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Department of Premier and Cabinet

Divisions

Contact Details

By phone
Find the number of a specific division or office to contact them directly or call Service Tasmania on 1300 135 513.

Our staff
Use the Tasmanian Government Directory to find staff contact details

DPAC Values

DPAC's values are:

  • Professional
    We aim for excellence and act with integrity and impartiality.
  • Accountable
    We are focussed on achievement, open to questioning and responsible for our actions.
  • Collaborative
    We respect and value the expertise of others and seek to work in partnership.
  • Forward looking
    We plan so we can be responsive to future needs.
  • Connected to the Community
    We seek to understand and engage with the community and communities of interest.
  • Supportive
    We seek to provide a family friendly and flexible workplace that fosters mutual respect and open communication.

Our values and behaviours

Find out more about each value:

professional_s    accountable_s    collaborativbe_s    forward_s    connected_s    supportive_s

 



professional

We aim for excellence and act with integrity and impartiality.

At DPAC we:

At DPAC we don’t:

  • Spend time understanding the issues and preparing for meetings.
  • Deliver quality and well-considered work on time.
  • Do what we say we will do, and are clear about what we can’t do.
  • Produce work of the highest standard and presentation.
  • Are organised and punctual.
  • Care about and take pride in ourselves and our work.
  • Support and use departmental tools and follow departmental processes and policies.
  • Take the initiative to improve our policies, programs and processes.
  • Have a casual and careless approach to what we do.
  • Ignore people and their feelings.
  • Have an overly emotional response.
  • Speak before we think.
  • Make decisions on the fly.
  • Take a cynical or closed stance.
  • Assume someone else will fix it.

accountable

We are focussed on achievement, open to questioning and responsible for our actions.

At DPAC we:

At DPAC we don’t:

  • Communicate, clearly, concisely, and consistently about our expectations/requirements.
  • Establish effective methods and timeframes for evaluation and review.
  • Accept responsibility and admit our mistakes.
  • Respond to all requests and share information.
  • Clearly state who will be responsible for actions and timeframes.
  • Leave it to someone else to do.
  • Allow poor performance to go unaddressed.
  • React over-defensively and blame others.
  • Avoid raising difficult issues and potentially difficult situations.
  • Assume that everyone knows what they have to do.
  • Waste time, money and resources

collaborativbe

We respect and value the expertise of others and seek to work in partnership.

At DPAC we:

At DPAC we don’t:

  • Work together with other divisions of DPAC and state government agencies for the optimum outcome
  • Recognise the capabilities and knowledge of people in other divisions and agencies.
  • Celebrate and share the recognition.
  • Acknowledge and recognise the achievement of others.
  • Share information and knowledge.
  • Invest time in building relationships and mentoring/coaching others.
  • Respect people’s views and diversity.
  • Go into meetings with our own agenda and closed to discussion.
  • Ignore feedback.
  • Have pre-determined outcomes.
  • Single out individuals for differential behaviour

forward

We plan so we can be responsive to future needs.

At DPAC we:

At DPAC we don’t:

  • Plan our work and assign the required resources.
  • Set up teams with diverse skill sets for effective planning.
  • Undertake environmental scans and consider the long-term impacts of our work.
  • Look for opportunities and ways to make a difference.
  • Balance the short-term needs with long term outcomes.
  • Learn from the past and apply what we learn to the planning process.
  • Encourage innovation and decision making within a risk management framework.
  • Take a short-term view.
  • React without considering the long-term implications.
  • Avoid hard decisions and issues.
  • Assume we can’t do something just because there are limited resources available.
  • Resist innovation and change just because of bad past experience.

connected

We seek to understand and engage with the community and communities of interest.

At DPAC we:

At DPAC we don’t:

  • Make sure the community’s needs are at the centres of our work.
  • Consider the impact of our work/decisions on the community (as the group we serve).
  • Provide the opportunity for staff to gain insight into, and experience of, community groups.
  • Keep the community informed about what we are doing.
  • Are clear about each others role and purpose.
  • Recognise and work with the knowledge and capabilities of the community by seeking their input.
  • Make assumptions about what the community wants and needs.
  • Take the bureaucratic or ‘no response’ approach.
  • Subscribe to stereotypes and biases.
  • Take only a silo approach – be inward looking.
  • Avoid interaction.
  • Assume the community is helpless.
  • Expect more from others than we expect from ourselves.

supportive

We provide a workplace that fosters mutual respect and open communication, and we offer flexible conditions as we recognise that we each have personal and family commitments outside of work.

At DPAC we:

At DPAC we don’t:

  • Find solutions that meet individual and organisational needs by being flexible and open to change.
  • Plan, prioritise and allocate resources to ensure effective service delivery.
  • Acknowledge and recognise both individual and team achievement.
  • Provide challenging work and opportunities for continual learning.
  • Foster trusting relationships by being open, fair and equitable.
  • Allow time to develop relationships with our colleagues and stakeholders.
  • Allow staff the freedom to do their work while recognising they may make mistakes but will learn from them.
  • Consider our individual needs and not those of the organisation and other staff.
  • Judge people or provide unconstructive criticism.
  • Overly criticise people.
  • Place unrealistic demands on individuals or teams to deliver work.
  • Discuss issues raised in confidence with others.
  • Disempower our colleagues.