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Analysis of Performance against Purpose

IPFA is the only whole-of-government, commercial capability agency within the Australian Government which provides a breadth of infrastructure, specialist commercial advisory and program management services, to assist facilitate investment in infrastructure activity across all sectors of the economy.

Delivery on IPFA's purpose

PURPOSE

DELIVERING IPFA'S PURPOSE

Provide independent commercial and financial advice to support the delivery of Australian Government infrastructure projects and programs

We increased the number of advices provided to clients since IPFA’s inception, by 63% over the reporting period.

We continually increased our client base illustrating that IPFA’s advice is strengthening the Government’s decision making in an expanded range of sectors.

All six of our KPIs demonstrate our performance against this element of our purpose.

Build the Australian Government’s capability to deliver its infrastructure priorities

We expanded and further embedded our knowledge sharing events and secondment program across Australian Government departments and agencies.

In particular two of our KPIs support our performance against this element of our purpose:

  • Facilitation of quality knowledge sharing and development programs, events and forum
  • Delivery of agreed activities and positive stakeholder/market regard for our contribution

Strengthen confidence in the Australian Government’s investment through better-informed decisions, and improved governance and investment management arrangements

We engaged in a growing range of major Australian Government investments providing services covering commercial advisory, financial analysis, negotiation, program governance, oversight and design, probity advice, and independent assurance.

We increased the volume and proportion of services we delivered that are non-advisory, in our transactions and execution, commercial asset and program management, and governance and assurance product lines.

All six of our KPIs demonstrate our performance against this element of our purpose.

This figure outlines key achievements that demonstrate our performance and delivery against IPFA’s purpose. It also describes how our KPIs align to our purpose.

Organisational Performance

Human Resource Management

IPFA recognises that our team members are the most valuable resources.

Our team members have significant expertise and experience in infrastructure policy and reform, advisory and governance, sponsorship, development, procurement and delivery, corporate and project financing, negotiation and commercial and legal arrangements.

Consistent with our strategic goal to be a great place for people to work and develop, IPFA seeks to foster a diverse, inclusive, high performance and flexible working culture. This supports IPFA in attracting, engaging, developing, enabling and retaining talented team members.

IPFA has implemented a comprehensive suite of initiatives, policies and procedures to achieve this, notably through flexible working arrangements, targeted recruitment processes, health and wellbeing support and professional learning and development opportunities.

Ethical Standards

IPFA’s commitment to high ethical and professional standards underpins the professionalism and quality of our work.

The independence of our advice is a critical factor in supporting the Australian Government and its agencies in their infrastructure investment analysis,and subsequent decision-making and delivery of nationally significant infrastructure projects.

Our team members are obliged to adhere to standards of integrity and behaviour governed by the APS legislative, regulatory and ethical frameworks, which is reinforced in our policies and operating guidelines. As a Commonwealth executive agency, the accountability of team members for performance, probity and ethical behaviour is aligned with the APS values and APS Code of Conduct as set out in the PS Act. Under section 44 of the PS Act, the PublicService Commissioner reports annually on these issues in the APSC State of the Service report.

Team Member Demographics

Team Member Statistics

Australian Public Service Act Non-Ongoing Employees Previous Report Period (2018-19)IPFA had an average staffing level (ASL) of 17.66 full time equivalents (FTE) (18 headcount) during the reporting period.

As at 30 June 2020, in addition to the CEO, IPFA had 22 team members employed under the PS Act including part time and non-ongoing employees (based on headcount). IPFA increased its headcount, in regard to team members employed under the PS Act by 9 from 30 June 2019 to 30 June 2020.

Of these team members, 7 were based in IPFA’s Canberra Office, and 15 located in IPFA’s Sydney office. One team member worked remotely in Queensland.

A detailed breakdown of our team member profile (headcount) for the reporting period is provided in Figures 9 to 14 and for the previous reporting period (2018-19) in Figures 15 to 20. This breakdown provides data based on employment type, gender and location.

2019-20 Data

All Ongoing Employees Current Report Period (2019-20)

Male

Female

Indeterminate

Total

Full-time

Part-time

Total Male

Full-time

Part-time

Total Female

Full-time

Part-time

Total Indeterminate

ACT

1

1

2

4

0

4

0

0

0

6

NSW

7

0

7

5

0

5

0

0

0

12

QLD

0

0

0

1

0

1

0

0

0

1

Total

8

1

9

10

0

10

0

0

0

19

This table includes the CEO position as well as employees employed on an ongoing basis under the PS Act as at 30 June 2020.

