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The Report / Introduction	PDF	Word	Excel
State of the Service report 2005-06
State of the Service report 2005-06: At a glance
State of the Service Employee Survey Results 2005-06
APS Statistical Bulletin 2005-06
Letter of transmittal
Preface

Chapter 1: Commissioner's Overview	PDF	Word	Excel
Commissioner's Overview

Chapter 2: Statistical snapshot	PDF	Word	Excel
Statistical snapshot
Size of the APS
Figure 2.1: APS employees, 1987 to 2006
Ongoing and non-ongoing employees
Figure 2.2: Ongoing employees by sex, 1997 to 2006
Figure 2.3: Non-ongoing employees as a proportion of total employees, 1997 to 2006
Figure 2.4: Proportion of total employees at each classification who are non–ongoing by sex, June 2006
Part-time employees
Figure 2.5: Proportion of ongoing employees working part-time by sex, 1997 to 2006
Figure 2.6: Proportion of ongoing employees working part-time by age group and sex, June 2006
Classification structures
Table 2.1: Ongoing employees by classification, 2005 and 2006
Figure 2.7: Ongoing employees by classification and sex, June 2006
Figure 2.8: Change in the number of women at selected classifications, weighted and indexed, 1997 to 2006
Mobility within the APS
Figure 2.9: Ongoing employees—promotion and transfer rates between agencies, 1996–97 to 2005–06
Educational qualifications
Age profile
Table 2.2: Ongoing employees—proportion by age, 1994 to 2006
Figure 2.10: Ongoing employees in selected agencies by age group, June 2006
Length of service
Figure 2.11: Ongoing employees—length of service, 1997 to 2006
Location
Diversity trends
Figure 2.12: Trends in diversity for ongoing employees, 1997 to 2006
Engagements and separations
Figure 2.13: Ongoing engagements and separations as a proportion of ongoing employees, 1996–97 to 2005–06
Figure 2.14: Age profile of ongoing engagements and separations, 2005–06
Figure 2.15: Ongoing engagements by classification, 1996–97 to 2005–06
Figure 2.16: Ongoing engagements by age group, 1996–97 to 2005–06
Figure 2.17: Ongoing separations, 1996–97 to 2005–06
Table 2.3: Separations of ongoing employees by age group, 2004–05 and 2005–06
Figure 2.18: Resignation/retirement rate for selected ages, 1996–97 to 2005–06
Demography of the SES leadership group
Figure 2.19: Age profile for ongoing SES employees, 1997 and 2006
Table 2.4: Ongoing SES employees by age group, sex and level, June 2006
Key chapter findings

Chapter 3: Job satisfaction, communication and productivity	PDF	Word	Excel
Job satisfaction, communication and productivity
Employee engagement
Figure 3.1 Employee satisfaction with factors identified through factor analysis, 2005–06
Table 3.1: Job satisfaction—employees’ most important workplace factors, 2004–05 and 2005–06
Table 3.2: Job satisfaction—summary index results by group, 2004–05 and 2005–06
Table 3.3: Job satisfaction—most important workplace factors, by sex, 2004–05 and 2005–06
Table 3.4: Job satisfaction—most important workplace factors, by diversity groups, 2004–-05 and 2005–06
Table 3.5: Job satisfaction—most important workplace factors, by age, 2004–05 and 2005–06
Table 3.6: Job satisfaction—most important workplace factors, by classification, 2004–05 and 2005–06
Communication
Table 3.7 Level of agreement by employees that input is adequately sought and considered about decisions that directly affect them, 2005–06
Productivity
Table 3.8 Factors improving employees’ productivity, 2005–06
Key chapter findings

Chapter 4: Integrity and fairness	PDF	Word	Excel
Integrity and fairness
Embedding the APS Values and Code of Conduct
Table 4.1: Measures used by agencies in performance assessments to ensure employees demonstrate and consistently apply the Values, 2002–03 to 2005–06
Operation of the Code of Conduct
Table 4.2: Person(s) authorised to receive whistleblower reports, 2005–06
Table 4.3: Whistleblower reports received during 2005–06
Table 4.4: Elements of the Code suspected of being breached in investigations finalised during 2005–06
Table 4.5: Number of employees by types of misconduct in investigations finalised during 2005–06
Table 4.6: Outcomes of finalised investigations into suspected breaches of the Code, 2005–06
Table 4.7: Reviews related to Code breaches or sanctions, 2001–02 to 2005–06
Merit and access to APS employment
Table 4.8: Employees' perceptions of recruitment and selection processes, 2006
Table 4.9: Employees’ perceptions of merit about various types of employment decisions, 2003–04 to 2005–06
Table 4.10: Merit training provided by relevant agencies, 2005–06
Review of employment actions
Table 4.11: Information or training provided by agencies to line managers on internal review processes, 2006
Table 4.12: Promotion decisions reviewed and varied, 2000–01 to 2005–06
Key chapter findings

