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Human resources and people management

NBA organisational structure

The structure of the NBA as at 30 June 2020 can be seen in Figure 3.4 below.

There are two business streams:

  • Fresh Blood Products and Business Systems, and
  • Commercial Blood Products and Business Services.

FIGURE 3.4 NBA Organisational Chart NBA Organisational chart

During 2019-20 the NBA continued its commitment to managing and developing its employees to meet organisational objectives. The results of the 2019 Australian Public Service (APS) Employee Census highlighted the success of the NBA in continuing to be an organisation with a strong team culture focused on outcome delivery.

The overall employee census outcomes for the NBA were very pleasing, indicating the organisation has a stable, happy and motivated workforce. Areas for improvement relate to dealing more effectively with underperformance, increasing opportunities for mobility, talent management and career progression, and internal communication and change management. Throughout the year, the NBA has continued to celebrate the things being done well and investigate the areas that require improvement; and identify actions, by encouraging active discussion amongst staff and teams to understand the results and find longer term opportunities for further improvement.

Due to COVID-19, the 2020 APS Employee Census has been delayed until October 2020, with results expected in January 2021. The Census has been updated to better reflect the current environment focusing on working differently, breaking down barriers, collaboration, achieving outcomes and wellbeing.

NBA staff have shown great flexibility and adaptability in response to the significantly changed working environment arising from COVID-19. The NBA has continued to perform its work very effectively and staff have continued to be highly productive while maintaining a COVID-19 safe workplace and when working from home.

Our Values

The NBA strongly endorses the APS Values, Employment Principles and Code of Conduct. This underpins expectations for the behaviour and conduct from all staff. Employees of the NBA understand their responsibilities as members of the APS and representing the NBA and the Australian government.

Workforce

The total number of APS staff employed in the NBA was 61 employees (58.58 full time equivalent) at the end of June 2020. The following tables provide a breakdown of NBA staff numbers by classification, gender and employment type for the current report period 2019-20 and the previous report period 2018-19.

TABLE 3.2 Australian Public Service Act ongoing employees current report period (2019-20)

Male

Female

Total

Full Time

Part Time

Total Male

Full Time

Part Time

Total Female

SES 1

1

-

1

1

-

1

2

EL 2

5

-

5

4

-

4

9

EL 1

5

-

5

12

3

15

20

APS 6

2

-

2

10

3

13

15

APS 5

1

-

1

3

3

6

7

APS 4

-

-

-

2

-

2

2

Other

1

-

1

-

-

-

1

Total

15

-

15

32

9

41

56

Other includes Chief Executive

TABLE 3.3 Australian Public Service Act non-ongoing employees current report period (2019-20)

Male

Female

Total

Full Time

Part Time

Total Male

Full Time

Part Time

Total Female

EL 1

1

-

1

-

2

2

3

APS 6

-

-

-

-

-

-

-

APS 4

-

-

-

2

-

2

2

Total

1

-

1

2

2

4

5

TABLE 3.4 Australian Public Service Act ongoing employees previous report period (2018-19)

Male

Female

Total

Full Time

Part Time

Total Male

Full Time

Part Time

Total Female

SES 1

1

-

1

1

-

1

2

EL 2

4

-

4

4

-

4

8

EL 1

6

-

6

9

3

12

18

APS 6

-

-

-

9

3

12

12

APS 5

2

-

2

6

2

8

10

APS 4

-

-

-

1

-

1

1

Other

1

1

2

-

-

-

2

Total

14

1

15

30

8

38

53

Other includes Chief Executive and Legal 1

TABLE 3.5 Australian Public Service Act non-ongoing employees previous report period (2018-19)

Male

Female

Total

Full Time

Part Time

Total Male

Full Time

Part Time

Total Female

EL 1

1

-

1

-

1

1

2

APS 5

-

-

-

2

-

2

2

APS 4

1

-

1

2

-

2

3

Total

2

-

2

4

1

5

7

TABLE 3.6 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

SES 1

2

-

2

-

-

-

2

EL 2

9

-

9

-

-

-

9

EL 1

17

3

20

1

2

3

23

APS 6

12

3

15

-

-

-

15

APS 5

4

3

7

-

-

-

7

APS 4

2

-

2

2

-

2

4

Other

1

-

1

-

-

-

1

Total

47

9

56

3

2

5

61

Other includes Chief Executive

TABLE 3.7 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

SES 1

2

-

2

-

-

-

2

EL 2

8

-

8

-

-

-

8

EL 1

15

3

18

1

1

2

20

APS 6

9

3

12

2

-

2

14

APS 5

8

2

10

-

-

-

10

APS 4

1

-

1

3

-

3

4

Other

1

1

2

-

-

-

2

Total

44

9

53

6

1

7

60

Other includes Chief Executive and Legal 1

The average age of NBA staff is 44.72 years. Table 3.8 provides a breakdown of the age demographic of NBA employees.

