Chris Evans (WA, Australian Labor Party, Leader of the Government in the Senate) Share this | Link to this | Hansard source

I table two supplementary explana­tory memoranda relating to the government amendments to be moved to these bills. The memoranda were circulated in the chamber earlier today. I seek leave to move government amendments to both the Tertiary Education Quality and Standards Agency Bill 2011 and the Tertiary Education Quality and Standards Agency (Consequential Amendments and Transitional Provisions) Bill 2011 together.

Leave granted.

I move government amendments (1) to (20) on sheet CJ204 and government amendments (1) to (9) on sheet CJ205 together:

(1)   Clause 4, page 5 (line 6), after "regulated higher education awards.", insert "Some providers (including Australian universities registered in the Australian university provider category) are authorised to self-accredit their courses of study.".

(2)   Clause 4, page 5 (lines 9 to 11), omit "TEQSA is also responsible for ensuring that higher education provided in Australia, or by Australian providers, meets the Higher Education Standards Framework.", substitute "TEQSA regulates higher education using principles relating to regulatory necessity, risk and proportionality, and using a standards-based quality framework.".

(3)   Clause 4, page 5 (line 12), omit "That Framework", substitute "That quality framework".

(4)   Clause 5, page 11 (line 2), omit "58(1)(e) or (h)", substitute "58(1)(h)".

(5)   Clause 5, page 15 (line 8), omit "Standards;", substitute "Standards.".

(6)   Clause 5, page 15 (line 9), omit paragraph (c).

(7)   Clause 21, page 23 (line 1), omit "12 months", substitute "9 months".

(8)   Clause 21, page 23 (line 11), omit "12 months", substitute "9 months".

(9)   Heading to clause 33, page 28 (line 19), omit the heading, substitute:

  33 Conditions about authority to self-accredit

     TEQSA to consult about such conditions

(10)   Clause 33, page 28 (line 20), omit "This section", substitute "Subsection(2)".

(11)   Clause 33, page 29 (after line 4), at the end of the clause, add:

        Consequences for accreditation if authority removed

     (4)   If:

        (a)   a course of study is accredited by a registered higher education provider; and

        (b)   a condition imposed under subsection 32(1) removes the provider's authority to self-accredit the course of study;

     the accreditation is cancelled when that removal takes effect.

     Note:   The provider may apply to TEQSA for TEQSA to accredit the course of study under Part 4.

(12)   Heading to Division 1, page 36 (line 2), omit the heading, substitute:

   Division 1—Accrediting courses of study

(13)   Clause 45, page 36 (lines 3 to 6), omit the clause, substitute:

  45 Who can accredit courses of study

Australian universities can self-accredit courses of study

(1)   Each registered higher education provider that:

(a)   is registered in the Australian university provider category; and

(b)   is:

(i)   established by or under, or recognised by, a law of the Commonwealth, a State or a Territory; or

(ii)   registered as a company under Part 2A.2 of the Corporations Act 2001;

is authorised to self-accredit each course of study that leads to a higher education award that it offers or confers.

(2)   However, this authority is subject to section 32 (about imposing conditions on a provider's registration).

Note:   TEQSA may impose a condition restricting or removing the provider's authority to self-accredit. TEQSA will need to consult (see section 33) and comply with the principles in Part 2 before doing so.

(3)   Subsection (1) does not limit the registered higher education providers that may be authorised to self-accredit one or more courses of study.

TEQSA can accredit courses of study

(4)   Divisions 2 to 4 of this Part apply to a registered higher education provider in relation to a course of study if the provider is not authorised to self-accredit the course of study.

(14)    Clause 49, page 38 (line 11), omit "12 months", substitute "9 months".

(15)    Clause 49, page 38 (line 21), omit "12 months", substitute "9 months".

(16)    Clause 58, page 44 (lines 12 and 13), omit paragraph (1)(e).

(17)    Clause 58, page 44 (line 19), omit "(a) to (e)", substitute "(a) to (d)".

(18)    Clause 167, page 115 (lines 13 and 14), omit paragraph (2)(a), substitute:

(a)   ensure the Panel members collectively possess an appropriate balance of professional knowledge and demonstrated expertise, including in higher education and the development of quality standards; and

(19)    Clause 167, page 115 (after line 18), at the end of paragraph (2)(b), add:

(iii)   the staff of higher education providers; and

(20)    Clause 183, page 123 (table item dealing with decisions under section 38), omit "to refuse".

Tertiary Education Quality And Standards Agency (Consequential Amendments And Transitional Provisions) Bill 2011

(1)   Schedule 1, item 4, page 5 (line 20) to page 6 (line 8), omit section 7A, substitute:

7A Meaning of designated authority

(1)   The designated authority for a State, in relation to a provider, is as follows:

(2)   However, if the provider is covered by more than one item of the table, the Minister may, by legislative instrument:

(a)   determine that one or more entities are the designated authorities for the State in relation to the provider; and

(b)   specify the circumstances in which each of those entities is the designated authority for the State in relation to the provider.

(3)   The Minister may, by legislative instrument, determine an entity to be the designated authority for a State in relation to a provider covered by table item 3.

(2)   Schedule 1, item 13, page 7 (line 28), omit "subsection 7A(4)", substitute "subsection 7A(3)".

(3)   Schedule 2, item 8, page 18 (line 22), omit "from *TEQSA", substitute "conferred by or under the *TEQSA Act".

(4)   Schedule 2, item 14, page 19 (line 23), omit "by *TEQSA", substitute "by or under the *TEQSA Act".

(5)   Schedule 2, item 23, page 21 (lines 7 and 8), omit "by *TEQSA", substitute "by or under the *TEQSA Act".

(6)   Schedule 2, item 28, page 22 (line 12), omit "from *TEQSA", substitute "conferred by or under the *TEQSA Act".

(7)   Schedule 2, item 33, page 23 (line 1), omit "by *TEQSA", substitute "by or under the *TEQSA Act".

(8)   Schedule 3, item 15, page 39 (table item 2), omit "12 months", substitute "9 months".

(9)   Schedule 3, item 25, page 47 (table item 2), omit "12 months", substitute "9 months".

These amendments respond to the recommendations of the Senate Education, Employment and Workplace Relations Legislation Committee on the TEQSA bills. The report delivered by the committee supported the government's establishment of TEQSA as a key step towards ensuring that the expansion and diversification of the sector does not come at the expense of quality. Reflecting the committee's recom­mendations, the amendments will ensure that the creation of the new regulatory environ­ment for the Australian higher education system through the establishment of TEQSA is underpinned by a robust regulatory framework with a strong focus on quality.

The government amendments will explicitly provide that universities have the authority to self-accredit courses of study except where TEQSA limits or removes that authority consistent with the basic principles of the regulation stated in part 2 of the Tertiary Education Quality and Standards Agency Bill 2011. These provisions recog­nise that universities are axiomatically self-accrediting, preserving their academic independence and diversity. I know this pro­vision is very important to the universities. The government and the opposition are happy to support its establishment within the legislation. The bill will also be amended so that the minister must have regard to the interests of staff working in the higher education sector, as well as the interests of students and the states and territories, when determining the appointment of members of the Higher Education Standards Panel.

In response to a recommendation of the committee, the amendments will change the maximum statutory time frame for TEQSA to make a decision regarding an applicant's application for registration and course accreditation. This has been reduced to a maximum of 18 months. TEQSA's decision to change a provider's registration category has also been amended so that it is a reviewable decision.

I would like to take this opportunity to again thank the Senate committee for its work, particularly the chair, Senator Gavin Marshall, who, as always, conducted the inquiry with professionalism and consideration of the interests of all senators. Of course, I acknowledge Senator Mason's constructive role in the work of the committee and also the work of the Greens and Senator Hanson-Young in ensuring we have an outcome that can get the support of the Senate. I think it reflects strong policy. Additionally, I would like to thank all the stakeholders who contributed to the committee's inquiry and report.

Brett Mason (Queensland, Liberal Party, Shadow Minister for Universities and Research) Share this | Link to this | Hansard source

As I said in my contribution in the second reading debate, the coalition supports these amendments and congratulates the minister on his insight and common sense.

Question agreed to.

Bills, as amended, agreed to.

Bills reported with amendments; report adopted.

Chris Evans (WA, Australian Labor Party, Leader of the Government in the Senate) Share this | Link to this | Hansard source

I move:

That these bills be now read a third time.

Question agreed to.

Bills read a third time.

Eric Abetz (Tasmania, Liberal Party, Shadow Minister for Employment and Workplace Relations) Share this | Link to this | Hansard source

The Senate is considering the Social Security Legislation Amendment (Job Seeker Compliance) Bill 2011. I will give some quick facts to contextualise that with which we are dealing. Job seeker income support for 2011-12 is estimated to cost taxpayers $7.2 billion, whilst the disability support pension is expected to cost a further $13.4 billion. Unemployment in Australia is currently at the seasonally adjusted rate of 4.9 per cent—that was as at March 2011, and I do not think the figure has changed. In the last 12 months, approximately two million job interviews, activities or provider appointments were missed by job seekers with no valid excuse given. They are the facts with which I seek to contextualise the debate we are having in relation to this job seeker compliance amendment bill. The Rudd government, reminiscent of its border protection policy, sought to water down the mutual obligation scheme that the Howard government had set in place. They did so in 2008. Labor at that time introduced their so-called 'no show no pay' compliance model. However, the high rate of missed appoint­ments is a clear indication of the failure of Labor's compliance regime, which did not provide sufficient disincentive for many. This bill seeks to redress Labor's own amendments and introduces a tougher compliance regime for job seekers who have activity test requirements.

The bill proposes to suspend income support payments for job seekers who fail to attend an appointment or an activity like Work for the Dole without a reasonable excuse given in advance. When a job seeker does attend a rescheduled appointment that payment will be reinstated with back pay. If a job seeker fails to attend the rescheduled meeting and fails to provide an adequate excuse then payment will be suspended until they do attend an appointment and no back pay will be payable for this period. Reasonable excuse provisions will also be tightened so that, even if a job seeker has a reasonable excuse on the day for not attending an appointment or activity, it will not be accepted if they could have given advance notice that they could not attend but did not do so.

It is critical that job seekers are encouraged to actively seek employment in order to break the cycle of welfare dependency. The coalition maintains that those in receipt of unemployment benefits must recognise that they have a subsequent responsibility to look for work and contribute back to the society that supports them. The coalition requires a firm but fair system to ensure that those in receipt of income support who can work recognise that welfare is a temporary safety net and not a hammock or a lifestyle choice.

I simply make this observation in concluding that this is very reminiscent of Labor's border protection policies. The Howard government had a good regime in place; Labor could not recognise how good it was, so they busily set about dismantling it. Then they were confronted with the consequences of that and as a result they are now seeking to rush through changes to tighten up the scheme. The coalition welcomes the bill and acknowledges that the bill is needed but we do say the chances are that, if Labor had not meddled in the first place in 2008, we would not be here with these further amendments. The coalition will be supporting the bill.

Rachel Siewert (WA, Australian Greens) Share this | Link to this | Hansard source

The Greens do not support the punitive approaches and policies of the previous government that this government seeks to continue. We believe that such policies attempt to penalise job seekers rather than offering them the vital support needed to overcome the many and complex barriers they face in finding employment. The Social Security Legislation Amendment (Job Seeker Compliance) Bill 2011 that we are debating today does not supply or provide support to these people but rather undermines positive changes made to the system three years ago and drags us back to the ineffective and damaging system that existed in the Howard years.

It hardly seems appropriate to increase punitive compliance measures when the minister has admitted that most job seekers are genuine in their attempts to find work. Furthermore, information submitted as part of the House of Representatives inquiry confirmed that there is little evidence of deliberate non-attendance of appointments. It is likely to be the most disadvantaged people—those facing chronic homelessness or complex and chronic illness, particularly mental illness, or those with poor literacy and education—who will be most affected by this bill while those who simply choose to rort the system will follow the new requirements or find other ways to circum­vent those requirements. This bill does nothing more than expend considerable time and resources in actions that will not solve the problem but will hurt the very people that the government claims it is trying to help.

It says a lot that many of those working at the coalface assisting the unemployed strongly oppose this bill. I quote here from the evidence given at the House of Representatives inquiry by a representative of the not-for-profit job service providers. They said:

… we are keenly aware of the impact of financial penalties on people living on Newstart the single rate of which is $239 a week. We look with great trepidation at the prospect of further penalties being applied to these people in terms of what might happen to those citizens. First and foremost, they are citizens. They tend to be referred to in the system as job seekers, but they are citizens and many of them are living in poverty.

I would actually say there that, if you are living on Newstart, you are living in poverty. Even the chair of the independent review of social security measures, on whose report the government is relying, came before the House of Representatives inquiry and opposed this bill. With both independent experts and those working most closely on this issue standing in opposition to this bill, we think it is bizarre that this bill should proceed.

What is even more bizarre and absurd is that the government offers little evidence for the effectiveness of this approach. Yes, it is well known that there are high rates of non-attendance for appointments and this is a great impediment to getting people into the workforce, but the government offers no research or explanation as to why people are missing these appointments. Equally, there is little evidence to suggest that such punitive compliance measures will actually work. The department has not been able to produce data on why people miss appointments in circum­stances which under this bill would attract sanctions. The Greens find it shocking that no such data exists, given the consequences for vulnerable Australians if this bill goes ahead, and again it is the most vulnerable who are going to be hit by the sanctions.

It is essential that we understand why people are missing their appointments and design solutions that address these reasons. This is what we call evidence based policy. We believe that we need to understand why people miss appointments. We believe that it is not just, as the government and opposition would have us believe, sheer wilfulness. That is not the case. We believe that the government is putting the cart before the horse, rushing to this punitive approach rather than understanding what we need to do to help the most vulnerable Australians. Young people and Indigenous people together make up almost 70 per cent of the appointments missed. It is these groups who will be affected most negatively if this bill proceeds, yet no-one from the government has explained why this is the case and why this approach is justified when this approach will impact most on these two most vulnerable groups.

We know from previous noncompliance measures that the most severely affected were, in fact, Aboriginal Australians. I know that because I was the one in estimates asking for the data on noncompliance when the welfare to work measures were first brought in. And guess what: exactly what we thought would happen happened—that is, Aboriginal Australians, particularly in my home state of Western Australia and the Northern Territory, were those who were subject to noncompliance measures and to the eight-week rolling breaches and who then fell out of the system. My concern is that we are about to repeat these mistakes.

Evidence given at the most recent inquiry offers many reasons for job seekers missing appointments or disengaging with the system. These include the complexity of the system, lack of easy-to-understand informa­tion about their requirements, a need to build trust between job seekers and their providers and the fact that the system is not meeting their needs. If a House of Representatives inquiry can find this out, surely there can be a more comprehensive approach to finding this data.

Many job seekers find the system to be confusing and bewildering. How will punishing job seekers address any of these underlying problems and increase attendance at appointments? Evidence in fact suggests that such measures could lead to further distrust and disengagement, which is exactly what happened last time a government—the Howard government—tried these measures: further disengagement and further alienation. I fail to see how that helps people to get a job. It is clear to us that what the detrimental effects of this bill will be on the unemployed and particularly on the most vulnerable job seekers—those who face the most barriers to employment. We believe that these negative impacts outweigh any potential positive benefits.

I would like to quote from the ACOSS—the Australian Council of Social Services—evidence to the inquiry:

People living on $237 a week do have difficulty with the bill payments, including rent payments, and often have to leave them until the last moment and so, as a consequence of suspension of payments, they could be behind with their account and they could be penalised financially for that, or potentially lose their accommodation if they have been late in the past. We are certainly concerned there will be an increased reliance, an increased call on emergency relief services as a result of that.

ACOSS also points out in its testimony that this bill will potentially lead to an increase in eight-week non-payment penalties, and this is, understandably, a grave problem for us. We have consistently opposed the use of these punitive non-payment penalties.

It is all very well to say that you will get back pay, but people cannot afford the expenses on a day-to-day basis, let alone, 'You will get it back later, maybe—if you re-engage.' But by then they may have already lost their accommodation and they may have already had their power turned off, because people—as ACOSS pointed out—juggle their payments just to survive. They cannot afford to lose any of their income.

We believe that the government does need to look at how it can help. This is an issue: we agree with that. But just putting in place further penalties for noncompliance is not going to solve it. Dealing with those barriers that we mentioned earlier is the way to address it. We believe that statistics collected on the number of missed appointments have not changed dramatically in a number of years. Figures were no different under the harsher regime of the Howard government. Past experience indicates that suspension and non-payment penalties do not seem to increase meaningful engagement with the system.

What we need is much more systematic reform of the social security system, including the compliance regime. We need a system that truly addresses the needs of the most vulnerable job seekers and treats them with more dignity and compassion. We believe that the government should listen to the organisations and people providing services to the unemployed, rather than continuing to demonise and sanction people in very difficult circumstances.

We believe that, in fact, the government could do a lot better than this particular piece of legislation. I remind the government about a report that they commissioned into the compliance system in 2008, partly as a result of the pushing that the Greens did at the time. This review was undertaken by a panel of experts led by Professor Julian Disney, who is no stranger to many people in this place—we are aware of the work he has done over the years. This report made many important recommendations, and yet we do not believe that there has been a serious attempt to implement or to respond to many of these significant recommendations.

The recommendations point to serious flaws in the compliance system, and here are some of the important recommendations—I know my colleague in the House of Representatives reminded that House. The report calls for the simplification of documentation relating to compliance, with the aim of substantially reducing the number, length and complexity of documents. The report called for increased training to providers' staff, especially related to the submission of participation reports, responding to the outcome of those reports and engaging with highly vulnerable job seekers. It also recommended improved processes for interaction with providers and those who work on policy and imple­mentation issues. Finally, it also recom­mended that a special case conference be held if someone has had five participation reports, whether they are upheld or not. The purpose of the case conference is to assess whether the individual needs further assistance to achieve compliance or should be subject to different participation requirements.

We believe these recommendations are vital to ensure that the system is accessible, particularly to those most vulnerable, and that staff fully understand both the punitive measures—before they use them—and the distinctions made between those people who are choosing to rort the system and those who are simply overwhelmed by its com­plexity and unable to engage properly due to those multiple barriers that I have already outlined. We believe the government must deal with these problems in the system before stronger and more punitive com­pliance measures should or can be put in place or are in fact justified.

We do not support this bill. My colleague in the lower House, Mr Bandt, clearly outlined our opposition to and our concerns with this bill, particularly in his dissenting report to the committee. We call on the government to respond to the independent review of the job seeker compliance system as a matter of urgency. In fact, I think it is outrageous that they have brought this bill on before responding to those very sensible recommendations, and we call on them to implement those recommendations as a matter of urgency. In particular, we need plain-language redrafting of all measures associated with job seeker compliance. As I said in the chamber not long ago, the complexity of this system and the booklet outlining various systems and payments must be a signal to people about how complex this particular system is.

We have talked many times about the barriers to employment in this place. If we are genuinely about helping, not demonising, people on income support, we need to be addressing those barriers rather than just keeping reinventing the wheel. The com­pliance system did not work under the previous government. There is no reason at all to believe that it is going to work under this government when those barriers to compliance and to gaining employment, are still in place. Fix those; do not just go for cranking up the compliance system, demonising and penalising people even more. When you apply those penalties, people face further barriers and are further entrenched in poverty. Please see sense. Get rid of this bill and implement those recom­mendations. Then we may see some genuine effort and genuine change in the way people can engage with this system.

Jan McLucas (Queensland, Australian Labor Party, Parliamentary Secretary for Disabilities and Carers) Share this | Link to this | Hansard source

I thank all senators who have contributed to the debate. This legislation delivers on the government's election commitment to modernise Aust­ralia's welfare system and introduce measures to ensure that more unemployed people are getting back into work. As we know, we have a growing economy and a strong labour market. While millions of jobs have been lost in other advanced economies, employment in Australia has increased by about 750,000 jobs since 2007. At just 4.9 per cent, Australia's unemployment rate is lower than those of almost all of the other major advanced economies. It is at this time, with lower unemployment and employers searching for new workers, that we must embrace the greater opportunities to connect job seekers with this employment market.

In the 2011 budget our government allocated $8.5 billion for spending over the forward estimates toward employment services. This includes spending on a range of new initiatives to provide greater support for the very long-term unemployed, for job seekers with a disability and for those who have become disengaged. With this increased support and with the opportunities that our economy provides, so too comes responsibility. It is crucial that we do all that we can to ensure that unemployment pay­ment recipients are participating to the full extent of their abilities. In order to do that, we need them to be actively engaged with the employment services and support that our government provides. These measures are not about punishing job seekers who have a valid reason for missing appointments or not participating in activities. The gov­ernment is very aware of the challenges that job seekers face, and we are aware that most job seekers are genuine in their attempts to find work. However, income support does come with a responsibility.