Chapter 5: Equity and diversity	PDF	Word	Excel
Equity and diversity
Workplace diversity
Table 5.1: Representation of EEO groups among ongoing employees, 1997 to 2006
Women in the APS
Figure 5.1: Representation of women and men in agencies with more than 1000 ongoing employees, June 2006
Table 5.2: Ongoing staff: proportion of women by classification, 1997, 2005, 2006
Figure 5.2: Ongoing staff: Engagement and promotion rates for women, 2005–06
Table 5.3: Ongoing staff: Proportion of women by age group in EL and SES classifications, June 2006
Figure 5.3: Employee satisfaction with factors identified through factor analysis—women and men, 2005–06
Indigenous employment
Table 5.4: Agencies with the highest proportion of ongoing Indigenous employees, June 2006
Figure 5.4: Representation of Indigenous employees in agencies with more than 1000 ongoing staff , June 2006
Table 5.5: Ongoing representation of Indigenous employees by classification, 1997, 2005 and 2006
Figure 5.5: Representation of ongoing Indigenous employees in trainee classifications, 1997 to 2006
Table 5.6: Indigenous representation in engagements and separations of ongoing employees, 1996–97 to 2005–06
Table 5.7: Agency challenges in relation to Indigenous employment, 2005–06
Table 5.8: Agency strategies to recruit Indigenous Australians, 2005–06
Table 5.9: Agency strategies to retain Indigenous employees, 2005–06
Figure 5.6: Employee satisfaction with factors identified through factor analysis—Indigenous and non-Indigenous employees, 2005–06
People with disability
Figure 5.7: Proportion of ongoing employees with disability, 1997 to 2006
Figure 5.8: Proportion of people with disability in agencies with more than 1000 ongoing employees, June 2006
Table 5.10: Agency challenges in relation to employment of people with disability, 2005–06
Table 5.11: Agency strategies to recruit people with disability, 2004–05
Table 5.12: Agency strategies to retain people with disability, 2005–06
Figure 5.9: Employee satisfaction with factors identified through factor analysis—people with disability and people without disability, 2005–06
Employees from a non-English speaking background
Figure 5.10: Representation of NESB1 employees in agencies with more than 1000 ongoing employees, June 2006
Figure 5.11: Employee satisfaction with factors identified through factor analysis—NESB1 and non-NESB1 employees, 2005–06
Age diversity
Figure 5.12: Ongoing employees—age profile, 1997 and 2006
Figure 5.13: Separation rates for ongoing employees aged 50 to 64, 1996–97 and 2005–06
Figure 5.14: Employee satisfaction with factors identified through factor analysis—mature-aged (45 years and over) and younger (under 45 years) employees, 2005–06
Figure 5.15: Employee satisfaction with factors identified through factor analysis—employees aged under 25 years and employees aged 25 years and over, 2005–06
Work-life balance
Table 5.13: Work-life balance strategies available in agencies, 2005–06
Table 5.14: Use of flexible working arrangements by employees , 2005–06
Figure 5.16: 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, 2004–05 and 2005–06
Figure 5.17: Proportion of carers reporting days used for carer’s leave or similar arrangements, 2003–04, 2004–05 and 2005–06
Bullying, harassment and discrimination
Figure 5.18: Proportion of employees indicating they had experienced bullying or harassment, byclassification, 2003–04 to 2005–06
Safe workplaces
Figure 5.19: Incidence rate for compensated workplace injuries that resulted in 5, 30 and 60 or more days off work—all APS employers
Figure 5.20: Incidence of workplace injury and disease (T1 indicator)
Figure 5.21: Incidence of lost time due to injury (T3 indicator)
Figure 5.22: Average time taken for rehabilitation intervention (T4 indicator)
Key chapter findings

Chapter 6: Learning and development	PDF	Word	Excel
Learning and development
Identification of development needs and access to learning and development
Table 6.1: Satisfaction with access to learning and development opportunities by type of work undertaken, 2005–06
Amount of off-the-job learning and development
Effectiveness of learning and development in improving performance
Priority development areas
Table 6.2: Priority for skills development, 2005–06
Key chapter findings

