Appendix 4: Supporting statistics to the report
This appendix presents additional data that supports the content included in the main chapters of this report.
Chapter 1: Institutional stewardship
Table A4.1 presents APS employee census results for a selection of items measuring APS employee perceptions about supervisor involvement in performance management processes in the past 12 months.
|
Question |
Response |
% of total |
| Received regular and timely feedback from your supervisor | Yes | 82.5 |
| No | 17.5 | |
|
Received constructive feedback from your supervisor |
Yes | 83.9 |
| No | 16.1 | |
|
Your supervisor has checked in regularly with you to see how you are progressing |
Yes | 82.1 |
| No | 17.9 |
Source: 2019 APS employee census
Table A4.2 presents APS employee census results for a selection of items measuring APS employee perceptions of performance management in the past 12 months.
|
Question |
Response |
% of total |
|
To what extent do you agree that in the past 12 months, the performance expectations of your job were clear and unambiguous? |
Agree |
60.7 |
|
Neither agree nor disagree |
23.2 |
|
|
Disagree |
16.1 |
|
|
To what extent do you agree that the support by your supervisor has helped to improve your performance? |
Agree |
59.7 |
|
Neither agree nor disagree |
27.5 |
|
|
Disagree |
12.8 |
|
|
My overall experience of performance management in my agency has been useful for my development |
Agree |
47.9 |
|
Neither agree nor disagree |
31.5 |
|
|
Disagree |
20.6 |
Source: 2019 APS employee census
Chapter 2: Adapting to change
Table A4.3 presents APS employee census results for a selection of items measuring APS employee perceptions of change management in their agencies.
|
Question |
Response |
% of total |
|
Change is managed well in my agency |
Agree |
39.0 |
|
Neither agree nor disagree |
29.2 |
|
|
Disagree |
31.8 |
|
|
I generally find organisational change to be a positive process |
Agree |
50.9 |
|
Neither agree nor disagree |
33.3 |
|
|
Disagree |
15.7 |
|
|
People in my team are happy to implement change when required |
Agree |
62.4 |
|
Neither agree nor disagree |
26.4 |
|
|
Disagree |
11.2 |
|
|
Organisational change tends to improve our agency's efficiency |
Agree |
37.1 |
|
Neither agree nor disagree |
43.8 |
|
|
Disagree |
19.1 |
Source: 2019 APS employee census
Table A4.4 presents the 2019 APS employee census results for the individual elements of the innovation index.
| Question |
Strongly agree (%) |
Agree (%) |
Neither agree nor disagree (%) |
Disagree (%) |
Strongly disagree (%) |
|
I believe that one of my responsibilities is to continually look for new ways to improve the way we work |
30.4 |
55.8 |
10.0 |
3.0 |
0.8 |
|
My immediate supervisor encourages me to come up with new or better ways of doing things |
22.6 |
49.4 |
18.8 |
6.8 |
2.5 |
|
People are recognised for coming up with new and innovative ways of working |
15.6 |
46.0 |
25.0 |
10.1 |
3.4 |
|
My agency inspires me to come up with new or better ways of doing things |
11.4 |
37.3 |
33.3 |
13.6 |
4.5 |
|
My agency recognises and supports the notion that failure is a part of innovation |
7.6 |
30.9 |
39.9 |
15.4 |
6.1 |
Source: 2019 APS employee census
Table A4.5 presents APS employee perceptions of the risk culture in their agencies.
|
Question |
Response |
% of total |
|
My agency supports employees to escalate risk-related issues with managers |
Agree |
70.0 |
|
Neither agree nor disagree |
23.1 |
|
|
Disagree |
6.9 |
|
|
Risk management concerns are discussed openly and honestly in my agency |
Agree |
59.5 |
|
Neither agree nor disagree |
28.5 |
|
|
Disagree |
12.1 |
|
|
My agency provides me with opportunities to develop and enhance my skills to manage risk effectively |
Agree |
52.1 |
|
Neither agree nor disagree |
34.0 |
|
|
Disagree |
13.9 |
|
|
Employees in my agency are encouraged to consider opportunities when managing risk |
Agree |
51.6 |
|
Neither agree nor disagree |
35.9 |
|
|
Disagree |
12.5 |
|
|
Appropriate risk taking is rewarded in my agency |
Agree |
25.1 |
|
Neither agree nor disagree |
49.2 |
|
|
Disagree |
25.7 |
|
|
In my agency, the benefits of risk management match the time required to complete risk management activities |
Agree |
29.2 |
|
Neither agree nor disagree |
52.2 |
|
|
Disagree |
18.6 |
|
|
SES in my agency demonstrate the importance of managing risk appropriately |
Agree |
42.9 |
|
Neither agree nor disagree |
41.0 |
|
|
Disagree |
16.1 |
|
|
When things go wrong, my agency uses this as an opportunity to learn |
Agree |
46.4 |
|
Neither agree nor disagree |
35.4 |
|
|
Disagree |
18.2 |
|
|
When appropriate risk taking results in failure, my immediate supervisor does not reprimand employees |
Agree |
46.0 |
|
Neither agree nor disagree |
45.4 |
|
|
Disagree |
8.7 |
Source: 2019 APS employee census
Chapter 3: A values-driven culture
Collaboration
In the 2019 APS employee census, EL and SES respondents were asked questions about engaging in collaboration. The results are presented in Table A4.6.
