4.3 MANAGEMENT OF HUMAN RESOURCES

Workforce planning, staff retention and turnover

During 2018–19 the ARC reviewed its priorities for the year and the need for staff in particular areas to support those priorities. The ARC maximised opportunities to develop a flexible and responsive workforce by:

  • enabling staff rotations to support staff development
  • encouraging staff to assist with NCGP and ERA processes during peak periods of activity
  • providing targeted training opportunities
  • providing opportunities to work at higher levels during staff absences
  • ensuring relevant knowledge management and sharing processes were in place.

In 2018–19 staff turnover figures were higher than in previous years, with 31 separations recorded compared to 21 in 2017–18. Twenty-five of these separations were for career opportunities inside or outside the APS.

Employment agreements

During 2018–19 the ARC employed non-Senior Executive Service (SES) staff under the following arrangements:

  • ARC Enterprise Agreement 2017–2020: Under this agreement ARC employees receive a productivity salary increase of two per cent upon commencement of the agreement, two per cent after 12 months, and two per cent after 24 months.
  • Australian Workplace Agreements (AWAs): AWAs are formalised individual agreements negotiated by the employer and employee. Changes to the Workplace Relations Act 1996 stipulated that no new AWAs could be entered into on, or after, 13 February 2008. The ARC has a small number of staff on AWAs that were negotiated before those changes were enacted.
  • Individual Flexibility Arrangements (IFAs): Employees covered by the ARC Enterprise Agreement 2017–2020 may agree to make an IFA to vary the term of the agreement. IFAs within the ARC generally deal with retention allowances or remuneration, allowing the CEO to ensure the employment conditions of specialised employees reflect market forces and experience.

Training and development

ARC training and development activities are conducted within the framework of the agency's Learning and Development Strategy 2019–2020. This strategy aims to equip ARC staff with appropriate training opportunities to ensure the agency has access to the skills and knowledge required to achieve its objectives.

In the 2018 APS Employee Census, 78 per cent of ARC staff indicated that they believed the ARC provided access to effective learning and development opportunities compared to 69 per cent for the APS as a whole.

In 2018–19 the ARC's People and Services section coordinated access to a range of training opportunities including eLearning, in-house training, and external opportunities such as coaching and studies assistance.

In-house training

During the year, all employees were required to undertake mandatory eLearning modules. These modules included:

  • Financial management and budgeting
  • Leading without formal authority
  • Project management foundations: Small projects
  • Security
  • Privacy awareness
  • Commonwealth Child Safe Framework.

All new staff are required to undertake four eLearning modules—APS Values and Principles, Security, Privacy Awareness and Fraud Awareness. In 2019 all new starters to the ARC also participated in the APSC's APS Induction Portal trial.

The ARC also provided staff with access to a range of further training opportunities, including:

  • New supervisor skills
  • How to apply for jobs in the APS
  • Aboriginal insights: Engaging with Aboriginal communities
  • Tweak your week
  • Rock your routine
  • Minute and brief writing skills
  • Mindfulness
  • Balancing your life
  • Strategic thinking (APS level staff)
  • Understanding strategic direction, influencing and tactical skills (Executive Level staff)
  • Career coaching (Executive Level staff).

Work health and safety performance

The ARC's Workplace Health and Safety arrangements, provided in accordance with Schedule 2, Part 4 of the Work Health and Safety Act 2011, are reported in Appendix 5.

Productivity gains

During 2018–19 the ARC continued to review its procedures to streamline administrative processes and systems for ARC staff and NCGP, ERA and EI stakeholders. In addition, the ARC:

  • improved post-award grant management processes by reducing the supporting material required for variation requests
  • automated the population of research output data into NCGP application forms
  • improved functionality and automation for eligibility management in NCGP application forms
  • removed duplication in annual reporting requirements for the CoE scheme
  • removed duplication in the annual progress report template for the Industrial Transformation Research Program
  • made searchable public data sets for ERA and EI available through the ARC Data Portal
  • improved assessor assignment processes on RMS through the generation of additional information on the quality of assessor matching
  • relaunched ARC Grants Search, which incorporates improvements to search functionality, allows results to be downloaded and includes post-award data
  • adapted its phone system to make use of public cloud capabilities.

