PSR staff are covered by PSR’s 2016–19 enterprise agreement, which came into effect in February 2017.

PSR ensures that all employees work in an environment that allows them to reach their full potential, and where they are treated fairly, equitably and with respect. These values are embedded in the agency’s Performance Development Scheme (PDS).

PSR is committed to developing and maintaining a culture that encourages and supports all employees in raising concerns about unacceptable behaviour, is free from bullying and harassment, and provides protection to employees who report instances of suspected breaches of the Code of Conduct. Agency procedures for managing alleged breaches of the Code of Conduct set out how allegations will be managed; these procedures are available to all employees via the PSR intranet.

A staff satisfaction survey for 2018–19 indicated that 85% of staff felt valued in the workplace (23% strongly agreed; 62% agreed). Approximately 92% felt that PSR was a positive place to work, and overall enjoyed working for the organisation.

Australian Public Service staff

Staff employed by PSR, with the exception of the PSR Director, are employed under the Public Service Act 1999.

At 30 June 2019, PSR employed 23 APS staff members. Although PSR is a small agency, it has a number of specialist Legal 2 positions because of its role as a regulatory agency. These positions are filled by senior lawyers with extensive administrative law experience. They have specific responsibility for managing PSR cases, and providing legal advice to the Director and PSR Committees.

Tables 7 and 8 provide details of staff numbers.

Table 7: PSR Australian Public Service staff at 30 June 2019

APS = Australian Public Service; EL = Executive Level; SES = Senior Executive Service

Table 8: PSR FTE at 30 June

All staff employed by PSR at 30 June 2019 were based in the ACT. There were nine employees who did not speak English as their first language and 39% had parents who did not speak English as their first language. PSR had no employees who identified as Aboriginal or Torres Strait Islander, and one employee with an identified disability.

During 2018–19, PSR recruited five ongoing employees. Two ongoing employees left PSR through resignation.

Enterprise agreement and Australian Workplace Agreements

At 30 June 2019, the pay and conditions of all APS employees, including those at the Executive Level, were governed by the PSR Enterprise Agreement 2016–19.

The pay and conditions of PSR’s Senior Executive Service (SES) officer were governed by an SES employment policy and contract. Table 9 lists PSR salary ranges for each classification.

Table 9: Current PSR salary ranges

APS = Australian Public Service; EL = Executive Level

Note: Salary ranges are from the PSR Enterprise Agreement 2016–19.

Non-salary benefits

PSR provided non-salary benefits to attract and retain capable staff. In 2018–19, benefits included:

· allowance for mobile phones for relevant personnel

· home internet access to PSR’s ICT network

· paid car parking for all employees

· travel lounge membership for employees who travel more than six times a year.

Performance Pay

During 2018–19, PSR awarded performance pay to Executive level employees who satisfied certain performance conditions specified by individual flexibility agreements.

Table 10 provides details of employees by classification, who received performance pay relating to the PDS cycle ending 30 June 2019. The total amount paid was $36,317.

Table 10: Performance pay to PSR employees

Key Management Personnel

During the reporting period ending 30 June 2019, PSR had five executives who met the definition of key management personnel (KMP). Key management personnel are those persons having authority and responsibility for planning, directing and controlling the activities of PSR, directly or indirectly, including any director (whether executive or otherwise) of PSR. PSR has determined the key management personnel to be those occupying the roles of Director, Executive Officer, Special Counsel, and the Chief Finance Officer. Their names and the length of term as KMP are summarised below:

¹ The Acting Director was appointed during the period the Director was on leave.

In the notes to the financial statements for the period ending 30 June 2019, PSR disclosed the following KMP expenses:

² Includes Executive vehicle allowance, car parking and mobile allowance.

Note 10 above has been further disaggregated into the following detail:

Table 11: KMP Remuneration

³ The Acting Director was appointed for part of the year during the period the Director was on leave.

⁴ Remunerated under the Remuneration Tribunal Determination for Full-Time Office Holders.

⁵ Remunerated under a section 24 agreement under the Public Service Act 1999.

⁶ Remunerated under Individual Flexibility Arrangements (IFAs), which includes car parking, performance bonuses linked to annual performance ratings, and pay rises in line with the agency’s current Enterprise Agreement. IFAs are determined by the Director (accountable authority).

Senior Executive Remuneration

PSR’s Senior Executive Service (SES) employee is remunerated under an individual agreement in accordance with section 24 of the Public Service Act 1999 (PS Act). The Director of PSR has authority to approve section 24 agreements, which are consistent with the Department of Health’s SES Performance and Remuneration Framework and practices for SES employees.

During the reporting period ended 30 June 2019, PSR had one SES employee who was also a KMP, and holds the position title of Executive Officer and General Counsel. Details of PSR’s SES remuneration are included above in table 10.

Other Highly Paid Staff

During the reporting period ended 30 June 2019, PSR did not have any employees who met the threshold for other highly paid staff, where an individual’s total remuneration was $220,000 or more, and who was not a KMP or SES employee.

Holders of full-time and part-time public office

The Director of PSR is a holder of full-time public office whose remuneration and allowances are set annually by the Remuneration Tribunal. PSR Panel and Determining Authority members are holders of part-time public office. The Remuneration Tribunal also sets their remuneration and allowances on an annual basis.

Panel members and deputy directors who are appointed to specific PSR Committees are paid in accordance with the Remuneration Tribunal rates and allowances.

Table 12 shows PSR Panel membership by practice location and gender.

Table 12: PSR Panel members at 30 June 2019

Training and development

PSR employees, in consultation with their managers, identify their training and development needs through individual development plans made under the organisation’s Performance Development Scheme. As a result of this consultation, PSR employees accessed a range of learning and development opportunities during 2018–19, including external courses and workshops in areas including leadership and management, work health and safety, law, risk, and records management.

PSR allocates a portion of its annual departmental expenditure to training and development during the financial year.

Work health and safety

PSR is committed to protecting the health, safety and welfare of its employees, contractors and visitors.

PSR undertook a number of health and safety initiatives in 2018–19, including:

· workstation assessments for new employees

· onsite influenza vaccinations for all employees

· access to the employee assistance program for employees and their immediate families.

PSR’s work health and safety representative is responsible for monitoring workplace hazards. The work health and safety representative and human resources officer conduct workplace inspections and report their findings to the Health and Safety Committee for action. Employees can also raise any health and safety issues with the work health and safety representative.

Disability reporting mechanisms

The Commonwealth Disability Strategy has been superseded by the National Disability Strategy 2010–2020, which sets out a 10-year national policy framework to:

· improve the lives of people with disability

· promote participation

· create a more inclusive society.

A high-level two-yearly report will track progress against each of the six outcome areas of the strategy and present a picture of how people with disability are faring. The first of these reports is available on the website of the Australian Government Department of Social Services.