4. Management and accountability
Management of human resources
PSR’s human resource priorities during 2008–09 were driven by the continuing increase in workload and associated staffing growth, work already commenced on the review and redevelopment of human resource policies and guidelines, and development of a new Enterprise Agreement.
At 30 June 2009, PSR employed 30 APS staff – an increase of 20 per cent since 30 June 2008 (see Table 8).
Work continued throughout the year on drafting new policies and guidelines on occupational health and safety, workforce planning, recruitment and workplace diversity. In 2009–10 policies on workplace participation, fair treatment and review of actions, outside work and whistle blowing will be completed.
In accordance with the Australian Government Employment Bargaining Framework, PSR began developing a new Enterprise Agreement. The process relied on extensive staff involvement; it sought to develop an Agreement that provides attractive working conditions and helps staff achieve balance between their work and personal lives, while offsetting these conditions with identified productivity improvements. PSR expects to offer a proposed Enterprise Agreement under the terms of the Fair Work Act 2009 to a staff vote early in 2009–10.
Australian Public Service staff
All staff employed by PSR, with the exception of the Director, were employed under the Public Service Act 1999. (see Table 9).
One-quarter of PSR staff are from non-English speaking backgrounds. There are currently no identified Indigenous Australian or Torres Strait Islander employees, and no staff have an identified disability.
During 2008–09 PSR recruited eight ongoing and five non-ongoing staff. Four ongoing staff left PSR on promotion or transfer to another government agency, and five non-ongoing staff left PSR when their contracts expired.
Certified Agreement and Australian Workplace Agreements
As at 30 June 2009, the pay and conditions of 20 staff continued to be governed by the terms of PSR’s Certified Agreement 2003–05. The pay and conditions of a further 10 staff, including one SES officer, were governed by Australian Workplace Agreements, many of which had passed their nominal expiry dates. (see Table 10).
| 2007–08 Actual | 2008–09 Actual |
|---|---|
| 25 | 30 |
Key: APS = Australian Public Service
| Classification | Gender | Employment category | Employment status | Total | |||
|---|---|---|---|---|---|---|---|
| Male | Female | Ongoing | Non-ongoing | Full-time | Part-time | ||
| SES Band 1 | 0 | 1 | 1 | 0 | 1 | 0 | 1 |
| EL 2 | 3 | 2 | 4 | 1 | 5 | 0 | 5 |
| EL 1 | 3 | 8 | 10 | 1 | 10 | 1 | 11 |
| APS 6 | 0 | 0 | 0 | 0 | 0 | 0 | 0 |
| APS 5 | 1 | 4 | 4 | 1 | 5 | 0 | 5 |
| APS 4 | 0 | 3 | 3 | 0 | 0 | 3 | 3 |
| APS 3 | 2 | 3 | 4 | 1 | 3 | 2 | 5 |
| Total | 9 | 21 | 26 | 4 | 24 | 6 | 30 |
Key: APS = Australian Public Service; SES = Senior Executive Service: EL = Executive Level
| Classification | Min. | Max. |
|---|---|---|
| APS 2 | $40,529 | $44,254 |
| APS 3 | $46,718 | $51,672 |
| APS 4 | $52,826 | $55,945 |
| APS 5 | $57,479 | $60,795 |
| APS 6 | $63,671 | $71,588 |
| EL 1 | $78,009 | $85,847 |
| EL 2 | $88,925 | $105,720 |
Note:
- The salary ranges are from PSR’s current Remuneration Policy, developed under the terms of the Certified Agreement 2003–05.
- For those staff on Australian Workplace Agreements, the salary ranges in this table formed the starting point for negotiating
salary rates.
During 2008–09 PSR developed a draft Enterprise Agreement that will cover all non-SES staff. The agreement will be implemented in the latter part of 2009.
Performance pay
Performance pay for eligible staff operated in conjunction with PSR’s Performance Development Scheme. In 2008–09, performance-based payments totalling $52,188 were paid to seven staff members.
Non salary benefits
PSR continued to provide non-salary benefits to attract and retain capable staff. Benefits included:
- allowance for mobile phones for key personnel
- home Internet access to allow connection through a virtual private network to enable staff to access PSR’s information technology network from home
- paid car parking for all staff
- Qantas Club membership for staff who travel more than six times a year.
Holders of full-time and part-time public office
The Director of PSR is a holder of full-time public office whose remuneration and allowances are set by the Remuneration Tribunal each year.
