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Publications archive - Annual reports

Disclaimer

Key departmental publications, e.g. annual reports, budget papers and program guidelines are available in our online archive.

Much of the material listed on these archived web pages has been superseded, or served a particular purpose at a particular time. It may contain references to activities or policies that have no current application. Many archived documents may link to web pages that have moved or no longer exist, or may refer to other documents that are no longer available.

Department of the Environment and Heritage Annual Report 2002-03

Department of the Environment and Heritage, 2003
ISSN 1441 9335

Management and accountability (continued)

Management of human resources

Workforce planning, employee turnover, development and retention

The Department

The Department's third certified agreement reaffirmed a continued commitment to improving workforce planning strategies and re-examining priorities as necessary to better align resources and workloads. Workforce planning has remained a high priority and developments in 2002-03 included:

Australian Antarctic Division

The AAD continued to support graduate recruitment (through the Department's Graduate Development Program) as one element of a strategy to address its workforce planning needs and influence the existing age profile.

Turnover of ongoing employees remained low, at approximately 5 per cent of ongoing employees (although this is an increase over the 3 per cent turnover rate reported last year). The average age of ongoing employees has reduced slightly to 43 years.

Attracting and selecting women to work in the Australian Antarctic Program continued to be difficult. Advertising for the 2003-04 season was tailored so as to more clearly invite applications from women across occupational categories. The success of this approach has yet to be fully evaluated, although two female Antarctic Station Leaders (out of a total of four) have been recruited for the 2003-04 season.

The AAD will continue to explore options for making work with the AAD, particularly in the field of Antarctic science, more attractive to women. Strategies may include placing increased emphasis on the availability of flexible working conditions such as job sharing and part-time work.

Impacts and features of certified agreements, Australian Workplace Agreements and productivity initiatives

The Department's Certified Agreement 2002-2004 was certified on 15 November 2002, following an 89.5 per cent 'yes' vote by employees. The Department's third certified agreement builds on and retains the features of the previous two agreements to remain competitive and well-placed in the market. The framework of the proposed pay and conditions package is similar. However it includes a more user-friendly layout, updated terminology and clarification of conditions.

To further improve the Department's productivity, and to contribute towards achievement of program outcomes and funding of the agreement, the parties committed to:

The main features of the certified agreement include:

Non-salary benefits under the certified agreement include:

The Department has a remuneration strategy for Senior Executive Service employees which is based on the following set of principles:

All Senior Executive Service employees have Australian Workplace Agreements. Senior Executive Service remuneration packages comprise base pay, performance pay and other benefits, such as a maintained vehicle. The Secretary reviews the Senior Executive Service remuneration package from time to time. The third round Senior Executive Service Australian Workplace Agreements became effective on 1 July 2001 and have a nominal expiry date of 30 June 2003.

Consistent with the Government's workplace relations policies and Policy Parameters for Agreement Making in the Australian Public Service, the Department has offered all ongoing substantive Executive Level 1 and 2 employees (and equivalent) an Australian Workplace Agreement. The Department aims, through Australian Workplace Agreements, to:

The Australian Workplace Agreements include:

There are 1272 employees covered by the Department's Certified Agreement 2002-2004 and 163 Executive Level employees covered by Australian Workplace Agreements.

Australian Antarctic Division

The AAD's 'New Directions' Certified Agreement 2002-2004 was certified in the Australian Industrial Relations Commission on 3 October 2002.

There are 311 employees covered by the agreement, which applies to all non-Senior Executive Service employees who are not covered by an Australian Workplace Agreement.

This agreement actively promotes improved productivity by:

Australian Workplace Agreements are gaining greater acceptance within the AAD's Executive and Senior Executive Service levels with some 38 employees currently on Australian Workplace Agreements (34 non-Senior Executive Service employees and five Senior Executive Service and equivalent).

The AAD has recently offered a new Australian Workplace Agreement to all Executive Level employees, with 52 Executive Level employees registering interest. Approximately 65 per cent of eligible employees have either signed or are considering a formal Australian Workplace Agreement offer. The acceptance and approval process is continuing.

