1001.0 - Annual Report - ABS Annual Report, 2004-05

ARCHIVED ISSUE Released at 11:30 AM (CANBERRA TIME) 11/10/2005

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Contents >> Section 6 - Appendixes >> Appendix 4 - Staffing overview

Appendix 4 - Staffing overview

TABLE 4.1: NUMBER OF FULL TIME EQUIVALENT(a) STAFF EMPLOYED UNDER THE PUBLIC SERVICE ACT 1999:
By program components(b) and location (staff years)

Image: Table 4.1: Number of Full Time Equivalent(a) Staff Employed Under the Public Service Act 1999: By program components(b) and location (staff years)

Image: Table 4.1: Number of Full Time Equivalent(a) Staff Employed Under the Public Service Act 1999: By program components(b) and location (staff years)

TABLE 4.2.1: NUMBER OF MALE ABS STAFF EMPLOYED UNDER THE PUBLIC SERVICE ACT 1999:
By location and classification, at 30 June (headcount)(a)

TABLE 4.2.2: NUMBER OF FEMALE ABS STAFF EMPLOYED UNDER THE PUBLIC SERVICE ACT 1999:
By location and classification, at 30 June (headcount)(a)

TABLE 4.2.3: TOTAL NUMBER OF ABS STAFF EMPLOYED UNDER THE PUBLIC SERVICE ACT 1999:
By location and classification, at 30 June (headcount)(a)

TABLE 4.3.1: NUMBER OF FULL TIME ABS STAFF EMPLOYED UNDER THE PUBLIC SERVICE ACT 1999:
By gender and classification, at 30 June (headcount)(a)

TABLE 4.3.2: NUMBER OF PART TIME ABS STAFF EMPLOYED UNDER THE PUBLIC SERVICE ACT 1999:
By gender and classification, at 30 June (headcount)(a)

Table 4.3.2: Number of Part Time ABS Staff Employed Under the Public Service Act 1999 (continued)

TABLE 4.3.3: TOTAL NUMBER OF ABS STAFF EMPLOYED UNDER THE PUBLIC SERVICE ACT 1999:
by gender and classifi cation, at 30 June (headcount)(a)

Table 4.3.3: Total Number of ABS Staff Employed Under the Public Service Act 1999 (continued)

TABLE 4.4: REPRESENTATION OF EQUAL EMPLOYMENT OPPORTUNITY (EEO) GROUPS:
ongoing ABS staff at 30 June 2005(a)

TABLE 4.5: STAFF ENGAGED UNDER THE CENSUS AND STATISTICS ACT 1905 (staff years)

TABLE 4.6: ABS INTAKE AND SEPARATIONS OF ONGOING STAFF 2004–05(a)(number)

TABLE 4.7: NUMBER OF ABS SENIOR EXECUTIVE STAFF (SES):
By SES level, gender and location at 30 June(a)

ABS STAFF TRAINING

A key component of the ABS performance management process is to identify the development needs of individual staff and capability requirements of the agency as a whole. Responding to capability gaps through effective strategies for managing learning and development is a key process for building organisational capability. The ABS training and development activities have been designed to build organisational capabilities that align with ABS values and the ABS mission and goals. Learning activities are monitored for effectiveness in developing ABS organisational capabilities. This structure and rigour ensures the best possible return on the investment the ABS makes in developing its people.

During 2004–05 a number of new and redeveloped learning activities were offered to ABS employees. Leadership and management development programs were reworked and made available nationally. These include programs focused on developing personal management and supervisory skills for new employees and new managers.

Table 4.8 shows the number of staff who attended training throughout 2004–05.

TABLE 4.8: ABS STAFF TRAINING(a)

CERTIFIED AGREEMENT AND AUSTRALIAN WORKPLACE AGREEMENT

Details of the number of staff covered by an Australian Workplace

Agreement or a Certified Agreement at 30 June 2005 are as follows:

ABS staff covered by an Australian Workplace Agreement:
- Senior Executive Service (SES) — 34
- Non-SES staff — 213
ABS staff covered by the ABS Certified Agreement 2003–2006 — 2,588
ABS interviewers covered by the ABS Interviewers Certified Agreement 2003–2005 — 552.

THE ABS SALARY SYSTEM

TABLE 4.9: SALARY RANGES AVAILABLE BY CLASSIFICATION AS AT 30 JUNE 2005(a)

The ABS Certified Agreement 2003–2006 outlines the salary arrangements for ABS employees.

In 2004–05 salary increases for APS1 to EL2 employees were effective from 15 July 2004 and there were two components to the salary increases:

a general increase of 2.8 per cent
a performance based increase of:
- 1.5 times the general salary increase, for those employees rated as Fully Effective
- 2.0 times the general salary increase, for those employees rated as Outstanding.

In 2004–05 the minimum and maximum amounts of the salary ranges were increased by 3.5 per cent.

In addition to increases in base salary, APS1 to EL2 employees who were rated as Outstanding, and who were either less than 1 per cent from the maximum of the current range or within $500 from the maximum of the current range, were moved to the maximum of the new range. In addition, they were paid a one off lump sum the greater of 1 per cent of their current salary less the difference between their current salary and the top of the current range, or $500 less the difference between their current salary and the top of the current range.

During 2004–05 the total amount paid as one off lump sum payments was $75,773 to 129 employees.

Table 4.10 shows the performance pay component of the salary increases paid in 2004–05.

TABLE 4.10: PERFORMANCE PAY BY LEVEL

REWARD AND RECOGNITION

The ABS operates a Reward and Recognition Scheme to recognise exceptional one-off achievements by individuals and work groups. Rewards may be made in the form of certificates, hospitality (such as work group lunches), prepaid vouchers and cash bonuses. Total ABS expenditure for the scheme in 2004–05 was $114,865.