A strengthening of the compliance system is warranted so that more job seekers are actively engaged in work experience activities such as training and Work for the Dole so that they are getting the skills and experience they need to find a suitable job into the future. The new arrangements seek to improve job seekers' attendance at employment service providers and related appointments. Suspension of payment provides a strong and immediate incentive for job seekers who miss appointments to re-engage quickly. When a job seeker's payment is suspended following a missed appointment, they get all of their money back once they do what is required of them—that is, once they agree to attend the appointment. This is an effective way of encouraging compliance without taking the punitive approach of immediately applying a penalty that the job seeker cannot get back. The principle that no job seeker should actually lose payment without a warning or a second chance to comply will remain in place. The current range of legislative and administrative protections for vulnerable job seekers will also remain in place, with the additional provision that they will not be subject to suspension of payment in the first instance.

The House of Representatives Standing Committee on Education and Employment has scrutinised this bill, and on 11 May it tabled its report. On the same day, the Minister for Employment Participation and Childcare, the Hon. Kate Ellis, gave in-principle support to the committee's recom­mendations and indicated that the gov­ernment would give serious consideration to all of them. With the support of the opposition, the government has accepted the committee's recommendation to remove the word 'special' from subsection 42UA where it is used to describe a situation in which a job seeker would not be expected to give prior notice of their inability to attend an appointment. The government has now given more detailed consideration to the rest of the committee's recommendations. Several recommendations related to the need for clear communication for job seekers and clear guidance and training for employment service providers and Centrelink staff. Those recommendations have been adhered to in the development of the communication material, the guidelines and the training materials for these policy changes. Further, the department has advised that implementation is progressing on all of the remaining recommendations.

While it made no specific recom­mendations in this regard, the committee also suggested that it would be valuable for the government to provide a response to the remainder of the Independent Review of the Job Seeker Compliance Framework, the Disney review. The measures relating to the job seeker compliance framework, which were announced in the budget the night before the committee's report was tabled, were developed following consideration of the recommendation for the Disney review. The budget included $49.8 million to improve and streamline the compliance system, to provide targeted assistance to those job seekers who are most at risk of noncompliance and disengagement and to improve communication between Centrelink and providers. These budget measures and this bill are consistent with the government's approach to job seeker compliance, which focuses on early intervention and the use of immediate corrective action to keep job seekers on the right path. They will benefit job seekers, especially those who are vulnerable or disengaged. These measures will also help providers by reducing complexity and increasing transparency. All Australians on income support should have the opportunity of work, but with this opportunity, of course, comes responsibilities. With this bill we are going to firmly expect that people meet those responsibilities. I commend the bill to the Senate.

Question agreed to.

Bill read a second time.

Claire Moore (Queensland, Australian Labor Party) Share this | Link to this | Hansard source

No amendments to the bill have been circulated. Before I call the minister to move the third reading, does any senator wish to have a committee stage on the bill to ask further questions or clarify further issues? If not, I call the minister.

Jan McLucas (Queensland, Australian Labor Party, Parliamentary Secretary for Disabilities and Carers) Share this | Link to this | Hansard source

I move:

That this bill be now read a third time.

Question agreed to.

Bill read a third time.

Concetta Fierravanti-Wells (NSW, Liberal Party, Shadow Minister for Ageing) Share this | Link to this | Hansard source

The fact that the Midwife Professional Indemnity Legislation Amendment Bill 2011 is being considered by the Senate is proof yet again that this government cannot get anything right. The Minister for Health and Ageing tried to blame the opposition for the troubles that she has had with the midwives and nurse practitioners bill and the midwife and professional indemnity bills through 2009 and 2010, but it was all her fault. She also tried to blame the Senate for delays in the legislation passing through the parliament, but it was the minister and the government that rushed legislation into parliament without taking the time to dot the i's and cross the t's. Through the process Minister Roxon had to admit that she had got it wrong and she had to backtrack. Perhaps she can use the lessons learnt to backtrack on asking tobacco companies for money—or will she blame someone else for that as well?

This week, of course, represented an all-time low for Ms Roxon. Her sanctimonious prosecution of the nanny state has highlighted her sheer hypocrisy over her solicitation of donations from big tobacco. Minister Roxon sought financial support even though her party had publicly declared it would not accept funds from big tobacco. It was interesting that in the other place the government refused to debate an opposition motion that the minister explain to parlia­ment why she publicly criticised tobacco company donations to political parties but privately sought their financial support. What does she have to hide? But I digress.

I go back to the legislation. Minister Roxon had to placate the concerned stakeholders. She had to clarify matters to a Senate committee, and then the minister had to make amendments. Then, after the legislation took effect from July last year, the minister was forced to make new rules to cover the problems that this bill now seeks to remedy. And what were those problems? The drafting of the original legislation excluded one group of midwives from accessing the indemnity contribution scheme. The legisla­tion treated those who operated their own companies and were self-employed the same as it treated those employed by large organisations such as hospitals or medical practices. The legislation had excluded employed midwives from the scheme. The government present this as an oversight. It was not the government's original intention, they say, and this bill to remedy the situation is presented as a technical fix for a minor element of the act. What it is, though, is another error on the part of the government and of this minister.

The second mistake is what the government has described as a 'typographical error'. What was the definition? What, effectively, the original legislation did was enshrine in law a formula to tax insurers of midwives at a rate far higher than the premium income those insurers received from the midwives for their insurance coverage. That is some typo. It is also typical of a government that continually talks about grandiose schemes and ambitions but then completely fails to do the hard yards to get the detail right.

Health is rich with failures. We have had the then Prime Minister, Kevin Rudd, and Minister Roxon in scrubs, going to fix public hospitals by mid-2009. Minister Rudd—then Prime Minister Rudd—was going to take over the nation's public hospitals. By mid-2009, all we had was a series of reports from the multitude of committees, commissions, working groups and inquiries that the Rudd Labor government had commissioned. All we had by 2010 was a hastily thrown together plan branded the 'national health and hospitals reform' so that the Rudd-Gillard government could look like it was actually doing something to honour those commitments made to Australians in mid-2007. This reform consisted of media releases, conferences and communiques but no actual reform. Prime Minister Gillard's health reforms have excluded mental health and aged care. They are not reforms at all but are an agreement to have an agreement. How agreeable!

GP superclinics are supercopies of existing general practices except that they use taxpayers' money to set up a practice in opposition to a practice which has been established through private investment. It is completely offensive not just to the doctors and nurses who are involved but to patients as well. To make it worse, the government has decided that it will proffer preferential treatment in terms of the doctors—and, presumably, nurses in some cases as well—at these superclinics, which puts them at a competitive advantage over those practices which operate with the costs of capital being deployed into these centres. It is untenable that this situation continues. Minister Roxon promised more than 60 of these so-called superclinics. We know that just 10 of these clinics have opened across the country five years after they were promised and completely and utterly over budget. Nothing this government touches does anything but turn to dust. The health portfolio contains one classic example after another of why Labor just cannot be trusted with the sort of legislation that is before the Senate today or, indeed, the general health program.

Of course, the biggest failure of this government is in its mental health announcement: $2.2 billion over five years boils down to $583 million over the next four years with only $47 million spent in the first year. No wonder people are starting to realise that they have been duped by a big dose of spin. There will be money in the fifth year. Oh wait! That is the third year of the next term of government. Prime Minister Gillard's fantasy is that she will be around long enough to implement the fifth year of a mental health strategy. What nonsense.

This is a government that promises big but delivers nothing. Midwives do not have that luxury. They do one of the most important jobs in the human condition of guiding new life into the world, but this government has treated these hardworking women and men with utter contempt. The Australian taxpayers are also being treated with utter contempt. Lack of attention to detail is not justifiable. The sooner this government is put out of its misery the better off we will all be.

The coalition supported the original tranche of legislation in this area. We provided constructive input to the government. We warned them of some of the likely failings. Some of those failings have come to pass. They talk about typographical errors which, in effect, make the premium completely above and beyond what anybody could be expected to pay. Nobody in certain employment circumstances could practise reasonably as a result of this legislation. As I said, we flagged the fact that this government would get yet another bill wrong. They did not let us down. Certainly they have let the Australian people down.

Rachel Siewert (WA, Australian Greens) Share this | Link to this | Hansard source

The Midwife Professional Indemnity Legislation Amendment Bill 2011 has received a great deal of attention. Debating issues around better support for midwives has taken a great deal of the time of many senators. While the Greens were supportive of many of the measures the government introduced last year, we also flagged our concerns about some of the measures that were put in place, such as collaborative arrangements and the impact that the changes would have on those midwives wanting to support homebirth and also on mothers and families wanting homebirth.

I am aware of some of the concerns of midwives who are operating under the current system. I thought it was timely that I raise some of these issues, given that there will need to be some more changes by around this time next year when the homebirth exemptions expire. In other words, we need to start thinking about how we are going to deal with that now. Unfortunately, some of the concerns that the midwives raised at the Senate Community Affairs Committee inquiry and with individual senators appear to have been substantiated by events. For example, I am told at the moment there are approximately 50 eligible midwives under collaborative arrangements. To date, none has been able to provide continuity of care through labour and birth because they do not have visiting access to hospitals. While it looks like there are around 700 claims through Medicare, none of these is for birth care because of the lack of visiting access. That is a very strong concern.

The determination around collaborative arrangements specifies that midwives have to demonstrate collaborative arrangements in one of four ways: being employed by a practice with an obstetrician, being referred by a specified medical practitioner, having a signed collaborative arrangement with a specified practitioner or having an acknowledgement of a collaborative arrange­ment from a specified medical practitioner. At this stage these are the only ways women can gain a Medicare rebate for midwifery care. Five midwives in Sydney are reported to have a signed collaborative arrangement in place. As far as we are aware, no-one else has a signed agreement. We understand that there are two practices that are using the employment mechanism. One midwife is employed by an obstetrician and two others are employed in an Aboriginal medical service. I have been told the rest of the midwives are struggling to use two of the other available options, which are gaining a referral from a specified medical practitioner or using the arrangement/acknowledgement from a specified medical practitioner.

While this should be generally reasonably straightforward for women who are using the public hospital system—some public hospital obstetricians are happy to provide an acknowledgement of collaboration for women seeking to give birth in a public hospital—unfortunately it is not occurring for those wishing to give birth in private hospitals with a private obstetrician and those wishing to give birth at home. We understand it is virtually impossible to gain a collaborative arrangement for antenatal care or birth. In other words, concerns remain about the collaborative arrangement approach. As I said, these concerns were articulated at the time and it is disappointing to have to report that there are still troubles with gaining access to collaborative arrangements.

The exemption for homebirths is only available until 30 June 2012, only a squeak over 12 months from now. This means, if you look at it this way, that women who fall pregnant from September this year will be back to where they were two years ago. In other words, it will be uncertain whether they will be able to access midwifery care for homebirth. I also understand that the cost of insurance has meant that many smaller midwife practices have ceased to practise, as they cannot afford to pay this insurance, which has particularly affected regional women wanting to have a homebirth. As we know, there are a number of women in regional areas who want to be able to choose to have a homebirth. So we are particularly concerned about that.

As has been stated here on a number of occasions, there have always been concerns about the ability of midwives to access insurance packages. There are rumours that, unfortunately, continue, and that I think need to be looked into, that insurers are refusing to extend insurance packages to include homebirths, due to a lack of data. At the same time, researchers have requested that data around homebirths be made available through the various state perinatal registers which is collected by AIHW nationally. We do not believe it should be claimed that these statistics do not exist; in fact, what somebody needs to do is collate the data. So there is an issue continuing around that.

Another issue that has been raised with me is to do with the prescribing course requirement, where eligible midwives sign an undertaking that they will complete a prescribing course within 18 months of gaining eligibility. That means that, in December, the first 15 midwives will have to have completed this course. Technically, it is possible that the eligibility could be removed because these courses have not been completed. However, at this stage, no prescribing course has been accredited by the ANMC and there does not appear to be a set of standards for which such a course could be developed. So that is another concern that midwives have about these collaborative arrangements.

So I do think there needs to be further engagement by the government in looking into these provisions, because such concerns remain. We also need to be looking at what is going to happen between now and next year in terms of dealing with the homebirth exemption. We had the same issues some time ago with the insurance requirements that meant that homebirths could not occur—in fact, there could potentially be big fines for supporting a homebirth—and, if this issue is not addressed, we will go back to that situation again. That is of course unacceptable to the Greens but particularly to many families out there who do wish to have a homebirth. I repeat: it is no good for the government and the medical profession to just bury their heads in the sand and say, 'Well, we'll just bring in measures to make it harder and harder to have a homebirth.' The situation that will eventuate is that women will what they call free-birth. Nobody can pretend that that will not happen, because people feel very strongly about it. We are much better off having a system where we provide a choice of births for mothers and families. Homebirth is one of those, and we need to ensure that homebirths can be supported in a very safe manner.

I urge the government to look at these issues, to support midwives, to look at the barriers to eligibility and collaborative arrangements, and to address this issue of eligibility, because there are only 12 months in which to do that. Many women who are pregnant in this half of the year will fall outside these exemption arrangements if something is not done fairly quickly. So I urge the government to take those messages on board.

Jan McLucas (Queensland, Australian Labor Party, Parliamentary Secretary for Disabilities and Carers) Share this | Link to this | Hansard source

I thank senators for their contributions to the debate on this bill. This amendment bill is a relatively minor but important step in ensuring that appropriately qualified and experienced self-employed midwives will continue to have access to secure and reliable, Commonwealth sup­ported, professional indemnity cover. The bill makes sense and gives certainty to self-employed midwives and the women and families they care for. Like the government's recent investment in Medicare Benefits Scheme and Pharmaceutical Benefits Scheme access for patients of eligible midwives, this amendment bill will continue to ensure there is improved access to maternity services and improved choice for Australian women. I commend the bill to the Senate.

Question agreed to.

Bill read a second time.

Claire Moore (Queensland, Australian Labor Party) Share this | Link to this | Hansard source

As no amendments to the bill have been circulated, I shall call the minister to move the third reading unless any senator requires the bill be considered in committee of the whole.

Jan McLucas (Queensland, Australian Labor Party, Parliamentary Secretary for Disabilities and Carers) Share this | Link to this | Hansard source

I move:

That this bill be now read a third time.

Question agreed to.

Bill read a third time.

I move:

That the Senate do now adjourn.

John Williams (NSW, National Party) Share this | Link to this | Hansard source

I rise to speak on the death of a person I did not spend a lot of my life with but for whom I have huge respect, and I refer to William Bernard Haskell, known as Bill Haskell. Bill was born on 9 May 1920 in Fremantle. He grew up in the pre-Depression and Depression period, and attended Richmond Primary School and Fremantle Boys High School. His first job was as a messenger boy in Fremantle, followed by general and junior clerical work at the Robb Jetty meatworks. He commenced part-time studies in accountancy around that time.

At the age of 19, he joined the 16th Battalion Cameron Highlanders and completed a three-month camp at Northam. In January 1940, Bill enlisted in the AIF and was an original member of the 2/3rd Machine Gun Battalion. Bill saw service in the Syrian campaign as a Vickers machine-gunner and later in Batavia—Jakarta. It was here that they engaged with a large Japanese invasion force, resulting in Bill becoming a prisoner of war. He spent nine months in a Javanese prison camp. Then, in January 1943, his unit was sent to Thailand to work on the infamous Thai-Burma Railway, where they were given heavy workloads whilst in a state of continuous starvation.

You would be well aware, Mr Deputy President, of the treatment POWs received and the sickness they experienced, including tropical ulcers, and the death of so many of them. It must have been such a horrid time for these prisoners. Upon completion of the railway, Bill was shipped to Japan where he spent approximately a year as a coalminer in an extremely harsh climate, especially during the Japanese winter. At war's end, Bill was taken to the Australian authorities in Manila before returning to Australia. Bill took his discharge in 1946 and returned immediately to his old job at Robb's Jetty. In July 1946, he joined the Commonwealth Public Service where he was posted to the Taxation Office. By 1949, he had finished his accountancy degree and, after 34 years service, retired in 1980.

Bill married local girl Dulcie Neave in 1948 and was blessed with three children—two sons and a daughter. Bill was grand­father to five and great grandfather to five. He was a keen sportsman, representing the state in the lacrosse team winning the all-Australian carnival. He had a keen interest in swimming and was instrumental in forming the Polar Bear Club at Port Beach.

Bill along with Lieutenant Colonel Weary Dunlop—Sir Edward 'Weary' Dunlop—commenced the Quiet Lion Tours to Thailand for Anzac Day and were later co-founders of the Burma Thailand Railway Memorial Association. Since then, in excess of 1,300 people have taken part in these tours, mainly for Anzac Day, taking young ones from the Freemantle area to Thailand for Anzac Day on the Thai-Burma railway. Bill played a major part in establishing the Weary Dunlop Boon Pong Exchange Fellowship, which has been responsible for training in excess of 60 young Thai doctors in specialist surgical fields under a mentoring scheme.

In 2004, Bill Haskell, was awarded the Order of Australia Medal for service to the community, particularly through establishing public educational tours to the Thai-Burma railway.

I had the pleasure of meeting Bill Haskell in Thailand in 2005, the first time I attended a dawn service ceremony on Anzac Day in Thailand. It was inspiring to meet the man. What amazed me was that these people have been through so much, yet I would describe them as such decent, placid gentlemen. When I went back in 2007, taking another group back to Thailand for Anzac Day, I took my three children, David, Rebecca and Tom. The night before the Anzac Day dawn service we had a gathering at the Boon Pong resort where my children had the opportunity to sit down with Bill Haskell and talk to him for some time. I remember my daughter, Rebecca, was inspired and mesmerised by Bill and his nature.

When I returned in 2008 I went up to shake Bill's hand and he said, 'John, do you have your children with you this year?' I said, 'Not this year, Bill.' He was sharp in the mind and a very decent man. I saw Bill Haskell on other occasions in 2008, 2009 and 2010. I recall one of the years when, after the dawn service in Thailand, we went to the Kanchanaburi War Cemetery, where some 7,000 former prisoners of war are buried, at which Bill gave the address at the 11 o'clock service.

I had the pleasure of enjoying Bill's company. We would have a beer. Bill was a keen sportsman, as I have said. The sad news came on 1 May this year when Bill passed away at home in Fremantle. I spoke to my good friend Bill Slape, who is the manager of the Hellfire Pass Memorial Museum, just before Anzac Day and asked him whether Bill Haskell was going over this year along with people such as Neil MacPherson, who was there this year. He told me that Bill was not in good health. It was only a brief period after Anzac Day, on 1 May, that I got the news that Bill had sadly passed away. I could not make it to Fremantle to Bill's funeral, but I would like to thank Senator Cash who went to the funeral and met many of Bill's friends there.

I pay tribute to Bill. He was a great man and recognised in Australia. You cannot imagine how these people could suffer so much and yet, when returning from war, they simply got on with their lives. They had no counselling, no mentoring or anything; it was just, 'Get back to work, soldier, the war's over.' That is what many went through. It was amazing to meet people like Bill Haskell. That is why I stand tonight to pay tribute to Bill. Many people will miss him, me being one of them.

Steve Hutchins (NSW, Australian Labor Party) Share this | Link to this | Hansard source

Towards the end of World War II, and in the opening stages of the Cold War, Australia was seen by other nations as a high-value target for sourcing valuable intelligence. Despite having significant access to sensitive information from the US and Britain, our domestic intelligence services were inadequate, and there was initially no enthusiasm for reform under the Chifley government.

Only after being presented with evidence of information leaving Australia through the Soviet embassy did the government begin to think about serious reform. Highly classified decrypts of Soviet diplomatic traffic which had been intercepted by the Allied signals intelligence organisation, most notably from an operation known by the cryptonym Venona, led to an overhaul of Australia's security apparatus and the formation of ASIO, with the primary purpose of investigating the extent of Soviet espionage in Australia. The new organisation became a point of disagreement within the adminis­tration, chiefly from Dr. Evatt, who would later preside over the anti-Communist split that shattered the ALP for the best part of a generation.

In their book Breaking the Codes: Australia's KGB network, 1944-1950, Desmond Ball and David Homer from the ANU describe in great detail the nature of information leakages from Australia and the discovery of the KLOD spy ring that was supplying sensitive documents, including Allied postwar strategy documents, to the Soviet Union. The Venona decrypts were proof of the inadequacy of Australian arrangements to prevent such breaches, but due to their sensitivity not even Prime Minister Chifley was initially briefed on their contents. A gulf occurred between Australia and the United States in particular when intelligence cooperation was cut off due to the government's unwillingness to believe change was necessary until some members of the cabinet were informed about the compelling nature of the Venona evidence.

