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Index and downloads

The Index and downloads page has links to major sections of the report and to all the figures and tables.

It also includes downloads of the report and its chapters in PDF and TXT format.

Chapters

1 2 3 4 5 6 7 8 9 10 11 12 13 14 Appendixes

Go to web page (HTML)	PDF	Txt
Complete report	download	download
• State of the Service 2004–05 At a Glance (PDF only)	download
• State of the Service Employee Survey Results 2004–05 (PDF only)	download
Letter of transmittal	download
Preface	download
Chapter 1 : Overview	download
Key findings for 2004–05
Developments in 2004–05
Chapter 2: Statistical snapshot	download
Size of the APS • Figure 2.1: APS employees, 1990 to 2005
Diversity trends • Figure 2.2: Trends in diversity for ongoing employee, 1996 to 2005
Ongoing and non-ongoing employees • Figure 2.3: Ongoing employees by sex, 1996 to 2005 • Figure 2.4: Non-ongoing employees as a proportion of total employees, 1996 to 2005 • Figure 2.5: Proportion of total employees at each classification who are non-ongoing by sex, June 2005
Part-time employees • Figure 2.6: Proportion of ongoing employees working part-time by sex, 1996 to 2005 • Figure 2.7: Proportion of ongoing employees working part-time by age group and sex, June 2005
Classification structures • Table 2.1: Ongoing employees by classification, 2004 and 2005 • Figure 2.8: Ongoing employees by classification and sex, June 2005 • Figure 2.9: Change in the number of women at selected classifications, weighted and indexed, 1996 to 2005
Mobility within the APS • Figure 2.10: Ongoing employees—promotion and transfer rates between agencies, 1995–96 to 2004–05
Age profile • Table 2.2: Ongoing employees—proportion by age, 1996, 1999, 2002 and 2005 • Figure 2.11: Ongoing employees—representation of young people, 1996 to 2005 • Figure 2.12: Age profile of ongoing APS employees and labour force, 2005 • Figure 2.13: Ongoing employees in selected agencies by age group, June 2005
Length of service • Figure 2.14: Ongoing employees—length of service, 1996 to 2005
Location
Engagements and separations • Figure 2.15: Ongoing engagements and separations as a proportion of ongoing employees, 1995–96 to 2004–05 • Figure 2.16: Age profile of ongoing engagements and separations, 2004–05 • Figure 2.17: Ongoing engagements by classification, 1995–96 to 2004–05 • Figure 2.18: Ongoing engagements by age group, 1995–96 to 2004–05 • Figure 2.19: Ongoing separations, 1995–96 to 2004–05 • Table 2.3: Separations of ongoing employees by age group, 2003–04 and 2004–05 • Figure 2.20: Resignation/retirement rate for selected ages, 1995–96 to 2004–05
Demography of the SES leadership group • Figure 2.21: Age profile for ongoing SES employees, 1996 and 2005 • Table 2.4: Ongoing SES employees by age group, sex and level, June 2005
Key chapter findings
Chapter 3: The Values and relations with the Government and the Parliament	download
Relations with the Government • Figure 3.1: Quality control and evaluation measures for services to Ministers, 2002–03 to 2004–05 • Figure 3.2: Agency record keeping requirements, 2002–03 to 2004–05 • Table 3.1: Types of matters upon which relevant employees came into direct contact with Ministers and/or their advisers, 2003–04 and 2004–05 • Figure 3.3: Nature of relevant employee contact with Ministers and/or advisers by classification level, 2004–05 • Figure 3.4: Relevant employee awareness of agency protocols, 2004–05 • Table 3.2: Relevant employees’ awareness of protocols to guide interactions with ministerial offices—employees in large agencies that reported the protocol(s) in place, 2003–04 and 2004–05
Relations with the Parliament • Figure 3.5: Agency measures to ensure SES employees understand parliamentary accountability, 2002–03 to 2004–05 • Table 3.3: Attendance at parliamentary accountability training, 2000–01 to 2004–05
Record keeping
Key chapter findings
