Management of human resources
In this section:
The ABCC Workforce Plan details the specific actions required to ensure the agency has the resources to achieve its goals and objectives. The Workforce Plan identifies current workforce capabilities and forecasts future needs to ensure the agency is able to continue to deliver on its objectives. The Workforce Plan is shared and governed by the ABCC's Executive Team to ensure strategies are in place that integrate and optimise human resources to achieve the ABCC's purposes over the four years covered by this Corporate Plan.
The ABCC is committed to recruitment outcomes that are based on merit, legislative compliance, competitive selection processes, fairness and transparency. All vacancies are advertised on the APS Jobs website, www.apsjobs.gov.au and, when appropriate and cost-effective to reach the target audience, in selected online and print media.
The ABCC strives to be an employer of choice, and is committed to continuous improvement in staff engagement. The agency uses a range of strategies to attract and retain the right employees, including through analysis of the agency's APS Employee Census results, access to flexible working arrangements, salary packaging, learning and development opportunities, and other non-salary benefits.
APS Employee Census results
The ABCC takes the results of the APS Employee Census seriously. Throughout 2016–17, the agency paid particular attention to areas for potential improvement that were raised in the 2015–16 APS Employee Census, the results of which were delivered in July 2016.
Although the agency's 2015–16 APS Employee Census results were generally above the APS average, each member of the Executive Team put in place an action plan to drive further improvements in employee engagement and workplace culture.
The 2016–17 APS Employee Census results demonstrate the agency's success in meeting this ambitious goal. The agency showed improvement almost across the board and achieved particularly strong results in the areas of job engagement, team engagement, supervisor engagement and agency engagement.
Flexible working arrangements
The ABCC's flexible working arrangements aim to provide a balance between employees' work and personal lives, and opportunities for improved organisational productivity. The working arrangements available under the agency's enterprise agreement that encourage flexibility include:
- flex time and agreed patterns of hours;
- part-time work;
- working from home;
- access to purchased additional annual leave and sabbatical leave; and
- individual flexibility arrangements.
The ABCC provides salary sacrificing options for a range of items, including superannuation and novated car leases.
Learning and development
The ABCC is committed to developing:
- a work environment that attracts and retains employees, has a positive culture, and supports delivery of service;
- people who are committed to the ABCC's strategic direction, work well in their team, and are engaged in building their capability and skills; and
- respected leaders who model the ABCC's culture and guide employees in delivering objectives of the agency.
Employees can address individual development needs through:
- on-the-job experience to develop specific skills and capabilities;
- coaching provided through team leaders and more experienced team members;
- attendance at internal and external courses, programs or events; and
- temporary secondments to other internal teams or other agencies.
In 2016–17 the ABCC continued to develop and implement a coordinated approach to learning and development for the effective development of staff.
In October 2016 the agency launched an e-learning hub, which enables employees to undertake a wide range of courses online. The agency has developed specific learning pathways that centralise learning modules for core skills required for different categories of employees, including investigators, lawyers, administrative staff, managers and senior executives.
As the agency transitioned from FWBC to the ABCC, a suite of training on the agency's new responsibilities, including wages and entitlements and the 2016 Code, was delivered to all front-line staff. Agency lawyers undertook specialised training in the BCIIP Act.
The ABCC supports staff to attain relevant qualifications through accredited courses. In 2016–17, three employees attained a Certificate IV in Government (Investigations), one attained a Diploma of Government (Investigations), and four attained a Graduate Certificate in Public Sector Management through completion of the Public Sector Management Program.
Investment in people through learning and development continues to be a priority at the ABCC. The agency remains committed to ensuring that all employees have the skills and knowledge to fulfil their roles and contribute to the achievement of the agency's purposes.
Other non-salary benefits
The ABCC provides for a range of other non-salary benefits that are provided to employees when appropriate for their situation. These include provision of a mobile phone for work use, payment of work-related professional association membership fees, and airline lounge membership for staff engaged in frequent work-related travel.
All staff, with the exception of the Commissioner, are engaged under the Public Service Act 1999 (PS Act).
In March 2017, 89% of participating ABCC staff voted in favour of adopting the Australian Building and Construction Commission Enterprise Agreement 2017–2020 (ABCC EA). The ABCC EA came into effect on 15 May 2017 and has a nominal expiry date of 15 May 2020. All non-SES employees are covered by the ABCC EA.
Before the ABCC EA came into effect, all non-SES employees were covered by the Fair Work Building and Construction Enterprise Agreement 2011–2014, which reached its nominal expiry date on 30 June 2014. Negotiations, consistent with the Government's workplace bargaining policy, continued throughout the reporting period until March 2017 when the ABCC EA was put to a vote.
All seven SES officers' terms and conditions of employment are covered by common law contracts.
The Commissioner is engaged as a Tier-two POH in line with the Remuneration Tribunal's determination.
At 30 June 2017 the ABCC employed 145 employees under the 2017–2020 EA, seven SES officers by common law contracts and one POH.
At 30 June 2017 the ABCC employed 129 ongoing and 23 non-ongoing staff members, as well as one full-time ongoing POH. One ongoing employee identified as Indigenous. Of the agency's executive and senior executive level leadership team, 42% were female.
The Commissioner is not engaged under the PS Act and accordingly is not included in the following staffing statistics of APS employees.
Tables 18–22 show the number of employees in each salary range, employment status, gender, office location and workplace arrangement at 30 June 2017.
|SES Band 1||7||–||7||$210,000–$222,500|
1. Salary range includes non-EA workplace arrangements including individual flexibility arrangements where relevant.
2. Includes eight employees who are engaged under the ABCC EA with varied conditions under an individual flexibility arrangement.