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Last updated: 30 November 2006
Index
Abbreviations
A list of the abbreviations used in this report is available in the Glossary
A B C D E F G H I J L M N O P R S T U V W
A
AAT employees, 15
ABCC employees, 12, 15
Aboriginal employees, see Indigenous employees
Aboriginal Hostels Ltd (AHL) employees, 16, 91–3
ABS, see Australian Bureau of Statistics
ACC Indigenous employees, 93
Accenture, 234
access for employees with disability, 108, 111–12
accountability, 201–3
- whole of government framework, 211–12
ACCs, 253
adaptive technology, 111
ADF, 236
administrative actions, reviews of, 236–9
Administrative Appeals Tribunal (AAT) employees, 15
administrative support work, see occupations
advertising of employment opportunities, 76–7, 173
- Indigenous media, 100
AEC employees, age of, 23
AGD, see Attorney-General’s Department
age of employees, 22–3, 117–19
with carer responsibilities, 125
decision-making, perceptions of objectivity of, 199
engagements, 27, 28–9immediate supervisors, satisfaction with, 49job satisfaction, 42, 45learning and development, 141part-time workers, 17–18performance pay, opinions of, 165separations, 27, 31–2, 117–18SES, 22, 32–3, 148
women’s employment, perceptions of agency support for, 90work-life balance, satisfaction with, 123, 124
see also mature-aged employees; younger employees
age retirements, 30, 31aged parents/relatives, carers of, 125, 126agency governance, 192–206agency heads, 210, 211
APS Values and Code of Conduct, 57
identification of potential leaders by, 153
Indigenous,93
agency-specific values, 60agency strategy and objectives, connection between work and, 48AGIMO, 173, 212, 233, 234
agreement making, 176–8, 179–81AHL employees, 16, 91–3AIATSIS employees, 16, 91–2, 105AIFS, 195
airport security, 253ANAO, see Australian National Audit Offi ce
animal disease preparedness and response, 217
ANZSOG, 158, 159
AP6, 242, 255
applicants for jobs
with disability, 109
perceptions of employment decisions by, 71, 74appointment terminations, 30, 68appropriate level of autonomy, satisfaction with, 40, 46appropriate workload, satisfaction with, 40, 41APS classifi cation, see classification of employeesAPS Communities of Accountants and Statisticians, 173
APS Employment and Capability Strategy for Aboriginal and Torres Strait Islander Employees, 96–7, 210
APS identity and pride, 38–9, 152APS Indigenous Graduate programme, 100APS Values and Code of Conduct, 56–70, 227, 247
non-APS employees and, 203APSC, see Australian Public Service Commission
APSED, 85–6
ARC, 195
Area Consultative Committees, 253
Asia-Pacific Partnership on Clean Development and Climate, 255, 266ASIC, see Australian Securities and Investment Commission
assurance mechanisms, 59, 69
ATAC, 122
ATO, see Australian Taxation Offi ce
Attorney-General’s Department (ADG), 79, 257, 263, 266
Document Verification Service, 253
encouragement of collaboration, 216
investigations of suspected breaches of Code of Conduct, 65
record keeping capability, employee perceptions of, 186
audit committees, 197
Austrade, 195
Australia and New Zealand School of Government (ANZSOG), 158, 159Australian Broadcasting Authority, 12Australian Building and Construction Commissioner (ABCC), 12, 15Australian Bureau of Statistics (ABS), 173, 220, 261, 267Australian Bureau of Statistics employees
age,23
bullying and harassment, 128
disability employment, perceptions of, 112
Graduate APS recruitment, 28
immediate supervisors, satisfaction with, 161
Indigenous,93
job satisfaction, 41
learning and development, satisfaction with, 140; access to leadership development, 159
non-English speaking background employment, perceptions of, 116
non-ongoing,14
record keeping capability, perceptions of, 186
recruitment and selection processes, perceptions of, 71, 74
senior leaders, satisfaction with, 50, 152
work-life balance, satisfaction with, 123, 124
workplace diversity, perceptions of, 87
Index307State of the Service 2005–06
Australian Bureau of Statistics SES employees, 149, 150
age,148employee satisfaction with, 50, 152
Australian Capital Territory Magistrates Court, 62Australian Communications and Media Authority, 12Australian Communications Authority, 12Australian Crime Commission (ACC) Indigenous employees, 93Australian Customs Service (Customs), 253, 257Australian Customs Service employees, 13
age,23
Indigenous,93
investigated for suspected breaches of Code of Conduct, 65
risk management assessments, satisfaction with appropriateness of, 200
Australian Defence Force (ADF), 236Australian Electoral Office (AEC) employees, age of, 23Australian Fair Pay Commission employees, 12, 114Australian Film Commission, 12
Australian Government Chief Information Offi cer, 233
Australian Government Information Management Office (AGIMO), 173, 212, 233, 234Australian Government Smartcard Framework, 234
Australian Industrial Registry employees, 105Australian Institute of Aboriginal and Torres Strait Islander Studies (AIATSIS) employees, 16, 91–2, 105Australian Institute of Family Studies (AIFS), 195Australian National Audit Office (ANAO), 183, 194, 231
age of employees: age, 23
definition of governance, 192, 199, 201
length of service at current level of SES employees, 148
Australian National Training Agency, 12
Australian Public Service Commission (APSC), 263, 266, 268APS Employment and Capability Strategy for Aboriginal and Torres Strait Islander Employees, 96–7, 210
employees with disability, 105evaluation of identified positions and special employment measures, 101non-ongoing employees, 15
Respect: A Good Practice Guide to Promoting a Culture Free from Bullying and Harassment in the Australian
Public Service, 129
SES employees, 149Sharpening the Focus: Managing Performance in the APS, 165
Supporting Ministers, Upholding the Values, 183
Australian Public Service Commissioner, 56, 157
SES engagements, 76statement on privacy and confidentiality obligations, 67whistleblower referrals to, 64
Australian Public Service Commissioner’s Directions, 84
Clause 4.2A, 77
Australian Public Service Employment Database, 85–6Australian Research Council, 195
Australian Reward Investment Alliance, 195
Australian Securities and Investment Commission (ASIC), 234Australian Securities and Investment Commission employees
conflict of interest management, perceptions of, 203
Indigenous,93investigated for suspected breaches of Code of Conduct, 65women in SES, 90
IndexState of the Service 2005–06308
Australian Sports Anti-Doping Authority, 12
Australian Taxation Office (ATO), 244, 254, 268bulk recruitment exercise, 80
bullying and harassment experiences, 128Code of Conduct assurance mechanisms, 69
ICT, 234, 256
Ombudsman, 236, 237, 238
reviews of employment actions, 78workplace diversity, perceptions about, 87
Australian Taxation Offi ce employees
age,23average hours worked in last six months, 125
conflict of interest management, perceptions of, 203disability recruitment and employment, perceptions of, 112Graduate APS recruitment, 28
Indigenous,93investigated for suspected breaches of Code of Conduct, 65, 68non-ongoing, 14, 16
part-time,17
separations,31SES, 148, 149, 150
