Go to top of page

Management of human resources

At 30 June 2020, ACIAR employed 79 employees. Of these, 57 are employed under the Public Service Act 1999 (Public Service Act) and are located in Canberra; and 22 are at overseas missions and embassies. The ACIAR CEO is not included in these statistics as he is a Full-Time Office Holder under the Remuneration Tribunal Determination 2020.

Snapshot of ACIAR staff as at 30 June 2020

Staff employed under Public Service Act

54.6 FTE1

Median length of APS service

2 years

Median age

41 years

Females as % of total

70%

Part-time staff as % of total

19%

Non-ongoing staff as % of total

33%

Employees turnover for 2019–20

10%

Employees identifying as indigenous

0%

1FTE = full-time equivalent

Managing and developing employees

ACIAR employs ongoing and non-ongoing staff and provides a flexible working environment offering full-time and part-time employment at all classification levels from APS level 4 to SES Band 1. Details of staff employed by ACIAR under the Public Service Act 1999 provides a summary of staff statistics for 2019–20. Full details of ACIAR staffing statistics are provided in Appendix 2. Staffing statistics.

Details of staff employed by ACIAR under the Public Service Act 1999

Staff detail

2018–19

2019–20

Canberra-based staff

Number of staff

61

57

Staff (full-time equivalent)

51.39

54.60

Female

39

41

Male

20

16

Base salaries

$6,882,433

$6,936,813

Cessations

13

7

Part-time

11

11

Full-time

50

46

Non-ongoing

26

19

Ongoing

35

38

Learning and development

$150,177

$97,851

Overseas staff

Staff (full-time equivalent)

22

22

Base salaries

$1,059,450

$1,194,402

Learning and development

$8,841

$15,514

Enterprise agreement

Staff other than Senior Executive Service (SES) are covered by the ACIAR Enterprise Agreement 2015–18 and the ACIAR Determination 2018/04 for remuneration increases signed by the CEO, December 2018. These documents outline the core terms and conditions of employment and are supported in their application by the ACIAR Human Resource Manual. The enterprise agreement also includes a clause that allows the CEO and an employee covered by the agreement to make an individual flexibility arrangement. They may be used to vary the effect of terms of the agreement.

During 2019–20 there were 46 non-SES employees covered by the ACIAR Enterprise Agreement, additionally nine non-SES employees had Individual Flexibility Arrangements in place and two SES Officers had determinations under subsection 24(1) of the Public Service Act. Individual agreements did not provide for any additional non-salary benefits not included in the Enterprise Agreement.

The enterprise agreement includes an organisational performance bonus which is linked to achievement of the agency’s key performance indicators (KPIs). Where the CEO determines that 75–90% of KPIs have been met in a financial year, a bonus of $1,000 is payable to eligible employees. Where the CEO determines that greater than 90% of KPIs have been met in a financial year, a bonus of $2,000 is payable to eligible employees. The bonus payment is subject to individual employee performance criteria, minimum terms of employment, and is pro-rated for part-time employees.

Employee development

ACIAR uses its Individual Development and Performance Evaluation Scheme to identify and measure the effectiveness of employee’s capability development and performance. The scheme links each individual’s performance and skill needs to the achievement of the goals and organisational capability needs of ACIAR. The agency encourages engagement and ongoing development through the scheme. Each employee makes a commitment to enhance their knowledge and capability contributing to a high performing culture.

ACIAR encouraged a range of learning and development opportunities for its Canberra based employees in 2019–20, spending a total of $97,851 on professional learning and development. This expenditure does not include attendance of Research Program Managers at professional conferences and seminars in Australia and overseas. ACIAR also offers a studies assistance scheme that aims to enhance the skills and knowledge of its employees by providing financial and leave assistance to complete study for career development.

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, provided they are not already at the top of a salary range. In the cycle concluded in June 2020, there were 48 completed assessments, with 48 rated as ‘meets expectations’ or higher.

A bonus of $2000 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 2020, in recognition of achievements against the ACIAR Corporate Plan 2019–20. Part-time employees received a pro-rata payment based on hours worked. 52 employees received the performance bonus with payments totalling $95,599. Bonus payments are shown in Bonus payments to staff, 2019–20.

Bonus payments to staff, 2019–20

APS classification

No. of employees

No. part-time staff receiving bonus

No. full-time staff receiving bonus

Total no. of staff receiving bonus

Aggregate bonus for each classification

EL2–RPM

10

0

9

9

$18,000

EL2

6

1

4

5

$8,706

EL 1

9

1

8

9

$15,493

APS 6

10

1

8

9

$17,600

APS 5

11

4

7

11

$20,533

APS 4

9

3

6

9

$15,267

Note: SES are not included in the above table as they do not receive the bonus payment

Inclusion and diversity

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.

Workplace diversity

A culture of professional behaviour is promoted by ACIAR and we encourage relationships based on respect and appreciation of 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. ACIAR had no staff who identified as Indigenous, as at 30 June 2020.

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 2020, 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 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, 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 2019–20, 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.