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Management of our human resources

Our people

We are committed to maintaining a diverse workforce. We presently have a balanced gender representation in our staff (females 49%; males 51%; no staff identify as non-binary). Our senior management team (at the EL2 and SES level) has a high representation of females (70%). Staff identifying as Indigenous represent 1.29% and those with an ongoing disability 7%.

Our employment conditions and policy comply with government policy and meet legal requirements in Australia. Our SES staff are employed under individual employment contracts, while APS and Executive Level staff are employed under the NFSA Enterprise Agreement 2017 – 2020.

The Workplace Consultative Committee, which represents our APS and Executive Level staff, generally meets four times during the year for consultations between management and employee representatives on workplace matters. The committee’s consultations covered a range of workplace issues, including the updating and implementation of new human resources policies.

Meetings increased to fortnightly during the COVID-19 pandemic to allow for multiple paths of consultation for staff during this period.

Our Workforce Planning program continued this year and will be further developed in the coming months. The benefits of this program include improved efficiencies and productivity; strengthened capability to support our business outputs; identification and management of staff with critical skills, capabilities and knowledge; and responding rapidly and strategically to change.

Developing our people

Our people have a deep understanding of the collection and a range of skills and knowledge that they share with other staff members and the public. To further develop our staff, we use the 70:20:10 model of learning, recognising that most learning (around 70%) is through on-the-job experience and mentoring, in-house seminars, all-staff meetings and higher duties. Further learning (about 20%) is gained through networking, attendance at conferences and external forums, and cross-agency projects. The last 10% of learning is achieved through more formal training or education, such as attending courses or undertaking formal studies.

Our senior leadership cohort participated this year in leadership development training. Additionally, 95% of NFSA staff completed or commenced online cultural competency training. People and Culture are currently developing our Aboriginal and Torres Strait Islander Recruitment and Retention Strategy to increase Indigenous representation among our staff.

Keeping our people safe and healthy

We are committed to a safe and healthy work environment, ensuring all staff have access to ongoing reimbursements for visual and hearing aids, a flu vaccination program, workstation equipment and personal protective clothing.

We support all staff and their families with an Employee Assistance Program and our Workplace Contact Officers. This year we added a 12-week webinar series, provided by our Employee Assistance Program, to support our staff with their flexible working arrangements during the COVID-19 pandemic.

We provide ongoing education and training in work health and safety throughout the year, ensuring our compliance with the Work Health and Safety Act 2011 (WHS Act) and other relevant legislation.

We are committed to providing return-to-work opportunities for staff who are ill or injured, consistent with the legislative obligations of the WHS Act and the Safety, Rehabilitation and Compensation Act 1988.

We continue to manage and monitor all hazards, incidents and accidents in a timely manner, reporting to the NFSA Board, Audit and Risk Committee, WHS Committee andmanagement.

We are currently reviewing our Health and Wellbeing Program with a focus on mental health and providing our staff with a sustainable work-life balance. This includes access to greater resources and investing in additional mental health awareness training for our Workplace Contact Officers.