Australian Telework Advisory Committee, 122Australian Trade Commission (Austrade), 195Australian workplace agreements (AWAs), 176, 178, 179–81Australians’ Use of and Satisfaction with e-Government Service–2006, 235
authorised people to receive whistleblower reports, 63authority, delegation of, 196–9autonomy, satisfaction with, 40, 46average annualised wage increase (AAWI), 177–8average hours worked in last six months, 124–5avian influenza, 208, 217, 256
awareness
Code of Conduct, 61
conflict of interest, 201, 202
decision-making processes, 198–
9
Values,57–
9
see also learning and development
B
bachelor’s degrees, see graduate qualifi cationsbalanced scorecards, 228
‘base-grade’ recruitment, 28
Bennett v The President, Human Rights and Equal Opportunity Commission, 62
bird flu, 208, 217, 256
birthplaces, 113
data quality, 85boards, APS employees sitting as representatives on, 202BoM, see Bureau of Meteorologybreaches of Code of Conduct, 61–70
Britain, see United KingdomBudget, 211–12, 253
see also finance and fi nancial managementbulk recruitment exercises, 80, 96
Index309State of the Service 2005–06
bullying, 126–9
Bureau of Meteorology (BoM) employees, 13
age,23investigated for suspected breaches of Code of Conduct, 65
men,87
recruitment and selection processes, perceptions of, 71, 74women in SES, 90
Business Process Transformation Committee, 212, 233
C
Cabinet Implementation Unit, 209CAC Act, 195, 197, 199
cadets, see trainees
call centres, 238
Canada, 62, 137, 151, 192, 193, 208
Canberra, see location of employeesCancer Australia, 12
capability, 170–89
whole of government, 218–19; technology enablement, 212car parking spaces, 111, 175Career Development Assessment Centre (CDAC), 158career development opportunities, satisfaction with, 40, 41
mature-aged employees, 45Career Trek workshops, 97carer responsibilities, employees with, 122, 125–6
satisfaction with immediate supervisors, 49
satisfaction with work-life balance, 123
carer’s leave, 126
CDAC, 158
CEIs, 200
Central Budget Management System (CBMS), 211Centrelink, 209, 263, 268
governance,194
learning and development programmes, 136
Ombudsman complaints, 237, 238
reviews of employment actions, 78
service delivery, 231, 234
Statement of Expectation and Intent, 228
whole of government activities, 220, 227
Centrelink employees, 13
age,23applicants external to APS, 77decision-making processes, satisfaction with, 199disability employment, perceptions of, 112Indigenous, 92–3, 98–100; perceptions of agency support for, 103investigated for suspected breaches of Code of Conduct, 61, 62, 65, 67; sanctioned, 68, 227non-English speaking employment, perceptions of, 116non-ongoing, 14, 16
part-time,17record keeping learning and development, opinion of, 186
separations,31service delivery involvement, 225SES, 147; engagements, 149
IndexState of the Service 2005–06310
CGC employees, 15, 23, 114
challenges, 3–9
disability employment, 107
faced by employees dealing directly with external stakeholders, 247
Indigenous employment, 96
workforce,172–5
chance to make useful contribution to society, 40, 46Chief Executive Instructions, 200
Chief Information Officer’s Committee, 212, 233
Child Care Tax Rebate, 254
Child Support Agency (CSA), 231
employees with service delivery involvement, 225
investigations for suspected breaches of Code of Conduct, 65, 68
Ombudsman complaints, 237, 238children, carers of, 125, 126
China, 256
citizens’ interests, protection of, 245–6‘classification creep’, 148classification of employees, 18–20
agreements covering, 176, 178, 179–81
average hours work in last six months, 124–5
bullying and harassment, 127–8
decision-making processes, understanding of, 199
with disability, 105
engagements,27–8
external stakeholder dealings, 243
financial information provided to, 200
flexible working arrangements, 122
Indigenous, 93–4, 103
job satisfaction, 46–7
leadership capability of immediate supervisors, rating of, 155
leadership identification and development, 146, 154, 156
learning and development, 138, 139, 141
location in/outside Canberra, 24
merit, perceptions of application of, 74
merit training, 75
from non-English speaking backgrounds, 114
non-ongoing,15–16
re-engagements, 29; as non-ongoing, 30
record keeping issues, perceptions of, 185, 187
reduction in, 68
remuneration,179–81
with service delivery involvement, 225, 226, 227, 230
Values, familiarity with, 57
women, 19–20, 89–90
work-life balance, satisfaction with, 123, 124
workplace diversity, perceptions of, 87
see also Executive level (EL) employees; Senior Executive Service (SES) employeesCLC, 153, 163
clerical work, see occupationsClient Service Charter Principles 2000, 228
client services, see service deliveryclient surveys, 229
Index311State of the Service 2005–06
COAG, 213, 217, 220, 253, 255
Code of Conduct, 56–70
non-APS employees and, 203collaborative activities, see whole of governmentcolleagues, see work colleaguescollective agreements, 176–8, 179–81Comcare, 132
Commissioner, see Australian Public Service Commissioner
committees, 197–8, 199
conflict of interest/duty, 202Commonwealth Authorities and Companies Act 1997, 195, 197, 199
Commonwealth Games, 262
Commonwealth Grants Commission (CGC) employees, 15, 23, 114Commonwealth Ombudsman, 236–9
Commonwealth Procurement Guidelines, 203
Commonwealth Superannuation Scheme, 195
54/11 eff ect, 31communication, 47–50, 219
community access to employment opportunities, 76–7
see also advertising of employment opportunitiescommunity engagement, 224–50Community Water Grants Program, 255competitive selection processes, 71, 73–4complaints
about Code of Conduct breaches, 62
hotlines and website links, 229
to Ombudsman, 237–
8
Comrie Inquiry, 140, 184, 196ComSuper employees, 16, 93confidentiality, 85, 227, 245
breaches,67
conflict of interest, 67, 201–3
Connected Government website, 218
Connecting Government report, 208, 211–12, 216, 217, 218, 239leadership development activities, 157, 219organisational capability, 170consultants, see contractors and consultants
consultation, 47–8, 197
on Code of Conduct assurance, 69
with external stakeholders, 239–42
on merit assurance, 76
on primary review of employment actions, 80
on Values assurance, 59
contract management, 219, 245contract procurement, 201, 202, 203
DVA,254
contractors and consultants, 183, 239
employee dealings with, 243contribution to society, satisfaction with, 40, 46coordination between agencies, 226–7
see also whole of governmentcorporate governance, see governanceCorporate Leadership Council, 153, 163
IndexState of the Service 2005–06312
corporate services heads, 63corporate services workers, see occupationsCouncil of Australian Governments, 213, 217, 220, 253, 255
counter-terrorism, 253
country of birth, 113
data quality, 85cross-jurisdictional relationships, 8CRS Australia employees
conflict of interest management, perceptions of, 203
disability recruitment and employment, perceptions of, 112
investigated for suspected breaches of Code of Conduct, 65
record keeping capability, perceptions of, 186
recruitment and selection processes, perceptions of, 71
