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Management of human resources

Industrial relations and workplace consultation

The Australia Council Enterprise Agreement 2017–2020 came into effect on 2 November 2017. Our Workplace Consultative Committee (WCC) enables facilities and the rights of employee representatives to support the employment relationship for operational issues, provide consultation on employment policies and matters relating to enterprise agreement. The WCC membership includes the Workplace Forum staff representatives, workplace delegates for the Community and Public Sector Union and the nominated management representatives from Human Resources.

In addition to consultative obligations upheld under our Enterprise Agreement, our Workplace Forum provides for effective communication within the organisation. The Forum’s objectives are to foster a healthy working environment and positive workplace culture; encourage active participation by all staff in the organisation; and develop and promote positive workplace relations across all levels of the organisation. In 2018–19 the forum comprised up to two staff and two management representatives, being the Director Human Resources and Facilities and the CEO.

Promoting a healthy and safe workplace

The Council is committed to providing a workplace where people feel safe and are not at risk of physical or psychological injury. In 2018–19 no notifiable incidents were reported to Comcare under the Work Health and Safety Act 2011, and no notices were issued, or investigations required to be conducted.

In addition to providing staff with work, health and safety (WHS) information, compliance induction modules, onsite flu vaccinations and ergonomic workstation assessments to promote a safe workplace, during 2018–19 Human Resources and the WHS Committee provided several wellbeing activities. These included meditation and yoga sessions, mini-health assessments and wellbeing presentations to provide positive mental health strategies.

The WHS Committee meets on a bi-monthly basis. Prior to each meeting workplace inspections are conducted to assess and manage risks. The WHS Committee is chaired by a staff member with elected staff representatives from all work areas and two management representatives. The WHS Committee meeting minutes are made available to all staff electronically and on a central notice board.

WHS reporting is undertaken through the Human Resources and Facilities teams. There are systems in place for staff to readily report any hazards, near misses, injuries or incidents, including First Aid assistance. Identified hazards, near misses and risks have corrective action applied when reasonably practicable to do so. The Council’s Board receive a WHS report as a standing agenda item at each meeting.

Staff profile

Employees are appointed under section 43 of the Australia Council Act 2013 with most staff covered by the terms and conditions set out in the Australia Council Enterprise Agreement. Members of the Council’s Executive and Leadership teams are employed on individual employee agreements.

As at 30 June 2019 there were 108.1 full-time equivalent (FTE) employees. This represents an increase from 97 in 2017–18, and 98.7 in 2016–17 due to the fulfilment of vacancies at end of year. The average staffing level (ASL) for the year was 103.4, compared with the previous year’s 99.5.

The Council’s staff profile continues to reflect the diversity, flexibility and skills required to meet the changing needs of a dynamic arts sector. The representation of employees in targeted equal opportunity groups at 30 June 2019 is shown as a percentage of total employees in Figure Y. All equal opportunity groups have improved from the previous year, with culturally and linguistically diverse representation at the Council increasing significantly from the previous year.

Figure 11: All ongoing employees current report period (201819)

Male

Female

Indeterminate

Total

Fulltime

Part Time

Total Male

Fulltime

Part Time

Total Female

Fulltime

Part Time

Total Indeterminate

NSW

9

2

11

20

6

26

-

-

-

37

Qld

-

-

-

-

-

-

-

-

-

-

SA

-

-

-

-

-

-

-

-

-

-

Tas

-

-

-

-

-

-

-

-

-

-

Vic

-

-

-

-

-

-

-

-

-

-

WA

-

-

-

-

-

-

-

-

-

-

ACT

-

-

-

-

-

-

-

-

-

-

NT

-

-

-

-

-

-

-

-

-

-

External Territories

-

-

-

-

-

-

-

-

-

-

Overseas

-

-

-

-

-

-

-

-

-

-

Total

9

2

11

21

5

26

-

-

-

37


Figure 12: All non-ongoing employees current report period (2018–19)

Male

Female

Indeterminate

Total

Fulltime

Part Time

Total Male

Fulltime

Part Time

Total Female

Fulltime

Part Time

Total Indeterminate

NSW

17

2

19

55

2

57

-

-

-

76

Qld

-

-

-

-

-

-

-

-

-

-

SA

-

-

-

-

-

-

-

-

-

-

Tas

-

-

-

-

-

-

-

-

-

-

Vic

-

-

-

-

-

-

-

-

-

-

WA

-

-

-

-

-

-

-

-

-

-

ACT

-

-

-

-

-

-

-

-

-

-

NT

-

-

-

-

-

-

-

-

-

-

External Territories

-

-

-

-

-

-

-

-

-

-

Overseas

-

-

-

-

-

-

-

-

-

-

Total

17

2

19

55

2

57

-

-

-

76


Figure 13: All ongoing employees previous report period (201718)

