This report has been prepared to align with the reporting guidelines prescribed in the Commonwealth Disability Strategy. It addresses performance against the indicators for the five key roles performed by Commonwealth organisations, i.e. policy advisor, regulator, purchaser, provider and employer.

In this context, the Bureau fulfils four of the five core roles performed by Australian Government organisations policy advisor, purchaser, provider and employer.

THE ROLE: POLICY ADVISOR

In the policy advisor role, the Bureau advises the Australian Government on policies and programs on matters involving meteorology.

The Bureau makes public announcements through media statements for broadcast via radio and television and items in newspapers, magazines and journals. All media statements are archived on the Bureau's external website, being easily accessed from the homepage under the heading of News by date posted and subject matter. The web address is: http://www.bom.gov.au/announcements/#Media. All media statements include a contact for further information, and information can also be obtained through the Public Affairs Unit.

1. New or revised policy/program proposals assess the impact on the lives of people with disabilities prior to decision.

In August, the Bureau's Head Office and Victorian Regional Office relocated to a new building. The project team overseeing the move took into account the needs of people with disabilities, both employees and clients, in terms of access, signage, parking, toilets, etc. During the reporting period, a new building to replace an existing Bureau office in Cobar was officially opened. The building was designed to meet the needs of people with disabilities, and incorporates features such as external ramps to the upper level of the building for ease of access.

2. People with disabilities are included in consultation about new or revised policy/program proposals.

Where new or revised policy/programs affected people with disabilities, they were consulted about the proposals prior to implementation. For example, the Bureau took the lead in developing guidelines on a Standard Emergency Warning Signal (SEWS) and involved peak bodies for people with disabilities in the process. The next step, to be advanced in 2005-06, will be the development of SEWS symbols for people who need warnings in pictorial format.

Research commenced into weather information dissemination, and in particular warnings, to people with hearing and vision impairments to determine if the information gets to and through the communities. When completed, the research will show whether these communities are accessing the information, and if so, what they do with it and, importantly, whether they are prepared for extreme weather events.

3. Public announcements of new, revised or proposed policy/program initiatives are available in accessible formats for people with disabilities.

Public announcements were advised through media statements for broadcast via radio and television and insertion in newspapers, magazines and journals. All media statements were archived on the Bureau's external website, being easily accessed from the homepage under the heading of News by date posted and subject matter. The web address is http://www.bom.gov.au/announcements/#Media.

All media statements issued by the Bureau include the name, telephone number and email address of a Bureau person to contact for further information. Media statements can be easily made available to people in different formats such as facsimile message.

THE ROLE: REGULATOR

The Bureau administers the Meteorology Act. It is responsible for Australias participation in a number of international conventions, treaties and agreements, but has no formal regulatory responsibilities in respect of disability matters.

THE ROLE: PURCHASER

The Bureau met the purchaser role through the purchasing of its equipment and services to meet its corporate objectives.

1. Publicly available information on agreed purchasing specifications are available in accessible formats for people with disabilities

Bureau public tender notifications were publicly advised through the APS Gazette on-line service. These notices included a contact name, phone number and email address to obtain further information. These notices were available in different formats such as electronic or hard copy, with most requests being responded to on the day of receipt.

2. Processes for purchasing goods or services with a direct impact on the lives of people with disabilities are developed in consultation with people with disabilities

People with disabilities were consulted, as appropriate, in the development of specifications and evaluation of tenders.

3. Purchasing specifications and contract requirements for the purchase of goods and services are consistent with the requirements of the Disability Discrimination Act 1992

Specifications made particular reference where required. The Bureau's standard contract conditions for goods and services included the provision that tenderers must comply with the Disability Discrimination Act 1992 being one of several pieces of legislation with which contractors must comply.

4. Publicly available performance reporting against the purchase contract specifications requested in accessible formats for people with disabilities is provided

Any such requests were addressed. Reporting formats accommodated any special needs.

5. Complaints/grievance mechanisms, including access to external mechanisms, in place to address concerns raised about the providers performance

All major Bureau contracts included dispute resolution clauses and also arbitration and termination provisions. If a contractor were to breach the Disability Discrimination Act, this would be seen as a breach of the contract and subject to remedial action.

THE ROLE: PROVIDER

In the provider role, the Bureau made available to the Australian public, forecasts, information, advice, publications and other material related to weather and climate. Information regarding Bureau services was available in accessible formats on the Bureau's website (http://www.bom.gov.au), via the media and in hard copy from Bureau offices. The Bureau's Service Charter for the Community provided contact information.