TABLE 3.8 Age demographic of NBA staff as at 30 June 2020

Age

Number of employees

20-25

1

26-30

4

31-35

10

36-40

7

41-45

9

46-50

13

51-55

6

56-60

8

61-65

1

66+

2

Total

61

We have 59 staff located in the Australian Capital Territory, one in New South Wales and one in Queensland. Both New South Wales and Queensland employees are part-time.

TABLE 3.9 All ongoing employees current report period (2019-20)

Male

Female

Total

Full Time

Part Time

Total Male

Full Time

Part Time

Total Female

NSW

-

-

-

-

1

1

1

QLD

-

-

-

-

1

1

1

ACT

15

-

15

32

7

39

54

Total

15

-

15

32

9

41

56

TABLE 3.10 All non-ongoing employees current report period (2019-20)

Male

Female

Total

Full Time

Part Time

Total Male

Full Time

Part Time

Total Female

ACT

1

-

1

2

2

4

5

Total

1

-

1

2

2

4

5

TABLE 3.11 All ongoing employees previous report period (2018-19)

Male

Female

Total

Full Time

Part Time

Total Male

Full Time

Part Time

Total Female

NSW

-

-

-

-

1

1

1

QLD

-

-

-

-

1

1

1

ACT

15

-

15

30

6

36

51

Total

15

-

15

30

8

38

53

TABLE 3.12 All non-ongoing employees previous report period (2018-19)

Male

Female

Total

Full Time

Part Time

Total Male

Full Time

Part Time

Total Female

ACT

2

-

2

4

1

5

7

Total

2

-

2

4

1

5

7

TABLE 3.13 Australian Public Service Act employment type by location current report period (2019-20)

Ongoing

Non-Ongoing

Total

NSW

1

-

1

QLD

1

-

1

ACT

54

5

59

Total

56

5

61

THE NBA APPROACH TO PEOPLE. During 2019-20 the NBA focus was on continuing to support our people through nurturing and growing skills, cultivating leadership, embracing the benefits of diversity and facilitating a safe and healthy workplace. Staff Participation Forum. The NBA has a Staff Participation Forum (SPF) to consult with its employees and their representatives about significant decisions that affect their working lives. The SPF is a group comprised of NBA staff representatives, NBA management representatives and a Work Health and Safety representative. Work health and safety (WHS). The NBA recognises the value of encouraging a work environment that supports the health and wellbeing of its employees. Workplace health and safety matters are standing agenda items that are routinely discussed at a variety of organisational reporting meetings such as HR reporting to the senior executive management group, the Business Committee and the Staff Participation Forum. There were no reportable incidents lodged with Comcare and no investigations were conducted by Comcare during the reporting year. Diversity. 74% of the workforce are women. 62% of EL & SES leaders are women. 14% of employees from NES backgrounds. Learning and Development. Employee development in the APS is an important contributor to a productive, progressive, innovative and engaged workforce. The NBA recognises the importance of ensuring that staff members continue to develop their skills and this is facilitated through sourced internal training, in-house training programs and external training and development opportunities such as stakeholder engagement and conferences. Leadership development. Following on from the restructure in 2018-19, analysis of the 2019-20 APS employee census results and as part of the broader People Strategy, the NBA identified the need to build and develop the existing people capability within the agency, in particular at the executive level (EL). The EL cohort is a significant proportion of NBA staff numbers and is a key dependency in the delivery of the NBA’s strategic and operational objectives. A pilot program was conducted in December 2019 and will continue to be a focus in 2020-21. Learnhub version 2.0 – online training for all NBA staff. The NBA officially launched Learnhub, an e-learning management system designed to allow staff easy access to training courses and other development resources, in August 2018. Through this online learning portal, staff can access a range of content including Australian Public Service (APS) annual mandatory awareness training modules. The NBA transitioned to Learnhub version 2.0 in January 2020. The upgrade has provided a new look, a faster operating speed and increased functionality for users.

