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Co-design skill pathways


Capability Strategy

Over the past year, significant progress has been made within the area of Learning and Development with the development and release of a new Capability Strategy 2016–2020. The strategy provides a unified approach to capability development across TMR, incorporating key areas such as our learning culture and our approach to learning.

The seven learning options have been further developed since their introduction in 2015–16, with resources now available for individuals, branches and divisions. The availability of these resources further empowers our people to take ownership of their learning and ensures learning tools are accessible to all.

Our seven learning options are:

Online learning

This year, the main focus has been on the implementation of TMR's new Learning Management System (LMS), Accelerate. Replacing LearnZone, Accelerate offers TMR employees improved access to an online learning environment, increased flexibility in available learning types, and improved reporting on training data. The successful transition to this platform resulted in the LMS being offline for only six business days to facilitate the accurate transfer of 309,464 records.

Nine new courses have been released on TMR's LMS. Following an identified need to improve business area access to online learning development, a new product (the eBriefing) has also been deployed. It offers quicker turnarounds than the traditional full-development process.

OneTMR Mentoring Program

The OneTMR Mentoring Program, now in its fourth year, is focused on creating new networks, building collaboration across the department and breaking down workplace barriers, making OneTMR a reality.

The 2017 program included a targeted mentor recruitment process (for both OneTMR and Women in Leadership programs). This was aimed at boosting mentor numbers, allowing all eligible mentees who applied for the program to be successfully matched with a mentor.

This year the OneTMR Mentoring Program had 74 matched pairs which was approximately a 70 per cent increase on the previous year. In addition, this year will see the introduction of mid and end of program reflection events (via Skype) for mentees and mentors on the program.

The Women in Leadership (WiL) Mentoring Program is now in its third year, with 46 matched pairs in 2017. The WiL program aims to help women create broader networks, overcome challenges and breakdown workplace barriers to achieve their goals. The program supports TMR's goal to increase female representation in leadership roles to 38 per cent by 2022.

Table – Women in SES/SO leadership roles
2012-13 2013-14 2014-15 2015-16 2016-17
% 19% 25% 27% 27% 30%

In 2017, the WiL program partnered with the Public Service Commission and other agencies across government, allowing us to offer external mentoring partnerships as part of the program for the first time.

Our mentoring programs continue to gain exposure and popularity throughout the department, with many past mentors volunteering year on year to continue to partner with mentees.

“You feel you can really add value by helping someone on their career journey. Mentors have the opportunity to share purposeful, career changing experiences and provide the guidance, support and fresh perspective a mentee might not have had exposure to.”

Kym Murphy, Regional Director, is part of the program again for 2017 after being a mentor in previous years' programs.

Kym Murphy, Regional Director, is part of the program again for 2017 after being a mentor in previous years' programs
“As a professional working mother of two and aspiring leader, I was absolutely delighted to receive an opportunity to participate as a mentee in TMR's 2017 Women In Leadership Mentoring Program. Through TMR's WIL program I've had the opportunity to reflect on my personal achievements and explore my career aspirations in a safe and supportive environment, with a like-minded 'career coach'. Realising and setting my career goals and vision, I have confirmed my skills and strengths, discovered new ways to overcome challenges and obstacles and re-focussed with a fresh perspective. I have formed an invaluable connection with my mentor and look forward to continuing my career journey, and in due course giving back to the organisation by mentoring others.”

Liz Taylor, Mentee

Liz Taylor, Mentee

OneTMR graduate program

TMR onboarded 24 new graduates in the 2017 cohort, bringing the graduates total to 53, across 12 disciplines. Each cohort undertakes between two and four rotations across the two year program. The graduate program is just one of the entry pathways we offer, and works in harmony with additional pathways including scholarships, apprenticeships and work experience, to ensure talent pipelines for TMR into the future.

Building on the success of our previous intake process and to support TMR's inclusion and diversity objectives, the program utilised a primarily de-identified recruitment process. This helps remove possibility of unconscious gender and cultural bias and provides the department with a high calibre candidate pool.

2017 graduate induction

2017 graduate induction

Graduates try virtual reality goggles at induction

Graduates try virtual reality goggles at induction.

Results were positive with 33 per cent of successful candidates being female, 35 per cent of graduates hailing from non-English speaking backgrounds, and 30 per cent being placed in our regional areas. Currently 17 per cent of the graduates have rotated into regional areas with 20 per cent securing permanent positions once their final rotation concludes in January 2018.

The two year program is a comprehensive development program and provides a support network including access to industry experts, mentors and work rotations to develop skills, knowledge and resilience.

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