Espionage was encouraged by the Soviet Union in all of its affiliated parties across the world. In 1930, the executive committee of the Comintern in Moscow advised its member parties that 'legal forms of activity must be combined with systematic illegal work' and that 'all legal parties' should 'immediately undertake measures to establish an illegal apparatus'. Breaking the Codes provides an interesting insight into the individuals involved in such operations. I would like to provide an overview of some of the principal characters and the degree of access that foreign agents managed to achieve. The organisation of clandestine networks in Australia was primarily done through the Communist Party. In particular, Walter Clayton, an organiser for the CPA and a member of their Central Committee, was to become the Soviet spymaster for a ring of agents including within the Department of External Affairs, and became known to Moscow Centre by the codename KLOD. As the Cold War set in, the CPA re-established underground networks in case the party was to be banned again, as it was for a period in World War II. Clayton had significant responsibility for this organisation and even established a network of safe houses, with CPA members volunteering their properties for this purpose.

Clayton's first informants were members of the CPA, their friends and family. Much of the information gathered from party members would have been innocuous but provided Russian intelligence with a picture of potential recruits with access to the more useful information they sought. These party contacts included prominent and public communists such as Katharine Susannah Prichard, an author of some notoriety. Miles Franklin, a contemporary of Prichard, described her loyalty to Stalinist Russia as:

For Prichard, this achievement of communism in Australia meant unquestioned dedication to the Soviet Union.

These were the days of people who believed in fostering revolution and furthering the interests of a totalitarian state in preference to their own homeland.

Some members of the CPA held positions with significant access to sensitive material. Two agents in the KLOD spy ring were employees of the Department of External Affairs itself, and were also members of the Communist Party, although they were very secretive about it. Ian Milner, codenamed BUR, found Marxism as a Rhodes scholar at Oxford and is said to have believed that Russia was 'the one power whose foreign policy was capable of leading to a just world order'. Ball and Horner described him as the 'foremost member of the group in terms of the strategic importance of the documentary material he supplied'. He was a covert communist recruiter throughout his time in academia before joining External Affairs in 1944. In the post-hostilities planning division, Milner had access to all the files on Australian and British postwar strategy and he began passing information on to KLOD in September 1945. Documents requested by Moscow Centre were borrowed from the department and photographed in the Soviet residency.

Milner fled to Czechoslovakia in July 1950, most likely after hearing that the heat was on after the interrogation of fellow traitor Jim Hall by MI5 in London. Hill, for a while a dual card carrying ALP and CPA member, was introduced to External Affairs and the post-hostility planning division by Milner. He began providing information to KLOD in 1945, primarily official telegrams received from the British Foreign Office. Both Milner and Hill worked for a time in the United Nations mission, which would have been a source of similarly sensitive strategic and political material.

Another very well placed Soviet asset was Alfred Hughes, codenamed BEN, who was the chief investigator in the counterespionage section of the security service and specifically tasked with monitoring 'subversive associations and the operations of the Communist Party'. Hughes was in a position to actively inform Soviet intelligence of operations against their assets and deliberately mislead or thwart the flow of accurate information to Australian authorities. Hughes also had connections to what appears to have been another nest of Soviet agents—the office of Dr Evatt, who was then the Minister for External Affairs—where he is said to have been a frequent visitor. A number of staff members in Evatt's personal office were associated with the espionage efforts of the Soviet Union, including typist Frances Bernie, the only individual to confess to engaging in espionage. The role and motivation of Evatt in particular has been extensively studied, such as in Dr Andrew Campbell's article entitled Dr HV Evatt: the question of loyalty, which I recommend as further reading.

These are just some of the relationships that could be regarded as improper, and it is likely that some of them are extreme. Minister Evatt and his departmental secretary, John Burton, believed they were contributing to ideals of greater understanding through the sharing of information—termed 'open diplomacy'—and neither had any love for the security services. Evatt was the most strident opponent to the establishment of ASIO and it has been noted that most progress in establishing that agency occurred when he was out of the country. He also famously tipped off the author Prichard in person about the fact that she was a person of interest to the security services.

The split in the ALP during Evatt's time as leader was motivated in part by the scale of communist activity within the party, despite it being well known that many were dual members or swore loyalty to the Bolshevik revolution not Australia and its democracy. The ALP Anti-Communist Party, later to become the DLP, was to prevent Labor returning to power for decades.

This is but a brief overview of the success of Soviet spies that led Australia to recognise counterintelligence as necessary in preventing the unwanted and undue medd­ling of Stalinist Russia in its quest to under­mine its geopolitical rivals. It exemplifies the fact that Australian communists had significant loyalty to the Soviet Union and swore fealty to that state as the prime sponsor of revolutionary activity.

Communism as an ideology was a vehicle for encouraging 'entryism', the political tactic of infiltrating an organisation in order to turn it to another altogether different purpose, and throughout the Cold War the ALP was a destination for many such efforts. I suspect the Greens political party understand the concept of entryism all too well. Communism in the ALP took many decades to eradicate and only truly perished with the fall of the Berlin Wall. There are even former ministers in Labor governments who are confirmed or highly suspected to have been dual card holders of both the CPA and ALP right up until the 1980s. I will seek to speak in more detail about such personalities next week.

Michael Forshaw (NSW, Australian Labor Party) Share this | Link to this | Hansard source

Tonight I rise to pay tribute and respects to Mr Grahame Kidd. Mr Grahame Kidd was a keen golfer. He was not a professional who won tournaments. Grahame Kidd was not a person who won Australia Day honours, but in my mind and in the minds of hundreds, indeed thousands of people, particularly young students and even older students who were educated by Grahame, he was a true hero. Grahame Kidd lived in the Sutherland shire and he was very close personal friend of mine and of my family and indeed, of many, many other people in the Sutherland shire and beyond. Grahame Kidd passed away on Monday, 23 May, having suffered a sudden stroke on 28 April. Grahame was doing one of those things that he always did: he was doing an odd job, fixing something around the house. I think he was doing some plumbing repairs. He suffered a stroke and was taken to hospital. He was operated on—twice. Although there were some initial signs that he might recover, sadly, he did not. His condition deteriorated. He passed away on 23 May.

Grahame was only 66 years old. He was just short of his 67th birthday. He was a great Aussie bloke. I know that nobody in the Senate or the parliament knew this chap, but I hope that at the end of my remarks they will understand why I rise in this great parliament today to pay him tribute.

Grahame loved a beer, especially his own home brew, which he seemed to make huge quantities of. I think that is what happens when you start making home brew: you end up with lots of it. He loved a game of golf, as I said. I used to play occasionally with Grahame and I must say I was really looking forward to resuming playing golf with him in a few weeks time after I retire from the Senate.

Grahame dearly loved his wife, Sue, and his children, Vanessa and David, and their families—particularly his grandkids. I was a great friend and my wife, Jan, was also a great friend of Grahame and Sue. We got to know them when we first moved into the Engadine area where Grahame and Sue lived back in the mid-seventies. His funeral was held at our local parish church, St John Bosco at Engadine. It was the largest crowd I have ever seen in that church. It was absolutely packed and there were hundreds of people outside. It was an amazing turnout. Why were they there? They were there because they had lost a great friend and a person who had an enormous impact on the lives of many people. That impact was particularly through his teaching career. Many people at his funeral, and at a wonderful wake afterwards, spoke about his devotion to his family and his dedication to the teaching profession.

Grahame commenced teaching in 1964 at Yowie Bay Primary School in the shire. In 1967 he went off to Parkes High School in rural New South Wales, where he was a special teacher assisting children with learning difficulties. At that time he developed a fascination for maths. He went off and started a university degree, which he completed in 1970, specialising in mathematics. In 1968, he was appointed to Joseph Banks High School in Sydney and, three years later, he was appointed as maths head teacher at Jannali High School in the shire. He was only 26. That was a very young age for a person to be appointed a head teacher. In 1980 he was transferred to Gymea High School. In 1987 he was appointed deputy principal at Kingsgrove High School and then, in 1995, he received his first appointment as a principal. He was appointed principal at Cabramatta High School, where he stayed until he retired in 2003.

We were around at Grahame's place the night after he received notice that he had been appointed principal at Cabramatta High School. I have to say that back in those days when anybody mentioned Cabramatta there was a sense of trepidation, because that area had a pretty bad reputation—which I will not go into in great detail—and most unfairly, in many respects, because it is a wonderful part of Sydney with a very multicultural community. Grahame took on the challenge with relish, and he told me once that he was very proud to have been appointed to that high school, because he had students there—particularly the students of Vietnamese families and other migrant nationalities—who were keen to get an education, and their parents were keen for their children to get an education.

I say all that because, sadly, back in 2001, Alan Jones, the well-known, multimillionaire media star, together with then detective Tim Priest, launched a vicious and untrue campaign making false allegations about Cabramatta High School. Alan Jones interviewed Tim Priest and alleged on the radio that the school was a haven for drug pushers, for criminal gangs, that students were being recruited to sell drugs and that there had been serious criminal acts of violence in the school. Indeed, an allegation was made that a student was attacked with a machete. This went on for days and days—and this was typical of Alan Jones. I remember when he did the same thing and stirred up the Cronulla race riots—but I will not go into that one.

When all of this was investigated by a committee of the New South Wales Legislative Council and members of the parliament on both sides heard the evidence, it became absolutely clear that this was an outrageous slur on this wonderful school and this wonderful principal. It was totally false. Allegations had been made up and then presented on Sydney radio as if they were true. Of course, Grahame was hurt. He tried to get onto Alan Jones's program, but Alan Jones would not interview him. He would not give him the opportunity to respond on the radio. That is typical of Mr Jones—the man who constantly talks over or cuts off anybody who disagrees with him. I acknowledge all the things that Mr Jones might do for charity and so on, but there are many occasions when he intimidates and belittles people and falsely accuses them—as he did in this case. Later on the facts become clear, but often it is too late.

Grahame did eventually get the opportunity, on Four Corners, where all of this was laid out in a program and it was all demonstrated to have been an unfair and vicious attack. Anyone who knows Cabra­matta High School knows what a wonderful school it really is. I wanted to take the opportunity tonight to recognise the fact that Grahame was deeply, deeply hurt on that occasion, but he has a reputation in education that is second to none. That was demonstrated by the fact that in Maralyn Parker's education column in the Daily Telegraph the day before Grahame's funeral, he was named as dux of the week. He had much more to give to the community. Grahame served as the secretary and then the president of the Engadine Dragons Junior Rugby League Football Club. For all of the years after his retirement up until his sad and untimely death, he was the treasurer of the local Probus Club. He was doing things for his community, just as he had done for so long in educating the students of Cabramatta High School and other schools.

Tonight I put on the record that the community owes a debt to Grahame Kidd. I extend my sincere sympathies—I have already done this, of course, but I do it publicly again—to Sue, Vanessa, David and their families and to all of Grahame's friends. He was a great Aussie bloke and a true hero.

Senate adjourned at 19 : 01

Scott Ludlam (WA, Australian Greens) Share this | Link to this | Hansard source

asked the Minister representing the Minister for Foreign Affairs, upon notice, on 6 December 2010:

With reference to the Thai Burma border:

(1) Has AusAID, in regard to its Burma aid program, conducted a needs assessment for Burma and exiled populations from Burma such as the refugees on the Thai Burma border; if so: (a) when was this assessment conducted; and (b) what was the methodology used.

(2) Did non government organisations and other groups or individuals with an interest in Australia's aid program to Burma participate in this assessment; if so, how was this participation facilitated.

(3) Can detailed information be provided, including in a visual format, of the reach of the AusAID Burma aid program, including where the populations they work with are located, and the location of direct and indirect beneficiaries – this mapping should also include programs delivered by partners.

Stephen Conroy (Victoria, Australian Labor Party, Deputy Leader of the Government in the Senate) Share this | Link to this | Hansard source

The Minister for Foreign Affairs has provided the following answer to the honourable senator's question:

(1) and (2) The Australian Government has been a long term provider of assistance to Burmese refugees in camps in Thailand and displaced Burmese people. In planning and providing such support AusAID consults widely with the Australian Council for International Development, Australian and international non-government organisations (INGOs), community organisations, UN agencies and other donors about the humanitarian needs of Burmese refugees in Thailand. AusAID officers attended the Thai-Burma Border Consortium (TBBC) Annual Donor Dialogue in November 2010 and visited three refugee camps close to Mae Sot and Mae Hong Son on the Thai-Burma border to monitor Australian-funded activities.

A number of other international partners, including the United Kingdom and the European Commission have undertaken needs assessments and evaluations of assistance to the Thai-Burma border over the past four years. These assessments were shared with AusAID and help to inform Australian Government policy on refugee needs and gaps in donor support. This information, together with independent monitoring of Australian-funded activities, guides the development of a strategic approach towards meeting the long term interests of the refugees and displaced people on the Thai-Burma border.

(3) The Australian Government has developed a broad package of assistance to support INGOs and community organisations working in refugee camps and along the Thai-Burma border. The Australian Government has:

As part of an expanded aid package to Burma, Australia tripled its support to Burmese refugees in camps in Thailand in 2010-11, and broadened the number of partners we work with along the Thai-Burma border. Our assistance continues to support the basic needs of refugees, but also promotes self-reliance by building the capacity of refugees and displaced people to develop and utilise their own resources.

A map identifying the reach of the AusAID aid program along the Thai-Burma border, including the ten refugee camps supported through the Thai Burma Border Consortium is available from the Senate Table Office. The map also shows our INGO and community organisation partners and locations of the aid activities and the populations/beneficiaries they work with.

Scott Ludlam (WA, Australian Greens) Share this | Link to this | Hansard source

asked the Minister representing the Minister for Foreign Affairs, upon notice, on 4 April 2011:

With reference to the statistical summary of the statement of Australia's International Development Assistance Program 2008-09, published by AusAID in December 2010, which stated that Australia gave, in total, $546,000 in assistance to the production sector in Burma, the production sector being described as including agriculture, forestry and fishing; industry, mining and construction; and trade and tourism:

(1) To whom was this financial assistance provided and for what purpose.

(2) What outcomes were achieved as a result of this assistance being provided.

(3) Was similar financial assistance provided to the production sector in Burma during: (a) the 2009-10 financial year; and (b) the 2010-11 financial year.

(4) Were any discussions held with AusAID or departmental officials, parliamentarians or other governmental agencies about such financial assistance being in violation of Australia's policy regarding trade and investment in Burma.

(5) Given that AusAID is currently in the process of creating a Burma strategy, expected to be completed by the middle of 2011, and that an interim report was released in December 2010, what process is being used in developing the strategy, particularly in relation to how the policy is being shaped and who is involved in doing this.

(6) Will the policy drafting process be made public and will there be a mechanism or an avenue for the public to engage with this process, such as, by making a submission to AusAID.

Stephen Conroy (Victoria, Australian Labor Party, Deputy Leader of the Government in the Senate) Share this | Link to this | Hansard source

The Minister for Foreign Affairs has provided the following answer to the honourable senator's question:

(1) and (2) The following table provides details of Australia's assistance to the production sector in Burma in 2008-09, including aims and outcomes:

*Payments to WTO and the ASEAN Secretariat involved global and regional amounts which were nominally shared across relevant AusAID country programs, including the Burma program.

(3) Yes.

(4) The activities referred to in the question were designed carefully to ensure consistency with the Government's policy. The activities funded (see table above) involved:

(5) The timeframe for finalisation of the Burma country strategy is now the fourth quarter of 2011. The strategy is being developed by AusAID and involves consultation with other Australian Government agencies, the Australian Council for International Development, Australian non-government organisations with a presence in Burma, and other interested parties. The final strategy will be available on the AusAID website following approval by the Government.

(6) Australia's strategic approach to aid in Burma: An interim statement was placed on the AusAID website in December 2010. It outlined Australia's proposed strategy for its aid program to Burma and noted that further consultations with key stakeholders would occur as the final strategy was prepared. Parties with an interest in Burma are welcome to send submissions to AusAID at: infoausaid@ausaid.gov.au.

Michaelia Cash (WA, Liberal Party, Shadow Parliamentary Secretary for Immigration) Share this | Link to this | Hansard source

asked the Minister representing the Minister for Immigration and Citizenship, upon notice, on 12 April 2011:

(1) With reference to Group 2 asylum seekers, unauthorized boat arrivals:

(a) can a full account be provided of the health screening process that is undertaken upon the asylum seeker's arrival into immigration detention;

(b) how long does this health screening process take; and

(c) is each asylum seeker subjected to the same health screening process upon arrival; if not: (i) why not; and (ii) what are the different health screening processes to which the asylum seekers are subjected.

(2) With reference to the department's 'Fact Sheet 75', which states, 'The department has a comprehensive process for checking the health of irregular maritime arrivals. An Induction Health Assessment is conducted to identify conditions that will require attention. This assessment includes the collection of personal and medical history, a physical examination and formalised mental health screening and assessment':

(a) can a full list be provided detailing the medical tests undertaken during the process for checking the health of an irregular maritime arrival; and

(b) what diseases are tested for.

(3) With reference to the department's fact sheet regarding the proposed Yongah Hill Immigration Detention Centre at Northam, Western Australia, and the statement, 'The department has rigorous screening processes in place to ensure that all asylum seekers are screened for TB within 72 hours of arrival into immigration detention':

(a) can an outline be provided detailing what the 'rigorous screening process' for tuberculosis entails;

(b) does this rigorous screening process include an x-ray for each asylum seeker; if not, why not;

(c) are all asylum seekers subjected to this 'rigorous screening process' for tuberculosis; if not, why not and upon what basis;

(d) what tests are undertaken to identify if an asylum seeker has tuberculosis or not;

(e) how many asylum seekers have been identified as having tuberculosis since August 2007; and

(f) does this 'rigorous screening process' test for active disease and latent infection tuberculosis; if not, why not.

(4)What is the process undertaken if an asylum seeker tests positive to the tuberculosis skin test reaction (PPD test).

(5) Are all asylum seekers subjected to secondary testing for tuberculosis 8 to 10 weeks after the initial testing; if not, why not.

(6) What is the process undertaken if an asylum seeker tests positive for active tuberculosis.

(7) Given that asylum seekers who test positive and present with symptoms of tuberculosis are kept isolated from the rest of the detention population:

(a) where are these asylum seekers kept;

(b) are they kept in a quarantine facility; and

(c) how long are they held there.

(8) Can a list be provided of all quarantine facilities available at immigration detention centres in Australia, including the patient capacity of each facility.

(9) Given that the department's fact sheet regarding the proposed Yongah Hill Immigration Detention Centre at Northam, Western Australia states, 'Based on advice from the National Tuberculosis Advisory Committee, we are confident that asylum seekers do not pose any public health threat to the Northam community':

(a) what was the basis of the advice upon which this statement was made; and

(b) can a copy of this advice be provided.

(10) What procedures are in place to ensure that front line staff working with asylum seekers are protected from infectious diseases, including when the procedures were last reviewed and by whom.

(11) Is the department aware of any instances in which Customs officers contracted tuberculosis from asylum seekers between 2008 and 2011; if so, can details be provided of how many Customs officers have been affected in each year, for each of the following calendar years, 2008, 2009, 2010, and 2011.

(12) Can details be provided of the department's guidelines that deal with infection control measures, containment processes, monitoring and reporting of infectious diseases.

(13) Does the department have a system in place which allows for the monitoring of threats of outbreaks such as Hendra virus and Lyssavirus, and emerging disease, such as severe acute respiratory syndrome and avian influenza, as recommended by the Royal Australian College of General Practitioners 'Standards for Health Services in Immigration Detention Centres'; if not, why not.

(14) What emergency plans are in place in the event of an outbreak of infectious disease at any:

(a) Australian Immigration Detention Centre;

(b) Australian Immigration Residential Housing facility;

(c) Australian Immigration Transit Accommodation Centre; and

(d) Australian Alternative Place of Detention.

(15) What emergency plans are in place in the event of an infectious disease epidemic occurring within the Shire of Northam.

Kim Carr (Victoria, Australian Labor Party, Minister for Innovation, Industry, Science and Research) Share this | Link to this | Hansard source

The Minister for Immigration and Citizenship has provided the following answer to the honourable senator's question:

(1) (a) For people transferred to Christmas Island via a Royal Australian Navy (RAN) vessel or undetected arrivals, the Department's contracted Health Services Provider (HSP) conducts public health screening immediately following their arrival. For people transferred to Christmas Island via an Australian Customs and Border Protection Service (ACBPS) vessel, initial public health screenings are usually conducted prior to arriving at the Christmas Island Wharf.

