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Human resources management

The Agency’s people are its most valuable asset. They are at the heart of its ability to deliver on the performance expectations of ministerial, health sector and community stakeholders.

They have backgrounds and skills in healthcare, health informatics and information technology, and a range of disciplines between the two. The Agency recognises the strength in their diversity.

The Agency is committed to investing in staff development both formally through targeted external training opportunities and informally through in-house learning initiatives supported by knowledge management and information sharing systems and processes. Development needs are identified through the Agency’s performance management framework which links individual behaviours and performance to Agency objectives.

Workforce planning is under way to ensure that the Agency’s capability and resources are coordinated and leveraged, both now and in the future. This planning includes an environmental analysis and risk assessment to identify any gaps between current and future workforce needs, and to mitigate the risk of loss of technical expertise. To further this important work, the Agency is implementing a strategic workforce plan, which identifies constraints and challenges facing the Agency and what we need to do to ensure the workforce has capability to address them.

Staff statistics

As a dual staffing body, the Agency is empowered to employ staff under the Public Service Act 1999 as well as under its own enabling legislation, the Agency Rule. At 30 June 2020, the Agency employed 267 staff under both those arrangements across offices in in Brisbane, Sydney and Canberra.

The table below gives a breakdown of staff across offices in the form mandated by a 2019 amendment to the PGPA Rule 2014.1 The tables record the numbers of ongoing (permanent) and non-ongoing (temporary) staff, full-time or part-time status, gender, and location, with data for both current and previous year. It highlights the balance in our employment profile across male (127) and female (140) staff.

All ongoing employees current report period (2019–20)

Male

Female

Indeterminate

Total

Full-time

Part-time

Total Male

Full-time

Part-time

Total Female

Total Indeterminate

NSW

25

3

28

45

6

51

-

79

QLD

62

2

64

32

6

38

-

102

SA

-

-

-

-

-

-

-

-

TAS

-

-

-

-

-

-

-

-

VIC

-

-

-

-

-

-

-

-

WA

-

-

-

-

1

1

-

1

ACT

25

3

28

36

4

40

-

68

NT

-

-

-

-

-

-

-

-

Overseas

-

-

-

-

-

-

-

-

Total

112

8

120

113

17

130

-

250

All non-ongoing employees previous report period (2019–20)

Male

Female

Indeterminate

Total

Full-time

Part-time

Total Male

Full-time

Part-time

Total Female

Total Indeterminate

NSW

4

-

4

6

-

6

-

10

QLD

2

-

2

3

-

3

-

5

ACT

1

-

1

1

-

1

-

2

Total

7

-

7

10

-

10

-

17

All ongoing employees previous report period (2018–19)

Male

Female

Indeterminate

Total

Fulltime

Part Time

Total Male

Fulltime

Part Time

Total Female

Total Indeterminate

NSW

22

3

25

37

7

44

-

69

QLD

57

1

58

30

6

36

-

94

SA

-

-

-

-

-

-

-

-

TAS

-

-

-

-

-

-

-

-

VIC

-

-

-

-

-

-

-

-

WA

-

-

-

-

1

1

-

1

ACT

25

2

27

29

4

33

-

60

NT

-

-

-

-

-

-

-

-

Overseas

-

-

-

-

-

-

-

-

Total

104

6

110

96

18

114

-

224

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

Male

Female

Indeterminate

Total

Fulltime

Part Time

Total Male

Fulltime

Part Time

Total Female

Total Indeterminate

NSW

5

-

5

4

1

5

-

10

QLD

2

-

2

4

-

4

-

6

ACT

1

-

1

1

-

1

-

2

Total

8

-

8

9

1

10

-

18

Executive remuneration

In April 2019, the PGPA Rule was amended to provide greater clarity over Commonwealth executive remuneration and to standardise annual report disclosure of the remuneration of key management personnel, senior executives and other highly paid staff. In 2020, the PGPA Rule was further amended to extend remuneration reporting to members of the Agency’s Audit and Risk Committee. These new requirements recognise the heightened interest from Parliament and the public for transparency over remuneration arrangements.

They are to replace online reporting of executive remuneration on the Agency’s website introduced in 2016–17, and supplement aggregate reporting for key management personnel in financial statements.