Chapter 4: The Values and relationships with the public	download
International developments
Public consultation and communication • Figure 4.1: Formal consultation with stakeholders on government policy development, 2004–05 • Figure 4.2: Formal consultation with stakeholders on government programme delivery, 2004–05 • Figure 4.3: Formal consultation with stakeholders on government regulation, 2004–05
Level of involvement in service delivery
The effectiveness of service delivery • Figure 4.4: Overall satisfaction with APS service delivery, 1997–98 to 2004–05
Improving service delivery
Reviews of specific programmes and administrative decision-making
Key chapter findings
Chapter 5: The Values and workplace relationships	download
Merit and access to APS employment • Table 5.1: Employees’ perceptions of merit about various types of employment decisions, 2003–04 and 2004–05 • Figure 5.1: Number of employment opportunities notified in the February Gazette, 2001 to 2005 • Figure 5.2: Proportion of employment opportunities notified in the February Gazette that did not result in a selection, 2001 to 2005
Review of employment actions • Figure 5.3: Relevant agency measures for review of employment actions, 2002–03 to 2004–05 • Table 5.2: Promotion decisions reviewed and varied, 1998–99 to 2004–05
Remuneration • Table 5.3: Comparisons of wages growth, 1997–98 to 2004–05 • Figure 5.4: TRP Quartile 1 and median comparison between APS and private sector • Figure 5.5: TRP Quartile 1 and median comparison between APS and private sector (by classifications SES 1 to SES 3), 2004 • Table 5.4: Median base salary comparison—CAs and AWAs, 2001 to 2004 • Table 5.5: Median base salary comparison—CAs and AWAs, 2003, 2004 • Table 5.6: Comparison of median TRP in 2004 (in agencies that used both AWAs and CAs to cover employees at the same level) (number of agencies) • Figure 5.6: Reasons for having employees at same level on mix of AWAs and CAs, 2005 • Figure 5.7: Base salary distribution in 2004 for APS 1–3 employees, 2004 • Figure 5.8: Base salary distribution for Graduate and APS 4–6 employees, 2004 • Figure 5.9: Base salary distribution for EL 1–2 employees, 2004 • Figure 5.10: Base salary distribution for SES employees, 2004 • Table 5.8: Comparison of median TR in 2004 (in agencies that used both AWAs and CAs to cover employees at the same level) (number of agencies)
Workplace consultation
Safe workplaces • Figure 5.11: Incidence of injuries resulting in five or more days off work, 2000–01 to 2004–05 • Figure 5.12: Incidence of injuries resulting in 30 or more days off work, 2000–01 to 2004–05 • Figure 5.13: Incidence of injuries resulting in 60 or more days off work, 2000–01 to 2004–05
Key chapter findings
Chapter 6: Personal behaviour	download
Reporting suspected breaches of the Code of Conduct • Table 6.1: Employee confidence that they would not be victimised or discriminated against for reporting suspected breaches, 2004–05 • Table 6.2: Person(s) authorised to receive whistleblower reports, 2004–05 • Table 6.3: Whistleblower reports received during 2004–05
Managing suspected breaches of the Code of Conduct • Table 6.4: Elements of the Code suspected of being breached in investigations finalised during 2004–05 • Table 6.5: Number of employees by types of misconduct in investigations finalised during 2004–05 • Table 6.6: Outcomes of finalised investigations into suspected breaches of the Code (in order of severity), 2004–05
Reviews related to Code of Conduct matters • Table 6.7: Reviews related to Code breaches or sanctions, 2001–02 to 2004–05
Bullying and harassment
Conflict of Interest
Amendments to Regulation 2.1
Relevant AIRC Decisions
Key chapter findings
Chapter 7: Embedding the APS Values and the Code of Conduct	download
Commitment • Table 7.1: Agency learning and development activities on the Values and the Code by agency size, 2002–03 to 2004–05
