Showing posts with label targets. Show all posts
Showing posts with label targets. Show all posts

Wednesday, 13 September 2023

Reconsidering the architecture for closing the gap

 

                                                 Go, tread the path that thou shalt ne’er return.

                                                 Richard III, Act One, scene one.

 

Following the publication of the Productivity Commission’s draft report for its Closing the Gap review (link here), I published a critique arguing for a more wholistic approach to the review. Having already made a submission, I was initially reluctant to make a further submission, but eventually decided I should make the effort to put my views formally to the review.

 

Last week, I submitted a second submission (link here) focussing primarily on the high level problems with the architecture for Closing the Gap, and argued that the Commission should take the opportunity to look beyond the Priority Reforms to the policy architecture generally and the targets in particular. I also attached an appendix outlining one alternative approach to designing the policy architecture for Closing the Gap. My purpose was not to advocate for that specific design, but merely to demonstrate that alternative design approaches are feasible which would address the flaws and gaps in the current policy architecture (which I pointed to in the body of my submission).

 

As it is reasonably short, I include the appendix below, and encourage readers to read the full submission.

 

Appendix A: Outline of one possible alternative framework for closing the gap

 

[This potential framework is included merely to demonstrate that alternative approaches to devising a framework for Closing the Gap are possible.]

 

The first step would be for the Productivity Commission to be requested to make an independently refereed estimate of the potential cost of closing the gap over (say) a fifty year period. This estimate should be indicative, revised every five or ten years, and designed to inform the Australian community of the scale of the challenge involved. Such an estimate should be contextualised with an analysis of the broad causes of existing disadvantage to undercut any suggestion that these are self-inflicted costs or that First Nations citizens are somehow responsible for their disadvantaged status. Such an estimate might be complemented by a revival of the Productivity Commission’s previous Indigenous expenditure reports, albeit better framed to take into account positive and negative expenditures, to differentiate between citizenship entitlements and discretionary investments, and perhaps even broadened to include tax expenditures as well as appropriated expenditures.

 

Core principles of the framework would be that the targets should be high level and address systemic issues, and implicitly acknowledge that deep disadvantage has multiple causes and symptoms.

 

The primary purpose of the targets would be to provide a generalised indication to governments whether or not disadvantage exists and continues. To this end, a limited number of targets would be set based on the availability of reliable data, and their power to communicate a readily understood narrative to the Australian population. To this end, they would generally involve comparisons between Indigenous and non-Indigenous citizens, and may benefit from being aggregated to amalgamate differing data points within each cohort into a single index (e.g. to amalgamate outcomes for education outcomes at different schooling years into a single index). There should be no expectation that Governments should allocate funding to these particular targets.

 

Examples of potential targets include:

          Comparative lifespans.

          Comparative educational outcomes.

          An indicator of comparative geographic disadvantage across urban, regional and remote regions (incorporating physical infrastructure elements such as housing and essential services; and perhaps other core services such as health and education).

          An indicator of comparative health disadvantage.

          An indicator of comparative justice system disadvantage.

 

Beneath the high level targets there would be a limited series of high level ten year sectoral priorities linked to the allocation of additional funding locked in to legislated appropriations.  These core priorities would be supplemented by additional priorities locked in to the forward estimates. The priorities and their associated funding would be underpinned by a published policy or program rationale that includes indicators of current comparative socioeconomic status, a program logic and rationale, and links back to the overarching aim of the Closing the Gap agenda, namely, removing comparative disadvantage and inequity. However, there would also be scope for these priorities to encompass initiatives directed to strengthening culture, including for example language programs, support for the various forms of artistic expression, and support for maintaining links to land and country. Stronger cultures strengthen the capabilities that are a core part of citizenship and contribute indirectly (but importantly) to addressing disadvantage. In other words, such a model builds in a tangible mechanism for governments to acknowledge and fund alternative life choices by First Nations citizens.

 

In relation to the ten year sectoral priorities, there would be benefit in requiring these to be agreed Commonwealth /state funding programs which are designed to be additional to current funding initiatives and programs and can be monitored and assessed as a unified strategy.

 

There should be regular independent evaluations of each the sectoral and additional priority programs, with the evaluation reports tabled publicly in Parliament.

 

Additionally, there should be a series of Priority Reforms (such as currently in place) focussed on driving institutional and systemic reforms designed to support and underpin the Closing the Gap policy architecture. These should be framed in qualitative and not quantitative terms, and should be assessed by regular reviews (such as the current review process).