The new disclosures include key management personnel, senior executives, other highly paid staff.

Executive remuneration

Key management personnel (KMP)

Under accounting standards, KMP are defined as having authority and responsibility for planning, directing and controlling the activities the Agency. The Agency has determined KMP to be its Board members, its CEO and Executive Leadership Team. This is consistent with the reporting of the Agency’s KMP in its financial statements (in Part 4).

Under the new arrangements KMP, their positions, and total remuneration package are identified, reflecting the shift to individual (rather than aggregate) reporting for the Agency’s Board and leadership team.

Senior executives

Senior executives encompass the Agency’s General Managers and anyone (who does not qualify as a KMP) who is responsible for decision making or having substantial input to decisions affecting the operations of the Agency.

Other highly paid staff

Whereas the above two categories are determined by role or classification, this final category, other highly paid staff, is decided solely on the basis of remuneration. It captures any staff who are neither KMP nor senior executives whose total remuneration exceeds an annual reporting threshold of $225,000 for the 2019–20 reporting period (this figure that will be indexed yearly).

Remuneration policies and practices

The Agency employs both public servants and common law employees. For all non-SES officers, including both public servants and common law employees, the Agency utilises the remuneration bands set out in the section 24 Determination made under section 24(1) of the Public Service Act 1999. It manages remuneration within these bands. SES officer remuneration is aligned with the Department of Health SES remuneration bands. Any requests for remuneration outside these bands must be supported by a business case to the CEO for consideration.

The Agency sourced an external Remuneration Review by Deloitte to:

  • analyse employee salary bands
  • deliver a breakdown of Agency and comparable Commonwealth agencies remuneration for different positions, and how their employees and current salary fits into these ranges
  • analyse market rates for key technical roles in the Agency
  • determine techniques used by comparable agencies to attract and retain staff
  • provide options for consideration to enable the Agency to retain and attract quality staff to deliver on its strategic priorities.

The recommendations of this report will be utilised in making decisions on Agency remuneration and benefits.

Remuneration governance arrangements

Remuneration for the CEO is managed through the Remuneration Tribunal which is an independent statutory authority that handles remuneration of key Commonwealth offices.

As a small Agency the CEO is responsible for the annual remuneration review for all SES officers. The Agency applies the Department of Health remuneration bands for SES and increases are considered for those SES who are within the remuneration bands. The review is undertaken in August each year to align with the end-cycle performance ratings which are completed in July. Any requests for remuneration outside these bands must be supported by a business case to the CEO for consideration.

For all non-SES officers, including both public servants and common law employees any requests for remuneration outside the section 24 Determination remuneration bands also requires a business case to the CEO for consideration.

Remuneration tables

Under new requirements introduced in the 2019–20 reporting year, each of the Agency’s KMP names, positions and remuneration packages are identified.

Key management personnel

The remuneration information in the tables below is presented in accordance with 2019 amendments to the PGPA Rule.2

Remuneration of 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 ($)

Bettina McMahon1

Acting Chief Executive Officer

367,689

-

17,287

38,590

11,088

-

-

434,654

Timothy Kelsey

Chief Executive Officer (outgoing)

