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Management of human resources

Our staff members are our most valuable resource, and they predominantly have qualifications, experience and technical capability in economics and statistics. During 2019–20, 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 2019–20, 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 2020, 20 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 2020, 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 6 and Table 7 provide a comparison of the CGC’s staff profile at 30 June 2020 and 30 June 2019, 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 6 Ongoing and non-ongoing staff, by gender, classification and work status, as at 30 June 2020

Ongoing

Non-ongoing

Total

Full-time

Part-time

Part-time

Classification

Male

Female

Male

Female

Male

Female

Male

Female

SES Band 3

1

1

SES Band 1

1

1

1

1

EL 2

4

1

4

1

EL 1

3

3

2

1

4

5

APS 6

1

4

1

4

APS 5

1

1

Subtotal

10

10

2

1

11

12

Total

20

2

1

23

Table 7 Ongoing and non-ongoing staff, by gender, classification and work status, as at 30 June 2019

Ongoing

Non-ongoing

Total

Full-time

Part-time

Part-time

Classification

Male

Female

Male

Female

Male

Female

Male

Female

SES Band 3

1

1

SES Band 1

1

1

1

1

EL 2

5

1

5

1

EL 1

3

2

1

2

1

5

4

APS 6

3

4

1

3

5

APS 5

1

1

APS 4

1

1

Subtotal

13

9

1

3

1

1

15

13

Total

22

4

2

28

Staff remuneration
Tables 8 to 11 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 8 Non-SES salary ranges as at 30 June 2020

Classification

Minimum ($)

Maximum ($)

Executive Level 2

137,253

151,431

Executive Level 1

110,892

117,402

APS 6

87,403

92,240

APS 5

76,912

80,468

APS 4

69,835

72,998

APS 3

60,313

65,197

APS 2

55,502

59,363

APS 1

45,863

51,362

Table 9 Remuneration of key management personnel, 2019–20

Short‑term benefits ($)

Post‑employment benefits ($)

Other long‑term benefits ($)

Termination benefits ($)

Total remuneration ($)

Name

Position title

Base salary

Bonuses1

Other benefits

Superannuation contributions

Long service leave

Other long‑term benefits

Michael Willcock

Secretary

363,009

34,553

30,679

69,518

13,115

510,874

1 Bonus paid prior to COVID-19 outbreak

Table 10 Remuneration of senior executives, 2019–20

Short‑term benefits

Post‑employment benefits

Other long‑term benefits

Termination benefits

Total remuneration

Total remuneration bands

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

$220,001 - $245,000

1

166,117

29,373

35,734

4,815

236,039

$245,001 - $270,000

1

179,986

29,373

39,488

5,972

254,819

Note that the ‘other highly paid staff’ table is not included as no other employees reached the minimum reporting threshold in 2019–20.

Staff whose performance rating was ’meets requirements’ were eligible for a bonus of up to 4% of salary in 2019–20 (Table 11).

Table 11 Performance payments in 2019–20

Classification(a)

Number

Total ($)

Average ($)

Minimum ($)

Maximum ($)

SES and EL 1–2

13

79,792

6,138

641

34,553

APS 5–6

4

8,106

2,027

790

3,690

Total

17

87,898

(a) Combined for confidentiality.