During 2018–19 we continued our commitment to managing and developing our employees to meet organisational objectives.

Our diverse workforce brings to the organisation a valuable range of skills and expertise, helping to foster productive relationships within the health sector. Many employees are considered experts in their fields, bringing to their roles important local and national experience.

Our work involves collaboration with a broad range of stakeholders across the donation, transplantation and community sectors who make a significant contribution to our work and achievements nationally.

We receive productivity benefits through our ongoing service level agreement with the Commonwealth Department of Health. This includes the delivery of payroll services and a range of corporate support activities. We can also access the department’s various panel arrangements, including the provision of recruitment services and a comprehensive Employee Assistance Program.

We are committed to promoting and supporting the Australian Public Service (APS) Values and Code of Conduct, as set out in the Public Service Act 1999 (the Public Service Act).

Employee profile

Terms and conditions of employment for Senior Executive Service (SES) employees are provided by individual determinations made under section 24(1) of the Public Service Act. All terms and conditions of employment for non-SES employees are provided in the OTA Enterprise Agreement 2016–2019, which took effect from 16 February 2016. In January 2019 a determination was made under subsection 24(1) of the Public Service Act to provide employees with increases to their existing salary ranges and their allowances. They are eligible for these increases under the terms of the Enterprise Agreement.

At 30 June 2019 the OTA employed 25.53 full-time equivalent staff. The tables below provide a breakdown of these figures by classification, gender, full-time and part-time status, ongoing and non-ongoing employment, salary ranges, location and employment arrangements. In 2017–18 and 2018–19 there were:

• no non-ongoing employees
• no employees identified as being Indigenous
• no performance payments.

We continue to foster a culture that supports employees achieving their potential and that values employee diversity. This is continually fostered through the Enterprise Agreement and internal policies.

Information about remuneration for key management personnel

All ongoing employees current report period (2018–19)

All ongoing employees previous report period (2017–18)

Australian Public Service Act ongoing employees current report period (2018–19)

Australian Public Service Act ongoing employees previous report period (2017–18)

Australian Public Service Act non-ongoing employees current report period (2018–19)

Australian Public Service Act non-ongoing employees previous report period (2017–18)

Australian Public Service Act employees by full time and part time status current report period (2018–19)

Australian Public Service Act employees by full time and part time status previous report period (2017–18)

Australian Public Service Act employment type by location current report period (2018–19)

Australian Public Service Act employment type by location previous report period (2017–18)

Australian Public Service Act employment arrangements current report period (2018–19)

Note: Staff on individual flexibility arrangements are also included in the Enterprise Agreement total.

Australian Public Service Act employment salary ranges by classification level (minimum/maximum) current report period (2018–19)

Non-salary benefits

The Enterprise Agreement 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 non-salary benefits available to staff include:

• influenza vaccinations
• time off for blood donations
• access to an Employee Assistance Program
• flexible working arrangements, including time off in lieu (where appropriate) and recognition of travel time
• cultural or religious holidays substitution scheme
• home-based working arrangements
• organised social activities
• support for personal and professional development
• access to leave accruals at half pay
• rotational car parking
• reimbursement of costs associated with obtaining financial advice for staff undertaking voluntary retrenchment
• reimbursement of costs associated with damage to clothing or personal effects.

Performance management

All employees participate in our Performance and Development Agreement cycle.

This seeks to:

• clarify individual employee’s understanding of their work tasks, their responsibilities and the performance standards expected
• provide feedback on performance and improve communication between supervisors and their employees
• provide a basis for determining salary advancement
• identify learning and development needs
• identify and manage instances of under-performance.

Professional and personal development

We recognise the importance of ensuring that all employees continue to develop their skills. This is facilitated through on-the-job training, sourced in-house training programs and external accredited training programs. Other development opportunities include stakeholder engagement, and attendance at conferences, seminars and learning institutions.

As part of our role in the health sector, employees across the organisation are encouraged to attend a number of health conferences to promote organ donation awareness.