The ILSC Group CEO is responsible for the engagement of employees necessary to perform the functions of the ILSC. At 30 June 2020 the core ILSC (excluding subsidiaries) had 104 employees (head count). This is a decrease from 2018-19 (112 headcount)

During 2019–20 ILSC engaged 15 new employees (seven female and eight male) and 23 employees separated, resulting in a 21.3 per cent average turnover (2018-19: 23.6 per cent). At 30 June 2020 the proportion of Indigenous employees was 24.0 per cent and female employees 50.0 per cent.

Table 25 ILSC Core employees by diversity group (head count), 30 June 2020

Table 26 ILSC employees by employment status (head count), 30 June 2020

Remuneration framework and governance

The ILSC Remuneration and Nominations Committee (RANC) makes recommendations to the ILSC Board on ILSC Group-wide remuneration policy. Any reports in relation to the remuneration framework applicable to the ILSC, including any proposed changes, are presented to the RANC.

The ILSC Group CEO’s remuneration arrangements are administered by the Australian Government Remuneration Tribunal under the Principal Executive Office classification. The ILSC Board considers, reviews and recommends the remuneration review and arrangements of the ILSC Group CEO through the RANC.

The Australian Public Service (APS) Executive Remuneration Management Policy and the APS Workplace Bargaining Policy set out arrangements for managing the remuneration of Senior Executive Employees (SEEs) at the ILSC. Executive positions at ILSC are evaluated and benchmarked based on the APS Executive Salary Guidelines and reviews conducted by independent consultants.

Senior Executive employees are employed under Individual Common Law Contracts and have access to vehicle allowance/leasing and parking, business-class official travel (when travelling more than two hours), airline lounge membership, mobile phones and salary-sacrificing arrangements.

All other ILSC employees are engaged under the ILC Enterprise Agreement (EA) 2019–2022. Benefits under the EA include studies assistance, an employee assistance program, learning and development, a healthy employee scheme (individual and team), screen-based eyesight testing and vaccinations.

Key Management Personnel: ILSC

During the reporting period ended 30 June 2020, the ILSC had 16 directors and executives who met the definition of Key Management Personnel (KMP). Their names, details of remuneration and term as KMP are set out in the following tables¹.

Table 27 ILSC Key Management Personnel - appointments and tenure

Table 28 ILSC Key Management Personnel Remuneration

During the reporting period ending 30 June 2020, the ILSC had four executives who met the definition of senior executive who are not Key Management Personnel.

This table reports the average total remuneration of senior executives who received remuneration during the reporting period. The information is presented in bandings of $25,000 increments or, in the situation where the total remuneration for a senior executive is below the $220,000 threshold, the reporting will be $0–$220,000.

The average figures presented in each of the bands are based on the total amount for the category divided by the number of senior executives in the band. There are no senior executives between the band of $245,001 and $270,000.

During the reporting period ending 30 June 2020, the ILSC had no employees who met the definition of other highly paid staff.

Table 29 ILSC Senior Executive Remuneration