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Management of human resources

Overview

The People and Organisational Strategy Division, part of the Corporate Services and Business Strategy Group, has primary responsibility for the Treasury’s people framework. Through a suite of strategies and cultural initiatives that drive capability and performance, the division supports the Treasury to continue to deliver compelling and influential policy advice and services.

Key outcomes

Key outcomes have been achieved in the focus areas of:

  • organisational performance;
  • inclusion and diversity; and
  • employee relations.

Key outcomes include:

  • staff sounding and commencement of enterprise bargaining negotiations;
  • redesign and streamlining of secondment and expression of interest processes;
  • implementation of the Treasury’s Performance Development System;
  • development of a Treasury Learning and Development Strategy and three year investment plan;
  • launch of an enhanced Family and Domestic Violence employee support package;
  • design and endorsement of the Treasury’s Indigenous Employment Strategy; and
  • engagement of Koomarri, an Australian Disability Enterprise, for the provision of office support services.

Workforce strategies

In 2017-18, workforce strategies focused on four key areas: talent sourcing, development, mobility and inclusivity. A review of the performance management system was finalised and a new performance management system, the Treasury’s Performance Development System, was launched and embedded. The Treasury also developed a draft Innovate Reconciliation Action Plan and endorsed an Indigenous Employment Strategy, consistent with its demonstrated commitment to increasing the representation of Aboriginal and Torres Strait Islanders in the Australian Public Service.

Performance management

The Treasury is committed to the ongoing development of its employees, and a high performance work culture. In 2017-18, the Treasury implemented a new Performance Development System. The objectives of the system include:

  • continuously improving organisational performance to enable the department to achieve its strategic outcomes and priorities;
  • providing a framework to improve individual and organisational performance, as well as supporting development and career planning;
  • providing an approach to ensure regular real-time and meaningful feedback and recognise and reward sustained high performance;
  • providing mechanisms for managing declines in performance and underperformance.

APS 1-6 staff continue to be formally assessed biannually with Executive Level (EL) and Senior Executive (SES) staff having one formal appraisal each year under the Performance Development System. The APS Integrated Leadership System provides the behavioural framework for assessing performance.

Workplace relations

Remuneration and employment conditions for Treasury’s APS and EL officers are determined under the Treasury Enterprise Agreement 2015-2018. The enterprise agreement operates in conjunction with Commonwealth legislation and the Treasury’s policies and guidelines to define the terms and conditions of employment for staff. The agreement nominally expired on 31 July 2018. The Treasury commenced bargaining for a new enterprise agreement in late May 2018. This followed a comprehensive three month sounding process that commenced in early 2018 to seek staff feedback on the current agreement and ideas on improvements to the Treasury’s operations and business processes. Throughout bargaining, the Treasury met regularly with nominated bargaining representatives and frequently communicated developments with staff.

The department occasionally uses individual flexibility arrangements to secure specific expertise or specialist skills critical to business needs.

Strategic talent sourcing

The Treasury offers recruitment opportunities that aim to attract candidates from both within and outside the Australian Public Service from many professions representing diversity in experience and skills. The Treasury seeks passionate staff who will work collaboratively to deliver ideas and advice that will help Australia meet the challenges of the coming years. The Treasury attracts and develops talent through a range of recruitment activities including expressions of interest and secondment opportunities.

Recruitment

In 2017-18, talent sourcing activities included policy-specific and specialist recruitment, along with large scale recruitment processes, including the graduate recruitment campaign. Staff mobility was encouraged through a formal departmental transfer round, with 43 expressions of interest received. This complemented formal expression of interest processes conducted throughout the year for internal opportunities.

The Treasury also advertised vacancies and employed candidates via the RecruitAbility scheme and under the Affirmative Measures — Indigenous scheme.

Graduate Program

The Treasury Graduate Program remains a key recruitment initiative with 43 graduates commencing in February 2018. The program employed graduates from a range of disciplines including economics, law, arts, commerce and science.

In March 2018, recruitment commenced for the 2019 Graduate Program. Eight hundred and seventy‑five applications were received. Meet and Greet events were hosted by the Treasury and these showcased the responsibilities and the work of the Treasury to prospective graduates.