Diversity

The ARC Workplace Diversity Program 2015–19 provides the framework for a number of diversity plans and policies including the Multicultural Access and Equity Plan, Discrimination and Harassment-Free Workplace Policy and ARC Reconciliation Action Plan.

In 2018–19 the ARC:

  • required all staff to complete Bullying and Harassment-Free Workplace training
  • required all staff to complete eLearning modules on Cultural Awareness
  • discussed diversity, and assessed agency outcomes, through the ARC Diversity Working Group's Diversity Program
  • finalised an updated version of the ARC Reconciliation Action Plan
  • hosted National Reconciliation Week activities
  • participated in National Aboriginal and Islander Day Observance Committee (NAIDOC) week activities
  • celebrated Harmony Day on 21 March 2019 to recognise Australian cultural diversity
  • publicised R U OK? Day to raise awareness of the importance of meaningful conversations with colleagues to foster mental health
  • continued to encourage use of the Employee Assistance Program.

Overview

Table 5: All ongoing employees, current reporting period (as at 30 June 2019)
Male Female Indeterminate Total
Full Time Part Time Total Full Time Part Time Total Full Time Part Time Total
NSW 0 0 0 0 0 0 0 0 0 0
QLD 0 0 0 0 0 0 0 0 0 0
SA 0 0 0 0 0 0 0 0 0 0
TAS 0 0 0 0 0 0 0 0 0 0
VIC 0 0 0 0 0 0 0 0 0 0
WA 0 0 0 0 0 0 0 0 0 0
ACT 35 4 39 68 27 95 0 0 0 134
NT 0 0 0 0 0 0 0 0 0 0
Overseas 0 1 1 0 0 0 0 0 0 1
Total 35 5 40 68 27 95 0 0 0 135

Note: CEO is not included in this table

Table 6: All non-ongoing employees, current reporting period (as at 30 June 2019)
Male Female Indeterminate Total
Full Time Part Time Total Full Time Part Time Total Full Time Part Time Total
NSW 0 0 0 0 0 0 0 0 0 0
QLD 0 0 0 0 0 0 0 0 0 0
SA 0 0 0 0 0 0 0 0 0 0
TAS 0 0 0 0 0 0 0 0 0 0
VIC 0 0 0 0 0 0 0 0 0 0
WA 0 0 0 0 0 0 0 0 0 0
ACT 1 0 1 1 1 2 0 0 0 3
NT 0 0 0 0 0 0 0 0 0 0
Overseas 0 0 0 0 0 0 0 0 0 0
Total 1 0 1 1 1 2 0 0 0 3

Note: CEO is not included in this table

Table 7: All ongoing employees, previous reporting period (as at 30 June 2018)
Male Female Indeterminate Total
Full Time Part Time Total Full Time Part Time Total Full Time Part Time Total
NSW 0 0 0 0 0 0 0 0 0 0
QLD 0 0 0 0 0 0 0 0 0 0
SA 0 0 0 0 0 0 0 0 0 0
TAS 0 0 0 0 0 0 0 0 0 0
VIC 0 0 0 0 0 0 0 0 0 0
WA 0 0 0 0 0 0 0 0 0 0
ACT 34 3 37 74 22 96 0 0 0 133
NT 0 0 0 0 0 0 0 0 0 0
Overseas 0 0 0 0 0 0 0 0 0 0
Total 34 3 37 74 22 96 0 0 0 133

