities for Aboriginal and Torres Strait Islander peoples through our procurement policies and practices.", "source_url": "https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF", "source_page": 15, "source_deep_url": "https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF#page=15" } ], "values": [ { "name": "Respect", "description": "", "source_url": "https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF", "source_page": null }, { "name": "Working together", "description": "", "source_url": "https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF", "source_page": null }, { "name": "Sharing knowledge", "description": "", "source_url": "https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF", "source_page": null }, { "name": "Providing opportunities", "description": "", "source_url": "https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF", "source_page": null }, { "name": "Having a voice", "description": "", "source_url": "https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF", "source_page": null }, { "name": "Listening and truth telling", "description": "", "source_url": "https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF", "source_page": null } ], "outcomes": [ { "name": "Reconciliation", "description": "To strengthen relationships, showing respect to Aboriginal and Torres Strait Islander heritage – and building a future Australia that is truly inclusive.", "activities": [ "Identifying roles with particular connection to Country and introducing culturally relevant recruitment practices to fill them", "Increasing the representation of Aboriginal and Torres Strait Islander staff through targeted recruitment activities at entry and other levels", "Growing our Aboriginal and Torres Strait Islander talent and providing ongoing development opportunities to empower our Aboriginal and Torres Strait Islander staff to thrive in our organisation", "Mandating diversity and inclusion training for all staff with supervisory responsibilities including anti-discrimination and anti-racism components", "Clearly setting out the expectations that all staff call out unacceptable workplace behaviours, which include racism and discrimination, including in a formal letter of expectation to all Senior Executive and Executive level staff", "Bringing education and understanding about social cohesion to our workforce through our Leadership in Action seminar series", "Fostering relationships and building partnerships to support reconciliation through listening, reflecting and collaborating with our Aboriginal and Torres Strait Islander staff and stakeholders", "Embedding cultural knowledge and understanding into our workplace culture", "Celebrating and embracing Aboriginal and Torres Strait Islander histories, cultures and achievements", "Driving and stimulating employment and business opportunities for Aboriginal and Torres Strait Islander peoples through our procurement policies and practices." ], "source_url": "https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF", "source_page": 15, "source_deep_url": "https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF#page=15" } ], "performance_measures": [ { "code": "SES", "measure": "Aboriginal and Torres Strait Islander employee representation", "target": "3% representation for the SES by 2024", "latest_result": "", "status": "", "target_source_url": "https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF", "target_source_page": 42, "result_source_url": "", "result_source_page": null }, { "code": "APS4-6", "measure": "Aboriginal and Torres Strait Islander employee representation", "target": "5% representation at APS 4 to APS 6 levels and EL1 and EL2 levels", "latest_result": "", "status": "", "target_source_url": "https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF", "target_source_page": 42, "result_source_url": "", "result_source_page": null }, { "code": "MMRs", "measure": "Mandatory Minimum Indigenous Participation Requirements", "target": "Meet or exceed as determined by the IPP", "latest_result": "", "status": "", "target_source_url": "https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF", "target_source_page": 43, "result_source_url": "", "result_source_page": null } ], "document_alignment_terms": { "must_support": [ "To drive increased respect for each other, empower Aboriginal and Torres Strait Islander peoples to use their voice, and we want to listen and share knowledge.", "To contribute to creating an Australia where the same social, health, economic benefits and opportunities available to others are available to Aboriginal and Torres Strait Islander", "Identifying roles with particular connection to Country and introducing culturally relevant recruitment practices to fill them", "Increasing the representation of Aboriginal and Torres Strait Islander staff through targeted recruitment activities at entry and other levels", "Growing our Aboriginal and Torres Strait Islander talent and providing ongoing development opportunities to empower our Aboriginal and Torres Strait Islander staff to thrive in our organisation", "Mandating diversity and inclusion training for all staff with supervisory responsibilities including anti-discrimination and anti-racism components", "Clearly setting out the expectations that all staff call out unacceptable workplace behaviours, which include racism and discrimination, including in a formal letter of expectation to all Senior Executive and Executive level staff", "Bringing education and understanding about social cohesion to our workforce through our Leadership in Action seminar series", "Fostering relationships and building partnerships to support reconciliation through listening, reflecting and collaborating with our Aboriginal and Torres Strait Islander staff and stakeholders", "Embedding cultural knowledge and understanding into our workplace culture" ], "watch_terms": [ "Aboriginal and Torres Strait Islander employee representation", "Aboriginal and Torres Strait Islander employee representation", "Mandatory Minimum Indigenous Participation Requirements" ], "avoid_claiming_without_evidence": [] }, "review_note": "Structured strategy exists but is incomplete." }, "strategy_brief_md": "# TIS National — Strategy Brief\n\n**Reporting period**: 2024-25\n**Corporate plan in force**: 2025-26\n**Corporate Plan**: [2025-26](https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)\n\n## Vision\n\n> To contribute to creating an Australia where the same social, health, economic benefits and opportunities available to others are available to Aboriginal and Torres Strait Islander peoples. [[CP p.15](https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF#page=15)]\n\n## Our purpose / purposes\n\n> To drive increased respect for each other, empower Aboriginal and Torres Strait Islander peoples to use their voice, and we want to listen and share knowledge.\n\n## How we deliver\n\n> Through this RAP we aim to build up a workplace that recognises Australia’s Aboriginal and Torres Strait Islander histories leading us to more deeply value the inherent talents and strengths of our Aboriginal and Torres Strait Islander staff.\n\n## Government priorities for this department\n\n- Identifying roles with particular connection to Country and introducing culturally relevant recruitment practices to fill them [[CP p.15](https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF#page=15)]\n- Increasing the representation of Aboriginal and Torres Strait Islander staff through targeted recruitment activities at entry and other levels [[CP p.15](https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF#page=15)]\n- Growing our Aboriginal and Torres Strait Islander talent and providing ongoing development opportunities to empower our Aboriginal and Torres Strait Islander staff to thrive in our organisation [[CP p.15](https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF#page=15)]\n- Mandating diversity and inclusion training for all staff with supervisory responsibilities including anti-discrimination and anti-racism components [[CP p.15](https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF#page=15)]\n- Clearly setting out the expectations that all staff call out unacceptable workplace behaviours, which include racism and discrimination, including in a formal letter of expectation to all Senior Executive and Executive level staff [[CP p.15](https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF#page=15)]\n- Bringing education and understanding about social cohesion to our workforce through our Leadership in Action seminar series [[CP p.15](https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF#page=15)]\n- Fostering relationships and building partnerships to support reconciliation through listening, reflecting and collaborating with our Aboriginal and Torres Strait Islander staff and stakeholders [[CP p.15](https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF#page=15)]\n- Embedding