Attracting talented people

Learning and development

The Department of Transport and Main Roads' (TMR) 2021–24 Learning Strategy and Action Plan was successfully delivered in December 2024.

Setting TMR's strategic direction for learning, the strategy has supported a culture of continuous learning focused on priority areas of capability.

Through the strategy, managers and employees were supported in learning and had easily accessible, on-demand learning resources. In addition, OneTMR learning architecture and frameworks were published centrally with enhanced learning reporting and analysis to better inform TMR's people analytics.

Strategy initiatives were co-designed with business partners and led by capability and subject matter experts directly linked to the strategy's six priority capability areas.

Key deliverables included:

• establishment of a TMR Learning Network and culture shift
• LinkedIn Learning platform
• Workforce learning dashboard
• Learning personas
• Development library
• Learning Architecture guides and support materials for managers, employees, and capability specialists
• TMR Learning Calendar.

Post-strategy, TMR continues to promote an evidence-based approach to learning investment by embedding the four guiding principles of the strategy. This supports TMR in identifying opportunities for greater learning efficiencies and continuously improve learning resources and offerings. Targeted capability uplift will continue under TMRs Strategic Workforce Plan 2024–27 and through a new Capability Plan moving into 2026.

LinkedIn Learning

Since LinkedIn Learning's launch in February 2021, TMR employees have shown remarkable engagement with this online learning platform, activating 93 per cent of available licences.

Over the past year, 65 per cent of learners with activated accounts have consistently utilised the platform to enhance their skills. A focus of the learning was on AI for Business, Emotional Intelligence, Excel, and Leadership topics. Artificial Intelligence (AI) has seen a significant surge of interest with a 59.7 per cent increase in learners choosing AI-related courses, over a 12 month period.

LinkedIn Learning continues to be promoted and embedded across TMR to support targeted learning for managers and employees with workshop offerings focused on career pathways, skills development, and evaluation using LinkedIn Learnings AI-powered coach.

Leadership development

TMR leaders are pivotal in delivering better services and outcomes for TMR and the people of Queensland. Developing a thriving, curious, and a digitally agile workforce that delivers results and embraces diversity remains one of TMR's strategic workforce priorities.

TMR has aligned leadership development with the strategy, goals, and aspirations of the department through the revision of the Leadership Development Roadmap 2025. The roadmap outlines TMR's leadership development goals and is designed to ensure that leaders are well-equipped to navigate the complexities of the future and steer TMR towards success.

TMR rolled out a suite of leadership development offerings in 2024–25, including:

• 26 participants in Sound Decision Making training delivered by Crown Law
• 42 participants in Leadership Ladder across Cohort One and Cohort Two
• 54 participants in Performance Conversations delivered by the Institute of Mangers and Leaders
• 15 participants in People Matters delivered by Institute of Managers and Leaders
• 19 participants in the Executive Coaching Program by Ezra
• 23 participants in Cultural Awareness Program Minjerribah, Moorgumpin Elders in Council Aboriginal Corporation
• 182 participants in the Positive Performance Management Program
• 643 participants in the Management Fundamental series, including:
  • 47 participants in Change Management
  • 39 participants in Becoming a Digital Leader
  • 88 participants in Strategic, Business, and Workforce Planning
  • 32 participants in Finance Basics
  • 54 participants in Inclusive Recruitment and Selection
  • 75 Positive Performance Management
  • 37 participants in Procurement Basics
  • 44 participants in Risk Management
  • 43 participants in Psychosocial Health and Safety at Work
  • 36 participants in Inclusion and Diversity
  • 30 participants in Safety Rehabilitation and Return to Work
  • 59 participants in Early Intervention and Case Management
  • 28 participants in identifying and addressing Sexual Harassment
  • 33 participants in Developing Your Team
• 69 unique viewers of Management Fundamental series recordings
• Number of employees who have completed a component of TMR's Digital leadership pathway:
  • 349 employees in DigiCAT
  • 18 employees in Digital Leadership
  • 47 employees in Digital Mindset
• 323 employees completed the online Recruitment and Selection Fundamentals module in Accelerate
• 92 and 56 matched pairs, respectively, in OneTMR Mentoring Program and Women in Leadership Mentoring Program
• 642 participants in sector-wide Masterclasses delivered by the Public Sector Commission in partnership with the Australian and New Zealand School of Government (ANZSOG), the Neuro-Leadership Institute and Centre for Public Impact.
• 1 awarded diversity scholarship in the ANZSOG Public Sector Management Program
• 1 participant in the ANZSOG Towards Strategic Leadership
• 1 participant in the ANZSOG Executive Fellows Program
• 36 participants in the QUT online Everyday Conversations for Healthy Minds and for Better Conversations programs.

