The FWBC Workforce Plan details the specific actions required to ensure the organisation has the resources to achieve the goals and objectives.
By identifying current workforce capabilities and considering the future needs of the agency, the agency positions itself to better deliver its objectives, and reduce the risks associated with reactive workforce decisions.
Recruitment and Retention
FWBC is committed to employment decisions based on merit, competitive selection processes, fairness and transparency.
In the reporting period, FWBC undertook one external recruitment exercise. All FWBC positions are advertised in APS Jobs and selected online media as this provides the most cost effective way to reach and engage with our target audience.
FWBC complies with the Interim Arrangements for Recruitment in the Australian Public Service introduced on 31 October 2013.
FWBC utilises a range of strategies to retain staff including opportunities for advancement through broadbanding, 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 employee’s work and personal lives and opportunities for improved organisational productivity. The following types of working arrangements available under the agency’s Enterprise Agreement (EA) offer flexibility to employees and opportunities for improved productivity:
flex time and compressed working patterns;
working from home;
use of generous leave provisions including Christmas Closedown and access to purchase additional annual leave; and
individual flexibility arrangements.
FWBC provides a range of items that can be salary packaged through the agency selected provider including superannuation and car leases.