State offices

The Treasury continued to attract and locate candidates in its Melbourne and Sydney office and established a small presence in Perth to develop relationships with a range of industries. This presence has allowed the Treasury to attract leading expertise from the public and private sector across a range of locations.

Secondment program

The Treasury’s secondment program enables the exchange of staff between the Treasury and other Australian and international organisations. The program builds organisational leadership and positive cultural change by connecting staff and exposing them to new ideas, alternative leadership styles, diverse approaches to policy-making and the challenges and practicalities of implementing policy decisions.

As at 30 June 2018, there were 42 secondments into the Treasury; 31 government and 11 non‑government. Twenty-eight employees of the Treasury were seconded out of the Treasury; 22 government, one non-government and five international organisations.

Learning and development

The Treasury supports ongoing professional development that builds the required skills, knowledge and capabilities of staff to support the delivery of business priorities. The People and Organisational Strategy Division takes a collaborative approach by working with the business to deliver quality learning outcomes.

In 2017-18, the Treasury offered a number of formal development opportunities through which:

  • 38 APS and EL staff participated in the Policy Advising Program;
  • over 700 staff members across all levels attended extensive training on the new Performance Development System. One EL staff member participated in the Graduate Certificate in Public Policy and Finance course run by the University of Canberra;
  • 68 staff were supported with studies assistance to undertake university qualifications and vocational training;
  • one EL staff member participated in the Asia Link Leaders Program;
  • four APS and EL staff members participated in the Institute of Public Administration Australia (IPAA) Future Leaders Program;
  • five staff members are currently undertaking PhD study at the Australian National University through the Sir Roland Wilson Scholarship Program;
  • seven staff studied at the postgraduate level with the support of a postgraduate study award; and
  • over 150 new starters attended the Treasury onboarding activities.

Staffing information

At 30 June 2018, there were 912 staff employed at the Treasury compared with 869 at 30 June 2017. The average staffing level (ASL) across the 2016-17 year was 842.

Of the Treasury’s operative staff at 30 June 2018, 92.8 per cent were employed on an ongoing basis. The proportion of staff working part-time was 14.4 per cent at 30 June 2017, down slightly from a year prior.

Women made up 52.3 per cent of the Treasury’s workforce at 30 June 2018, a decrease of 0.2 per cent a year ago. Women also made up 38.3 per cent of the Treasury’s SES, an increase of 5.7 per cent since 30 June 2017.

Table 1: Staff by actual classification and gender as at 30 June 2018 (operative headcount)

Men

Women

Total

APS3

29

25

54

APS4

23

35

58

APS5

33

44

77

APS6

93

138

231

EL1

118

97

215

EL2

77

85

162

SES Band 1

34

20

54

SES Band 2

15

7

22

SES Band 3

5

2

7

Secretary

1

0

1

Total

428

453

881

Note: data excludes inoperative staff.

While the majority of staff are based in Canberra, some staff are located in the Treasury’s interstate offices in Sydney, Melbourne, and Perth, as well as overseas.

Figure 4: Location of the Treasury’s operative staff

Remuneration — SES

SES remuneration and employment conditions are determined under section 24(1) of the Public Service Act 1999. These are supported by a remuneration model that determines pay levels within each SES level based on performance. The Treasury does not offer performance pay. An SES remuneration package is in recognition of all hours worked, including any reasonable additional hours.

SES employees are not entitled to overtime payments, penalty rates or time off in lieu. The Treasury has historically increased SES remuneration in line with APS and EL staff as determined by the Treasury Enterprise Agreement. SES officers received a 1.5 per cent salary increase in July 2017.

Table 2: Remuneration — SES employees

Classification

Minimum

Maximum

SESB1

$201,382

$234,051

SESB2

$246,821

$288,890

SESB3

$319,863

$374,608

Remuneration — Non-SES

APS and EL officers received a 1.5 per cent salary increase on 1 July 2017. Table 3 contains the salary ranges applying to non-SES employees as at 30 June 2018.

