The Commission is committed to fostering a flexible, efficient and high performing workplace. The Commission operates within the Australian Public Sector Employment Framework and implements and supports good practice as an employer which is responsive to the needs of staff.

The CEO and Executive provide strategic leadership and align individual performance with the Commission’s Vision and goals. Staff are afforded opportunities to develop their skills and continuous learning is promoted. Staff capability is developed through ongoing workforce planning and staff participation in the performance and development scheme. Under the performance and development scheme, the performance of staff is aligned with the Commission’s Work Plan and objectives, with performance reviewed periodically during each reporting period. Effective management and development of staff was a key factor to the achievement of Commission objectives in 2019–20.

Staff are appointed under the Public Service Act 1999 and remuneration and other employment terms of non-SES staff are set out under the conditions of National Mental Health Commission Enterprise Agreement 2017–2020. In accordance with the Enterprise Agreement, the Commission’s Performance and Development Scheme enables incremental salary progression. Employees receiving a rating of fully effective or higher are eligible for incremental salary progression where they are below the maximum salary range for their classification. Non-salary benefits include: annual Christmas shutdown period; access to annual leave at half pay; maternity, adoption and foster leave for eligible employees; and supporting partner leave.

Determinations under section 24(1) of the Public Service Act 1999 are used to set the remuneration and conditions for SES employees. As at 30 June 2020, section 24(1) determinations were in operation for two SES employees. A section 24(1) determination is also in place for staff covered by the Enterprise Agreement 2017-20 to facilitate salary increases based on productivity improvements.

The remuneration and conditions of the CEO are set by the Remuneration Tribunal.

In accordance with the Enterprise Agreement and where appropriate Individual Flexibility Agreements are used to supplement the benefits or remuneration provided to non-SES employees. These arrangements are agreed between the CEO or CEO delegate and the employee. As at 30 June 2020 there were two such agreements in effect.

No employees were covered by common law contracts this year. No employees received performance pay this year.