All Non-Ongoing Employees Current Report Period (2019-20)

Male

Female

Indeterminate

Total

Full-time

Part-time

Total Male

Full-time

Part-time

Total Female

Full-time

Part-time

Total Indeterminate

ACT

1

0

1

0

0

0

0

0

0

1

NSW

1

1

2

1

0

1

0

0

0

3

QLD

0

0

0

0

0

0

0

0

0

0

Total

2

1

3

0

0

1

0

0

0

4

Australian Public Service Act Ongoing Employees Current Report Period (2019-20)

Male

Female

Indeterminate

Total

Full-time

Part-time

Total Male

Full-time

Part-time

Total Female

Full-time

Part-time

Total Indeterminate

SES 3

0

0

0

0

0

0

0

0

0

0

SES 2

0

0

0

0

0

0

0

0

0

0

SES 1

1

0

1

0

0

0

0

0

0

1

EL 2

2

0

2

3

0

3

0

0

0

5

EL 1

3

1

4

2

0

2

0

0

0

6

APS 6

1

0

1

2

0

2

0

0

0

3

APS 5

0

0

0

2

0

2

0

0

0

2

APS 4

0

0

0

0

0

0

0

0

0

0

APS 3

1

0

1

0

0

0

0

0

0

1

Total

8

1

9

9

0

9

0

0

0

18

The CEO position is not included in this table as this position is not directly employed under the PS Act.

Australian Public Service Act Non-Ongoing Employees Current Report Period (2019-20)

Male

Female

Indeterminate

Total

Full-time

Part-time

Total Male

Full-time

Part-time

Total Female

Full-time

Part-time

Total Indeterminate

SES 3

0

0

0

0

0

0

0

0

0

0

SES 2

0

0

0

0

0

0

0

0

0

0

SES 1

0

0

0

0

0

0

0

0

0

0

EL 2

0

0

0

0

0

0

0

0

0

0

EL 1

0

0

0

1

0

1

0

0

0

1

APS 6

1

0

1

1

0

1

0

0

0

2

APS 5

0

0

0

0

0

0

0

0

0

0

APS 4

0

0

0

0

0

0

0

0

0

0

APS 3

0

0

0

0

0

0

0

0

0

0

APS 2

0

1

1

0

0

0

0

0

0

1

TOTAL

1

1

2

2

0

2

0

0

0

4

Australian Public Service Act Employees by Full-time and Part-time Status Current Report Period (2019-20)

Ongoing

Non-Ongoing

Total

Full-time

Part-time

Total Ongoing

Full-time

Part-time

Total Non-Ongoing

Total

SES 3

0

0

0

0

0

0

0

SES 2

0

0

0

0

0

0

0

SES 1

1

0

1

0

0

0

1

EL 2

5

0

5

0

0

0

5

EL 1

5

1

6

1

0

1

7

APS 6

3

0

3

2

0

2

5

APS 5

2

0

2

0

0

0

2

APS 4

1

0

1

0

0

0

1

APS 3

0

0

0

0

1

1

1

Total

17

1

18

3

1

4

22

The CEO position is not included in this table as this position is not directly employed under the PS Act.

Australian Public Service Act Employment type by location Current Report Period (2019-20)

Ongoing

Non-Ongoing

Total

ACT

6

1

7

NSW

12

3

15

QLD

1

0

1

Total

19

4

23

2018-19 Data

Table: All Ongoing Employees Previous Report Period (2018-19)

Male

Female

Indeterminate

Total

Full-time

Part-time

Total Male

Full-time

Part-time

Total Female

Full-time

Part-time

Total Indeterminate

ACT

3

1

4

2

1

3

0

0

0

7

NSW

2

0

2

3

0

3

0

0

0

5

Qld

0

0

0

0

0

0

0

0

0

0

Total

5

1

6

5

1

6

0

0

0

12

This table includes the CEO position as well as employees employed on an ongoing basis under the PS Act as at 30 June 2020.