cultural knowledge and understanding into our workplace culture [[CP p.15](https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF#page=15)]\n- Celebrating and embracing Aboriginal and Torres Strait Islander histories, cultures and achievements [[CP p.15](https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF#page=15)]\n- Driving and stimulating employment and business opportunities for Aboriginal and Torres Strait Islander peoples through our procurement policies and practices. [[CP p.15](https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF#page=15)]\n\n## Outcomes\n\n### Reconciliation\nTo strengthen relationships, showing respect to Aboriginal and Torres Strait Islander heritage – and building a future Australia that is truly inclusive. [[CP p.15](https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF#page=15)]\n\n**Key activities:**\n- Identifying roles with particular connection to Country and introducing culturally relevant recruitment practices to fill them\n- Increasing the representation of Aboriginal and Torres Strait Islander staff through targeted recruitment activities at entry and other levels\n- Growing our Aboriginal and Torres Strait Islander talent and providing ongoing development opportunities to empower our Aboriginal and Torres Strait Islander staff to thrive in our organisation\n- Mandating diversity and inclusion training for all staff with supervisory responsibilities including anti-discrimination and anti-racism components\n- Clearly setting out the expectations that all staff call out unacceptable workplace behaviours, which include racism and discrimination, including in a formal letter of expectation to all Senior Executive and Executive level staff\n- Bringing education and understanding about social cohesion to our workforce through our Leadership in Action seminar series\n- Fostering relationships and building partnerships to support reconciliation through listening, reflecting and collaborating with our Aboriginal and Torres Strait Islander staff and stakeholders\n- Embedding cultural knowledge and understanding into our workplace culture\n- Celebrating and embracing Aboriginal and Torres Strait Islander histories, cultures and achievements\n- Driving and stimulating employment and business opportunities for Aboriginal and Torres Strait Islander peoples through our procurement policies and practices.\n\n## Values and principles\n\n- Respect\n- Working together\n- Sharing knowledge\n- Providing opportunities\n- Having a voice\n- Listening and truth telling\n\n## What they will measure themselves on this year (targets from 2025-26 corporate plan)\n\n| Code | Measure | Target | Source |\n|---|---|---|---|\n| SES | Aboriginal and Torres Strait Islander employee representation | 3% representation for the SES by 2024 | [CP p.42](https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF#page=42) |\n| APS4-6 | Aboriginal and Torres Strait Islander employee representation | 5% representation at APS 4 to APS 6 levels and EL1 and EL2 levels | [CP p.42](https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF#page=42) |\n| MMRs | Mandatory Minimum Indigenous Participation Requirements | Meet or exceed as determined by the IPP | [CP p.43](https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF#page=43) |", "strategy_overview_evidence_md": null, "internal_strategy_evidence_md": "# TIS National - Strategy, Performance, and Operating Profile\n\n**Generated at**: 2026-05-09T22:23:13.047232+00:00\n**Entity ID**: B-002628\n**Entity type**: Advisory Body\n**Jurisdiction**: Commonwealth\n**Portfolio**: Home Affairs\n**Website**: http://www.tisnational.gov.au\n\n> Draft generated from scraped source material. Treat this as an evidence pack for editorial review, not a final judgement.\n\n## Source Coverage\n\n| Source type | Count |\n|---|---:|\n| pages | 5 |\n| strategies | 1 |\n\n## Executive Readout\n\n### Purpose\n\n- 9\nStories from our Aboriginal and Torres Strait Islander Staff 10\nIndigenous Apprenticeship Program participant and mentor 10\nOur vision for reconciliation 13\nOur story 15\nOur footprint 16\nOur Reconciliation Action Plan 18\nOur commitment 18\nOur achievements since our last RAP 19\nBeing Brave: moving forward 20\nRelationships 21\nPartnerships towards Reconciliation 21\nRespect 30\nHaving a voice and listening 30\nShowcasing First Nations artwork 31\nWelcoming our newest Australians 34\nOpportunities 38\nPartnerships 38\nGovernance 45\nGlossary of terms 47\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- TIS National’s Mission\nAs part of the Department of Home Affairs, TIS National supports the\nkey objectives and purpose of the Department\n.\n Source: `pages/about.html (http://www.tisnational.gov.au/en/Who/About-us)`\n- [Page 43]\nAction 10: Improve employment outcomes by increasing Aboriginal and Torres Strait Islander recruitment,\nretention and professional development\nDeliverable Responsibility Timeline\nIn line with the Commonwealth aspiration, the\nDepartment aspires to achieve a target of three • AS Strategy, Reporting and August\na\nper cent Aboriginal and Torres Strait Islander Planning 2024\nemployee representation for the SES by 2024.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- This thoughtful respect of First Nations cultural\nprotocols is indicative of the wider and\nIn line with its purpose to contribute to a safe and\nconcerted effort the Department has made to\nunified Australia, the Department has immense\ninstill reconciliation values across its operations\npotential to advance outcomes for reconciliation,\nand workforce.\nparticularly in its capacity to promote Aboriginal\nand Torres Strait Islander cultures as a keystone The Department’s new Stretch RAP continues\nof our national identity.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n\n### Role and Functions\n\n- [Page 7]\nMessage from our\nFirst Nations Champions\nWe are proud to support the Department’s remains committed to driving and stimulating\nStretch Reconciliation Action Plan March 2023– employment and business opportunities for\nFebruary 2026, which aligns to national Closing Aboriginal and Torres Strait Islander Australians.\nthe Gap initiatives through a continuing focus on This is demonstrated through the 2,600 contracts\nrelationships, respect and opportunities. awarded to Aboriginal and Torres Strait Islander\nenterprises in 2021–22 within the Portfolio to the\nThrough this RAP, we recommit to playing our part\nvalue of $28.1 million.\nin closing the Gap, looking forward to continuing\nthe journey of reconciliation and to continuing The Department will continue targeted\ntruth telling about Australia’s history as we journey recruitment programs such as the Indigenous\ntogether into the future.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- Since the\ninception of the previous RAP, the Home Affairs Portfolio has met and exceeded the IPP targets, by both\nvolume and value for financial years 2019–2020, 2020–2021 and 2021–2022.\n• Completion of the Workplace Reconciliation Barometer Survey 2020, which provided insights on general\nworkplace level awareness and engagement on reconciliation action.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- [Page 43]\nAction 10: Improve employment outcomes by increasing Aboriginal and Torres Strait Islander recruitment,\nretention and professional development\nDeliverable Responsibility Timeline\nIn line with the Commonwealth aspiration, the\nDepartment aspires to achieve a target of three • AS Strategy, Reporting and August\na\nper cent Aboriginal and Torres Strait Islander Planning 2024\nemployee representation for the SES by 2024.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- 9\nStories from our Aboriginal and Torres Strait Islander Staff 10\nIndigenous Apprenticeship Program participant and mentor 10\nOur vision for reconciliation 13\nOur story 15\nOur footprint 16\nOur Reconciliation Action Plan 18\nOur commitment 18\nOur achievements since our last RAP 19\nBeing Brave: moving forward 20\nRelationships 21\nPartnerships towards Reconciliation 21\nRespect 30\nHaving a voice and listening 30\nShowcasing First Nations artwork 31\nWelcoming our newest Australians 34\nOpportunities 38\nPartnerships 38\nGovernance 45\nGlossary of terms 47\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- We have 272 staff who identify as Aboriginal and/or Torres Strait Islander representing\n1.96 per cent of our workforce.1 In conversation with our Aboriginal and Torres Strait Islander staff, we have\nfound that the Department’s role in protecting Australia is connected to the broader cultural value of protecting\nCountry.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- [Page 18]\nOur footprint\nAs a global organisation at 30 June 2022, the Department brings together 13,846 staff based in Australia\nand across 42 cities around the world of which 1.96% are Aboriginal and Torres Strait Islanders.