risk management assessments, satisfaction with appropriateness of, 200
with service delivery involvement, 225, 226, 227, 230
work-life balance and, 124
CSA, see Child Support Agency
CSS, see Commonwealth Superannuation Schemecultural awareness training, 100, 103‘culture of enterprise and innovation’ theme, 261–2
customer services, see service delivery
Customs, see Australian Customs Service
Cyclones Larry and Monica, 220, 227, 253
D
decision-making, 196–9about work, 47–8
administrative reviews, 236–9
integration of public feedback into, 229–30
Defence, see Department of Defence
Defence Housing Authority (DHA) employees, 13
Indigenous,93
non-ongoing,16
part-time,17
Defence Materiel Organisation, 269definitions of disability, 104definitions of governance, 192, 199, 201degrees, see graduate qualifi cationsdelegation of authority, 196–9Department of Agriculture, Fisheries and Forestry (DAFF), 217
age of employees, 23
‘culture of enterprise and innovation’ achievements, 261
encouragement of collaboration, 216
‘international cooperation’ achievements, 256
‘secure nation’ achievements, 258
‘strong and prosperous economy’ achievements, 259
‘sustainable environment’ achievements, 255, 265
women in SES, 90
Department of Communications, Information Technology and the Arts (DCITA), 244, 259, 267Do Not Call Register, 263M2006 Commonwealth Games Taskforce, 262
School Leavers Program, 268SES employees, 149
Index313State of the Service 2005–06
Department of Defence, 253, 258, 263, 269investigations of suspected breaches of Code of Conduct, 65, 68RAAF Richmond headquarters building, 266reviews of employment actions, 78
Department of Defence employees, 13
age,23
financial information provided to, 200Graduate APS recruitment, 28
learning and development, satisfaction with, 140; access to leadership development, 159
men,87
non-ongoing, 14, 16
separations,31
SES,149
Department of Education, Science and Technology (DEST), 220, 253, 259, 264, 269
Department of Education, Science and Technology employees
age,23agency encouragement of collaboration, perceptions of, 215disability recruitment and employment, perceptions of, 112
financial information provided to, 200Indigenous, 92, 98–100; perceptions of agency support for, 103machinery of government changes, 12non-ongoing employees, 14recruitment and selection processes, perceptions of, 74senior leaders’ communication with, 50
with service delivery involvement, 230work-life balance and, 124
workplace diversity, perceptions about, 87
Department of Education, Science and Technology SES employees, 149Band 1, 32
encouragement of collaboration, perceptions of, 215
women,90
Department of Employment and Workplace Relations (DEWR), 79, 178, 260, 264, 269bulk recruitment of Indigenous cadets, 96information and communications technology, 234Ombudsman complaints, 237Workplace Relations Policy Parameters for Agreement Making in the Australian Public Service, 176
Department of Employment and Workplace Relations employees, 13
age,23Graduate APS recruitment, 28
Indigenous, 92, 98–100machinery of government changes, 12
Department of Employment and Workplace Relations SES employees, 149
age,148
women,90
Department of Families, Communities and Indigenous Affairs (FaCSIA), 209, 220, 258, 264, 269
Department of Families, Communities and Indigenous Aff airs employees
age,23disability recruitment and employment, perceptions of, 112
financial information provided to, 200Indigenous, 91–3; perceptions of agency support for, 103information about decision-making processes, satisfaction with, 198investigated for suspected breaches of Code of Conduct, 65recruitment and selection processes, perceptions of, 74
IndexState of the Service 2005–06314
Department of Finance and Administration, 79, 173, 256, 260, 270Central Budget Management System, 211Gateway Unit, 262Governance Arrangements for Australian Government Bodies, 194, 199
Department of Finance and Administration employees
age,23
financial information provided to, 200
non-ongoing,15
recruitment and selection processes, perceptions of, 71
SES, 149; Band 1, 32
Department of Foreign Affairs and Trade (DFAT), 79, 220, 258, 267
Asia-Pacific Partnership on Clean Development and Climate, 266Ombudsman complaints, 237
Department of Foreign Affairs and Trade employees
age,23encouragement of collaboration, perceptions of, 215
financial information provided to, 200Indigenous employment, perceptions of agency support for, 103information about decision-making processes, satisfaction with, 198investigated for suspected breaches of Code of Conduct, 65job satisfaction, 41
productivity,51recruitment and selection processes, perceptions of, 71, 74senior leaders, satisfaction with, 50, 152
Department of Foreign Affairs and Trade SES employees, 149employee satisfaction with, 50, 152encouragement of collaboration, perceptions of, 215
Department of Health and Ageing, 220, 258, 264–5, 270
Department of Health and Ageing employees, 13
age,23
financial information provided to, 200
Indigenous,92SES, 149; women, 90
Department of Human Services (DHS), 231, 265, 270
Department of Human Services employees
age,23
Indigenous,93SES, 90, 149
women, 87, 90
Department of Immigration and Multicultural Affairs (DIMA), 184, 220‘fair and decent society’ achievements, 265
‘flexible, responsive and efficient public sector’ achievements, 270‘international cooperation’ achievements, 267
investigations of suspected breaches of Code of Conduct, 65learning and development programmes, 136Ombudsman, 236, 237
‘secure nation’ achievements, 258
‘strong and prosperous economy’ achievements, 260
Department of Immigration and Multicultural Aff airs employees
age,23bulk recruitment exercise, 80
non-ongoing,14
SES,32
Index315State of the Service 2005–06
workplace diversity, perceptions about, 87Department of Immigration and Multicultural and Indigenous Affairs (DIMIA), 12, 140, 184, 196Department of Industry, Tourism and Resources (DITR), 79, 260, 270
e-government, 234, 235, 254
Department of Industry, Tourism and Resources employees
age,23
conflict of interest management, perceptions of, 203
financial information provided to, 200
SES,149
work-life balance and, 124
Department of the Environment and Heritage (DEH), 265
Department of the Environment and Heritage employees
age,23
financial information provided to, 200Indigenous, 92, 93, 98–100investigated for suspected breaches of Code of Conduct, 65
Department of the Prime Minister and Cabinet (PM&C), 220, 259, 271Cabinet Implementation Unit, 209learning and development programme funding, 136ongoing employees, 13, 147pandemic planning, 213, 253SES employees, 147, 149; age, 148
Department of the Treasury, 261, 267employees, 23, 149
Department of Transport and Regional Services (DOTARS), 260
financial information provided to employees, 200investigations for suspected breaches of Code of Conduct, 65recruitment and selection processes, employee perceptions of, 71SES employees, 149
Department of Veterans’ Affairs (DVA), 231, 262, 265, 267Ombudsman complaints, 237
Department of Veterans’ Affairs (DVA) employees, 13
age,23average hours worked in last six months, 125work-life balance and, 124