Formal training, coaching, mentoring, job shadowing, networking, individual research, on-the-job learning opportunities, and relieving in senior roles was also offered to eligible employees.

The LinkedIn Learning corporate membership has enabled approximately 14 per cent of active LinkedIn Learners to engage with leadership content during the last year. 383 unique learners upskilled in areas including interpersonal, team, project, executive leadership, and more. This was an increase of approximately 11 per cent in learners from the previous year engaging in LinkedIn Learning leadership content.

TMR Graduate Program

The TMR Graduate Program seeks to recruit early career professionals to join TMR, bringing their knowledge, experience, and new ideas to enhance Queensland's outcomes.

The program recruits a diverse cohort of passionate and motivated university graduates into a range of technical and professional disciplines, building a pipeline of employees who hold capabilities to become TMR's future leaders.

Over 60 per cent of TMR graduates are in technical streams, with graduates gaining technical and professional capability development to build skills that align to TMR's Strategic Workforce Plan 2024–2027.

TMR is the only Queensland public sector agency to be recognised and ranked in the top 100 of two separate graduate employers lists:

• Australia's Top Graduate Employers, powered by Prosple, ranked TMR 61 out of 100
• Top 100 Graduate Employers 2025, soured by GradConnection, Published by Australian Financial Review, ranked TMR 63 out of 100.

Both lists are ranked by industry based on the user behaviour on each platform and both are market leaders for online student sourcing, insights, and branding. The results mean that TMR's presence on these platforms and other social media platforms is having incredibly positive effect on drawing candidates to our program. This high engagement, coupled with the streamlined recruitment process in 2025, is also evidenced in our high number of applications for our 2025 program.

Feedback from participants continues to mention the programs' contemporary and engaging learning and development program and TMR's work-life balance, inclusive practices, and a well-being focused culture as strong motivators to apply.

In preparation for the 2025 graduate recruitment, TMR integrated an AI-Assisted Applicant Shortlisting and Candidate Sourcing platform into their recruitment process. This platform allows business areas to efficiently identify graduate talent from a large pool of applicants. GradSift provides instant visual representations of applicants' education, work experience, and interests, making it easier for business areas to apply selection criteria and use AI to shortlist candidates for interviews, in conjunction with other selection tools.

In February 2025, TMR onboarded 42 new graduates in various roles across the state. The additional intake of graduates increased the program total to 87 graduates across 20 disciplines in 10 locations across the state.

Of the 42 new graduate roles:

• 7 per cent identified as people from a non-English speaking background
• One per cent identified as having a disability
• 33 per cent identified as female.

Mentoring in TMR

Women in Leadership Mentoring Program

The Women in Leadership Mentoring Program is a key component of TMR's Gender Equity Plan. Now in its eleventh year, the program is tailored to support women in the workforce in achieving their career objectives and aspirations.

Feedback from participants in the 2024 program was very positive: 'My mentor helped me through a very critical point in my career. I unexpectedly changed roles over the course of the program and my mentor had so much experience and emotional intelligence, they helped me remain calm and composed through each step.'

In 2025, 56 matched pairs are participating in the program from early-June until December 2025, commencing with virtual workshops for mentors and mentees.

OneTMR Mentoring Program

The OneTMR Mentoring Program offers employees the opportunity to enhance their capabilities, leadership skills, and networks, fostering a deeper understanding of the business through cross-collaboration.

Feedback from the 2024 program was highly favourable: 'My mentor is awesome. I have developed a great relationship that will continue. This is the second time I have been a part of this program and will continue as both times I have had a good experience.'

In 2025, 92 matched pairs are participating in the program, which commences with virtual workshops in early-June 2025 and will run until December 2025.

Program outcomes

Feedback from last year's programs showed:

• 94 per cent of OneTMR and Women in Leadership survey participants had valuable learnings throughout the mentoring program and were satisfied with the program at completion
• 96 per cent of OneTMR and Women in Leadership workshop survey participants also agreed that mentoring is a useful tool for career development.