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n\n### Strategic Priorities\n\n- [Page 43]\nAction 10: Improve employment outcomes by increasing Aboriginal and Torres Strait Islander recruitment,\nretention and professional development\nDeliverable Responsibility Timeline\nIn line with the Commonwealth aspiration, the\nDepartment aspires to achieve a target of three • AS Strategy, Reporting and August\na\nper cent Aboriginal and Torres Strait Islander Planning 2024\nemployee representation for the SES by 2024.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- 9\nStories from our Aboriginal and Torres Strait Islander Staff 10\nIndigenous Apprenticeship Program participant and mentor 10\nOur vision for reconciliation 13\nOur story 15\nOur footprint 16\nOur Reconciliation Action Plan 18\nOur commitment 18\nOur achievements since our last RAP 19\nBeing Brave: moving forward 20\nRelationships 21\nPartnerships towards Reconciliation 21\nRespect 30\nHaving a voice and listening 30\nShowcasing First Nations artwork 31\nWelcoming our newest Australians 34\nOpportunities 38\nPartnerships 38\nGovernance 45\nGlossary of terms 47\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- [Page 18]\nOur footprint\nAs a global organisation at 30 June 2022, the Department brings together 13,846 staff based in Australia\nand across 42 cities around the world of which 1.96% are Aboriginal and Torres Strait Islanders.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- [pages 15,16,17,18,19]\non, including in a formal letter of expectation to all Senior Executive and Executive\nlevel staff\n• bringing education and understanding about social cohesion to our workforce through our Leadership\nin Action seminar series\n• fostering relationships and building partnerships to support reconciliation through listening, reflecting and\ncollaborating with our Aboriginal and Torres Strait Islander staff and stakeholders\n• embedding cultural knowledge and understanding into our workplace culture\n• celebrating and embracing Aboriginal and Torres Strait Islander histories, cultures and achievements\n• driving and stimulating employment and business opportunities for Aboriginal and Torres Strait Islander\npeoples through our procurement policies and practices.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- As at 30 June 2022, the Department and the ABF bring together 13,846 staff based in Australia and in 42 cities\naround the world.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- [Page 29]\nAction 4: Promote positive race relations through anti-discrimination strategies\nDeliverable Responsibility Timeline\nConduct an annual review of HR policies and\nprocedures concerned with anti-discrimination. • FAS People and Culture\nUse outcomes of the annual RAP Impact\n• AS People Services\nMeasurement Questionnaire, APS Agency March\na • AS People Strategy\nDiversity and Inclusion Health Check, Closing (annually)\nthe Gap Implementation Plan as guiding tools • AS Workplace Relations and\nto understand effectiveness of strategies which WHS Assurance\nare in place to promote positive race relations.\n• Lead: FAS People and Culture\n• AS People Services\nImplement and communicate an anti- September\nb • State and Territory Regional\ndiscrimination policy for our organisation. (annually)\nDirectors\n• ABF Regional Commanders\nPromote Online training such as CORE Cultural\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- It stops with • State and Territory Regional September\ni\nme.’ Campaign within the first year of the RAP, Directors 2023\nled by senior staff. • ABF Regional Commanders\nAction 5: Host Yarning Circles to strengthen relationships with Aboriginal and Torres Strait Islander staff\nDeliverable Responsibility Timeline\nFive SES Officers to meet with Aboriginal and/\nor Torres Strait Islander staff to gain a better\nSeptember\na understanding of experiences, achievements • All SES\n(annually)\nand challenges faced by Aboriginal and Torres\nStrait Islander staff in the Department.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- Continue to provide and promote formal and\nstructured cultural learning for staff, including:\n• 100 per cent of all new starters to be\nassigned the mandatory Aboriginal and\nTorres Strait Islander Cultural Awareness\n(ATSICA) training course\n• A minimum of 200 places available for\nstaff per year to complete the online SBS\nInclusion Program, which contains an\nSeptember\ne Aboriginal and Torres Strait Islander module • AS People Services\n(annually)\n• A minimum of 200 places will be made\navailable annually for staff to attend the face-\nto-face Cultural Appreciation training\n• Places available for at least 10 SES and\n60 staff across Australia to undertake\nlanguage training annually to deliver an\nAcknowledgement of Country in local\nAboriginal and Torres Strait Islander\nlanguages.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- [Page 37]\nOur focus: We will continue to build our cultural competence, demonstrate\nmutual respect, celebrate and enable Aboriginal and Torres Strait Islander\nvoices and stories\nAction 7: Increase visibility of Aboriginal and Torres Strait Islander languages and cultures throughout our\nDepartment\nDeliverable Responsibility Timeline\nWe will promote and increase the visibility of\nAboriginal and Torres Strait Islander cultures by • FAS People and Culture July\na\nseeking, engaging, promoting and showcasing • First Nations Champions (annually)\nstaff artworks.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- [pages 1,2,3,4,5,6]\n[Page 1]\nnn5\n2\noa\n– 2\nil tP2 a\n0 2\nin l i co ni\nt\noc cA e R\nReconciliation\nAction Plan\nMarch 2023– February 2026\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n\n## KPIs, Targets, and Where They Are At\n\n- [Page 43]\nAction 10: Improve employment outcomes by increasing Aboriginal and Torres Strait Islander recruitment,\nretention and professional development\nDeliverable Responsibility Timeline\nIn line with the Commonwealth aspiration, the\nDepartment aspires to achieve a target of three • AS Strategy, Reporting and August\na\nper cent Aboriginal and Torres Strait Islander Planning 2024\nemployee representation for the SES by 2024.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- [pages 47,48,49,50,51,52]\n)\nEmbed appropriate systems and capability\nOctober\nc to track, measure and report on RAP • FAS People and Culture\n2023\ncommitments.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- 9\nStories from our Aboriginal and Torres Strait Islander Staff 10\nIndigenous Apprenticeship Program participant and mentor 10\nOur vision for reconciliation 13\nOur story 15\nOur footprint 16\nOur Reconciliation Action Plan 18\nOur commitment 18\nOur achievements since our last RAP 19\nBeing Brave: moving forward 20\nRelationships 21\nPartnerships towards Reconciliation 21\nRespect 30\nHaving a voice and listening 30\nShowcasing First Nations artwork 31\nWelcoming our newest Australians 34\nOpportunities 38\nPartnerships 38\nGovernance 45\nGlossary of terms 47\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- [Page 6]\nSecretary and\nCommissioners’ Foreword\nOn behalf of the Department of Home Affairs To assist in reaching our target goals, we have\n(the Department) including the Australian Border active and engaged First Nations Champions,\nForce (ABF), we are pleased to present our an Indigenous Staff Support Network,\nStretch Reconciliation Action Plan (RAP) a Reconciliation Action Plan Working Group and\nMarch 2023–February 2026, which demonstrates a Culture, Diversity and Inclusion Section within\nour continuing commitment to tangible action the People and Culture Division – all of whom\nin pursuit of reconciliation with Aboriginal and work with our staff to drive initiatives in the RAP.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- [Page 18]\nOur footprint\nAs a global organisation at 30 June 2022, the Department brings together 13,846 staff based in Australia\nand across 42 cities around the world of which 1.96% are Aboriginal and Torres Strait Islanders.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- We will build our talent pipeline to achieve • All SES\na target of five per cent representation of • AS Recruitment, Payroll and\nAugust\nb Aboriginal and Torres Strait Islander People Systems\n2024\nemployees at APS 4 to APS 6 levels and • Commander ABF Workforce\nEL1 and EL2 levels.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- [pages 15,16,17,18,19]\non, including in a formal letter of expectation to all Senior Executive and Executive\nlevel staff\n• bringing education and understanding about social cohesion to our workforce through our Leadership\nin Action seminar series\n• fostering relationships and building partnerships to support reconciliation through listening, reflecting and\ncollaborating with our Aboriginal and Torres Strait Islander staff and stakeholders\n• embedding cultural knowledge and understanding into our workplace culture\n• celebrating and embracing Aboriginal and Torres Strait Islander histories, cultures and achievements\n• driving and stimulating employment and business opportunities for Aboriginal and Torres Strait Islander\npeoples through our procurement policies and practices.