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People management

Effectiveness in managing and developing employees

During 2020–21 the Bureau developed its People Framework 2021–2024 to provide a comprehensive set of actions and outcomes that support the delivery of the Bureau’s current and future workforce strategies. The Framework has been designed to assist the Bureau to deliver its transformation agenda by providing a strategic and innovative approach to workforce capability, including fit-for-purpose, safe and legislatively compliant employment practices.

A key action of the People Framework is the development of the Workforce Plan 2024 to articulate the enterprise skills, knowledge and capabilities required to deliver current and future strategies. Development of the Workforce Plan 2024 will be supported by Group- and program-level plans that address short- to medium-term workforce priorities.

Performance management and development also remains critical to the Bureau’s strategic objectives. Participation rates for the miPDS performance development scheme continue to be high, with 99 per cent of employees having an agreement in place at the end of June.

The 2020 APS Employee Census focused on the areas of changing work practices, leadership, mobility and well-being, as well as employee sentiments on leading through crisis in the context of the COVID-19 pandemic. The results of the census were generally positive:

  • 70 per cent participation rate in 2020, a positive increase from 65 per cent in 2019
  • satisfaction with internal communications and change management have improved
  • staff are happy to ‘go the extra mile’ at work when required
  • perceptions of leadership has improved since 2019, particularly in relation to views of the leadership cohort working together and managing change.

The Bureau’s third Organisational Culture Survey was held in March to examine the issues and behaviours that contribute to workplace satisfaction and performance. The findings continue to show an upward trend across all indicators at the enterprise level.

Strategy in Action workshops were held virtually in September, December, March and June for the Bureau’s extended leadership cohort. The workshops continue to play an important role in building leadership capability and cohesion, shared learning and experiences, and culture and momentum around implementation and delivery of the Strategy.

The Bureau’s employee turnover rate was 11.6 per cent in 2020–21, which was 3.8 per cent lower than in 2019–20. Attracting and retaining high-calibre science, technology, engineering and maths (STEM) graduates continued to be a priority and was achieved through the Australian Government’s ICT entry level programs, the Graduate Meteorology Program, university forums, internships and work experience programs.

Workforce snapshot

Employment

2019–20

2020–21

Difference

Number of staff employed

1593

1645

52

Total employee expenditure

$177.728 million

$194.767 million

$17.039 million

The diversity of our workforce

Women (% of the total workforce)

34.2

35.6

1.4

People with a disability*

(% of the total workforce)

2.4

2

-0.4

Aboriginal and Torres Strait Islander peoples

(% of the total workforce)

1.4

1.5

0.1

Staff with English as a second language

(% of the total workforce)

16.4

16.2

-0.2

Staff with English and another language

(% of the total workforce)

8.8

9.1

0.3

Staff health and well-being

Work health and safety incident reports

447

385

-62

Number of Health and Safety Representatives

30

24

-6

Training and education

Staff undertaking support studies

(% of the total workforce)

1.75

1.52

-0.23

* Note that disability is a voluntary disclosure. Some employees choose not to disclose disabilities.

Infographic showing the proportion of Bureau staff who are Aboriginal and Torres Strait Islander per year. In 2020–21, 1.5% of the Bureau's workforce are Aboriginal or Torres Strait Islander.

Training and development

In 2020–21, the Bureau of Meteorology Training Centre continued to facilitate learning programs to support organisational capability, and licensing and compliance requirements. The Graduate Diploma in Meteorology course – the initial training program for meteorologists – saw 18 students graduate in 2020 (including 14 Bureau staff) and a further 32 commence the 2021 program (including 22 Bureau staff).

Infographic showing the number of Bureau trainees undertaking the Graduate Diploma in Meteorology each year. A total of 14 staff successfully completed the Graduate Diploma in Meteorology course in the class of 2020 and have joined the ranks of Bureau forecasters located across the country.

Continued development of online material provided Bureau staff with greater access to training opportunities, particularly for those located in regional and remote locations. Staff undertook more than 9500 online courses, with modules from the ‘Just-In-Time’ learning library, ICT security, customer engagement, emergency evacuation procedures, marine forecasting and financial delegations being particularly prominent. Specialist technical in-service training was also provided, with 159 meteorologist competencies awarded via virtual instructor-led training and assessment.

