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...
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Home
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01 Understanding governance
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02 Culture and governance
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03 Getting Started
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04 Leadership
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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
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06 Rules and policies
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07 Management and staff
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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
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09 Governance for nation rebuilding
- Governance Stories
- Glossary
- Useful links
- Acknowledgements
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07 Management and staff
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Enabling staff to fulfil their roles means ensuring they are effectively managed and supported, have a framework of policies and values to work within, and have the skills and knowledge to do their jobs.
This means:
- having written HR policies, systems and rules in place and easily available to staff members so there is clarity around what everyone’s job is and what’s expected of them. See Topic 6 for more information
- having clear position descriptions for all your staff members. Make sure to include information about the term of their employment, specific responsibilities, relevant codes of conduct and cultural policies
- carrying out annual performance reviews with all staff members (individually and collectively) and reporting on this to the governing body. You should have a performance review policy, and ensure it is understood by staff and applied consistently
- developing a staff code of conduct that clearly outlines expected standards of behaviour and shared values. It creates a clear set of unambiguous expectations for actions in the workplace. Staff members should be able to contribute to and provide feedback on a staff code of conduct
- inspiring by doing. If the governing body and managers live by the policies and rules, then so will their staff members.