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- As at 30 June 2022, the Department and the ABF bring together 13,846 staff based in Australia and in 42 cities\naround the world.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- Continue to provide and promote formal and\nstructured cultural learning for staff, including:\n• 100 per cent of all new starters to be\nassigned the mandatory Aboriginal and\nTorres Strait Islander Cultural Awareness\n(ATSICA) training course\n• A minimum of 200 places available for\nstaff per year to complete the online SBS\nInclusion Program, which contains an\nSeptember\ne Aboriginal and Torres Strait Islander module • AS People Services\n(annually)\n• A minimum of 200 places will be made\navailable annually for staff to attend the face-\nto-face Cultural Appreciation training\n• Places available for at least 10 SES and\n60 staff across Australia to undertake\nlanguage training annually to deliver an\nAcknowledgement of Country in local\nAboriginal and Torres Strait Islander\nlanguages.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- [pages 1,2,3,4,5,6]\n[Page 1]\nnn5\n2\noa\n– 2\nil tP2 a\n0 2\nin l i co ni\nt\noc cA e R\nReconciliation\nAction Plan\nMarch 2023– February 2026\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- ISBN: 978-1-920996-79-6 (printed)\nISBN: 978-1-920996-80-2 (online)\nWarning\nAboriginal and Torres Strait Islander people are warned this document may contain images of deceased people.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- [Page 3]\nnn5\n2\noa\n– 2\nil tP2 a\n0 2\nin l i co ni\nt\noc cA e R\nReconciliation\nAction Plan\nMarch 2023– February 2026\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- [Page 5]\nTable of contents\nSecretary and Commissioners’ Foreword 4\nMessage from our First Nations Champions 5\nChief Executive Officer Statement–Reconciliation Australia 6\nReconciliation Action Plan Working Group 8\nRAP Working Group Members: 8\nWhat does reconciliation mean for us?\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- [Page 7]\nMessage from our\nFirst Nations Champions\nWe are proud to support the Department’s remains committed to driving and stimulating\nStretch Reconciliation Action Plan March 2023– employment and business opportunities for\nFebruary 2026, which aligns to national Closing Aboriginal and Torres Strait Islander Australians.\nthe Gap initiatives through a continuing focus on This is demonstrated through the 2,600 contracts\nrelationships, respect and opportunities. awarded to Aboriginal and Torres Strait Islander\nenterprises in 2021–22 within the Portfolio to the\nThrough this RAP, we recommit to playing our part\nvalue of $28.1 million.\nin closing the Gap, looking forward to continuing\nthe journey of reconciliation and to continuing The Department will continue targeted\ntruth telling about Australia’s history as we journey recruitment programs such as the Indigenous\ntogether into the future.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n\n## Key Metrics\n\n| Values found | Evidence | Source |\n|---|---|---|\n| 100 per cent, 60 staff | Continue to provide and promote formal and\nstructured cultural learning for staff, including:\n• 100 per cent of all new starters to be\nassigned the mandatory Aboriginal and\nTorres Strait Islander Cultural Awareness\n(ATSICA) training course\n• A minimum of 200 places available for\nstaff per year to complete the online SBS\nInclusion Program, which contains an\nSeptember\ne Aboriginal and Torres Strait Islander module • AS People Services\n(annually)\n• | `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)` |\n| $28.1 million, 28.1 million | [Page 7]\nMessage from our\nFirst Nations Champions\nWe are proud to support the Department’s remains committed to driving and stimulating\nStretch Reconciliation Action Plan March 2023– employment and business opportunities for\nFebruary 2026, which aligns to national Closing Aboriginal and Torres Strait Islander Australians.\nthe Gap initiatives through a continuing focus on This is demonstrated through the 2,600 contracts\nrelationships, respect and | `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)` |\n| 272 staff, 1.96 per cent | We have 272 staff who identify as Aboriginal and/or Torres Strait Islander representing\n1.96 per cent of our workforce.1 In conversation with our Aboriginal and Torres Strait Islander staff, we have\nfound that the Department’s role in protecting Australia is connected to the broader cultural value of protecting\nCountry. | `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)` |\n| 13,846 staff | [Page 18]\nOur footprint\nAs a global organisation at 30 June 2022, the Department brings together 13,846 staff based in Australia\nand across 42 cities around the world of which 1.96% are Aboriginal and Torres Strait Islanders. | `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)` |\n| 13,846 staff | As at 30 June 2022, the Department and the ABF bring together 13,846 staff based in Australia and in 42 cities\naround the world. | `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)` |\n| 100 per cent | Nominate staff in 100 per cent of APSC\n• All SES March\nc expression of interest exercises to participate in\n• FAS People and Culture (annually)\nthe Jawun Secondment Program. | `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)` |\n| 2024\nemployees | We will build our talent pipeline to achieve • All SES\na target of five per cent representation of • AS Recruitment, Payroll and\nAugust\nb Aboriginal and Torres Strait Islander People Systems\n2024\nemployees at APS 4 to APS 6 levels and • Commander ABF Workforce\nEL1 and EL2 levels. | `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)` |\n| 13,846 staff | [Page 18]\nOur footprint\nAs a global organisation at 30 June 2022, the Department brings together 13,846 staff based in Australia\nand across 42 cities around the world of which 1.96% are Aboriginal and Torres Strait Islanders. | `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)` |\n| 2024\nemployees | We will build our talent pipeline to achieve • All SES\na target of five per cent representation of • AS Recruitment, Payroll and\nAugust\nb Aboriginal and Torres Strait Islander People Systems\n2024\nemployees at APS 4 to APS 6 levels and • Commander ABF Workforce\nEL1 and EL2 levels. | `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)` |\n| 13,846 staff | As at 30 June 2022, the Department and the ABF bring together 13,846 staff based in Australia and in 42 cities\naround the world. | `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)` |\n| 100 per cent, 60 staff | Continue to provide and promote formal and\nstructured cultural learning for staff, including:\n• 100 per cent of all new starters to be\nassigned the mandatory Aboriginal and\nTorres Strait Islander Cultural Awareness\n(ATSICA) training course\n• A minimum of 200 places available for\nstaff per year to complete the online SBS\nInclusion Program, which contains an\nSeptember\ne Aboriginal and Torres Strait Islander module • AS People Services\n(annually)\n• | `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)` |\n| $28.1 million, 28.1 million | [Page 7]\nMessage from our\nFirst Nations Champions\nWe are proud to support the Department’s remains committed to driving and stimulating\nStretch Reconciliation Action Plan March 2023– employment and business opportunities for\nFebruary 2026, which aligns to national Closing Aboriginal and Torres Strait Islander Australians.\nthe Gap initiatives through a continuing focus on This is demonstrated through the 2,600 contracts\nrelationships, respect and | `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)` |\n\n## Key Achievements\n\n- 9\nStories from our Aboriginal and Torres Strait Islander Staff 10\nIndigenous Apprenticeship Program participant and mentor 10\nOur vision for reconciliation 13\nOur story 15\nOur footprint 16\nOur Reconciliation Action Plan 18\nOur commitment 18\nOur achievements since our last RAP 19\nBeing Brave: moving forward 20\nRelationships 21\nPartnerships towards Reconciliation 21\nRespect 30\nHaving a voice and listening 30\nShowcasing First Nations artwork 31\nWelcoming our newest Australians 34\nOpportunities 38\nPartnerships 38\nGovernance 45\nGlossary of terms 47\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- [pages 15,16,17,18,19]\non, including in a formal letter of expectation to all Senior Executive and Executive\nlevel staff\n• bringing education and understanding about social cohesion to our workforce through our Leadership\nin Action seminar series\n• fostering relationships and building partnerships to support reconciliation through listening, reflecting and\ncollaborating with our Aboriginal and Torres Strait Islander staff and stakeholders\n• embedding cultural knowledge and understanding into our workplace culture\n• celebrating and embracing Aboriginal and Torres Strait Islander histories, cultures and achievements\n• driving and stimulating employment and business opportunities for Aboriginal and Torres Strait Islander\npeoples through our procurement policies and practices.