Despite the challenges posed by COVID-19 social distancing requirements, the Bureau’s Introduction to Meteorology course was delivered to 416 participants, comprising 405 external customers and 11 internal stakeholders. Contextualised training was provided for several strategic partners, including the Queensland Department of Transport and Main Roads, the Queensland Fire and Emergency Service and the Australian Institute of Disaster Resilience. Advantages of virtual classroom infrastructure were realised this year by scheduling subject matter specialists to deliver training on their areas of expertise, increasing the impact and value of the training for participants.

In support of the Bureau’s Observing System Strategy, training was delivered to more than 89 staff on automatic weather station (AWS) operational support, AWS site inspection, remote stations observations and maintenance, aerodrome weather observer and radar maintenance.

The National Meteorological Library’s collection was updated with 410 books, reports and conference proceedings, and 348 Bureau staff publication records were added to the Bureau Abstracts database. The Library continued to strengthen its archival of historical material through the ongoing acquisition and maintenance of the Rare Books Collection and continued development of the digital repository to ensure preservation of the Bureau’s valuable and unique meteorological material. The Library also increased efforts to improve the accessibility of its collection through the National Libraries Australia catalogue and the Trove service. A total of 329 new library holdings of books, reports and journal holdings were added to the national Australian database and 245 records were updated. The Library has deposited 136 Bureau publications to the national e-Deposit service.

Work health and safety

The Bureau is committed to ensuring the health and well-being of its staff and strives to reach zero harm through a positive culture and by embedding health, safety and well-being practices in all activities.

The continued challenge in 2020–21 was to ensure staff safety and well-being during the COVID-19 pandemic. The Health Safety and Environment (HSE) Program provided dedicated support to the Bureau’s COVID-19 Critical Incident Management Team and COVID-19 Incident Management teams throughout the period, ensuring critical health and safety support was provided through a range of initiatives including flexible work arrangements, staff health and well-being monitoring programs, hygiene practices and health scenario planning.

Highlights from 2020–21 included:

  • recruitment of an additional two full-time WHS resources into the HSE Program deployed in Bureau city office locations to further improve engagement and visibility of HSE initiatives
  • a review and refresh of the Bureau’s management representatives within the WHS Committee, seeing a member of the Executive Team now chair the WHS Committee meetings, improving consultation and visibility on WHS matters
  • commencement of an internal review of the work health and safety management system (WHSMS) to assess the Bureau’s WHSMS against the requirements of the Comcare national audit tool and international standard ISO 45001
  • continued maturation of the Bureau’s safety culture, indicated by:
    • a 9 per cent improvement in proactive hazard reporting with an increase in the number of hazard reports made
    • a 20 per cent reduction in the number of injuries, from 95 in 2019–20 to 76 in 2020–21, including a significant drop in lost time injuries from seven to four
    • an improvement in the Bureau’s lost time injury frequency rate (LTIFR) of 1.60 compared to 2.90 in 2019–20, a result that is well ahead of the Comcare industry rate for ‘Public Administration’ of 4.9
    • a reduction in the average number of days to report an incident from 3.7 days in 2019–20 to 2.6 days, achieving the Bureau’s target of reporting within 3.0 days
    • consistent usage of Employee Assistance Program with an annual staff utilisation of 13.1 per cent that is 5.1 per cent higher than the public administration/government industry utilisation rate of 8 per cent.
  • delivery of a range of well-being initiatives including the Get Moving campaign to ensure staff are taking regular breaks and physical activity, which assists with both physical and psychological risk reduction
  • Bureau-wide delivery of the influenza vaccination program
  • delivery of a WHS – Due Diligence for Officers workshop with the Executive Team to enhance understanding of WHS due diligence obligations.

Infographic showing the number of WHS incident reports and compensable injuries each year. In 2020-21, there were 385 WHS incident reports in total and 5 compensable injuries.

Lead WHS indicators

Lag WHS indicators

- As at 30 June, 24 Health and Safety Representatives (HSRs) and 17 Deputy HSRs represented 28 work groups.

- A consistent and improved level of participation by the Senior Leadership Team has seen an average of 95 recorded safety conversations per month.

- Bureau Executive provided with monthly comprehensive WHS briefs.

- Comcare was notified of one dangerous occurrence under section 38 of the Work Health and Safety Act 2011 (Cth). No action from the regulator.