For clients transferred to Christmas Island via a RAN vessel or undetected arrivals, on arrival at Christmas Island, a comprehensive health screen is undertaken by the HSP, comprising a team of primary health care staff, including mental health staff. The health screen process consists of the following:

For a client arriving via an ACBPS vessel, the HSP completes the health screening process initiated by ACBPS, by ordering and reviewing pathology tests and a CXR. A Health Induction Assessment is also carried out.

(b) Health screening takes approximately 90 minutes per client, assuming there are no interruptions to the process and not including the time taken for CXR and pathology blood tests.

(c) All Irregular Maritime Arrivals (IMAs) are subjected to health induction and screening, with the following exceptions:

(2) (a) Health screening processes are comprehensive and include:

(3) (a) TB testing includes:

(b) The screening process does include a CXR for all IMAs, except those under 12 years of age and those who are pregnant (a urine pregnancy test is carried out and the result documented prior to the CXR being conducted).

(c) All IMAs undergo this screening process, however, CXRs are not undertaken for those under 12 years of age and those who are pregnant (a urine pregnancy test is carried out and the result documented prior to the CXR being conducted).

(d) See (3) (a).

(e) There have been a total of three IMAs identified as having active TB in the period 1 August 2007 to 30 April 2011.

(f) Yes. The TB Questionnaire provides a method for evaluating the possibility of an acute (active) TB infection. The CXR will show scarring from an old infection (possible latent TB) and signs of active infection. Further clarification and appropriate treatment is determined by the Western Australian (WA) TB Service.

(4) IMAs do not undergo the TB skin test (i.e. Purified Protein Derivative – PDD test). As indicated above, TB testing for IMAs includes:

Any person noted to have a cough for three months or haemoptysis, has a mask put on immediately and the GP is notified and the client is sent to the Christmas Island Hospital for an urgent CXR, sputum collection and management. All contacts have a Mantoux test and a CXR and treatment is provided, as necessary. All long term clients with a productive cough for three months or more have a repeat CXR conducted. All long term clients with haemoptysis are sent to hospital with a mask on for sputum collection and repeat CXR. All positive active TB cases are reported to the WA Population Health Unit (PHU) and the Chest Clinic, Perth.

All practices followed on Christmas Island are according to advice and guidelines provided by the WA TB service.

(5) As per WA TB Service protocols, secondary testing is not routinely carried out unless the IMA is symptomatic or has a high index of suspicion, in which case three samples of sputum on consecutive days is collected and submitted for an acid-fast bacillus (AFB) smear and culture. All practices followed on Christmas Island are according to advice and guidelines provided by the WA TB service.

(6) The WA TB Service (or other respective State/Territory TB service), is contacted immediately if a sputum result returns positive on either AFB smear or culture. Treatment, including drug supply, medical follow up, the need for isolation and contact tracing is led by the WA TB Service (or other respective State/Territory TB service), with HSP staff assisting, as needed.

(7) (a) The need for isolation is determined and coordinated by the WA TB Service (or other respective State/Territory TB service), with HSP staff assisting, as needed. With regards to Christmas Island, the local hospital has a negative pressure room and if needed, the HSP has the capacity to isolate on site at the North West Point Immigration Detention Centre. It prefers, however, to utilise the hospital, pending transfer off Island to a tertiary hospital.

(b) See response to (a).

(c) The need for and duration of isolation is determined by the WA TB Service (or other respective State/Territory TB service). A client would usually be admitted to the Christmas Island Hospital and/or Perth Chest Clinic and would be isolated/treated according to Department of Health, Western Australia policies and procedures.

(8) There are no formally designated quarantine facilities (as such) in Australian Immigration Detention Centres. Rather, each site has a designated area that can be utilised to medically isolate an individual or several individuals, as per the HSP's contractual requirement and scope of service. On Christmas Island/North West Point, there are two negatively pressured rooms for the purposes of medical isolation and there is also one such room at the ChristmasIsland Hospital. These were constructed and commissioned in recognition of the fact that Christmas Island is the most common entry point of IMAs into immigration detention and the most likely site to identify potential communicable/transmissible diseases. Once the client has been identified as having a communicable/transmissible disease, advice is immediately sought from the respective public health body and in many cases, the client is transferred to a tertiary unit for further treatment and isolation.

(9) (a) In June 2010, the Department received advice from the National Tuberculosis Advisory Committee (NTAC) regarding concerns they held around the way TB was being both screened and managed on Christmas Island by the Department, and when people in immigration detention were transferred to mainland detention facilities. The Department responded to the concerns and recommendations raised by NTAC by implementing a number of changes to its processes. NTAC subsequently advised they were satisfied the Department had responded appropriately to their recommendations, and the Department undertook to continue to consult with NTAC in relation to its TB policy. The Department is currently communicating with NTAC around developing a national approach to the screening and treatment of TB for people in immigration detention.

(b) A copy of this advice is not available, as it was provided to the Department verbally.

(10) All staff working within immigration detention facilities maintain universal precautions, as per current health standards and CDC guidelines. The HSP has an entire module of its Policy and Procedures Manual dedicated to the issue of Infection Control. This module was last formally reviewed by the Department and HSP in October 2010.

(11) ACBPS has advised that, as far as it is aware, no Customs officers have contracted TB from IMAs between 2008 and 2011 (as at 21 April 2011).

(12) All communicable/transmissible diseases are notifiable to the WA PHU and are recorded on a spreadsheet. The following table sets out established HSP disease management protocols for a number of communicable/transmissible diseases.

(13) Yes. The HSP monitors for threats of outbreaks through a system of clinical surveillance, index identification, case cluster analysis, State Public Health Authority liaison and State/Territory Department of Health notification for confirmed cases of communicable/transmissible diseases. These systems are in line with the current CDC guidelines.

(14) (a) Emergency plans are in line with current CDC guidelines.

(b) As above.

(c) As above.

(d) As above.

(15) As above.

Mathias Cormann (WA, Liberal Party, Shadow Assistant Treasurer) Share this | Link to this | Hansard source

asked the Minister representing the Minister for Financial Services and Superannuation, upon notice, on 15 April 2011:

In each of the 2007-08, 2008-09, 2009-10 and 2010-11 (to date) financial years, how many complaints did the Superannuation Complaints Tribunal receive relating to superannuation funds that were:

(a) industry superannuation funds;(b) self-managed superannuation funds; and(c) other types of funds.

Nick Sherry (Tasmania, Australian Labor Party, Minister Assisting the Minister for Tourism) Share this | Link to this | Hansard source

The Minister for Financial Services and Superannuation has provided the following answer to the honourable senator's question:

(a) Industry superannuation funds:

For the purposes of providing a response to this question, the Tribunal has adopted the classification of fund type made by the Australian Prudential Regulation Authority in its statistical reports.

2007-08: 504

2008-09: 617

2009-10: 613

2010-11 (to 29 April 2011): 590

(b) The Tribunal does not have jurisdiction over complaints relating to superannuation funds that are self-managed superannuation funds.

(c) Other types of funds (all other complaints):

2007-08: 1,994

2008-09: 1,929

2009-10: 1,868

2010-11 (to 29 April 2011): 1,426

Mathias Cormann (WA, Liberal Party, Shadow Assistant Treasurer) Share this | Link to this | Hansard source

asked the Minister representing the Treasurer, upon notice, on 19 April 2011:

With reference to the proposed Carbon Pollution Reduction Scheme, has the department conducted any research or modelling into what impact the proposed scheme will have on total food production in Australia; if so, can full details of this research or modelling be provided; if not, why not.

Penny Wong (SA, Australian Labor Party, Minister for Finance and Deregulation) Share this | Link to this | Hansard source

The Treasurer has provided the following answer to the honourable senator's question:

The 2008 Government report Australia’s Low Pollution Future: The Economics of Climate Change Mitigation provided details of modelling of the effect of a carbon price on the economy. One of the scenarios modelled in that report, labelled ‘CPRS-5’, incorporated information on scheme design from the Carbon Pollution Reduction Scheme Green Paper and was calibrated to achieve a carbon mitigation target of 5 per cent below 2000 levels by 2020 and 60 per cent below 2000 levels by 2050. The impact of pricing carbon on total food production was not separately identified. However, that report contained economic projections for a number of industries that produce food.

Table: Gross Output, by sector, 2050- CPRS-5 Scenario

Mathias Cormann (WA, Liberal Party, Shadow Assistant Treasurer) Share this | Link to this | Hansard source

asked the Minister representing the Minister for Immigration and Citizenship, upon notice, on 19 April 2011:

(1) What monitoring does the department conduct of compliance by local government authorities with the Australian Citizenship Ceremonies Code.

(2) In each of the 2008-09, 2009-10 and 2010-11 financial years:

(a) what specific action has the department taken to ensure compliance With the code;(b) which local government authorities have breached the code; and(c) what action has been taken in each specific instance where a breach of The code has been identified.

(3) Is the Minister aware of any concerns raised about possible breaches of the code by the City of Wanneroo, Western Australia.

(4) What investigations have been conducted into any such possible breaches by The City of Wanneroo.

(5) Have these investigations identified any breaches of the code; if so, what action has been taken against the City of Wanneroo to address these breaches.

Kim Carr (Victoria, Australian Labor Party, Minister for Innovation, Industry, Science and Research) Share this | Link to this | Hansard source

The Minister for Immigration and Citizenship has provided the following answer to the honourable senator's question:

(1 ) The arrangement by which councils conduct citizenship ceremonies on behalf of the Commonwealth Government is based on good will and mutual agreement rather than a legal relationship which is enforced with punitive measures . This arrangement has been in place since the 1950s.

(2) The Department does not keep a register of non-compliance with the Code . The Department maintains regular contact with local government council ceremony organisers through its state and territory offices to ensure that councils are aware of the legal requirements as well as the policy and procedures contained in the Code.

(3) There are only three legal requirements stipulated in the Australian Citizenship Ceremonies Code:

Any issues arising are managed on a case-by-case basis. Other procedures, policy and protocol are

provided as guidance for local co uncils and other organisations conducting citizenship ceremonies.

(2) (a) As previously mentioned, the Department maintains regular contact with local government council

ceremony organisers through its state and territory offices to ensure that councils are aware of the legal requirements as well as the policy and procedures contained in the Code.

The Department also conducts regular information sessions for councils to provide them with an opportunity to seek clarification on any matters of concern and to ensure ceremony organisers understand their responsibilities under the Code.

From time to time departmental officers attend council ceremonies to assist councils, provide feedback and to clarify any points of procedure .

(b) The Department is aware of one breach of the above mentioned legal requirements of the Code. The Hawkesbury Council was found not to have fulfilled all of the legal requirements for an Australian citizenship ceremony on 18 August 2009 as the presiding officer did not read Schedule 1 of the Australian Citizenship Regulations 2007 (known as the preamble for citizenship ceremonies).

(c) The Hawkesbury Council was required to recall the candidates for citizenship from that day and to conduct another citizenship ceremony.

(3) At the same time that this Question on Notice was received, t he Minister r eceived a letter informing him of concerns about the City of Wanneroo ' s application of the Code . T he concerns raised do not constitute a breach of the legal requirements stipulated in the Code.

(4 ) and ( 5) The Department has been in contact with the City of Wanneroo to remind them of the expectation in the Australian Citizenship Ceremonies Code to schedule citizenship ceremonies, wherever possible, on non parliamentary sitting days . The City of Wanneroo has been asked to revise some of the scheduled dates for citizenship ceremonies in 2011 in order to give elected representatives from all levels of    government an opportunity to attend and welcome new citizens.

Rachel Siewert (WA, Australian Greens) Share this | Link to this | Hansard source

asked the Prime Minister and other ministers, upon notice, on 27 April 2011:

(1) What is the total number of staff currently employed. (2) What is the total number of staff with a disability currently employed. (3) What policies or programs are in place to encourage the recruitment of people with a disability. (4) What retention strategies are in place for people with a disability. (5) What career pathways or plans are on offer for people with a disability; if none, why. (6) Are there any specific targets for recruitment and retention; if not, why not. (7) What policies, programs or services are there to support staff with a disability. (8) Can details be provided of any policies, programs, services or plans currently under development within the department and its agencies, concerning the employment of people with a disability.

Chris Evans (WA, Australian Labor Party, Leader of the Government in the Senate) Share this | Link to this | Hansard source

The Prime Minister has provided the following answer to the honourable senator's question:

Department of the Prime Minister and Cabinet

(1) 1051 as at 27 April 2011.

(2) There are 11 employees who have identified as having a disability.

(3) Job applicants are encouraged to disclose disability status. PM&C provides flexible recruitment practices to accommodate people with a disability in all phases of the recruitment process and with reasonable adjustment once they are employed. PM&C's Workplace Diversity Program is available on the Department's website. PM&C is a gold member of the Australian Network on Disability.

(4) PM&C has a Disability Action Plan registered with the Australian Human Rights and Equal Opportunity Commission. This plan, linked with the Department's Workplace Diversity Program, focuses on addressing the needs of people with a disability through the provision of services and the dissemination of information in relation to disability issues. The plan has three key elements:

These strategies encourage an environment that accepts and adapts to the needs of people with a disability to assist in retaining these employees.

(5) PM&C provides internship opportunities to people with a disability currently studying at a university level. These internships are through the "Stepping Into…" programs from the Department's gold membership with the Australian Network on Disability. The Department currently employs staff with a disability recruited through Koomarri disability services in conjunction with the Department of Education, Employment and Workplace Relations.

All employees within PM&C have access to three free executive coaching sessions per year with an Executive Coach who is a member of the PM&C Career Advisory Panel (CAP). All Executive Coaches on the CAP are professional and independent and contracted by PM&C to provide employees with advice in relation to all aspects of their career. The panel is available to staff on a self-referral basis.

(6) Currently PM&C does not have any disability targets in place as there are no obligations for employees to disclose their disability. PM&C applies its diversity principles in alignment with Commonwealth legislation as well as any principles applied by the Australian Public Service Commission.

People with a disability are encouraged to apply for PM&C positions and all reasonable efforts are made to adjust the selection process to provide an equal opportunity for all applicants.

(7) PM&C provides a supportive environment for staff with a disability. Services for staff with a disability include:

(8) PM&C is reviewing its Workplace Diversity Program and implementing a three year Workplace Diversity Strategy with a focus on people with a disability. The Department is also further developing a reasonable adjustment employment guideline to assist with providing services to staff who identify as having a disability.

Australian Sports Anti-Doping Authority

(1) 62 as at 27 April 2011.

(2) There are no employees who have identified as having a disability.

(3) ASADA does not have a specific program; however, reference to people with disability will be included in the draft policy – "Diversity Plan 2011-2015"under the heading 'Attracting, developing and retaining people with disabilities'.

(4) No current strategies have been developed. All staff are covered under the Workforce Plan 2010-2014 including succession planning and individual career plans as well as the draft Diversity Plan.

(5) All staff have completed Individual Career Plans which are to be reviewed at least annually, preferably bi-annually. Staff can link their careering planning to staff development opportunities.

(6) No targets have been set. Recruitment is based on merit based selection.

(7) OHS requirements are met to ensure the workplace is suitable for the disability being accommodated.

(8) ASADA is aware of the APS Best Practice – Tapping the Talent of People with Disability and intends to ensure the eight objectives are considered in future planning arrangements.

The draft Diversity Plan focuses on creating, developing, maintaining and encouraging a culture that accepts, respects, promotes and values diversity.

Australian Sports Commission

(1) 738 as at 27 April 2011.

(2) There are six employees who have identified as having a disability.

(3) ASC recruitment guidelines and practice require that any reasonable adjustments to cater for special needs be considered as part of the selection process and in employment.

(4) The ASC does not have specific strategies for the retention of people with a disability.

(5) During 2010 and 2011 the ASC has been working in partnership with the ACT Department of Education and Training to establish work placements for students with a disability. These students are being supported to establish careers within their chosen fields through undertaking work experience at the ASC whilst studying and as opportunities arise, are being offered positions at the ASC to assist their transition from school to work.

(6) The ASC does not have specific employment targets for recruitment and retention of people with a disability within the workforce. Despite this, a number of targeted recruitment initiatives have been implemented to increase and sustain the overall representation of people with disabilities, such as establishing a number of work placements for students with a disability.

(7) The ASC is reviewing an existing Disability Action Plan, which forms part of a broader Diversity Strategy under development.

(8) The ASC has taken account of the Government's updated Disability Standards for Access to Premises and is as an affiliate of the ACT Government's Companion Card scheme. This works to encourage and support those with a disability to make use of facilities available, providing greater visibility of, and access to, the ASC including as a potential employer.

Office of the Inspector-General of Intelligence and Security

(1) 13 as at 27 April 2011.

(2) There are no employees who have identified as having a disability.

(3) There are no specific policies or programs in place due to the small number of staff employed by OIGIS and limited recruitment opportunities. Hearing and speech impaired people are invited to use the Department of the Prime Minister and Cabinet's TTY number when applying for employment opportunities in OIGIS.

(4) The OIGIS Enterprise Agreement provides for employees who are affected by a disability to be eligible for a supported wage.

(5) None. Due to the small number of staff employed by OIGIS this is not practical.

(6) Due to the small number of staff employed by OIGIS this is not practical.

(7) The OIGIS Enterprise Agreement provides for employees who are affected by a disability to be eligible for a supported wage. In the event that OIGIS recruited a person with a disability, we would implement policies and services of a similar standard to those provided in the Department of the Prime Minister and Cabinet.

(8) N/A.

National Archives of Australia

(1) 485 as at 27 April 2011.

(2) There are five employees who have identified as having a disability.

(3) The Archives has in place a Workforce Diversity Program 2010-2012 that sets the agency's commitment and objective to attract and retain employees from diverse backgrounds as well as embedding diversity principles into the Archives' culture and daily operations. Some of the strategies within the Program include:

One strategy proposed to address the objectives of the program is to develop a specific People with Disability Employment Strategy. This Strategy is currently being drafted and will target the implementation of formal procedures to recruit and retain people with disabilities.

(4) The People with Disability Employment Strategy which is currently being drafted will provide a range of specific retention strategies.

Current employees with a disability at the Archives have access to:

(5) All staff within the Archives are actively encouraged to manage their career through the implementation of an Individual Performance Agreement and to regularly discuss and assess their work performance and career goals through performance management processes. Assistance is also provided upon request from individuals.

Various training programs provided by the Archives are available to staff at different classification levels to assist them to develop skills in line with their Individual Performance Agreements.

(6) Although the Archives is not using a specific target level for the recruitment and retention of people with a disability, the agency is working to implement a percentage that is in proportion to the Australian population (with reference to the Australian Government's National Mental Health and Disability Employment Strategy).

(7) The Archives has a range of policies and services to support people with a disability including:

(8) The Archives' Workplace Diversity Program 2010-12 provides information to all staff about the importance and relevance of workplace diversity. It recognises the Archives' commitment to workplace diversity and embedding diversity principles into the Archives' culture and operations. The draft People with Disability Employment Strategy aims to attract, recruit and retain people with a disability.

Office of the Commonwealth Ombudsman

(1) 167 as at 27 April 2011.

(2) There are seven employees who have identified as having a disability.

(3) The Office is committed to meeting its obligations under the Disability Discrimination Act 1992 through the Ombudsman's Disability Action Plan and the Workplace Diversity Framework and Plan. The Office also has Recruitment and Selection Guidelines which identify that measures must be taken to eliminate any employment-related disadvantage including on the basis of physical or mental disability.

(4) The Office does not currently have any specific retention strategies, but will be considering these in its review of associated policies and guidelines.

(5) The Office does not currently articulate career pathways in current policies and procedures, but will be considering these in its review of associated policies and guidelines.

(6) The Office does not have any specific targets for recruitment & retention, but will be considering these in its review of associated policies and guidelines.

(7) The Ombudsman's Disability Action Plan and the Workplace Diversity Framework and Plan are targeted at preventing actions or practices that are unfair, discriminatory or illegal, by embedding an anti-discrimination culture. A supportive environment for staff is fostered by the office.

(8) While our Disability Action Plan formally covered the period to 2008, the Office continues to use this plan and principles it contains, and are committed to reviewing this and other related strategies in the near future.

Australian Institute of Family Studies

(1) 69 as at 27 April 2011.

(2) There is one employee who has identified as having a disability.

(3) The Institute's Disability Action Plan encourages recruitment of people with a disability through:

(4) The Institute's Disability Action Plan aims to retain people with a disability through:

(5) The Institute's Disability Action Plan encourages the identification of career development needs and opportunities for people for inclusion in performance management plans.

