Our People Strategy

The Our People Strategy (PDF, 440.35 KB) outlines our 'people priorities' to help us achieve our department’s objectives and ensure a positive people experience for all staff.

Our people priorities

Our staff – from diverse roles, levels, locations and backgrounds – told us that our 5 people priorities are:

Serve with purpose

These priorities matter because ... We are building a better future for Queenslanders through the delivery of integrated and responsive services. #BeHere4Qld

Success looks like ... Being recognised for achieving our objectives across boundaries.

Related strategies and frameworks ...

  • People Value Proposition and Employer Branding Strategy – to communicate the benefits and value that working for us offers
  • Recognition and Awards Framework – to enhance our workplace culture and engagement
  • Internal Communication Framework – to build cohesion and trust through proactive communication with staff at all levels

Progress will be measured by ...

  • New starter turnover data and pulse survey
  • Job application data
  • Awards evaluation survey
  • Communication channels pulse survey

Our leaders commit to ... Connecting our people to our vision, purpose and successes.

Achieve our potential

These priorities matter because ... We motivate and transform by developing skills and creating a sense of fulfilment.

Success looks like ... Working in empowered and capable teams.

Related strategies and frameworks ...

  • Strategic and Operational Workforce Plans – to identify and respond to workforce risks
  • Learning and Development Strategy – to identify and respond to leadership, professional and technical capability development requirements

Progress will be measured by ...

  • Workforce plan and achievement and development plan completions and maturity assessment
  • Program participation data and evaluation outcomes
  • Higher duties and secondment data

Our leaders commit to ... Investing in learning and development opportunities for mutual benefit.

Work in partnership

These priorities matter because ... We achieve better outcomes together by embracing diversity and engaging all.

Success looks like ... Being inclusive and collaborative.

Related strategies and frameworks ...

  • Equity and Diversity Plan – to provide equitable access to opportunities and reflect the Queensland community
  • Talent Management Framework – to optimise employee lifecycle experiences
  • Flex-connect Framework – to support the successful implementation of flexible work approaches

Progress will be measured by ...

  • Mandatory and optional online training data
  • Program participation data and evaluation outcomes
  • Annual equity and diversity audit

Our leaders commit to ... Uniting for the betterment of our people and Queenslanders.

Develop perspective

These priorities matter because ... We work in new ways by making evidence-based decisions and being agile, transparent and kind.

Success looks like ... Fostering trust, fairness and whole-person wellbeing.

Related strategies and frameworks ...

  • Future of Work Strategy to evolve with technological advancements and changing employee expectations
  • Healthy and Safe Workforce Framework – to improve employee wellbeing
  • Respect@Work Framework – to cultivate positive and productive workplaces
  • Integrity Framework – to build an ethical and accountable culture

Progress will be measured by ...

  • Program participation data and evaluation outcomes
  • Employee complaints data
  • Employee health and safety data

Our leaders commit to ... Prioritising health, safety and wellbeing.

Operationalise the Path to Treaty

These priorities matter because ... We enable transformational change by honouring First Nations Queenslanders’ unique cultural strengths and lived experiences, moving all Queenslanders forward, equally, on the shared Path to Treaty.

Success looks like ... Sustaining strong culturally safe relationships with First Nations peoples through truth-telling and self-determination.

Related strategies and frameworks ...

  • Reframing the Relationship Plan – to enhance cultural capability, cultural safety, and support a reframed relationship with Aboriginal and Torres Strait Islander peoples towards reconciliation.
  • Anti-racism Strategy – to create a culture where proactive action is taken to prevent and reduce racism

Progress will be measured by ...

  • Mandatory and optional online training data
  • Program participation data and evaluation outcomes
  • Annual Reframing the Relationship Plan audit
  • Annual equity and diversity audit data
  • Employee complaints data

Our leaders commit to ... Listening to and respecting First Nations voices to inform decision-making.

Interested in joining our team?

  • Read more about working with us, including our current role vacancies and employment programs.
  • Browse our latest news to see how our people are having an impact and making a difference.