- Proactive reporting culture maintained, with 385 HSE incident/ hazard reports lodged, compared with 447 in 2019–20. It is believed the reduction is likely related to increased number of staff in COVID-19–related work from home arrangements.

- The preventative reporting of hazards improved by 9 per cent, with hazards representing 64 per cent of all reports recorded, compared to 55 per cent in 2019–20.

- There was an improvement in timeliness of incident/hazard reports, with the average report lodged in 2.6 days, compared to 3.7 days in 2019–20.

- The Bureau’s lost time injury frequency rate (LTIFR) of 1.60 has improved year on year and is favourable when compared to the Comcare industry rate for ‘Public Administration’ at an LTIFR of 4.9.

- Five workers’ compensation claims were accepted (0.3 claims per 100 staff).

- Four lost-time compensation claims were accepted with one of the claims being for medical treatment expenses only.

Infographic showing the average number of days to register WHS incidents each year. In 2020-21, the average was 2.6 days to register a WHS incident.

Consultation
The Bureau recognises that staff engagement and participation improve decision-making for health and safety matters, and helps reduce work-related incidents, injuries and illness. The Bureau has formal health and safety consultative arrangements and circulates all WHS procedures to staff for consultation prior to finalisation.

Rehabilitation and compensation
In 2020–21, six compensation claims were lodged with Comcare of which five were accepted. Of the accepted claims, two were musculoskeletal, one psychological, one disease and one laceration. Staff members with an accepted lost time injury were supported through the return-to-work process. The Bureau achieved a return-to-work rate of 67 per cent. Of the employees not yet returned to pre-injury duties, all are under active rehabilitation programs to facilitate future return-to-work.

The Bureau’s claim frequency rate continues to remain under the average for APS agencies. The Bureau’s Comcare premium rate for 2020–21 of 0.29 per cent was also below the overall scheme premium rate of 0.87 per cent.

Infographic showing the annual Comcare insurance premiums for the Bureau and the APS average. The Bureau’s Comcare premium rate for 2020–21 of 0.29 per cent was below the overall scheme premium rate of 0.87 per cent.

The Compensation and Rehabilitation Employee Services (CARES) Team continued to see positive return to work outcomes for compensable claims through the engagement of effective rehabilitation providers, dedicated managers, CARES Team support, and the positive approach of injured staff. A proactive, early-intervention approach for injured or ill employees resulted in minimal lost time for non-compensable matters. This involves Managers and Supervisors establishing immediate supportive contact with employees who require further assistance. The CARES Team works with all parties to support the return-to-work process in a collaborative way.

Employment arrangements

As at 30 June, the Bureau had 1413 ongoing and 231 non-ongoing staff employed under the Public Service Act 1999. These figures include 24 Senior Executive Service (SES) and equivalent staff but exclude the Head of Agency. Except for the SES and the Head of Agency, all staff are covered under the Bureau of Meteorology Enterprise Agreement (EA). The salary bands under the EA and non-salary benefits are outlined below. There were 44 staff with individual flexibility agreements pursuant to the EA, providing allowances and flexibility in working arrangements.

Non-salary benefits
Non-salary benefits for employees include:

  • flexible working arrangements, such as flex-time, executive-level time off in lieu, part-time and home-based work
  • assistance to employees who are in, have left, or are preparing to leave situations which are affected by family and domestic violence
  • provision for leave, including recreation leave, long service leave, personal/carer’s leave, compassionate leave, war service, sick leave, pregnancy leave, maternity leave, adoption leave, supporting partner leave, study leave, employee-funded extra leave, ceremonial leave, defence leave, jury service leave, purchased leave and community leave (with and without pay)
  • study assistance and relocation support
  • access to an employee assistance program
  • access to the flexible remuneration packaging scheme
  • provision of business-related equipment
  • career guidance and development services.

Australian Public Service Act employment arrangements—current report period (2020–21)

SES

Non-SES

Total

Bureau of Meteorology Enterprise Agreement 2018

0

1620

1620

SES (and equivalent) employment contracts

24

0

24

Total

24

1620

1644

Note: Includes staff on leave without pay and excludes the Head of Agency.

