CPSU 2019 review of the ATO Evergreen program
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CPSU 2019 review of the ATO
Evergreen program
What works,
what doesn’t
and how can
we improve
participant
experiences.
This report was reviewed Hayley Moody
and endorsed by the [Company name]
CPSU Yarning Circle-Tax 1/1/2019
on 25 November 2019
Endorsed by the CPSU Yarning Circle-Tax and authorised by CPSU Deputy National President, Brooke Muscat-BentleyTable of contents
Introduction and purpose of this report 2
CPSU recommendations 2
Summary of findings 3
Survey respondent demographics and data summary 4-7
Location 4
Business Service Line 4
Survey diversity 5
Racial discrimination and harassment 6
Review of training and/or certification 6
Assessment of program merits – what worked well 7
Participant Recommendations 7
General comments from survey participants 7-10
Regarding management, support and cultural understanding 7
Regarding program structure and training 8
Regarding post-program placements and feedback 9
Conclusion 10
Endorsed by the CPSU Yarning Circle-Tax and authorised by CPSU Deputy National President, Brooke Muscat-Bentley
1Introduction and purpose of this report
The CPSU has consulted with past and present participants of the ATO Evergreen program. The ATO Evergreen
program offers Aboriginal and Torres Strait Islander people an opportunity to start their career and
develop their professional and technical skills in the public service over an 18-month period. Participants who
successfully complete the Evergreen program gain a permanent APS 3 level position within the ATO.
Between August and September 2019, the CPSU surveyed workers who are currently part of, or have previously
completed, the ATO Evergreen program. We sought participants’ feedback on the benefits of the program,
issues they’d identified and ways to improve this very valuable program. The CPSU has also worked closely with the
CPSU Yarning Circle - Tax, comprised of ATO workers who identify as Aboriginal and Torres Strait Islander peoples, to
review feedback and collate this report.
The Evergreen program is broadly considered a success, with most people reflecting positively on the support they
received throughout the program, training and development and the general opportunity for ongoing employment.
Participants of the CPSU Evergreen Program survey also identified areas that required improvements including:
• Inconsistent access to training and certification. • Lack of cultural awareness.
• The length of the Evergreen program. • Racial discrimination and harassment.
• Lack of indigenous Program Managers and Coordinators.
Based on participant feedback and recommendations via the survey, and in conjunction with the CPSU Yarning
Circle’s feedback, the CPSU outlines ten key recommendations which go to addressing the cultural, training and
practical shortfalls identified by Evergreen participants.
CPSU recommendations
1. Review the ATO Cultural Awareness Training packages and delivery methods in consultation with Moondani
and the CPSU Yarning Circle - Tax.
2. Review the ATO Aboriginal and Torres Strait Islander Protocols guide and the ATO Reconciliation Action Plan
Jan 2018- Dec 2020, in consultation with Moondani and the CPSU Yarning Circle – Tax.
3. Streamline programs and offer the same national accreditation independent of year enrolled/program
completed in consultation with Moondani and the CPSU Yarning Circle - Tax.
4. Engage more Indigenous Coordinators/Liaison Officers/Program Managers at each site.
5. Develop a Mentor/Buddy program to run alongside the Evergreen program in consultation with Moondani
and CPSU Yarning Circle – Tax.
6. Regular check-ins for participants with either program manager or team leader to ensure issues are
addressed promptly and no one is being left behind.
7. Offer more diverse training opportunities both during the Evergreen program and in post-Evergreen ATO
placements, including external training opportunities where appropriate in consultation with Moondani
and the CPSU Yarning Circle - Tax.
8. Ensure that the level of work accords with employees’ level of classification.
9. Schedule training, including refresher training, for workers on discrimination, bullying and harassment within
the next three months and provide ongoing regular information on the support available, incorporating
incident reporting in accordance Section 19 (3) (f) of the WHS Act.
10. Undertake regular reviews of the Evergreen program with all changes to the program made in consultation
with the Moondani and the CPSU Yarning Circle – Tax.
Endorsed by the CPSU Yarning Circle-Tax and authorised by CPSU Deputy National President, Brooke Muscat-Bentley
2Summary of findings
The ATO Evergreen program is an important gateway program to assist Aboriginal and Torres Strait
Islander people into the public service workforce. The Evergreen program is broadly considered a success,
with around 70% of respondents reporting their experience in the program was positive and participation valuable.
“The program has been life changing for me and I am forever thankful for the opportunity it has provided me
and my family. I am now thriving in my final placement. I was given the opportunity to make a good
impression by working hard and showing my enthusiasm. Now I am working on building my skills to help me
advance my career in the ATO.” - Evergreen Survey Participant
The CPSU Evergreen survey has also identified areas of improvement. There were a number of improvements raised
in the survey including:
• Evergreen program qualification/s - inconsistency of different qualifications in different years of programs.
For example, some participants received a Cert III in Government and other didn’t, based on the year they
enrolled/completed the program. Participants were eager to develop new skills and have those reflected in a
national accreditation in the form of Certificates III/IV and Diplomas, especially in the areas of Finance, Law,
Business, Government and HR. A need for better support and improved structure throughout the
program were also highlighted.
• Evergreen program too long / early Evergreen graduation option –a majority of those surveyed felt that
the Evergreen program is too long, and that the length should be reviewed, with consideration for a 12
month program instead of 18 months. 70% of those surveyed indicated that there should be an early
graduation option for Evergreen participants that have met the necessary requirements.
• Cultural awareness, support and lack of Indigenous Program Managers/Co-Ordinators - throughout the
survey, respondents reiterated the need for more Indigenous Program Managers/Co-Ordinators as well as a
better cultural awareness from non-Indigenous people in the workplace. Respondents also highlighted the
need to improve support networks, with suggestions of creating a buddy/mentor system for the Evergreens
that allowed time throughout the program to connect and build these foundation networks.
“Program managers require more cultural education to ensure they have adequate cultural awareness to
support Evergreens. Evergreens who go into call centre rotations do not have the level of support they
require, to be successful. The Evergreen Program is great however the rotation is too long compared to grads
and the program needs to be structured and tailored properly.” - Evergreen Survey Participant
• Racial discrimination and harassment – is a significant work health and safety hazard identified with 29% of
those surveyed stating they experienced racial discrimination or harassment during the program with a
number of those saying it was very difficult to work in their ATO office due to very limited understanding of
cultural differences.
• Work Health and safety - it was identified through the survey and in consultation with past and present
Evergreens that there are psychosocial hazards in the program that pose substantial risk to the health and
wellbeing of participants. This included, but was not limited to, accounts of discrimination, harassment, high
rotation of supervisors and the program structure. Some respondents to the CPSU Evergreen survey also
reported project managers and/or team leaders did not provide appropriate support or undertake steps in a
reasonable timeframe to address or minimise risks where they were raised by affected Evergreens.
• Retention of Aboriginal and Torres Strait Islander staff within ATO - during the consultation process, it was
identified there is a lack of continued support to assist with retaining Evergreens within the ATO once they
had successfully completed the program. Additionally, it was reported there is a lack of pathways for
Evergreens to gain higher APS levels once they’ve completed the program.
Endorsed by the CPSU Yarning Circle-Tax and authorised by CPSU Deputy National President, Brooke Muscat-Bentley
3Survey respondent demographics and data summary
Location
A total of 68 people responded to this question. 22% of responses coming from Townsville and contributions across
the all other sites except for Burnie, Dandenong, Hobart, Penrith, Sydney, UMG and Wollongong.
Business service line
The majority of people who responded to the survey were from ATO People BSL (16.67%), closely followed by
Superannuation & Employer Obligations (13.64%) and Individuals & Intermediaries (10.61%), see table 1.
Table 1 – Business Service Line
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4Survey diversity
89.09% of respondents identify as Aboriginal, 3.13% as Torres Strait Islander and 7.81% identify as both, see
table 2 below.
Table 2 – Self identification
Survey respondents advised they have participated in the following ATO Indigenous programs:
Evergreen Program - of the 68 survey respondents, 35.59% started in the Evergreen program in 2018, 20.34% in
2017 and 15.25% in 2015.
ATO Indigenous cadetship program – 2.94% of the survey respondents indicated they participated in the ATO
Indigenous cadetship program.
ATO Graduate program – 8.82% of the survey respondents advised they participated in the ATO Graduate program.
27.94% survey participants indicated they started in the ATO as a general employee prior to completing the
Evergreen program in 2018, and 10.53% in 2017. 26.32% either started as a general employee at an earlier date or
this question does not apply to them.
A staggering 57.58% of respondents advised the level of work expected of them was more than their classification
level. 40.91% of respondents indicated the classification level and the level of work expected was the same.