 

Finally, the Commonwealth should take the lead in this national project as the ‘first among equals’, rather than the current model where is sees itself merely as one of nine jurisdictions with responsibility for closing the gap. This would mean that it should take a direct leadership role in ensuring high level consistency in the closing the gap activities of states and territories, and in engaging with the Coalition of Peaks. The Commonwealth should take responsibility for amalgamating performance monitoring and reporting related to the closing the gap architecture across all jurisdictions. It should also provide robust feedback (perhaps through establishing a statutory office) to the states and territories on the quality of their program reports and implementation plans. This would be consistent with the implicit purpose of the 1967 referendum which gave the Commonwealth powers to legislate in relation to Indigenous citizens.

Monday, 6 July 2020

Indigenous representation in the APS: more talk



I praise God for you sir: your reasons …have been sharp and sententious, pleasant without scurrility, witty without affection, audacious without impudency, learned without opinion, and strange without heresy.
                     Love’s Labour Lost, Act 5, Scene 1.

The Australian Public Service Commission last week released the Commonwealth Aboriginal and Torres Strait Islander Workforce Strategy 2020-2024 (link here). The core objectives of the Strategy are laid out in the text below (graphics removed):

Overall Commonwealth workforce representation targets
The Commonwealth aspires to achieve a stretch target of 3 per cent Aboriginal and Torres Strait Islander employee representation for the Senior Executive Service by 2024, the final year of the Strategy.
To achieve the desired outcome, the Commonwealth should aim to invest in Aboriginal and Torres Strait Islander representation at the APS 4 to APS 6 levels (or equivalent) to 5 per cent by the end of 2022, this will help build the pipeline; and representation of 5 per cent at the Executive Levels 1 and 2 by the end of 2024.
Initially this will be achieved through targeted recruitment with a longer term focus on developing employees within the public sector to enable promotion into the more senior roles.
Commonwealth stretch targets
Portfolio workforce representation targets
To support the Commonwealth in building the talent pipeline, each portfolio should aim to achieve a stretch target of 3 per cent Aboriginal and Torres Strait Islander representation  at each classification level in their workforce by 2024, the final year of the Strategy.

The Mandarin reported on the release of the Strategy (link here) and quoted the Public Service Commissioner, Peter Woolcott as saying the plan would set the direction for all employers across the Commonwealth, and would ‘accelerate improvements in closing the gap in social and economic outcomes between Indigenous Australians and non-Indigenous Australians’ by building on the achievements of the previous Aboriginal and Torres Strait Islander employment strategy. Unfortunately, the new strategy provides no contextual data to assist in identifying and fleshing out the ‘achievements’ of the previous strategy.

About 15 months ago, I commented on the desultory progress in reflecting the demographic composition of First Nations within the APS, particularly at SES levels. My post, titled Indigenous Employment in the APS: a policy recommendation can be found here. I argued there that what was required was a Prime Ministerial commitment to doubling the Indigenous representation in the SES within four years. Such a commitment would send the required message to Departmental Secretaries who are the key decisionmakers on SES appointments.

The present strategy adopts a rather different approach, although it appears similar to the untrained eye. It has the backing of the Public Service Commissioner and the Minister for Indigenous Australians, but relies on something termed ‘stretch targets’. A target is not a commitment, and a stretch target is a target that we acknowledge up front will be extremely difficult to attain.

Of course, targets without resources and /or incentives are unlikely to be met. I see little in the way of extra resources for the APS to prioritise these targets over the multiple other challenges they face, nor do I see persuasive incentives in place pushing agencies to take the decisive action that will be required to meet these targets. Further, while the notion of a pipeline from EL1 and EL2 levels into the SES makes intuitive sense, the reality is that there is not enough time in a four year strategy for this to have anything more than a marginal impact on SES levels of representation.

My conclusion is that this new strategy is more about rhetoric more than reality. For comparison, look to New Zealand where agency heads have been given legislative requirements to support Maori leadership within the public service (see my earlier post on New Zealand public sector reform here).

It is also worth reminding ourselves that less than a year ago, the Government published the Thodey Review and its response. It landed with a resounding silence. My assessment of the implications of the Thodey Review for Indigenous Australians can be found here…it is salient that Thodey said very little specific regarding Indigenous representation within the SES, and the Government walked away from anything which appeared to challenge the status quo. As a result there is no cross reference in the recently released workforce strategy. More significantly, the underlying message to agencies and their leadership was that Indigenous issues are not the priority. In that sense, the current Aboriginal and Torres Strait Islander Workforce Strategy can be seen as entirely aligned with the status quo: all talk but little action.