|
Question |
Response |
% of EL |
% of SES |
% total |
|
During the last 12 months, did you collaborate with people from other workgroups within your agency? |
Yes |
93.5 |
98.5 |
93.9 |
|
No |
6.5 |
1.5 |
6.1 |
|
|
During the last 12 months, did you collaborate with people from other APS or Commonwealth government agencies? |
Yes |
63.3 |
91.4 |
65.5 |
|
No |
36.7 |
8.6 |
34.5 |
|
|
During the last 12 months, did you collaborate with people from other levels of government or other external stakeholders? |
Yes |
60.4 |
84.8 |
62.3 |
|
No |
39.6 |
15.2 |
37.7 |
Source: 2019 APS employee census
Breaches of the APS Code of Conduct
Table A4.7 presents the number of APS employees investigated by agencies for suspected breaches of individual elements of the APS Code of Conduct and the number of breach findings in 2018–19. One employee can be investigated for multiple elements of the Code of Conduct of the PS Act.
|
Element of Code of Conduct |
Investigated |
Breached |
|
Behave honestly and with integrity in connection with APS employment (s. 13(1)) |
242 |
214 |
|
Act with care and diligence in connection with APS employment (s. 13(2)) |
174 |
149 |
|
When acting in connection with APS employment, treat everyone with respect and courtesy and without harassment (s. 13(3)) |
136 |
103 |
|
When acting in connection with APS employment comply with all applicable Australian laws (s. 13(4)) |
18 |
10 |
|
Comply with any lawful and reasonable direction given by someone in the employee's agency who has authority to give the direction (s. 13(5)) |
161 |
140 |
|
Maintain appropriate confidentiality about dealings that the employee has with any minister or minister's member of staff (s. 13(6)) |
0 |
0 |
|
Take reasonable steps to avoid any conflict of interest (real or apparent) and disclose details of any material personal interest of the employee in connection with the employee’s APS employment (s. 13(7)) |
47 |
41 |
|
Use Commonwealth resources in a proper manner and for a proper purpose (s. 13(8)) |
108 |
95 |
|
Not provide false or misleading information in response to a request for information that is made for official purposes in connection with the employee's APS employment (s. 13(9)) |
46 |
40 |
|
Not make improper use of: inside information, or the employee's duties, status, power or authority in order to: a) gain or seek to gain a benefit or advantage for the employee or any other person or b) cause or seek to cause a detriment to the employee's agency, the Commonwealth or any other person (s. 13(10)) |
53 |
45 |
|
At all times behave in a way that upholds the APS Values and APS Employment Principles and the integrity and good reputation of the employee's agency and the APS (s. 13(11)) |
410 |
363 |
|
While on duty overseas at all times behave in a way that upholds the good reputation of Australia (s. 13(12)) |
5 |
4 |
|
Comply with any other conduct that is prescribed by the regulation (s. 13(13)) |
2 |
1 |
Source: 2019 APS agency survey
Sources of reports
Table A4.8 presents the number of APS employees investigated for suspected breaches of the APS Code of Conduct during 2018–19 that resulted from each type of report.
|
Type of report |
Number of employees investigated |
|
A report made to a central conduct or ethics unit or nominated person in a human resources area |
224 |
|
A report generated by a compliance/monitoring system (for example, audit) |
193 |
|
A report made to a fraud prevention and control unit or hotline |
34 |
|
A report made to an email reporting address |
21 |
|
A report made to another hotline |
23 |
|
A Public Interest Disclosure |
15 |
|
A report made to an employee advice or counselling unit |
15 |
|
Other |
11 |
Source: 2019 APS agency survey
Outcomes of reports
Table A4.9 presents the outcomes for APS employees investigated for suspected breaches of the APS Code of Conduct during 2018–19.
|
Outcome |
Number of employees investigated |
|
Breach found and sanction applied |
315 |
|
Breach found but no sanction applied—employee resigned prior to sanction decision |
82 |
|
Breach found but no sanction applied—other reason |
70 |
|
No breach found (for any element of the Code) |
38 |
|
Investigation discontinued—employee resigned |
14 |
|
Investigation discontinued—other reason |
16 |
Source: 2019 APS agency survey
Table A4.10 presents the sanctions applied to APS employees found to have breached the APS Code of Conduct during 2018–19.
|
Sanction |
Number of APS employees found to have breached the Code |
|
Reprimand |
197 |
|
Reduction in salary |
98 |
|
Deduction from salary by way of a fine |
89 |
|
Termination of employment |
80 |
|
Reduction in classification |
21 |
|
Re-assignment of duties |
10 |
Source: 2019 APS agency survey
Harassment and bullying
In the 2019 APS employee census, 13 per cent of respondents indicated they had been subjected to harassment or bullying in their workplace in the 12 months preceding the APS employee census.