Department of Veterans’ Affairs (DVA) SES employees, 149
age,148
women,90
Deputy Secretaries’ Inter-Departmental Committee on Influenza Prevention and Preparedness, 213development, see learning and developmentdigital preservation plans, 187disability, employees with, 6, 25–6, 84–7, 104–13
bullying and harassment experiences, 127
carer’s leave used, 126
decision-making processes, understanding of, 199
financial information provided to, 200
flexible working arrangements, 122
job satisfaction, 42, 43, 44–5, 112–13
risk management assessments, satisfaction with appropriateness of, 200
work-life balance, satisfaction with, 124
workplace diversity, perceptions about, 87
disability data, 85, 110disability employment agencies, 110
IndexState of the Service 2005–06316
disabled dependants, carers of, 125disclosure of information, 70
discrimination, 126–7
diversity, see equity and diversity
DMO, 269
Drought Stakeholder Reference Group, 255duties/expectations made clear, satisfaction with, 40, 44, 45duty, conflict of, 202
E
e-government, 208, 233–5, 254
online customer services, 231
economy, 259–61educational qualifications, see graduate qualifi cationseffectiveness of learning and development, 141–2electronic records, 183, 187–8, 235
emails
improper use, 67
record keeping, 188emergency animal disease preparedness and response, 217EMPA, 158, 159
employee engagement, 38–47, 290–5
high potential employees, 153
employee engagement factors, satisfaction with, 39–40, 295by age, 118–19employees with disability, 112–13
‘Governance’,203–4
Indigenous employees, 103–4‘Merit’,74
non-English speaking background employees, 116‘Senior Leaders/Culture’, 151by sex, 90–1
employee management committees, 197employee surveys, see consultationemployee turnover, 172
see also retention of employees
employees, 12–35, 274–6dealings with external stakeholders, 242–5, 247proportion of SES to ongoing, 147see also classification of employees; equity and diversity; non-ongoing employees; satisfaction
employment, 5–6, 71–80
conflict of interest after leaving APS, 201work-life balance, 120–6
see also flexible working arrangements; recruitment and selection
Employment of People with Disability in the APS report, 85, 104, 108–9, 255
‘engagement’, see employee engagementengagements, 26–30
employees with disability, 106
Indigenous employees, 94, 95
SES employees, 22, 76, 149
women, 28, 87, 89
see also mobility within APS; promotions; recruitment and selection
enterprises (collective) agreements, 176–8, 179–81
Index317State of the Service 2005–06
environmental sustainability, 255, 265–6ePassport, 253equal employment opportunity, see equity and diversityEqual Opportunity for Women in the Workplace Agency (EOWA) non-ongoing employees, 16equity and diversity, 6, 25–6
job satisfaction and, 42–7
perceptions of immediate supervisor and, 49
see also disability, employees with; Indigenous employees; men; non-English speaking background (NESB1)
employees; womenethical behaviour, see Values
ethnicity, see Indigenous employees; non-English speaking background (NESB1) employees
evaluations, see reviews and evaluations
Executive level (EL) employees, 4–5, 19–20
age,22
agreements covering, 176, 178, 179
bullying and harassment, 128
decision-making processes, understanding of, 199
with disability, 105
engagements, 28, 29
external stakeholder dealings, 243
financial information provided to, 200
flexible working arrangements, 122
immediate supervisors’ leadership capability, rating of, 155
Indigenous, 93, 103, 159
Integrated Leadership System (ILS) used for, 156
job satisfaction, 42, 46
learning and development, 138, 139, 141; satisfaction with access to leadership development, 159
location in Canberra, 24
merit training, 75
mobility rates, 21
from non-English speaking backgrounds, 114
non-ongoing, 16; with prior ongoing experience, 30
performance pay, 181; opinions of, 165
record keeping issues, perceptions of, 185, 187
recruitment and selection processes, perceptions of, 71, 74
with service delivery involvement, 225, 226, 227, 230
Values, familiarity with, 57
whole of government activities, 211, 213–16, 219
women, 20, 89–90
work-life balance, satisfaction with, 123, 124
workplace diversity, perceptions of, 87Executive level 2 (EL2) employees (SES feeder group)
age,148
agreements covering, 179
‘classification creep’, 148
leadership development, 158–9
median base salary, 179
skills set gaps, 174Executive Master of Public Administration (EMPA), 158, 159Exercise Eleusis, 217
Exercise Minotaur, 217
IndexState of the Service 2005–06318
exit surveys for Indigenous employees, 100, 103expectations/duties made clear, satisfaction with, 40, 44, 45experience of SES employees, 148–51external stakeholders, 239–47
F
FaCSIA, see Department of Families, Communities and Indigenous Aff airsfactor analysis, see employee engagement
‘fair and decent society’ theme, 263–5
fairness and integrity, 56–82, 160familiarity, see awareness
family responsibilities, 120
see also carer responsibilitiesFederal Court of Australia employees, age of, 23feedback/recognition for effort, 43–6, 160, 162–3
applications for primary review relating to, 79
performance assessment against Values and ethical behaviour, 59
from public, 229–31
females, see women
Finance, see Department of Finance and Administrationfinance and financial management, 194, 199, 200
audit committees, 197
Budget 2006–07, 253
Defence,256
funding of pay increases, 181–
2
whole of government framework, 211–12, 219
see also contract procurement
Financial Management and Accountability Act 1997 (FMA Act), 175–6, 194, 195, 197, 199
financial training, 136first language spoken data, 85‘flexible, responsive and efficient public sector’ theme, 268–71
flexible working arrangements, 121, 122–3
employees with disability, 111
immediate supervisors’ support for, 160
satisfaction with, 40, 41, 43–
6
flu pandemic planning, 208, 213, 253focus groups, 229foot and mouth disease, 217
forms, 231
freedom of information (FOI), 236, 238funding of pay increases, 181–2Future Fund Management Agency, 12future leaders, identification of, 153–5
future reform agenda, 7–9
G
G20, 255
Gateway reviews, 262GBRMPA non-ongoing employees, 15gender, see men; women
geographic location, see location of employees‘Getting Connected’ seminars, 219good managers, see managers/supervisors
Index319State of the Service 2005–06
good working relations, see working relations
governance, 192–206Statements of Expectations and Intents, 195, 228whole of government arrangements, 209, 211–12, 214, 220
Governance Arrangements for Australian Government Bodies, 194, 199government policy development, consultation about, 240, 241, 242, 249government regulation, consultation about, 240, 242Graduate APS classifi cation, 18
engagements during 2005–06, 28
Indigenous employees, 93, 94, 96
median base salary increase, 179
graduate qualifi cations, 21employees with disability, 105Indigenous employees, 94; study options for, 102new recruits, 28
non-English speaking background employees, 114private sector/APS wage increases comparisons, 178, 181
women,90
Great Barrier Reef Marine Park Authority (GBRMPA) non-ongoing employees, 15
H