Table: All Non-Ongoing Employees Previous Report Period (2018-19)

Male

Female

Indeterminate

Total

Full-time

Part-time

Total Male

Full-time

Part-time

Total Female

Full-time

Part-time

Total Indeterminate

ACT

0

0

0

1

0

1

0

0

0

1

NSW

0

0

0

1

0

1

0

0

0

1

Qld

0

0

0

0

0

0

0

0

0

0

Total

0

0

0

2

0

2

0

0

0

2

Australian Public Service Act Ongoing Employees Previous Report Period (2018-19)

Male

Female

Indeterminate

Total

Full-time

Part-time

Total Male

Full-time

Part-time

Total Female

Full-time

Part-time

Total Indeterminate

SES 3

0

0

0

0

0

0

0

-0

0

0

SES 2

0

0

0

0

0

0

0

0

0

0

SES 1

1

0

1

0

0

0

0

0

0

1

EL 2

3

0

3

2

0

2

0

0

0

5

EL 1

0

1

1

1

0

1

0

0

0

2

APS 6

1

0

1

1

1

2

0

0

0

3

APS 5

0

0

0

0

0

0

0

0

0

0

APS 3

0

0

0

0

0

0

0

0

0

0

Total

5

1

6

4

1

5

0

0

0

11

The CEO position is not included in this table as this position is not directly employed under the PS Act.

Australian Public Service Act Non-Ongoing Employees Previous Report Period (2018-19)

Male

Female

Indeterminate

Total

Full-time

Part-time

Total Male

Full-time

Part-time

Total Female

Full-time

Part-time

Total Indeterminate

SES 3

0

0

0

0

0

0

0

0

0

0

SES 2

0

0

0

0

0

0

0

0

0

0

SES 1

0

0

0

0

0

0

0

0

0

0

EL 2

0

0

0

0

0

0

0

0

0

0

EL 1

0

0

0

1

0

1

0

0

0

1

APS 6

0

0

0

0

0

0

0

0

0

0

APS 5

0

0

0

1

0

1

0

0

0

1

APS 4

0

0

0

0

0

0

0

0

0

0

TOTAL

0

0

0

2

0

2

0

0

0

2

Australian Public Service Act Employees by Full-time and Part-time Status Previous Report Period (2018-19)

Ongoing

Non-Ongoing

Total

Full-time

Part-time

Total Ongoing

Full-time

Part-time

Total Non-Ongoing

Total

SES 3

0

0

0

0

0

0

0

SES 2

0

0

0

0

0

0

0

SES 1

1

0

1

0

0

0

1

EL 2

5

0

5

0

0

0

5

EL 1

1

1

2

1

0

1

3

APS 6

2

1

3

0

0

0

3

APS 5

0

0

0

1

0

1

1

APS 4

0

0

0

0

0

0

0

Total

9

2

11

2

0

2

13

Australian Public Service Act Employment type by location Previous Report Period (2018-19)

Ongoing

Non-Ongoing

Total

ACT

7

1

8

NSW

5

1

6

Qld

0

0

0

Total

12

2

14

Team Member Diversity

IPFA is committed to supporting diversity across our team. As at 30 June 2020 no team members identified as Indigenous. However over the reporting period, one team member working with IPFA for seven and a half months identified as Indigenous.

Australian Public Service Act Indigenous Employment Current Report Period (2019-20)

Total

Ongoing

0

Non-Ongoing

0

Total

0

Australian Public Service Act Indigenous Employment Previous Report Period (2018-19)

Total

Ongoing

0

Non-Ongoing

0

Total

0

IPFA is committed to a diverse workforce and provides reasonable adjustment and support to team members with a disability. Our office locations in Canberra and Sydney offices are fully accessible for team members and visitors.

Reporting on disability is available from the APSC’s State of the Service Report and the APS Statistical Bulletin. Both of these reports are available from www.apsc.gov.au.

Team Member Retention and Turnover

During 2019-20, our team member turnover rate of 28.3%.1

Employment Arrangements

Our Senior Executive Service (SES) and non-SES team members are employed under common law contracts under the National Employment Standards, PS Act and the APS Award 2015.

Australian Public Service Act Employment arrangements Current Report Period (2019-20)

SES

Non-SES

Total

Common law Contract under the National Employment Standards, PS Act section 22 and the APS Award 2015

0

21

21

Common law contract under the National Employment Standards, PS Act section 24(1) Determination and the APS Award 2015

1

0

1

Total

1

21

22

In addition to the team members employed under the PS Act described above, over the reporting period IPFA engaged three labour hire contractors for their technical and specialist skills and capabilities. These arrangements were consistent the Commonwealth Procurement Rules contract for labour hire requirements.