Australian Public Service Act Employment salary ranges by classification level (minimum/maximum)—current report period (2020–21)

Minimum Salary

Maximum Salary

SES 3

n/a

n/a

SES 2

246 352

274 928

SES 1

204 352

224 284

EL 2

112 622

184 307*

EL 1

98 209

110 623

APS 6

80 665

91 713

APS 5

73 151

79 725

APS 4

65 620

71 959

APS 3

58 542

68 515

APS 2

52 825

58 007

APS 1

27 450^

50 910

Other

25 886

56 630

Minimum/Maximum range

25 886

274 928

*Includes Research Officers ^Includes Graduate, Cadet and Trainee staff

Executive remuneration

The payment of salary and administration of conditions for the Head of Agency is derived from the relevant Remuneration Tribunal determination. The Bureau has an SES remuneration framework that applies to the SES (and equivalent) staff. At 30 June there were 24 common law contracts for SES (and equivalent) staff. These contracts also provided for non-salary benefits, such as business equipment (home computing facilities and mobile phone) and airline club membership. The Bureau has zero staff on Australian Workplace Agreements and is not subject to any determinations under subsection 24(3) of the Public Service Act.

Information about remuneration for key management personnel

The Bureau’s key management personnel include the CEO as its Accountable Authority, and members of the Bureau Executive who report directly to the CEO. Remuneration information for key management personnel is provided below.

Short-term benefits

Post-employment benefits

Other long-term benefits

Termination benefits

Total remuneration

Name

Position title

Base salary

Bonuses

Other benefits and allowances

Superannuation contributions

Long service leave

Other long-term benefits

Andrew Johnson

CEO &and Director of Meteorology

394 136

-

34 725

65 644

12 416

-

-

506 921

Alistair Legge

ROBUST Program Director

275 713

-

58 509

48 835

7889

-

-

390 945

Gilbert Brunet

Chief Scientist

274 425

-

58 181

47 037

7965

-

-

387 609

Graham Hawke

Chief Strategy Officer

70 620

-

4088

17 913

3196

-

312 104

407 920

Kirsten Garwood

PST Program Director

276 212

-

47 592

49 020

7892

-

-

380 715

Nichole Brinsmead

Chief Information Officer

276 544

-

47 084

48 852

7901

-

-

380 382

Paula Goodwin

Chief Operating Officer

276 676

-

38 600

45 585

7670

-

-

368 531

Peter Stone

Group Executive

243 153

-

57 392

56 964

2362

-

-

359 872

Piero Chessa

Group Executive

275 050

-

65 468

47 272

8029

-

-

395 819

Information about remuneration for senior executives

The average total remuneration of senior executives, excluding key management personnel, during the reporting period is provided below.

Total remuneration bands

Short-term benefits

Post-employment benefits

Other long-term benefits

Termination benefits

Total remuneration

Number of senior executives

Average base salary

Average bonuses

Average other benefits and allowances

Average superannuation contributions

Average long service leave

Average other long-term benefits

Average termination benefits

Average total remuneration

$0 - $220 000

0

-

-

-

-

-

-

-

-

$220 001 - $245 000

2

187 139

0

21 571

30 691

5176

0

0

244 577

$245 001 - $270 000

9

214 369

0

4647

36 171

5827

0

0

261 013

$270 001 - $295 000

4

222 058

0

13 615

36 993

6282

0

0

278 948

$295 001 - $320 000

2

225 028

0

36 255

38 774

6550

0

0

306 607

$320 001 - $345 000

0

-

-

-

-

-

-

-

-

$345 001 - $370 000

0

-

-

-

-

-

-

-

-

$370 001 - $395 000

0

-

-

-

-

-

-

-

-

$395 001 - $420 000

0

-

-

-

-

-

-

-

-

$420 001 - $445 000

0

-

-

-

-

-

-

-

-

$445 001 - $470 000

0

-

-

-

-

-

-

-

-

$470 001 - $495 000

0

-

-

-

-

-

-

-

-

$495 001 - …

0

-

-

-

-

-

-

-

-

Information about remuneration for other highly paid staff

Remuneration of staff who are neither key management personnel nor senior executives, and whose total remuneration exceeds the threshold amount for the reporting period ($230 000) is also provided below.