(6) The Institute does not currently have any specific targets for the recruitment and retention of people with a disability though these may be included in future plans.

(7) The Institute's Disability Action Plan provides support for people with a disability through:

(8) The Institute does not currently have any policies, programs, services or plans under development concerning the employment of people with a disability.

Office of the Official Secretary to the Governor-General

(1) 92 as at 27 April 2011.

(2) There is one employee who has identified as having a disability.

(3) The Office has a draft Recruitment and Retention Strategy that will be submitted at the next meeting of the Workplace Consultative Committee meeting (which is scheduled for 11th May 2011) for consultation with all employees. This strategy will accommodate all target groups.

(4) Retention strategies are incorporated into the draft Recruitment and Retention Strategy.

(5) There is limited opportunity for career progression for all employees within a small agency.

(6) There are no specific targets for recruitment and retention. People with a disability or other target groups are not excluded they are considered as part of the normal process and the Office would take action to accommodate any specific requirements.

(7) The Office has in place good OHS procedures and facilities to accommodate and support all staff.

(8) Incorporated into the Office draft Recruitment and Retention Strategy.

Australian Public Service Commission

(1) 263 as at 27 April 2011.

(2) There are 16 employees who have identified as having a disability.

(3) People with disability are encouraged to apply; reasonable adjustments are available as part of the selection process

(4) Reasonable adjustment and assistive technology, equal access to training and career development opportunities, access to flexible working arrangements

(5) There are no specific career pathways or plans for people with disability within the Commission. All Commission employees are able to plan their career development needs within the context of the performance management system.

(6) There are no specific targets for the recruitment and retention of people with disability in the Commission. While the Commission believes that there is always room for improving current practices and policies regarding the recruitment and retention of people with disability, targets are not currently under consideration as a means of improving the Commission's own performance. The Commission's representation of people with disability in its workforce has ranged from 9.4 percent to 9.6 percent over the past three years.

(7) The Commission encourages staff with disability to communicate their needs for adjustments and assistive technology that will enable them to perform at their full capacity. The Commission accesses assistance through initiatives such as the Employer Assistance Fund (administered by the Department of Education, Employment and Workplace Relations) for financial help with the cost of workplace modifications and services. The Commission also works closely with disability employment service providers when recruiting and supporting employees with disability.

(8) The Commission is currently drafting its Disability Action Plan for comment from employees, and as part of its membership of the Australian Network on Disability continues to look at ways of improving its performance in this area. The Commission also continues to work with disability employment service providers to improve the attraction and recruitment of people with disability into the workforce.

Office of the Australian Information Commissioner

(1) 84 as at 27 April 2011.

(2) There are no employees who have identified as having a disability.

(3) The OAIC has a workplace diversity plan in place encouraging the employment of persons with disabilities. Principles of reasonable adjustment are included in the OAIC's selection processes. The website is designed to be accessible to persons with visual impairments; TTY facilities are also available for the provision of selection criteria. The OAIC is co-located with the Australian Human Rights Commission, which provides corporate services, specialist employment advice and is an active participant in the employers forum for people with disabilities.

(4) The OAIC has fully accessible premises and has flexible working arrangements embedded in the Certified Agreement.

(5) There are no specific pathways or career plans in place targeting people with disabilities. The OAIC is a small organisation which was only formed 7 months ago and this is an area where policies are yet to be developed.

(6) There are no specific targets for recruitment and retention of people with disabilities. The OAIC is a small organisation which was only formed seven months ago and this is an area where policies are yet to be developed.

(7) Principles of reasonable adjustment apply as do flexible working arrangements. The Employee Assistance Program provides an employer funded counselling service to staff.

(8) There are currently no policies, plans or services under development concerning the employment of people with disabilities

Office of National Assessments

(1) 148 as at 27 April 2011.

(2) There are three employees who have identified as having a disability.

(3) The ONA Workplace Diversity Program and Disability Action Plan ensure that all employment applicants receive fair and equitable treatment in the staff selection process.

(4) ONA's Disability Action Plan and Workplace Diversity Program ensure that there is no disability discrimination in ONA's administrative policies, facilities and services. The strategies focus on addressing the needs of people with disabilities in order to maximise retention.

(5) ONA's Workplace Diversity Program outlines its commitment to addressing employment equity, career development and opportunities for advancement.

(6) No. ONA's Workplace Diversity Program and the ONA Disability Action Plan aim to ensure that there is a level playing field while adhering to the merit principle.

(7) ONA's Disability Action Plan and Workplace Diversity Program.

(8) ONA's procurement processes actively seek to acquire services available through Australian Disability Enterprises.

Australian National Audit Office

(1) 359 as at 30 April 2011.

(2) There are two employees who have identified as having a disability.

(3) The ANAO has a Workplace Diversity Program 2009-2011. The Program supports diversity in the workplace and provides support for staff, including those with disabilities.

(4) There are no specific retention strategies in place for staff with disabilities.

(5) Staff with disabilities are encouraged to apply for promotions and opportunities within the ANAO and individualised support is provided if requested.

(6) No, the ANAO does not have targets for recruitment and retention. The ANAO has a staffing profile and recruits employees through merit-based processes, taking into account the principle of reasonable adjustment.

(7) Staff who identify themselves as having a disability are assisted in whatever way is most effective in providing them with the work environment to allow them to carry out their work.

(8) The ANAO's policy is to provide personalised services and support to staff with disabilities that meet their particular requirements.

Museum of Australian Democracy at Old Parliament House

(1) 102 as at 27 April 2011.

(2) There are no employees who have identified as having a disability.

(3) OPH complies with general APS employment policies and guidelines but has no specific policies or programs in place to encourage the recruitment of people with a disability.

(4) OPH has no specific retention strategies in place to encourage the recruitment of people with a disability.

(5) Given its status as a small, stand-alone Executive Agency, OPH has no separate career pathways or plans designed and intended specifically for persons with a disability.

(6) Given its status as a small, stand-alone Executive Agency, OPH has no specific targets for recruitment and retention of persons with a disability.

(7) Given the absence at present of any staff with disabilities, and its status as a small, stand-alone Executive Agency, OPH has no dedicated policies, programs or services in place to support staff with a disability. However, building accessibility and facilities have recently been improved for the benefit of any visitors and staff who might have a physical disability.

(8) Nil.

Australian Film, Television and Radio School

(1) 112 as at 27 April 2011.

(2) There are two employees who have identified as having a disability.

(3) Relevant policies to encourage the recruitment of people with a disability include the EEO Policy, the Disability Discrimination Policy and recruitment policies.

(4) Individual plans are based on the needs of the staff member e.g. provision of voice activated software or an ongoing relationship with an external support agency.

(5) No specific plans. Support through the usual annual performance agreement process.

(6) AFTRS operates a merit based recruitment process with the exception of one position which is identified for a person with an intellectual disability.

(7) No specific policies, programs or services. Assistance provided as necessary.

(8) None under development.

Screen Australia

(1) 134 as at 27 April 2011.

(2) There are no employees who have identified as having a disability.

(3) There are no specific policies or programs in place to encourage the recruitment of people with a disability.

(4) Not applicable.

(5) Not applicable.

(6) No. Screen Australia operates a merit based recruitment process.

(7) Not applicable.

(8) None currently available.

Australian National Maritime Museum

(1) 132 as at 27 April 2011.

(2) There are four employees who have identified as having a disability.

(3) None, although the recruitment policies and practices are non-discriminatory.

(4) No formal retention strategies are in place.

(5) Currently the ANMM does not have a specific disability career plan. However, it has a Disability Action Plan and is committed to implementing it.

(6) No, although the recruitment policies and practices we have are non-discriminatory.

(7) A Disability Action Plan.

(8) We are considering an initial draft Reasonable Adjustment Policy developed by the Australian Network on Disability, of which we are a silver member.

National Film and Sound Archive of Australia

(1) 232 as at 27 April 2011.

(2) There are seven employees who have identified as having a disability.

(3) The Workplace Diversity Program 2011-2013, under the NFSA People and Culture Strategy which incorporates a 'Strategy for the employment of people with disability'.

(4) The NFSA People and Culture Strategy promotes an organisational culture and work environment which ensures compliance with the APS Values of providing a workplace free from discrimination and promoting equity in employment.

(5) The Workforce Planning and Development strategy identifies 'critical skills' and 'skills at risk'. It encompasses succession planning and workforce learning and development for all staff, to provide the relevant skills development in both their current role and desired future career path.

(6) All recruitment decisions are made on merit.

(7) Flexible recruitment strategies including accessible job advertisements and flexible selection processes; making reasonable adjustments to the workplace; allowing access to flexible working practices such as flexible working hours and job sharing; tailoring training programs to individual needs; and the NFSA Collective Agreement provides for the reimbursement of medical aides for staff, such as visual and hearing aids.

(8) The draft Workplace Diversity Program 2011-2013 provides details of NFSA policies related to the employment of people with disabilities.

National Gallery of Australia

(1) 329 as at 27 April 2011.

(2) There are five employees who have identified as having a disability.

(3) The Recruitment and Selection Policy advises selection panels to take measures to eliminate any employment-related disadvantage on the basis of gender, race or ethnicity, or physical or mental disability.

The Reasonable Adjustment Policy provides a framework which enables applicants with disabilities to provide information to ensure that they can be safely accommodated during the selection process and provides ongoing support to staff once appointed.

The Diversity Plan aims to create a culture of encouraging diversity, by identifying and then lessening the barriers to diversity in the areas of attraction, recruitment, retention, development and performance management.

(4) The NGA aims to provide a welcoming, supportive environment for people with a disability including providing flexible work practices and learning options.

(5) Employees with a disability are afforded the same career opportunities as any other employee at the NGA.

(6) No, all appointments to the NGA are based exclusively on merit to ensure equal employment opportunities for all.

(7) The Reasonable Adjustment Policy provides ongoing support to staff with disabilities.

(8) No policies, programs, services or plans are currently under development.

National Museum of Australia

(1) 294 as at 27 April 2011.

(2) There are five employees who have identified as having a disability.

(3) The NMA policies are consistent with the Australian Public Service Commission's report 'Employment of People with a Disability in the APS'.

(4) The NMA uses a range of measures to retain employees who have identified as having a disability and tailors responses that are appropriate to the individual's situation. Previously, the NMA has used the following services and strategies to assist in the retention of staff with disabilities: JobAccess and Jobs in Jeopardy, external mentors, workplace assessments and rehabilitation case managers. The NMA is also a member of the Australian Network on Disability.

(5) The NMA's Workplace Conversations process (performance management and development) is used to identify and assist individuals manage their personal career aspirations. The NMA has also accessed mentors for individual staff through the Australian Network on Disability.

(6) The NMA does not have a specific target for recruitment and retention of people with a disability. It has established a Disability Working Group as part of the broader Workplace Diversity Plan, with recruitment and retention targets currently under discussion.

(7) The NMA has established a Disability Working Group which oversees the review, development and implementation of policies, programs and services to support staff with a disability.

(8) The NMA's Disability Working Group is currently reviewing induction processes, developing strategies to increase awareness of disability issues, reviewing its rehabilitation policy and reviewing compliance with building codes.

Australia Council

(1) 120 as at 27 April 2011.

(2) There are two employees who have identified as having a disability.

(3) The Cultural Engagement Framework: Arts & Disability Action Plan.

Equal Employment Opportunity Policy

Recruitment and Selection Policy

Equal opportunity e-learning module is provided as part of the employee induction program

TTY Relay Service is available for employees to communicate with potential candidates who have hearing and/or speech impairments via the telephone

(4) Public transport scheme

OHS: ergonomic assessments and training

Home-based work policy

Annual performance reviews

(5) The Australia Council's performance management framework allows for regular two-way communication between managers and their team members. This framework ensures effective and appropriate evaluation of the performance of employees, including those with a disability.

The Australia Council's SKILL UP! learning & development program allows for performance assessment and development opportunities to be catered to the skills of individual employees, including those with a disability.

(6) The Australia Council has an allocated permanent position for a person with an intellectual disability. There is currently an employee in this allocated position

(7) Home-based work policy

Remote accessibility of IT & information systems

Employee Assistance Program

Ergonomic workstation assessments and training

(8) The Australia Council Arts and Disability Action Plan 2011-2013 is currently under review.

Australian Business Arts Foundation

(1) 27 as at 27 April 2011.

(2) There are no employees who have identified as having a disability.

(3) There are no specific policies or programs to encourage the recruitment of people with a disability but AbaF would make every effort to ensure

Rachel Siewert (WA, Australian Greens) Share this | Link to this | Hansard source

asked the Minister for Broadband, Communications and the Digital Economy, upon notice, on 27 April 2011:

With reference to the department and the agencies within the Minister's portfolio:

(1) What is the total number of staff currently employed.

(2) What is the total number of staff with a disability currently employed.

(3) What policies or programs are in place to encourage the recruitment of people with a disability.

(4) What retention strategies are in place for people with a disability.

(5) What career pathways or plans are on offer for people with a disability; if none, why.

(6) Are there any specific targets for recruitment and retention; if not, why not.

(7) What policies, programs or services are there to support staff with a disability.

(8) Can details be provided of any policies, programs, services or plans currently under development within the department and its agencies, concerning the employment of people with a disability.

Stephen Conroy (Victoria, Australian Labor Party, Deputy Leader of the Government in the Senate) Share this | Link to this | Hansard source

The answer to the honourable senator's question is as follows:

(1) As at 27 April 2011 the department had a total of 724 employees.

(2) As at 27 April 2011 16 departmental staff had voluntarily identified as having a disability.

(3) In my department a disability plan, a workplace diversity statement and a reasonable adjustment policy have been developed and implemented with the aims of ensuring that people with a disability are recruited, supported and retained. Actions that have been undertaken include:

(a) an independent audit of the recruitment process―to ensure that it does not discriminate against people with disability

(b) the establishment of a disability contact officer

(c) actively encouraging people with a disability to apply for positions

(d) the reasonable adjustment of recruitment processes (when required)

(e) becoming a silver member of the Australian Network on Disability

(f) encouraging the use of JobAccess and disability employment providers

(g) the creation of the disability section of the department's intranet site. Providing managers and staff with access to a range of information, resources and support available to assist with the employment of people with a disability.

(4) The retention strategies in place focus on developing an inclusive culture and providing support for staff with a disability. Actions implemented in my department include:

(a) the establishment of a Senior Executive Service (SES) officer as the Disability Champion

(b) access to a mentor specifically for staff with a disability

(c) options for reasonable adjustment of duties

(d) the provision of assistive technology on request

(e) access to flexible working arrangements

(f) raising awareness with staff generally about the implications of living with disability

(g) celebrating relevant events such as International Day of People with Disability.

(5) Career planning for all staff in my department is incorporated into the performance management process.

(6) No, there are no specific targets for recruitment and retention.

(a) Recruitment strategies are focused on encouraging people with a disability to apply for positions and ensuring that they are not disadvantaged by the recruitment process. Given the size of the department it would be administratively costly and impractical to put in place the type of initiatives that would support reaching targets.

(b) Retention strategies are focused on promoting a culture that is supportive and inclusive of people with disability. At present there is very low turnover of staff with a disability in my department and a target is not necessary.

(7) The disability plan, a workplace diversity statement and a reasonable adjustment policy have been implemented to support staff with a disability. Measures that have been implemented as a result of these plans and policies include:

(a) access to diversity and harassment contact officers

(b) the establishment of a Senior Executive Service (SES) officer as the Disability Champion

(c) access to a mentor specifically for staff with a disability

(d) options for reasonable adjustment of duties

(e) the provision of assistive technology on request

(8) There are currently no new policies, plans, strategies or initiatives being developed.

Rachel Siewert (WA, Australian Greens) Share this | Link to this | Hansard source

asked the Minister representing the Minister for Regional Australia, Regional Development and Local Government, upon notice, on 27 April 2011:

With reference to the department and the agencies within the Minister's portfolio:

(1) What is the total number of staff currently employed.

(2) What is the total number of staff with a disability currently employed.

(3) What policies or programs are in place to encourage the recruitment of people with a disability.

(4) What retention strategies are in place for people with a disability.

(5) What career pathways or plans are on offer for people with a disability; if none, why.

(6) Are there any specific targets for recruitment and retention; if not, why not.

(7) What policies, programs or services are there to support staff with a disability.

(8) Can details be provided of any policies, programs, services or plans currently under development within the department and its agencies, concerning the employment of people with a disability.

Nick Sherry (Tasmania, Australian Labor Party, Minister Assisting the Minister for Tourism) Share this | Link to this | Hansard source

The Minister for Regional Australia, Regional Development and Local Government has provided the following answer to the honourable senator's question:

The Department will respond to the Senator's question for the Department of Regional Australia, Regional Development and Local Government and its portfolio agency, the National Capital Authority.

(1) Department of Regional Australia, Regional Development and Local Government

As at 2 May 2011, the Department of Regional Australia, Regional Development and Local Government (the Department) had a headcount of 358 employees engaged under the Public Service Act 1999.

National Capital Authority

As at 30 April 2011, the National Capital Authority (NCA) had a headcount of 67 employees.

(2) Department of Regional Australia, Regional Development and Local Government

As at 2 May 2011, the Department had 3 staff who identified as having a disability.

National Capital Authority

As at 30 April 2011, the NCA had 1 employee who identified as having a disability.

(3) Department of Regional Australia, Regional Development and Local Government

Since its establishment in September 2010, the Department has been developing a full range of human resource strategies, policies and plans. A Diversity plan and Disability Employment strategy are expected to be completed in the second half of 2011.

National Capital Authority

Recruitment decisions in the NCA comply with all Commonwealth requirements including; the Public Service Act 1999, Public Service Commissioner's Directions 1999, Disability Discrimination Act 1992 and the Fair Work Act 2009.

The NCA has a Workplace Diversity Policy and Workplace Diversity Plan to assist in giving effect to the APS Values contained in section 10 of the Public Service Act 1999.

The Workplace Diversity Plan is based on the following principles:

As part of its commitment to be a model employer, which complies with all relevant laws and the Commonwealth Disability Strategy, the NCA has implemented the following policies and practices to encourage the recruitment of people with a disability:

an assessment is made of the relative suitability of the candidates for the duties, using a competitive selection process;

the assessment is based on the relationship between the candidates' work related qualities and the work related qualities genuinely required for the duties;

the assessment focuses on the relative capacity of the candidates to achieve outcomes related to the duties; and

the assessment is the primary consideration in making the decision.

identify as a person with a disability; and

note any special arrangements the applicant might require for interview.

(4) Department of Regional Australia, Regional Development and Local Government

Since its establishment in September 2010, the Department has been developing a full range of human resource strategies, policies and plans. A Diversity plan and Disability Employment strategy are expected to be completed in the second half of 2011.

National Capital Authority

The NCA makes use of the following retention strategies:

learning and development required in order to carry out current duties/tasks for the current financial year;

professional development that relates to the employee's current work and/or work of the business unit; and

future career development

(5) Department of Regional Australia, Regional Development and Local Government

As a relatively new Department, HR framework strategies and policies are being developed. Of these, the Diversity plan and Disability Employment strategy are a priority.

National Capital Authority

The NCA is a small APS agency of approximately 52 full-time equivalent staff with its statutory and regulatory functions defined under the Australian Capital Territory (Planning and Land Management) Act 1988.

The NCA requires a diverse range of skills from its workforce, primarily in the professional areas of urban planning, architecture, engineering, landscape architecture, corporate business and finance.

Because the NCA has an ongoing need to maintain a minimum level of specialised professional staff to perform its statutory responsibilities under the relevant legislation, it does not have a traditional career pathway for any of its employees, including opportunities for potential employees with a disability or our current employees with a disability that exists in larger APS agencies.

The NCA will continue to promote the agency as an employer who is committed to upholding the APS Values of providing a workplace free from discrimination and promoting equity in employment.

It will also continue to support the immediate and longer term career goals of its existing employees with a disability by providing access to ongoing learning and development needs and study assistance.

(6) Department of Regional Australia, Regional Development and Local Government

Once it is developed the Department's Workplace Diversity plan and Disability Employment strategy will help determine appropriate specific targets

National Capital Authority

The NCA does not have any specific targets for recruitment or retention.

The NCA's employment practices are designed to ensure continual compliance with the law, government policies which provides that all NCA staff, including those who suffer from a disability, have the opportunity to effectively contribute their skills and full potential to the workforce.

(7) Department of Regional Australia, Regional Development and Local Government

Since its establishment in September 2010, the Department has been developing a full range of human resource strategies, policies and plans. A diversity plan and disability employment strategy are expected to be completed in the second half of 2011.