half pay, maternity leave with, 120harassment, 126–9
allegations,64Health, see Department of Health and Ageinghealth and safety, 129–32, 197health and social services card, 220
high potential employees, identification of, 153–5higher duties decisions, application of merit in, 74home, working from, 120, 123
telework,122
hours worked in last six months, 124–5
human resource managers, 63
I
IAPSEN, 102
ICT, see information and communications technologyICT Investment Framework, 212
ICT Professional and Skills Development Group, 173identification of learning and development, 137–8identification of potential leaders, 153–5identified positions, 101identity and pride, 38–9, 152IES, 100
ILS, 137, 146
immediate supervisors, see managers/supervisorsimmigrants, see non-English speaking background (NESB1) employeesImmigration Ombudsman, 238India, 256
Indigenous APS Employees’ Network, 102
IndexState of the Service 2005–06320
Indigenous Australians, 248–9, 253
Job Network participants, 97
petrol sniffi ng, 220, 254
whole of government programmes and services, 209–10, 211Indigenous Capability Fund, 97Indigenous Coordination Centres (ICCs), 209–10Indigenous employees, 25–6, 84–7, 91–104, 255
APS identity, 38
bullying and harassment experiences, 127
with carer responsibilities, 125
financial information provided to, 200
immediate managers’ action if decision-making not objective, perceptions of, 199
job satisfaction, 42, 43, 44, 45, 103–4
leadership development, 159
risk management assessments, satisfaction with appropriateness of, 200
service delivery involvement, 226
work team’s role to agency strategic direction, understanding of, 48
workplace diversity, perceptions about, 87Indigenous Employment Strategies, 100Indigenous media, 100Indigenous status data, 85, 102individual development plans, 138induction and orientation
awareness raising of APS Values and Code of Conduct, 57
EEO data collection during, 85
merit training, 75
Senior Executive Service programme, 158industry stakeholders, consultation with, 240–3influenza pandemic planning, 208, 213, 253information
disclosure of, 70
privacy and confidentiality, 67, 85, 227, 245information and communications technology (ICT), 173, 208, 212, 215, 219
ABS,254
ATO, 234, 256
customer/client services, 231, 233–5
DITR, 235, 254
security, 245, 246
see also internet
Information Interoperability Framework, 212information management, 182–8
whole of government initiatives, 212, 219Information Management Strategy Committee, 212Institute of Public Administration Canada, 192
Integrated Leadership System, 146, 156integrity and fairness, 56–82, 160, 263–5intellectual disability, people with, 109inter-agency forums and contacts, 211, 213–14, 215, 243inter-agency mobility, 20–1, 157, 219
see also engagements; separationsinterest, conflict of, 67, 201–3
Index321State of the Service 2005–06
interesting work, 40, 46internal employee movements, application of merit in, 74internal reviews of employment actions, 77–80‘international cooperation’ theme, 255–6, 266–7
internet
Connected Government website, 218
improper use, 67
online customer services, 231, 233–
5
websites,234–
5
interpersonal skills, 142
immediate supervisors, 160Intranet, as merit training vehicle, 75invalidity retirements, 30investigations into suspected breaches of Code of Conduct, 61, 65–9IP Australian NESB employees, 114
J
job applicants’ perceptions of employment decisions, 71, 74Job Network, 97, 234, 254
job satisfaction, 38, 40–7
merit perceptions and, 74
productivity and, 51–
2
see also employee engagement
job-sharing, 122, 123
K
Katherine fl oods, 227
Kooris, see Indigenous employees
L
language spoken, 113data quality, 85
leadership, 3–4, 9, 146–59Integrated Leadership System (ILS), 137, 146priority for skills development, 142skills set gaps, 172, 174see also Senior Executive Service (SES) employees
Leadership and Learning Advisory Committee (LALAC), 157‘Leadership in the Australian Public Service—An Indigenous experience’, 159Leadership Mastery, 158
Leading Areas Boundaries, 158
‘Leading Australia’s Future in the Asia–Pacific’ (LAFIA) programme, 158learning and development (skills development), 136–43, 174, 175
conflict of interest, 201
cultural awareness, 100, 103
employees with disability, 107, 108
governance committee members, 197
Indigenous employees, 99, 102, 159
about internal review processes, 79
leadership capability, 156–
9
about merit, 75
about record keeping, 186–
7
IndexState of the Service 2005–06322
satisfaction with, 40, 44–5, 138–40
service delivery, 226
about values and ethical behaviour, 57, 59
whole of government capability development, 218–19
see also graduate qualifi cationsleave and work-life balance, 120, 121, 126
legal work, see occupationslegislation, 67, 175–6, 194, 195
administrative law, 236, 238
health and safety, 129
overseas, 62, 193
parental leave, 121
Work Choices, 253
see also Public Service Act 1999
Legislative and Regulatory Reform Bill (UK), 193
length of service, 24
Indigenous employees on separation, 95
job satisfaction and, 42, 43
as non-ongoing employee prior to ongoing engagement, 29
opinions of performance pay and, 165
SES employees, 148–9level of autonomy, satisfaction with, 40, 46life-work balance, 120–6
see also flexible working arrangementslocal government agencies, dealings with, 243location of employees
average hours worked in last six months, 125
with carer responsibilities, 125
dealings with external stakeholders, 243
flexible working arrangements use, 122
service delivery involvement, 225location of employees and employees’ perceptions, 24
conflict of interest, 202, 203
decision-making processes, 198
EEO group employment, agency support for, 116
financial management, 200
immediate supervisors, 49, 161
interagency collaboration and agency culture, 215
learning and development, 139, 141, 186; satisfaction with access to leadership development, 141
record keeping issues, 185, 186, 187
recruitment and selection, 71, 74
see also state jurisdictions, perceptions of employees in
M
M2006 Commonwealth Games Taskforce, 262
machinery of government changes, 12males, see men
management, 146–67
see also leadership; managers/supervisorsManagement Advisory Committee (MAC), 58, 163, 188, 256
Employment of People with Disability in the APS report, 85, 104, 108–9, 255
One APS—One SES statement, 138, 147, 218, 219
see also Connecting Government report; Managing and Sustaining the APS Workforce report
Index323State of the Service 2005–06
Management Advisory Committee (MAC) agencies, 252–71
service delivery achievements, 231
SES employees, 147–50; age, 148managers/supervisors
identification of potential leaders by, 153
learning and development agreements with, 137
reporting of suspected breaches of Code of Conduct, 61
see also feedback/recognition for eff ortmanagers/supervisors, employee perceptions of, 40, 41, 43–6, 159–62
action taken if decision-making found not objective, 199
communication skills, 49
feedback provided, 163
leadership potential, 154–5
learning and development, provision of access to, 139, 140
performance management, 164, 165
productivity and, 51–2
service delivery employees, 227