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- Over three hundred staff have completed the non-\nmandatory training to create awareness of the issues that affect Aboriginal and Torres Strait Islander peoples\nboth in the past and the current day.\n• Annual Indigenous Leadership training.\n• Introduction of the SBS Inclusion Program, which includes a course to foster a fairer, safer and more\nrespectful environment for Aboriginal and Torres Strait Islander peoples.\n• Twenty-two nominations were put forward leading to twelve placements in the Jawun Secondment Program,\na professional development opportunity which provides an immersive learning experience focused on\ndeveloping cultural competence and an understanding of Aboriginal and Torres Strait Islander culture.\n• Ongoing participation in the Indigenous Australians Interdepartmental Committee (IA-IDC) quarterly meetings,\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- [Page 18]\nOur footprint\nAs a global organisation at 30 June 2022, the Department brings together 13,846 staff based in Australia\nand across 42 cities around the world of which 1.96% are Aboriginal and Torres Strait Islanders.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- [pages 21,22,23]\ntraining.\n• Introduction of the SBS Inclusion Program, which includes a course to foster a fairer, safer and more\nrespectful environment for Aboriginal and Torres Strait Islander peoples.\n• Twenty-two nominations were put forward leading to twelve placements in the Jawun Secondment Program,\na professional development opportunity which provides an immersive learning experience focused on\ndeveloping cultural competence and an understanding of Aboriginal and Torres Strait Islander culture.\n• Ongoing participation in the Indigenous Australians Interdepartmental Committee (IA-IDC) quarterly meetings,\nto progress actions against the National Agreement on Closing the Gap and the Commonwealth Aboriginal\nand Torres Strait Islander Workforce Strategy 2020–24.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- 1982\nMore than 230,000 services were being delivered annually by the Telephone Interpreting Service (TIS), and the Department employed 65 interpreters and 43 translators.\n Source: `pages/about.html (http://www.tisnational.gov.au/en/Who/About-us)`\n- [pages 12,13,14,15]\nport of her leaders, Kirby-lee challenged herself to accept roles outside of her comfort zone to\nprogress her career.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- As at 30 June 2022, the Department and the ABF bring together 13,846 staff based in Australia and in 42 cities\naround the world.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- It stops with • State and Territory Regional September\ni\nme.’ Campaign within the first year of the RAP, Directors 2023\nled by senior staff. • ABF Regional Commanders\nAction 5: Host Yarning Circles to strengthen relationships with Aboriginal and Torres Strait Islander staff\nDeliverable Responsibility Timeline\nFive SES Officers to meet with Aboriginal and/\nor Torres Strait Islander staff to gain a better\nSeptember\na understanding of experiences, achievements • All SES\n(annually)\nand challenges faced by Aboriginal and Torres\nStrait Islander staff in the Department.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- Continue to provide and promote formal and\nstructured cultural learning for staff, including:\n• 100 per cent of all new starters to be\nassigned the mandatory Aboriginal and\nTorres Strait Islander Cultural Awareness\n(ATSICA) training course\n• A minimum of 200 places available for\nstaff per year to complete the online SBS\nInclusion Program, which contains an\nSeptember\ne Aboriginal and Torres Strait Islander module • AS People Services\n(annually)\n• A minimum of 200 places will be made\navailable annually for staff to attend the face-\nto-face Cultural Appreciation training\n• Places available for at least 10 SES and\n60 staff across Australia to undertake\nlanguage training annually to deliver an\nAcknowledgement of Country in local\nAboriginal and Torres Strait Islander\nlanguages.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- [pages 1,2,3,4,5,6]\n[Page 1]\nnn5\n2\noa\n– 2\nil tP2 a\n0 2\nin l i co ni\nt\noc cA e R\nReconciliation\nAction Plan\nMarch 2023– February 2026\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- ISBN: 978-1-920996-79-6 (printed)\nISBN: 978-1-920996-80-2 (online)\nWarning\nAboriginal and Torres Strait Islander people are warned this document may contain images of deceased people.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n\n## Key Issues, Risks, and Recommendations\n\n- 9\nStories from our Aboriginal and Torres Strait Islander Staff 10\nIndigenous Apprenticeship Program participant and mentor 10\nOur vision for reconciliation 13\nOur story 15\nOur footprint 16\nOur Reconciliation Action Plan 18\nOur commitment 18\nOur achievements since our last RAP 19\nBeing Brave: moving forward 20\nRelationships 21\nPartnerships towards Reconciliation 21\nRespect 30\nHaving a voice and listening 30\nShowcasing First Nations artwork 31\nWelcoming our newest Australians 34\nOpportunities 38\nPartnerships 38\nGovernance 45\nGlossary of terms 47\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- [Page 18]\nOur footprint\nAs a global organisation at 30 June 2022, the Department brings together 13,846 staff based in Australia\nand across 42 cities around the world of which 1.96% are Aboriginal and Torres Strait Islanders.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- [pages 15,16,17,18,19]\non, including in a formal letter of expectation to all Senior Executive and Executive\nlevel staff\n• bringing education and understanding about social cohesion to our workforce through our Leadership\nin Action seminar series\n• fostering relationships and building partnerships to support reconciliation through listening, reflecting and\ncollaborating with our Aboriginal and Torres Strait Islander staff and stakeholders\n• embedding cultural knowledge and understanding into our workplace culture\n• celebrating and embracing Aboriginal and Torres Strait Islander histories, cultures and achievements\n• driving and stimulating employment and business opportunities for Aboriginal and Torres Strait Islander\npeoples through our procurement policies and practices.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- As at 30 June 2022, the Department and the ABF bring together 13,846 staff based in Australia and in 42 cities\naround the world.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- Over three hundred staff have completed the non-\nmandatory training to create awareness of the issues that affect Aboriginal and Torres Strait Islander peoples\nboth in the past and the current day.\n• Annual Indigenous Leadership training.\n• Introduction of the SBS Inclusion Program, which includes a course to foster a fairer, safer and more\nrespectful environment for Aboriginal and Torres Strait Islander peoples.\n• Twenty-two nominations were put forward leading to twelve placements in the Jawun Secondment Program,\na professional development opportunity which provides an immersive learning experience focused on\ndeveloping cultural competence and an understanding of Aboriginal and Torres Strait Islander culture.\n• Ongoing participation in the Indigenous Australians Interdepartmental Committee (IA-IDC) quarterly meetings,\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- It stops with • State and Territory Regional September\ni\nme.’ Campaign within the first year of the RAP, Directors 2023\nled by senior staff. • ABF Regional Commanders\nAction 5: Host Yarning Circles to strengthen relationships with Aboriginal and Torres Strait Islander staff\nDeliverable Responsibility Timeline\nFive SES Officers to meet with Aboriginal and/\nor Torres Strait Islander staff to gain a better\nSeptember\na understanding of experiences, achievements • All SES\n(annually)\nand challenges faced by Aboriginal and Torres\nStrait Islander staff in the Department.