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Staffing

The ALRC has one office in Brisbane. On 30 June 2019, the ALRC employed 9 staff with a full-time equivalent staffing level of 8.2 FTE. In addition, the ALRC had one staff member on leave without pay. These figures do not include Commissioners.

Table 5: Staffing profile as at 30 June 2019

ALRC classification

Men

Women

Full-time

Part-time

Total

EL2/PLO

2

2

2

($136,390–$ 197,573)

EL1/SLO

($101,487–$132,418)

APS 5-6/LO

4

1

3

4

($76,301–$96,653)

APS 3–4

3

3

3

($60,232–$74,078)

Total

2

7

6

3

9

Indigenous employment

During the 2018–19 financial year there were no employees who identified as Indigenous.

Staff retention and turnover

During 2018–19 five ongoing non-SES employees received a voluntary redundancy.

Employment conditions

Non-SES employees engaged directly by the ALRC are covered by the ALRC Enterprise Agreement 2016–19. The Enterprise Agreement sets out terms and conditions of employment. One employee is currently working with individual flexibility arrangements to reflect increased responsibilities. The only non-salary benefits provided during the period were paid as a health and well-being allowance.

Performance rewards and bonuses

The ALRC Enterprise Agreement 2016–19 makes provision for performance appraisal and allows for performance to be rewarded through a mixture of movement up the salary scale and one-off performance bonuses for those at the top of their pay point salary band, as summarised in Table 6.

Table 6: Performance rewards

Performance rating

Outcome

Exceeding performance expectations

2 pay point increase

Meets all performance expectations

1 pay point increase

Meets most performance expectations

Remain on current pay point

Does not meet performance expectations

Remain on current pay point or go

down one or more pay points in

accordance with procedures in Clause

20, ‘Managing Underperformance’

An employee who is at the maximum salary point for a classification will be eligible for a bonus of up to 2% of his or her annual salary, based on a performance appraisal. If rated as exceeding performance expectations, the bonus will be 2%. If rated as meeting all performance expectations, the bonus will be 1%. If rated as meeting most, or not meeting performance expectations, there will be no bonus awarded.

During 2018–19, three employees were awarded a performance bonus, amounting to a total bonus payment for the year of $4,965.05.

Table 7: Performance bonuses 2018–19

Classification

Number of employess

Total Paid

Average

Range

EL 2

2

$4,235.22

$2,117.61

$1,384.06 - $2,851.16

APS 4

1

$729.83

$729.83

$729.83

Further details of total remuneration expenditure in 2018–19 are provided in the financial statements.

Staff development

The ALRC identifies and responds to the professional development needs of its employees as identified during the performance appraisal process to ensure that they are able to meet the ALRC’s objectives. The ALRC also considers requests for education and training as they arise. The ALRC budgets for professional development at a whole-of-organisation level as well as for individual employees. In addition, the ALRC considers attendance at relevant conferences and professional seminars to contribute to the professional development of staff.

Study leave

Study leave is available for all ongoing employees (full-time and part-time). Study assistance provided by the ALRC is in the form of granting up to five days unpaid leave per academic year (part-time staff will be granted a pro rata amount) to facilitate an employee’s study. No employees applied for study leave during 2018–19.

Law student engagement

The ALRC offers students at select universities the opportunity to gain practical skills by contributing to ALRC research and report writing.

In 2018–19 the ALRC established clinical education programs with the Faculty of Law at three universities: Monash University, the University of Sydney and the University of Queensland. Participants in these programs contribute to current ALRC inquiries by completing a range of research tasks under the joint supervision of their university and an ALRC Legal Officer. Participants receive course credit for their work with the ALRC.

These university partnerships replace the direct internship program previously offered by the ALRC.

Seven clinical education students from the Faculty of Law at Monash University participated in the ALRC internship program in 2018–19. The programs with the University of Sydney and University of Queensland commenced in second semester 2019.

Additionally, the ALRC hosted an Aurora Project supported intern for four weeks. The Aurora Project aims to improve educational outcomes for Indigenous Australians by facilitating internships at a range of organisations.