WORKPLACE RELATIONS AWARD
The Workplace Relations Award recognises outstanding workplace practices to promote a harmonious and productive workplace.
|CRITERION||DEFINED AS||SUGGESTED EVIDENCE|
|Strategy||The organisation's approach to workplace relations strategy is articulated in a well-integrated strategy aligned to the improvement of performance and productivity.||Workplace relations strategy, HR strategy incorporating approach to workplace relations and/or organisation strategy incorporating approach to workplace relations.|
|Consultation||The organisation's workplace relations strategy and practices is based on extensive consultation and collaboration with key internal and external stakeholders.||
Written communication to key stakeholders, minutes from stakeholder consultation meetings, communication plan for consultation processes due to key workplace relations activities|
|Communication||The organisation's workplace relations strategy and practices are widely communicated to internal and external stakeholders.||Policy documents and evidence of how/where communicated. Examples of information disseminated to employees and other stakeholders. Links to intranet and other information portals with workplace relations policies, processes etc.|
|Relationships||The organisation forges and maintains strong working relationships with relevant internal and external stakeholders.||Details of involvement with networks, employer groups etc. Supporting statements from key stakeholder groups including unions, legal advisors, employee groups etc.|
|Environment||The organisation's workplace relations strategy and practices are robust and adaptable to the political, legislative and regulatory environment within which the organisation operates.||Evidence of reviews/changes to strategy, procedures and processes following legislative changes. Evidence of steps taken and activities engaged in maintain currency of policies etc. and change management processes used when changes occur.|
|Employee Engagement||The organisation has an engaged workforce who respond well to the workplace relations strategy and practices in place.||Engagement/climate survey results. Metrics relating to key engagement indicators such as turnover, absenteeism etc.|
Line managers are provided with appropriate education and training in line with the workplace relations strategies and practices including performance management, conflict management and communication techniques.
|Evidence of education, training, information sessions and other communication relating to workplace relations strategies, policies and procedures.|
|Conflict||Workplace relations conflict is minimised in the organisation and managed effectively when it does arise.||
Details of conflict situations and processes engaged during these situations i.e. communication, information sessions.|
Outcomes of conflict situations including impacts on turnover, engagement etc.