In previous annual reports, this table included a measure of ‘trainer days’. This has been replaced by a more meaningful measure, ‘average training days’ which is the average number of training days undertaken by ABS staff members.

There are a number of reasons for the apparent decline in attendances at training in 2000-01. Additional courses and training opportunities were offered in 1999-2000 to catch up with a backlog of demand and the previous year’s numbers also included 500 people on security awareness training. More on-line training was offered in 2000-01 which is not
included in the above figures. Generally, the ABS has restructured course content to better focus on business needs and, where possible, to reduce the length of courses. A number of courses were offered less frequently than in 1999-2000. There were no national Information Technology (IT) rollout training campaigns which required formal classroom training. The release of Notes R5 was achieved through information sessions conducted by the IT area (not included in the above figures) together with the placement of local experts to impart knowledge and assist users.

NUMBER OF STAFF COVERED BY A CERTIFIED AGREEMENT OR AN AUSTRALIAN WORKPLACE AGREEMENT (AWA), BY THE SENIOR EXECUTIVE SERVICE (SES) AND NON-SES

Number of SES staff covered by an AWA at 30 June 2001 = 35

Number of ABS staff covered by an AWA at 30 June 2001 = 407

Number of ABS staff covered by the ABS Certified Agreement 2001–2003 at 30 June 2001 = 2923

Number of interviewers covered by the ABS (Interviewers) Certified Agreement 1998–2000 at 30 June 2001 = 638

Number of non-ongoing staff covered by the ABS Census Data Processing Centre Certified Agreement 2001–2002 at 30 June 2001 = 36



DESCRIPTION OF THE ABS REMUNERATION SYSTEM

The ABS remuneration system is two tiered. There is a percentage based general salary increase which includes a component of productivity. All staff who perform satisfactorily or better receive this salary increase. Employees can
receive a further salary increase based upon a performance rating. Both components are a permanent increase to an employee’s salary. These arrangements provided an average pay increase of 3.5 per cent in 2000-01.

The tables below provide information in respect of staff who received the additional performance based salary increase.




REWARD AND RECOGNITION

The ABS operates a reward and recognition scheme to recognise exceptional one-off achievements by individuals or workgroups. Rewards under the scheme may be in the form of certificates, hospitality (such as workgroup lunches), prepaid vouchers and cash bonuses. Total expenditure on the scheme in 2000-01 was $121,645.

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