Values, acting in accordance with, 58, 227; perceptions of fairness of agency selection processes and, 71, 74
work-life balance and, 123, 160
see also Senior Executive Service (SES) employees, employee perceptions ofManaging and Sustaining the APS Workforce report, 153, 170, 219
workforce planning, 171, 173–4, 175market testing, 201, 202Master of Public Administration (EMPA), 159maternity leave, 120, 121Maternity Leave (Commonwealth Employees) Act 1973, 121
mature-aged employees, 22–3, 117–19, 172
engagements,28
job satisfaction, 42, 45
non-ongoing, with prior ongoing experience, 30
part-time,17–18
separations, 31–2, 117–18
SES,33
see also age of employeesmedia advertising, see advertising of employment opportunities
median age, 22–3
of engagements, 28
SES,32
median base salary increase, 179median length of service, SES employees, 148Medicare Australia, 254
customer/client services, 231
governance,194
Statement of Expectation and Intent, 228Medicare Australia employees, 12, 13, 26
age,23
classification, 18, 19
with disability, 86; perceptions of agency support for, 112
Indigenous, 86; perceptions of agency support for, 103
investigated for suspected breaches of Code of Conduct, 65
non-English speaking employment, perceptions of agency support for, 116
non-ongoing,14
part-time,17
IndexState of the Service 2005–06324
performance pay, opinions of, 165
productivity,51
with service delivery involvement, 225, 227, 230
women, 19, 25, 87
workplace diversity, perceptions about, 87
Melbourne 2006 Commonwealth Games, 262
membership of governance committees, 197–8men, 13–21, 87–8
age, 17–18, 22, 32–3bullying and harassment, 127, 128carer responsibilities, 126
classifi cation,19
employee engagement factors, satisfaction with, 90–1
graduate qualifi cations, 90immediate supervisors, satisfaction with, 49, 161job satisfaction, 42, 43–4learning and development, 141; satisfaction with access to leadership development, 159mobility between agencies, 21non-ongoing, 14–15, 17part-time work, 17–18senior leaders, satisfaction with, 50
SES,32–3
workplace diversity, perceptions about, 87see also women
mentoringIndigenous Coordination Centre (ICC) managers, 210Indigenous employees, 96, 99SES employees, 150
Mercer Human Resource Consulting, 178merit, 73–6
Merit Protection Commissioner
Code of Conduct reviews, 69–70
review of employment actions, 78, 80
whistleblower referrals to, 64
methodologies, 278–87middle management, see Executive level (EL) employeesmigrants, see non-English speaking background (NESB1) employeesMinisterial Taskforce on Child Support, 254Ministerial Taskforce on Indigenous Aff airs, 209Ministers, briefing on whole of government activities, 214Mint employees, 23, 114misconduct investigations, 61, 65–9mobility within APS, 5, 20–1, 155, 219
see also engagements; separationsmulti-agency forums and activities, 211, 213–14, 215multi-source feedback, 59
Murray-Darling Basin, 255
N
National Action Plan for Human Influenza Pandemic, 213
National Archives of Australia (NAA), 183, 184, 186, 187employees, 15; Indigenous, 98–100National Blood Authority employees, 13
Index325State of the Service 2005–06
National Health and Medical Research Council, 195
National Identify Security Strategy, 220National Indigenous Cadetship Project, 100National Indigenous Council, 209National Indigenous Times, 100National Library of Australia (NLA) employees, 23, 114National Native Title Tribunal (NNTT), 235
Indigenous employees, 91–2National Occupational Health and Safety Strategy, 130–2National Offshore Petroleum Safety Authority (NOPSA) employees, 77National Statistical Service, 220
‘national story—celebration and commemoration’ theme, 267
National Water Commission employees, 13Nauru, 255
New Leadership Horizons, 158
new recruits, see engagements; induction and orientationNew Zealand, 56, 137, 193–4, 208–9
Ngaanyatjarra Council, 249NGOs, consultation with, 240–3
Ngunnawal Aboriginal Corporation, 97NHMRC, 195
NLA employees, 23, 114NNTT, see National Native Title Tribunal
non-English speaking background data, 85non-English speaking background (NESB1) employees, 25–6, 84–7, 113–16
agency identity, 38
bullying and harassment experiences, 127
with carer responsibilities, 125
carer’s leave used, 126
decision-making processes, understanding of, 199
immediate supervisors, satisfaction with, 49
job satisfaction, 42, 44
recruitment and selection processes, perceptions of, 71, 72
work-life balance, satisfaction with, 124
workplace diversity, perceptions about, 87
non-government organisations, consultation with, 240–3
non-ongoing employees, 14–16engagements under Clause 4.2A of Commissioner’s Directions, 77
Indigenous,99job satisfaction, 42
part-time,17with prior service as ongoing employees, 30re-engagement as ongoing, 29recruitment and selection processes, perceptions of, 71
younger,119
NOPSA employees, 77
O
objectives and strategy, connection between work and, 48objectivity in decision-making, 199occupational health and safety, 129–32, 197Occupational Health and Safety (Commonwealth Employment) Act 1991, 129
occupations
IndexState of the Service 2005–06326
interagency cooperation, perceptions of, 216
learning and development and, 139–40, 141, 142
skills shortages, 173
off-the-job learning and development, 140–1
Office of Indigenous Policy Coordination (OIPC), 209–10, 211
Office of the Australian Building and Construction Commissioner (ABCC), 12, 15
Office of Workplace Services, 12
older workers, see mature-aged employees
Ombudsman, 236–9
Ombudsman Act 1976, 239
One APS—One SES statement, 138, 147, 218, 219
ongoing employees, see employees
Online Communications Council, 234
online gazette, 173
online services, 231, 233–5
online training, 57, 75
open to public vacancies, 76–7see also advertising of employment opportunities
opportunity for career development, see career development opportunities, satisfaction with
opportunity for skills development, see learning and development
opportunity to utilise skills, satisfaction with, 40, 46
Organisation for Economic Cooperation and Development (OECD), 56, 193, 204, 248, 255
organisational capability, 170–89
organisational charts, 198
organisational strategy and objectives, connection between work and, 48
organisational structures, 196–9
orientation, see induction and orientation
outsourcing, 183
P
Pacific region, 255
Palmer report, 184, 196
pandemic planning, 208, 213, 253
Pandemic Team, 213
Papua New Guinea, 255
parental leave, 120, 121
parking spaces, 111, 175
part-time work, 120average hours worked in last six months, 125
carers,125
employees working, 17–18, 122, 123
partners with long-term health problems, carers of, 125, 126
partnership relationships, 8
paternity leave, 120, 121
pay, see remuneration and salary
peak bodies, liaison with, 229
people management committees, 197
people management skills, 160, 174
people with disability, see disability, employees with
performance agreements, 162
performance improvements, effectiveness of learning and development in, 141–2
performance indicators, 195, 228
Index327State of the Service 2005–06
performance management arrangements, 162–5, 175integration of Values into, 58–9see also feedback/recognition for eff ort
