The Commission's workforce decreased by 4.6% in 2015–16 to 210 employees, excluding employees engaged on an irregular or intermittent basis. Ninety-one per cent of the Commission's workforce is based in Canberra. Of the Commission's workforce, 73% are women, 83% work full-time and 96% are ongoing employees. Women make up 91% of the part-time workforce. More detailed information about the Commission's workforce is set out in Appendix B.
The Commission continued to consider its future staffing requirements and undertook strategic planning to consider workforce issues. Of the 34% of current ongoing employees who may elect to retire now or within the next five years, the majority are at the executive level. The potentially significant movement of staff presents valuable opportunities for the Commission in the recruitment and engagement of new talent. In 2015–16, recruitment activity focused on filling positions that directly contributed to the Commission's ability to achieve its strategic goals. The Commission simplified its recruitment processes to encourage more people to apply for positions and make it easier for them to articulate their relevant skills and experience.
The average use of personal leave with pay, including sick, carers and emergency leave, was 10.8 days per employee in 2015–16, which is a decrease on 11.7 days in 2014–15.
The Commission actively worked to maintain its strong record in workforce diversity. Internal strategies that are aligned with the wider APS Indigenous Employment Strategy, Disability Employment Strategy and Gender Equality Strategy were refreshed in the reporting year.
Reconciliation Action Plan
Through its 2015–16 Reconciliation Action Plan, 'Share Our Stories', the Commission continued a range of activities, facilitated by an active RAP Working Group. These activities supported the Commission's commitment to reconciliation and the journey towards cultural competency.
The RAP Working Group conducted face-to-face cultural awareness training and launched an intranet page to foster interest and involvement in its activities. Throughout the year, the Commission raised money to support Indigenous initiatives and programs, such as the Indigenous Reading Project and Bimberi Youth Justice/ACT Youth Justice Case Management.
A range of activities to celebrate NAIDOC Week and National Reconciliation Week were also undertaken.
The Commission's remuneration framework and terms and conditions of employment consist of an enterprise agreement for non-SES staff and section 24(1) determinations under the Public Service Act 1999 for SES staff.
The Australian Public Service Commission Enterprise Agreement 2015–18 began operating on 29 July 2015. Ten non-SES Commission employees had individual flexibility arrangements approved during 2015–16 and 10 section 24(1) determinations applying to SES employees were made in the same period.
The salary ranges available for the Commission's classification levels are set out in Table 2.
No performance pay provisions were in place for employees. The Commission provided non-salary benefits including salary packaging, leased motor vehicles, laptops, mobile phones and airline lounge memberships for a limited number of employees.
|Classification||2013–14 ($'000)||2014–15 ($'000)||From 5 November 2015 ($'000)|
The Commission's annual performance appraisal scheme is administered through an online intranet tool. The scheme focuses on continuous feedback to employees leading to ongoing development and, where necessary, management of performance requiring support. The Commission began implementing a new performance management model, and consultation sessions took place with staff.
Australia Day awards
At the Commission's 2016 Australia Day awards ceremony, Maureen Hickson, Emma Enzerink and the contestability review drafting team received awards for their outstanding work contributions, excellence in stakeholder engagement and dedicated service over the past year.