a safe and healthy working environment
that allows our people to excel.
benefits that it brings. Our workforce,
whether staff, volunteers, contractors
or partners, is made up of many different
individuals with unique skills, experiences
and needs. Recognising and valuing this
diversity helps us to create a flexible,
creative and inclusive work environment,
which in turn helps build collaboration
and commitment.
people with fairness and respect Bush
Heritage is able to attract and retain the
best people. Bush Heritage is an equal
opportunity employer.
trust, respect and collaboration across the
organisation. The greater regional focus
within our structure is designed to further
increase collaboration across teams.
frequent communication from our leaders,
particularly in relation to our strategic
and organisation-wide goals and objectives,
have been implemented. The introduction
of an internal news blog, Chief Executive
bulletins and monthly question and answer
sessions are key elements designed to improve
internal communication.
Senior Management Team with a focus
on engaging staff and providing sufficient
support and direction to team members.
organisational knowledge including
developing succession plans, ensuring clearer
career paths and development opportunities,
and retaining knowledge when staff leave.
Bush Heritage's values. This is to ensure
our stated values continue to reflect what
is most important to us as a team while
we pursue our conversation goals.
201213, with fewer staff leaving to take up
work elsewhere than in the previous year.
period of organisational change over the
previous 18 months.
Survey is externally facilitated and
seeks feedback from all staff about their
employment experience with Bush Heritage.
Staff views are sought on Leadership,
Engagement, Capability, Results Focus
and Values. An additional category relating
to Diversity was added in 2012.
2012, with an 86 per cent response rate.
The survey was conducted following
an 18-month period of considerable
organisational change combined with
greater than usual financial constraints.
However, results in the areas of Engagement,
levels with satisfaction ratings of 75, 76
and 77 per cent respectively. The survey
results indicated that further development
is required in the areas of Leadership,
Capability and Results Focus, with staff
responses being less positive at 58, 60
and 49 per cent respectively.
and Media and Public Relations Team Leader
Annette Ruzicka at Bon Bon Station Reserve, SA.
Photograph by Bush Heritage