Note: CEO is not included in this table

Table 8: All non-ongoing employees, previous reporting period (as at 30 June 2018)
Male Female Indeterminate Total
Full Time Part Time Total Full Time Part Time Total Full Time Part Time Total
NSW 0 0 0 0 0 0 0 0 0 0
QLD 0 0 0 0 0 0 0 0 0 0
SA 0 0 0 0 0 0 0 0 0 0
TAS 0 0 0 0 0 0 0 0 0 0
VIC 0 0 0 0 0 0 0 0 0 0
WA 0 0 0 0 0 0 0 0 0 0
ACT 3 1 4 5 3 8 0 0 0 12
NT 0 0 0 0 0 0 0 0 0 0
Overseas 0 0 0 0 0 0 0 0 0 0
Total 3 1 4 5 3 8 0 0 0 12

Note: CEO is not included in this table

Gender

Table 9: Number of ongoing employees by gender, current reporting period (as at 30 June 2019)
Male Female Indeterminate Total
Full Time Part Time Total Full Time Part Time Total Full Time Part Time Total
SES 3 0 0 0 0 0 0 0 0 0 0
SES 2 1 0 1 0 0 0 0 0 0 1
SES 1 1 0 1 3 0 3 0 0 0 4
EL 2 8 1 9 8 1 9 0 0 0 18
EL 1 11 2 13 21 5 26 0 0 0 39
APS 6 10 1 11 19 9 28 0 0 0 39
APS 5 2 1 3 17 5 22 0 0 0 25
APS 4 2 0 2 5 1 6 0 0 0 8
APS 3 0 0 0 0 0 0 0 0 0 0
APS 2 0 0 0 1 0 1 0 0 0 1
APS 1 0 0 0 0 0 0 0 0 0 0
Other 0 0 0 0 0 0 0 0 0 0
Total 35 5 40 74 21 95 0 0 0 135

Note: CEO is not included in this table

Table 10: Number of non-ongoing employees by gender, current reporting period (as at 30 June 2019)
Male Female Indeterminate Total
Full Time Part Time Total Full Time Part Time Total Full Time Part Time Total
SES 3 0 0 0 0 0 0 0 0 0 0
SES 2 0 0 0 0 0 0 0 0 0 0
SES 1 0 0 0 0 0 0 0 0 0 0
EL 2 0 0 0 0 0 0 0 0 0 0
EL 1 0 0 0 0 0 0 0 0 0 0
APS 6 0 0 0 1 0 1 0 0 0 1
APS 5 0 0 0 0 0 0 0 0 0 0
APS 4 1 0 1 0 0 0 0 0 0 1
APS 3 0 0 0 0 1 1 0 0 0 1
APS 2 0 0 0 0 0 0 0 0 0 0
APS 1 0 0 0 0 0 0 0 0 0 0
Other 0 0 0 0 0 0 0 0 0 0
Total 1 0 1 1 1 2 0 0 0 3

Note: CEO is not included in this table

Table 11: Number of ongoing employees by gender, previous reporting period (as at 30 June 2018)
Male Female Indeterminate Total
Full Time Part Time Total Full Time Part Time Total Full Time Part Time Total
SES 3 0 0 0 0 0 0 0 0 0 0
SES 2 0 0 0 1 0 1 0 0 0 1
SES 1 0 0 0 1 0 1 0 0 0 1
EL 2 9 0 9 11 1 12 0 0 0 21
EL 1 12 2 14 23 6 29 0 0 0 43
APS 6 6 1 7 15 9 24 0 0 0 31
APS 5 6 0 6 16 6 22 0 0 0 28
APS 4 1 0 1 6 0 6 0 0 0 7
APS 3 0 0 0 0 0 0 0 0 0 0
APS 2 0 0 0 1 0 1 0 0 0 1
APS 1 0 0 0 0 0 0 0 0 0 0
Other 0 0 0 0 0 0 0 0 0 0
Total 34 3 37 74 22 96 0 0 0 133

