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Management of human resources

ACIAR uses its Individual Development and Performance Evaluation Scheme to identify and measure the effectiveness of employees’ capability development and performance. The scheme links each individual’s performance and skill needs to the achievement of organisational goals and capability needs.

ACIAR acknowledges the importance of sharing knowledge through coaching and mentoring, and under the scheme each employee makes a commitment to enhance the knowledge and skills of other ACIAR employees.

At 30 June 2019, ACIAR had 83 employees. Of these, 61 were employed under the Public Service Act 1999 and were located in Canberra; and 22 were at overseas missions and embassies.

ACIAR has three SES Band 1 employees (one male and two female), employed under subsection 24(1) of the Public Service Act 1999. The ACIAR CEO is classified as Principal Executive Officer (PEO) Band C not included in the snapshot below.

Snapshot of ACIAR staff as at 30 June 2019

Staff employed under
Public Service Act

61

(57.91 FTE)

Median length of APS service

3 years

Median age

43

Females as % of total

70%

NESB staff as % of total

26%

Part-time staff as % of total

18%

Non-ongoing staff as % of total

42%

Employee turnover for 2018–19

21%

Employees who identify as Indigenous

0%

Table 3.10. Details of staff employed by ACIAR under the Public Service Act 1999, at 30 June , 2015-16 to 2018-19

Staff detail

2015–16

2016–17

2017–18

2018–19

Canberra-based staff

Staff no.

55

55

53

61

Staff (FTE)

53.38

52.53

51.39

57.91

Female (%)

56%

58%

66%

70%

Base salaries

$5,927,949

$5,950,122

$6,422,518

$6,882,433

Cessations

15

15

23

13

Staff turnover

27%

27%

43%

21%

Part-time

23%

18%

11%

18%

Non-ongoing

40%

47%

43%

42%

Learning and development

$55,725

$95,060

$112,235

$150,177

Overseas staff

Staff (FTE)

23

22

23

22

Base salaries

$830,317

$859,767

$941,368

$1,059,450

Learning and development

$12,889

$5,133

$1,765

$8,841

Table 3.11. Bonus payments, 2018-19

APS classification received organisational bonus

Number of employees by classification

Part-timer received bonus

Full-time received bonus

Total employees by classification who received bonus

Aggregate bonus for each classification

EL2–RPM

10

0

7

7

$14,000

EL2

5

1

3

4

$6,707

EL1

9

0

8

8

$15,000

APS6

12

1

10

11

$20,600

APS5

9

3

5

8

$14,480

APS4

11

5

2

7

$10,093

Performance management

The Individual Development and Performance Evaluation Scheme encourages high achievement by improving individual performance through development, evaluation and planning to meet the needs of individuals and ACIAR.

The scheme operates on a three-point rating scale and employees who are rated as ‘meets expectations’ or ‘exceeds expectations’ in the annual performance assessment receive an increment, providing they are not already on top of a salary range. In the cycle concluded in June 2019 there were 45 completed assessments, with 45 rated as ‘meets expectations’ or higher. Of these, 17 were advanced one salary point.

Organisation bonuses

A bonus of $2,000 is granted to employees rated as ‘meets expectations’ or higher in the performance cycle, who have worked for ACIAR for at least nine months and who were still employed by ACIAR on 30 June 2019, in recognition of achievements against the ACIAR Corporate Plan 2018–19. Part-time employees received a pro-rata payment based on hours worked. Forty-five employees received the performance bonus with payments totalling $80,880.

Learning and development

ACIAR spent $150,177 on training and development for its Canberra-based employees in 2018–19. This expenditure does not include attendance of Research Program Managers at professional conferences and seminars in Australia and overseas. ACIAR also offers generous assistance for formal study and in 2018–19 two employees received study assistance.

Enterprise agreement

The ACIAR Enterprise Agreement 2015–2018 has a nominal expiry date of 23 December 2018, however the terms and conditions remain extant with a s(24) determination (Public Service Act 1999) in place to achieve salary increases over the next three years. There were six Individual Flexibility Arrangements (IFA) in place for 2018–19.

Social inclusion strategy

The Australian Government’s Social Inclusion Statement, A Stronger, Fairer Australia, sets out the Government’s plan for achieving greater social inclusion and seeks to ensure that all Australians have the capabilities, opportunities, responsibilities and resources to learn, work, connect with others and have a say.

ACIAR fosters an environment of inclusiveness through several program areas such as supporting workplace diversity, workplace health and safety, learning and development and adherence to mechanisms such as the Commonwealth Disability Strategy and the Carer Recognition Act 2010.

Carer Recognition Act compliance

The agency’s responsibility under the Carer Recognition Act 2010 ensures its employees have an awareness and understanding of the Statement for Australia’s Carers, by providing access to information about self-identification as a carer through our staff intranet.

Human resources policies are developed having due regard to the Statement for Australia’s Carers, and workplace arrangements ensure flexibility for carers. ACIAR also collects statistics on the incidence of employees who are carers. In 2018–19 no staff members were identified as formal carers.

Workplace diversity

A culture of professional behaviour is promoted by ACIAR and we encourage relationships based on respect and appreciation of each other’s differences. Achieving an appropriate balance of work, family and cultural responsibilities is encouraged and supported through the ACIAR Workplace Diversity Program, as is the importance of all employees.

ACIAR continued support for and participation in APS-wide initiatives to promote workplace diversity. We promote Indigenous training and development opportunities and encourage people with disabilities to apply for ACIAR employment opportunities.

Commonwealth Disability Strategy

ACIAR continues to adhere to the principles embodied in the Commonwealth Disability Strategy framework and is committed to ensuring that all people seeking employment have fair access to employment opportunities. As at 30 June 2019, no staff had identified as having a disability.

Work health and safety

A healthy lifestyle is actively encouraged and promoted by ACIAR, through providing access to non-salary benefits such as annual health assessments, subsidies for healthy lifestyle initiatives, annual influenza injections and pre-travel assessments for overseas travellers by the Travel Doctor.

Access to an Employee Assistance Program is also provided. This program provides free professional counselling and career-planning services to ACIAR employees and their families. The service also includes wellbeing seminars, mediation and conflict resolution services, and assistance to line managers.

Ergonomic assessments for new employees and employees who experience discomfort at their workstation are carried out by a qualified workplace assessor. Modifications are made to work practices and work areas as required, resulting in less work-related physical ailments and increased productivity.

In 2018–19, there were no accidents or dangerous occurrences giving rise to the issue of any formal notices or directions under the Work Health and Safety Act 2011.