Table A4.11 presents the types of behaviour perceived by respondents.
|
Type of behaviour |
% of those who indicated that they had been subjected to harassment or bullying in their workplace in the previous 12 months preceding the census |
|
Verbal abuse |
49.1 |
|
Interference with work tasks |
40.8 |
|
Inappropriate and unfair application of work policies or rules |
37.5 |
|
Cyberbullying |
7.4 |
|
Interference with your personal property or work equipment |
5.6 |
|
Physical behaviour |
5.3 |
|
Sexual harassment |
3.7 |
|
Initiations or pranks |
3.3 |
|
Other |
20.9 |
Source: 2019 APS employee census
Percentages are based on respondents who said they had been subjected to harassment or bullying in their current workplace. As respondents could select more than one option, percentages may not total 100 per cent.
Table A4.12 presents the perceived source of the harassment or bullying indicated by respondents.
|
Perceived source |
% of those who indicated they had been subjected to harassment or bullying in their workplace in the previous 12 months preceding the census |
|
Co-worker |
38.5 |
|
Someone more senior (other than your supervisor) |
33.4 |
|
A previous supervisor |
26.2 |
|
Your current supervisor |
19.4 |
|
Someone more junior than you |
9.6 |
|
Client, customer or stakeholder |
3.7 |
|
Contractor |
3.0 |
|
Consultant/service provider |
1.1 |
|
Representative of another APS agency |
0.7 |
|
Minister or ministerial adviser |
0.4 |
|
Unknown |
1.9 |
Source: 2019 APS employee census
Percentages are based on respondents who said they had been subjected to harassment or bullying in their current workplace. As respondents could select more than one option, percentages may not total 100 per cent.
Table A4.13 presents the reporting behaviour of respondents who had perceived harassment or bullying in their workplace in the 12 months preceding the APS employee census.
|
Reporting behaviour |
% who perceived harassment or bullying in their workplace during the 12 months preceding the census |
|
I reported the behaviour in accordance with my agency's policies and procedures |
36.2 |
|
It was reported by someone else |
8.5 |
|
I did not report the behaviour |
55.3 |
Source: 2019 APS employee census
Table A4.14 presents the number of recorded complaints of harassment and bullying made by APS employees within APS agencies during 2018–19.
|
Type of harassment or bullying |
Number of complaints |
|
Verbal abuse |
152 |
|
Inappropriate and unfair application of work policies or rules |
93 |
|
Interference with work tasks |
74 |
|
Sexual harassment |
31 |
|
Cyberbullying |
20 |
|
Physical behaviour |
11 |
|
Interference with your personal property or work equipment |
10 |
|
Initiations or pranks |
1 |
|
Other |
50 |
Source: 2019 APS employee census
Discrimination
In the 2019 APS employee census, 12.2 per cent of respondents indicated they had been subjected to discrimination during the 12 months preceding the census and in the course of their employment.
Table A4.15 presents the types of the discrimination perceived by respondents during the 12 months preceding the census and in the course of their employment.
|
Category |
% of those who indicated they had been subjected to discrimination during the 12 months preceding the census and in the course of their employment |
|
Gender |
31.7 |
|
Age |
26.8 |
|
Carer responsibilities |
24.2 |
|
Race |
19.7 |
|
Disability |
13.9 |
|
Religion |
5.5 |
|
LGBTI+ (for example, sexual orientation) |
4.5 |
|
Identification as an Aboriginal or Torres Strait Islander person |
3.7 |
|
Other |
18.5 |
Source: 2019 APS employee census
Percentages are based on respondents who said they had perceived discrimination during the 12 months preceding the census and in the course of their employment. As respondents could select more than one option, percentages may not total 100 per cent.
Corruption
Table A4.16 presents the proportion of respondents who, during the previous 12 months, had witnessed another APS employee within their agency engaging in behaviour they considered may be serious enough to be viewed as corruption.
|
Potential corruption witnessed |
% |
|
Yes |
4.4 |
|
No |
88.0 |
|
Not sure |
5.0 |
|
Would prefer not to answer |
2.6 |
Source: 2019 APS employee census
Of those who had witnessed potential corruption, the types of corruption are presented in Table A4.17.
|
Type of potential corruption witnessed |
% who had witnessed potential corruption |
|
Cronyism—preferential treatment of friends |
69.3 |
|
Nepotism—preferential treatment of family members |
25.1 |
|
Acting (or failing to act) in the presence of an undisclosed conflict of interest |
22.8 |
|
Fraud, forgery or embezzlement |
14.9 |
|
Green-lighting |
9.5 |
|
Theft or misappropriation of official assets |
7.1 |
|
Unlawful disclosure of government information |
5.0 |
|
Perverting the course of justice |
2.8 |
|
Bribery, domestic and foreign—obtaining, offering or soliciting secret commissions, kickbacks or gratuities |
2.2 |
|
Blackmail |
1.2 |
|
Insider trading |
1.2 |
|
Colluding, conspiring with or harbouring, criminals |
1.1 |
|
Other |
12.1 |
Source: 2019 APS employee census
Percentages are based on respondents who said they witnessed potential corruption. As respondents could select more than one option, percentages may not total 100 per cent.