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- Continue to provide and promote formal and\nstructured cultural learning for staff, including:\n• 100 per cent of all new starters to be\nassigned the mandatory Aboriginal and\nTorres Strait Islander Cultural Awareness\n(ATSICA) training course\n• A minimum of 200 places available for\nstaff per year to complete the online SBS\nInclusion Program, which contains an\nSeptember\ne Aboriginal and Torres Strait Islander module • AS People Services\n(annually)\n• A minimum of 200 places will be made\navailable annually for staff to attend the face-\nto-face Cultural Appreciation training\n• Places available for at least 10 SES and\n60 staff across Australia to undertake\nlanguage training annually to deliver an\nAcknowledgement of Country in local\nAboriginal and Torres Strait Islander\nlanguages.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- [pages 1,2,3,4,5,6]\n[Page 1]\nnn5\n2\noa\n– 2\nil tP2 a\n0 2\nin l i co ni\nt\noc cA e R\nReconciliation\nAction Plan\nMarch 2023– February 2026\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- ISBN: 978-1-920996-79-6 (printed)\nISBN: 978-1-920996-80-2 (online)\nWarning\nAboriginal and Torres Strait Islander people are warned this document may contain images of deceased people.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- [Page 3]\nnn5\n2\noa\n– 2\nil tP2 a\n0 2\nin l i co ni\nt\noc cA e R\nReconciliation\nAction Plan\nMarch 2023– February 2026\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- [Page 5]\nTable of contents\nSecretary and Commissioners’ Foreword 4\nMessage from our First Nations Champions 5\nChief Executive Officer Statement–Reconciliation Australia 6\nReconciliation Action Plan Working Group 8\nRAP Working Group Members: 8\nWhat does reconciliation mean for us?\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- [Page 7]\nMessage from our\nFirst Nations Champions\nWe are proud to support the Department’s remains committed to driving and stimulating\nStretch Reconciliation Action Plan March 2023– employment and business opportunities for\nFebruary 2026, which aligns to national Closing Aboriginal and Torres Strait Islander Australians.\nthe Gap initiatives through a continuing focus on This is demonstrated through the 2,600 contracts\nrelationships, respect and opportunities. awarded to Aboriginal and Torres Strait Islander\nenterprises in 2021–22 within the Portfolio to the\nThrough this RAP, we recommit to playing our part\nvalue of $28.1 million.\nin closing the Gap, looking forward to continuing\nthe journey of reconciliation and to continuing The Department will continue targeted\ntruth telling about Australia’s history as we journey recruitment programs such as the Indigenous\ntogether into the future.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- 1 Department of Home Affairs Annual Report 2021–2022\nReconciliation Action Plan 2023–26 | 15\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- External Territories\n28\n(Christmas Island and Norfolk Island)\nNorthern\nTerritory\n169 Queensland\nWestern 1359\nAustralia\n1078\nSouth\n662\nAustralia\nNew South Wales\n2365\n5660\nAustralian Capital\nVictoria Territory\n2208\n174 Overseas\nTasmania 143\n16 | Reconciliation Action Plan 2023–26\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n\n## Corporate Values and Operating Culture\n\n- [Page 7]\nMessage from our\nFirst Nations Champions\nWe are proud to support the Department’s remains committed to driving and stimulating\nStretch Reconciliation Action Plan March 2023– employment and business opportunities for\nFebruary 2026, which aligns to national Closing Aboriginal and Torres Strait Islander Australians.\nthe Gap initiatives through a continuing focus on This is demonstrated through the 2,600 contracts\nrelationships, respect and opportunities. awarded to Aboriginal and Torres Strait Islander\nenterprises in 2021–22 within the Portfolio to the\nThrough this RAP, we recommit to playing our part\nvalue of $28.1 million.\nin closing the Gap, looking forward to continuing\nthe journey of reconciliation and to continuing The Department will continue targeted\ntruth telling about Australia’s history as we journey recruitment programs such as the Indigenous\ntogether into the future.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- 9\nStories from our Aboriginal and Torres Strait Islander Staff 10\nIndigenous Apprenticeship Program participant and mentor 10\nOur vision for reconciliation 13\nOur story 15\nOur footprint 16\nOur Reconciliation Action Plan 18\nOur commitment 18\nOur achievements since our last RAP 19\nBeing Brave: moving forward 20\nRelationships 21\nPartnerships towards Reconciliation 21\nRespect 30\nHaving a voice and listening 30\nShowcasing First Nations artwork 31\nWelcoming our newest Australians 34\nOpportunities 38\nPartnerships 38\nGovernance 45\nGlossary of terms 47\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- Since the\ninception of the previous RAP, the Home Affairs Portfolio has met and exceeded the IPP targets, by both\nvolume and value for financial years 2019–2020, 2020–2021 and 2021–2022.\n• Completion of the Workplace Reconciliation Barometer Survey 2020, which provided insights on general\nworkplace level awareness and engagement on reconciliation action.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- [Page 43]\nAction 10: Improve employment outcomes by increasing Aboriginal and Torres Strait Islander recruitment,\nretention and professional development\nDeliverable Responsibility Timeline\nIn line with the Commonwealth aspiration, the\nDepartment aspires to achieve a target of three • AS Strategy, Reporting and August\na\nper cent Aboriginal and Torres Strait Islander Planning 2024\nemployee representation for the SES by 2024.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- [Page 49]\nGlossary of terms\nABF Australian Border Force\nAPS Australian Public Service\nAPSC Australian Public Service Commission\nAS Assistant Secretary\nATSICA Aboriginal and Torres Strait Islander Cultural Awareness\nBFORT Border Force Officer Recruit Training\nESC Employment Suitability Clearance\nEVP Employee Value Proposition\nFAS First Assistant Secretary\nHR Human Resources\nIAP Indigenous Apprenticeships Program\nIAGDP Indigenous Australian Government Development Program\nISSN Indigenous Staff Support Network\nA not-for-profit organisation that places executive level and high performing APS6 staff from\nJawun\nAustralian companies and government agencies into Indigenous organisations across Australia.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n- Home\nContact us\nPhone interpreting\nImmediate phone interpreting\nCall and request an interpreter 24 hours a day, every day of the year\nPhone:\n131 450\n(within Australia)\nPhone:\n+613 9106 3162\n(outside Australia)\nAutomated Telephone Interpreting Service (ATIS)\nCall and request an interpreter 24 hours, every day of the year\nPhone:\n1800 131 450\nLanguage service enquires\nService Delivery\nExisting pre-booked phone, video remote\n Source: `pages/contact.html (http://www.tisnational.gov.au/en/Contact-us)`\n- Phone:\n1300 847 387\nContact us\nClient account enquiries\nClient Engagement\nClient account enquiries\nEmail:\ntispromo@homeaffairs.gov.au\nPhone:\n1300 655 820\nFree Interpreting Service (FIS)\nEnquiries about free services\nEmail:\ntis.freeinterpreting@homeaffairs.gov.au\nPhone:\n1300 575 847\nClient Accounts\nInvoice or payment enquiries.\n Source: `pages/contact.html (http://www.tisnational.gov.au/en/Contact-us)`\n- Graduate Pathway; Indigenous Apprenticeships\nProgram (IAP); Border Force Officer Recruit\nFostering social cohesion, supporting\nTraining (BFORT) Program (Affirmative Measures);\nopportunities for all, and promoting Australian\nmultilevel bulk recruitment (Affirmative Measures)\nvalues, including respect for the freedom and\nand the newly developed Aboriginal and Torres\ndignity of the individual; parliamentary democracy;\nStrait Islander Recruitment Campaign.\nequality of opportunity; and a fair go that\nembraces mutual respect, tolerance and equality We encourage all of Home Affairs and ABF staff\nare at the heart of Home Affairs’ mission to to join in the work of the Indigenous Staff Support\nsupport a prosperous, secure and united Australia.\n Source: `strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)`\n\n## Global Ideas and Case Study Inputs\n\n_No global-intelligence source text found yet. Run `CLAUDE/global-ideas-scraper.py ` to populate case-study sources._\n\n## Source Artifacts Used\n\n- `strategies/reconciliation-action-plan-2023-26.pdf` - strategies - https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF\n- `pages/about.html` - pages - http://www.tisnational.gov.au/en/Who/About-us\n- `pages/contact.html` - pages - http://www.tisnational.gov.au/en/Contact-us\n- `pages/homepage.html` - pages - http://www.tisnational.gov.au\n- `pages/news-latest.html` - pages - http://www.tisnational.gov.au/en/Who/News-and-updates\n- `pages/structure.html` - pages - http://www.tisnational.gov.au/en/Our-services/Information-for-agencies\n\n## Gaps To Fix\n\n- No corporate plan text source found.