Our staff members are our most valuable resource, and they predominantly have qualifications, experience and technical capability in economics and statistics. During 2018–19, the CGC supported staff members to undertake professional qualifications and tertiary education, including programs offered by Chartered Accountants Australia and New Zealand and CPA Australia.

During 2018–19, we conducted a number of training activities for CGC employees and notices were circulated to keep employees informed of training and development opportunities. Given the unique nature of the CGC’s operations, our training and development program had a strong focus on internal and on-the-job training.

The CGC aims to create an organisation that encourages and welcomes diversity. This includes diversity of backgrounds, views, thoughts and approaches. The CGC’s objective is to attract a range of people across varying professions and backgrounds to build a successful and sustainable organisation with a culture that enriches our work and impact. Our diversity fosters an environment of mutual learning, respect, openness, and appreciation of differences and other perspectives. Such a positive culture creates opportunities for a variety of different voices to be encouraged and heard.

The Commonwealth Grants Commission Enterprise Agreement 2015–2018 came into effect on 23 December 2015 and covers the terms and conditions of employment at the CGC. After consultation with staff, the Secretary made a determination under subsection 24(1) of the Public Service Act 1999 that supplements the terms and conditions of the agreement. The determination took effect from 23 December 2018 and outlines salary rates for the next three years. As at 30 June 2019, 25 non–senior executive staff were engaged under the agreement, while three Senior Executive Service (SES) staff were employed under separate determinations made under subsection 24(1) of the Public Service Act.

Employees covered by the enterprise agreement may agree with the Secretary to make an individual flexibility arrangement to vary the effect of any of the terms of the agreement. As at 30 June 2019, two staff members had individual flexibility arrangements in place.

Where there is a demonstrated business need, the CGC provides the SES and some non-SES staff with a mobile phone, tablet, and/or airline lounge membership. The CGC offers reimbursement to staff for spectacles and professional membership fees.

Staffing statistics
Table 5 and Table 6 provide a comparison of the CGC’s staff profile at 30 June 2019 and 30 June 2018, respectively. No staff identified as Indigenous and all staff were based in Canberra. All ongoing and non-ongoing staff were Australian Public Service employees.

Table 5 Ongoing and non-ongoing staff, by gender, classification and work status, as at 30 June 2019

Table 6 Ongoing and non-ongoing staff, by gender, classification and work status, as at 30 June 2018

Staff remuneration
Tables 7 to 10 provide information on the salary ranges of non-SES staff, and the remuneration of key management personnel, senior executives and other highly paid staff.

Table 7 Non-SES salary ranges as at 30 June 2019

Table 8 Remuneration of key management personnel, 2018–19

Table 9 Remuneration of senior executives, 2018–19

Table 10 Remuneration of other highly paid staff, 2018–19

Staff whose performance rating was ’meets requirements’ were eligible for a bonus of up to 4% of salary in 2018–19 (Table 11).

Table 11 Performance payments in 2018–19