Staff management

At 30 June 2019, the Commission had an average staffing level (ASL) of 200 employees.

The majority (93 per cent) of the workforce is based in Canberra.

Of the entire Commission workforce, 74 per cent are women, 83 per cent work full–time, and 89 per cent are ongoing employees. Women make up 92 per cent of the part–time workforce.

Appendix B provides detailed information about the workforce.

Succession planning

In 2018–19, the Commission considered future staffing and capability requirements and engaged in strategic planning related to workforce matters. Of the 22 per cent of current ongoing employees who might elect to retire now or in the coming five years, the majority are at the Executive Level.

Recruitment activity in 2018–19 continued to focus on filling positions that directly contributed to the Commission’s ability to achieve its strategic goals.

The Commission continued to use streamlined recruitment advertising and selection processes designed to identify the best applicants in a fair, transparent and efficient manner.

In 2018–19, the Commission again implemented a Graduate Recruitment Program to attract, identify, develop and retain graduates with skills and qualifications aligned with the strategic priorities.

Leave management

Average use of personal leave with pay—including sick, carers and emergency leave—was 10.9 days per employee in 2018–19. This compares with 10.8 days in 2017–18.

Workforce diversity

In 2018–19, the strong record in workforce diversity was maintained. The Commission has strategies and action plans in operation related to Aboriginal and Torres Strait Islander peoples, disability and carers, gender and LGBTI+. The Commission also has active employee diversity networks, including Disability and Carers, LGBTI+, Culturally and Linguistically Diverse, and Gender employee networks.

Reconciliation Action Plan

The Commission conducted a range of activities to support its commitment to reconciliation. These were facilitated by the Reconciliation Action Plan Working Group, which has representation from across the organisation.

In conjunction with the People and Business Management Group, the Reconciliation Action Plan Working Group continued to encourage staff to take the CORE e–learning course, which encourages respect for, and understanding of, Aboriginal and Torres Strait Islander peoples and cultures.

The Commission arranged a broad range of activities to celebrate key dates of importance such as National Reconciliation Week and NAIDOC Week, including the 17^th annual NAIDOC Week APS Touch Football Carnival, walking tours of Reconciliation Place, and the Indigenous Experiences of Democracy Tour at the Museum of Australian Democracy.

In early 2019, artwork was commissioned to reflect the organisation’s reconciliation journey. The artwork was unveiled to staff, along with a new Reconciliation Action Plan, in the second half of 2019.

Remuneration

The Commission’s remuneration framework and terms and conditions of employment consist of an enterprise agreement for non–SES officers and section 24(1) determinations under the Act for SES officers.

The Australian Public Service Commission Enterprise Agreement 2018–21 came into effect on 7 November 2018.

Six non–SES officers at the Commission had individual flexibility arrangements approved during 2018–19. In addition, 12 section 24(1) determinations applying to SES officers were made during the year.

Table 26 shows the salary ranges available for the Commission’s classification levels.

No performance pay provisions were in operation for employees. The Commission provided non–salary benefits—including salary packaging, leased motor vehicles, laptops, mobile phones and airline lounge memberships—for a limited number of employees.

Table 24: Salary ranges, by classification, 2016–17 to 2018–19

Executive remuneration

Table 24 and 25 detail information relating to the remuneration of SES officers and other key personnel for 2018–19.

Table 24: Information about remuneration for key management personnel 2018–19

NOTE: Some of the figures are impacted by the duration of service of Key Management Personnel. The numbers are based upon accrual accounting and may include some accrual adjustments.

Table 25: Senior Executive remuneration, 2018–19

NOTE: Some of the figures are impacted by the duration of service of Senior Executives. The numbers are based upon accrual accounting and may include some accrual adjustments.

Performance management

The Commission continued to implement the ‘Taking Time to Talk’ approach to performance management, placing increased emphasis on employees and managers having regular, meaningful performance conversations. Further support and information for employees and managers is available on the Commission’s Intranet. The Commission continued to evaluate the approach, with surveys and discussion forums with employees and managers informing a review of the performance management framework.

Australia Day Awards

At the Commission’s 2019 Australia Day Awards ceremony the State of the Service and Workplace Bargaining teams received awards for their outstanding work and dedicated service.

Staff members Margaret O’Brien and Narelle Powers won individual awards for their contribution to the Workplace Relations Group and LGBTI+ Network respectively.