CRDC’s small but dedicated team of skilled and experienced staff actively manages RD&E investment portfolios to achieve the cotton industry’s strategic goals. Our internal capacity is an essential element of the overall effectiveness of RD&E investment for the cotton industry.
CRDC Organisational Structure as at 30 June 2020
Staff members are employed under section 87 of the PIRD Act, which provides that the terms and conditions of employment are to be determined by the Corporation. The terms and conditions of employment incorporate the Fair Work National Employment Standards and the Australian Government Industry Award 2016. CRDC complies with the Australian Government Bargaining Framework when exercising its power to engage employees in relation to sections 12 and 87 of the PIRD Act.
Including the Executive Director, there were nine full-time employees and three part-time employees as at 30 June 2020.
*CRDC employees as at 30 June each year, excluding contractors.
Staff training and development
In 2019–20, CRDC spent $32,238 on training and $46,098 on recruitment. Areas of direct training activities were team values, management coaching, the Australian Institute of Company Directors (AICD) course, contract management, drone training, RD&E policies and procedures. Throughout the year, Directors and staff participated in a wide range of CRDC-related activities involving other organisations, providing valuable experience, as well as skills and knowledge upgrades for the personnel involved.
Equal employment opportunity
CRDC is committed to a merit-based, non-discriminatory recruitment and promotion policy. Staff members are chosen strictly according to their qualifications for the job.
CRDC’s Equal Employment Opportunity, Discrimination and Harassment Policy defines prohibited discrimination and harassment, and sets out a complaints procedure to be followed if there is a breach of this policy, including details of what action can be taken once the complaint has been made. The policy applies to all employees, whether fulltime, part-time, casual or temporary, to Directors, and to contractors and customers (clients).
Key Management Personnel
During the reporting period ended 30 June 2020, CRDC had 10 key management personnel. These included seven non- executive directors, one executive director, and two senior executives who remained in their current roles for the full year.
The Chair and Non-Executive Directors’ remuneration is determined by the Remuneration Tribunal, an independent statutory authority established under the Remuneration Tribunal Act 1973. The Executive Director and Senior Executives’ remuneration is determined by the Board.
In accordance with the PGPA Rule, the Key Management Personnel information in Note 3.2 of the Financial Statements is further disaggregated in the table below: