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In October 2017, we advertised the second Whole-of-Service Graduate Development Program. A total of 24 graduate vacancies across six agencies were filled under the Program, with a mix of fixed-term and permanent opportunities available.
The Program, coordinated by SSMO, focusses on providing graduates with the skills needed for a successful career in the TSS including:
An additional seven graduates already employed in the TSS were supported by their agencies to participate in the Program’s formal training component, bringing participation in the 2018 Program to 31 graduates across 10 agencies. Including participants who joined the initial program in 2017, this brings the total number of graduates inducted into the Program since it began to 58.
The Program was awarded the Best Practice in the Public Sector Award at the 2017 Institute of Public Administration Australia (IPAA) Public Sector Excellence Awards.
Performance management systems provide a framework for regular, constructive discussions that create a link between the performance and development of employees and officers, and the agency’s business requirements. In 2017-18, agencies reported 12,589 employees participating in a performance management process (a reduction from 13,025 in 2016-17).
Performance Improvement Plans (PIP) provide additional support to employees in meeting performance measures. A PIP helps an employee by providing a structured plan that can include:
This year there was an increase in the number of PIPs in place across the TSS with 18 PIPs in place during the 2017-18 period (up from 12 in 2016-17).
Talent management and development activities continued across the TSS in 2017-18, with agencies undertaking strategies targeted at every level from graduates to SES. Agencies also focussed on the development of high-performing employees, and the use of strategies to multi-skill across teams.
Fourteen agencies reported the use of activities aimed at developing talent within their agency, which included participation in whole-of-service development programs coordinated through SSMO as well as internal agency-delivered development activities. In 2017-18, seven agencies reported having a formal talent management plan or strategy in place, this is an increase from two agencies in 2016-17.
Development opportunities continued in 2017-18, with 23 secondment arrangements being supported. This resulted in TSS employees working with UTAS, unions, not-for-profit organisations, the Victorian and Australian Governments, and Tasmania Police.
Six secondment arrangements were supported that brought skilled people into the TSS from educational organisations, the energy industry, other state governments and Tasmania Police.
To create further interaction between the public and private sectors and to develop HR capabilities, SSMO continued to collaborate with the Employer of Choice organisation and offered a TSS HR practitioner the opportunity to be part of the judging panel for this year’s Employer of Choice Awards.
The total number of employees who accessed formal study assistance in 2017-18 increased to 425 employees (in 14 agencies) from 419 in 2016-17 (in 16 agencies). The number of males accessing study assistance decreased to 87 while the number of female employees increased to 338. The support accessed included altered work patterns, financial assistance and study leave.
There was a variety of course discipline areas studied in 2017-18, including:
The TTC facilitates and promotes cost-effective, quality learning opportunities for its member organisations 2 and the broader public.
As a result of a review in 2016-17, the TTC commenced a process of renewal and change to ensure it remains relevant and viable into the future.
2017-18 has been a particularly successful year, with over 128 courses delivered attracting a total of 2,457 participants, an increase of 30 per cent from 2016-17.
The cancellation rate also dropped by five per cent. Key new offerings and initiatives included:
In addition, on behalf of SSMO, the TTC delivered the 2017 and 2018 Whole-of-Service Graduate Development Program to 58 participants, as well as sixManager Essentials Programs (four in Hobart, one inLaunceston and one in Devonport) to 122 participants. The TTC also delivered an SSMO women in leadership initiative ‘Confidence to Lead’ with the NIDA as well as coordinating the delivery of PageUp training across agencies.
In total 66 in-house programs and courses were delivered to TTC member organisations through 2017-18. The TTC continued to work with a number of public sector organisations to deliver whole-of-government training and highly successful initiatives including:
This year IPAA Tasmania continued to engage the TTC to provide secretariat and event management services to support the development of TSS employees. 2017-18 has been another successful year for IPAA Tasmania, with events across a diverse range of issues, including:
The 2017 Public Sector Excellence Awards were announced at the annual State of the Service address on 13 December 2017. We acknowledge the great work of all those nominated and congratulate the TSS winners.
2. TTC members include TSS agencies, other public sector bodies and private sector bodies