The ANAO’s employment framework supports strategies in developing and building capability, investing in its staff, flexible working arrangements and appropriate remuneration. The ANAO’s Enterprise Agreement 2016–2019 came into effect on 21 April 2016 and covers the terms and conditions of employment at the ANAO, other than terms and conditions applying under a relevant Commonwealth law or implied at common law. The agreement provides for a 2 per cent annual pay increase, which is funded from within existing and known future agency budget and revenue streams.
In April 2019, the ANAO implemented a section 24(1) determination under the Public Service Act 1999 after a lengthy consultation process. The determination holds in place conditions of the ANAO Enterprise Agreement 2016–2019 while enabling an annual 2 per cent pay increase commencing 22 April 2019. This agreement was put on hold when the Australian Government issued a section 24(3) determination, effective 14 April 2020, pausing all APS staff pay increases for a period of six months.
The salary ranges for Senior Executive Service (SES) staff are determined by the ANAO’s SES Remuneration Policy and have regard to public sector benchmarks, such as the annual APS remuneration survey. The nature of the work, specific skills and individual contributions to business outcomes are key factors in setting individual SES salaries. SES remuneration payments are set out under Note 2.3 of the financial statements at Part 3 of this this report.
Table D.4: Salary ranges for APS employees, by classification, at 30 June 2020
121,235 – 151,306
105,576 – 118,973
86,024 – 98,872
77,646 – 84,610
67,602 – 74,298
62,185 – 67,252
57,122 – 62,184
46,989 – 57,121
62,185 – 74,298
Table D.5: Performance payments in 2019–20
Table D.6: Summary of performance ratings for the period ending 31 October 2019
ANAO bands 4 and 5
(EL 1 and EL 2)
ANAO bands 1 to 3
Proportion of total eligible staff
The ANAO offers staff a number of non-salary benefits, which include:
- annual influenza immunisation;
- spectacle reimbursement;
- mentoring and coaching programs;
- in-house capability development programs;
- a free, confidential employee assistance program for employees and their immediate families;
- study assistance to eligible employees;
- access to flexible working arrangements; and
- contributions to relevant professional memberships.
The ANAO provides SES staff and — where there is a business need — some non-SES staff with a mobile phone, tablet, laptop and/or airline lounge membership. Employees can also make use of a range of salary sacrifice benefits, including additional superannuation and leased motor vehicles.
Workplace consultative forum
The Workplace Consultative Forum is an important part of the ANAO’s ongoing commitment to employee engagement. The forum has 17 members who include staff, union and management representatives. In 2019–20, the forum met on six occasions to consider a range of employment-related issues, including the response to COVID-19, accommodation and information technology upgrades.
The ANAO aims to create an organisation that encourages and welcomes diversity. This includes diversity of backgrounds, views, thoughts and approaches. The ANAO’s objective is to attract a range of people across varying professions and backgrounds, especially within the executive-level roles, to build a successful and sustainable organisation with a culture that enriches its work and impact. Diversity fosters an environment of mutual learning, respect, and openness to and appreciation of differences and other perspectives. Such a positive culture creates opportunities for a variety of different voices to be encouraged and heard.
The ANAO has diversity contact officers who champion diversity across the ANAO, with a focus on building a positive workplace culture. The diversity contact officer cohort provides informal and confidential support to staff who are seeking assistance and guidance on workplace issues, such as harassment and bullying.
The diversity contact officers host events and support recognised days to educate and raise awareness among our staff. During 2019–20, sponsored events included:
- R U OK? Day;
- Wear it Purple Day; and
- Mental Health Awareness Month.
The ANAO Diversity and Inclusion Strategy 2018–2020 was developed in consultation with staff and Diversity Council Australia. The strategy was approved by the executive and released in February 2018. It provides the ANAO with guidance on ways to successfully embrace diversity by creating an environment that values and uses the contributions of people with different backgrounds, experiences and perspectives. The strategy aims to create a supportive, flexible and engaging workplace in which our employees’ differences are respected and viewed as an organisational asset.
At 30 June 2020, the ANAO had three employees who self-identified as Aboriginal and/or Torres Strait Islander. The ANAO collaborates with other Australian Government agencies so that it can better meet the employment needs of Aboriginal and Torres Strait Islander people.
Implementation of the ANAO’s first Reconciliation Action Plan — at the ‘reflect’ stage — formally concluded in July 2019. A report on the key achievements under this plan can be found on the ANAO website. The ANAO has commenced planning for the development of its next Reconciliation Action Plan at the ‘innovate’ stage.
During 2019–20, the ANAO continued to demonstrate commitment to the goals of its first Reconciliation Action Plan, including by hosting events for National Reconciliation Week, recognising NAIDOC Week, and exploring opportunities within the organisation to strengthen cultural intelligence.