Endorsed by the CPSU Yarning Circle-Tax and authorised by CPSU Deputy National President, Brooke Muscat-Bentley
5Racial discrimination and harassment
Racial discrimination and harassment were identified as an issue, with 29% of those surveyed
advising they had experienced racial discrimination or harassment during the Evergreen program.
• 71% advised they did not experience racial discrimination or harassment during the program, while
• 29% reported they did experience racial discrimination or harassment during the program.
• 59 people answered this question.
Several respondents indicated a lack of cultural awareness, and limited understanding of cultural
differences amongst ATO staff and managers, made it difficult for them to work in their ATO office.
“…we had several managers over the course of the program, most of whom did not understand basic cultural
needs or the correct protocols” – Evergreen Survey Participant
Review of training/certification
Participants reported inconsistent access to training and certification dependent upon the year they enrolled and
completed the ATO Evergreen program i.e. some received a Cert III in Government and others did not.
Participants are seeking certification consistency – with the ability to access training relevant to their area of interest
in the ATO.
What training/certification do participants want to access?
The majority of respondents would like to see a Cert III or IV in Government, Law, Finance or Business during the
Evergreen Program. Others pointed out there needs to be more Tax specific training and more training in various
Business Supply/Service Lines. Some advised a Diploma level accreditation or accreditation in Conflict Resolution and
HR would be beneficial.
What did participants view as the most valuable/useful training available?
The most valuable/useful training for Evergreen participants was:
• Cert III in Government • Conflict Management
• Tax Equation • Tax Technical Training, and
• Resume and Cover Letter Tips from ATOP • on the job learning.
Additional issues identified with training
In addition to inconsistent access to certifications, participants Identified it would have been valuable to be
supported by their team leader and program manager, which many past and present Evergreens indicated was
not always the case.
42% of the respondents indicated they did not have a mentor to help them to navigate through the program in
either a cultural or structural capacity.
Endorsed by the CPSU Yarning Circle-Tax and authorised by CPSU Deputy National President, Brooke Muscat-Bentley
6Assessment of program merits – what worked well
In the survey we asked participants to provide feedback on what they enjoyed about the Evergreen program, this is
what participants had to say
• Opportunity to work for ATO • Opportunities
• Gateway into APS • Support from Indigenous Liaison Officers1
• Cert III in Government • Networking
• Being able to work with other Aboriginal people - • Learning Tax basics
feeling connected to culture • Travelling & experiencing other Tax Offices
• People you work with and friends you meet • Professional &personal development
• Ability to enter a corporate environment • Great work experience
• Ability to experience different business lines • Getting a say in my rotation options.
Participant recommendations to improve the Evergreen program
In the survey we asked participants to provide some recommendations that would improve the Evergreen Program,
this is what participants had to say
• More support (Indigenous Mentor or Buddy program)
• Decrease length of program from 18 to 12 months
• Opportunity to finish program early if all milestones are met and meet qualification
• Team Leaders and Program managers who are culturally aware of the needs of Indigenous Australians
• Indigenous Liaison officers in each office
• Indigenous Trainers
• Option to complete other certifications during the program once Cert III in Government is obtained
• Employ Indigenous Program Manager
• Provide an accredited certification again
• More flexibility in the Evergreen program structure
• Indigenous Program Coordinator
• Better programs for people with learning/understanding difficulties
• Compulsory Cultural Awareness Training for all staff
• Network with other Evergreens in different sites
• Locally based Program Managers or increased Indigenous Liaison Officers
• Evergreen Support Group – to meet 1 hour/week post program to reconnect and discuss issues.
General comments
We asked participants to provide some general comments about the Evergreen program, this is what they had to say
Regarding management, support and cultural understanding
“Be more supportive of people's culture and people's mental illnesses, especially when they are trying to get better.”
“We…had a revolving door of Program Managers … this made it very difficult in terms of support, settling in, training
etc.”
“I feel the program managers should be indigenous, we had several managers over the course of the program, most
of whom did not understand basic cultural needs or the correct protocols. I think providing some sort of facility for
participants to undertake training or study to move into the program manager role will provide managers that
understand the process and requirements of the course.”
“A focus on recruitment of Program Managers that are Indigenous - Development pathways need to be created or
considered to move Indigenous staff through the APS ranks. There isn't enough happening AFTER graduating ELP's.”