performance pay, 163–5, 180–1performance-related pay, 52personal information, 85
improper access to, 67planning, workforce, 171–5PM&C, see Department of the Prime Minister and Cabinetpolicies/protocols governing external stakeholder interactions, 245–6policy development, consultation about, 240, 241, 242, 249policy development work, see occupationsportfolio secretaries, 211
see also agency headspostgraduate degrees, see graduate qualifi cationspotential leaders, identification of, 153–5pride and identity, 38–9, 152Primary Industries Ministerial Council, 242primary review of employment actions, 79–80prior service, 29–30priorities for skills development, 142privacy, 85, 242
breaches,67
private contractors, see contractors and consultants
private sector/APS wage increase comparisons, 178–9, 181procurement, see contract procurementproductivity, 50–2
telework,122
program design work, see occupationsprogramme delivery, see service deliveryproject/programme/contract management skills set, 219promotions, 20–1
application of merit, perceptions of, 74
fairness of decisions, perceptions of, 71–
2
review of decisions, 80
SES employees, 149
women,89
protocols governing external stakeholder interactions, 245–6public, 224–50public access to employment opportunities, 76–7
see also advertising of employment opportunitiespublic administration skills, 142public consultation, 240–2public forums, 230Public Sector Superannuation Scheme, 195Public Servants Disclosure Protection Act 2005 (Canada), 62
Public Service Act 1999, 157, 175–6, 194
agencies covered by, 12, 195, 274–
6
Values and Code of Conduct provisions, 56, 57, 62, 65, 126
workplace diversity provisions, 84
Public Service Commissioner, see Australian Public Service Commissioner
Public Service Commissioners’ Conference, 184
IndexState of the Service 2005–06328
Public Service Regulations, 69, 77disclosure of information provisions (Regulation 2.1), 70whistleblower provisions, 62
public trust, 249purchased leave arrangements, 120purchasing, see contract procurement
Q
qualifi cations, see graduate qualifi cations
Queensland, 97
Quest Employment and Training Solutions, 97Questacon employees, 13
with disability, 105
non-ongoing, 15, 16
R
race, see Indigenous employees; non-English speaking background (NESB1) employeesre-engagement, 29–30recognition for eff ort, see feedback/recognition for eff ortrecord keeping, 182–8, 219Recordkeeping in DIMIA: A Strategic Review, 184
Recordkeeping including the Management of Electronic Records, 183
recruitment and selection, 70–80
employees with disabilities, 107, 108, 109–10; perceptions of agency support for, 112
Indigenous employees, 96, 97, 98–9, 100–2; perceptions of agency support for, 103
non-English speaking background employees, perceptions of agency support for, 115
SES employees, 149
women, perceptions of agency support for, 90
workforce planning, 171–
5
see also engagements; induction and orientation
Regional Partnership Agreements, 249Regional Partnerships Programme, 253regular feedback, see feedback/recognition for eff ortregulation, consultation about, 240, 242regulatory authority workers, learning and development satisfaction levels of, 139–40rehabilitation intervention, 130, 132
relationship management skills set, 219remuneration and salary, 175–82
deductions from by way of fi ne,68
employee satisfaction, 40, 41, 43–
6
performance pay, 163–5, 180–
1
Repatriation Transport Scheme, 254reporting, 228reporting suspected Code of Conduct breaches, 61–4
bullying and harassment, 128–9reprimands, 68research work, see occupationsresidential leadership programmes, 158resignations, 30–2
during investigations into suspected Code of Conduct breaches, 64, 67
younger people, 119
Respect: A Good Practice Guide to Promoting a Culture Free from Bullying and Harassment in the Australian Public
Service, 129
Index329State of the Service 2005–06
Responsive Government: A New Service Agenda, 233
retention of employees, 172with disability, 109, 110–12Indigenous, 99–100, 102–3from non-English speaking backgrounds, 116
women,90
see also separations
retirements, 30–2
retrenchments, 30
review of administrative action and decision-making, 236–9Review of the Corporate Governance of Statutory Authorities and Offi ce Holders (Uhrig Review), 192, 194–5,
199, 202, 228
reviews and evaluations, 262
Code of Conduct matters, 69–70
e-government services, 235employment actions, 77–80Indigenous employment, 97–100, 101, 286
remuneration policies, 180, 286–7risk assessments, workforce, 171
risk management, 199–200Royal Australian Mint employees, 23, 114
S
safe workplaces, 129–32, 197Safety, Rehabilitation and Compensation Act 1988, 129
Safety, Rehabilitation and Compensation Commission, 130salary, see remuneration and salarysanctions for breaches of Code of Conduct, 68–9
satisfaction, 38–50
governance arrangements, 198, 199, 200learning and development (skills development), 40, 44–5, 138–40; leadership development opportunities, 159of public with service delivery arrangements, 228–32recruitment, selection and merit processes, 71–5
women’s employment, 90–1work-life balance, 123–4
see also employee engagement; managers/supervisors, employee perceptions of
scholarships, 102school-to-work programmes, 97, 268
Scrutinising Government: Administration of the Freedom of Information Act 1982 in Australian Government
Agencies, 238
secretaries, 211
see also agency headsSecretaries’ Committee on Information and Communications Technology, 212, 233Secretaries’ Group on Indigenous Aff airs, 209–10Securing our Fishing Future package, 265security, 252–3, 257–9of IT, 245, 246
seeing tangible results from work, 40, 46selection processes, 71–80support provided to applicants with disability, 109self-management skills development, 142Senior Executive Leadership Capability (SELC) Framework, 146, 154–5Senior Executive Service Orientation programme, 158
IndexState of the Service 2005–06330
Senior Executive Service (SES) employees, 3–4, 18–20, 32–4, 147–59
age, 22, 32–3, 148
APS identity and pride, 38, 39, 152
Australian workplace agreements (AWAs), 176, 178, 181
authorised to received whistleblower reports, 63
bullying and harassment, 128
conflict of interest, 201; perceptions of, 203
decision-making processes, understanding of, 199
with disability, 105
engagements, 29, 76, 149
external stakeholder dealings, 243, 247
financial information provided to, 200
flexible working arrangements, 122
immediate supervisors’ leadership capability, rating of, 155
Indigenous, 93, 103
Integrated Leadership System (ILS) used for, 156
job satisfaction, 42, 46–7
leadership skill set gaps, 172, 174
learning and development, 138, 139; leadership development, 157–8, 159
location in Canberra, 24
mentoring of ICC managers by, 210
merit training, 75
mobility rates, 21
from non-English speaking backgrounds, 114
non-ongoing, 16; with prior ongoing experience, 30
record keeping issues, perceptions of, 187
recruitment and selection processes, perceptions of, 71, 72, 74
remuneration, 179, 181
risk management assessments, satisfaction with appropriateness of, 200