Management • Figure 7.1: Corporate documents expressing commitment to the Values, 2004–05 • Table 7.2: Measures used by agencies in performance assessments to ensure employees demonstrate and consistently apply the Values, 2002–03 to 2004–05
Assurance
Agency-specific values
Key chapter findings
Chapter 8: Managing, sustaining and engaging the APS workforce	download
Key APS capability trends and workforce challenges • Figure 8.1: Workforce Challenges, 2004–05
Workforce planning and succession management—planning for future capability
Managing for improved performance • Table 8.1: Relevant employee views on the operation of performance pay, 2003–04 and 2004–05 • Figure 8.2: Proportion of relevant employees agreeing with performance pay statements, 2002–03 to 2004–05 • Table 8.2: Relevant employee views on the operation of performance pay by type of performance pay, 2004–05 • Table 8.3: Results of underperformance actions finalised in 2004–05 • Figure 8.3: Types of assistance provided to managers/supervisors relating to assessing work performance, 2004–05
Retention, job satisfaction and people management • Table 8.4: Reasons for intending to leave the APS—relevant employees, 2004–05 • Table 8.5: Job Satisfaction—employees’ most important workplace factors, 2004–05
Productivity and employee engagement • Table 8.6: Factors improving relevant employees’ productivity, 2004–05 • Table 8.7: Factors influencing employee engagement
Key chapter findings
Chapter 9: Workplace diversity	download
Legislative framework
Workplace diversity programmes
APSED and the quality of EEO data
Representation of EEO groups • Table 9.1: Representation of EEO groups among ongoing employees, 1996 to 2005
Agency commitment to workplace diversity
Women in the APS • Figure 9.1: Representation of women and men in agencies with more than 1000 ongoing employees, June 2005 • Table 9.2: Ongoing staff: proportion of women by classification group, June 2005 • Figure 9.2: Ongoing staff: Engagement and promotion rates for women, June 2005 • Table 9.3: Ongoing staff: Proportion of women by age group in EL and SES classifications, June 2005 • Table 9.4: Most important job satisfaction factors, by sex, 2004–05
Indigenous employment • Table 9.5: Agencies with the highest proportion of ongoing Indigenous employees, June 2005 • Figure 9.3: Representation of Indigenous employees in agencies with more than 1000 ongoing staff, June 2005 • Table 9.6: Ongoing representation of Indigenous employees by classification, 1996, 2004 and 2005 • Table 9.7: Indigenous representation in engagements and separations of ongoing employees, 1995–96 to 2004–05 • Figure 9.4: Representation of ongoing Indigenous employees in trainee classifications, 1996 to 2005 • Figure 9.5: Ongoing separations by Indigenous status and length of service, 2004–05 • Table 9.8: Agency challenges in relation to Indigenous employment, 2004–05 • Table 9.9: Agency strategies to recruit Indigenous Australians, 2004–05 • Table 9.10: Agency strategies to retain Indigenous employees, 2004–05 • Figure 9.6: Other measures used to retain Indigenous employees, 2004–05 • Table 9.11: Most important job satisfaction factors, by Indigenous status, 2004–05
People with a disability • Figure 9.7: Proportion of ongoing staff with a disability by classification, 1996 to 2005 • Figure 9.8: Proportion of people with a disability in agencies with more than 1000 ongoing employees, June 2005 • Table 9.12: Representation of people with a disability in engagements and separations of ongoing employees, 1995–96 to 2004–05 • Table 9.15: Agency challenges in relation to employment of people with a disability, 2004–05 • Table 9.13: Agency strategies to recruit people with a disability, 2004–05 • Table 9.14: Agency strategies to retain people with a disability, 2004–05 • Table 9.16: Most important job satisfaction factors, by disability status, 2004–05