Note: CEO is not included in this table

Table 12: Number of non-ongoing employees by gender, previous reporting period (as at 30 June 2018)
Male Female Indeterminate Total
Full Time Part Time Total Full Time Part Time Total Full Time Part Time Total
SES 3 0 0 0 0 0 0 0 0 0 0
SES 2 0 0 0 0 0 0 0 0 0 0
SES 1 0 0 0 0 0 0 0 0 0 0
EL 2 0 1 1 0 0 0 0 0 0 1
EL 1 0 0 0 1 0 1 0 0 0 1
APS 6 0 0 0 0 1 1 0 0 0 1
APS 5 1 0 1 0 1 1 0 0 0 2
APS 4 1 0 1 3 0 3 0 0 0 4
APS 3 0 0 0 1 1 2 0 0 0 2
APS 2 1 0 1 0 0 0 0 0 0 1
APS 1 0 0 0 0 0 0 0 0 0 0
Other 0 0 0 0 0 0 0 0 0 0
Total 3 1 4 5 3 8 0 0 0 12

Note: CEO is not included in this table

Full time/part time employment arrangements

Table 13: Employees by full time and part time status, current reporting period (as at 30 June 2019)
Ongoing Non-Ongoing Total
Full Time Part Time Total Full Time Part Time Total
SES 3 0 0 0 0 0 0 0
SES 2 1 0 1 0 0 0 1
SES 1 4 0 4 0 0 0 4
EL 2 16 2 18 0 0 0 18
EL 1 29 10 39 0 0 0 39
APS 6 29 10 39 1 0 1 40
APS 5 16 9 25 0 0 0 25
APS 4 7 1 8 1 0 1 9
APS 3 0 0 0 0 1 1 1
APS 2 1 0 1 0 0 0 1
APS 1 0 0 0 0 0 0 0
Other 0 0 0 0 0 0 0
Total 103 32 135 2 1 3 138

Note: CEO is not included in this table

Table 14: Employees by full time and part time status, previous reporting period (as at 30 June 2018)
Ongoing Non-Ongoing Total
Full Time Part Time Total Full Time Part Time Total
SES 3 0 0 0 0 0 0 0
SES 2 1 0 1 0 0 0 1
SES 1 1 0 1 0 0 0 1
EL 2 20 1 21 0 1 1 22
EL 1 35 8 43 1 0 1 44
APS 6 21 10 31 0 1 1 32
APS 5 22 6 28 1 1 2 30
APS 4 7 0 7 4 0 4 11
APS 3 0 0 0 1 1 2 2
APS 2 1 0 1 1 0 1 2
APS 1 0 0 0 0 0 0 0
Other 0 0 0 0 0 0 0
Total 108 25 133 8 4 12 145

Note: CEO is not included in this table

Location

Table 15: Employment type by location, current reporting period (as at 30 June 2019)
Ongoing Non-Ongoing Total
NSW 0 0 0
QLD 0 0 0
SA 0 0 0
TAS 0 0 0
VIC 0 0 0
WA 0 0 0
ACT 134 3 137
NT 0 0 0
Overseas 1 0 1
Total 135 3 138

Note: CEO is not included in this table

Table 16: Employment type by location, previous reporting period (as at 30 June 2018)
Ongoing Non-Ongoing Total
NSW 0 0 0
QLD 0 0 0
SA 0 0 0
TAS 0 0 0
VIC 0 0 0
WA 0 0 0
ACT 133 12 145
NT 0 0 0
Overseas 0 0 0
Total 133 12 145

Note: CEO is not included in this table

Indigenous employment

Table 17: Indigenous employment, current reporting period (as at 30 June 2019)
Total
Ongoing 1
Non-Ongoing 0
Total 1
Table 18: Indigenous employment, previous reporting period (as at 30 June 2018)
Total
Ongoing 0
Non-Ongoing 1
Total 1

Number of staff by employment arrangement

Table 19: Employment arrangements, current reporting period (as at 30 June 2019)
SES Non-SES Total
ARC Enterprise Agreement 0 133 133
Australian Workplace Agreements 0 2 2
Individual Flexibility Arrangements 0 14 14
Common Law Contract 5 0 5
Total 5 133 138

Note: The total number of agreements is higher than the total workforce as staff with AWAs and IFAs are also covered by the ARC Enterprise Agreement.