Table 4.18 presents APS employee perceptions of workplace corruption risk.
|
Type of workplace corruption risk |
Agree (%) |
Neither agree nor disagree (%) |
Disagree (%) |
|
My workplace operates in a high corruption-risk environment (for example, it holds information, assets or decision-making powers of value to others) |
67.2 |
18.4 |
14.4 |
|
My agency has procedures in place to manage corruption |
84.3 |
13.4 |
2.3 |
|
It would be hard to get away with corruption in my workplace |
70.5 |
20.9 |
8.6 |
|
I have a good understanding of the policies and procedures my agency has in place to deal with corruption |
77.2 |
16.4 |
6.4 |
|
I am confident that colleagues in my workplace would report corruption |
80.8 |
14.4 |
4.8 |
|
I feel confident that I would know what to do if I identified corruption in my workplace |
83.0 |
12.1 |
4.9 |
Source: 2019 APS employee census
Chapter 4: Diversity and inclusion
Table A4.19 presents the proportion of APS employees belonging to each diversity group.
|
Diversity group |
2010 (%) |
2011 (%) |
2012 (%) |
2013 (%) |
2014 (%) |
2015 (%) |
2016 (%) |
2017 (%) |
2018 (%) |
2019 (%) |
|
Women |
57.8 |
57.7 |
57.7 |
57.9 |
58.1 |
58.4 |
59 |
59 |
59 |
59.6 |
|
Indigenous |
2.7 |
2.6 |
2.6 |
2.6 |
2.8 |
2.9 |
3.2 |
3.3 |
3.4 |
3.5 |
|
People with disability |
3.5 |
3.4 |
3.3 |
3.3 |
3.5 |
3.6 |
3.8 |
3.8 |
3.8 |
3.7 |
|
Non-English speaking background |
13.6 |
14.1 |
14.4 |
14.5 |
14.7 |
14.7 |
14.7 |
14.6 |
14.6 |
14.5 |
Source: APSED
In the 2019 APS agency survey, agencies were asked to rate the implementation of initiatives in three Australian Government diversity strategies (tables A4.20, A4.21 and A4.22). They were asked to do so against five levels of practice, defined here:
- Level 1—Practices are applied inconsistently and/or unskilfully and have a poor level of acceptance.
- Level 2—Practices are performed and managed with some skill and consistency, and a focus on compliance.
- Level 3—Practices are defined, familiar, shared and skilfully performed.
- Level 4—Practices are embedded and seen as a part of daily work and as adding real value to work.
- Level 5—Practices are continuously improved and leveraged for organisational outcomes.
|
Initiative |
Level 1 (%) |
Level 2 (%) |
Level 3 (%) |
Level 4 (%) |
Level 5 (%) |
Average rating |
|
Driving a supportive and enabling culture |
5.2 |
15.5 |
28.9 |
35.1 |
15.5 |
3.40 |
|
Gender equality in APS leadership |
4.1 |
16.5 |
25.8 |
38.1 |
15.5 |
3.44 |
|
Innovation to embed gender equality in employment practices |
10.3 |
15.5 |
36.1 |
32.0 |
6.2 |
3.08 |
|
Increased take-up of flexible work arrangements by men and women |
3.1 |
15.5 |
34.0 |
34.0 |
13.4 |
3.39 |
|
Measurement and evaluation |
12.4 |
23.7 |
32.0 |
22.7 |
9.3 |
2.93 |
Source: 2019 APS agency survey
|
Initiative |
Level 1 (%) |
Level 2 (%) |
Level 3 (%) |
Level 4 (%) |
Level 5 (%) |
Average rating |
|
Expand the range of Indigenous employment opportunities |
15.5 |
39.2 |
25.8 |
13.4 |
6.2 |
2.56 |
|
Invest in developing the capability of Indigenous employees |
24.7 |
23.7 |
24.7 |
23.7 |
3.1 |
2.57 |
|
Increase the representation of Indigenous employees in senior roles |
37.1 |
34.0 |
18.6 |
7.2 |
3.1 |
2.05 |
|
Foster the awareness of Indigenous culture in the workplace |
9.3 |
22.7 |
23.7 |
30.9 |
13.4 |
3.16 |
Source: 2019 APS agency survey
|
Initiative |
Level 1 (%) |
Level 2 (%) |
Level 3 (%) |
Level 4 (%) |
Level 5 (%) |
Average rating |
|
Expand the range of employment opportunities for people with disability |
23.7 |
28.9 |
26.8 |
18.6 |
2.1 |
2.46 |
|
Invest in developing the capability of employees with disability |
25.8 |
30.9 |
26.8 |
14.4 |
2.1 |
2.36 |
|
Increase the representation of employees with disability in senior roles |
38.1 |
33.0 |
19.6 |
8.2 |
1.0 |
2.01 |
|
Foster inclusive cultures in the workplace |
7.2 |
22.7 |
34.0 |
26.8 |
9.3 |
3.08 |
Source: 2019 APS agency survey
Table A4.23 presents the percentage of APS agencies with plans, strategies and/or policies in place during 2018–19.