1. Providers have established mechanisms for quality improvement and assurance

The Bureau's Service Charter for the Community specified the quality and service improvements that clients may expect. Performance was monitored against the standards set out in the Charter, with results published in the Bureau's Annual Report and included on the Bureau's website. Refer to the following address for an example of performance information: http://www.bom.gov.au/inside/eiab/reports/ar03-04/PDF/Appendix.pdf.

The Bureau has actively supported private meteorological service providers in enabling them to distribute to the public a range of enhanced products and specialised services. It also collaborated with emergency services organisations in improving the penetration of forecasts and warnings amongst remote communities.

2. Providers have an established service charter that specifies the roles of the provider and consumer and service standards which address accessibility for people with disabilities

This information was included in the Bureau's Service Charter for the Community. The Charter was made available in printed form, or electronically at the following address: http://www.bom.gov.au/inside/services_policy/serchart.shtml.

3. Complaints/grievance mechanism, including access to external mechanisms, in place to address issues and concerns raised about performance

The Charter clearly identified telephone numbers, facsimile numbers and email addresses to use in relation to complaints, technical problems or to provide feedback on services. Clients also had the option of contacting the Parliamentarian responsible for the Bureau, the APS Commission, the Australian Industrial Relations Commission, the Commonwealth Ombudsman, the Administrative Appeals Tribunal or the Human Rights and Equal Opportunity Commission to raise issues and/or concerns about the Bureau's performance.

Following severe weather events, public meetings were convened in affected areas to enable members of the public to voice their concerns or make suggestions about improving the dissemination prior to, and during, a severe weather event such as a cyclone, flood or hailstorm. Venues chosen for the meetings were readily accessible in terms of location and physical access.

THE ROLE: EMPLOYER

In the employer role, the Bureau's employment policies, procedures and practices complied with the requirements of the Disability Discrimination Act 1992.

Recruitment information was available in electronic formats and contact details were provided should special assistance be required (http://www.bom.gov.au/careers). The principle of reasonable adjustment was applied within the Bureau. Training and development opportunities were accessible to employees with disabilities and, where appropriate, included information on disability issues. Complaints and grievance mechanisms were in place and available to all employees.

1. Employment policies, procedures and practices comply with the requirements of the Disability Discrimination Act 1992

The Bureau's employment-related documents such as the Certified Agreement, Workplace Diversity Program, Disability Action Plan and its recruitment policies and procedures, occupational health and safety policies and procedures and staff rehabilitation and redeployment policies and procedures have all been developed in accordance with the requirements of the Disability Discrimination Act.

2. Recruitment information for potential job applicants is available in accessible formats on request

Job applicants were routinely able to access recruitment information via the internet, in hard copy or email format. Other formats were made available on request.

3. Agency recruiters and managers apply the principle of reasonable adjustment

Applicants for positions were requested to identify any particular needs that they may have in relation to being interviewed to ensure that their reasonable needs were met. Employees in the Bureau have embraced the concept of reasonable adjustment and applied the principles in practice. With the involvement of the affected employee, modifications were made to workplaces and workstations, duties revised and equipment chosen or designed to accommodate employees with disabilities.

4. Training and development programs consider the needs of staff with disabilities

Where relevant and appropriate, Bureau training programs included information that encourages managers, supervisors and employees to create an inclusive environment. For example:

• as part of induction programs, the APS Values and Code of Conduct were clearly explained to employees new to the Bureau;
• a workshop entitled Challenging the way we work included information on disability issues; and
• an on-line training course entitled Workplace Discrimination and Harassment _ Legal Compliance included a case study on disability issues and reasonable adjustment. When required, Auslan interpreters were engaged for the duration of training courses, and venues were selected for their accessibility in terms of mobility.

5. Training and development programs include information on disability issues as they relate to the content of the program

See 4 above.

6. Complaints/grievance mechanism, including access to external mechanisms, in place to address issues and concerns raised by staff

Internal complaints and grievances may be addressed through a range of mechanisms including:

• informally with managers, supervisors or specialists within the organisation,
• raised with Diversity or Harassment Contact Officers,
• discussed with an Employee Assistance Program consultant,
• formally as a Review of Action and investigated either internally or externally, and
• through the Australian Public Service Commission, Human Rights and Equal Opportunity Commission (HREOC), the Australian Industrial Relations Commission (AIRC) or by raising them with the Minister responsible for the Bureau.

Members of the public may have their issues or concerns addressed in a number of ways including:

• through informal discussions with an appropriate Bureau employee,
• by contacting the Bureau in writing such as via letter, facsimile or email,
• by contacting external agencies such as HREOC, the APS Commission or the AIRC or
• by contracting the appropriate Member of Parliament.