TABLE 3.14 Australian Public Service Act employment type by location previous report period (2018-19)

Ongoing

Non-Ongoing

Total

NSW

1

-

1

QLD

1

-

1

ACT

51

7

58

Total

53

7

60

The NBA has a diverse workforce with 14 per cent of NBA employees identifying as being from non-English speaking backgrounds and 27 per cent born outside of Australia. In 2019-20 the NBA did not have any employees who reported as identifying as indigenous.

In 2019-20 the NBA made efforts to attract indigenous employees through open/non-targeted recruitment and retention processes that included exploring alternate pathways such as the Australian Government Indigenous Program. In addition, previously established relationships with indigenous recruitment organisations have been strengthened.

Staff turnover and retention

Staff turnover increased from 11.1 per cent in 2018-19 to 20 per cent in 2019-20. Twelve people departed the NBA during 2019-20.

The average length of service for staff at the NBA is 5.12 years, which is consistent with the previous year.

NBA Enterprise Agreement

The current enterprise agreement (EA) was approved on 12 January 2016. On 24 December 2018 a Determination was made under Section 24(1) of the Public Service Act 1999 to continue the current terms and conditions of employment for staff under the EA and increase salaries by 2 per cent per annum for each of the next three years. The second salary increase was effective on 19 January 2020.

On 9 April 2020, the Assistant Minister to the Prime Minister and Cabinet, the Hon Ben Morton MP, announced Government’s decision to pause general wage increases in Commonwealth agencies for six months. It is the Government’s expectation that over the next 12 months, remuneration proposals made by APS and non-APS agencies include a six-month pause on increases to salary and salary-related allowances over the period.

The Minister made a determination under subsection 24(3) of the Public Service Act 1999 effective from 14 April 2020, which automatically pauses any wage increase occurring within the 12-month period.

TABLE 3.15 Australian Public Service Act employment arrangements current report period (2019-20)

SES

Non-SES

Total

Common Law or Section 24 Agreement

2

-

2

Individual Flexibility Arrangements

-

14

14

Enterprise Agreement/Section 24 (1) Determination

-

44

44

Total

2

58

60

Chief Executive not included in above figures

The table below details salary ranges by classification level (reflecting the full span of salaries available under the Determination and in any Individual Flexibility Agreements).

TABLE 3.16 Australian Public Service Act employment salary ranges by classification level minimum/maximum) current report period (2019-20)

Minimum Salary

Maximum Salary

SES 1

194,397

222,638

EL 2

123,301

168,014

EL 1

103,755

125,312

APS 6

84,063

106,377

APS 5

76,203

80,428

APS 4

70,061

74,030

APS 3

61,837

68,545

APS 2

53,511

58,392

APS 1

45,768

51,419

Other

103,307

125,078

Other - Legal 1

Non-salary benefits

The EA and other employment arrangements provide a range of non-salary benefits in addition to those consistent with national employment standards and the Fair Work Act 2009. The benefits provided are very similar to those provided by many other agencies and are detailed in the EA and available on the NBA website at https://www.blood.gov.au/employment-benefits.

Non-SES employees may have access to the following non-salary benefits:

  • annual Christmas close-down
  • Australian Defence Force Reserve leave
  • breastfeeding facilities
  • Employee Assistance Program (EAP)
  • family and domestic violence leave
  • financial and/or paid leave to support professional development
  • flexible working arrangements with time off in lieu (TOIL) where appropriate (for EL employees)
  • flex-time (for APS classified employees)
  • home-based work, laptop computers, internet access, and mobile phones
  • individual flexibility arrangements
  • influenza vaccinations for staff and their immediate family members
  • leave for compassionate purposes
  • maternity and adoption leave
  • NBA's health and wellbeing program
  • parental leave
  • provision of eyesight testing and reimbursement of prescribed eyewear costs specifically for use with screen-based equipment
  • purchase up to an additional four week’s annual leave per year
  • recreation and personal leave at half pay
  • salary packaging arrangements.

SES non-salary benefits include all of the above (except flex-time and TOIL) plus

  • airport lounge membership
  • executive vehicle allowance
  • onsite car parking.