Remuneration Arrangements

Remuneration for the CEO is set by the independent Remuneration Tribunal, in accordance with the Remuneration Tribunal (Remuneration and Allowances for Holders of Full-Time Public Officer) Determination 2020.2

The Remuneration Tribunal’s determination for the CEO position includes an annual remuneration package of $387,960 with an additional fixed annual loading of $75,000 until 9 December 2022.

In the reporting period IPFA, had one team member employed at the SES level. SES remuneration and employment conditions are determined under section 24(1) of the PS Act. An SES remuneration package is in recognition of all hours worked, including any reasonable additional hours. SES team members are not entitled to overtime payments, penalty rates or time off in lieu.

For team members employed under the PS Act, remuneration and employment conditions are consistent with the APS Award 2015.

Key Management Personnel

Consistent with the IPFA Financial Statements, key management personnel (KMPs) are those persons having authority and responsibility for planning, directing and controlling the activities of the entity, directly or indirectly.

Over the reporting period IPFA had one officer, being the CEO, defined as a KMP. Ms Leilani Frew held this position for the full year.

Information about remuneration for key management personnel

Short-term benefits

Post-employment benefits

Other long-term benefits

Termination benefits

Total remuneration

Name

Position title

Base salary

Bonuses

Other benefits and allowances

Superannuation contributions

Long service leave

Other long-term benefits

Leilani Frew

CEO

$437,188.27

0

0

$21,167.72

$11,328.64

0

0

$469,684.63

Senior Executive and Other Highly Paid Staff

For the purposes of executive remuneration disclosures as required by the PGPA Rule, during the reporting period one team member was classified as a senior executive and two team members as other highly paid staff.

Senior executives are defined as those executive other than KMPs who are responsible for making decisions, or having substantial input into decisions, that affect the operations of the entity.

Other highly paid staff are employees who are neither KMP nor senior executives and whose total remuneration exceeds the $225,000 threshold for the 2019-20 reporting period.

Information about remuneration for senior executives

Short-term benefits

Post-employment benefits

Other long-term benefits

Termination benefits

Total remuneration

Name

Position title

Base salary

Bonuses

Other benefits and allowances

Superannuation contributions

Long service leave

Other long-term benefits

WIlliam Brummitt

Managing Director

$248.037.44

0

0

$44.761.64

$8,565.49

0

0

$301,364.57

Table: Information about remuneration for other highly paid staff

Total remuneration bands

Short-term benefits

Post-employment benefits

Other long-term benefits

Termination benefits

Total remuneration

Number of other highly paid staff

Average base salary

Average bonuses

Average other benefits and allowances

Average superannuation contributions

Average long service leave

Average other long-term benefits

Average termination benefits

Average total remuneration

$225,001 - $245,000

2

$199,401.24

0

0

$28,475.36

$5,219.72

0

0

$233,096.33

Remuneration Governance Arrangements

Base salary ranges applying to our team members employed under the PS Act are consistent with the APS Award 2015.

This figure summaries the APS Award 2015 base salary ranges by classification for team members in 2019-20.

Australian Public Service Act Employment salary ranges by classification level (Minimum/Maximum) Current Report Period (2019-20)

Minimum Salary

Maximum Salary

SES 1

$238,680

$238,680

EL 2

$134,212

$200,000

EL 1

$108,202

$160,500

APS 6

$83,232

$109,242

APS 5

$74,909

$81,671

APS 4

$67,626

$73,868

APS 3

$60,343

$65,545

APS 2

$54,101

$58,262

IPFA did not engage any employees at the levels of SES3, SES2 or APS1 in the reporting period.

As part of each recruitment process, a member of the leadership team is responsible for salary negotiation with successful candidates. This negotiation is undertaken with the scope of the relevant position description and the APS Award 2015 for the relevant work level. The CEO will approve the proposed remuneration prior to a formal offer being made. Team members are placed on remuneration bands within the relevant salary classification taking into account relevant performance and experience.

Each year all team members participate in an annual performance and development process. Team members are assessed against KPIs aligned to their position responsibilities and Corporate Plan objectives. End of year performance ratings are awarded taking into account deliverables and behaviours over the reporting period.

