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Management of human resources

The Chief Executive Officer is IHPA’s only employee and is based in Sydney NSW. All other staff are seconded from the Department of Health. The Department of Health will report on IHPA staff as part of its staffing numbers; however, to ensure transparency, IHPA will report separately on those staff who have been seconded to IHPA and report to the Chief Executive Officer.

IHPA continues to place great value in creating a more productive and inclusive workplace— primarily by attracting and retaining high-calibre, talented and engaged staff. The agency supports a flexible work environment, and will continue to support all staff to optimise balance between their work and outside factors, as well as providing technological support critical to achieving their required work performance.

Workplace diversity

IHPA is committed to the recruitment and retention of a diverse (e.g. in gender, age, cultural and linguistic background, disability, Indigenous, and LGBTI+) workforce, and actively promotes an inclusive workplace culture.

The 2019 Australian Public Service Commission Employee Census indicated that IHPA is a highly diverse workplace with an inclusive, collegial and engaged culture.

  • 59% female
  • 53% of senior management positions are held by women
  • 45% of the workforce identifies as being born outside Australia
  • 38% of the workforce speaks a language other than English at home
  • 7% of the workforce identifies as Aboriginal and Torres Strait Islander peoples.

At the 2019 Employee Census, 93% of respondents indicated the agency is committed to creating a diverse workforce, while 100% said the staff in the agency behave in an accepting manner towards people from diverse backgrounds.

Employee engagement

The 2019 Census results indicate IHPA has a 76% employee engagement score.

  • 97% of participants stated they believe strongly in the purpose and objectives of the agency, and feel committed to the agency’s goals.
  • 93% said they are happy to go the ‘extra mile’ at work when required.
  • 76% said they are proud to work for IHPA, and felt a strong attachment to the agency.
  • 85% said they have a clear understanding of how their workgroup’s role contributes to the agency’s strategic direction.
  • 83% indicated they are satisfied with their job
  • 93% said they suggest ideas to improve ways of doing things.

Ongoing and Non-ongoing Employees

The Chief Executive Officer is IHPA’s only employee and is based in Sydney NSW (no change from prior year).

All other staff are seconded from the Department of Health and report through to the Chief Executive Officer. Although the Department of Health reports on seconded IHPA staff as part of its mandatory reporting requirements, to ensure transparency IHPA has provided the following staffing tables.

Ongoing seconded employees 2019

Male

Female

Classification

Full-time

Part-time

Total

Full-time

Part-time

Total

Total

SES

0

0

0

2

0

2

2

EL2

5

0

5

5

0

0

10

EL1

8

0

8

8

4

12

20

APS Level 6

5

0

5

6

2

8

13

APS Level 5

0

0

0

1

0

1

1

Total

18

0

18

22

6

28

46

Ongoing seconded employees 2018

Male

Female

Classification

Full-time

Part-time

Total

Full-time

Part-time

Total

Total

SES

0

0

0

2

0

2

2

EL2

5

0

5

4

0

0

9

EL1

8

0

8

3

5

8

16

APS Level 6

3

0

3

4

2

6

9

APS Level 5

0

0

0

2

0

2

2

Total

16

0

16

14

8

22

38

Non-ongoing seconded employees 2019

Male

Female

Classification

Full-time

Part-time

Total

Full-time

Part-time

Total

Total

SES

0

0

0

0

0

0

0

EL2

0

0

0

0

1

1

1

EL1

1

0

1

0

1

1

2

APS Level 6

1

0

1

1

0

1

2

APS Level 5

0

0

0

0

0

0

0

Total

2

0

2

1

2

3

5

Non-ongoing seconded employees 2018

Male

Female

Classification

Full-time

Part-time

Total

Full-time

Part-time

Total

Total

SES

0

0

0

0

0

0

0

EL2

1

0

1

0

0

0

1

EL1

0

0

0

0

1

1

1

APS Level 6

0

0

0

1

0

1

1

APS Level 5

0

0

0

0

0

0

0

Total

1

0

1

1

1

2

3

Key management personnel

Information about remuneration for key management personnel (KMP)