with service delivery involvement, 225, 226, 227
Values and Code of Conduct, 57, 227
whole of government activities, 211, 213–16, 218, 219
women, 20, 32–3, 89–90
work-life balance, satisfaction with, 123, 124
workplace diversity, perceptions about, 87Senior Executive Service (SES) employees, employee perceptions of, 151–3
communication with, 49–50
ethical behaviour, 58
interest in staff learning and development, 139Senior Executive Service (SES) feeder group, see Executive level 2 (EL2) employeesseparations, 26, 30–2
by age, 27, 31–2, 117–18
employees with disability, 107
Indigenous employees, 95, 98; exit surveys, 100, 103
resignations during investigations into suspected Code of Conduct breaches, 64, 67
women, 31; after maternity leave, 121
younger employees, 119
see also mobility within APSservice, 29–30
see also length of serviceservice charters, 228
Index331State of the Service 2005–06
service delivery, employees involved in, 225–31interagency cooperation, perceptions of, 216learning and development, perceptions of, 139, 141
service delivery (programme delivery), 225–35external stakeholder consultation, 240, 241, 242
service standards, 228
sex of employees, see men; women
Shared Responsibility Agreements, 248–9
Sharpening the Focus: Managing Performance in the APS, 165
Single User Workspace, 231
skills development, see learning and development
skills shortages, 172–4
skills utilisation, satisfaction with, 40, 46
Smartcard Framework, 234
society contribution, satisfaction with, 40, 46
Solomon Islands, 255
South Pacifi c, 255
special employment measuresdisability, 108, 109
Indigenous,100–2
special leave, 102
SRAs, 248–9
staff , see employees
staff training and development, see learning and development
state jurisdictions, perceptions of employees inbullying and harassment, 127ethical conduct, 58
grievance resolution processes, 80learning and development, agency commitment to, 138recruitment and promotion decisions, fairness of, 72work-life balance, 124
workplace diversity, agency commitment to, 87
state/territory government agencies, consultation with, 240–3
‘statements of commitments’, 132
Statements of Expectations and Intent, 195, 228
statutory authorities, governance arrangements for, 194–5
stewardship, 199–200
strategic think skill set, 174
strategy and objectives, connection between work and, 48
‘strong and prosperous economy’ theme, 259–61
structured placements, 157
study options for Indigenous employees, 102
succession management, 175
Super Choice, 254
supervisors, see managers/supervisors
Supporting Ministers, Upholding the Values, 183
suspected breaches of Code of Conduct, 61–70
‘sustainable environment’ theme, 255, 265–6
Sustainable Regions Programme, 253
IndexState of the Service 2005–06332
T
tangible results from work, satisfaction with, 40, 46Tasmania, see state jurisdictions, perceptions of employees inteam building, 219technical skills development, 142technology
adaptive,111
whole of government capability, 212
see also information and communications technology
telemarketing calls, unsolicited, 263telework, 122
temporary assignment of higher duties decisions, application of merit in, 74tendering, see contract procurementterminations of appointment, 30, 68tertiary qualifi cations, see graduate qualifi cations
Th ailand,255
thinking strategically skill set, 174time
for learning and development, 140–1, 142
for record keeping, 187
for rehabilitation intervention, 130, 132
worked in last six months, 124–
5
time off for workplace injuries, 129–32time off in lieu arrangements, 120timeframes for learning and development, 138timeliness of selection processes, 72–3Torres Strait Islander employees, see Indigenous employeesTorres Strait Regional Authority (TSRA) employees, 16, 91–2trade unions, consultation with, 240–3
trainees, 18
Indigenous, 94–5, 96training, see learning and developmenttransfers, 20–1
Transforming Leadership, 158
Treasury, 261, 267
employees, 23, 14912 Months after Palmer, 184
type of work, see occupations
U
Uhrig Review, 192, 194–5, 199, 202, 228underperforming employees, 165
with disability, 107understanding work – organisational strategy/objectives, 48unions, consultation with, 240–3
United Kingdom, 234
capability reviews, 151
Civil Service Code, 56
community engagement, 248
‘Customer Satisfaction Index’, 232
learning and development, 137
Index333State of the Service 2005–06
Legislative and Regulatory Reform Bill, 193
whole of government, 208
workplace diversity, 84United Nations Public Service Award, 235
United States of America, 137, 150, 208
unpaid leave, parental, 121
V
Values, 56–60, 71, 74, 227
employees dealing directly with external stakeholders, 247
non-APS employees and, 203van Hilst v Scrine decision, 62
Victoria, see state jurisdictions
W
wages, see remuneration and salary
web services, see internet
Welfare to Work initiatives, 220, 231, 239
Western Australia, see state jurisdictions
whistleblowers, 62–4
whole of government, 8, 208–22, 226–7
APS leadership development, 157–8
women, 6, 13–21, 25, 84–91
APS identity and pride, 38, 39
bullying and harassment, 127, 128
carer responsibilities, 125
classification, 19–20, 32–3, 89–90
decision-making processes, understanding of, 199
engagements, 28, 87, 89
flexible working arrangements, 122
job satisfaction, 42, 43–4
learning and development, 139, 141
maternity leave, 120, 121
mobility between agencies, 21
non-ongoing, 14–15, 17
part-time work, 17–18
performance pay, opinions of, 165
risk management assessments, satisfaction with appropriateness of, 200
senior leaders, satisfaction with, 50
separations,31
service delivery involvement, 226
work-life balance, satisfaction with, 123, 124
workplace diversity, perceptions about, 87
see also men
women, age of, 22
in EL, 89–90
part-time workers, 17–18
in SES, 32–3, 89–90
work colleagues, 58
reporting on suspected breaches of Code of Conduct by, 61, 62
work experience programmes, Indigenous, 102
work-life balance, 120–6
see also flexible working arrangements
work—organisational strategy/objectives, connection between, 48
work provided, 40, 46
work results, 40, 46
work type, see occupations
workers’ compensation, 129–30
workforce planning, 171–5
working arrangements, see flexible working arrangements
working hours, 124–5
working relations, 40, 41, 43–6
productivity and, 51–2
workload, 40, 41
workplace bullying and harassment, 126–9
workplace consultation, 47–8
workplace diversity, see equity and diversity
workplace diversity programmes, 84
workplace health and safety, 129–32, 197
workplace practices, 227–8
see also Values
Workplace Relations Act 1996, 121, 175–6
collective agreements made under, 177
Workplace Relations Amendment (WorkChoices) Act 2005, 176
Workplace Relations Ministers’ Council, 130
Workplace Relations Policy Parameters for Agreement Making in the Australian Public Service, 176
workspace modifications, 111, 112
Y
younger employees, 22–3
decision-making, perceptions of objectivity of, 199
financial information provided to, 200
job satisfaction, 42, 43, 45, 119
learning and development, 141
performance pay, opinions of, 165
work-life balance, satisfaction with, 123, 124
see also age of employees