In accordance with the APS Award 2015, eligible team members employed under the PS Act are entitled to a 2% pay increase effective 1 August each year. The CEO is responsible for approving the payment of this annual pay increase taking into account team member performance, feedback from the leadership team and available budget.

In the reporting period all eligible team members received a 2% pay increase effective 1 August 2019.

Our team members are subject to the Wage Stay Determination made under subsection 24(3) of the PS Act, signed by the Assistant Minister to the Prime Minister and Cabinet in April 2020. This determination delays scheduled salary increases for a six month period. It will remain in place for 12 months, unless revoked by the Minister due to the exceptional economic circumstances faced by Australians as a result of the COVID-19 pandemic.

IPFA did not pay performance bonuses to any team members, including KMPs in 2019-20.

Australian Public Service Act Employment Performance Pay by classification level Current Report Period (2019-20)

Number of employees receiving performance pay

Aggregated (sum total) of all payments made

Average of all payments made

Minimum Payment Made to employees

Maximum Payment made to employees

SES 1

0

0

0

0

0

EL 2

0

0

0

0

0

EL 1

0

0

0

0

0

APS 6

0

0

0

0

0

APS 5

0

0

0

0

0

APS 4

0

0

0

0

0

APS 3

0

0

0

0

0

APS 2

0

0

0

0

0

TOTAL

0

0

-

-

-

IPFA did not engage any employees at the levels of SES3, SES2 or APS1 or on any other arrangement in the reporting period. IPFA did not pay performance bonuses to any team members in 2019-20.

Non Salary Team Members Benefits

Flexible Working Arrangements

IPFA provides its team members with a mobile phone and a laptop. This provides flexibility in how, when and where our team members perform their roles and supports the balance of work and personal commitments.

This flexibility is assisted by initiatives including:

  • extensive use of mobile technology, including video conferencing and teleconferencing
  • access to flexible working arrangements such as part time hours and compressed hours
  • flexible access to various forms of leave
Learning and Development

IPFA is committed to providing learning and development opportunities to support team members to succeed and grow.

As part of our performance and learning and development program, team members have regular career discussions with their managers to identify learning and professional development opportunities for the year ahead. We follow the 60:30:10 approach to professional development, whereby 60% of development is through learning on the job by requesting and contributing to challenging assignments, 30% from interacting with different team members both formally and informally to gain experience from their knowledge and 10% from formal training.

Our team members have access to training programs available through the APSC as well as through alternate third party providers, such as the Australian Institute of Management.

Team members are also encouraged to attend and participate in relevant industry sector professional conferences and networking opportunities. A series of internal presentations, research briefings, key note addresses and event summaries are frequently distributed to facilitate knowledge sharing across the agency.

Health and Wellbeing

IPFA is committed to providing a supportive workplace culture where healthy lifestyle choices are valued and encouraged. Through our Health and Wellbeing Policy team members are encouraged to improve their overall level of health and wellbeing through support to participate in activities such as fitness or personal wellbeing related classes, gymnasium or sporting club memberships, health or wellbeing programs, vaccination programs or counselling services.

Study Assistance

Through our Study Assistance Policy we provide assistance for team members employed under the PS Act, to undertake study that will contribute to the improvement of their professional skills and knowledge relevant to IPFA’s business.

Supporting Diversity

During the reporting period we co-hosted our inaugural International Women’s Day event in partnership with EY and MinterEllison. This event brought together 57 stakeholders from across our network to celebrate the achievements of women. Team members are also encouraged to attend other networking events celebrating the diversity of our communities.

Home Office Fit Out Assistance

To support remote working arrangements associated with measures to limit the transmission of COVID-19, we assisted team members with a small reimbursement to support the establishment of a home office. The Home Office Fit Out Assistance Policy contributes to IPFA’s initiatives to support team member wellbeing and WHS during the period of the COVID-19 pandemic.

Induction Program

All team members who commenced with IPFA during the reporting period underwent an induction program, which included guidance around their obligations under the PS Act, PGPA Act and our AAI’s, HR Policies and Operational Guidelines.

As part of the induction process, team members are required to complete three online APSC courses covering fraud awareness, WHS and an introduction to the PGPA Act. This online training is supplemented with in house training on additional legislative and compliance across subjects including Freedom of Information (FOI), Cabinet processes and our governance suite. Training addressing negotiation and communication skills is also completed by team members within their first 12 months with IPFA.

