The Commission on Human Rights investigates allegations of discrimination under federal, state and local laws. The Director and staff are responsible for meeting performance measures as outlined in the department's business plan. With investigations done by agencies such as the Equal Employment Opportunity Commission In coordinating special recruiting efforts with referring agencies and community organizations OHRFEP is involved with monitoring and reporting in the following areas: Reasonable accommodations are changes or adjustments to a job, a work environment, or an employment screening procedure that permit qualified employees or applicants with a disability to perform essential job functions and participate in the job application process.
Human rights education and promotion: We build awareness of rights and freedoms across the community and encourage a culture of respect and responsibility that values dignity.
Engaging with business on human rights: Freedom from violence, harassment and bullying: Integrating our strategic goalsinto our day to day work The diagram below illustrates how our annual planning processes, as well as our monitoring and evaluation activities, are aligned with this Strategic Plan.
This enables us to review and report each year on our progress in meeting our organisational objectives and over time, to assess what impact we are making through these in achieving our mandate and goals.
Integrating the strategic goals into our activities Each year we develop a Commission-wide work plan to guide our day to day work.
This outlines the projects and activities that we are undertaking to achieve our organisational objectives. This in turn informs how we allocate our limited resources. The PGPA Act requires the Commission to meet a series of new performance requirements for Commonwealth agencies through the preparation of an Annual Performance Statement in our Annual Report and publicly reported monitoring and evaluation initiatives.
These reporting requirements are also reflected in the above diagram. We conduct our activities within a learning and improvement framework, so we can know what we are contributing towards improved protection of human rights in Australia.
We implement a monitoring and evaluation framework that is aligned with and appropriative to our strategic plan.
It helps us to answer the questions: How much did we do? Our evaluation framework not only provides this accountability but it also assists us to: We acknowledge that assessing the impact of our work is a complex task, as our efforts are often linked to longer term goals, multiple activities, collaborative approaches and result in incremental change.
This means it is not always possible to directly attribute outcomes solely or predominately to our efforts. The strategic plan is intended to be a dynamic, living document that changes to reflect what we learn and achieve over time and to adapt to our changing internal and external environment.
Integration matrix The integration matrix below identifies the main systems that we have put in to place to track how we achieve our strategic goals over the next four years. Action Responsibility A Commission-wide work plan is developed annually to guide our work activities.
A work plan for the entire Commission is approved by the Commission Executive at the beginning of each financial year. It identifies key priorities, milestones and peak workload periods across the Commission for the year. All projects and activities are linked to the goals, priorities and objectives in this Strategic Plan.
Team work plans are designed to advance our strategic goals, priorities and objectives.
Team activities are agreed by the Commission on an annual basis following a planning and peer review process that identifies the best projects to advance the key objectives of our Strategic Plan. Each team draws on their evaluation and evidence to identify how the activities for the coming year can deliver the main outcomes identified in the strategic plan.
All staff, led by team managers. Performance management scheme integrates the strategic plan. All staff have a performance agreement that indicates their role in conducting activities and projects. All staff are responsible for meeting performance measures. Monitoring and evaluation framework ensures project evaluations are congruent with the strategic plan and meet our PGPA reporting requirements.
All projects and activities incorporate a monitoring and evaluation component designed to assess impact against our strategic objectives, priorities and goals.
We document our progress towards achieving our strategic objectives and goals. All staff are responsible for conducting relevant monitoring and evaluation activities.
Annual report and web-based tools report on progress in achieving strategic goals and outcomes of evaluations. We publish our annual workplan online, as well as other materials required to meet our performance and reporting obligations the PGPA Act.The Commission on Human Relations (PghCHR) investigates instances of discrimination and seeks resolutions for anyone who has experienced harm because of discrimination.
Human Rights Day of Action. Director Torres Issues Statement Regarding the Planning Commission. Published: 12/14/; Director Torres Issues Statement on the Election. The ASEAN Intergovernmental Commission on Human Rights (AICHR) convened the AICHR Youth Debate on Human Rights on September , in Phnom Penh, Cambodia.
The three-day event fulfilled its objectives in raising awareness of the young people of ASEAN about the AICHR and human rights. STRATEGIC PLAN: After devoting the – Fiscal Year to an in- depth evaluation of how to best answer the community’s needs for support in the area of human rights, the Commission has devoted the past year to the establishment of.
The business and human rights agenda has evolved significantly in recent years, and there is now global recognition that business can be a vehicle for the promotion and realisation of human rights. Human Rights Commission Advise and consult with the city council on all matters involving racial, religious or ethnic discrimination and devise practices to promote equal opportunity.
Advisory body on non-discrimination policies, aid in forming local community groups, investigate complaints of prejudice and discrimination and conduct. Commission Blog Agency Mission The mission of the Connecticut Commission on Human Rights and Opportunities is to eliminate discrimination through civil and human rights law enforcement and to establish equal opportunity and justice for all persons within the state through advocacy and education.