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HUMAN RESOURCES

The human resource staff support the CLC’s diverse workforce across Central Australia. Responding to the COVID-19 pandemic has challenged and diverted key human resources capability for the last third of the reporting year. However, during 2019–20, the team continued to serve the organisation through a human resources information system, payroll, recruitment and safety functions.

Employee relations

The Fair Work Act 2009 and the CLC’s enterprise agreement 2017–20 establish employment terms and conditions and entitlements. The agreement is the CLC’s key industrial instrument. The Fair Work Commission approved the latest agreement on 20 March 2018 for a three-year term. Salary progression is subject to meeting the required performance standards. Performance bonuses are not paid.

Workplace health and safety

Obligations under the Work Health and Safety (National Uniform Legislation) Act 2011 were met, and pandemic response planning commenced in early March 2020. On 26 March the CEO directed that only essential work would continue and that staff could work from home where practicable. Support to facilitate this change included access to hardware, technology and resources, and advice to staff on safe work practices, effective communication and counselling services. This phase and the subsequent return to work is yet to be fully completed.

Early indications from staff suggest that the transition to alternative working arrangements and the subsequent return to work in early June have been successful.

Table 37. Fulltime equivalent staff by ranger group, 2018–20

Ranger group

2018–19 actual

Ongoing

2019–20 actual

Ongoing

Anangu (Angas Downs)

1.7

1.9

Anangu Luritjiku (Papunya)

3.4

4.8

Anmatyerr (Ti Tree)

5.7

5.3

Arltarpilta Inelye (Atitjere)*

4.4

4.6

Kaltukatjara (Docker River)

2.6

1.3

Ltyentye Apurte
(Santa Teresa)*

5.2

6.2

Murnkurrumurnkurru (Daguragu)*

4.1

3.9

Muru-warinyi Ankkul
(Tennant Creek)

8.1

6.6

Tjakura (Mutijulu)

1.5

2.5

Northern Tanami (Lajamanu)

4.3

3.8

Tjuwanpa (Hermannsburg)

6.5

8.2

Warlpiri (Yuendumu, Nyirrpi and Willowra)

3.5

4.0

Walungurru (Kintore) emerging group

0.4

Ranger support officers

2.6

4.1

Total rangers

53.6

57.6

Training and mentoring

3.1

4

Coordinators

12.1

11.8

Technical / administration

1.8

8.9

Total

70.6

82.3

* ILC funded.

Reporting requirements under the Work Health and Safety Act

There were two notifiable incidents reported to Comcare under section 38. No notices were issued under section 90 (provisional improvement notices), section 191 (improvement notices), section 195 (prohibition notices) or section 198 (non-disturbance notices).

Work Health and Safety commitment statement

The CLC is committed to providing a safe workplace. It understands that it has a primary duty of care to all employees, traditional land owners and other persons in relation to the work it undertakes.

It provides a safe environment for all employees, constituents, contractors and visitors at all its work locations. Its commitment to and engagement in safety ensure it is a safe workplace and a successful organisation.

It demonstrates this commitment by:

  • implementing safe work systems that meet legislative requirements: its responsibilities and system framework are outlined in the work health and safety management arrangements published on its intranet
  • consulting with and educating employees in safe work practices and their responsibility to work safely
  • continuously improving by measuring its performance against safety objectives and targets and conducting internal and external audits regularly within the workplace
  • identifying risks and implementing controls to reduce the risk as far as practicable
  • encouraging safety leadership throughout the organisation and celebrating its safety achievements.

Workforce (including Aboriginal) development

Training for new CLC staff, such as first aid, four-wheel driving, cultural awareness, fraud awareness and organisation systems, is mandatory. Short course training is offered to staff on topics such as supervisory skills, conflict resolution, report writing, work health and safety and community consultation.

Thirteen contracts supporting tertiary studies were formalised, six of them with Aboriginal staff. The new position of executive manager policy and governance, reporting to the CEO, was internally filled by the promotion of a female Aboriginal manager. The CLC employs an Aboriginal cadet in the communications team and started a cadet recruitment campaign in early 2020.