As at 30 June 2009, 158 panel members, including 19 Deputy Directors, and nine members of the Determining Authority were holders of part-time public office. The Remuneration Tribunal sets the remuneration and allowances for panel members and Determining Authority members each year.
Panel members are appointed in locations across Australia to provide a broad pool of knowledge and experience to the peer review process (see Table 11).
| Location | Male | Female | Total |
|---|---|---|---|
| New South Wales | 39 | 9 | 48 |
| Victoria | 29 | 5 | 34 |
| Queensland | 22 | 7 | 29 |
| Western Australia | 13 | 3 | 16 |
| South Australia | 14 | 1 | 15 |
| Tasmania | 8 | 2 | 10 |
| Northern Territory | 1 | 1 | 2 |
| Australian Capital Territory | 4 | 0 | 4 |
| Total | 130 | 28 | 158 |
Training and development
Continuing growth in staff numbers during 2008–09 ensured training and development remained a priority. PSR identifies the training and development needs of staff through individual development plans prepared under the Performance Development Scheme.
Technical training for operational staff was carried out through on-the-job training, mentoring by experienced staff, and an accelerated skills development program for new case managers. In 2008–09, PSR implemented a coordinated quality assurance system that provided further support to new and developing staff.
Technical training was supplemented with broader core skills development provided through a range of external courses on topics including:
- influencing and negotiation skills
- introduction to the APS
- financial accountability in the APS
- leadership and management
- executive report writing skills
- professional development workshops for staff in specialist roles.
To facilitate smooth introduction of a new desktop environment in early 2009, all PSR staff attended a full day training course to learn how to effectively use the Microsoft Office 2007 software suite.
All staff attended internal training on the APS Values and Code of Conduct, and fraud awareness.
These programs were supplemented by a team workshop for all staff. The workshop focused on reviewing performance, looking for opportunities to improve quality and output, planning for the year ahead, and team effectiveness. The workshop provided constructive input to development of business and strategic plans, and to development of PSR’s Enterprise Agreement.
Three staff were supported to further their studies in the areas of public sector management, accountancy and financial management, and law.
The effectiveness of training and development provided is evaluated at performance and development reviews conducted between managers and individuals under the Performance Development Scheme.
PSR devoted approximately $1800 per staff member or 2 per cent of annual salaries expenditure to non-technical training and development during the year.
Training for Panel Members, Deputy Directors and Determining Authority Members
During the year a just-in-time training program was developed for panel members participating in their first PSR Committee, or requiring refresher training. Led by the relevant case manager, this training provided essential information about the role of the Committee and gave participants the opportunity for skills practice, particularly in the area of questioning technique.
Fifteen Deputy Directors and members of the Determining Authority attended the annual Deputy Directors’ conference, held in May 2009. The conference agenda covered:
- a review of the past year’s activities
- initiatives for streamlining PSR processes, including opportunities for Deputy Directors to comment on proposals and provide further input
an operational update from Medicare Australia- a review of legal issues raised during the year and the outcome of the constitutional challenge
- feedback from the Determining Authority
- identification of issues raised during PSR processes to feed back to the Department of Health and Ageing to inform policy development.
Staff members attended the conference to share in the development provided and to build productive working relationships with Deputy Directors and members of the Determining Authority.
Occupational health and safety
Changes to the Occupational Health and Safety Act 1991 in 2007 require agencies to implement Health and Safety Management Arrangements.
In 2008–09, PSR produced its draft Health and Safety Management Arrangements and began implementation, which will be completed in 2009.
PSR remains committed to the health, safety and welfare of its staff members and contractors. In keeping with this commitment PSR continued to undertake a range of health and safety activities including:
- work station assessments for all new staff with immediate implementation of any corrective measures needed
- offering influenza vaccinations for all staff and their dependents
- providing annual eyesight testing for staff
- providing continued access to the Employee Assistance Program for all staff and their immediate families
- renewing all first aid kits.
The Occupational Health and Safety Committee met twice during the year and made recommendations to the Management Committee for consideration as necessary. The Management Committee remains supportive of any Occupational Health and Safety Committee recommendations.
The number of reported health and safety incidents declined in 2008–09 with only two reported, both related to strains and sprains. No notices were received under any of the relevant sections of the Occupational Health and Safety Act 1991. PSR managed two compensation claims during the year with the assistance of Comcare Australia.
PSR continued to look for ways to reduce occupational health and safety risks to its staff. In 2008–09, it explored ways to reduce manual handling risks by reducing its reliance on paper records which must be transported to and from PSR Committee meetings.