Training and development
The Commission invests in a number of initiatives to give our employees the skills and experience to deliver Commission services.
Each year, areas for training and development are identified that will support the Commission in meeting its legislative requirements and to enhance their ability to deliver services. In 2019–20, mandatory training for all staff included a Beyond Blue course called Managing Mental Health Risks at Work and cyber security e‑learning modules.
Learning opportunities for staff included e‑learning modules, support for formal study, short courses, attendance at conferences, and coaching and mentoring.
Recruitment and separations
During 2019–20, 56 new employees (ongoing or non‑ongoing) commenced, and 64 employees (ongoing or non‑ongoing) departed the Commission.
Conditions of employment
Collective and individual agreements
All employees, except Senior Executive Service (SES) employees, are covered by the Fair Work Commission Enterprise Agreement 2017–2020. The agreement commenced on 4 October 2017 and has a nominal expiry date of 4 October 2020.
At 30 June 2020, the Commission had three SES Band 1 employees. Employment conditions for SES employees are set out in individual determinations made by the General Manager under s.24(1) of the Public Service Act. The determinations are comprehensive documents covering each SES employee’s terms and conditions, with many conditions aligned with those in the enterprise agreement.
The Commission provides flexible working arrangements to help employees balance work and other responsibilities, including:
- Flextime – The majority of employees have access to flextime arrangements, allowing them to ‘bank’ time worked in excess of standard full‑time, or agreed part‑time, hours (banked time can subsequently be taken as leave).
- Part‑time work – At 30 June 2020, 42 employees worked part‑time.
- Home‑based work – At 30 June 2020, 10 ongoing employees had a home‑based work agreement to combine ongoing work commitments with caring responsibilities and/or personal circumstances – in March 2020, due to the COVID‑19 pandemic, most staff commenced working from home.
- Purchased leave – In 2019–20, 11 employees purchased additional leave.
- Job sharing – During 2019–20, six employees participated in job sharing arrangements.
Non‑salary benefits are available to employees through the agreement, individual arrangements and other initiatives. They include:
- time off instead of payment for overtime worked for the majority of employees
- where available through the local metropolitan public transport authority, access to annual train, tram and bus tickets – the Commission pays the up‑front cost of a ticket and the employee repays the cost over 12‑monthshealthy lifestyle initiatives such as partial reimbursement of the cost of spectacles, subsidised yoga and pilates classes, annual influenza vaccinations and an employee assistance program.
At 30 June 2020, the Commission employed 301 staff (238 ongoing and 63 non‑ongoing). This does not include Commission Members and is a decrease of eight from the total headcount of ongoing and non‑ongoing staff at 30 June 2019. The Commission did not have any casual employees at 30 June 2020. No Commission employees identified as indeterminate sex at 30 June 2020. The Commission does not have staff overseas.
Tables C6 to C19 in Appendix C: Tables and figures reference data provide detailed staffing statistics for the past two reporting periods.
The General Manager determines salaries for SES employees and other highly paid staff. Employment conditions for SES employees are set out in individual determinations made under s.24(1) of the Public Service Act. Table C20: Information about remuneration for key management personnel and Table C21: Information about remuneration for senior executives in Appendix C provide information about remuneration for key management personnel, senior executives and other highly paid staff.
Other highly paid staff are remunerated under the enterprise agreement with an individual flexibility arrangement, which provides additional remuneration benefits. The General Manager determines the level of additional remuneration based on the quality of professional service provided by the employee and external market conditions.
Commission employees do not receive incentive payments or bonuses.
The General Manager is an independent statutory office holder whose remuneration arrangements are determined by the Remuneration Tribunal.
Table C23: APS employment salary ranges by classification level current reporting period (2019–20) in Appendix C shows the salary ranges for APS employees. Except for SES Band 1 employees, the specified ranges are taken from the enterprise agreement.
The Commission does not provide performance pay.