Winners and finalists of the 2022 Indigenous Governance Awards talk about the importance of developing the next generation of leaders and how succession planning takes place in their organisation...
- 01 Understanding governance
- 02 Culture and governance
- 03 Getting Started
- 04 Leadership
05 Governing the organisation
- 5.0 Governing the organisation
- 5.1 Roles, responsibilities and rights of a governing body
- 5.2 Accountability: what is it, to whom and how?
- 5.3 Decision making by the governing body
- 5.4 Governing finances and resources
- 5.5 Communicating
- 5.6 Future planning
- 5.7 Building capacity and confidence for governing bodies
- 5.8 Case Studies
- 06 Rules and policies
- 07 Management and staff
08 Disputes and complaints
- 8.0 Disputes and complaints
- 8.1 Aboriginal and Torres Strait Islander and non-Indigenous approaches
- 8.2 Core principles and skills for dispute and complaint resolution
- 8.3 Disputes and complaints about governance
- 8.4 Your members: Dealing with disputes and complaints
- 8.5 Organisations: dealing with internal disputes and complaints
- 8.6 Practical guidelines and approaches
- 8.7 Case Studies
- 09 Governance for nation rebuilding
- Governance Stories
- Useful links
- Preview new Toolkit
Aboriginal and Torres Strait Islander Legal Services Queensland
Staff development and training
Aboriginal and Torres Strait Islander Legal Service (Qld) Ltd (ATSILS) deliver criminal, family and civil law services as well as community legal education, law reform, prisoner care services and a deaths in custody (and police complaints) monitoring role.
Legal staff development and training is integral to the quality of client service delivery. Externally, staff are sent to a wide variety of training programs, conferences and seminars with a particular emphasis on developing their skills further. Staff development is also supported via the Studies and Continuing Professional Development Policy which gives staff time off to attend university lectures or sit exams.
Internally, ATSILS provide a fortnightly Continuing Professional Development Program. These internal presentations also attract external participants, such as solicitors and barristers from the private bar. In addition, ATSILS conducts periodic multi-day workshops for staff, as well as managers, with a central focus on managerial skills. Ongoing development and mentoring is also a facet of the structure of ATSILS with line managers and seasoned professionals providing advice and guidance on an ongoing daily basis.