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Strengthen performance and connection

Strengthening performance and connection is about ensuring everyone shares a passion and knows what actions will help achieve our goals.

Working for Queensland results

Each year, the department participates in the sector-wide Working for Queensland employee opinion survey to measure people’s perceptions of their work, manager, team and organisation. The 2016 survey ran in April 2016, with results available in August 2016. Seventy-eight per cent of our people—2191 in total—shared their thoughts and opinions on their employee experience within the department.

Top 2016 results compared to 2015

+5% agency engagement reflects the positive regard that people hold for the agency
+2% innovation measures the extent to which people feel that the organisation is willing to continuously improve
+4% organisational leadership measures people engagement with the leaders of the organisation and the work they do

In addition to these core measures, there was strong awareness of our domestic and family violence policies and support approaches (91 per cent). Other areas of strength include our supportive and inclusive workplace culture, with 77 per cent of people believing we have an inclusive culture where diversity is valued and respected. Generally, job satisfaction is trending upwards with an increase of four per cent on the 2015 scores.

While we improved in the areas of career development and performance assessment, we will continue to implement initiatives to focus efforts on building a culture of performance and development conversations.

Performance management

Performance underpins our services to government and to Queenslanders. It is central to all we do.

To support our people in 2016–17, we re-energised our focus on performance by developing a simplified approach to managing workplace performance and development conversations. In DSITI, we want to create a workplace environment where our people regularly receive and give performance feedback to enable a culture of continuous improvement and innovation.

We have developed new tools and support mechanisms—including an easy-to-use conversation guide, helping employees and managers to have productive, regular performance conversations as part of their day-to-day work.

Looking ahead, we are developing a highly engaging approach to workplace conversations by using gamification, taking our focus on performance and innovation to the next level.

Industrial and employee relations framework

We have a robust industrial and employee relations framework underpinned by the Industrial Relations Act 2016 and associated instruments:

  • Queensland Public Service Employees and Other Employees Award—State 2015
  • Civil Construction, Operations and Maintenance General Award—State 2016
  • State Government Entities Certified Agreement 2015
  • CITEC Certified Agreement 2016.

We have a joint departmental–union consultative committee for the department, as well as divisional committees in QSS, SSQ and CITEC. These committees are the primary ways to engage with unions on industrial relations matters, including workplace change.

Creative Commons Attribution 4.0 International (CC BY 4.0)
Last updated
9 October 2017
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