265,882

-

10,436

11,112

3,369

-

-

290,799

Ronan O'Connor

Executive General Manager - National Health Chief Information Officer

365,549

-

-

34,608

6,918

-

-

407,075

Meredith Makeham

Executive General Manager - Chief Medical Adviser

312,533

-

-

31,127

6,810

-

-

350,471

Steven Momcilovic

Executive General Manager - Chief Financial Officer

221,361

-

2,296

40,126

7,735

-

-

271,517

Rupert Lee2

Executive General Manager - Chief Operating Officer

165,113

-

-

14,858

4,881

-

-

184,851

Steven Issa

Executive General Manager - Chief Digital Officer

288,763

-

26,914

28,803

4,920

-

-

349,401

Elizabeth Deveny

Board Chair

118,774

-

-

11,283

-

-

-

130,057

Bennie Ng

Board Member

59,387

-

-

9,146

-

-

-

68,532

Lyn McGrath

Board Member

67,361

-

-

6,399

-

-

-

73,760

Learne Durrington

Board Member

59,387

-

-

5,642

-

-

-

65,029

Samuel Heard

Board Member

70,177

-

-

6,667

-

-

-

76,843

Emma Hossack

Board Member

70,177

-

-

6,667

-

-

-

76,843

Kylie Ward

Board Member

70,177

-

-

6,667

-

-

-

76,843

Michael Woods

Board Member

69,466

-

-

6,599

-

-

-

76,066

Total

2,571,795

-

56,932

258,295

45,720

-

-

2,932,741

1 Includes Acting Chief Executive Officer and Chief Operating Officer roles for 2019–20.

2 Part year KMP in 2019–20.

Senior executives

Senior executive disclosures are at aggregate level, reporting on averaged remuneration packages within dollar ranges ($25,000 bands), and show the number of executives within each band.

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 – $225,000

7

97,967

-

10,366

10,168

2,360

-

-

120,861

$225,001 – $250,000

5

197,987

-

10,740

24,773

5,918

-

-

239,416

$250,001 – $275,000

4

223,172

-

12,747

25,188

5,777

-

-

266,884

$275,001 – $300,000

1

250,298

-

441

36,265

5,215

-

-

292,218

$300,001 – $325,000

-

-

-

-

-

-

-

-

-

$325,001 – $350,000

-

-

-

-

-

-

-

-

-

$350,001 – $375,000

-

-

-

-

-

-

-

-

-

$375,001 – $400,000

-

-

-

-

-

-

-

-

-

$400,001 – $425,000

-

-

-

-

-

-

-

-

-

$425,001 – $450,000

-

-

-

-

-

-

-

-

-

$450,001 – $475,000

-

-

-

-

-

-

-

-

-

$475,001 – $500,000

-

-

-

-

-

-

-

-

-

Other highly paid staff

Under the new statutory requirements, the Agency is also obliged to produce a table showing the value of remuneration packages for other highly paid staff, defined as those employees who do not fall into the categories above but whose average reportable remuneration was $225,000 or more for the financial period. No staff fell in that category for the reporting period 2019–20.

Audit committee disclosures

Amendments to the PGPA Rule 20143 in February 2020 give greater transparency over audit committee membership and remuneration. The new disclosure requirements align the disclosure of Commonwealth public sector audit committee member’s information in relation to names, qualifications, skills, attendance at meetings and remuneration with better practice in the corporate sector. The ASX Corporate Governance Principles and Recommendations4 recommends that listed companies disclose much of the information included in these items. Therefore, the new requirements ensure that Commonwealth practice matches recommended better practice in the private sector.

In accordance with new statutory requirements, the electronic address of the Audit and Risk Committee’s charter is at https://www.digitalhealth.gov.au/about-the-agency/board-advisory-committees.

Audit and Risk Committee membership, biographies, meeting attendances

Member name

Qualifications, knowledge, skills or experience

Number of meetings attended / eligible to attend

Total remuneration ($)

Michael Woods1

Professor Michael Woods is a Professor of Health Economics at the Centre for Health Economics Research and Evaluation at the University of Technology Sydney. He is a member of the Aged Care Financing Authority.

Professor Woods’ research focus is on the reform of aged care and palliative care, improving the efficiency and effectiveness of the health workforce and the economics and financing of health systems. He specialises in policy development and program evaluations. He has led many commissioned research projects for Commonwealth departments and has been an Independent Reviewer for the COAG Health Council.

Professor Woods was previously Deputy Chairman of the Productivity Commission and Presiding Commissioner on over 20 national inquiries. He led several landmark reports including Caring for Older Australians, Science and Innovation and Australia’s Health Workforce. He has been a visiting scholar at the Australian National University and held Staff Consultant and Senior Expert Roles for organisations including the World Bank and OECD. He has worked closely with national ministries in China on fiscal reform and with national ministries in Viet Nam on economic reform.

Previously Professor Woods was the Under Treasurer for the Australian Capital Territory and a member of the Australian Statistics Advisory Council.

Qualifications: Bachelor of Arts (Hons), Australian National University and Graduate Diploma in Education, Canberra College of Advanced Education 1974.