National Capital Authority

As noted above, the NCA supports employees with a disability through:

(8) Department of Regional Australia, Regional Development and Local Government

The Department diversity plan and disability employment strategy are currently being developed.

National Capital Authority

The NCA does not have any policies, programs, services or plans currently under development concerning employment of people with a disability.

The NCA will be reviewing its Workplace Diversity Policy and Workplace Diversity Plan in 2011-12.

Rachel Siewert (WA, Australian Greens) Share this | Link to this | Hansard source

asked the Minister representing the Minister for Immigration and Citizenship, upon notice, on 27 April 2011:

(1) What is the total number of staff currently employed.

(2) What is the total number of staff with a disability currently employed.

(3) What policies or programs are in place to encourage the recruitment of people with a disability.

(4) What retention strategies are in place for people with a disability.

(5) What career pathways or plans are on offer for people with a disability; if none, why.

(6) Are there any specific targets for recruitment and retention; if not, why not.

(7) What policies, programs or services are there to support staff with a disability.

(8) Can details be provided of any policies, programs, services or plans currently under development within the department and its agencies, concerning the employment of people with a disability.

Kim Carr (Victoria, Australian Labor Party, Minister for Innovation, Industry, Science and Research) Share this | Link to this | Hansard source

The Minister for Immigration and Citizenship has provided the following answer to the honourable senator's question:

(1) DIAC: As at 30 April 2011, the Department of Immigration and Citizenship (including the Office of Migration Agents Registration Authority) employed 7 726 staff.

MRT-RRT: As at 30 April 2011, the Migration Review Tribunal-Refugee Review Tribunal (the tribunals) employed 272 staff.

(2) DIAC: As at 30 April 2011, the Department of Immigration and Citizenship (including the Office of Migration Agents Registration Authority) had 163 employees who identify as having a disability.

MRT-RRT: As at 30 April 2011, the tribunals had 10 employees who identify as having a disability.

(3) DIAC: The department's Recruitment Policy guides selection panels to ensure processes do not disadvantage applicants with a disability. All Independent Committee Members receive awareness training on how to accommodate people with disability at interview and are guided by Australian Network on Disability (AND) resources made available as part of the department's membership. The department is soon to finalise a Reasonable Adjustment policy, developed in consultation with the Staff with Disability Network.

The department's Flexible Working Hours Strategy makes available the use of part-time employment, variable working hours, job sharing and home based work options.

The department launched a Workplace Diversity Strategy and supporting Implementation Plan 2011-13 on 15 March 2011. The strategy and plan identify people with disability as an area of priority in response to the downward trend in representation across the Australian Public Service. Initiatives within the plan seek to:

MRT-RRT: The tribunals support the employment of people with disability. Policies and programs in place include a Workplace Diversity Program and a Disability Action Plan. The tribunals accept applications from people with disability in different formats. The tribunals ensure that delegates and selection advisory committees are aware of the diverse needs of applicants with disability.

(4) DIAC: The Australian Network on Disability provides disability and mental health and well being awareness training for departmental supervisors and peers of staff with disability to ensure that the potential of these staff is realised. Further practical guidance and a framework for supporting employees with mental health issues is provided in the department's Mental Health Policy and Guidelines.

The department actively supports people with psychological issues in the workplace. These staff are assessed and supported by rehabilitation providers who liaise with their specialists and General Practitioners to ensure they remain active participants in the workplace.

The Workplace Implementation Plan 2011-13 includes initiatives to design and deliver a tailored mentoring program for employees with disability, and ensure all employees who identify as having a disability have a tailored career development program within their Performance Development Agreement.

MRT-RRT: The tribunals have a number of retention strategies in place for people with disability. Premises and facilities are accessible and useable by people with disability. Buildings provide level street access, are close to transport links and have facilities consistent with relevant laws and building codes. Flexible work arrangements are available to people with disability, including part-time employment and adjustments to hours of work. From time to time the tribunals provide training and/or awareness programs for managers and employees on mental health awareness.

(5) DIAC: The Workplace Diversity Implementation Plan 2011-13 includes initiatives to ensure all employees who identify as having a disability have a tailored career development program within their Performance Development Agreement, and make available appropriate reasonable adjustment (eg interpreters, captioning, loops, other assistive technology) to staff with disability to ensure they access learning and development opportunities.

MRT-RRT: Career progression for people with a disability is available within the tribunals. Employees with a disability have opportunities to undertake training and study to improve their skills, to exercise team leadership roles and to seek transfers and promotions.

(6) DIAC: The Australian Public Service Commission has not identified specific targets for commonwealth agencies. The department is working towards increasing its representation of employees with disability. The Workplace Diversity Implementation Plan 2011-13 states that the department aspires to meet the goal of the Australian Public Service average benchmark of three per cent representation.

MRT-RRT: The tribunals do not have specific targets for the recruitment and retention of people with a disability as the Australian Public Service Commission does not specify any specific targets. However the Tribunals do report internally against the Australian Public Service average and is currently above the Australian Public Service average of three per cent with a representation of 3.7 per cent.

(7) DIAC: The department provides appropriate assistive technology or other access required by people disclosing a disability, and utilises government funded programs such as Job Access to ensure employees have appropriate access or adjustments to undertake their duties. Specialist disability agencies consult with the department and make recommendations for specific newly engaged employees.

A Staff with Disability Network was created in November 2010. The network provides the opportunity for staff with disability to share information, raise strategic issues and consult on policy and programs under development.

The department's Mental Health Policy and Guidelines provide information to ensure staff with mental health issues are well supported and maximise their potential in the workplace.

The National Injury Prevention and Management Plan ensures that staff with injuries are identified and appropriately managed so as to limit deterioration in conditions, where possible. The Caring for our Colleagues policy enables departmental supervisors and co-workers to provide coordinated timely and sensitive support to departmental employees who have a life-threatening illness, or who are caring for a person with such an illness.

MRT-RRT: The tribunals have a range of policies, programs and services to support staff with a disability, including a Workplace Diversity Program, a Disability Action Plan and flexible work arrangements such as part-time employment and adjustments to hours of work.

(8) DIAC: The department regularly meets with other APS agencies and key disability stakeholders to keep informed of best practice initiatives, programs and strategies. The department will be guided by future policy actions in the National Disability Strategy, launched in February 2011.

The Workplace Diversity Implementation Plan 2011-13 seeks to develop a Disability Action Plan to address levels of accountability within the department, and manage any obstacles to full participation for employees and clients with disability. Another initiative within the plan will see the inclusion of disability awareness materials and inclusive messages within learning and development programs for supervisors, managers and new staff.

MRT-RRT: No additional policies, programs, services or plans are currently under development within the tribunals concerning the employment of people with a disability

Rachel Siewert (WA, Australian Greens) Share this | Link to this | Hansard source

asked the Minister representing the Minister for Infrastructure and Transport, upon notice, on 27 April 2011:

(1) What is the total number of staff currently employed.

(2) What is the total number of staff with a disability currently employed.

(3) What policies or programs are in place to encourage the recruitment of people with a disability.

(4) What retention strategies are in place for people with a disability.

(5) What career pathways or plans are on offer for people with a disability; if none, why.

(6) Are there any specific targets for recruitment and retention; if not, why not.

(7) What policies, programs or services are there to support staff with a disability.

(8) Can details be provided of any policies, programs, services or plans currently under development within the department and its agencies, concerning the employment of people with a disability.

Kim Carr (Victoria, Australian Labor Party, Minister for Innovation, Industry, Science and Research) Share this | Link to this | Hansard source

The Minister for Infrastructure and Transport has provided the following answer to the honourable senator's question:

(1) The total number of staff employed by the Department is 961.

(2) The total number of staff with a disability currently employed by the Department is 25. Note that this represents 2.6% of employees as identifying as having a disability.

(3) The Department has a Workplace Diversity and Equity Strategy for 2011-2015 that is committed to achieving a target of 3% of employees as identifying as having a disability.

(4) The Department does not have specific retention strategies for people with a disability.

(5) The Department's 2011-2015 Workplace Diversity and Equity Strategy is the underpinning policy framework for developing plans for people with a disability.

(6) By 2015, the Department is committed to achieving a 3% target of employees identifying as having a disability.

(7) Under the Department's Workplace Diversity and Equity Strategy for 2011-2015, existing measures will be reviewed and new initiatives will be developed to support staff with a disability.

(8) The Department's 2011-2015 Workplace Diversity and Equity Strategy is the underpinning policy framework for developing plans for people with a disability.

Rachel Siewert (WA, Australian Greens) Share this | Link to this | Hansard source

asked the Minister representing the Minister for Health and Ageing, upon notice, on 27 April 2011:

(1) What is the total number of staff currently employed?

(2) What is the total number of staff with disability currently employed?

(3) What policies or programs are in place to encourage the recruitment of people with disability?

(4) What retention strategies are in place for people with disability?

(5) What career pathways or plans are on offer for people with disability; if none, why?

(6) Are there any specific targets for recruitment and retention; if not, why not?

(7) What policies, programs or services are there to support staff with a disability?

(8) Can details be provided of any policies, programs, services or plans currently under development within the department and its agencies concerning the employment of people with disability?

Joe Ludwig (Queensland, Australian Labor Party, Manager of Government Business in the Senate) Share this | Link to this | Hansard source

The Minister for Health and Ageing has provided the following answer to the honourable senator's question:

(1) As at 31 March 2011, the total department headcount was 5355. This includes ongoing, non-ongoing and casual staff.

(2) As at 31 March 2011, 226 departmental staff self-identified.

(3) The department's recruitment guidelines outline processes for Panels where applicants are able to request reasonable adjustments to be made available at time of interview.

The department liaises with Disability Employment Service Providers (DESPs) to recruit people with disability in ongoing and non-ongoing positions.

The department is a gold member of the Australian Network on Disability and participates in the Australian Network on Disability's Stepping Into program.

The department is also participating in the Paralympic Workplace Diversity Program run by 360 HR in collaboration with the Australian Paralympic Committee.

The department has a current Disability Workforce Action Plan which it has been implementing and is also revising for 2011-2013.

The department encourages the procurement of goods and services under the revised Commonwealth Procurement Guidelines. This demonstrates a commitment to supporting the recruitment and retention of people with disability in the private sector.

(4) Engagement of people with disability who are unable to compete in a merit-based selection process as outlined in the Australian Public Service Commissioner's directions (APSC Circular 2010/2). The department is establishing new HR delegations and is piloting a process to implement the Circular.

The appointment of a Disability Champion at the SESB2 level to advocate for, support and encourage retention of Staff with disability.

Undertaking and hosting disability confidence training for staff in other Agencies and DoHA.

The Reasonable Adjustment policy is regularly updated to reflect changes in legislation and organisational structure and feedback from staff with disability.

A Staff with Disability Network has been established and is developing a formal awards process to recognise the achievements of staff with disability, their managers and/or colleagues, it is also supporting its members and building awareness to ensure retention.

The department implements a Disability Workforce Action Plan.

The department has specific Staff with Disability representatives on the People Committee and the National Staff Participation Forum.

(5) Staff with disability are offered additional Studybank provisions for completion of work-related study.

Staff with disability are encouraged to apply for corporate roles such as Workplace Harassment Contact Officers, First Aid Officers, Fire Wardens, Health and Safety Representatives.

The department has specifically engaged staff with cognitive disability to give them employment and career opportunity within the Corporate Support function.

The department has staff with disability across its classifications and currently demonstrates that staff can progress despite their disability.

(6) The department consults the Australian Network on Disability regarding recruitment and retention strategies. The Australian Network on Disability does not subscribe to employment targets.

The APSC has not set any targets for Agencies to meet however DoHA has been identified in the State of the Service as having good representation of staff with disability.

(7) An SESB2 officer has been appointed as the senior level advocate (Disability Champion) for staff with disability. As Disability Champion, she listens to staff and advocates for their needs to the department's Executive and managers. She also educates the department's staff through regular communication messaging and information channels. The department's Disability Champion is a board member on the Australian Network on Disability.

The Staff with Disability Network was established in 2010. The Network is centrally funded and is currently operating with more than 100 members. The Network convenes an annual forum for members and a Network Executive Committee has been established to guide network activities. The Network objectives are to:

Staff are actively encouraged to update their disability status on SAP ESS. Staff who have identified with disability on SAP receive regular communication from the Disability Champion.

The Disability Workforce intranet page is regularly updated and promoted to staff.

The department offers regular information sessions to all staff on understanding the needs of people with disability; dispelling myths surrounding disability; and raising staff awareness of the etiquette of offering assistance to people with disability. Sessions also include managing and working with staff with disability.

A disability representative has been appointed to the National Staff Participative Forum (NSPF), the NSPF Bullying and Harassment Working Group and the People Committee. Proxy's have also been identified.

With the assistance of the Staff with Disability Network, International Day of People with Disability was celebrated nationally in December 2010.

The Reasonable Adjustment policy was reviewed and launched. The reviewed Policy included input from staff with disability, the Australian Network on Disability and was provided to each Business Management Unit for implementation.

Use of and purchase of specific equipment to support staff including, for instance, use of hearing loops for staff briefings, interpreters etc.

(8) The department and its Portfolio agencies have a number of policies, programs and services that will continue and ongoing in 2011 such as:

The department is currently developing a formal workplace policy to support work areas to hire Auslan Interpreters for a range of corporate events as appropriate.

The department is reviewing outsourced activities to identify if insourcing using staff with disability (ie cognitive disability) is an option.

The department ensures staff with disability, as one of a number of diversity groups, is specifically identified in the Staff Survey. A specific report and analysis of their results is provided annually and used to understand areas for attention and improvement.

Rachel Siewert (WA, Australian Greens) Share this | Link to this | Hansard source

asked the Minister representing the Minister for Sustainability, Environment, Water, Population and Communities, upon notice, on 27 April 2011:

With reference to the department and the agencies within the Minister's portfolio:

(1) What is the total number of staff currently employed.

(2) What is the total number of staff with a disability currently employed.

(3) What policies or programs are in place to encourage the recruitment of people with a disability.

(4) What retention strategies are in place for people with a disability.

(5) What career pathways or plans are on offer for people with a disability; if none, why.

(6) Are there any specific targets for recruitment and retention; if not, why not.

(7) What policies, programs or services are there to support staff with a disability.

(8) Can details be provided of any policies, programs, services or plans currently under development within the department and its agencies, concerning the employment of people with a disability.

Stephen Conroy (Victoria, Australian Labor Party, Deputy Leader of the Government in the Senate) Share this | Link to this | Hansard source

The Minister for Sustainability, Environment, Water, Population and Communities has provided the following answer to the honourable senator's question:

(1) 5410

(2) 137

(3), (4) and (7): There are a range of policies and programs in place in the department and the agencies within the portfolio to encourage the recruitment of people with a disability and to retain those staff. For example, the Department of Sustainability. Environment, Water. Population and Communities has developed a Disability Action Plan 2009-2011 to encourage the recruitment and retention of people with a disability and this is supported by the department's recruitment policy and procedures. The Great Barrier Reef Marine Park Authority is guided by the Commonwealth Disability Strategy and has a specific Workplace Diversity Program Action Plan. The National Water Commission is an equal opportunity employer. The Murray-Darling Basin Authority has a Disability Strategy which includes a range of initiatives to encourage the recruitment of people with a disability, including flexible working arrangements. Within the Bureau of Meteorology, diversity policies and plans such as the Workplace Diversity Program, Disability Action Plan and Enterprise Agreement are promoted and accessible to inform both employees and candidates. Education for employees in anti-discrimination legislation is promoted to all employees and successful completion rates are monitored.

(5) and (6) The Department of Sustainability, Environment, Water, Population and Communities, and its portfolio agencies, are guided by the Australian Public Service Commission publications, including Ability at Work — Tapping the Talent of People with Disability.

(8) The Department of Sustainability, Environment, Water, Population and Communities' Disability Action Plan 2009-2011 is currently under review, with a new plan to be available from 2012. Policies and procedures will be reviewed to support the new plan. The Great Barrier Reef Marine Park Authority is reviewing its recruitment policy and procedures. The Bureau of Meteorology's Workplace Diversity Program 2011-2014 is soon to be released and a Disability Action Plan review will follow.

Rachel Siewert (WA, Australian Greens) Share this | Link to this | Hansard source

asked the Minister for Finance and Deregulation, upon notice, on 27 April 2011:

With reference to the department and the agencies within the Minister's portfolio:

(1) What is the total number of staff currently employed.

(2) What is the total number of staff with a disability currently employed.

(3) What policies or programs are in place to encourage the recruitment of people with a disability.

(4) What retention strategies are in place for people with a disability.

(5) What career pathways or plans are on offer for people with a disability; if none, why.

(6) Are there any specific targets for recruitment and retention; if not, why not.

(7) What policies, programs or services are there to support staff with a disability.

(8) Can details be provided of any policies, programs, services or plans currently under development within the department and its agencies, concerning the employment of people with a disability.

Penny Wong (SA, Australian Labor Party, Minister for Finance and Deregulation) Share this | Link to this | Hansard source

The answer to the honourable senator's question is as follows:

(1) 1651 (ongoing as at 30 April 2011)

(2) 27 (ongoing as at 30 April 2011).

(3) The Finance Diversity Strategy and Framework 2010-2012 aims to increase representation and support for four identified groups, one of which is people with disability.

(4) to (8) Finance is currently developing a Disability Action Plan (anticipated to be approved and implemented by 30 June 2011).

Rachel Siewert (WA, Australian Greens) Share this | Link to this | Hansard source

asked the asked the Minister for Innovation, Industry, Science and Research, upon notice , on 27 April 2011:

With reference to the department and the agencies within the Minister's portfolio:

(1) What is the total number of staff currently employed.

(2) What is the total number of staff with a disability currently employed.

(3) What policies or programs are in place to encourage the recruitment of people with a disability?

(4) What retention strategies are in place for people with a disability.

(5) What career pathways or plans are on offer for people with a disability; if none

(6) Are there any specific targets for recruitment and retention; if not, why not. why.

(7) What policies, programs or services are there to support staff with a disability.

(8) Can details be provided of any policies, programs, services or plans currently under development within the department and its agencies, concerning the employment of people with a disability.

Kim Carr (Victoria, Australian Labor Party, Minister for Innovation, Industry, Science and Research) Share this | Link to this | Hansard source

The answer to the honourable s enator's question is as follows:

(1) and (2)

Department of Innovation

Answer:

(3) Innovation has a merit based recruitment policy and provides for reasonable adjustment during the selection process for people with a disability . Prospective employees are invited to advise the department of any assistance which it can provide during the interview process.

(4) There are no specific, retention strategies in place aimed at employees with a disability at this time.

(5) Individual development plans are put in place for all employees and are based on individual circumstances and particular needs . No special arrangements exist for people with a disability as they would be expected to identify issues with their manager with appropriate support action put in place.

(6) There are no specific targets set in relation to people with a disability at this time . In general the department does not set targets for employment of any group of employees.

(7) All construction and buildings are maintained in accordance with the Disability Code, with the following departmental policies in place to make reasonable adjustments in the workplace for people with a disability.

Workplace Discrimination and Harassment Policy

Harassment Contact Officers

Employee Assistance Program

Hours of Work and Flextime Policy

In addition all staff receive a workplace assessment on commencement with the department to ensure any issue is identified and addressed.

(8) The Department is currently examining what support and initiatives it may pursue in relation to people with a disability. A disability strategy including mental health has been scoped and work is commencing on full development and implementation.

The Australian Institute of Marine Science (AIMS)

Answer:

(3)(i) Annual Report 2009/2010 summarises AIMS ' position on EEO & Workplace Diversity

(ii) AIMS Diversity Policy

(4) Staff with a disability are supported in the workplace as follows:

(i) Workplace modifications, i.e. ergonomic improvements to assist in conduct of duties (seating, work station set up, light, sound etc), access.

(ii) Employee Assistance Program Procedure – which provides confidential counselling and support at no cost to staff, family members and authorised visitors

(iii) AIMS Diversity & Workplace Bullying, Discrimination and Harassment Policies and Workplace Bullying, Discrimination Harassment Procedure

(iv) Harassment Contact Officers available to assist staff / visitors

(v) Equity in appointment, tr aining and allocation of duties

(5) AIMS does not have specific pathways or plans available for people with a disability but does not select against people with a disability . AIMS is a research organisation and encourages a diverse workplace based on equity – this includes staff appointments; reward review processes; acceptance of visitors (volunteers); training and the allocation of duties . Where additional support is identified staff appropriate workplace assessment and / or modifications are undertaken.