|
Action plan, strategy and/or policy |
% of agencies with plan in place |
|
Flexible working arrangements |
94.8 |
|
Return to work |
82.5 |
|
Disability/reasonable adjustment |
73.2 |
|
Reconciliation Action Plan |
64.9 |
|
Domestic and family violence |
64.9 |
|
Gender equality |
58.8 |
|
Overarching inclusion |
57.7 |
|
Aboriginal and Torres Strait Islander |
56.7 |
|
Carer responsibilities |
54.6 |
|
Breastfeeding in the workplace/lactation break guidance |
54.6 |
|
Mental health (if not included in disability) |
49.5 |
|
LGBTI+ |
40.2 |
|
Culturally and Linguistically Diverse (CALD) |
37.1 |
|
Multigenerational/specific age groups |
18.6 |
|
Other |
21.6 |
|
None |
1.0 |
Source: 2019 APS agency survey
Chapter 5: Enabling the current and future workforce
Attraction and retention
2019 APS employee census respondents who reported that their total length of service in the APS was less than one year were asked what attracted them to work in the APS. Table A4.24 presents the reported reasons.
|
Reason |
% |
|
Employment conditions |
62.8 |
|
The work aligned with my job skills and/or experience |
59.8 |
|
Type of work offered |
59.7 |
|
Long-term career progression |
58.4 |
|
Security and stability |
58.2 |
|
Service to the general public |
51.5 |
|
Geographical location |
33.6 |
|
Remuneration |
28.7 |
|
Other |
4.8 |
Source: 2019 APS employee census
As respondents could select more than one option, percentages may not total 100 per cent.
Table A4.25 presents the proportion of respondents who indicated they had applied for a job during the 12 months preceding the APS employee census.
|
Response |
% |
|
Had not applied for a job |
48.2 |
|
Had applied for a job in their agency |
38.0 |
|
Had applied for a job in another APS agency |
18.2 |
|
Had applied for a job outside the APS |
12.2 |
Source: 2019 APS employee census
As respondents could select more than one option, percentages may not total 100 per cent.
Table A4.26 presents respondents' intention to leave their agency.
|
Response |
% |
|
I want to leave my agency as soon as possible |
5.9 |
|
I want to leave my agency within the next 12 months |
9.0 |
|
I want to leave my agency within the next 12 months but feel it will be unlikely in the current environment |
9.6 |
|
I want to stay working for my agency for the next one to two years |
25.0 |
|
I want to stay working for my agency for at least the next three years |
50.5 |
Source: 2019 APS employee census
Table A4.27 presents the reasons provided by respondents for wanting to leave their agency as soon as possible or within the next 12 months.
|
Reason |
% of respondents who wanted to leave their agency as soon as possible or within the next 12 months |
|
There is a lack of future career opportunities in my agency |
24.5 |
|
I want to try a different type of work or I'm seeking a career change |
12.5 |
|
Senior leadership is of a poor quality |
8.2 |
|
I am in an unpleasant working environment |
7.6 |
|
I am not satisfied with the work |
6.1 |
|
I am intending to retire |
5.6 |
|
I am looking to further my skills in another area |
5.3 |
|
I can receive a higher salary elsewhere |
4.9 |
|
My agency lacks respect for employees |
4.8 |
|
My expectations for work in my agency have not been met |
3.2 |
|
I want to live elsewhere—within Australia or overseas |
2.6 |
|
I have achieved all I can in my agency |
1.9 |
|
I am not able to access the flexible working arrangements that I require |
1.9 |
|
My personal values do not align with that of my agency |
1.6 |
|
Other |
9.2 |
Source: 2019 APS employee census
Data capability
Table A4.28 presents the actions taken by APS agencies to improve APS employee data literacy capability.
|
Action |
% of agencies |
|
Ensured employee access to on-the-job learning and development opportunities |
84.5 |
|
Ensured employee access to formal training |
77.3 |
|
Establishment/ongoing involvement of data community of practice networks |
53.6 |
|
Establishment/ongoing involvement of data management committees |
48.5 |
|
Access to a data champion within the agency |
48.5 |
|
Other |
17.5 |
|
No action |
5.2 |
Source: 2019 APS agency survey
As agencies could select more than one option, percentages may not total 100 per cent.
Table A4.29 presents the barriers to agency use of data reported by APS agencies.
|
Barriers |
% of agencies |
|
Legacy systems/data storage methods |
77.3 |
|
Skills/capability |
73.2 |
|
Funding |
53.6 |
|
Organisational maturity |
53.6 |
|
Privacy-related issues |
38.1 |
|
Insufficient access to relevant data |
37.1 |
|
Other |
15.5 |
|
No barriers |
5.2 |
Source: 2019 APS agency survey
As agencies could select more than one option, percentages may not total 100 per cent.
