Workforce planning

The AOFM Workforce Plan 2019‑2023 was developed during the last reporting period. The Plan is attuned to AOFM’s strategic context and aims to maintain organisational resilience and guide succession planning and the development of staff.

There have been significant external factors that have prevented smooth implementation of plan actions. The bush fires in January 2020 and the impact of COVID‑19 on AOFM operations have caused some delays in providing a number of out‑of‑office training and development opportunities that are being sought under the plan. The ability of AOFM staff to pivot and respond to changing circumstances has been tested in action this reporting period.

Enterprise Agreement

The AOFM Enterprise Agreement 2015‑2018 was approved by the Fair Work Commission and came into effect on 17 July 2015 and continues to apply. The CEO has authorised adjustments to AOFM pay rates via two determinations under subsection 24(1) of the Public Service Act 1999; one in November 2015 and the other in July 2018.

Training and development

In 2019–20, all staff participated in some form of training. This included presentation skills workshops, compliance training, leadership programmes, and financial markets related courses. The AOFM also supported further individual professional development activities and an internal seminar series. Payments to external providers for training and development during the period averaged $2,926 per full‑time equivalent employee (FTE).

No staff participated in face to face training in the second half of the year as a result of the COVID‑19 pandemic.

Eighty‑nine per cent of AOFM staff have degree qualifications, with 28 per cent holding higher degrees and 24 per cent holding double degrees. Twenty‑eight per cent have professional qualifications related to the technical aspects of their role with the AOFM.

The AOFM workforce

As at 30 June 2020, AOFM employed 44.1 FTE. Table 8 shows the paid head count of the workforce by broadband classification as at the beginning and end of 2019‑20.

During 2019‑20 three employees were seconded to the National Drought and North Queensland Flood Response and Recovery Agency with arrangements extending outside this reporting period. One secondment commenced prior to the current reporting period and finished in mid‑December 2019. One ran from mid‑August 2019 through early January 2020. The third commenced early December 2019 and ran through the end of the reporting period.

From early October to early November 2019 another employee was seconded to the Department of The Treasury to assist with a review of learnings from the Hayne Royal Commission.

Two secondments to AOFM commenced prior to 2019‑20 and concluded during the year. One person seconded from the Department of Finance to AOFM’s Finance Unit ended the secondment at the end of July 2019. The other person, seconded from the Department of the Treasury to staff a position in the Funding and Liquidity group, ended the secondment in mid‑May 2020.

Most staff are based in Canberra including those on the secondments noted above. Three non‑ongoing staff are based in Sydney.

Employees who identify as indigenous

The AOFM does not have any staff who identify as indigenous.

Changes to senior management

During 2019‑20 two members of the AOFM Executive Group departed AOFM. The Head of Funding and Liquidity resigned in November 2019 to take up a role with a state financing authority. In December 2019 the Chief Risk and Compliance Officer was promoted to an SES Band 1 position in another agency. Both positions were filled on a temporary basis and recruitment activity planned outside the reporting period.

Other staffing changes

Four ongoing employees and seven non‑ongoing employees were recruited during 2019–20. Another employee was moved on a temporary basis to AOFM in 2019‑20 and remained employed at the end of the reporting period.

Including the Executive Group departures noted above, four ongoing staff left during the year, along with two non‑ongoing employees.

Staff departures represented 14.3 per cent of average staffing levels in 2019–20 (2.7 per cent in 2018–19).

The retention rate for 2019–20 was 87.5 per cent, with an average annual retention rate of 90.8 per cent over the last five years.

Employment arrangements

All non‑SES staff had terms and conditions set during 2019–20 by the AOFM Enterprise Agreement 2015‑2018 and two all‑staff determinations made under subsection 24(1) of the Public Service Act 1999 by the CEO.

The CEO has his terms and conditions set by the Secretary through a determination made under subsection 24(1) of the Public Service Act 1999.

Remuneration

Pay rates as at 30 June 2020 are shown in Table 9. These rates were set in accordance with the AOFM Enterprise Agreement 2015‑2018 and determinations made under subsection 24(1) of the Public Service Act 1999.

Remuneration within the range for the classification depends on individual performance ratings. Performance appraisals balance what is achieved (outputs) with how those results are obtained (behaviours). Performance‑linked bonuses are not available.

Non‑salary benefits provided to employees principally comprise superannuation and support for professional development through study assistance, short courses and payment of job‑relevant professional society membership fees. A mobile phone, laptop, or other mobile device may be provided where there is a business need. Remuneration for key management personnel is reported in Note A of Part 4: Financial Statements.

Disability reporting mechanism

The National Disability Strategy 2010–2020 is Australia’s overarching framework for disability reform. It acts to ensure the principles underpinning the United Nations Convention on the Rights of Persons with Disabilities are incorporated into Australia’s policies and programs that affect people with disability, their families and carers.

All levels of government will continue to be held accountable for the implementation of the strategy through biennial progress reporting to the Council of Australian Governments. Progress reports can be found at dss.gov.au

Disability reporting is included the Australian Public Service Commission’s State of the Service reports and the APS Statistical Bulletin. These reports are available at www.apsc.gov.au.

Work health and safety

Monitoring the emergence of notable work health and safety issues is a standing agenda item at Executive Group meetings.

The AOFM has one Health and Safety Representative who assists staff in accordance with the Work Health and Safety Act 2011.

All staff were briefed on workstation ergonomics in late 2019. Staff were also encouraged to get flu vaccinations in early 2020. Counselling and related support is available under an Employee Assistance Programme provided by Benestar Group. Additional online resources are provided to all staff to assist with safety, health and wellbeing promotion.

In December 2019 and January 2020 smoke from the 2019‑20 bushfires engulfed Canberra. Procedures to monitor and ensure indoor air quality were undertaken. Emergency preparedness was tested and particulate masks purchased for use by the business continuity teams.

In response to the COVID‑19 pandemic, the AOFM developed a communicable disease policy and established work from home guidelines. All staff were provided with remote access and conducted self‑assessments of their home‑based work areas. Where required, additional equipment was provided to meet safety standards. From March 2020 all travel was restricted, office social activities banned, and visitors stopped. Hand sanitiser and cleaning products were distributed within the office. A high standard of personal hygiene and social distancing is required in the office. Disposable face masks were purchased to assist in infection control. No AOFM staff were diagnosed as COVID‑19 positive in 2019‑20.

There were no compensable injury claims or notifiable incidents in 2019–20.

There have been no notices or investigations under Part 10 of the Work Health and Safety Act 2011.