Go to top of page

Appendix 9: Our people

Workforce remuneration

Salary ranges applying to CDPP employment classifications are provided in the tables at Appendix 7: 2019-20 Salary ranges and remuneration

Non-salary benefits

The CDPP offers staff a number of non‑salary benefits including:

  • flexible working arrangements
  • salary packaging
  • onsite and on‑line Continuing Legal Education sessions
  • studies assistance to eligible employees
  • reimbursement of practising certificate and other professional membership fees where appropriate
  • annual influenza vaccinations
  • access to a health and wellbeing portal and a confidential 24‑hour Employee Assistance Program (EAP) for employees and their immediate families
  • regular wellbeing checks with qualified psychologists, and
  • recognition of employees through service awards and annual law week awards.

Enterprise Agreement and common law contracts

Following extensive consultation with employees across the agency, the CDPP’s Director made a section 24(1) determination under the Public Service Act 1999 to provide for pay increases following the expiry of CDPP’s enterprise agreement in August 2020. This determination applies to non‑Senior Executive Service (SES) employees and was made as an alternative to bargaining for a new enterprise agreement. While all other terms and conditions of non‑SES staff continue to be covered by the CDPP Enterprise Agreement 2017–2020, the determination provided for two per cent annual salary increases over the next three years.

The first of these pay increases has been deferred for six months in accordance with the determination made by the Assistant Minister to the Prime Minister and Cabinet under section 24(3) of the Public Service Act 1999, in response to the impact of the COVID‑19 pandemic.

The terms and conditions of employment for substantive and longer term acting SES staff are provided for under individual common law contracts. As at 30 June 2020, there were 261 of these contracts in place. SES remuneration increases have been deferred for an indeterminate period, in line with directions from the Government, due to the impact of COVID‑19.

Performance pay

The CDPP does not provide for performance pay.

Section 24(1) determinations

In 2019–20, there were 12 determinations pursuant to section 24(1) of the Public Service Act 1999.

Workplace wellbeing

The CDPP’s Wellbeing Program is an integral part of our Work Health and Safety arrangements, establishing a framework to strengthen wellbeing policy and practice across the CDPP and prevent psychological injuries.

The Wellbeing Program encourages our people to adopt healthy lifestyles through education, awareness and activities and focusses on creating a healthy, supportive workplace environment through culture, policies and facilities.

The Wellbeing Program includes six monthly wellbeing checks for all legal and legal support employees, and our legal support labour hire workforce. All other employees have the option of having a wellbeing check if they wish and any employee can request an additional wellbeing check at any time.

Wellbeing checks are provided by experienced psychologists and focus on promoting good mental health and providing advice on early intervention strategies, including referral pathways, where stress or other factors are impacting on health, or where there is a potential risk of psychological injury, including vicarious trauma, or cumulative stress. During 2019–20, a total of 659 wellbeing checks were conducted across the CDPP, with checks being conducted over the phone during the pandemic.

Wellbeing awareness sessions were also held, particularly during the COVID‑19 pandemic when many staff were working remotely. The sessions focused on: wellness in isolation, practical suggestions to adjusting to new ways of working, supporting family during a pandemic, practising mindfulness, vicarious trauma and resilience and wellbeing. These were delivered on‑line.

The CDPP also offers a confidential EAP service at no cost to employees and their immediate families, as well as a manager assistance hotline. For the 2019–20 financial year, the EAP provided 186 hours of support to CDPP employees and their families.

Our annual Flu Vaccination Program was undertaken in April/May 2020, offering influenza vaccinations to all employees and our labour hire workforce. A total of 243 staff received vaccinations on site and a further 25 received reimbursement for the cost of their vaccine, where they opted to vaccinate offsite.

The CDPP recognises that staff who are fit and healthy will be more productive in the workplace. The CDPP’s enterprise agreement provides for reimbursement of up to $250 a year for approved health and wellbeing activities or equipment. During the pandemic, the CDPP has approved its employees using this provision for the purchase of ergonomic equipment to facilitate safer and healthier work practices, when working from home.

Three hundred and thirty three (333) employees received a reimbursement during the reporting period.

Work health and safety

The CDPP’s WHS Management System (WHSMS) helps maintain a safe workplace by ensuring staff are not at risk from work, environment, or the actions and omissions of others. This in turn, contributes to a more positive culture and increased retention rates and productivity levels.

Managers and employees at the CDPP are equipped to adequately manage work health and safety in their immediate workplace, consistent with the requirements under the Work Health and Safety Act 2011 (WHS Act).

Incident reporting

All hazards, incidents and injuries are reported in accordance with the CDPP reporting procedure. Of the 13 hazards, incidents and injuries reported in 2019–20, none resulted in notifiable incidents required to be reported to Comcare. No enforcement measures or improvement notices were issued to the CDPP.

Workers’ compensation

In 2019–20, there were no workers’ compensation claims accepted by Comcare.

Workplace diversity and inclusion

The CDPP recognises that diversity takes many forms, including cultural background, carer responsibilities, gender, sexual orientation, education, and professional and life experience. The CDPP’s progression of its diversity and inclusion agenda was strongly influenced by the CDPP Diversity Network and supported by its Diversity and Inclusion Strategy 2018-2020 and the Multicultural Access and Equity Action Plan 2018-2020.

Key achievements for 2019–20 include:

  • Nationally coordinated events celebrating days of significance including International Day of People with Disability, Wear it Purple Day, National Reconciliation Week, International Women’s Day and RUOK? Day.
  • Development and implementation of a Reasonable Adjustments Policy to ensure an accessible and inclusive work environment that enables employees with disability, injury or illness to fully participate in the workplace to the best of their ability.
  • Acknowledgement of Country prominently displayed in all offices and on banners on our internal and external websites and the CDPP’s Partner Agency and Victims and Witnesses Portals.

Reconciliation Action Plan

The CDPP Reconciliation Action Plan 2018–19 provided the foundations to build a culturally supportive, knowledgeable and responsive workforce; committed to building positive relationships and employment opportunities for Aboriginal and Torres Strait Islander People. A review of the Reconciliation Action Plan will seek new actions enabling the organisation to strengthen support and relationships with Aboriginal and Torres Strait Islander People.

Agency Multicultural Access and Equity Action Plan

The CDPP Multicultural Access and Equity Action Plan 2018–20 identifies actions to enhance services, interactions and responsiveness to culturally and linguistically diverse employees, colleagues, witnesses and victims.

Status of women

At 30 June 2020, 68 per cent of CDPP staff (ongoing and non‑ongoing) were female. Within the legal practice, female representation was 69 per cent. At the SES level, female representation was 39 per cent.

National Disability Strategy

The National Disability Strategy 2010–20 is Australia’s overarching framework for disability reform. It acts to ensure the principles underpinning the United Nations Convention on the Rights of Persons with Disabilities are incorporated into Australia’s policies and programs that affect people with disability, their families and carers.

All levels of government will continue to be held accountable for the implementation of the strategy through biennial progress reporting to the Council of Australian Governments. Progress reports can be found at www.dss.gov.au.

Disability reporting is included in the Australian Public Service Commission’s State of the Service reports and the APS Statistical Bulletin. These reports are available at www.apsc.gov.au.


  1. 8 This includes 22 substantive SES staff and four non‑SES staff on long term acting arrangements.