The key features of the AAD Executive Level Australian Workplace Agreement are:

Benefits to AAD productivity and efficiency through offering Australian Workplace Agreements to Executive Level employees include:

Salary ranges by classification as at 30 June 2003
The Department Certified Agreement rates Australian Workplace Agreement rates
EA 1/2 (APS Level 1/2) $28 423 - $36 801  
EA 3 (APS Level 3) $37 591 - $41 398  
EA 4 (APS Level 4) $42 133 - $45 467  
EA 5 (APS Level 5) $46 111 - $49 425  
EA 6 (APS Level 6) $50 293 - $58 203  
Exec Level 1 (APS Exec Level 1) $63 063 - $70 070 $63 063 - $70 070
Exec Level 2 (APS Exec Level 2) $72 734 - $85 218 $72 734 - $88 218
EA PAO 1 (APS Level 4/5) $42 133 - $49 426  
EA PAO 2 (APS Level 6) $53 683 - $59 334  
EA PAO 3 (APS Exec Level 1) $66 337 - $82 460  
EA SPAO 1/2 (APS Exec Level 2) $85 218 - $89 493  
EA Legal Officer (APS Level 3/6) $38 548 - $58 203  
EA Senior Legal Officer (APS Exec Level 1) $63 063 - $76 731 $63 063 - $76 731
EA Principal Legal Officer (APS Exec Level 1) $82 460 - $87 394 $82 460 - $87 394
EA Research Scientist (APS Level 6/Exec Level 1) $53 683 - $70 070 $53 683 - $70 070
EA Senior Research Scientist (APS Exec Level 2) $72 734 - $86 668 $72 734 - $86 668
EA Principal Research Scientist (APS Exec Level 2) $88 121 - $98 679 $88 121 - $98 679
EA Senior Principal Research Scientist (APS Exec Level 2) $104 294 - $113 720 $104 294 - $113 720
Australian Antarctic Division Certified Agreement rates Australian Workplace Agreement rates
AAD Band 1 (APS Level 1) $29 197 - $31 905  
AAD Band 2 (APS Level 2) $32 862 - $36 985  
AAD Band 3 (APS Level 3) $38 094 - $40 413  
AAD Band 4 (APS Level 4) $41 627 - $45 487  
AAD Band 5 (APS Level 5) $46 852 - $49 703  
AAD Band 6 (APS Level 6) $51 195 - $57 619  
Executive 1 (APS Exec Level 1) $59 349 - $68 803 $59 633 - $69 132
Executive 2 (APS Exec Level 2) $70 866 - $117 135 $71 205 - $117 696
Antarctic Medical Practitioner Band 2 $92 466 - $107 195 $92 908 - $107 708
Expeditioner Band 1 $40 264 - $53 915  
Expeditioner Band 2 $49 555 - $66 878  
Expeditioner Band 3 $68 827 - $78 923  
Antarctic Medical Practitioner Band 1 $84 621 - $95 240 $85 026 - $95 696
Performance pay Senior Executive Service 2002-03
  Band 1 Bands 2 and 3
Number of performance payments 24 13
Average performance pay $6546 $10 771
Range of performance pay $1508 - $8458 $6211 - $13 196
Total $157 105 $140 020
Grand total $297 125
Covers employees of the Department and the AAD. Senior Executive Service performance pay bonuses for the 2001-02 appraisal cycle were paid during 2002-03. Some payments were made on a pro-rata basis as Senior Executive Service employment did not span the full appraisal cycle.
Performance pay Executive Levels 1 and 2 2002-03
  Executive Level 1 Executive Level 2
Number of performance payments 97 66
Average performance pay $3743 $6934
Range of performance pay $1303 - 8046 $544 - $9,786
Total $363,063 457,652
Grand total $820,715
Covers employees of the Department only. AAD Australian Workplace Agreements do not include provisions for performance pay.
Staff employed under the Public Service Act as at 30 June 2003
 
Full-time
Part-time
Total
 
Ongoing
Non-ongoing
Ongoing
Non-ongoing
 
 
M
F
M
F
M
F
M
F
 
Department
347
384
26
35
15
71
14
11
903
Parks Australia
143
70
37
24
4
21
110
90
499
Australian Heritage Commission
23
39
1
3
8
74
Total Department(excluding AAD)
513
493
63
60
22
100
124
101
1476
Australian Antarctic Division
146
47
91
38
4
9
7
7
349
Grand total
659
540
154
98
26
109
131
108
1825
Department (excluding AAD) staff by classification, gender and location as at 30 June 2003
 
Secretary
PEO
SES
EA Executive Levels 1 & 2
EA 1/2-6*
Research Scientists
Public Affairs
 
