Human resources

FWBC's Human Resources Team is responsible for the delivery of a wide range of people services, including workforce planning, recruitment, pay and conditions, performance management, learning and development, workplace health and safety, and workplace diversity. The effective management and development of FWBC's employees is evidenced by the continued achievement of the agency's objectives. Employee management and development is strongly linked through the agency's key organisational planning processes and its effectiveness is assessed through an internal communication framework that includes a People Committee, annual staff survey, staff performance management and monthly executive reporting. Where there are gaps in capabilities identified, FWBC addresses these through a range of Human Resource strategies as outlined below.

Workforce planning

The FWBC Workforce Plan details the specific actions required to ensure the organisation has the resources to achieve its goals and objectives.

By identifying current workforce capabilities and considering its future needs, the agency positions itself to deliver objectives to reduce the risks associated with reactive workforce decisions.

The Workforce Planning Committee meets monthly to ensure strategies are in place to meet agency requirements.

Recruitment and retention

FWBC is committed to employment decisions based on merit, legislative compliance, a competitive selection process, fairness, and transparency.

In the reporting year, FWBC undertook 39 external recruitment exercises. All FWBC vacancies are advertised in APS Jobs and selected online/print media, as the most cost-effective way to reach and engage with the target audience.

FWBC uses a range of strategies to retain staff, including opportunities for advancement through flexible working arrangements, access to purchased leave provisions, salary packaging, reward and recognition initiatives, and learning and development opportunities.

Flexible working arrangements

The agency's flexible working arrangements aim to provide a balance between employees' work and personal lives, and opportunities for improved organisational productivity. The following working arrangements are available under the agency's enterprise agreement (EA):

  • flex time and compressed working patterns;
  • part-time work;
  • job-sharing;
  • working from home;
  • generous leave provisions, including Christmas closedown and access to purchased additional annual leave; and
  • individual flexibility arrangements.

Salary sacrificing

FWBC provides a range of items that can be salary-sacrificed through the agency's selected provider, including superannuation and car leases.

Learning and development

FWBC 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 FWBC's strategic direction, work well in their team, and are engaged in building their capability and skills; and
  • respected leaders who model FWBC's culture and guide employees in delivering objectives of the agency.

Employees can also 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 agencies.

In 2015–16 FWBC continued to develop and implement a coordinated approach to learning and development for the effective development of staff.

In addition to a broad range of existing training courses, in 2015–16 FWBC launched a new suite of internal technical training programs, including ‘Investigative interviewing', ‘Statement-taking' and ‘Building code field training'. Following the success of the FWBC Leadership Program, the first cohort of staff undertook the FWBC Aspiring Leaders Program, which focused on developing the core leadership skills of aspiring leaders.

FWBC also sponsors staff to attain relevant qualifications through accredited courses such as Government (Investigations) – Certificate IV and Diploma – and the Public Sector Management Program. In 2015–16, 10 staff participated in the Diploma of Government (Investigations) and one staff member completed the Public Sector Management Program, with seven expected to commence in 2016–17. All staff in the Professional Standards Unit completed Certificate IV in Risk Management Essentials. Financial and workplace support is also available for individual employees who undertake approved university study through the FWBC's Study Assistance Scheme.

Investment in people through learning and development continues to be a priority at FWBC to ensure that staff have the skills and knowledge to fulfil their roles.

Workplace arrangements

All staff, with the exception of the FWBC Director, are employed under the Public Service Act 1999.

The agency EA 2011–2014 commenced on 11 October 2011. As at 30 June 2016, the replacement FWBC agreement was under negotiation; terms and conditions under the pre-existing EA will continue until it is replaced.

All Senior Executive Service (SES) officers' terms and conditions of employment are covered by Common Law Agreements.

As at 30 June 2016, FWBC employed 136 employees under the 2011–2014 EA, eight SES officers by common law contracts and one Public Office Holder (POH).

Salaries and classifications

#Table 26: Classification and salary ranges

Classification

FWBC broadband

FWBC Government lawyer broadband

Salary Range ($) (includes Individual Flexibility Agreements where relevant)

SES

NA

NA

185,000 – 225,500

EL2

3.2

3.2

117,221 – 152,188

EL1

3.1

3.1

101,665 – 123,268

APS6

2.3

2.4

79,862 – 101,665

APS5

2.2

2.3

73,738 – 78,148

APS4

2.1

2.2

66,144 – 78,148

APS3

1.3

2.1

59,407 – 64,063

APS2

1.2

1.2

52,792 – 57,815

APS1

1.1

1.1

46,546 – 48,384

As at 30 June 2016, 11 APS staff were covered by an Individual Flexibility Agreement (one at APS3, two at APS4, two at APS6, four at EL1, two at EL2).