Total remuneration bands

Short-term benefits

Post-employment benefits

Other long-term benefits

Termination benefits

Total remuneration

Number of other highly paid staff

Average base salary

Average bonuses

Average other benefits and allowances

Average superannuation contributions

Average long service leave

Average other long-term benefits

Average termination benefits

Average total remuneration

$230 001 - $245 000

8

156 018

0

44 599

31 676

4328

-

0

236 622

$245 001 - $270 000

8

133 976

0

66 560

36 253

6822

-

13 344

256 954

$270 001 - $295 000

5

83 942

0

38 658

19 952

2150

-

131 035

275 738

$295 001 - $320 000

3

105 146

0

48 789

23 685

2429

-

126 280

306 328

$320 001 - $345 000

2

71 869

0

10 010

13 747

2158

-

233 791

331 576

$345 001 - $370 000

4

56 985

0

11 046

10 957

389

-

276 544

355 142

$370 001 - $395 000

2

81 353

0

7096

14 221

1141

-

279 178

382 988

$395 001 - $420 000

0

-

-

-

-

-

-

-

-

$420 001 - $445 000

0

-

-

-

-

-

-

-

-

$445 001 - $470 000

1

54 409

0

1058

9231

1284

-

380 240

446 222

$470 001 - $495 000

0

-

-

-

-

-

-

-

-

$495 001 - …

1

72 074

0

5820

12 901

1714

-

463 259

555 768

Performance pay (Australian Public Service Act Employees)
No Bureau employees received performance pay during 2020–21.

Workforce profile (staffing statistics)

All statistics are as at 30 June unless otherwise stated.

External Territories include Australian Antarctic Territory, Norfolk Island and Cocos Islands. Macquarie Island is included in Tasmania, Willis Island in Queensland and Lord Howe Island in New South Wales.

All ongoing employees—current report period (2020–21)

Male

Female

Indeterminate

Total

Full-time

Part-time

Total

Full-time

Part-time

Total

Full-time

Part-time

Total

NSW

69

4

73

20

8

28

0

0

0

101

Qld

116

4

120

44

7

51

0

0

0

171

SA

42

1

43

13

4

17

0

0

0

60

Tas

35

2

37

14

9

23

0

0

0

60

Vic

466

32

498

246

61

307

1

0

1

806

WA

57

4

61

16

4

20

0

0

0

81

ACT

40

8

48

38

8

46

0

0

0

94

NT

24

0

24

11

0

11

0

0

0

35

External Territories

4

0

4

1

0

1

0

0

0

5

Overseas

0

0

0

0

0

0

0

0

0

0

Total

853

55

908

403

101

504

1

0

1

1413

All non-ongoing employees—current report period (2020–21)

Male

Female

Indeterminate

Total

Full-time

Part-time

Total

Full-time

Part-time

Total

Full-time

Part-time

Total

NSW

3

3

6

2

1

3

0

0

0

9

Qld

6

3

9

4

2

6

0

0

0

15

SA

3

0

3

2

1

3

0

0

0

6

Tas

3

1

4

0

0

0

0

0

0

4

Vic

88

26

114

49

9

58

3

0

3

175

WA

5

0

5

2

0

2

0

0

0

7

ACT

1

1

2

3

3

6

0

0

0

8

NT

0

3

3

1

0

1

0

0

0

4

External Territories

2

0

2

2

0

2

0

0

0

4

Overseas

0

0

0

0

0

0

0

0

0

0

Total

111

37

148

65

16

81

3

0

3

232

All ongoing employees—previous report period (2019–20)

Male

Female

Indeterminate

Total

Full-time

Part-time

Total

Full-time

Part-time

Total

Full-time

Part-time

Total

NSW

69

7

76

22

9

31

0

0

0

107

Qld

107

4

111

31

6

37

0

0

0

148

SA

42

0

42

13

3

16

0

0

0

58

Tas

39

3

42

12

8

20

0

0

0

62

Vic

482

34

516

242

66

308

0

0

0

824

WA

56

5

61

11

8

19

0

0

0

80

ACT

39

5

44

24

10

34

0

0

0

78

NT

28

0

28

9

0

9

0

0

0

37

External Territories

3

0

3

2

0

2

0

0

0

5

Overseas

0

0

0

0

0

0

0

0

0

0

Total

865

58

923

366

110

476

0

0

0

1399

All non-ongoing employees—previous report period (2019–20)

