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, work health and safety and workplace diversity.
The FWBC Workforce Plan details the specific actions required to ensure the organisation has the resources to achieve the goals and objectives of the agency.
By identifying current workforce capabilities and considering the future needs of FWBC, 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 ten external recruitment exercises. All FWBC positions are advertised on APS Jobs and selected online media as this provides the most cost effective way to reach and engage with our target audience.
FWBC complied with the Interim Arrangements for Recruitment in the Australian Public Service introduced on 31 October 2013 for all recruitment exercises.
FWBC utilises 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 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;
- part-time work;
- job sharing;
- 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 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
- leaders who model FWBC’s culture, are respected, and guide employees in delivery of the agency’s objectives.
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 2014 to 15, FWBC continued to develop and implement a coordinated approach to learning and development. This is paramount in ensuring the development of staff is effective.
In addition to a broad range of existing training courses, in 2014 to 15 FWBC made significant investments in ongoing skills development for our leaders. FWBC’s Leadership Program for staff with supervisory responsibilities was launched in 2014 to 15 and will conclude in August 2015. A further program for upcoming leaders will be developed and launched in 2015 to 16.
To provide an alternative learning medium, FWBC launched its Learning Management System (LMS) in 2014 to 15. As at 30 June 2015, six learning modules had been made available for staff to complete.
FWBC also sponsors staff to attain relevant qualifications through accredited courses such as the Certificate IV and Diploma in Government (Investigations) and the Public Sector Management Program. In the 2014 to 15 financial year, six staff participated in the Diploma in Government (Investigations) and four staff participated in the Public Sector Management Program. Financial and workplace support is also available for individual employees who undertake approved university study through the FWBC’s Study Assistance Scheme.
All staff with the exception of the FWBC Director are employed under the Public Service Act 1999 (PS Act).
The agency Enterprise Agreement (EA) 2011 to 2014 commenced on 11 October 2011. As at 30 June 2015, the replacement FWBC Agreement was under negotiation and the terms and conditions under the pre-existing Enterprise Agreement 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 2015, FWBC employed 138 employees under the 2011 to 2014 EA, seven SES officers by common law contracts and one Public Office Holder (POH).