Staffing overview

At 30 June 2019, the number of staff employed under the Public Service Act 1999 totalled 125 (75 ongoing full-time, ten ongoing part-time, 34 non-ongoing full-time, three non-ongoing part-time and three non-ongoing casual). All employees were located at the museum’s Sydney premises.

Enterprise Agreements/AWA/Individual Flexibility Agreements (IFAs)

At 30 June 2019, the number of APS staff covered by an Enterprise Agreement was SES one, non-SES 124. The number of staff covered by an AWA was SES nil, non-SES nil. The number of staff covered by an IFA was SES nil, non-SES 27.

Salary rates and benefits

The salary rates available for APS staff by classification structure (as at 30 June 2019) are as follows:

Non-salary benefits provided to employees

• Access to confidential professional counselling service through Employee Assistance Program
• Reimbursement of costs for APS staff for vaccinations
• Bulk influenza vaccinations on site for staff
• Eyesight testing for APS staff and reimbursement for cost of spectacles
• Provision of prescription sunglasses to employees who regularly work outdoors
• Access to salary sacrifice – laptop computers, additional superannuation, novated and associate motor vehicle leases for staff
• Studies assistance for ongoing APS staff
• Access to relevant training for APS staff including first aid, fire warden, work health and safety representatives
• Access to purchased leave scheme for ongoing APS staff
• Flexible working hours and a range of family-friendly initiatives, such as working from home and payment of child care fees if staff are required to travel away from home for museum business
• Annual staff regatta
• MConnect social programs

Performance bonus payment

The aggregate performance bonus payment to APS staff for the agency as a whole in 2018–19 was $9,500.

Effectiveness in managing People and Culture

The APS ongoing staff turnover rate in 2018–19 was 5.8% compared with 6.5% in 2017–18 and 4.3% in 2016–17.

Key training and development initiatives

Employees undertook a range of work-related training activities, courses and conferences, including privacy training and face-to-face Cultural Awareness training, which was also attended by the Endeavour crew and ANMM Councillors. The leadership team and section managers attended various courses and conferences across the areas of executive leadership, digital transformation, crisis management, grievance handling and performance conversations, procurement, and identifying and handling Public Interest Disclosures.

All employees continued to undertake induction, compliance, fire warden, first aid, Work, Health and Safety, APS Code of Conduct, bullying and harassment, and diversity training as required.

Commonwealth disability strategy

A new ANMM Accessibility Action Plan is to be developed.

Assessment of achievement in terms of Australian Government policy

People and Culture policies have been developed and updated in accordance with Australian Government policy and workforce requirements.

The enterprise agreement

The ANMM Enterprise Agreement for 2017–2020 commenced on 11 September 2017. The Enterprise Agreement covers the following:

• working conditions for staff
• allowances
• pay rates
• leave
• consultative process and terms of representation.

Indigenous employment

As at 30 June 2019 there were two ongoing employees who identified as Indigenous and two non-ongoing employees.

Industrial democracy

The museum’s Joint Consultative Council (JCC) met three times during this period to discuss the continuing transformation of the museum. The JCC consists of three elected employee representatives.

Disability reporting

Work continues on the museum’s Accessibility Action Plan, which will highlight our deliverables over the next three years. Explicit and transparent reference to agency-level information is available through other reporting mechanisms.

Establishment and maintenance of ethical standards

At induction all staff are briefed on the APS values and Code of Conduct. Refresher training is provided periodically and conduct is considered as part of the performance management process.

Staffing

Staff by gender

Staff by division

Salaries

Work health and safety performance

The museum complies with obligations under the Work Health and Safety Act 2011 and Work Health and Safety Regulation 2011. WHS safety management procedures are in place and are maintained in accordance with Australian Standard 4801 (Safety Management System). Through following best practice, a safe working environment is provided for museum workers and volunteers.

During the year, 11 Health and Safety Representatives (HSRs) from a cross-section of museum workgroups were appointed to replace ANMM’s WHS Committee. The HSRs play an important role in relation to WHS risk identification and consultation on WHS risk management processes.

ANMM lodged three worker’s compensation claims during the year, with all claims handled in accordance with the museum’s WHS policies and procedures. The three workers are expected to return to full pre-injury duties.

One notifiable incident was reported to Comcare during the year. This incident involved injury to a museum visitor. Comcare was satisfied that risk management processes and actions taken were appropriate and subsequently closed the matter.