1. Establish and maintain an effective RAPWG to drive Governance of the RAP.
| Deliverable | Timeline | Responsibility |
|---|---|---|
| Apply a Terms of Reference for the RAPWG. | March, 2022 | RAPWG Co-Chairs |
| Maintain a balance of Aboriginal and Torres Strait Islander and non-Indigenous representation on the RAPWG to promote reconciliation. | Ongoing – reported February, 2023, 2024 | RAPWG Co-Chairs |
| The RAPWG comprises members from all Groups. | Ongoing – reported February, 2022, 2023, 2024 | RAPWG Co-Chairs |
| The RAPWG oversees the development, endorsement and launch of the RAP, and supports its implementation across the NIAA. | Ongoing – reported April 2022, 2023, 2024 | RAPWG Co-Chairs |
| The RAPWG meets a minimum of 4 times per year to monitor and report on RAP implementation. | Ongoing – reported February, 2023, 2024 | RAPWG Co-Chairs |
2. Continue our reconciliation journey by developing our next RAP.
| Deliverable | Timeline | Responsibility |
|---|---|---|
| Register via Reconciliation Australia’s website to begin developing our next RAP. | June 2024 | RAPWG Co-Chairs |
| Commission a new artwork from an Indigenous Australian artist for the NIAA’s next Reconciliation Action Plan. | June 2024 | RAPWG Co-Chairs |
3. Provide appropriate support for effective implementation of RAP commitments.
| Deliverable | Timeline | Responsibility |
|---|---|---|
| All staff are required to demonstrate their own actions against the RAP and reconciliation as part of the Values and Behaviours, through the NIAA’s performance management framework (Engage on a Page). | Ongoing – reported July, annually | Chief Operating Officer |
| Embed resource needs for RAP implementation. | Ongoing – reported February, August, annually | Chief Operating Officer |
| Embed key RAP actions in performance expectations of senior management and all staff through the Engage on a Page framework. | Ongoing, reported August, annually | Chief People Officer |
| Embed appropriate systems and capability to track, measure and report on RAP commitments. | Ongoing – reported February, May, August, November, annually | RAPWG Co-Chairs Chief Operating Officer |
| Establish and maintain a NIAA RAP Champion from senior management to drive reconciliation internally and externally. For example, through the promotion of reconciliation events, through celebrating key achievements of the Agency that contribute to reconciliation, and through promoting reconciliation across the APS. | Ongoing – reported October, annually | CEO |
4. Build accountability and transparency through reporting RAP achievements, challenges and learnings.
| Deliverable | Timeline | Responsibility |
|---|---|---|
| Complete and submit the annual RAP Impact Measurement Questionnaire to Reconciliation Australia. | September, annually | RAPWG Co-Chairs |
| Publicly report against our RAP commitments annually, outlining achievements, challenges and learnings via our website and Annual Report. | November, annually | Executive Board, RAPWG Co-Chairs |
| Report RAP progress to all staff and senior leaders quarterly. | October, annually | Executive Board, RAPWG Co-Chairs |
| Investigate participating in Reconciliation Australia’s biennial Workplace RAP Barometer. | May 2022, 2024 | RAPWG Co-Chairs |
| Ensure progress of the NIAA RAP is reported to the People and Culture Committee (PCC) within the NIAA’s Governance framework. | Ongoing – reported February, May, August, November, annually | RAPWG Co-Chairs, Chief Operating Officer |
| Report the implementation and progress of the RAP deliverables to the People and Culture Committee (PCC) quarterly with oversight by the Executive Board. | Ongoing – reported February, May, August, November, annually | Chief Operating Officer |