Flexible work
Table A4.30 presents the percentage of 2019 APS employee census respondents using flexible working arrangements, by classification.
|
Response |
APS 1–6 (%) |
EL (%) |
SES (%) |
Other (%) |
|
Yes |
52.7 |
52.0 |
40.1 |
43.4 |
|
No |
47.3 |
48.0 |
59.9 |
56.6 |
Source: 2019 APS employee census.
‘Other’ includes APS trainees and graduates.
Table A4.31 presents the reasons for respondents not using flexible working arrangements.
|
Reason |
APS 1–6 (%) |
EL (%) |
SES (%) |
Other (%) |
|
My agency does not have a flexible working arrangement policy |
4.8 |
1.5 |
0.6 |
0.9 |
|
My agency's culture is not conducive to flexible working arrangements |
11.5 |
12.4 |
7.2 |
3.6 |
|
Lack of technical support (for example, remote access) |
5.0 |
4.8 |
1.0 |
3.9 |
|
Absence of necessary hardware (for example, phone, computer, internet) |
4.8 |
4.1 |
0.8 |
6.4 |
|
The operational requirements of my role (for example, rostered or otherwise scheduled work environment such as shift work) |
14.7 |
14.4 |
18.7 |
9.1 |
|
Management discretion |
15.0 |
12.4 |
4.2 |
8.8 |
|
Resources and staffing limits |
15.2 |
20.3 |
14.4 |
4.5 |
|
Potential impact on my career |
9.6 |
13.4 |
8.5 |
11.2 |
|
Personal and/or financial reasons |
9.9 |
7.2 |
4.1 |
4.1 |
|
I would be letting my workgroup down |
10.2 |
16.7 |
14.3 |
7.4 |
|
I do not need to |
61.3 |
60.4 |
68.9 |
82.4 |
Source: 2019 APS employee census
Percentages are based on respondents who said they were not using flexible working arrangements. As respondents could select more than one option, percentages may not total to 100 per cent. ‘Other’ includes APS trainees and graduates.
Table A4.32 presents the types of work arrangements used by respondents.
|
Type |
APS 1–6 (%) |
EL (%) |
SES (%) |
Other (%) |
|---|---|---|---|---|
|
Part time |
19.1 |
14.2 |
5.0 |
5.2 |
|
Flexible hours of work |
40.3 |
35.5 |
23.5 |
50.0 |
|
Compressed work week |
1.9 |
3.8 |
2.1 |
1.2 |
|
Job sharing |
0.8 |
0.7 |
1.1 |
0.9 |
|
Working remotely and/or virtual team |
5.3 |
10.3 |
11.3 |
3.2 |
|
Working away from the office and/or working from home |
14.8 |
37.1 |
37.0 |
8.3 |
|
Purchasing additional leave |
7.2 |
7.0 |
4.0 |
3.7 |
|
Breastfeeding facilities and/or paid lactation breaks |
0.4 |
0.4 |
0.3 |
0.7 |
|
Return to work arrangements |
1.8 |
1.2 |
1.0 |
1.3 |
|
None of the above |
38.6 |
37.2 |
49.6 |
43.3 |
Source: 2019 APS employee census
Percentages are based on respondents who said they were using flexible working arrangements.
As respondents could select more than one option, percentages may not total 100 per cent. ‘Other’ includes APS trainees and graduates.
Table A4.33 presents 2019 APS employee census results for questions on support for using flexible working arrangements.
|
Question |
Response |
APS 1–6 (%) |
EL (%) |
SES (%) |
Other (%) |
|---|---|---|---|---|---|
|
My supervisor actively supports the use of flexible work arrangements by all staff, regardless of gender |
Agree |
81.6 |
85.0 |
89.1 |
91.7 |
|
Neither agree nor disagree |
11.6 |
10.1 |
8.8 |
5.7 |
|
|
Disagree |
6.8 |
4.9 |
2.0 |
2.6 |
|
|
My SES manager actively supports the use of flexible work arrangements by all staff, regardless of gender |
Agree |
57.5 |
71.6 |
88.4 |
76.9 |
|
Neither agree nor disagree |
34.3 |
22.6 |
9.5 |
21.5 |
|
|
Disagree |
8.2 |
5.8 |
2.1 |
1.6 |
Source: 2019 APS employee census
‘Other’ includes APS trainees and graduates.
Table A4.34 presents the percentage of APS agencies that made each type of flexible work available to their employees.
|
Type |
% of agencies offering flexible working arrangements |
|---|---|
|
Part-time work agreements |
100 |
|
Work from home/remote work arrangements |
99.0 |
|
Individual flexibility arrangements |
96.9 |
|
Purchased leave schemes |
96.9 |
|
Flex leave |
96.9 |
|
Non-standard working hours |
92.8 |
|
Breastfeeding/lactation breaks |
79.4 |
|
Job-share arrangements |
77.3 |
|
Career break or sabbatical schemes |
60.8 |
|
Other |
25.8 |
Source: 2019 APS agency survey
As agencies could select more than one option, percentages may not total 100 per cent.
