Legislative Council Fifty-Third Parliament, Second Session (53-2) 53 2 Parliament of South Australia Legislative Council published Answers to Questions Aboriginal Employment Targets Aboriginal Employment Targets The Hon. S.G. WADE Legislative Council Aboriginal Employment Targets In reply to the Hon. S.G. WADE (6 December 2016). The Hon. P. MALINAUSKAS Legislative Council Minister for Police, Minister for Correctional Services, Minister for Emergency Services, Minister for Road Safety Aboriginal Employment Targets The Hon. P. MALINAUSKAS (Minister for Police, Minister for Correctional Services, Minister for Emergency Services, Minister for Road Safety): I am advised: 1.	The Department for Correctional Services (DCS) Annual Report was drafted in accordance with the requirements set out in the Department of the Premier and Cabinet Circular PC013 – Annual Reporting Requirements for 2016/16 Annual Reporting which does not contain a requirement to report on Aboriginal and Torres Strait Islander employees. 2.	As at 30 June 2016, 77 DCS employees identified as Aboriginal or Torres Strait Islander, representing a percentage of 3.8% of DCS staff. This exceeded the South Australian Strategic Plan target of 2% of Aboriginal employees. 8.6% of trainee correctional officers who were recruited identified as Aboriginal or Torres Strait Islanders, representing an increase of 0.4% from the previous financial year. 3.	17 of those 77 employees were in the lowest salary bracket and were classified as follows: Classification Number of Employees TRA100 3 ASO1 1 ASO3 2 CO1 4 CO2 7 4.	In regard to new opportunities for career advancement, I can advise that last year the training program Tomorrow Senior Managers was advertised to all staff, and Aboriginal and/or Torres Strait Islander employees were encouraged to apply. Staff are encouraged to undertake private study, with varying levels of support, for example, study leave and/or part or full fee reimbursement provided by DCS. Trainees (TRA100) appointed in 2015-16 were made ongoing at the ASO1 classification in 2016-17. Training in the Certificate IV in Correctional Practice was offered to all CO2 staff, providing foundation skills for advancement to CO3. 5.	DCS recognises the value in an increased representation of Aboriginal and Torres Strait Islander people in the workforce. This focus is led through DCS' Strategic and Business Plans as well as the Shaping Corrections framework. To achieve this DCS continues to work with government agencies to increase the participation of Aboriginal people in the department. In 2015-16, DCS continued to participate in the South Australian government Jobs4Youth traineeship program, recruiting six Aboriginal trainee correctional officers and four Aboriginal administrative trainees. DCS also participated in the Australian government's Indigenous cadetship initiative through the placement of one employee within the Department's Aboriginal Services Unit. DCS has also advertised numerous positions through the Aboriginal Employment Register. Corrections' Future is a pilot program led by DCS, in partnership with TAFESA in Port Augusta. The program is due to be launched in early 2017. Twenty places will be available, and funding has been secured so it is at no cost to participants. Corrections' Future will deliver a pre-vocational qualification—Certificate II in Justice Services, mentoring, language, literacy and numeracy (if required) and work experience to Aboriginal and Torres Strait Islander community members from the Upper Spencer Gulf area. The program aim is to develop participants to have an increased understanding of the benefits of working within DCS, and to provide them with the knowledge and support to exit the program with an increased focus on achieving a successful outcome in DCS' recruitment processes. Benefits of the program include, engaging with the community and building strong foundations; building skills for the future, a ready workforce, and a steady supply of applicants for DCS (Aboriginal Liaison Officers, Correctional Officers and Community Corrections for example); building knowledge of the roles and changing community perceptions with regard to working in DCS; increasing employability opportunities for the community.'