Short term benefits

Post-employment benefits

Other long-term benefits

Name

Position title

Base salary

$

Bonuses

$

Other benefits and allowances $

Superannuation

Contributions

$

Long service leave

$

Other long term benefits

$

Termination

benefits

$

Total

renumeration

$

Glenn Appleyard

Pricing Authority member

33,1151

-

-

5,100

-

-

-

38,215

Jim Birch

Pricing Authority member (Deputy Chair)

31,115

-

-

2,956

-

-

-

34,071

Bruce Chater

Pricing Authority member

31,115

-

-

2,956

-

-

-

34,071

James Downie

Chief Executive Officer

433,599

-

-

20,151

7,535

-

-

461,285

Prudence Ford

Pricing Authority member

31,115

-

-

2,956

-

-

-

34,071

Jane Hall

Pricing Authority member

31,115

-

-

2,956

-

-

-

34,071

Shane Solomon

Pricing Authority member (Chair)

83,947

-

-

7,975

-

-

-

91,922

Kate Taylor

Pricing Authority member

31,115

-

-

2,956

-

-

-

34,071

Michael Walsh

Pricing Authority member

31,115

-

-

2,956

-

-

-

34,071

Jennifer Williams

Pricing Authority member

31,115

-

-

2,956

-

-

-

34,071

Total

768,466

-

-

53,918

7,535

-

-

829,919

The above disaggregated KMP remuneration information is in accordance with the Public Governance, Performance and Accountability Rule 2014. Key management personnel are those persons having authority and responsibility for planning, directing and controlling the activities of the entity, directly or indirectly, including any Pricing Authority member. The entity has determined the key management personnel to be the Chief Executive Officer and the Pricing Authority members. The remuneration in the table above is based on the relevant remuneration tribunal determinations for holders of full-time and part-time public office.

1 Base salary includes Audit Review and Compliance Committee sitting fees

Staff development

IHPA cultivates, values and supports staff by developing their skills and capabilities to meet their work requirements, as well as to achieve their full potential. We promote a culture where people work within and across teams to broaden their expertise.

Training was provided on a programmed basis to management and a needs basis to individual staff. Additionally, mid-level and senior management staff undertook a program of leadership training.

IHPA supported individuals to attend conferences and training events that assisted them to acquire and develop skills used in their work. In 2018–19, IHPA’s training investment averaged $3,945 per staff member.

The accountable authority

Under the National Health Reform Act 2011, the Chief Executive Officer is the accountable authority.

The Chief Executive Officer is responsible for the effective delivery of IHPA’s work program and supports the Pricing Authority to fulfil its functions.

Details of Accountable Authority during the reporting period Current Report Period (2018-19)

Period as the accountable authority or member

Name

Qualifications of the Accountable Authority

Experience of the Accountable Authority

Position Title /

Position held

Executive / Non-Executive

Date of Commencement

Date of cessation

Number of meetings of the board of the company

James Downie

Masters of Business Administration; Bachelor of Engineering, Metallurgical Engineering

The Chief Executive Officer is responsible for the effective delivery of IHPA’s work program and supports the Pricing Authority to fulfil its functions.

Mr James Downie was appointed as the IHPA CEO on 1 September 2016. Prior to this James was Executive Director, Activity Based Funding, leading the teams responsible for delivering the classification, costing and pricing functions of IHPA as well as the data acquisition activities.

He previously held roles with the Victorian Department of Health and the Royal Children’s Hospital Melbourne, and various technical and operational roles in the resources industry.

Chief Executive Officer

1 September 2016

31 August 2021

N/A

Education and review processes

During the reporting period, the Chief Executive Officer enhanced his skills through attendance at domestic and international activity based funding events, and attended specialised leadership training that was also made available to IHPA mid-level and senior management staff.

The Chief Executive Officer receives regular performance feedback via the Pricing Authority meetings.

Work health and safety

In 2018–19, IHPA’s Work Health and Safety Committee continued to manage work health and safety matters in accordance with the Work Health and Safety Act 2011.

The committee met four times during the year and dealt with a range of work health and safety matters.

IHPA maintained its ongoing practice of providing workplace assessments for new staff, and as required.

In 2018–19 no notifiable incidents were identified in regards to work health and safety. No workers reported injuries and no workers compensation claims were lodged. There were no investigations conducted during the year relating to businesses or undertakings conducted by the entity.

Advertising and market research

In 2018–19, IHPA commissioned no advertising that must be reported under s. 311A of the Commonwealth Electoral Act 1918.