Human resources management Compare Staff Management

Staff Management

At 30 June 2020, the Commission had an average staffing level (ASL) of 210 employees.

The majority (92 per cent) of the workforce is based in Canberra.

Of the Commission’s workforce, 70 per cent are women, 82 per cent work full-time, and 92 per cent are ongoing employees. Women make up 85 per cent of the part-time workforce.

Appendix B provides detailed information about the workforce.

Succession Planning

In 2019–20, the Commission considered future staffing and capability requirements and engaged in strategic planning related to workforce matters. Of the 20 per cent of current ongoing employees who might elect to retire now or in the coming five years, the majority are at the Executive Level.

Recruitment activity in 2019–20 continued to focus on filling positions that directly contributed to the Commission’s ability to achieve its strategic goals. The Commission continued to use streamlined recruitment advertising and selection processes designed to identify the best applicants in a fair, transparent and efficient manner.

In 2019–20, the Commission again implemented a Graduate Program to attract and develop graduates with skills and qualifications aligned with the strategic priorities. The Commission engaged six graduates this year and participated in whole of government APS graduate recruitment models, for the HR Profession, Data Profession and Generalist streams, to attract and develop graduates with specialist skill sets.

Leave Management

Average use of personal leave with pay—including sick, carers and emergency leave—was 12.9 days per full-time-employee (FTE) in 2019–20. This compares with 10.9 days in 2018–19. The increase is attributed to a small number employees with long term personal leave requirements.

Workforce Diversity

In 2019–20, the strong record in workforce diversity was maintained. The Commission has strategies and action plans in operation related to Aboriginal and Torres Strait Islander peoples, disability and carers and gender equality. The Commission also has employee networks for: Disability and Carers (DCN), LGBTQ+, Gender Equality (GE) and Indigenous Australians’ (the Walan-ma-rra Olgeta Network).

Reconciliation Action Plan

Guided by the leadership of the Indigenous Champion, the Commission conducted a range of activities to support its commitment to reconciliation. These were facilitated by the Reconciliation Action Plan (RAP) Working Group, which has representation from across the organisation.

The RAP Working Group continued to implement the strategic vision of its Innovate RAP by delivering on key actions. This included building cultural capability through the Cultural Awareness e-learning and the Core Cultural Learning: Aboriginal and Torres Strait Islander Australia Foundation course presented by the Australian Institute of Aboriginal and Torres Strait Islander Studies. The RAP Working Group continued to building greater relationships through activities such as participation in the NAIDOC Touch Football competition and a bushfood event.

The Commission continues to promote respect for Aboriginal and Torres Strait Islander peoples and cultures in the workplace, using Acknowledgement of Country for significant meetings, flying the Aboriginal and Torres Strait Islander flags and incorporating bespoke contemporary Indigenous Australian artwork into the office.

The Commission recognised National Reconciliation Week in 2020, through a number of virtual activities to boost awareness, understanding and respect for Indigenous Australian cultures. This included, a self-guided walking tour of Reconciliation Place, the video series (produced by the Department of the Prime Minister and Cabinet) titled: In this Together, and the Share Our Pride video introduced by Dr Tom Calma AO, Co-Chair of the Senior Advisory Group of the Indigenous Voice co-design process. In the Share Our Pride video, Dr Calma took viewers through an engaging online program offering a range of resources aimed to build understanding of the richness and diversity of Indigenous cultures.

With the launch of the new Commonwealth Aboriginal and Torres Strait Islander Workforce Strategy 2020-2025, the RAP Working Group is focused on aligning activities and outcomes for the Commission to the broader strategic objectives, particularly to support the role of the Commission as steward and thought-leader in this space.

Remuneration

The Commission’s remuneration framework and terms and conditions of employment consist of an enterprise agreement for non-SES officers and section 24(1) determinations under the Act for SES officers. Table 22 details these arrangements.

The Australian Public Service Commission Enterprise Agreement 2018–21 remained in effect. Officers received an increment increase on the 12 month anniversary of 7 November 2019. In accordance with the Determination announced on 9 April 2020, the Commission will defer a wage increase scheduled for 7 November 2020, to support the Australian economic financial recovery.

Seven non-SES officers at the Commission were employed under individual flexibility arrangements during 2019-20.