Male

Female

Indeterminate

Total

Full-time

Part-time

Total

Full-time

Part-time

Total

Full-time

Part-time

Total

NSW

2

2

4

0

0

0

0

0

0

4

Qld

7

2

9

3

1

4

0

0

0

13

SA

2

0

2

0

0

0

0

0

0

2

Tas

4

0

4

2

0

2

0

0

0

6

Vic

72

23

95

55

6

61

0

0

0

156

WA

3

0

3

2

0

2

0

0

0

5

ACT

4

1

5

0

0

0

0

0

0

5

NT

0

2

2

0

0

0

0

0

0

2

External Territories

1

0

1

0

0

0

0

0

0

1

Overseas

0

0

0

0

0

0

0

0

0

0

Total

95

30

125

62

7

69

0

0

0

194

Australian Public Service Act ongoing employees—current report period (2020–21)

Male

Female

Indeterminate

Total

Full-time

Part-time

Total

Full-time

Part-time

Total

Full-time

Part-time

Total

SES 3

0

0

0

0

0

0

0

0

0

0

SES 2

3

0

3

3

0

3

0

0

0

6

SES 1

13

0

13

3

0

3

0

0

0

16

EL 2

147

8

155

90

12

102

0

0

0

257

EL 1

271

23

294

109

41

150

0

0

0

444

APS 6

260

15

275

101

37

138

0

0

0

413

APS 5

88

4

92

31

2

33

0

0

0

125

APS 4

13

1

14

38

5

43

0

0

0

57

APS 3

44

3

47

15

3

18

0

0

0

65

APS 2

0

0

0

2

0

2

0

0

0

2

APS 1

2

1

3

1

1

2

0

0

0

5

Other

12

0

12

10

0

10

1

0

1

23

Total

853

55

908

403

101

504

1

0

1

1413

Australian Public Service Act non-ongoing employees—current report period (2020–21)

Male

Female

Indeterminate

Total

Full-time

Part-time

Total

Full-time

Part-time

Total

Full-time

Part-time

Total

SES 3

0

0

0

0

0

0

0

0

0

0

SES 2

1

0

1

0

0

0

0

0

0

1

SES 1

0

0

0

1

0

1

0

0

0

1

EL 2

6

8

14

8

2

10

0

0

0

24

EL 1

46

10

56

19

3

22

0

0

0

78

APS 6

33

12

45

12

5

17

3

0

3

65

APS 5

9

1

10

7

1

8

0

0

0

18

APS 4

6

2

8

10

2

12

0

0

0

20

APS 3

9

2

11

7

2

9

0

0

0

20

APS 2

0

2

2

0

1

1

0

0

0

3

APS 1

0

0

0

1

0

1

0

0

0

1

Other

0

0

0

0

0

0

0

0

0

0

Total

110

37

147

65

16

81

3

0

3

231

Australian Public Service Act ongoing employees—previous report period (2019–20)

Male

Female

Indeterminate

Total

Full-time

Part-time

Total

Full-time

Part-time

Total

Full-time

Part-time

Total

SES 3

0

0

0

0

0

0

0

0

0

0

SES 2

4

0

4

3

0

3

0

0

0

7

SES 1

12

0

12

3

0

3

0

0

0

15

EL 2

134

7

141

68

13

81

0

0

0

222

EL 1

277

22

299

98

47

145

0

0

0

444

APS 6

269

20

289

108

34

142

0

0

0

431

APS 5

95

6

101

31

5

36

0

0

0

137

APS 4

14

0

14

31

5

36

0

0

0

50

APS 3

47

2

49

17

5

22

0

0

0

71

APS 2

1

0

1

2

0

2

0

0

0

3

APS 1

2

1

3

1

1

2

0

0

0

5

Other

10

0

10

4

0

4

0

0

0

14

Total

865

58

923

366

110

476

0

0

0

1399

Australian Public Service Act non-ongoing employees—previous report period (2019–20)

Male

Female

Indeterminate

Total

Full-time

Part-time

Total

Full-time

Part-time

Total

Full-time

Part-time

Total

SES 3

0

0

0

0

0

0

0

0

0

0

SES 2

1

0

1

0

0

0

0

0

0

1

SES 1

0

0

0

1

0

1

0

0

0

1

EL 2

10

6

16

8

0

8

0

0

0

24

EL 1

39

11

50

21

0

21

0

0

0

71

APS 6

22

12

34

13

3

16

0

0

0

50

APS 5

6

1

7

9

0

9

0

0

0

16

APS 4

5

0

5

5

1

6

0

0

0

11

APS 3

11

0

11

5

3

8

0

0

0

19

APS 2

0

0

0

0

0

0

0

0

0

0

APS 1

0

0

0

0

0

0

0

0

0

0

Other

0

0

0

0

0

0

0

0

0

0

Total

94

30

124

62

7

69

0

0

0

193

Australian Public Service Act employees by full-time and part-time status—current report period (2020–21)

