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Attracting talented people

Drive the Journey

Our employer brand communicates what it’s like to work in TMR—this helps us to attract and retain great people who are a strong cultural fit. We asked our people why they chose to work with us and found out that the main reason is to make a difference to the Queensland community. Great teammates, work-life balance, flexibility and interesting work were other reasons they stayed with us.

We used this information to develop employer branding, which includes the Drive the Journey video included in all TMR job advertisements.

 

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We also have an active LinkedIn page followed by over 15,000 people that we use to promote the benefits and positive work culture at TMR, projects and vacancies.

Working flexibly

In 2017–18 we continued widespread adoption of flexible work practices. Some examples of this include:

  • flexible start and finish times
  • part time arrangements and job-sharing
  • compressed hours
  • leave at half pay
  • purchased leave
  • telecommuting
  • distributed work centres.

Our 2017 Employee Opinion Survey showed that 55% of employees are happy with their access to flexible work arrangements and 64% are happy with their work-life balance.

People Plan

We approved the People Plan in August 2017. The plan supports our journey to building a contemporary, high-performing and customer-centric workforce. The program of works covers several areas:

  • strategic and operational workforce planning
  • succession planning
  • performance and recognition
  • manager capability
  • inclusion and diversity
  • safety and well-being.

Capability Strategy 2016–2020

Over the past year we’ve made progress in the learning and development area outlined in the Capability Strategy 2016–2020. The One TMR Coaching Network supports the development of a coaching culture within TMR and an online coaching toolkit was introduced this year to empower and develop coaches.

One TMR Mentoring Program

Our mentoring program is now in its fifth year. The program focuses on giving participants the chance to build relationships and collaborate across TMR, creating new networks and breaking down workplace barriers. This year we had 38 matched pairs in the program.

Entry pathways

We have several entry pathways into TMR, such as apprenticeships, work experience and our graduate program. This helps to ensure that we have talented people with the right skills working in TMR in the future.

Over 3,000 people applied to take part in the latest instance of our graduate program. We accepted 20 new graduates, bringing our total to 44 across 15 disciplines. Graduates participate in several rotations across TMR over a 2-year period to give them exposure to different parts of the business.

Our first graduate program rotation finished in February 2018. There were 30 graduates in this group—of these, 20% now have permanent roles with TMR, 57% are working with us in temporary roles, and 13% have permanent roles outside of TMR.

TMR's 2018 graduates
Our 2018 graduates

SEQ Indigenous Trainee Program

We launched our SEQ Indigenous Trainee Program in April 2018, with 9 Indigenous trainees in RoadTek. The trainees will be working towards completing a Certificate II in Construction.

Trainees began their experience with an induction workshop that covered topics including:

  • an introduction to the department and the work it performs
  • life skills such as financial literacy, workplace fitness, nutrition, communication support and the role of support provider Mates in Construction
  • certificate in first aid
  • traffic control training.

The program will run for 12 months.

Indigenous construction trainees getting exposure to depot life at the Dale Clearly Centre, Nathan operations
Indigenous construction trainees getting exposure to depot life at the Dale Clearly Centre, Nathan operations

Leadership and management development

We offered a range of leadership programs over the past year to develop our current and future leaders. Key programs included:

  • Emerging Leaders Program
  • Public Sector Management Program
  • Manager as Coach
  • Passport 2 Leadership Program.

The Passport 2 Leadership Program is a blended learning program for middle management. The program was developed to focus on areas highlighted by the Employee Opinion Survey and consultation across the department. Over 100 middle managers have participated in the program since the pilot in 2017.

In addition to formal training, we also support leadership development through coaching, mentoring and on-the-job learning opportunities such as special projects and relieving in more senior roles.

Read more in our annual report