ACT                
Females    
11
170
391
 
16
 
Males
1
1
26
211
207
2
5
 
Total
1
1
37
381
598
2
21
 
NSW                
Females      
 2
17
    Includes Norfolk Island, Booderee and Beecroft
Males      
4
35
     
Total      
6
52
     
WA                
Females          3     Indian Ocean islands
Males      
 1
9
     
Total      
1
12
     
NT                
Females      
 6
138
     
Males    
 3
14
198
6
   
Total    
 3
20
336
6
   
Grand total
1
1
40
408
998
8
21
1477
* Includes 144 casual and day labour employees.
Australian Antarctic Division staff by classification, gender and location as at 30 June 2003
 
Chief of Division
SES
AAD Band 1-8
AMP Level 1-2
Expeditioner Band 1-3
 
TAS            
Females  
1
94
0
 
Males
1
3
183
3
4
 
Total
1
4
277
3
5
 
Antarctica            
Females        
5
 
Males      
4
50 
 
Total      
4
55 
 
Grand total
1
4
277
7
60
349
Department (excluding AAD) Senior Executive Service as at 30 June 2003
  Male Female Total
Band 1 19 8 27
Band 2 7 2 9
Band 3 3 1 4
Includes 6 inoperative staff.
Includes 6 Executive Level 2 staff acting SES Band 1.
Australian Antarctic Division Senior Executive Service as at 30 June 2003
  Male Female Total
Band 1 2 1 3
Band 2 1   1
Band 3 0 0 0
Department (excluding AAD) Senior Executive Service mobility 2002-03
Commencements 0
Cessations 4
Transfers/promotions within the Department 2
Australian Antarctic Division Senior Executive Service mobility 2002-03
Commencements 0
Cessations 0
Transfers/promotions within the Department 0

Training and development

The Department

Consistent with the Department's People Development Policy, training and development continued to be delivered to support the agency's business goals. Divisions have primary responsibility for staff development, but where there were economies of scale or the need to deliver a consistent message training was delivered centrally.

The Department's recognition as an Investor in People was reaffirmed as a result of an annual surveillance audit in November 2002. This international standard provides a framework for improving an organisation's performance through its people with a strong emphasis on staff development. The Department continued a range of initiatives to support staff development including Executive Seminars and the Performance and Development Scheme, as well as minimum time and budgetary allocations for staff development. The Performance and Development Scheme was refined to emphasise job-related learning.

Financial management training was a major initiative with the aim of increasing cost centre managers' ability to manage their budget and expenditure processes in line with Departmental requirements. This training was regularly reviewed by a steering committee to ensure that it was effective in meeting corporate and participants' needs. During the year 146 courses were conducted.

A review of the Graduate Recruitment Program resulted in a number of changes being made. Four current employees were included with the 12 new graduates in the program to facilitate better integration of graduates and existing staff and to promote sharing of information and knowledge.

The recruitment process for the graduate program was also changed to include an extensive on-line application that replaces a costly aspect of the program.

A conference entitled Sustainable Management in Environment Australia was held for Executive Level 2 officers. The conference covered a range of management and program issues and facilitated networking across this influential management group. Seventy officers from all divisions across the organisation attended the conference.

The Indigenous Career Development and Recruitment Strategy was reviewed and is undergoing consultation with Indigenous staff. The revised strategy will be finalised in late 2003.

The Department started to develop an e-learning approach to information technology training. This will reduce costs and give staff the flexibility to undertake training when it is most convenient. The approach also considers the needs of remote area staff who are not able to access training on a regular basis.

Other training and development activities included:

Australian Antarctic Division

The AAD placed greater emphasis on the identification and fulfillment of learning and development requirements, through the implementation of new performance management systems during 2002-03. This scheme has just completed the first full year of operation, with the results of appraisals to be obtained in July 2003. Evaluation of the scheme's effectiveness will follow.

The AAD 'New Directions' Certified Agreement 2002-2004 and Australian Workplace Agreements improve access to training and development for all employees, providing scope for managers to approve reimbursement of course fees under the AAD Study Support Scheme.

The AAD remains committed to a program of graduate development (in partnership with the Department), with two graduates accepting permanent assignment to the AAD in 2002-03.

In 2002-03 significant effort was directed towards:

The AAD continues to devote considerable training effort to ensuring that expeditioner employees are adequately prepared for working and living in the harsh Antarctic environment and equipped to deal with living and working as a member of an isolated Antarctic community.