Staff are the ABCC's most valuable resource. Our Workforce Plan identifies the importance of retention, performance management, learning and development, and workplace environment strategies to create a high-performing workforce that aligns with agency objectives.
Investment in each of these areas has been significant.
Recruitment and retention
The volume of recruitment during the reporting period was consistent with prior years. The quality of candidates wanting to join the agency was excellent. The graduate recruitment rounds conducted throughout the year were a notable success for the agency.
In the reporting period, the ABCC focused on improving internal administrative costs and user experience for applicants to the ABCC, and launched a new e-recruit system in February 2018.
In the previous reporting period, the ABCC's retention rate was 21%. In this reporting period, retention rates for the agency have decreased by 2%, to 19%.
In 2017–18, the ABCC simplified the performance management process to a two-rank evaluation process. The agency also ran a number of programs to encourage stronger focus on conversations between staff members and their supervisors.
Learning and development
Across the agency, staff have diverse technical and professional skills. These require continuous development. To equip staff, the ABCC delivered 10 externally run programs during the financial year, at a cost of $179,244, along with many internally run technical sessions. These programs included:
- leadership training. Staff are supported with in-house leadership programs such as the StepUp Leadership, a tailored management skills session for executive level staff, and study assistance for external programs
- Building Leadership Simulation Centre workshops
- Certificate IV in Government (Investigation)
- Fair Work Act workshops
- other technical training, such as in statement taking, and wages and entitlements
- online learning modules.
In addition to the agency's investment in the professional development of staff, the ABCC provides a range of non-salary benefits to APS employees, where appropriate for their situation, including:
- flexible working arrangements (part-time work, working from home, flex time and job-sharing)
- salary sacrificing
- payment of work related professional association membership fees
- healthy lifestyle assistance (reimbursement)
- airline lounge membership for staff engaged in frequent work related travel.
The ABCC continued to focus on positive work health and safety by offering a number of wellbeing activities throughout the year, including:
- mental health training
- flu vaccinations
- active programs during Men's Health Week and Women's Health Week
- cultural awareness training
- provision of e-learning modules that provide a broad range of skill-building training on demand.
The agency also promoted the Employee Assistance Program.
During the reporting period, the agency's Work Health and Safety Committee met four times. The ABCC appointed and trained nine new health and safety representatives and first aid officers where needed.
No bullying or harassment incidences, or new compensable injuries were reported during the reporting year.
The agency's rehabilitation management system audit revealed almost 90% compliance against Comcare's Guidelines for Rehabilitation Authorities 2012. This was a significant improvement from the previous year's result of 52% compliance.
The Commissioner and two Deputy Commissioners are engaged as tier 2 POHs in line with the Remuneration Tribunal's determination.
All six SES officers' terms and conditions of employment are covered by common law contracts. The SES did not receive a salary increase during the 2017–18 financial year.
All staff, with the exception of the Commissioner and two Deputy Commissioners, are engaged under the Public Service Act 1999 (Cth) (PS Act).
The current ABCC Enterprise Agreement came into effect on 15 May 2017 and has a nominal expiry date of 15 May 2020. The agreement delivered a 2% increase in salary in May 2018, and a further 1% increase will be paid in November 2018.
All non-SES employees are covered by the ABCC Enterprise Agreement. At 30 June 2018, the ABCC employed 143 employees under the 2017–2020 Enterprise Agreement, six SES officers by common law contracts, and three POHs.
At 30 June 2018, the ABCC employed 126 ongoing and 23 non-ongoing staff members, as well as three full-time ongoing POHs. One ongoing employee identified as Indigenous. Of the agency's senior executive leadership team, 45% were female; of the executive level staff, 36% were female.
Table 28 to Table 32 show the number of employees in each salary range, and their employment status, gender, office location and workplace arrangements at 30 June 2018.
Table 28: Salary range by classification level at 30 June 2018
|APS level||Ongoing||Non-ongoing||Total||Salary range*|
|SES Band 1||6||-||6||$210,000–$222,500|
* Salary range includes non-enterprise agreement workplace arrangements, including individual flexibility arrangements where relevant.
Table 29: Employees by employment status at 30 June 2018
Table 30: Employees by gender at 30 June 2018
Table 31: Employees by office location at 30 June 2018
Table 32: Employees by workplace arrangement at 30 June 2018
|Common law contract||-||6||6|
* Includes eight employees who are engaged under the ABCC Enterprise Agreement with varied conditions under an individual flexibility arrangement.