Employee engagement
Table A4.35 presents the 2019 APS employee census results for the components of the Say, Stay, Strive employee engagement model.
|
Component |
Question |
Strongly agree (%) |
Agree (%) |
Neither agree nor disagree (%) |
Disagree (%) |
Strongly disagree (%) |
|---|---|---|---|---|---|---|
|
Say |
Considering everything, I am satisfied with my job |
16.8 |
53.7 |
16.9 |
9.2 |
3.3 |
|
I am proud to work in my agency |
24.6 |
49.6 |
17.9 |
5.7 |
2.2 |
|
|
I would recommend my agency as a good place to work |
16.6 |
47.5 |
22.1 |
8.9 |
4.8 |
|
|
I believe strongly in the purpose and objectives of my agency |
27.6 |
54.8 |
13.9 |
2.8 |
1.0 |
|
|
Stay |
I feel a strong personal attachment to my agency |
19.4 |
45.8 |
22.0 |
9.9 |
2.9 |
|
I feel committed to my agency's goals |
19.8 |
59.0 |
16.8 |
3.2 |
1.2 |
|
|
Strive |
I suggest ideas to improve our way of doing things |
22.4 |
61.6 |
13.0 |
2.5 |
0.6 |
|
I am happy to go the ‘extra mile' at work when required |
37.1 |
54.2 |
6.1 |
1.8 |
0.8 |
|
|
I work beyond what is required in my job to help my agency achieve its objectives |
25.8 |
53.8 |
16.4 |
3.2 |
0.8 |
|
|
My agency really inspires me to do my best work every day |
12.3 |
40.4 |
31.3 |
11.6 |
4.4 |
Source: 2019 APS employee census
Wellbeing
Table A4.36 presents the 2019 APS employee census results for the individual elements of the wellbeing index.
|
Question |
Strongly agree (%) |
Agree (%) |
Neither agree nor disagree (%) |
Disagree (%) |
Strongly disagree (%) |
|---|---|---|---|---|---|
|
I am satisfied with the policies and/or practices in place to help me manage my health and wellbeing |
14.4 |
55.1 |
20.0 |
7.8 |
2.6 |
|
My agency does a good job of communicating what it can offer me in terms of health and wellbeing |
13.2 |
49.2 |
23.6 |
11.0 |
3.0 |
|
My agency does a good job of promoting health and wellbeing |
13.6 |
47.7 |
24.7 |
10.8 |
3.2 |
|
I think my agency cares about my health and wellbeing |
13.2 |
44.7 |
25.3 |
11.3 |
5.5 |
|
I believe my immediate supervisor cares about my health and wellbeing |
34.0 |
48.2 |
11.8 |
3.7 |
2.4 |
Source: 2019 APS employee census
Chapter 6: Building leaders
Organisational leadership
The 2019 APS employee census provided respondents with an opportunity to share their perceptions of leadership in their agencies. This included perceptions of their immediate SES manager (Table A4.37), the broader SES leadership team in their agency (Table 4.38) and their immediate supervisor (Table A4.39).
|
Question |
Agree (%) |
Neither agree nor disagree (%) |
Disagree (%) |
|---|---|---|---|
|
My SES manager is of a high quality |
67.7 |
24.1 |
8.2 |
|
My SES manager is sufficiently visible (for example, can be seen in action) |
65.4 |
19.7 |
14.8 |
|
My SES manager communicates effectively |
65.7 |
21.9 |
12.5 |
|
My SES manager engages with staff on how to respond to future challenges |
61.9 |
25.1 |
13.0 |
|
My SES manager gives their time to identify and develop talented people |
47.7 |
36.2 |
16.4 |
|
My SES manager ensures that work effort contributes to the strategic direction of the agency and the APS |
66.8 |
25.6 |
7.6 |
|
My SES manager effectively leads and manages change |
59.6 |
27.9 |
12.5 |
|
My SES manager encourages innovation and creativity |
61.8 |
29.1 |
9.1 |
|
My SES manager actively supports people of diverse backgrounds |
68.1 |
28.0 |
3.9 |
|
My SES manager actively supports opportunities for women to access leadership roles |
63.8 |
31.8 |
4.5 |
|
My SES manager actively supports the use of flexible work arrangements by all staff, regardless of gender |
62.9 |
29.9 |
7.2 |
|
My SES manager clearly articulates the direction and priorities for our area |
64.8 |
24.3 |
10.9 |
|
My SES manager regularly engages with staff about decisions and priorities of the workgroup |
60.2 |
25.8 |
14.0 |
Source: 2019 APS employee census
|
Question |
Agree (%) |
Neither agree nor disagree (%) |
Disagree (%) |
|---|---|---|---|
|