(6) AIMS has a diverse workforce and in addition hosts a range of visitors (volunteers) to assist our science and research activities from many different overseas countries, cultural and ethnic backgrounds. AIMS ' believes that the principles of equity in diversity promote a work environment that supports not only those staff with a disability but helps to promote the status of women and those from non English speaking backgrounds etc . AIMS ' promotes its workplaces as being free of discrimination and harassment and values equity and merit in the conduct of its activities.

(7) AIMS Diversity Policy

AIMS Workplace Bullying, Discrimination and Harassment Policy

AIMS Workplace Bullying, Discrimination and Harassment Procedure

AIMS Employee Assistance Program Procedure

Flexible workplace arrangements – See Section 3 AIMS Diversity Policy

AIMS Workforce Diversity Management Plan (to be developed)

(8) See AIMS Workplace Diversity Policy Section 3 . An AIMS Workplace Diversity Management Plan is to be developed

The Australian Institute of Aboriginal and Torres Strait Islander Studies (AIATSIS )

Answer:

(3) AIATSIS follows the recommendations made by APSC and the Disability Discrimination Act . The Institute to incorporate the requirements of the Disability Discrimination Act 1992 into its policies and guidelines.

AIATSIS is also committed to supporting staff with disabilities and ensures that all programs and services are accessible to people with disabilities.

AIATSIS is also committed to ensuring recruitment processes encourage people with disabilities to apply for AIATSIS positions.

As part of the recruitment process for all positions we ask that applicants complete a cover sheet to outline any special requirements, from this we can provide any assistance as required and arrange future support as needed;

(4) The Institute is committed to incorporating the requirements of the Disability Discrimination Act 1992 into its policies and guidelines.

This is done on an individual or case by case basis as well as part of the annual performance agreement process.

If needed the HR Manager is involved to establish an individual program or plan with liaison with other relevant external agencies, including but not limited to Comcare, the Australian Public Service Commission and the Department of Education, Employment and Workplace Relations.

(5) This is done on an individual basis as well as part of the annual performance agreement process .

HR Manager may become involved in establishing an individual program or plan a consulting with other relevant external agencies, including but not limited to Comcare, the Australian Public Service Commission and the Department of Education, Employment and Workplace Relations.

(6) Within limits, all positions with AIATSIS are identified.

The Institute is also committed to incorporating the requirements of the Disability Discrimination Act 1992.

(7) The Institute is referencing and applying the requirements of the Disability Discrimination Act 1992 into its policies and guidelines.

Special needs requirements are identified at engagement as detailed above. Performance agreements, individual case management from HR and the Employee Assistance Program assist with ongoing support .

Our facilities co-ordinator is tasked to ensure all aspects of the facility and work area meet requirements . This has included the provision of appropriate computer software for voice activated desktop work, a central building lift and ramp for wheelchair access along with disabled toilets at various locations around the building .

Most recently the Institute has installed hearing impaired amplifiers in the Mabo Meeting room, this will enable employees and visitors with hearing aids to directly receive any sound that goes through the room speakers when attending AIATSIS seminars or meetings.

For individual and more specific needs covering support and equipment the HR Manager may become involved to establish an individual program or plan with liaison with other relevant agencies, including Comcare, the Australian Public Service Commission and the Department of Education, Employment and Workplace Relations.

(8) AIATSIS will be developing a Disability Action Plan, currently in draft form.

The Australian Research Council (ARC)

Answer:

(3) Workplace Diversity Policy.

(4) None specified.

(5) None specified because no employees currently identified.

(6) None currently targeted. Only 116 staff in total.

(7) Workplace Diversity Policy. The building and other facilities are suitable f or employees with a disability.

(8) Workplace Diversity Policy currently under review but employment of people with a disability not currently a target area.

IP Australia

Answer:

(3) IP Australia has taken informal steps to encourage the recruitment of people with a disability which has resulted in the attraction and retention of several staff with disabilities who are now long serving, well regarded members of staff.

In addition to this IP Australia provides the foll owing assistance for applicants:

(4) IP Australia has retained staff with disabilities through our careful approach to the management of issues as they arise and the commitment of managers to see that new starters with a disability have all that they need to do their best in the new role.

We customise the approach which is taken for all new starters, assessing their work environment and responding to any concerns they might have about their workplace.

(5) IP Australia is in the early stages of developing comprehensive workforce plans for all of our operating Groups .

(6) No . IP Australia has managed this issue with some success without the need for quotas .

(7) Our policies ensure that a formal plan is drawn up outlining any reasonable adjustment measures required in relation to duties, and treatment, for any staff member with a disability.

We provide the necessary equipment, access to counselling and individual case management services to any staff who require it in relation to their wellbeing at work.

(8) IP Australia is in the early stages of developing comprehensive workforce plans for all of our operating Groups .

The Commonwealth Scientific and Industrial Research Organisation (CSIRO)

Answer:

(3) CSIRO has a merit based recruitment policy which ensures the best applicant is selected regardless of any disability . CSIRO communication material encourages applications from people with a disability and makes special arrangements for selection arrangements, including interviews, as necessary . A dedicated team of recruitment specialists ensures consistency of practice and accessibility of information. The CSIRO values and Code of Conduct ensure workplaces are welcoming to all staff.

(4) No specific needs have been identified through CSIRO exit surveys that require the development of a retention strategy for people with a disability.

(5) CSIRO provides career planning and development to all staff in line with their individual needs . There has been no need identified for a different program for staff with a disability . Development programs are conducted at venues that cater to the needs of participants with disabilities. Web training resources are reviewed to ensure access for all CSIRO staff .

(6) No . This is being considered through deliberations on diversity issues in CSIRO.

(7) CSIRO undertakes reasonable adjustments to the workplace to prospective and current employees so that inherent requirements of the job can be satisfied . This includes modification to the workplace, special technology or other forms of assistance .

(8) CSIRO is reviewing this area as part of its consideration of diversity issues in the organisation.

The Australian Nuclear Science and Technology Organisation (ANSTO)

Answer:

(3) ANSTO has policies addressing the recruitment process involving disabled applicants . Specifically, these policies require that reasonable adjustments and accommodations are made for applicants with a disability . Preparations are under way to develop specific policies and/or programs to encourage recruitment of people with a disability. This will form part of an overall Diversity Strategy currently being developed by ANSTO.

(4) ANSTO ensures that disabled employees are covered under the general retention strategies in place for all employees. The retention of people with a disability is also a key issue under further consideration within ANSTO ' s workforce planning strategy.

(5) ANSTO offers opportunities for candidates with disabilities through a series of career pathway programs such as the Work Experience Program, Summer Vacation & Year in Industry Internships, the Graduate Development Program and Post Doctoral Fellowships .

ANSTO has historically ensured and will continue to ensure that adjustments are made to accommodate candidates with disabilities to ensure that they may participate in these programs.

(6) While ANSTO has not set any specific targets for recruiting candidates with disabilities, the organisation ensures that reasonable measures are put into place to support disabled cand idates.

(7) ANSTO has an on-site Medical Centre staffed with a qualified occupational health physician and two qualified occupational nurses . The Medical Centre provides workplace assessment, recommendations and facilitation of reasonable adjustments to accommodate disabled workers, and offers ongoing support for staff members with a disability.

(8) As part of ANSTO ' s infrastructure plan, a steering committee is dedicated to the review of site/building access and is responsible for considering improvements to disabled access on the ANSTO site for both staff and visitors . ANSTO also has staff responsible for reviewing all proposals for new buildings or building alterations to ensure disab led access has been considered.

Rachel Siewert (WA, Australian Greens) Share this | Link to this | Hansard source

asked the Minister for Agriculture, Fisheries and Forestry, upon notice, on 27 April 2011:

(1) What is the total number of staff currently employed.

(2) What is the total number of staff with a disability currently employed.

(3) What policies or programs are in place to encourage the recruitment of people with a disability.

(4) What retention strategies are in place for people with a disability.

(5) What career pathways or plans are on offer for people with a disability; if none, why.

(6) Are there any specific targets for recruitment and retention; if not, why not.

(7) What policies, programs or services are there to support staff with a disability.

(8) Can details be provided of any policies, programs, services or plans currently under development within the department and its agencies, concerning the employment of people with a disability.

Joe Ludwig (Queensland, Australian Labor Party, Manager of Government Business in the Senate) Share this | Link to this | Hansard source

The answer to the honourable senator's question is as follows:

(1) As at 27 April 2011 the total number of staff currently employed by the department is 5329.

(2) As at 27 April the total number of staff who have identified as having a disability is 71.

(3) People with a disability are encouraged to apply for all positions. The online application process allows applicants to indicate whether or not they have a disability and if so asks them to advise of any assistance they may require. Contact information is provided should the applicant wish to discuss matters in relation to their disability and the assistance they require. The department collects data via the online recruitment system on the number of applicants who disclose a disability.

(4) The department's Diversity Strategy 2010-11 and its associated employment plans aim to support the employment of people with a disability. The department has in place methods to ensure selection panels are aware of the diverse needs of applicants with a disability and to ensure that processes do not indirectly discriminate against people with a disability.

The department has in place a number of initiatives that support the retention of employees with disability. These include access to reasonable adjustment and assistive technology, access to flexible working arrangements, equality of access to training and career development opportunities and participation in the department's Disability Network. The department celebrates key events such as International Day of People with a Disability and participates in activities such as conferences on matters relating to disability.

(5) All employees are provided with equal opportunity to access the department's suite of learning programs including leadership development programs. All employees participate in the department's performance management system which has a strong focus on the identification of learning needs in a career development context.

(6) The department does not have any specific targets. The department is awaiting the outcome of any whole of government decisions made in relation to targets.

(7) The department has the following policies, programs and services in place to support employees with a disability:

(8) The department intends to pilot a traineeship for people with Intellectual Disability to commence in 2011-2012. The trainees will be selected under the arrangements provided for in the Commissioner's Directions and will undertake Certificate II in Administration. The department will work in close partnership with disability service providers to ensure appropriate support is provided to the trainees. Supervisors of the trainees will undertake specific training in ways to support an employee with an intellectual disability.

The department will revise its diversity governance instruments with the view to refresh the Diversity Strategy 2010-2011. The new strategy will be developed in consultation with the People Management Committee and the six employee networks that operate within the department. An action based approach with clear performance indicators will be a key focus of the new strategy.

The department will continue to participate in the APS Disability Network and will work closely with the Australian Public Service Commission and other agencies to share ways of improving the attraction, retention and development of employees with disability.

Rachel Siewert (WA, Australian Greens) Share this | Link to this | Hansard source

asked the Minister representing the Minister for Resources and Energy, upon notice, on 27 April 2011:

(1) What is the total number of staff currently employed.

(2) What is the total number of staff with a disability currently employed.

(3) What policies or programs are in place to encourage the recruitment of people with a disability.

(4) What retention strategies are in place for people with a disability.

(5) What career pathways or plans are on offer for people with a disability; if none, why.

(6) Are there any specific targets for recruitment and retention; if not, why not.

(7) What policies, programs or services are there to support staff with a disability.

(8) Can details be provided of any policies, programs, services or plans currently under development within the department and its agencies, concerning the employment of people with a disability.

Nick Sherry (Tasmania, Australian Labor Party, Minister Assisting the Minister for Tourism) Share this | Link to this | Hansard source

The Minister for Resources and Energy has provided the following answer to the honourable senator's question:

(1) The number of staff employed by the Department of Resources, Energy and Tourism (RET) on 27 April 2011 was 521.

The number of staff employed by the National Offshore Petroleum Safety Authority (NOPSA) on 27 April 2011 was 61.

The number of staff employed by Geoscience Australia (GA) on 27 April 2011 was 770.

The number of staff employed by Tourism Australia (TA) on 27 April 2011 was 222.

The number of staff employed by the Australian Solar Institute (ASI) on 27 April 2011 was 6.

(2) The number of staff employed by RET that identified as having a disability on 27 April 2011 was 6.

The number of staff employed by NOPSA that identified as having a disability on 27 April 2011 was 0.

The number of staff employed by GA that identified as having a disability on 27 April 2011 was 4.

The number of staff employed by TA that identified as having a disability on 27 April 2011 was 0.

The number of staff employed by ASI that identified as having a disability on 27 April 2011 was 0.

(3) Resources, Energy and Tourism: RET recruitment practices have respect to obligations under the Fair Work ACT 1999. the Disability Discrimination ACT 1992 and the Public Service ACT 1999 including the Public Service Commissioner's directions.

National Offshore Petroleum Safety Authority: NOPSA complies with the Public Service Act 1999, the Public Service Regulations 1999 and the Public Service Commissioner's Directions. NOPSA advertises widely and provides the opportunity for all eligible members of the Australian community to apply. Employment decisions are based on merit and capability of the applicant to undertake the duties of the position

Geoscience Australia: GA's current recruitment process is merit based and as such, eligible applicants with a disability are welcome to apply. A specific section of the job application documentation provides applicants with an opportunity to identify whether they have a disability and whether they have special needs that should be considered during the recruitment process.

Tourism Australia: TA advertises all permanent vacancies externally and recruits strictly on a merit basis. As such, qualified applicants with a disability are welcome to apply.

Australian Solar Institute: ASI recruitment practices are merit based and comply with all applicable laws and standards

(4) All staff at are treated equally with recruitment and retention strategies being applicable to all staff irrespective of capacity. All staff are provided with a flexible workplace, flexible hours and modifications are made to workstations as required.

(5) All staff within the portfolio are treated equally and have access to training and assistance with career management.

(6) Recruitment is undertaken on a merit selection model and retention strategies apply to all staff.

(7) Resources, Energy and Tourism: RET provides workstation assessments, specialist IT equipment, car parking assistance, access to an Employee Assistance Program, family assistance arrangements, flexible working hours.

National Offshore Petroleum Safety Authority: NOPSA provides a flexible workplace, flexible hours and modifications are made to workstations as required.

Geoscience Australia: Geoscience Australia provides all staff with equality in their working environment. In the event an employee has a disability or special needs in order to perform their duties, the Rehabilitation, Compensation and Occupational Health and Safety Manager is available to facilitate provision of support for those staff members. The Geoscience Australia building is compliant with all prevailing codes relating to parking, access and provision of facilities for individuals with a disability.

Tourism Australia: Tourism Australia provides all staff with equality in their working environment. In the event an employee has a disability or special needs in order to perform their duties, professional assessment and support services to permit an adjustment of the work environment or duties are provided.

Australian Solar Institute: The ASI provides all staff with equality and flexibility in the workplace. The ASI is committed to adopting the highest professional standards and complying with all applicable laws and standards in a discrimination free environment.

(8) Resources, Energy and Tourism: All policies and services are current.

National Offshore Petroleum Safety Authority: All policies and services are current.

Geoscience Australia: All staff, with a disability or otherwise have access to Geoscience Australia initiatives that are currently in place such as workstation assessments, health promotion activities (e.g. flu shots, health checks) and rehabilitation case management if required.

Tourism Australia: All policies and services are current.

Australian Solar Institute: All policies and services are current.

Rachel Siewert (WA, Australian Greens) Share this | Link to this | Hansard source

asked the Minister representing the Minister for Climate Change and Energy Efficiency, upon notice, on 27 April 2011:

With reference to the department and the agencies within the Minister's portfolio:

(1) What is the total number of staff currently employed.

(2) What is the total number of staff with a disability currently employed.

(3) What policies or programs are in place to encourage the recruitment of people with a disability.

(4) What retention strategies are in place for people with a disability.

(5) What career pathways or plans are on offer for people with a disability; if none, why.

(6) Are there any specific targets for recruitment and retention; if not, why not.

(7) What policies, programs or services are there to support staff with a disability.

(8) Can details be provided of any policies, programs, services or plans currently under development within the department and its agencies, concerning the employment of people with a disability.

Penny Wong (SA, Australian Labor Party, Minister for Finance and Deregulation) Share this | Link to this | Hansard source

The Minister for Climate Change and Energy Efficiency has provided the following answer to the honourable senator's question:

(1) The total number of staff employed in the Department as at 27 April 2011 is 989 (includes 64 non-payroll employees).

(2) The total number of staff who have disclosed that they have a disability is nine.

(3) No specific recruitment programs are in place at this time. These are being considered in the draft disability strategy to be considered by the Executive Board shortly.

(4) No specific retention programs are in place at this time. These are being considered in the draft disability strategy to be considered by the Executive Board shortly.

(5) None at this time. These are being considered in the draft disability strategy.

(6) No. These will be considered in the draft disability strategy.

(7) The Department has prepared a draft disability strategy which is currently under consideration by its People Committee. Once approved by the People Committee it will be passed to the Department's Executive for approval and will be implemented.

(8) The draft disability strategy will contain arrangements for the recruitment, retention and career pathways of people with a disability.

Rachel Siewert (WA, Australian Greens) Share this | Link to this | Hansard source

asked the Minister representing the Minister for Human Services, upon notice, on

27 April 2011:

With reference to the department and the agencies within the Minister's portfolio:

(1) What is the total number of staff currently employed.

(2) What is the total number of staff with a disability currently employed.

(3) What policies or programs are in place to encourage the recruitment of people with a disability.

(4) What retention strategies are in place for people with a disability.

(5) What career pathways or plans are on offer for people with a disability; if none, why.

(6) Are there any specific targets for recruitment and retention; if not, why not.

(7) What policies, programs or services are there to support staff with a disability.

(8) Can details be provided of any policies, programs, services or plans currently under development within the department and its agencies, concerning the employment of people with a disability.

Mark Arbib (NSW, Australian Labor Party, Minister for Social Housing and Homelessness) Share this | Link to this | Hansard source

The Minister for Human Services has provided the following answer to the honourable

senator's question:

(1) The Human Services portfolio (the portfolio) employed 38,173 staff as at 31 March 2011.

(2) 1,426 staff who identify as having a disability.

(3) The recruitment policies of the portfolio are very much focussed on the need to ensure that people with disability are given every opportunity to apply for jobs within the portfolio, in particular:

(4) The following retention strategies are in place:

(5)   People with disabilities can access the following career pathway programs including:

(6) No workforce targets for people with disability are currently set for the portfolio. However, the portfolio is currently performing well in this regard with ongoing and non-ongoing staffing rate of 3.7% which is above the APS representation of 3.4%. Our disability staffing rate is also monitored on a monthly basis by the Secretary and CEOs through the Portfolio People Metrics Scorecard. The portfolio undertakes a range of strategies to promote and support recruitment and retention of people with disability. The portfolio executive also monitor the number of staff employed with disability through monthly workforce reports. This information is benchmarked across the portfolio and against the Australian Public Service.

(7)   The following policies, programs or services are in place to support staff with a disability:

Rachel Siewert (WA, Australian Greens) Share this | Link to this | Hansard source

asked the Minister representing the Minister for Veterans' Affairs, upon notice, on 27 April 2011:

With reference to the department and the agencies within the Minister's portfolio:

(1) What is the total number of staff currently employed.

(2) What is the total number of staff with a disability currently employed.

(3) What policies or programs are in place to encourage the recruitment of people with a disability.

(4) What retention strategies are in place for people with a disability.

(5) What career pathways or plans are on offer for people with a disability; if none, why.

(6) Are there any specific targets for recruitment and retention; if not, why not.

(7) What policies, programs or services are there to support staff with a disability.

(8) Can details be provided of any policies, programs, services or plans currently under development within the department and its agencies, concerning the employment of people with a disability.

Chris Evans (WA, Australian Labor Party, Leader of the Government in the Senate) Share this | Link to this | Hansard source

The Minister for Veterans' Affairs has provided the following answer to the honourable senator's question:

Department of Veterans' Affairs (DVA):

(1) As at 1 May 2011 DVA employed 2036 staff.

(2) As at 1 May 2011 35 staff identified themselves as having a disability.

(3); (4); (5); (7) and (8):

The DVA Workplace Diversity and Action Plan 2011-2015 is aimed at promoting diversity and encouraging employment of under-represented groups. It reinforces the relevant legislative framework, identifies key responsibilities for the employer, managers and employees, articulates principles and actions concerning leadership and recruitment, and offers practical support in the form of reasonable adjustment to assist people with a disability in the workplace.

In addition, a work experience program for people with a disability is currently being trialled in Western Australia and a position for a person with a disability has been identified in future graduate intakes. Complementing these measures, it has also recently been agreed that a separate Disability Employment Strategy be developed. DVA's Workforce Strategy 2010-2015 also commits DVA to "evaluating initiatives to attract and retain people from underrepresented groups" which echoes the Government's commitment in the Blueprint for the Reform of Australian Government Administration.