This induction program is regularly reviewed and updated.

Supporting Team Members with Carer Responsibilities

IPFA fully supports team members with carer responsibilities. We adopt anon-discriminatory definition of immediate family that recognises family members by blood, marriage, traditional kinship, current or former partner or de facto partner, and those in a genuine domestic or household relationship.

Carer support, consistent with the requirements under sections 7 and 8 of the Carer Recognition Act 2010, include family-friendly work arrangements, such as access to and leadership in availing of flexible working arrangements and specific leave provisions to support those with caring responsibilities.

Work Health and Safety

We are committed to providing a safe workplace for all our team members.As part of this commitment, IPFA has:

  • completed annual reviews of our WHS policies and procedures
  • prepared policies and procedures to promote social distancing and minimise transmission of COVID-19, consistent with Australian Government health and APSC guidance
  • prepared and distributed (including in highly visible common use office areas) educational and guidance material on good hygiene and social distancing practices
  • provided team members with ergonomic workplace assessments along with required ergonomically appropriate workstation equipment, including sit-stand desks and dual monitors
  • promoted the use of taxi and other car-with-driver services where team members are required to work longer hours or attend late-evening function
COVID-19 Safe Office Based Workplaces

To minimise the risks of COVID-19 transmission in our workplaces, IPFA implemented a series of measures across its offices including:

  • increasing signage promoting good personal hygiene and social distancing measures
  • reducing the number of workstations available for use and introducing pre registering and a roster system of team members in the office to ensure compliance with social distancing requirements
  • providing hand sanitiser, antibacterial wipes, face masks, disposable gloves and disinfectant cleaning products at workstations and other areas across the workplace
  • cleaning high traffic communal areas such as kitchens, meeting rooms and print rooms before and after team member use
  • ensuring all gatherings in meetings rooms or other communal areas complied with the four square metre requirements and any headcount limits enforced by state governments
  • limiting external visitors to only essential visits and briefing any visitor on IPFA’s COVID-19 safe measures
  • distribution of guidance and process maps on actions to follow should a team member become unwell or come into contact or are diagnosed with COVID-19

Other Management Issues

Fraud Prevention and Control

Section 10 of the PGPA Rule, requires that Australian Government entities detail compliance with the requirements of the PGPA Fraud Rule, in regard to preventing, detecting and dealing with fraud. As required by the Commonwealth Fraud Control Framework 2017, our Fraud Policy Statement and Fraud Control Plan 2020-2022 outline our approach to effectively prevent, detect and respond to fraud or misuse of Commonwealth resources. These also support IPFA’s risk management processes.

In accordance with PGPA Rule fraud requirements, we have completed anannual review of the IPFA Fraud Control Plan 2020-2022 as well as completed biannual fraud risk assessments and assessed that IPFA has in place appropriate fraud prevention, detection, investigation and reporting mechanisms and strategies that meet its specific needs.

No instances of fraud or potential fraud were detected during 2019-20.

Annual Compliance Training

IPFA team members are required to complete annual compliance training. In the reporting period IPFA achieved 100% compliance with completion of the required online and in house training sessions.

Indemnities and Insurance

During 2019-20 IPFA maintained insurance arrangements through Comcover and Comcare, and paidpremiums totalling $4,973.During the reporting period, there were no notifiable WHS incidents that required reporting to Comcare.

No directions or notices were given to IPFA by Comcare, and no WHS investigations were undertaken. IPFA has no active workers compensation claims as at 30 June 2020.

Compliance with Finance Law

In 2019-20, IPFA had no significantnon-compliance with the Finance Law that would require reporting consistent with paragraph 19(1)(e) of the PGPA Act.

Significant non-compliance with the Finance Law

Description of non-compliance

Remedial Action

Nil

Nil

External Scurtiny

During the reporting period IPFA appeared before the Economics Legislation Committee on 24 October 2019, for the 2019-20 Supplementary Budget Estimates hearing.

We were not called to appear at the 2019-20 Additional Estimates hearing in March 2020. The 2020-21 Budget Estimates hearings are scheduled to occur in October 2020.

In the reporting period IPFA provided a joint submission with the National Faster Railway Agency to the House of Representatives Standing Committee on Infrastructure, Transport and Cities Inquiry into options for financing faster rail.

