List of tables and figures

Tables

Measuring the workforce

Table 1.1: Ongoing employees by classification, June 1995, 2008 and 2009

Table 1.2: Ongoing employees—number of agencies worked in, 2000 and 2009

Table 1.3: Employee identified type of work by classification, 2009

Table 1.4: Ongoing employees by age group, 1997 to 2009

Table 1.5: Ongoing employees—proportion by classification and location, June 2009

Table 1.6: Separations of ongoing employees by age group, 2007–08 and 2008–09

Diversity in the APS

Table 2.1: Representation of EEO groups among ongoing employees, 2000 to 2009

Table 2.2: Agencies with the highest proportion of ongoing Indigenous employees, June 2009

Table 2.3: Representation of ongoing Indigenous employees by classification, 1995, 2008 and 2009

Table 2.4: Indigenous representation in engagements and separations of ongoing employees, 1999–00 to 2008–09

Table 2.5: Agency attraction attributes and meeting of expectations for Indigenous and non-Indigenous employees, 2008–09

Table 2.6: Agency measures used to recruit and/or retain Indigenous Australians, 2008–09

Table 2.7: Representation of employees with disability in engagements and separations of ongoing employees, 1999–00 to 2008–09

Table 2.8: Agency attraction attributes and meeting of expectations for employees with and without disability, 2008–09

Table 2.9: Agency initiatives to improve access to employment for people with disability, 2008–09

Table 2.10: Agency initiatives to improve support both to employees with disability and managers of employees with disability, 2008–09

Table 2.11: Agency attraction attributes and meeting of expectations for employees from a non-English speaking background, 2008–09

Building workforce capability

Table 3.1: Workforce planning in APS agencies

Table 3.2: Workforce plans help agencies meet business priorities

Table 3.3:Relevant agencies’ estimated expenditure on formal off-the-job learning and development as a percentage of departmental operating expenses, by agency size, 2004–05 and 2008–09

Table 3.4: Agencies’ learning and development priorities for employees, 2008–09

APS leadership

Table 4.1: SES and EL 2 by age group, 1994 to 2009

Table 4.2: Movement into the SES, 1999–00 to 2008–09

Table 4.3: Most important reasons motivating SES to go ‘above and beyond’ in their current roles by Band

Table 4.4: SES capabilities needed today and in five years

Table 4.5: Main initiatives believed to be effective in improving the leadership capability of the current SES by Band

Employee engagement

Table 5.1: Employee satisfaction/agreement with questions comprising the Goal Clarity factor, 2007–08 and 2008–09

Table 5.2: Employee satisfaction/agreement with questions comprising the Team Performance and Relationships factor, 2007–08 and 2008–09

Table 5.3: Employee satisfaction/agreement with questions comprising the Immediate Manager factor, 2007–08 and 2008–09

Table 5.4: Employee satisfaction/agreement with questions comprising the Intrinsic Rewards factor, 2007–08 and 2008–09

Table 5.5: Employee satisfaction/agreement with questions comprising the Autonomy/ Empowerment factor, 2007–08 and 2008–09

Table 5.6:Employee satisfaction/agreement with questions comprising the Work-Life Balance factor, 2007–08 and 2008–09

Table 5.7: Hours worked in the last fortnight by full-time employees, 2008–09

Table 5.8: Employee satisfaction/agreement with questions comprising the Performance Feedback/Accountability factor, 2007–08 and 2008–09

Table 5.9: Employee satisfaction/agreement with questions comprising the Learning and Development factor, 2007–08 and 2008–09

Table 5.10:Employee satisfaction/agreement with questions comprising the Job-Skills Match factor, 2007–08 and 2008–09

Table 5.11: Employee satisfaction/agreement with questions comprising the Agency Culture factor, 2007–08 and 2008–09

Table 5.12: Employee satisfaction/agreement with questions comprising the Remuneration factor, 2007–08 and 2008–09

Table 5.13: Employee satisfaction/agreement with questions comprising the Recognition/ Feeling Valued factor, 2007–08 and 2008–09

Table 5.14:Employee satisfaction/agreement with questions comprising the Senior Leaders factor, 2007–08 and 2008–09

Table 5.15: Employee satisfaction/agreement with questions comprising the Career Progression factor, 2007–08 and 2008–09

Improving policy design and service delivery

Table 6.1: Employee experience of agency initiatives to support collaborative government activities

Table 6.2: Proportions of SES and EL employees working with external stakeholder groups

Working more efficiently in a tight fiscal environment

Table 7.1: Agency governance arrangements, 2007–08 and 2008–09

Table 7.2: Employee views on whether their productivity has increased in 2008–09 compared to the results of earlier years