Male

Female

Indeterminate

Total

Fulltime

Part Time

Total Male

Fulltime

Part Time

Total Female

Fulltime

Part Time

Total Indeterminate

NSW

7

2

9

17

5

22

-

-

-

31

Qld

-

-

-

-

-

-

-

-

-

-

SA

-

-

-

-

-

-

-

-

-

-

Tas

-

-

-

-

-

-

-

-

-

-

Vic

-

-

-

-

-

-

-

-

-

-

WA

-

-

-

-

-

-

-

-

-

-

ACT

-

-

-

-

-

-

-

-

-

-

NT

-

-

-

-

-

-

-

-

-

-

External Territories

-

-

-

-

-

-

-

-

-

-

Overseas

-

-

-

-

-

-

-

-

-

-

Total

7

2

9

17

5

22

-

-

-

31


Figure 14: All non-ongoing employees previous report period (201718)

Male

Female

Indeterminate

Total

Fulltime

Part Time

Total Male

Fulltime

Part Time

Total Female

Fulltime

Part Time

Total Indeterminate

NSW

17

1

18

51

1

52

-

-

-

70

Qld

-

-

-

-

-

-

-

-

-

-

SA

-

-

-

-

-

-

-

-

-

-

Tas

-

-

-

-

-

-

-

-

-

-

Vic

-

-

-

-

-

-

-

-

-

-

WA

-

-

-

-

-

-

-

-

-

-

ACT

-

-

-

-

-

-

-

-

-

-

NT

-

-

-

-

-

-

-

-

-

-

External Territories

-

-

-

-

-

-

-

-

-

-

Overseas

-

-

-

-

-

-

-

-

-

-

Total

17

1

18

51

1

52

-

-

-

70

Note: This language follows the Australian Government guidelines. The Council recognises that gender terminologies and identifiers are rapidly evolving.

The Council’s staff profile continues to reflect the diversity, flexibility and skills required to meet the changing needs of a dynamic arts sector. The representation of employees in targeted equal opportunity groups at 30 June 2019 is shown as a percentage of total employees in Figure 15. All equal opportunity groups have improved from the previous year, with culturally and linguistically diverse representation at the Council increasing significantly from the previous year.

Figure 15: Representation of employees in equal employment opportunity groups at 30 June 2019

FY2016–17

FY2017–18

FY2018–19

Aboriginal and Torres Strait Islander people

6.9%

5.8%

6.2%

People with disability

3.9%

3.9%

5.3%

Culturally and linguistically diverse

11.8%

9.3%

13.9%

Women

65.0%

72.8%

73.4%

Developing our people

The Council provided many secondments and higher duties arrangements over the year to support change initiatives, and several internal promotions were attained. Human Resources enables self-service to employees for skill and professional development programs. A key focus was for development was aligned with the business systems transformation program implementation, involving both internal and external training providers. The Executive Directors participated in a 360-feedback process in June 2019.

Recognising our people

In addition to the Council’s formal annual performance review process and recognition of achievements at All Staff presentations, six staff award categories representing the Council’s values were presented to recipients on 13 December 2018. Nominations were open to all Council staff for all awards with exception of the Executive team. From the nominations, the Workplace Forum staff representatives select the Collaboration award recipient and the Executive team determine the balance of recipients.

Advertising

The Council uses advertising for a limited range of purposes: to recruit staff, publicise initiatives and grant program closing dates, to invite clients to public information sessions and to call for tenders. The total cost of staff recruitment advertising was $13,467 compared to $15,781 in 2017–18. The cost of advertising for all other purposes was $34,093 in 2018–19 compared to $25,061 in 2017–18.

Executive remuneration

During the reporting period ended 30 June 2019, the Australia Council had 13 Executives who meet the definition of key management personnel (KMP). KMP are determined by the Council to be the Chief Executive Officer (CEO), current Board members, former Board members who resigned during the year and the Portfolio Minister. Their names and length of term as KMP are summarised below:

Figure 16: Names and lengths of terms key management personnel

Names

Titles

Term as KMP

Mr Sam Walsh AO

Chair of the Board

Full year

Miss Lee-Ann Tjunypa Buckskin

Deputy Chair of the Board

Full year

Mr Adrian Collette AM

Chief Executive Officer

Member of the Board until 20 January 2019. Appointed as Chief Executive Officer 21 January 2019

Mr Tony Grybowski

Chief Executive Officer

Part year – appointment concluded 23 October 2018

Ms Tina Arena AM

Member of the Board

Part year – appointed 6 March 2019

Mr Leigh Carmichael

Member of the Board

Full year

Mr Mario D’Orazio

Member of the Board

Part year – appointed 12 March 2019.

Mr Khoa Do

Member of the Board

Full year

Ms Zoe McKenzie

Member of the Board

Full year

Ms Sophie Mitchell

Member of the Board

Full year

Mr Darren Rudd

Member of the Board

Part year – appointed 4 April 2019

Mrs Christine Simpson Stokes

Member of the Board

Full year

Ms Rebecca Weisser

Member of the Board

Full year

In the notes to the financial statements for the period ending 30 June 2019, the Australia Council disclosed the following KMP expenses.