Endorsed by the CPSU Yarning Circle-Tax and authorised by CPSU Deputy National President, Brooke Muscat-Bentley
7“ I also think it would be beneficial for the program to have an Aboriginal/Torres Strait Islander in the program
manger role. This plays a key part in ensuring the journey of evergreens is supported. Overall my experience with the
ATO and the evergreen program has been positive, but I know for some it wasn’t.”
“Program managers need to be more culturally educated and better support evergreens. Those who go into call
centre rotations are not supported enough and the rotation is too long compared to grads. The Evergreen Program is
great however needs to be structured and tailored properly.”
“Leadership require more cultural understanding or include ILO or Diversity team in their decisions.”
“…Throughout our time in the program we had several different program managers. Although they were all great
(speaking honestly some were better than others) and provided appropriate support we found it difficult to basically
be opening up/creating a bond with each new program manager. All Evergreen participants had our own personal
issues and having to speak about it with each program manager was challenging. We acknowledge that we don't
have to speak about the details, but we found that for the program manager to provide the appropriate support it
was needed.” -
“All in all, it was a good programme, very beneficial but I believe there are ways this program can improve and also
assist in increase Aboriginal and Torres Strait Islander presence in higher level roles.”
“Unable to comment on the programme other than I have witnessed the benefit the program has on staff. Team
managers need to be educated regarding the importance of support of indigenous cultural events and meetings. It is
not enough that one person in the team attend these events as a token.”
“I defiantly think there needs to be more culturally appropriate Team leaders, I had a great Team Leader which made
my experience great. I know others who did not have such flexible/understanding manager which is what can be
difficult.”
Regarding program structure and training
“I would like to see more training for all Entry Level program participants on what you can and can't do with private
information that you are privy too. I would like all TLs to have mandatory cultural training in respect of the Evergreen
they are taking on board.”
“The Evergreen program is stagnant in its flexibility to provide Evergreen participants with the best options for their
further education or career pathway growth. the Cert III in Governance, while offered in an earlier stage of the
Evergreen program has now been removed. It would be good to see the future state of the Evergreen program bring
back some kind of external qualification, whether it be through funding Tertiary studies of the Evergreen's choice to
assist them with broadening their careers perspectives or a specific course to enhance their skills once they have
completed the course. both options would be beneficial to evergreens….”
“…. Certificate to show training/education completed on the program. Weekly check-ins with the program manager -
this way they can see who exceeds the expectations. Early graduation from the program if more advanced & can
show all capabilities are exceeded - from the acting team leaders & not the program managers.”
“Monthly catch ins with Evergreen program managers to make sure Evergreens are on task and have enough work to
do”
“…. evergreens are dumped into a team that has no plan or structure ready for them. This leads to participants
becoming disengaged and builds resentment, work must be meaningful, or the program will continue to struggle with
retention rates.”
“The only downside that I had encountered was that the structure didn't seem to be in place before the start of my
program.”
“I'm sick of providing feedback of how the program can improve and never seeing a result. People want to hear it - I
waste my time telling them how, and then nothing. I would love to be a shot-caller in how the program is run because
it has so much more potential.”
Endorsed by the CPSU Yarning Circle-Tax and authorised by CPSU Deputy National President, Brooke Muscat-Bentley
8“I really think the length of the program needs to be looked at and shorten it or offer 18 or 12 month programs. Not
everyone is coming from a non-government/office environment background….”
“The Evergreen Program was initially for participants with limited or no work experience and skills. Now you see
participants with Degrees and an abundance of work skills. Maybe the Evergreen Program needs to go back to what
it was initially for and Applicants with the skills and qualifications can apply or be employed under Affirmative
Measures.”
“The Evergreen Program policy and guidelines needs to be in line with the ATO Enterprise Agreement including
Probation length or accessing part-time work arrangements if required. The Program should aim at closing the gap
around health and employment not creating barriers.”
“The general way the program is run has been improved every year, however there are still many things to support
Indigenous employees that are probably seen as over and above what's required. Probation periods of 12mths but
the program goes for 18mths? why There are check ins for the participants but are there check-ins for the Team
Leaders. ILO support interstate, no rapport with participants locally. The time expected to participate and complete
work, for example the project, needs to be done at work. I've heard participants say they had to complete things at
home or on weekends as not enough time was allocated to complete, this goes against security and work/life balance
guidelines.”