\n- No annual report text source found.\n- No global comparison/case-study sources found.", "legislation_md": "# TIS National - Acts and Legislation Discovery\n\n**Generated at**: 2026-05-09T21:12:46.311067+00:00\n**Entity ID**: B-002628\n**Jurisdiction**: Commonwealth\n**Portfolio**: Home Affairs\n\n> This is an evidence-based discovery list from scraped department material. A mention does not always mean the department administers the legislation; high-confidence and official register links should be reviewed.\n\n## Summary\n\n- Source files scanned: 6\n- Unique legislation references found: 0\n\n## Legislation References\n\n_No Act/Regulation/Instrument references found in the local corpus._\n\n## Files Scanned\n\n- `pages/about.html` (page)\n- `pages/contact.html` (page)\n- `pages/homepage.html` (page)\n- `pages/news-latest.html` (page)\n- `pages/structure.html` (page)\n- `strategies/reconciliation-action-plan-2023-26.pages.jsonl` (pdf_pages)", "global_initiatives_md": null, "strategy": { "reporting_period": "2024-25", "corporate_plan_period": "2025-26", "vision": "To contribute to creating an Australia where the same social, health, economic benefits and opportunities available to others are available to Aboriginal and Torres Strait Islander peoples.", "vision_source_page": 15, "purposes": "To drive increased respect for each other, empower Aboriginal and Torres Strait Islander peoples to use their voice, and we want to listen and share knowledge.", "purposes_source_page": null, "how_we_deliver": "Through this RAP we aim to build up a workplace that recognises Australia’s Aboriginal and Torres Strait Islander histories leading us to more deeply value the inherent talents and strengths of our Aboriginal and Torres Strait Islander staff.", "how_we_deliver_source_page": null, "government_priorities": [ { "text": "Identifying roles with particular connection to Country and introducing culturally relevant recruitment practices to fill them", "source_page": 15 }, { "text": "Increasing the representation of Aboriginal and Torres Strait Islander staff through targeted recruitment activities at entry and other levels", "source_page": 15 }, { "text": "Growing our Aboriginal and Torres Strait Islander talent and providing ongoing development opportunities to empower our Aboriginal and Torres Strait Islander staff to thrive in our organisation", "source_page": 15 }, { "text": "Mandating diversity and inclusion training for all staff with supervisory responsibilities including anti-discrimination and anti-racism components", "source_page": 15 }, { "text": "Clearly setting out the expectations that all staff call out unacceptable workplace behaviours, which include racism and discrimination, including in a formal letter of expectation to all Senior Executive and Executive level staff", "source_page": 15 }, { "text": "Bringing education and understanding about social cohesion to our workforce through our Leadership in Action seminar series", "source_page": 15 }, { "text": "Fostering relationships and building partnerships to support reconciliation through listening, reflecting and collaborating with our Aboriginal and Torres Strait Islander staff and stakeholders", "source_page": 15 }, { "text": "Embedding cultural knowledge and understanding into our workplace culture", "source_page": 15 }, { "text": "Celebrating and embracing Aboriginal and Torres Strait Islander histories, cultures and achievements", "source_page": 15 }, { "text": "Driving and stimulating employment and business opportunities for Aboriginal and Torres Strait Islander peoples through our procurement policies and practices.", "source_page": 15 } ], "outcomes": [ { "name": "Reconciliation", "description": "To strengthen relationships, showing respect to Aboriginal and Torres Strait Islander heritage – and building a future Australia that is truly inclusive.", "key_activities": [ "Identifying roles with particular connection to Country and introducing culturally relevant recruitment practices to fill them", "Increasing the representation of Aboriginal and Torres Strait Islander staff through targeted recruitment activities at entry and other levels", "Growing our Aboriginal and Torres Strait Islander talent and providing ongoing development opportunities to empower our Aboriginal and Torres Strait Islander staff to thrive in our organisation", "Mandating diversity and inclusion training for all staff with supervisory responsibilities including anti-discrimination and anti-racism components", "Clearly setting out the expectations that all staff call out unacceptable workplace behaviours, which include racism and discrimination, including in a formal letter of expectation to all Senior Executive and Executive level staff", "Bringing education and understanding about social cohesion to our workforce through our Leadership in Action seminar series", "Fostering relationships and building partnerships to support reconciliation through listening, reflecting and collaborating with our Aboriginal and Torres Strait Islander staff and stakeholders", "Embedding cultural knowledge and understanding into our workplace culture", "Celebrating and embracing Aboriginal and Torres Strait Islander histories, cultures and achievements", "Driving and stimulating employment and business opportunities for Aboriginal and Torres Strait Islander peoples through our procurement policies and practices." ], "source_page": 15 } ], "values": [ "Respect", "Working together", "Sharing knowledge", "Providing opportunities", "Having a voice", "Listening and truth telling" ], "values_framework_name": null, "kpi_targets_2025_26": [ { "code": "SES", "measure": "Aboriginal and Torres Strait Islander employee representation", "target": "3% representation for the SES by 2024", "source_page": 42 }, { "code": "APS4-6", "measure": "Aboriginal and Torres Strait Islander employee representation", "target": "5% representation at APS 4 to APS 6 levels and EL1 and EL2 levels", "source_page": 42 }, { "code": "MMRs", "measure": "Mandatory Minimum Indigenous Participation Requirements", "target": "Meet or exceed as determined by the IPP", "source_page": 43 } ], "kpi_results_2024_25": [], "_source_urls": { "annual_report_url": "", "corporate_plan_url": "" } }, "ideas": [ { "entity_id": "B-002628", "entity_name": "TIS National", "folder_name": "TIS-National", "category": "Staff Productivity", "scale": "small", "title": "Reusable briefing and summary assistant for internal documents", "idea": "Create controlled templates for summarising reports, submissions, minutes, and ministerial briefs.", "quote": "It stops with • State and Territory Regional September\ni\nme.’ Campaign within the first year of the RAP, Directors 2023\nled by senior staff. • ABF Regional Commanders\nAction 5: Host Yarning Circles to strengthen relationships with Aboriginal and Torres Strait Islander staff\nDeliverable Responsibility Timeline\nFive SES Officers to meet with Aboriginal and/\nor Torres Strait Islander staff to gain a better\nSeptember\na understanding of experiences, achievements • All SES\n(annually)\nand challenges faced by Aboriginal and Torres\nStrait Islander staff in the Department.", "impact": "High", "effort": "Low", "proof": "Evidence-backed", "beneficiaries": "APS staff / executives", "source": "strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)", "implementation": [ "Pick one high-volume process or document family.", "Name an owner and baseline current volume, time, cost, and satisfaction.", "Run a 4-8 week pilot with clear before/after metrics.", "Publish lessons and decide whether to scale." ], "risks": [ "Privacy and data quality", "Change fatigue", "Unclear accountability", "Sensitive information leakage", "Inconsistent quality of generated drafts" ] }, { "entity_id": "B-002628", "entity_name": "TIS National", "folder_name": "TIS-National", "category": "Staff Productivity", "scale": "large", "title": "Department-wide knowledge and briefing platform", "idea": "Build a secure knowledge platform that lets staff search, summarise, and cite approved departmental material.", "quote": "It stops with • State and Territory Regional September\ni\nme.’ Campaign within the first year of the RAP, Directors 2023\nled by senior staff. • ABF Regional Commanders\nAction 5: Host Yarning Circles to strengthen relationships with Aboriginal and Torres Strait Islander staff\nDeliverable Responsibility Timeline\nFive SES Officers to meet with Aboriginal and/\nor Torres Strait Islander staff to gain a better\nSeptember\na understanding of experiences, achievements • All SES\n(annually)\nand challenges faced by Aboriginal and Torres\nStrait Islander staff in the Department.", "impact": "Very High", "effort": "High", "proof": "Evidence-backed", "beneficiaries": "APS staff / executives", "source": "strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)", "implementation": [ "Create a senior responsible owner and cross-functional delivery team.", "Map legislation, data, privacy, procurement, cyber, and workforce constraints.", "Co-design with users and frontline staff before technology selection.", "Stage delivery through pilots, benefits tracking, and public reporting." ], "risks": [ "Privacy and data quality", "Change fatigue", "Unclear accountability", "Sensitive information leakage", "Inconsistent quality of generated drafts" ] }, { "entity_id": "B-002628", "entity_name": "TIS National", "folder_name": "TIS-National", "category": "Data & Performance", "scale": "small", "title": "KPI evidence register with named owners", "idea": "Create a simple register mapping each KPI to source data, owner, frequency, target, and last result.", "quote": "[Page 43]\nAction 10: Improve employment outcomes by increasing Aboriginal and Torres Strait Islander recruitment,\nretention and professional development\nDeliverable Responsibility Timeline\nIn line with the Commonwealth aspiration, the\nDepartment aspires to achieve a target of three • AS Strategy, Reporting and August\na\nper cent Aboriginal and Torres Strait Islander Planning 2024\nemployee representation for the SES by 2024.", "impact": "High", "effort": "Low", "proof": "Evidence-backed", "beneficiaries": "Executives / Parliament / public", "source": "strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)", "implementation": [ "Pick one high-volume process or document family.", "Name an owner and baseline current volume, time, cost, and satisfaction.", "Run a 4-8 week pilot with clear before/after metrics.", "Publish lessons and decide whether to scale." ], "risks": [ "Privacy and data quality", "Change fatigue", "Unclear accountability" ] }, { "entity_id": "B-002628", "entity_name": "TIS National", "folder_name": "TIS-National", "category": "Data & Performance", "scale": "large", "title": "Outcome dashboard linking budget, delivery, and public impact", "idea": "Build a public-facing outcome dashboard showing spend, outputs, outcomes, and delivery confidence.", "quote": "[Page 43]\nAction 10: Improve employment outcomes by increasing Aboriginal and Torres Strait Islander recruitment,\nretention and professional development\nDeliverable Responsibility Timeline\nIn line with the Commonwealth aspiration, the\nDepartment aspires to achieve a target of three • AS Strategy, Reporting and August\na\nper cent Aboriginal and Torres Strait Islander Planning 2024\nemployee representation for the SES by 2024.", "impact": "Very High", "effort": "High", "proof": "Evidence-backed", "beneficiaries": "Executives / Parliament / public", "source": "strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)", "implementation": [ "Create a senior responsible owner and cross-functional delivery team.", "Map legislation, data, privacy, procurement, cyber, and workforce constraints.", "Co-design with users and frontline staff before technology selection.", "Stage delivery through pilots, benefits tracking, and public reporting." ], "risks": [ "Privacy and data quality", "Change fatigue", "Unclear accountability" ] }, { "entity_id": "B-002628", "entity_name": "TIS National", "folder_name": "TIS-National", "category": "Citizen Services", "scale": "small", "title": "Plain-language service pages and proactive status updates", "idea": "Rewrite high-volume pages and letters into plain language, add status notifications, and measure contact reduction.", "quote": "Home\nContact us\nPhone interpreting\nImmediate phone interpreting\nCall and request an interpreter 24 hours a day, every day of the year\nPhone:\n131 450\n(within Australia)\nPhone:\n+613 9106 3162\n(outside Australia)\nAutomated Telephone Interpreting Service (ATIS)\nCall and request an interpreter 24 hours, every day of the year\nPhone:\n1800 131 450\nLanguage service enquires\nService Delivery\nExisting pre-booked phone, video remote", "impact": "High", "effort": "Low", "proof": "Evidence-backed", "beneficiaries": "Citizens / service users", "source": "pages/contact.html (http://www.tisnational.gov.au/en/Contact-us)", "implementation": [ "Pick one high-volume process or document family.", "Name an owner and baseline current volume, time, cost, and satisfaction.", "Run a 4-8 week pilot with clear before/after metrics.", "Publish lessons and decide whether to scale." ], "risks": [ "Privacy and data quality", "Change fatigue", "Unclear accountability", "Digital exclusion", "Low public trust if feedback is not acted on" ] }, { "entity_id": "B-002628", "entity_name": "TIS National", "folder_name": "TIS-National", "category": "Citizen Services", "scale": "large", "title": "Single front door for life-event based services", "idea": "Bundle services around life events so citizens can complete related steps across agencies in one journey.", "quote": "Home\nContact us\nPhone interpreting\nImmediate phone interpreting\nCall and request an interpreter 24 hours a day, every day of the year\nPhone:\n131 450\n(within Australia)\nPhone:\n+613 9106 3162\n(outside Australia)\nAutomated Telephone Interpreting Service (ATIS)\nCall and request an interpreter 24 hours, every day of the year\nPhone:\n1800 131 450\nLanguage service enquires\nService Delivery\nExisting pre-booked phone, video remote", "impact": "Very High", "effort": "High", "proof": "Evidence-backed", "beneficiaries": "Citizens / service users", "source": "pages/contact.html (http://www.tisnational.gov.au/en/Contact-us)", "implementation": [ "Create a senior responsible owner and cross-functional delivery team.", "Map legislation, data, privacy, procurement, cyber, and workforce constraints.", "Co-design with users and frontline staff before technology selection.", "Stage delivery through pilots, benefits tracking, and public reporting." ], "risks": [ "Privacy and data quality", "Change fatigue", "Unclear accountability", "Digital exclusion", "Low public trust if feedback is not acted on" ] }, { "entity_id": "B-002628", "entity_name": "TIS National", "folder_name": "TIS-National", "category": "Citizen Participation", "scale": "small", "title": "Consultation feedback summaries with response tracking", "idea": "Summarise consultation submissions by theme and publish what changed in response.", "quote": "LSCF Local Staff Consultative Forum\nNAIDOC National Aborigines and Islanders Day Observance Committee\nNRW National Reconciliation Week\nNSCF National Staff Consultative Forum\nRAP Reconciliation Action Plan\nRAPWG Reconciliation Action Plan Working Group\nReconciliation Action Plan 2023–26 | 47", "impact": "High", "effort": "Low", "proof": "Evidence-backed", "beneficiaries": "Citizens / stakeholders / policy teams", "source": "strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)", "implementation": [ "Pick one high-volume process or document family.", "Name an owner and baseline current volume, time, cost, and satisfaction.", "Run a 4-8 week pilot with clear before/after metrics.", "Publish lessons and decide whether to scale." ], "risks": [ "Privacy and data quality", "Change fatigue", "Unclear accountability", "Digital exclusion", "Low public trust if feedback is not acted on" ] }, { "entity_id": "B-002628", "entity_name": "TIS National", "folder_name": "TIS-National", "category": "Citizen Participation", "scale": "large", "title": "Always-on policy participation platform", "idea": "Create a standing participation platform where citizens and stakeholders can propose, vote, and track ideas.", "quote": "LSCF Local Staff Consultative Forum\nNAIDOC National Aborigines and Islanders Day Observance Committee\nNRW National Reconciliation Week\nNSCF National Staff Consultative Forum\nRAP Reconciliation Action Plan\nRAPWG Reconciliation Action Plan Working Group\nReconciliation Action Plan 2023–26 | 47", "impact": "Very High", "effort": "High", "proof": "Evidence-backed", "beneficiaries": "Citizens / stakeholders / policy teams", "source": "strategies/reconciliation-action-plan-2023-26.pdf (https://www.homeaffairs.gov.au/commitments/files/reconciliation-action-plan-2023-26.PDF)", "implementation": [ "Create a senior responsible owner and cross-functional delivery team.", "Map legislation, data, privacy, procurement, cyber, and workforce constraints.", "Co-design with users and frontline staff before technology selection.", "Stage delivery through pilots, benefits tracking, and public reporting." ], "risks": [ "Privacy and data quality", "Change fatigue", "Unclear accountability", "Digital exclusion", "Low public trust if feedback is not acted on" ] }, { "entity_id": "B-002628", "entity_name": "TIS National", "folder_name": "TIS-National", "category": "Procurement & Delivery", "scale": "small", "title": "Procurement lessons library for repeat purchases", "idea": "Capture reusable procurement clauses, market lessons, supplier performance notes, and common evaluation criteria.", "quote": "Home\nContact us\nPhone 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