Table 3: Remuneration — non-SES employees

Classification

Minimum

Maximum

APS1

$45,791

$49,725

APS2

$52,780

$56,275

APS3

$59,768

$63,259

APS4

$66,756

$70,248

APS5

$75,054

$79,860

APS6

$84,664

$102,571

EL1

$110,435

$126,681

EL2

$134,892

$154,811

Classification

Minimum

Maximum

APS1

$45,791

$49,725

APS2

$52,780

$56,275

APS3

$59,768

$63,259

APS4

$66,756

$70,248

APS5

$75,054

$79,860

APS6

$84,664

$102,571

EL1

$110,435

$126,681

EL2

$134,892

$154,811

SESB1

$201,382

$234,051

SESB2

$246,821

$288,890

SESB3

$319,863

$374,608

Workplace diversity

The Treasury is committed to growing and maintaining a safe, inclusive and welcoming work environment for all staff, irrespective of gender, ethnicity, linguistic background, age, sexuality, and/or disability.

The Treasury continues to drive action to improve the overall diversity of our workforce across all diversity streams and create a truly inclusive workplace culture, where both inherent and acquired diversity are valued.

Actions to promote and support diversity and inclusion in 2017-18 included the continued operation of an endorsed Diversity Calendar (which establishes key events throughout the year that the Treasury will officially celebrate) and the continued support of SES diversity champions who promote awareness of diversity groups and foster inclusive workplace practices. Importantly, the Treasury continues to progress the development of its Inclusion and Diversity Strategy 2018-2020, which was the subject of consultation in late 2017 and acts as an overarching high level strategy document that is underpinned by four key action plans: Gender Equity Action Plan; Reconciliation Action Plan (RAP); Multicultural Access Plan; and Disability Action Plan.

The Treasury supports the APS Gender Equality Strategy and has published its Gender Equity Action Plan on the internet. The Treasury also supports other APS agencies in their work towards achieving inclusive workplaces.

The Treasury continues to attract, support and retain Aboriginal and Torres Strait Islander staff, with a renewed focus on improving representation across all roles. In 2017-18, the Treasury launched its draft Innovate Reconciliation Action Plan 2018-2020. It is anticipated that this draft RAP will be formally endorsed by Reconciliation Australia in 2018-19. Initiatives in this space also include piloting cultural awareness training, and enhanced education and cultural experiences through celebrating Reconciliation Week and NAIDOC Week.

The Treasury has also developed a comprehensive Indigenous Employment Strategy, which will spearhead the development of mutually-beneficial relationships with Indigenous communities, organisations and tertiary institutions. Further, the Treasury continues to be an active participant in the Indigenous Australian Government Development Program and the Australian Government Indigenous Graduate Recruitment Program. In 2017-18, the Treasury commenced the application of Affirmative Measures for all recruitment activities.

The Treasury supports multicultural access and equity and provides advice that is culturally sensitive. In 2017-18, the Treasury launched a staff-led Cultural and Linguistically Diverse (CALD) Network, which has overseen a number of CALD-related events and activities. The network has contributed to greater awareness of staff that identify as from a CALD background and provides a safe place for staff to go for support and guidance.

The Treasury supports an inclusive and safe workplace for LGBTI+ staff. In 2017-18, the Treasury launched a staff-led Pride@Treasury Network, which has initiated a number of events and activities to provide support to LGBTI+ staff, and raise awareness within the wider department. The Treasury is compliant with the Australian Government Guidelines on the Recognition of Sex and Gender.

In 2018, the Treasury increased its support of an inclusive and safe workplace for people with disability by engaging Koomarri, an Australian Disability Enterprise, for the provision of office support services. In conjunction with this initiative, the Treasury offered Disability Confidence training to all staff. The Treasury continues to offer staff with disability ongoing support and tailored reasonable adjustments (eg, adaptive technologies). In continuation of the department’s objective to attract, support and retain staff with disability, the Treasury continues to support and apply the RecruitAbility scheme to its recruitment activities.

To support staff impacted by family and domestic violence, the Treasury launched an enhanced staff support package in 2018, including: comprehensive policy and guidelines; access to five days unpaid family and domestic violence leave; and access to short term emergency accommodation for staff (and dependents under the age of 18) who are victims of family and domestic violence where other accommodation options are not available. Specialist training has been provided to human resources practitioners, and general awareness training has been rolled out to staff along with a range of resources and guidance material being made available to all staff.