9/9

10,912

Rob Bransby

Rob Bransby was has more than 35 years’ experience in business, financial services and the health sector. Mr Bransby was a member of the Agency Board until 2019 and stepped down from his full-time role as Managing Director of HBF Health Limited in 2017. During his 12 years at HBF, the organisation consolidated its position as Western Australia’s leading health fund, reaffirming its focus on member health and embarking on an ambitious strategy to become a valued health partner to HBF members. Mr Bransby has long held a leadership position within the health insurance sector and is the immediate past president of the industry association, Private Healthcare Australia. Mr Bransby is well known for championing the interests of health fund members and as an advocate for not-for-profit health insurers. Prior to working at HBF, he enjoyed a successful 25-year career in banking with National Australia Bank. Mr Bransby is currently a director of Synergy, Craig Mostyn Group and Chair of Commonwealth Financial Planning Limited, BW Financial Advice Limited, Count Financial Limited, Financial Wisdom Limited, Commonwealth Private Bank Limited and the Australian Health Insurance Alliance. He is also a Commissioner of the Insurance Commission of Western Australia.

Qualifications: SF Fin FAIM.

3/3

14,000

Lyn McGrath1

Lyn McGrath is the Group Executive Retail Banking at the Bank of Queensland. She was recently the Executive General Manager, Wealth Advice at the Commonwealth Bank of Australia (CBA). Prior to this role Ms McGrath was Executive General Manager, Retail Sales leading the largest financial services distribution business in Australia for six years. Before joining the CBA in 2007, Ms McGrath held roles with St George in Retail Banking. She has extensive senior management experience in strategic and operational roles within the utilities and media industries and over 20 years’ experience in financial services. Ms McGrath is highly regarded for her transformational leadership, financial management experience and customer experience strategy thought leadership. She holds an MBA and BA from Macquarie University as well as a Dip PR (Hons) and is a graduate of the Australian Institute of Company Directors.

Ms McGrath is a Senior Fellow with FINSIA, a Fellow with the Australian Institute of Managers and Leaders and a member of Chief Executive Women Ltd. In 2012, she was named as one of the 100 Most Influential Women in Australia by the Australian Financial Review.

Qualifications: MBA and BA, Macquarie University Diploma PR (Hons), Graduate of the Australian Institute of Company Directors. Senior Fellow FINSIA, Fellow Australian Institute of Managers and Leaders.

5/9

8,730

Maria Storti

Ms Storti serves as an independent member of several Commonwealth audit committees and is a non-executive director. She is a former Ernst & Young advisory partner and has worked with professional services firm PwC in the areas of audit, consultancy and risk. She has also held senior executive roles in various sectors, including government and education. Ms Storti is a Fellow of Chartered Accountants Australia & New Zealand, a Fellow of the Australian Institute of Company Directors and a member of the Australian Institute of Internal Auditors.

Qualifications: MBA, BEc

9/9

34,200

Dr David Bryant

Dr Bryant has over 35 years experience and understanding of ICT governance and risk management as well as the delivery of ICT projects and services in the public sector environment. He is an Australian Computer Society Certified Professional (ACS PCP) and Certified Practising Project Director, Australian Institute of Project Management (AIPM CPPD). Dr Bryant is qualified in programme management and project management (Accredited Practitioner PRINCE2 (A1122), MSP (A2894) Benefits Management (A249), P30 (A706). He currently teaches at the ANU and is a member of several ICT Governance and Audit boards in Federal Government. In late 2016, Dr Bryant completed a PhD investigating the behaviours of key project team members in successful ICT projects.

Qualifications: Doctor of Philosophy in Management Information Systems, MBA in Technology Management, Bachelor’s degree in Information Technology.

9/9

36,000

1 Audit and Risk Committee payments to Michael Woods and Lyn McGrath have also been disclosed as part of the KMP disclosure requirements.

Footnotes

  1. Inclusion of a new Section 17BE(ka) to the Public Governance, Performance and Accountability Rule 2014.
  2. Sections 17BE(ta), 17CA-CC and Schedule 3 of the Public Governance, Performance and Accountability Rule 2014.
  3. Section 17BE(taa) of the Public Governance, Performance and Accountability Rule 2014.
  4. ASX Corporate Governance Council – Corporate Governance Principles and Recommendations, 4th edition, recommendation 4.1, p 19–20.