No decisions made by a court or administrative tribunal or by the Australian Information Commissioner had or may have a significant effect on the operations of IPFA in the reporting period. IPFA was not the subject of any agency capability reviews or reports by a Parliamentary Committee or the Commonwealth Ombudsman during the reporting period.

Other than for the audit of its Financial Statements under section 43 of the PGPA Act, we were not subject to any reports or reviews by the ANAO.

Environmental Protection and Biodiversity Conservation

Section 516A of the Environment Protection and Biodiversity Conservation Act 1999 requires that Australian Government entities include a section detailing their environmental performance and contribution to ecologically sustainable development in their Annual Report.

Our day-to-day operations continue to look for practical ways to reduce our impact on the environment in the areas of energy efficiency and waste reduction. These include:

Energy efficiency and emissions reductions
  • with two office locations in Sydney and Canberra, and team members also working remotely, supporting the use of technology such as video-conferencing and telephone conferencing as far as possible for meetings and conferences
  • reducing power consumption, by having lights automatically dim in workplaces following periods of inactivity and after hours
Waste and water
  • minimising paper usage through adoption of digital signatures, as well as adopting electronic storage procedures for key records
  • providing one central printer in each of our Sydney and Canberra offices with energy saving modes and follow me printing systems installed
  • recycling toner cartridges and fluorescent light tubes in our offices
  • using photocopy paper with Australian Forestry Standard Certification
  • encouraging low waste production with central bin facilities in our offices
  • providing recycling bins and using recycled products and materials where practical
Information Publication Scheme and Freedom of Information (FOI)

As an agency subject to the Freedom of Information Act 1982 (FOI Act), IPFA is required to publish information as part of the Information Publication Scheme.This requirement is outlined in Part II of the FOI Act. Our Information Publication Scheme plan is available on our website www.ipfa.gov.au.

IPFA received no FOI requests under the FOI Act during the reporting period. Information on how FOI requests can be made is available on our website.

Financial Performance

Our work is funded by government appropriation. As a non-corporate Commonwealth entity IPFA aims to operate to a break even position, rather than to make a surplus.

Overview of Financial Performance and Future Financial Viability

IPFA is operating within its appropriation and has sufficient cash reserves to fund its debts as and when they fall due. In monitoring our financial performance we exclude the impact of depreciation and amortisation expenses consistent with the net cash appropriation arrangements introduced in 2010-11.

In 2019-20, after adjusting for depreciation and amortisation expenses, IPFA recorded an operating deficit of $428k, against an approved budgeted deficit of $650k.

IPFA received approval to carry $650k from prior year surpluses into 2019-20, which are reflected in the 2020-21 Portfolio Budget Statement. This reprofiling of expenses between financial years is to support IPFA as we embed operations particularly from the 2018-19 Mid Year Economic and Fiscal Outlook measure ‘Supporting Infrastructure Investment – additional resourcing’ first two years’ work program.

IPFA’s budget remain financial sustainable over the forward estimates.

During 2019-20, IPFA procured much of its back office operations from the Department of the Prime Minister and Cabinet and other private sector providers. This provides costs savings through economies of scale by leveraging existing Commonwealth services and also in purchasing technical services only as required.

Total Expenses ($000) Total Expenses ($000)
Expense Categories (%) Expense Categories (%)

Expense Impacts

IPFA spent most of its 2019-20 budget on employees and contractor services. This profile is consistent with similarly structured agencies and corporate Commonwealth entities. IPFA’s total expenses for 2019-20 was $6,439k.

Revenue Impacts

IPFA received the vast majority of its income from appropriations from Government. An amount of $48,500 was received in the form of Resources Received Free of Charge, and relates to the provision of audit services from the ANAO.

Financial Position

As at 30 June 2020, IPFA had net equity of $388k, representing $4,217k of assets and $3,827k of liabilities. Most of IPFA’s assets and liabilities are of a financial nature, with the largest asset balances being cash and receivables (including appropriation receivables) and liabilities relating to employee provisions and supplier payables.

Entity Resource Statement

The entity resource statement provides additional information about the various funding sources that IPFA may draw upon during the year.