Salary ranges

Table 20: Employment salary ranges by classification level, current reporting period (as at 30 June 2019)
Minimum Salary ($) Maximum Salary ($)
SES 3 - -
SES 2 230,000 250,000
SES 1 170,000 229,380
EL 2 121,417 164,200
EL 1 101,191 142,800
APS 6 79,227 92,210
APS 5 71,558 75,622
APS 4 65,868 69,607
APS 3 58,591 61,916
APS 2 52,463 56,993
APS 1 48,529 49,771
Other - -
Total (Minimum/Maximum) 48,529 250,000

Note: CEO is not included in this table

Performance pay

The ARC does not provide performance pay or performance-based bonuses.

Non-salary benefits

The ARC offered a range of non-salary benefits to employees in 2018–19 including:

  • flu vaccinations
  • a healthy lifestyle allowance
  • superannuation advice
  • access to salary packaging arrangements
  • access to the Employee Assistance Program.

Senior Executive Service remuneration

Terms and conditions for ARC SES staff are set out by common law contracts. As at 30 June 2019 there were five common law contracts in place for ARC SES staff.

Remuneration is reviewed annually taking into account the individual's personal skills, knowledge, experience and capabilities as well as achievements against goals set in the preceding performance cycle.

At 30 June 2019 the notional salary range for SES Band 1 and Band 2 officers was between $170,000 and $250,000. Further information about the ARC's remuneration of key management personnel (Table 21) and senior executives (Table 22) is provided below.5

Table 21: Information about remuneration for key management personnel, 2018–19
Short-term benefits Post-employment benefits Other long-term benefits Termination benefits Total remuneration
Name Position title Base salary Bonuses Other benefits and allowances Annual Leave Superannuation contributions Long service leave Other long-term benefits
Sue Thomas Chief Executive Officer 402,377 0 0 31,924 70,212 10,419 0 0 514,932
Tony Willis Executive General Manager (current) 86,415 0 9,585 7,924 14,444 12,965 0 0 131,333
Leanne Harvey Executive General Manager (former) 122,443 0 30,211 9,846 23,222 2,838 0 0 188,560
Kylie Emery Branch Manager 202,790 0 21,930 17,517 42,157 9,737 0 0 294,131
Julija Deleva Branch Manager 185,382 0 21,930 19,283 35,997 14,899 0 0 277,491
Sarah Howard Branch Manager 178,173 0 22,608 18,281 35,699 16,843 0 0 271,604
Table 22: Information about remuneration for senior executives, 2018–19
Short-term benefits Post -employment benefits Other long-term benefits Termination benefits Total remuneration
Total remuneration bands Number of senior executives Average base salary Average bonuses Average other benefits and allowances Average Annual Leave Average superannuation contributions Average long service leave Average other long-term benefits Average termination benefits Average total remuneration
$0–$220,000 2 18,654 0 0 3,906 2,817 -3,613 0 0 21,764
$220,001–$245,000 0 0 0 0 0 0 0 0 0 0
$245,001–$270,000 0 0 0 0 0 0 0 0 0 0
$270,001–$295,000 1 190,672 0 21,930 16,488 32,357 11,557 0 0 273,004
$295,001–$320,000 0 0 0 0 0 0 0 0 0 0
$320,001–$345,000 0 0 0 0 0 0 0 0 0 0
$345,001–$370,000 0 0 0 0 0 0 0 0 0 0
$370,001–$395,000 0 0 0 0 0 0 0 0 0 0
$395,001–$420,000 0 0 0 0 0 0 0 0 0 0
$420,001–$445,000 0 0 0 0 0 0 0 0 0 0
$445,001–$470,000 0 0 0 0 0 0 0 0 0 0
$470,001–$495,000 0 0 0 0 0 0 0 0 0 0
$495,001–$…. 0 0 0 0 0 0 0 0 0 0

Notes: Table 22 does not include senior executives already recognised in Table 21: Information about remuneration for key management personnel, 2018–19. Two senior executives left the ARC during the 2018–19 financial year.