In my agency, the SES are sufficiently visible (for example, can be seen in action) |
55.2 |
23.8 |
21.0 |
|
In my agency, communication between the SES and other employees is effective |
48.9 |
29.6 |
21.6 |
|
In my agency, the SES actively contribute to the work of our agency |
63.9 |
25.9 |
10.2 |
|
In my agency, the SES are of a high quality |
56.2 |
31.2 |
12.6 |
|
In my agency, the SES supports and provides opportunities for new ways of working in a digital environment |
54.1 |
32.4 |
13.5 |
|
In my agency, the SES work as a team |
45.9 |
38.3 |
15.7 |
|
In my agency, the SES clearly articulate the direction and priorities for our agency |
57.5 |
28.6 |
14.3 |
Source: 2019 APS employee census
|
Question |
Agree (%) |
Neither agree nor disagree (%) |
Disagree (%) |
|---|---|---|---|
|
My supervisor actively supports people from diverse backgrounds |
85.6 |
11.8 |
2.6 |
|
My supervisor treats people with respect |
87.8 |
7.2 |
4.9 |
|
My supervisor communicates effectively |
79.1 |
11.0 |
9.9 |
|
My supervisor encourages me to contribute ideas |
83.7 |
10.0 |
6.3 |
|
My supervisor invites a range of views, including those different to their own |
79.8 |
12.3 |
7.9 |
|
My supervisor displays resilience when faced with difficulties or failures |
80.1 |
13.2 |
6.8 |
|
My supervisor maintains composure under pressure |
80.2 |
12.6 |
7.2 |
|
I have a good immediate supervisor |
82.3 |
10.7 |
7.0 |
|
My supervisor gives me responsibility and holds me to account for what I deliver |
85.9 |
9.7 |
4.5 |
|
My supervisor challenges me to consider new ways of doing things |
74.9 |
16.9 |
8.2 |
|
My supervisor actively supports the use of flexible work arrangements by all staff, regardless of gender |
82.9 |
11.0 |
6.1 |
Source: 2019 APS employee census
Chapter 7: Assessing and developing capability
Degree of APS mobility
Table A4.40 presents 2019 APS employee census results for questions relating to employee mobility.
|
Question |
Agree (%) |
Neither agree nor disagree (%) |
Disagree (%) |
|---|---|---|---|
|
My agency provides opportunities for mobility within my agency (for example, temporary transfers) |
54.8 |
29.7 |
15.5 |
|
My agency provides opportunities for mobility outside my agency (for example, secondments and temporary transfers) |
28.7 |
45.5 |
25.7 |
|
My immediate supervisor actively supports opportunities for mobility |
47.4 |
40.4 |
12.1 |
Source: 2019 APS employee census
Table A4.41 presents the transfers of ongoing APS employees between types of APS agencies during 2018–19.
|
Agency type moved to |
|||||
|---|---|---|---|---|---|
|
Agency type moved from |
Regulatory (%) |
Larger operational (%) |
Smaller operational (%) |
Specialist (%) |
Policy (%) |
|
Regulatory |
22.6 |
26.5 |
2.2 |
10.6 |
38.1 |
|
Larger operational |
8.6 |
37.7 |
5.1 |
7.7 |
41.0 |
|
Smaller operational |
7.3 |
36.4 |
6.1 |
10.3 |
40.0 |
|
Specialist |
9.7 |
29.4 |
3.9 |
14.1 |
42.9 |
|
Policy |
5.4 |
27.6 |
2.9 |
8.8 |
55.2 |
|
Proportion of total employee movement |
8.2 |
32.2 |
4.0 |
9.0 |
46.6 |
Source: APSED
Table A4.42 presents the number of ongoing APS employees who moved between locations during 2018–19.
|
Location moved to |
||||||||||
|---|---|---|---|---|---|---|---|---|---|---|
|
Location moved from |
ACT |
NSW |
VIC |
QLD |
SA |
WA |
TAS |
NT |
Overseas |
Total |
|
Australian Capital Territory |
. |
625 |
629 |
361 |
215 |
103 |
52 |
45 |
459 |
2489 |
|
New South Wales |
580 |
. |
153 |
146 |
45 |
44 |
10 |
6 |
20 |
1004 |
|
Victoria |
455 |
145 |
. |
96 |
74 |
58 |
26 |
11 |
36 |
901 |
|
Queensland |
286 |
117 |
102 |
. |
17 |
43 |
16 |
32 |
12 |
625 |
|
South Australia |
150 |
37 |
81 |
44 |
. |
18 |
5 |
2 |
16 |
353 |
|
Western Australia |
104 |
34 |
64 |
41 |
22 |
. |
5 |
13 |
5 |
288 |
|
Tasmania |
41 |
3 |
31 |
13 |
6 |
9 |
. |
2 |
. |
105 |
|
Northern Territory |
66 |
10 |
20 |
45 |
11 |
14 |
2 |
. |
1 |
169 |
|
Overseas |
457 |
15 |
26 |
19 |
18 |
5 |
. |
3 |
. |
543 |
|
Total |
2139 |
986 |
1106 |
765 |
408 |
294 |
116 |
114 |
549 |
6477 |
Source: APSED