Appendix K: Other information

Occupational Health and Safety (OH&S)

The Commission has an Occupational Health and Safety Policy and Agreement and an Occupational Health and Safety Committee. Both are established in accordance with the Occupational Health and Safety (Commonwealth Employment) Act 1991.

The Occupational Health and Safety Committee is a joint management/union body that met four times during 2002-03. The Commission has nominated health and safety representatives who are members of the Committee. A new management representative and a new union representative joined the Committee during 2002-03.

During the year, the Commission conducted its annual health awareness program and continued to provide a program of regular workstation assessments. The electronic Office Gym program is also available to all staff giving regular reminders of the need to take physical breaks from computer operations.

There were no incidents that required reporting under section 68.

No directions were given to the Commission under section 45 and no notices were given under section 29, 46 or 47.

The Commission continued to make available to all staff and their families access to an Employee Assistance Program. Statistics were reported to the Occupational Health and Safety Committee.

Advertising and market research

A total of $130,300 was paid for advertising during 2002-03. Advertising was generally undertaken to promote development programs, advertise tenders or recruit employees. This represents a small increase in expenditure compared to 2001-02, reflecting the Commission's ongoing commitment to improving its graduate recruitment.

Of this total, payments exceeding $1500 were made to:

• Federal Capital Press (including Public Sector Informant)-$4087
• ACT Government Bulletin-$2750
• Starcom Worldwide Pty Ltd-$64,100
• HMA Blaze-$59,362.

Market research activities were undertaken in the form of a client survey costing $49,839 conducted by Colmar Brunton to assess the Commission's overall service delivery and performance. This represents a new activity for the Commission. Subsequent client surveys may be undertaken in the coming years.

The Commission did not employ the services of polling or direct mail organisations during 2002-03.

Ecologically sustainable development and environmental performance

The Commission is committed to practices that assist ecologically sustainable development and improve environmental performance. The Commission does not administer any legislation or have any appropriations directly related to these issues, and, accordingly, the Commission's involvement relates to practices that can improve energy management and environmental practices within the Commission.

The Commission has in place a practice of ensuring that where operationally viable, energy efficient equipment is purchased and that energy efficient practices are encouraged within the Commission's tenancies to reduce energy consumption wherever possible. The Commission also has in place paper recycling arrangements.

During 2002-03, the Commission engaged the services of DASCEM Holdings Pty Ltd to undertake a review of the Commission's activities and systems within the central office in Canberra and to develop an Environmental Management System (EMS). The review process and first draft have been completed. The EMS is expected to be completed by the end of September 2003.

The Commission will review and incorporate, where economically and operationally viable, the recommendations and best practice processes of the EMS across all its offices. The EMS will provide a system that will assist the Commission in its effort to improve its energy consumption levels, environmental and operational performance by continuously reviewing and monitoring its processes and/or activities.

Report on performance under the Commonwealth Disability Strategy

The Commission is reporting against the Commonwealth Disability Strategy in its employer role.

Table 36: Employer Role

Performance	Performance Measures	Outcomes
Employment policies, procedures and practices comply with the requirements of the Disability Discrimination Act 1992.	All employment policies, procedures and practices reviewed during the life of this plan comply with the requirements of the Disability Discrimination Act 1992 and promote equity and diversity issues	All Commission employment policies, procedures and practices comply with the requirements of the Disability Discrimination Act 1992. The Commission carefully. considers the impact of its employment policies during development.
Review all employment policies as they come up for review.
Promote equity and diversity issues, including disability issues in HR/WR policies and plans.	Group Business Plans consider issues concerning people with a disability.
Ensure, where relevant, that Group Business Plans consider issues concerning people with a disability.
Recruitment information for potential job applicants with disabilities is available in accessible formats or on request.	Recruitment information requested and provided in: • accessible electronic formats and • accessible formats other than electronic.	100% of requests to provide information this way were met. All recruitment documentation is now available both in hard copy and on the internet.
Review recruitment information and consider providing internet access for all recruitment selection documentation.	Average time taken to provide accessible information in: • accessible electronic formats and • accessible formats other than electronic.	The Commission provides advice to its recruiters and managers about reasonable adjustment as required.
Consult with the Office of Disability Policy (FACS) and others to ensure that recruitment information is provided in suitable formats including, but not limited to, formats such as TTY and electronic.
Agency recruiters and managers apply the principle of ‘reasonable adjustment’.	Percentage of staff in the Commission who identify as having a disability.	The Commission maintained the level of staff identifying that they have a disability above 3% of total staff.
Actively seek opportunities to engage people with a disability for employment (including non-ongoing employment, work placement and trial employment).
Include positive statements about ‘reasonable adjustment’ in recruitment literature.
Promote an awareness of disability and disability discrimination issues in the workplace.	Staff Survey reflects that staff believe there is no discrimination in the Commission	The 2002–03 Staff Survey did not identify any specific instances of disability discrimination within the Commission.
Disability awareness sessions available for all Commission staff.
Use of intranet to provide information and links to information on disability issues (including preventative OH&S issues such as OOS).
Actively promote and support an annual day focusing on disability issues.
Training and development programs consider the needs of staff with disabilities and include information on disability issues as they relate to the content of the program.	Percentage of training and development programs that consider the needs of staff with disabilities and include information on disability issues as they relate to the program.	All training and development programs consider the needs of staff with disabilities. The Commission uses consultants to provide corporate training and development and the contract requires: • compliance with the Disability Discrimination Act 1992 • provision of service consistent with the APS Values and Code of Conduct • compliance with the principles of workplace diversity • consultation to consult with the Commission in relation to any special needs for people with disabilities. These measures ensure that all programs include information on disability issues where appropriate and relevant to the program.
Consultants required to provide for the needs of people with a disability as part of the contract.
Complaints/grievance mechanism, including access to external mechanisms, in place to address issues and concerns raised by staff.	Staff are aware of the existence of the mechanisms and know how to access them.	The Commission’s certified agreement provides a framework for internal review of employment actions. The agreement also directs employees who have not resolved their complaint through such a process to the formal complaint resolution mechanisms under the public service employment framework.
Commission premises and facilities are accessible and useable by people with a disability.	Audit of Commission premises and facilities indicates that they are accessible and useable by people with a disability.	A building audit was conducted in 2001–02, the majority of recommendations were accepted while a number of issues were reported to the building owner
Actively promote and provide suitable opportunities for people with a disability to identify their disability including an annual census of staff.	Percentage of staff in the Commission that identify as having a disability.	The Census was again conducted in June 2002. The Commission maintained the level of staff identifying that they have a disability above 3% of total staff.