Table 7.3: Comparison of wages growth, 2000–01 to 2008–09

Table 7.4: Comparative levels of total remuneration package, 2008

Table 7.5: Levels of workplace absence by agency and agency size, 2008–09

Table 7.6: Sick leave levels for selected jurisdictions, 2007–08 to 2008–09

Table 7.7: Actions agencies took to manage employees’ level of annual leave, 2008–09

Ethics and integrity

Table 8.1: Programs used to explain APS Values to employees, 2008–09

Table 8.2: Mechanisms used to promote awareness of ways to report suspected misconduct, 2007–08 and 2008–09

Table 8.3: Measures agencies used to identify suspected breaches of the APS Code of Conduct, 2007–08 and 2008–09

Table 8.4:Elements of the Code suspected of being breached in investigations finalised during 2008–09

Table 8.5: Number of employees, by types of misconduct, in investigations finalised during 2008–09

Table 8.6: Outcomes of investigations into suspected breaches of the Code finalised in 2008–09

Figures

Measuring the workforce

Figure 1.1: APS employees, 1990 to 2009

Figure 1.2: Non-ongoing employees as a proportion of total employees, 1995 to 2009

Figure 1.3: Total employees by sex, 1995 to 2009

Figure 1.4: Proportion of ongoing employees working part-time by sex, 1995 to 2009

Figure 1.5: Proportion of ongoing employees working part-time by age group and sex, June 2009

Figure 1.6: Ongoing employees—engagement and promotion rates for women, 2008–09

Figure 1.7: Ongoing employees—promotion and transfer rates between agencies, 1999–2000 to 2008–09

Figure 1.8: Ongoing employees—length of service, 1995 to 2009

Figure 1.9: Age profile of ongoing APS employees and Australian labour force, 2009

Figure 1.10: Ongoing engagement and separation rates, 1994–95 to 2008–09

Figure 1.11: Engagements of ongoing employees by classification, 1994–95 to 2008–09

Figure 1.12: Separations of ongoing employees, 1994–95 to 2008–09

Diversity in the APS

Figure 2.1: Representation of ongoing employees with disability, by classification, 1995 to 2009

Building workforce capability

Figure 3.1: Agencies’ progress with formal workforce planning, 2002–03 to 2008–09

Figure 3.2: Skills shortages and their impact on agency capability, 2006–07 to 2008–09

APS leadership

Figure 4.1: Leadership group by age group, June 2009

Figure 4.2: Mobility rate by classification group, 1993–94 to 2008–09

Figure 4.3: SES and EL 2 views about leadership in their agency, 2008–09

Figure 4.4: Employees rating their immediate supervisor as ‘high’ on leadership capabilities, 2004–05 to 2008–09

Figure 4.5: Capability gaps within agencies for the SES and SES feeder group

Figure 4.6: SES and non-SES views on the SES being part of an APS-wide leadership cadre, 2008–09

Figure 4.7: Methods agencies used to identify high potential employees, 2008–09

Figure 4.8: SES leadership development activities offered by agencies, 2008–09

Figure 4.9: EL leadership development activities offered by agencies, 2008–09

Employee engagement

Figure 5.1: Employee agreement/satisfaction with summary indexes, 2006–07 to 2008–09

Figure 5.2: Employee satisfaction with each of the 14 employee engagement factors, 2007–08 and 2008–09

Figure 5.3: Employee engagement factors by classification

Improving policy design and service delivery

Figure 6.1: Employees’ views on innovation at work, 2007–08 and 2008–09

Figure 6.2: Comparison of agency reported consultation (usually and sometimes) with other government agencies, 2007–08 and 2008–09

Figure 6.3: Comparison of agency reported consultation (usually and sometimes) with external stakeholder groups, 2007–08 and 2008–09

Figure 6.4:Proportion of relevant SES and EL employees reporting different types of interactions with external stakeholders, 2008–09

Figure 6.5: Proportion of relevant SES and EL employees reporting how often they achieve selected outcomes in association with external stakeholders, 2008–09

Figure 6.6:Use of feedback mechanisms to obtain information from the public—relevant agencies, 2008–09

Figure 6.7: Use of feedback collected from the public—relevant agencies, 2008–09

Working more efficiently in a tight fiscal environment

Figure 7.1: Employee views on important actions to help the APS achieve greater efficiency and/or effectiveness, 2008–09

Figure 7.2: Employee views on necessary changes to better position the APS for the future, 2008–09

Figure 7.3: Employee views on actions to assist them in achieving greater efficiency and/or effectiveness, 2008–09

Figure 7.4: Employee views on agency performance in supporting individual productivity, 2008–09

Figure 7.5: Gap between the minimum and maximum salary ranges, 1996 and 2008

Figure 7.6: Strategies agencies used to manage workplace absence, 2007–08 and 2008–09

 

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