Chapter 7: Leadership and management	PDF	Word	Excel
Leadership and management
Figure 7.1 APS Leadership model
Leadership
Table 7.1: Attributes employees would like to see in senior leaders, 2005–06
Figure 7.2: Methods agencies use to identify future leaders, 2005–06
Figure 7.3: Proportion of employees who rated their immediate supervisor as ‘high’ on leadership capabilities, 2002–03 to 2005–06
Figure 7.4: Leadership development activities offered by agencies, 2005–06
Management
Table 7.2: Level of agreement by employees that immediate supervisor is good at managing people
Table 7.3: Attributes employees would like to see in an immediate supervisor, 2005–06
Figure 7.5: Proportion of relevant employees agreeing with performance pay statements, 2002–03 to 2005–06
Key chapter findings

Chapter 8: Organisational capability	PDF	Word	Excel
Organisational capability
Workforce planning
Figure 8.1: Elements of workforce risk assessments (where assessment undertaken), by agency size, 2005–06
Figure 8.2: Workforce challenges faced by agencies, 2003–04 to 2005–06
Figure 8.3: Skills shortages and their impact on agency capability, 2005–06
Table 8.1: Agency measures in place to deal with workforce challenges, 2003–04 to 2005–06.
Remuneration
Table 8.2: Comparisons of wages growth, 1997–98 to 2005–06
Record keeping
Figure 8.4: Specific agency measures to improve record keeping, 2005–06
Figure 8.5: Agency measures to ensure employees are aware of their record keeping by agency size, 2005–06
Table 8.3: Elements of agency’s electronic business systems, 2005–06
Key chapter findings

Chapter 9: Agency governance	PDF	Word	Excel
Agency governance
International initiatives
Governance developments in 2005-06
Governance policies, procedures and structures
Figure 9.1: Measures used by agencies to raise employee awareness of conflict of interest obligations, 2003-04 to 2005-06
The relationship of governance to key employee engagement indicators
Table 9.1: Governance related items ordered by level of agreement, 2005–06
Key chapter findings

Chapter 10: Whole of government	PDF	Word	Excel
Whole of government
Whole of government systems
Whole of government culture and capability
Table 10.1: Proportion of agencies with guidelines/policies in place to guide employees’ participation in formal, multi-agency decision-making forums, 2003–04 to 2005–06
Table 10.2: Relevant EL and SES employees’ experience of multi-agency forums, 2005–06
Figure 10.1: Views of SES and EL employees whose job required them to deal directly with people from other public service agencies, on whether their agency’s culture encouraged a constructive approach to collaboration, 2003–04 to 2005–06
Key chapter findings

Chapter 11: Working with the Australian community	PDF	Word	Excel
Working with the Australian community
Delivering services to the public
Figure 11.1: Involvement in delivering services directly to the public by classification, 2002–03 to 2005–06
Figure 11.2: Use of feedback mechanisms to obtain information from the public—relevant agencies, 2005–06
Figure 11.3: Use of feedback collected from the public—relevant agencies, 2005–06
Table 11.1 Service user satisfaction levels, 2005–06
Review of administrative action and decision-making
Working with external stakeholders
Figure 11.4: Formal consultation with stakeholders on government policy development, 2005–06
Figure 11.5: Formal consultation with stakeholders on government programme development, 2005–06
Figure 11.6: Formal consultation with stakeholders on government regulation, 2005–06
Table 11.2: Proportion of employees who deal directly with external stakeholders, 2005–06
Table 11.3: Agency involvement with external stakeholders, 2005–06
Table 11.4: Employees’ greatest level of involvement in working with external stakeholders, 2005–06
Table 11.5: Composite of agency and employee survey results for agency protocols/policies for dealing with external stakeholders, 2005–06
Table 11.6: Relevant employee views on working with external stakeholders, 2005–06
Engaging with the community
Key chapter findings

Chapter 12: Agency achievements and the way forward	PDF	Word	Excel
Chapter 12: Agency achievements and the way forward
A secure nation
A strong and prosperous economy
A culture of enterprise and innovation
A fair and decent society
A sustainable environment
International cooperation
The national story—celebration and commemoration
A flexible, efficient and responsive public service
Conclusion: Management Advisory Committee agencies’ key achievements, 2005–06

Appendixes	PDF	Word	Excel
Appendixes
Appendix 1: APS agencies (or semi-autonomous parts of agencies) and APS employees as at 10 April 2006
Appendix 2: State of the Service survey methodologies
Appendix 3: Evaluation methodology
Appendix 4 Factor analysis