Legislative Council Fifty-First Parliament, Third Session (51-3) 51 3 Parliament of South Australia Legislative Council published Answers to Questions Police, APY Lands POLICE, APY LANDS The Hon. T.J. STEPHENS Legislative Council POLICE, APY LANDS In reply to the Hon. T.J. STEPHENS (11 September 2008). The Hon. P. HOLLOWAY Legislative Council Minister for Mineral Resources Development Minister for Urban Development and Planning Minister for Small Business POLICE, APY LANDS The Hon. P. HOLLOWAY (Minister for Mineral Resources Development, Minister for Urban Development and Planning, Minister for Small Business): The Minister for Police has provided the following information: The Commissioner of Police advises that South Australia Police (SAPOL) is committed to securing a valued and engaged indigenous workforce, which meets or exceeds the strategic benchmark referred to. To that end, SAPOL's activity in this area includes: In relation to non-sworn positions: SAPOL has recognised a difficulty in reliably securing Community Constables in some remote communities. In order to address that shortfall, SAPOL is trialling a new role of Police Aboriginal Liaison Officer. These new positions are non sworn (PSM Act) appointments of suitable local indigenous persons. Four such employees are currently deployed in the APY Lands, and upon review of the trial consideration will be given to expanding this segment of the workforce. SAPOL actively recruits Aboriginal trainees annually to fill Government Traineeship Scheme positions. To date, six Aboriginal trainees have been recruited during 2008. Using the Graduate Program, SAPOL has actively sought to identify suitable aboriginal Graduates for employment under the Graduate Program. Although not successful to date, this initiative will continue. In relation to sworn (Police Act) positions: SAPOL has completed the analysis and draft policy for the introduction of a bridging course to enable suitable aboriginal Community Constables an easier transition into (mainstream) sworn appointments as police officers. This policy is now subject to consultation and approval, but it is expected to provide improved career attraction and options for indigenous people with an interest in policing. SAPOL's current recruit marketing campaign is based on extensive professional marketing research, which was required to address attraction and retention of a number of key employment groups including indigenous employees. The existing campaign subsequently incorporates elements specific to the attraction and retention of indigenous employees. SAPOL conducts a formal review of the recruiting process and its performance on a regular basis. This review incorporates a specific focus on the recruitment of indigenous employees, as well as those from a CALD (culturally and linguistically diverse) background. The last such review was completed in 2007, and it is intended to commence the next review in 2008. SAPOL has recently completed a collaborative initiative with the Adelaide TAFE College to implement a new Certificate 3 in Police Studies. This course is specifically designed to provide participants with knowledge, skills and aptitudes relevant to police pre-entry requirements, and it is due for a formal launch and commencement in the next few weeks. SAPOL is now working with TAFE to develop a unique program (based around the new Certificate 3 course) for prospective indigenous recruits. Additional supporting strategies: In order to ensure that SAPOL's work environment is accepting and supportive of indigenous employees, SAPOL has (for some years now) maintained a regular and consistent program of Cultural Awareness Training for all employees. As an agency within the Justice Portfolio, SAPOL is committed to a range of underpinning strategies and targets contained within the Justice Portfolio's Indigenous Retention and Employment Strategy. SAPOL participates in ongoing meetings with Aboriginal Affairs and Reconciliation Division (AARD) within Department of Premier and Cabinet. This has included the development of strategies and performance indicators underpinning the Cultural Inclusion Framework. Through its established relationship with AARD, SAPOL is familiar with the broader range of government indigenous employment initiatives and accesses and supports those where it can: Aboriginal Employment Register 1800 Employment/Training Information Line Skills Development Program Aboriginal Recruitment Program Career Enhancement Program Aboriginal Apprenticeship Program Industry Initiatives