DVA's supportive work environment which encourages retention of staff with a disability includes:

(6) A specific target for disability employment has not been adopted, except in relation to graduate recruitment (as outlined in response to question 5 above). As there is currently no APS-wide target for disability employment, DVA, like the majority of agencies, does not consider it appropriate to adopt an arbitrary target. If there is an APS-wide target adopted in the future, like for Indigenous employment, DVA would incorporate that target into its related policies and strategies. DVA is committed to increasing the numbers of, and support for, under-represented groups, including people with disabilities, as evidenced through the recent launch of the DVA Workplace Diversity and Action Plan 2011-2015, the commitment to develop a Disability Employment Strategy and other initiatives outlined above.

Australian War Memorial (AWM) :

(1) As at 30 April 2011 the AWM employed 304 staff.

(2) As at 30 April 2011 seven staff identified themselves as having a disability.

(3) AWM Workplace Diversity Program 2010 – 2012.

(4) The AWM Workplace Diversity Program seeks to ensure that employees with disabilities are afforded opportunities to utilise their diverse skills. The program also aims to help employees with disabilities balance their work and personal life.

(5) AWM employees are encouraged to complete Personal Development Plans (PDPs) each year in consultation with their line managers. These PDPs are used to assist each member of staff in achieving their career goals.

(6) The AWM seeks to achieve a representation of employees with disabilities that either meets or exceeds the proportion of people identified as possessing a disability within the broader ACT community.

(7) The AWM Workplace Diversity Program provides support for staff with disabilities.

(8) The AWM Workplace Diversity Program will be reviewed in 2012.

Bob Brown (Tasmania, Australian Greens) Share this | Link to this | Hansard source

asked the Minister representing the Minister for Sustainability, Environment, Water, Population and Communities, upon notice, on 28 April 2011:

(1) Has there been any increase in the number of New Zealand fishing boats licensed to fish for Patagonian toothfish in the Ross Sea; if so, how has Australia responded to the increase.

(2) What actions have been taken in response to the call from the Commission for the Conservation of Antarctic Marine Living Resources to make Ross Sea a marine protected area.

(3) What is the Minister's response to recent research suggesting that commercial fishing in the Ross Sea has led to an explosion in Adélie penguin numbers and decline in killer whale and Weddell seal numbers.

(4) What is Australia's position on commercial fishing in the Ross Sea if it were to become a protected marine park.

Stephen Conroy (Victoria, Australian Labor Party, Deputy Leader of the Government in the Senate) Share this | Link to this | Hansard source

The Minister for Sustainability, Environment, Water, Population and Communities has provided the following answer to the honourable senator's question:

(1) No. There has been no increase in the number of New Zealand vessels fishing in the Ross Sea exploratory toothfish fisheries.

(2) The Commission for the Conservation of Antarctic Marine Resources (CCAMLR) has not itself called for the Ross Sea to be declared a marine protected area. To date there has been no formal proposal put forward to CCAMLR, by any Member of the Commission, to designate the Ross Sea as a marine protected area.

The Commission has endorsed the World Summit on Sustainable Development target for a representative system of marine protected areas by 2012. The Commission has been working steadily towards achieving this goal with the first CCAMLR MPA declared in 2009 near the South Orkney Islands.

(3) I am aware of media reports of the research you refer to in your question.

CCAMLR's Scientific Committee provides scientific advice to the Commission on the management of the marine living resources of the CCAMLR Convention Area. The principles of the Convention on the Conservation of Marine Living Resources are based on the precautionary approach and seek to conserve Antarctic marine living resources and the integrity of the Southern Ocean ecosystem. Australia is committed to CCAMLR and contributes scientific expertise to the Scientific Committee. Australia actively works with members of the Commission to adopt measures to further the conservation objective of the Convention.

(4) Consistent with Australia's position on domestic marine protected areas, Australia considers that marine protected areas in the CCAMLR Area can include multiple use areas in which 'no take zones' and commercial activities, including fishing, can occur in an ecologically sustainable manner.

The principles of CCAMLR are based on the precautionary approach and seek to conserve Antarctic marine living resources and the integrity of the Southern Ocean ecosystem. The CCAMLR principles also serve to protect the long term viability of the marine living resources and commercial interests of fisheries in the Convention Area.

Rachel Siewert (WA, Australian Greens) Share this | Link to this | Hansard source

asked the Minister representing the Minister for Sustainability, Environment, Water, Population and Communities, upon notice, on 28 April 2011:

With reference to the current and future bauxite mining projects of Alcoa in the Keysbrook area of the Darling Range in Western Australia: as a decision making authority under the Environment Protection and Biodiversity Conservation Act 1999, how has the Minister ensured that Alcoa are meeting the requirements of the Act with regard to the protection of black cockatoos and their habitat, which are listed as threatened under the Act.

Stephen Conroy (Victoria, Australian Labor Party, Deputy Leader of the Government in the Senate) Share this | Link to this | Hansard source

The Minister for Sustainability, Environment, Water, Population and Communities has provided the following answer to the honourable senator's question:

The Department has been corresponding with Alcoa in respect of its current and future operations in the Darling Range, and met with the company in February 2011. The mining operations commenced in the 1960s prior to the Environment Protection and Biodiversity Conservation Act 1999. The area being mined is subject to a Regional Forestry Agreement. If the EPBC Act applies to any aspects of Alcoa's activities, the department will take appropriate action for the protection of matters of national environmental significance.

Mathias Cormann (WA, Liberal Party, Shadow Assistant Treasurer) Share this | Link to this | Hansard source

asked the Minister representing the Treasurer, upon notice, on 3 May 2011:

With reference to the proposed carbon pricing mechanism, has the department conducted any research or modelling into what impact the proposed carbon pricing mechanism will have on the cost of new residential housing in Australia; if so, can full details of this research or modelling be provided; if not, why not.

Penny Wong (SA, Australian Labor Party, Minister for Finance and Deregulation) Share this | Link to this | Hansard source

The Treasurer has provided the following answer to the honourable senator's question:

Treasury is updating its economic modelling of the effect of a carbon price on the economy to inform the Australian Government’s decisions regarding the detailed design of the carbon price framework. The results of that modelling will depend upon the detailed design of the framework. The Australian Government has announced that it intends to release the modelling upon its completion, in order to further inform the community about the expected transformation of the Australian economy from pricing carbon. Lake Eyre Basin

Ron Boswell (Queensland, National Party) Share this | Link to this | Hansard source

asked the Minister representing the Minister for Sustainability, Environment, Water, Population and Communities, upon notice, on 5 May 2011:

With reference to the proposed wild rivers declaration sought by the Queensland Government in the Lake Eyre Basin:

(1) Given the oil and gas production, mining and the wool and cattle grazing industries that have been in operation within the basin for more than 100 years, can the Minister confirm that the Queensland wild rivers legislation, if passed, will not be a precursor to a World Heritage listing of the basin.

(2) Can the Minister confirm the Government will not support any listing of the basin without the support of the people who live, work and gain their living through the industries within the Lake Eyre catchment.

Stephen Conroy (Victoria, Australian Labor Party, Deputy Leader of the Government in the Senate) Share this | Link to this | Hansard source

The Minister for Sustainability, Environment, Water, Population and Communities has provided the following answer to the honourable senator's question:

(1) There has been no nomination for World Heritage listing for the Lake Eyre Basin.

(2) See response to (1) above.

Eric Abetz (Tasmania, Liberal Party, Shadow Minister for Employment and Workplace Relations) Share this | Link to this | Hansard source

asked the Minister representing the Minister for Home Affairs, upon notice, on 5 May 2011:

(1) Can details be provided of the 3 month compliance campaign into low value imports, including the: (a) name; (b) objectives; (c) cost; and (d) outcomes, of the campaign.

(2) What impact did this have on the flow of overseas imports and their timely delivery.

(3) Was there any difficulty in the storage of held goods during the campaign.

(4) How many consumers were contacted about the goods they were importing during the campaign.

(5) How many parcels were determined to be non-compliant during the campaign, and what goods and services tax or duty was payable on these non-compliant items.

(6) (a) How many parcels declared to have a value less than $1 000 arrive each year; (b) how many are found to be non-compliant; and (c) how has this figure fluctuated over the past 10 years.

Joe Ludwig (Queensland, Australian Labor Party, Manager of Government Business in the Senate) Share this | Link to this | Hansard source

The Minister for Home Affairs has provided the following answer to the honourable senator's question:

(1) (a) The national campaign is known as Enhanced Compliance – Import Threshold Campaign.

(b) The campaign objectives were to assess the extent to which:

(c) Campaigns are regularly under taken by Customs and Border Protection to assess the level of risk or to address non compliance in a particular area of concern. Campaigns run for defined periods of activity and are resourced by re-prioritising effort across the agency. To undertake the Enhanced Compliance – Import Threshold Campaign, 38 officers were allocated from other activities for three months. This level of staffing effort equates to approximately $900 000.

(d) Customs and Border Protection published the outcomes of the campaign on its website on 19 May 2011. These outcomes show the vast majority of people are complying with requirements. During the campaign, Customs and Border Protection undertook:

(2) During the campaign, where the value of goods could not be established importers were contacted to confirm the purchase price paid for the goods. In these instances, the goods were held until importers responded to requests for proof of purchase price.

(3) Goods that have not received Customs clearance must be stored in a licensed or approved Customs place and are the responsibility of the operator. During the campaign, Australia Post arranged for some temporary additional storage of held goods awaiting proof of purchase at their Sydney International Mail Gateway (IMG) facility – one of four IMGs that processes imported mail.

In the air and sea cargo environment the majority of held goods were stored by express couriers. There were no indications from the express couriers that they had difficulty storing these goods in their current facilities.

(4) Approximately 13,000 importers were contacted to confirm the purchase price paid for goods.

(5) 1,942 instances of non-compliance with the low value threshold were detected during the campaign. From this, $429,152 in GST, $128,193 in duty and $160,882 in deferred GST was identified.

(6) (a) In 2009-10 there were approximately 44 million items (excluding letters) imported to Australia with a value under $1,000.

(b) The Enhanced Compliance – Import Threshold campaign has shown the vast majority of importers are complying with the existing low value threshold rules. Sampling of the general population during the campaign showed non-compliance rates of:

(c) Since the increase in the low value threshold in 2005 for air cargo, compliance activities have focused on identifying and targeting high risk consignments, and did not include a sampling program. This makes it difficult to compare fluctuations across of the general population over this time. However, during previous targeted activity (April to September 2010), Customs and Border Protection targeted and assessed 33,632 consignments entered under the low value threshold in air and sea cargo. These assessments resulted in 1,910 detections and recovered $185,140.59 in duty and $487, 917.88 in GST. A further $1,001,588.89 in deferred GST was identified.

Scott Ludlam (WA, Australian Greens) Share this | Link to this | Hansard source

asked the Minister representing the Minister for Resources and Energy, upon notice, on 5 May 2011:

(1) Who represents Australia on the International Framework for Nuclear Energy Cooperation (IFNEC).

(2) Who represented Australia at the Infrastructure Development Working Group and Reliable Nuclear Fuel Services Working Group meetings held in Paris in April 2011.

(3) Who will represent Australia at the 6th Steering Group Meeting to be held in Jeju Island, Republic of Korea, on 18 May and 19 May 2011.

(4) What qualifies as an 'observer organisation' to the IFNEC.

(5) What are the Government's objectives in engaging with the IFNEC.

(6) To date, what is the total cost arising from Australian delegations engaging with the IFNEC.

Nick Sherry (Tasmania, Australian Labor Party, Minister Assisting the Minister for Tourism) Share this | Link to this | Hansard source

The Minister for Resources and Energy has provided the following answer to the honourable senator's question:

(1) A number of agencies across Government have represented Australia at the International Framework for Nuclear Energy Cooperation meetings and its predecessor the Global Nuclear Energy Partnership. These agencies include:

The Department of Foreign Affairs and Trade (DFAT) (including the Australian Safeguard and Non-Proliferation Office (ASNO));

The Australian Nuclear Science and Technology Organisation (ANSTO);

The Department of Resources, Energy and Tourism (RET) and formally Department of Industry, Tourism and Resource

(2) Ms Nicole Hinton, Manager, Uranium Industry and Nuclear Section, Fuels and Uranium Branch, Resources Division, Department of Resources, Energy and Tourism

(3) Dr Robert Floyd, Director General of Australian Safeguard and Non-Proliferation Office

(4) An international organization may be invited to participate in the International Framework by consensus of IFNEC Participants, and becomes an Observer Organization by accepting the invitation to join the International Framework by letter to the Chair of the Executive Committee. Current Observer Organizations are the International Atomic Energy Agency, the European Atomic Energy Community and the Generation IV International Forum.

(5) Australia has been attending meetings of IFNEC on a non-active participant basis. Objectives are to ensure that Australia's interests in nuclear non-proliferation and security are taken into account by monitoring IFNEC developments, and by providing information (e.g. concerning uranium mining) to IFNEC partners, as appropriate.

(6) Total travel costs, since 2007, for attendance at meetings of IFNEC and its predecessor, the Global Nuclear Energy Partnership, are estimated at $113,600.

Scott Ludlam (WA, Australian Greens) Share this | Link to this | Hansard source

asked the Minister for Innovation, Industry, Science and Research, upon notice, on 5 May 2011:

With reference to the independent review of the current state of health and safety arrangements at ANSTO Health

(1) Who is leading and serving on the independent panel?

(2) With whom has the panel conducted interviews?

(3) At what locations has the panel conducted inspections?

(4) Will the report, due 31 May 2011, be made public?

Kim Carr (Victoria, Australian Labor Party, Minister for Innovation, Industry, Science and Research) Share this | Link to this | Hansard source

The answer to the honourable senator's question is as follows:

(1) On 23 February 2011, I issued a media release announcing the composition of the panel. The panel is chaired by Mr Mark Paterson AO, Secretary of the Department of Innovation, Industry, Science and Research. The members of the panel are Mr Grahame Cook, Dr Jim Peacock and Mr Tim Ayres.

(2) The panel met with representatives from the ANSTO Board, employees from ANSTO and ANSTO Health, and representatives from the Australian Radiation Protection and Nuclear Safety Agency (ARPANSA).

(3) The panel undertook a site visit to ANSTO at Lucas Heights on 11-12 April 2011. As part of this site visit, the panel undertook a tour of Building 23A where the radiopharmaceutical production facility is located.

(4) The Terms of Reference require the panel to provide me with a final report by 31 May 2011. I intend to table the report in Parliament.

Scott Ludlam (WA, Australian Greens) Share this | Link to this | Hansard source

asked the Minister for Tertiary Education, Skills, Jobs and Workplace Relations, upon notice, on 5 May 2011:

With reference to the independent review of the Comcare report regarding the Australian Nuclear Science and Technology Organisation and the alleged breach of section 76 of the Occupational Health and Safety Act 1991 (Investigation Number 4245):

(1) Who is leading and serving on the review panel,

(2) Why was the reporting date extended for the review,

(3) When will the report be finalised and will it be made public.

Chris Evans (WA, Australian Labor Party, Leader of the Government in the Senate) Share this | Link to this | Hansard source

The answer to the honourable senator's question is as follows:

(1) The review panel comprises Mr Jason Epps - Assistant Director Program Coordination – Capability and Professional Standards, Work Health & Safety Group, Comcare (Convenor); Mr Alex Kalaiziovski – Senior Regulatory Officer – Regulatory and Policy Branch – Australian Radiation Protection and Nuclear Safety Agency; and Ms Cherie Holland – Lead Engineer – AMOG Consulting.

(2) The reporting date was extended to accommodate submissions from ANSTO. The provision of the comprehensive written and oral submissions substantially lengthened the review timeline.

(3) On 6 May 2011, the review panel provided the review report to the decision maker, the General Manager of Work Health and Safety Group (WHSG), Comcare. On 11 May 2011, the WHSG General Manager provided a copy of the review to the ANSTO CEO and advised of his current intention to accept the conclusions and recommendations of the review panel. He is allowing ANSTO until 18 May 2011 to comment on the review report and his intentions before making his decision on the review. Comcare is planning to release a statement on the outcome of the review after the decision has been provided to ANSTO.

Eric Abetz (Tasmania, Liberal Party, Shadow Minister for Employment and Workplace Relations) Share this | Link to this | Hansard source

asked the Minister representing the Minister for Infrastructure and Transport, upon notice, on 11 May 2011:

Can a list be provided of all Tasmanian businesses that are receiving Tasmanian Freight Equalisation Scheme assistance for northbound shipments of products classified under commodity code 02950.

Kim Carr (Victoria, Australian Labor Party, Minister for Innovation, Industry, Science and Research) Share this | Link to this | Hansard source

The Minister for Infrastructure and Transport has provided the following answer to the honourable senator’s question:

Centrelink has advised that for 2010-11 the following companies received Tasmanian Freight Equalisation Scheme assistance for northbound shipments of products classified under commodity code 02950:

Greenham Tasmania Pty Ltd

Huon Valley Wool

Lenah Game Meats Pty Ltd

Southern Australian Commodities Pty Ltd

Swift Australia

Tasmanian Quality Meats Pty Ltd

Cuthbertson Bros Pty Ltd

Rachel Siewert (WA, Australian Greens) Share this | Link to this | Hansard source

asked the Minister representing the Minister for Sustainability, Environment, Water, Population and Communities, upon notice, on 11 May 2011:

With reference to the Minister's decision regarding the proposed Browse Liquefied Natural Gas (LNG) facility and industrial port at James Price Point in the Kimberley region of Western Australia:

(1) What reports and advice will be considered in making this decision.

(2) In addition to the reports and advice provided by proponents and agencies, will the Minister commission independent expert advice on the impacts of the LNG facility and industrial port on matters of national environmental significance; if not, why not.

(3) Given the clear failure of the proponent to adequately address the: (a) Strategic Assessment Terms of Reference; (b) requirements set out in the Strategic Assessment Scoping Document; and (c) Minister's Strategic Assessment Endorsement Criteria, how will the Minister gather the necessary information on which to base a responsible decision.

(4) Will the Minister wait until the statutory appeals process allowed for under the Western Australia Environmental Protection Act 1986 is complete before making a decision on the LNG project, given that this process is likely to produce important new and relevant information about the impacts of the project and the failings of the strategic assessment process; if not, why not.

Stephen Conroy (Victoria, Australian Labor Party, Deputy Leader of the Government in the Senate) Share this | Link to this | Hansard source

The Minister for Sustainability, Environment, Water, Population and Communities has provided the following answer to the honourable senator's question:

(1) The Minister's decision on whether or not to endorse the plan for the proposed precinct will only be made following the review of all information required by the terms of reference for the strategic assessment.

(2) At this stage the department has commissioned independent expert advice in relation to potential impacts from dredging.

(3) The Minister will determine whether the proponent has adequately addressed the Strategic Assessment Terms of Reference and Endorsement Criteria after he receives the final assessment report.

(4) Yes.

Scott Ludlam (WA, Australian Greens) Share this | Link to this | Hansard source

asked the Minister representing the Minister for Sustainability, Environment, Water, Population and Communities, upon notice, on 19 May 2011:

With reference to referrals made under the Environment Protection and Biodiversity Conservation Act 1999 regarding a uranium transfer facility at Parkeston, a suburb of Kalgoorlie situated less than 1 kilometre from the Ninga Mia Aboriginal Community:

(1) Have any discussions been held with the Western Australian Department of Mines and Petroleum or the Environmental Protection Agency about the transportation of uranium, proposed routes, ports and transfer stations.

(2) Has there been any referral of the Parkeston facility to the Department of Sustainability, Environment, Water, Population and Communities.

Stephen Conroy (Victoria, Australian Labor Party, Deputy Leader of the Government in the Senate) Share this | Link to this | Hansard source

The Minister for Sustainability, Environment, Water, Population and Communities has provided the following answer to the honourable senator's question:

(1) The Department of Sustainability, Environment, Water, Population and Communities has had some preliminary discussions with the Western Australian Department of Mines and Petroleum about a possible intermodal facility at Parkeston and its potential use for uranium transport. The discussions have not addressed details of proposed routes, ports and transfer stations.

(2) No.

Eric Abetz (Tasmania, Liberal Party, Shadow Minister for Employment and Workplace Relations) Share this | Link to this | Hansard source

asked the Minister representing the Minister for Human Services, upon notice, on 24 May 2011:

Did Centrelink contract for any 'cosmetic services' between June 2010 and June 2011; if so, in each case: (a) what was the service; (b) what was the reason for the purchase; (c) who received the service; (d) what was the cost.

Mark Arbib (NSW, Australian Labor Party, Minister for Social Housing and Homelessness) Share this | Link to this | Hansard source

The Minister for Human Services has provided the following answer to the honourable senator's question:

Centrelink did not contract for any cosmetic surgery between 1 June 2010 and 1 June 2011.