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Management of human resources

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 our ability to deliver services.

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 2020–21, 47 new employees (ongoing or non-ongoing) commenced, and 49 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. A Remuneration Determination was signed effective from 1 October 2020 which extended the operation of the Enterprise agreement for a further 3 years.

At 30 June 2021, the Commission had three SES Band 1 positions. 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.

Flexible work

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 2021, 47 employees worked part-time.
  • Home-based work – All ongoing and non-ongoing employees are able to request a home-based work agreement.
  • Purchased leave – In 2020–21, 10 employees purchased additional leave.
  • Job sharing – In 2020–21, six employees participated in job sharing arrangements.

Non-salary benefits

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 months
  • healthy lifestyle initiatives such as partial reimbursement of the cost of spectacles, annual influenza vaccinations and an employee assistance program.


At 30 June 2021, the Commission employed 299 staff (255 ongoing and 44 non ongoing). This does not include Commission Members and is a decrease of two from the total headcount of ongoing and non-ongoing staff at 30 June 2020. The Commission had three casual employees at 30 June 2021. No Commission employees identified as indeterminate sex at 30 June 2021. The Commission does not have staff based overseas.

Table C6: Details of accountable authority during the reporting period to Table C19: APS Indigenous employment 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. Table C20: Information about remuneration for key management personnel and Table C21: Information about remuneration for senior executives in Appendix C: Tables and figures reference data 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 (2020-21) in Appendix C: Tables and figures reference data shows the salary ranges for APS employees. Except for SES Band 1 employees, the specified ranges are specified in the enterprise agreement, as updated by the Remuneration Determination that commenced on 1 October 2020.

Performance pay

The Commission does not provide performance pay.

Work health and safety

Information about work health and safety at the Commission is provided in Appendix F: Other mandatory information.