Entity Resource Statement subset Summary Current Report Period (2019-20)

2019-20

2019-20

2019-20

Actual Available Appropriation

Payments Made

Remaining Balance

$,000

$,000

$,000

Departmental

Annual appropriations - ordinary annual services

Prior year appropriations available

764

764

-

Departmental appropriation

5,725

4,386

1,339

Total - ordinary annual services

6,489

5,150

1,339

Total departmental resourcing

6,489

5,150

1,339

Appropriation Act (No.1) 2019-20

Expenses by Outcome

2019-20

2019-20

2019-20

2019-20 Budget (a)

2019-20 Actual (b)

2019-20 Variation (a) - (b)

$,000

$,000

$,000

Program 1.1: Infrastructure and Project Financing Agency

Departmental expenses

Departmental appropriation

5,725

5,725

-

s74 External Revenue

-

237

(237)

Expenses not requiring appropriation in the Budget year

110

477

(368)

Total for program 1.1

5,835

6,439

(604)

Total expenses for Outcome 1

5,835

6,439

(604)

Average staffing level (number)

2018-19

2019-20

13

18

1. Full year budget as published in the 2019-20 Portfolio Budget Statements

2. Estimated expenses incurred in relation to receipts retained under section 74 of the PGPA Act

3. Expenses not requiring appropriation in the Budget year includes depreciation and amortisation expenses, amounts expensed using appropriations from prior years, as well as an amount relating to Audit Services provided by the ANAO

Purchasing and Procurement

IPFA’s purchasing activities are undertaken in accordance with the PGPA Act and the Commonwealth Procurement Rules. Our AAIs and associated procurement and purchasing Operational Guidelines align with this legislation and provide further direction to team members when conducting procurement activities.

No contracts in excess of $10,000 (including GST) were exempted by the CEO from being published on AusTender on the basis that they would disclose exempt matters under the FOI Act.

IPFA held no contract to the value of $100,000 or more that did not provide for the Auditor-General to have access to the contractor’s premises.

Procurement Initiatives to Support Small Business

IPFA supports small business participation in the Australian Government procurement market. Small and medium enterprises (SMEs) and small enterprise participation statistics are available on the Department of Finance’s website.

Our procurement practices support SMEs by the use of the Commonwealth Contracting Suite for low-risk procurements under $200,000. This reduces transaction costs for SMEs by creating consistency and simplifying liability, insurance and indemnity requirements. We also support the use of electronic systems or other processes to facilitate on-time payment, including the use of credit cards.

Procurement Initiatives to Support Indigenous Owned Businesses

IPFA supports the Commonwealth’s Indigenous Procurement Policy, to support Indigenous employment and business opportunities through procurement and purchasing activities where possible.

Legal Services Expenditure

Section 11.1(ba) of the Legal Services Directions 2017 requires entities appropriately record and monitor legal services purchasing, including expenditure. It also requires that, by 30 October each year entities publish available records of legal services expenditure for the previous financial year. For 2019-20 IPFA’s total external legal services expenditure was $18,438. There was no internal legal services expenditure in the reporting period.

Consultants

IPFA may engage consultants where specialist or technical expertise is required and not available in house. Consultancies normally relate to individuals, partnerships or corporations that provide professional, independent and expert advice and services.

Our decision to engage consultants is assessed to ensure value for money and compliance with the PGPA Act, the Commonwealth Procurement Rules and our AAIs and associated Operational Guidelines.

During 2019-20, one new consultancy contract was entered into, involving total actual expenditure of $1,485 (GST inclusive). There were no ongoing consultancy contracts active during 2019-20.

Number and expenditure on Consultants Current Report Period (2019-20)

No. of New contracts entered into during the period

1

Total actual expenditure during the period on new contracts (inc. $GST)

$1,485

No. of Ongoing contracts engaging consultants that were entered into during a previous period

Nil

Total actual expenditure during the period on ongoing contracts (inc. $GST)

Not Applicable

Annual reports contain information about actual expenditure on contracts for consultancies. Information on the value of contracts and consultancies for 2019-20 is available on the AusTender website www.tenders.gov.au.

Advertising and Market Research

IPFA did not undertake media advertising campaigns in 2019-20 and therefore did not make any payments to advertising agencies in the reporting period.

IPFA did not make any payments to direct mail organisations or polling organisations in the reporting period.

Grant Programs

IPFA did not administer any grant programs.

Footnotes

  1. Turnover data excludes team members who participated in an inbound secondment during the reporting period
  2. This instrument supersedes the Remuneration Tribunal (Remuneration and Allowances for Holders of Full time Public Office) Determination 2019 which was the relevant determination for the reporting period.