Non-English speaking background • Figure 9.9: Proportion of ongoing staff by classification who are NESB1 1996 to 2005 • Figure 9.10: Representation of NESB1 employees in agencies with more than 1000 ongoing employees, June 2005 • Table 9.17: Most important job satisfaction factors, by NESB1 status, 2004–05
Age diversity • Figure 9.11: Ongoing staff—Age profile, 1996 and 2005 • Figure 9.12: Separation rates for ongoing employees aged 50 to 64, 1995–96 and 2004–05 • Table 9.18: Most important job satisfaction factors, by 45 years and over and under 45 years, 2004–05 • Table 9.19: Most important job satisfaction factors, by under 25 years and 25 years and over, 2004–05
Work-life balance • Table 9.20: Work/life balance strategies available in agencies, 2004–05 • Figure 9.13: Work-life strategies related to the birth or adoption of a child, 2004–05 • Figure 9.14: Proportion of carers reporting days used for carer’s leave or similar arrangements, 2003–04 and 2004–05 • Figure 9.15: Proportion of employees working more, or significantly more, than a standard or agreed number of hours on average over the past six months, 2003–04 and 2004–05
Bullying, harassment and discrimination • Figure 9.16: Proportion of employees reporting bullying or harassment, by classification, 2003–04 and 2004–05
Key chapter findings
Chapter 10: Leadership, learning and development in the APS	download
Leadership • Figure 10.1: Agency identification of future leaders, 2004–05 • Figure 10.2: Proportion of employees who rated their immediate supervisor as ‘high’ on leadership capabilities, 2002–03 to 2004–05 • Table 10.1: CDAC—Number of participants and number of participating agencies, Series II, 2002-03 to 2004-05 • Figure 10.3: Leadership development activities offered by agencies, 2004–05
Learning and development • Figure 10.4: Measures used to align learning and development with organisational business goals, 2002–03 to 2004–05 • Table 10.2: Top five learning and development priority areas for agencies (per cent of agencies), 2004–05 • Table 10.3: Relevant agencies’ expenditure on formal off-the-job learning and development as a percentage of departmental operating expenses, 2004–05 • Table 10.4: Aspects of learning and development evaluated by agencies, 2002–03 to 2004–05
Key chapter findings
Chapter 11: Whole of government	download
International developments
Developments in 2004–05
Agency culture and capabilities • Table 11.1: Proportion of agencies with guidelines/policies in place to guide employees’ participation in formal, multi-agency decision-making forums, 2003–04 and 2004–05 • Figure 11.1: Relevant SES and EL employees’ views on whether their agency’s culture encouraged a constructive approach to collaboration, 2003–04 and 2004–05 • Table 11.2: Relevant EL and SES employees’ experience of multi-agency forums, 2004–05
Key chapter findings
Chapter 12: Outsourced services	download
Agencies’ outsourcing during 2004–05 • Figure 12.1: Agencies’ outsourcing activity, 2002–03 to 2004–05 • Figure 12.2: Proportion of annual resources dedicated to contract management of ICT contracts— relevant agencies, 2004–05 • Table 12.1: Proportion of annual resources dedicated to contract management of ICT contracts by size—relevant agencies, 2002–03 to 2004–05
Contract management • Figure 12.3: Contract management difficulties experienced by relevant agencies, 2002–03 to 2004–05 • Figure 12.4: Agency measures to improve contract management capability—relevant agencies, 2002–03 to 2004–05
Key chapter findings
Chapter 13: Agency achievements • Table 13.1 MAC agencies’ key achievements, 2004–05	download
Chapter 14: Challenges facing the APS	download
Critical challenges for the APS as a whole
Challenges for particular agencies
Appendixes	download
1: APS agencies (or semi-autonomous parts of agencies) and APS employees as at 14 April 2005
2: State of the Service survey methodologies › Agency survey methodology
3: Evaluation methodology

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