Productivity gains

During the year, the NBA continued to adjust staffing levels to meet program and resourcing demands and contribute to the government's efficiency dividend strategy.

The NBA continued the review of all governance processes, procedures and guidance materials to streamline practices, aimed at improving the utilisation of corporate and executive resources. The review includes HR, financial and reporting policies and practices ensuring they align with the NBA’s appetite for risk and support the Agency’s corporate strategy and business plan.

The NBA continued services through the Department of Health Shared Services Centre. The NBA also continued to use Commonwealth panel arrangements for the external provision of services such as recruitment, training, annual influenza vaccinations and the Employee Assistance Program (EAP).

Remuneration and performance pay

Total remuneration for senior executive officers is determined through negotiation between individual officers and the Chief Executive, taking into account the broader economic environment as well as APS and Remuneration Tribunal benchmark data. Performance pay is not available to NBA staff.

TABLE 3.17 Information about remuneration for key management personnel

Short‑term benefits

Post

employment benefits

Other long‑

term benefits

Total remuneration

Name

Position title

Base salary

Other benefits

Super contributions

Long service leave

John Cahill

Chief Executive

$346,346

-$3,814

$34,751

$7,628

$384,911

Michael Stone

Deputy Chief Executive

$236,611

-$6,524

$36,101

$6,572

$272,760

Elizabeth Quinn

Deputy Chief Executive

$207,008

$3,414

$42,645

$1,707

$254,775

Amounts are reported on an accrual basis.

TABLE 3.18 Information about remuneration for senior executives

Short‑term benefits

Post

employment benefits

Other long

term benefits

Total remuneration

Total

remuneration bands

Number of senior executives

Average base salary

Average other benefits and allowances

Average Super

contributions

Average long service leave

Average total remuneration

$250,000- $275,000

2

$221,809

-$1,555

$39,373

$4,140

$263,768

$370,001- $395,000

1

$346,346

-$3,814

$34,751

$7,628

$384,911

Professional and personal development

Employee development in the APS is an important contributor to a productive, progressive, innovative and engaged workforce. The NBA recognises the importance of ensuring that staff members continue to develop their skills and this is facilitated through sourced internal training, in-house training programs and external training and development opportunities such as stakeholder engagement and conferences.

The NBA implemented an eLearning management system, Learnhub, in August 2018 in support of ongoing professional and personal development for staff. Learnhub has strengthened and built upon existing staff skills as well as satisfying annual mandatory training requirements. The NBA transitioned to Learnhub version 2.0 in January 2020.

During the year, the NBA reintroduced a series of Knowledge Management (KM) Forums. KM Forums provide information sessions for staff members on a number of topics. KM Forums held included Employee Assistance Program (EAP) Awareness sessions; salary sacrifice information; Qantas Business Travel systems training and cyber security. The KM Forums have been placed on hold since the beginning of the COVID-19 pandemic.

Following on from the restructure in 2018-19, analysis of the 2019-20 APS employee census results and as part of the broader People Strategy, the NBA identified the need to build and develop the existing people capability within the agency, in particular at the executive level (EL). The EL cohort comprises a significant proportion of NBA staff numbers and is a key dependency in the delivery of the NBA’s strategic and operational objectives. A pilot program was conducted in December 2019, however, due to COVID-19 this program has been placed on hold.

Work health and safety

Workplace health and safety matters are standing agenda items that are routinely discussed at a variety of organisational reporting meetings such as HR reporting to the senior executive management group, the Business Committee and the Staff Participation Forum.

There were no reportable incidents lodged with Comcare during the reporting year. No investigations were conducted by Comcare during the reporting year.

Initiatives that were undertaken by the NBA during the year to maintain its ongoing commitment to a safe and secure workplace included:

  • the continued availability of workstation assessments for all new starters as well as assessments for existing staff who felt it necessary for their wellbeing
  • access to the EAP
  • expansion of ICT remote working capabilities to cover all staff, enabling staff to work remotely
  • sit-to-stand desks
  • implementation and ongoing management of the WHS governance framework.

Health and wellbeing

The NBA recognises the value of encouraging a work environment that supports the health and wellbeing of its employees. Some of the eligible activities which are open to staff members include:

  • health memberships
  • specialist advice and programs
  • annual influenza vaccinations for staff and their immediate families.