Non-salary benefits

FWBC provides for a range of non-salary benefits, including a mobile phone or iPad for work use, work-related professional association membership fees and airline lounge membership if 12 or more return trips are planned for the year.

#Table 27: Staff numbers within the broadband classification groups at FWBC

FWBC broadband

Staff numbers (Column A)

FWBC Government lawyer broadband

Staff numbers (Column B)

Totals (Column A plus Column B)

APS classification

POH

1

   

1

POH

SES2

2

   

2

SES 2

SES1

6

   

6

SES 1

3.2

15

   

15

EL 2

3.1

29

   

29

EL 1

2.3

33

2.4

2

35

APS 6

2.2

22

2.3

2

24

APS 5

2.1

20

2.2

 

20

APS 4

1.3

9

2.1

 

9

APS 3

1.2

4

   

4

APS 2

1.1

0

   

0

APS 1

Staffing statistics

As at 30 June 2016, FWBC employed 145 staff. One employee identified as Indigenous.

#Table 28: Type of employment as at 30 June 2016

Type of employment

Staff numbers

Statutory Appointment

1

Ongoing full time

118

Ongoing part time

15

Non-ongoing full time

5

Non-ongoing casual

6

Total

145

#Table 29: Gender comparison as at 30 June 2016

Gender

2015–16

Female

72

Male

73

Total

145

#Table 30: Gender comparison at Executive and SES Level as at 30 June 2016

Gender

Executive Level 1

Executive Level 2

SES & POH

Female

11

6

2

Male

18

9

7

Total

29

15

9

#Table 31: FWBC staff locations as at 30 June 2016

FWBC office

Staff numbers

Sydney

25

Melbourne

63

Brisbane

19

Perth

19

Adelaide

9

Hobart

2

Canberra

4

Darwin

4

Total

145

Work health and safety

Executive commitment

FWBC places a high priority on work health and safety (WHS). FWBC recognises the importance of developing and maintaining safe working conditions and practices, and the importance of following current policies and maintaining standards.

All employees are responsible for maintaining a safe work environment. This is achieved through the cooperation of staff, FWBC Health and Safety representatives, and the Work Health Safety Committee.

Work health and safety policy

FWBC launched a new WHS policy in June 2016. This policy replaced Health and Safety Arrangements 2012–15. The new policy enables FWBC to move forward with a focus on its own people, allowing a more targeted approach to the promotion and development of health, safety and welfare for FWBC employees.

Initiatives

FWBC supports a number of initiatives to improve and maintain the overall health of the FWBC workforce:

  • subsidised flu vaccinations for all staff;
  • six-monthly WHS inspections in all state FWBC offices;
  • workstation assessments conducted by an external occupational therapist for all employees with a reported health concern;
  • ongoing intranet articles focused on the promotion of workplace health and safety in the workplace i.e. Employee Assistance Program;
  • implementation of an online WHS Training Module for staff and managers;
  • relocation of office, initiating sit–stand desks in all new office fit-outs, accompanied by ergonomic assessments with an occupational therapist;
  • procurement of a Health and Wellbeing Program to commence in August 2016; and
  • training delivered by Comcare to SES on their roles and responsibilities under the Work Health and Safety Act 2011(WHS Act).

Comcare premiums

FWBC's average Comcare workers compensation premium rate decreased slightly from 2.52 per cent in 2014–15 to 2.44 per cent in 2015–16.

#Table 32: Comcare premium rates

2014–15

2015–16

2.52%

2.44%

Incident reporting

Under the WHS Act, FWBC is required to report any notifiable incidents which arise from FWBC's undertaking. There were no notifiable incidents reported to Comcare during the 2015–16 year.

Investigations conducted

Under part 10 of the WHS Act, FWBC is required to report details of any investigations that have taken place, including details of all notices given to the entity during the year.

During the reporting period no health and safety investigations were conducted by Comcare and no notices were issued to the agency.