Figure 17: Key management personnel remuneration

Key management personnel remuneration for the reporting period

2019

$

Short-term benefits:

Base Salary

628,916

Bonus

14,942

Other benefits and allowances

-

Total short-term benefits

643,858

Superannuation

57,186

Total post-employment benefits

57,186

Other long-term benefits Long service leave

2,179

Total other long-term benefits

2,179

Total key management personnel remuneration

703,223

Framework for determining remuneration

Key management personnel

The remuneration of the Council’s key management personnel is set by the Remuneration Tribunal (‘Tribunal’).

No remuneration is paid by the Council to the Portfolio Minister. The Portfolio Minister’s remuneration and benefits are set by the Tribunal and not paid by the Council.

Remuneration and allowances for the Council’s Board are determined by the Tribunal. The guiding determination for the reporting period ending 30 June 2019 was the Remuneration Tribunal (Remuneration and Allowances for Holders of Part-time Public Office) Determination 2018.

The Tribunal’s determination for the Principal Executive Office (PEO) Classification Structure and Terms and Conditions guides the CEO remuneration. It provides the Australia Council Board with discretion to determine the CEO’s total remuneration within the range from 10% below to 5% above the Total Remuneration Reference Rate (TRRR) but may not exceed the TRRR in the first 12 months of an appointment.

The CEO is eligible for ‘at risk’ performance pay of up to 15% of total remuneration.

Performance pay is linked to the achievement of key performance indicators which are set annually by the Chair and the Board and aligned to the Council’s strategy and objectives. Any performance payment is subject to the views of the Portfolio Minister.

Increases to the remuneration for both the Board members (who are all non- executive) and the CEO are determined by the Tribunal. The Tribunal advise the Council the outcome of an annual review of remuneration for Holders of Public Office.

Where the Australia Council makes a change in relation to the CEO’s terms and conditions, including remuneration, the Tribunal must be advised within 4 weeks of such a change being determined.

Senior executives

Senior executives are determined by the Council to be the Executive Directors who report directly to the CEO.

Executive Directors are employed under individual common law employment agreements. The total remuneration package of the Executive Directors is determined by the CEO and reviewed annually, in line with the Council’s performance management process.

The Executive Directors are eligible for ‘at risk' performance pay of up to 10% of total remuneration. Performance pay is linked to the achievement of key performance indicators which are set annually by the CEO and aligned to the Council’s strategy and objectives.

Figure 18: Information about remuneration for key management personnel

Short‑term benefits

Post‑employment benefits

Other long‑term benefits

Termination benefits

Total remuneration

Name

Position title

Base salary

Bonuses

Other benefits and allowances

Superannuation contributions

Long service leave

Other long‑term benefits

Mr Sam Walsh AO

Chair of the Board

59,415

5,644

65,059

Miss Lee-Ann Tjunypa Buckskin

Deputy Chair of the Board

44,690

4,246

48,936

Mr Adrian Collette AM

Chief Executive Officer

174,490

14,942

11,819

2,179

203,430

Mr Tony Grybowski

Chief Executive Officer

107,807

8,171

115,978

Ms Tina Arena AM

Member of the Board

10,211

970

11,181

Mr Leigh Carmichael

Member of the Board

32,770

3,113

35,883

Mr Mario D’Orazio

Member of the Board

9,706

922

10,628

Mr Khoa Do

Member of the Board

34,329

3,261

37,590

Ms Zoe McKenzie

Member of the Board

35,141

7,606

42,747

Ms Sophie Mitchell

Member of the Board

42,424

4,030

46,454

Mr Darren Rudd

Member of the Board

7,563

719

8,282

Mrs Christine Simpson Stokes

Member of the Board

37,600

3,572

41,172

Ms Rebecca Weisser

Member of the Board

32,770

3,113

35,883

Totals

628,916

14,942

57,186

2,179

703,223

Bonuses represent the amounts accrued for the 2018-19 financial year.

​Mr Adrian Collette AM was a Board member up until 20 January 2019. He was appointed Chief Executive Officer on 21 January 2019.

Figure 19: Information about remuneration for senior executives

Short‑term benefits

Post‑employment benefits

Other long‑term benefits

Termination benefits

Total remuneration

Total remuneration bands

Number of senior executives

Average base salary

Average bonuses

Average other benefits and allowances

Average superannuation contributions

Average long service leave

Average other long‑term benefits

Average termination benefits

Average total remuneration

$0 - $220,00

$220,001 - $245,000

$245,001 - $270,000

4

200,120

20,660

5,790

28,016

10,250

264,836

$270,001 - $295,000

$295,001 - $320,000

$320,001 - $345,000

1

262,852

26,711

11,580

23,364

12,269

336,776

$345,001 - $370,000

$370,001 - $395,000

$395,001 - $420,000

$420,001 - $445,000

$445,001 - $470,000

$470,001 - $495,000

$495,001 - $520,000

$520,001 - $545,000

Bonuses represent the amounts accrued for the 2018-19 financial year.

Information about remuneration for other highly paid staff

Highly paid staff are defined as those individuals earning above the threshold remuneration.

The Council did not employ any staff outside the Senior Executives whose total remuneration exceeded the threshold remuneration of $220,000 for the year ended 30 June 2019.