“…. I would wish we had more opportunities to for career development in our regional location as advised at the
beginning of the intake.”
“The Evergreen program needs to be more structured and designed better. Whilst it is a good program there is still a
need to improve to make appropriate changes. The grad program seems to be better structured and cared for
compared to the evergreen program why is that? Get more past evergreen consultation to make those appropriate
changes. Some program managers are not culturally educated and do not have the correct people skills to deal with
this group.”
Regarding post-program placements and feedback.
“It'd be nice to be broad branded to the APS level if you are capable of and what the rest of your team is classified as
and not being pushed back down to a 3 position when you've already been doing APS 4,5,6 work in the rotation.”
“I'm concerned that Evergreen alumni leave the ATO soon after graduating as they are placed in areas where they
are unfamiliar with the work or uncomfortable in their ongoing team, or that they don't have the flexibility to balance
their work/personal life. Not sure what can be done.”
“The program has been life changing for me and I am forever thankful for the opportunity it has provided me and my
family. I am now thriving in my final placement after my second rotation here…. I was given the opportunity to make
a good impression by working hard and showing my enthusiasm. Now I am working on building my skills to help me
advance my career in the ATO.” -
“The Evergreen program is a great opportunity for indigenous staff to gain entry into the APS. Unfortunately, it is
limiting to staff personal growth once the program is completed. In its current state the Evergreen program limits
evergreens at the APS 3 and 4 levels, it would be nice to see some aftercare given to Evergreens once they have
completed to the program to offer continuous growth career path wise….”
“…while it is noted that evergreens gain a permanent position once they have completed the course. they are
sometimes placed in positions which they are not suited to. this can lead to Indigenous employee's exiting the APS
due to pressures they are not accustomed to - i.e. staff with no experience is Super, being placed permanently in
Super, without any idea of what to expect or how to handle the stresses of that environment. then this being chalked
up to performance issues - when it is simply a lack of training or knowledge.”
“Overall I had a fantastic experience on the program, and I am very grateful to have been able to participate. I would
never have found a job I like so much if it hadn't been for the Evergreen program.”
Endorsed by the CPSU Yarning Circle-Tax and authorised by CPSU Deputy National President, Brooke Muscat-Bentley
9“Everyone will have a different experience and I hope that it improves over the next 16 months.”
“…I think Evergreen Program Participants should be encouraged to apply for positions (within the ATO) without losing
the option to complete formal training (as long as there is manager support). Please feel free to contact me should
you wish to discuss anything further; I have seen and heard a lot from Evergreens over the years and many have had
vastly different experiences to each other, some very good and some awful. Effort needs to be made to ensure all
staff are fully supported and consideration given to my suggest improvements.”
“As I have just started with the Evergreen Program, my suggestion would be to have the survey to be done at the end
of each program completion.”
“It's a great program and there should be more advancement opportunities to reach higher levels.”
Conclusion
In conclusion, as stipulated in at the beginning of this report - the Evergreen program is broadly considered a
success, with most participants reflecting positively on the support, training and general opportunities they
received throughout the program.
However, this report has also highlighted some concerning issues including inconsistent certification and training
opportunities across years, lack of indigenous leaders in the program and a general lack of cultural awareness which
has impacted participant experiences in the program and in future ATO placements. It has also identified health and
safety concerns affecting the social and mental wellbeing of Evergreens, including accounts of discrimination,
harassment, high rotation of supervisors and the program structure.
Maintaining good mental health for workers is not only a driving force behind productivity and efficiency, it is also an
important part of an employer’s legal duty of care under Work Health and Safety Act 2011. There are a number of
mental health safeguards and protective actions that can increase the health and safety of workers, this can be done
by increasing awareness and engagement of Health and Safety policies, consultation with Health and safety
representatives, and ensuring that the policies and procedures are consistently applied, monitored and reviewed.
In recognition of both the positive and negative program aspects identified by respondents, the CPSU recommends
ATO promptly implement the ten key recommendations outlined in the beginning of this report. While ongoing and
regular consultation with both the Moondani and the CPSU Yarning Circle-Tax will be key to improving and
maintaining high standards in this program - implementing these recommendations is a positive initial
step in addressing issues affecting Aboriginal and Torres Strait Islander workers in the Evergreen program.
Endorsed by the CPSU Yarning Circle-Tax and authorised by CPSU Deputy National President, Brooke Muscat-Bentley
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