Ongoing

Non-Ongoing

Total

Full-time

Part-time

Total

Full-time

Part-time

Total

SES 3

0

0

0

0

0

0

0

SES 2

6

0

6

1

0

1

7

SES 1

16

0

16

1

0

1

17

EL 2

237

20

257

14

10

24

281

EL 1

380

64

444

65

13

78

522

APS 6

361

52

413

48

17

65

478

APS 5

119

6

125

16

2

18

143

APS 4

51

6

57

16

4

20

77

APS 3

59

6

65

16

4

20

85

APS 2

2

0

2

0

3

3

5

APS 1

3

2

5

1

0

1

6

Other

23

0

23

0

0

0

23

Total

1257

156

1413

178

53

231

1644

Australian Public Service Act employees by full-time and part-time status—previous report period (2019–20)

Ongoing

Non-Ongoing

Total

Full-time

Part-time

Total

Full-time

Part-time

Total

SES 3

0

0

0

0

0

0

0

SES 2

7

0

7

1

0

1

8

SES 1

15

0

15

1

0

1

16

EL 2

202

20

222

18

6

24

246

EL 1

375

69

444

60

11

71

515

APS 6

377

54

431

35

15

50

481

APS 5

126

11

137

15

1

16

153

APS 4

45

5

50

10

1

11

61

APS 3

64

7

71

16

3

19

90

APS 2

3

0

3

0

0

0

3

APS 1

3

2

5

0

0

0

5

Other

14

0

14

0

0

0

14

Total

1231

168

1399

156

37

193

1592

Australian Public Service Act employment type by location—current report period (2020–21)

Ongoing

Non-Ongoing

Total

NSW

101

9

110

Qld

171

14

185

SA

60

6

66

Tas

60

4

64

Vic

806

175

981

WA

81

7

88

ACT

94

8

102

NT

35

4

39

External Territories

5

4

9

Overseas

0

0

0

Total

1413

231

1644

Australian Public Service Act employment type by location—previous report period (2019–20)

Ongoing

Non-Ongoing

Total

NSW

107

4

111

Qld

148

12

160

SA

58

2

60

Tas

62

6

68

Vic

824

156

980

WA

80

5

85

ACT

78

5

83

NT

37

2

39

External Territories

5

1

6

Overseas

0

0

0

Total

1399

193

1592

Australian Public Service Act Indigenous employment—current report period (2020–21)

Total

Ongoing

21

Non-Ongoing

3

Total

24

Australian Public Service Act Indigenous employment—previous report period (2019–20)

Total

Ongoing

20

Non-Ongoing

3

Total

23

All employees by office location and occupational stream—current report period (2020–21)

HOA

SES

ASO

PO

TO

GSO

ITO

RS

TR

Total

NSW

0

0

8

66

30

0

5

1

0

110

Qld

1

2

20

102

56

0

5

0

0

186

SA

0

0

3

29

27

0

6

1

0

66

Tas

0

1

7

30

22

0

3

1

0

64

Vic

0

21

247

351

78

0

204

57

23

981

WA

0

0

8

44

32

0

4

0

0

88

ACT

0

4

35

47

2

0

13

1

0

102

NT

0

0

4

15

19

0

1

0

0

39

External territories

0

0

0

0

9

0

0

0

0

9

Overseas

0

0

0

0

0

0

0

0

0

0

Total

1

28

332

684

275

0

241

61

23

1645

HOA: Head of Agency; SES: Senior Executive Service; ASO: Administrative Service Officer; PO: Professional Officer; TO: Technical Officer; GSO: General Service Officer; ITO: Information Technology Officer; RS: Research Scientist; TR: Trainee.

All employees age profile—current report period (2020–21)

Age range

16–20

21–25

26–30

31–35

36–40

41–45

46–50

51–55

56–60

61–65

66–70

>71

Female

0

21

44

71

105

101

85

72

56

24

5

1

Male

0

25

47

111

140

150

170

171

146

68

23

5

Indeterminate

0

1

1

0

2

0

0

0

0

0

0

0

Total

0

47

92

182

247

251

255

243

202

92

28

6