Appendix 1 Explanation of Terms

Appendix 1 Explanation of Terms Explanation of Terms South Australian Public Sector The definition of the South Australian public sector is based on the Standard Institutional Sector Classification of Australia (SISCA) and the other economic sector classifications which are used in conjunction with it. These have been developed by the Australian Bureau of Statistics (ABS) and are detailed in the ABS publication titled Standard Economic Sector Classifications of Australia, 1998 (Catalogue No. 1218.0). In October 1998 the ABS released a revised version of the SISCA and the accompanying classifications. Accordingly the structure of the South Australian public sector published in this workforce report reflects the revised institutional classification. The greatest change under the revised version of SISCA is that all three South Australian universities, while remaining classified to the general government sector, are now categorised as ‘multijurisdictional’ units and can therefore no longer be classified as state public sector organisations. In coming to this decision the ABS stated that the combined degree of control exercised in various forms over the universities by the commonwealth (financial control) and state governments (legislative control) meant that the universities could not be defined unambiguously as under the control of a single government jurisdiction. Under the SISCA and accompanying classifications the South Australian public sector is essentially defined as a combination of the bodies established under legislation and others that the state government controls through various mechanisms. Under this definition the South Australian public sector includes: • • • • Government departments formally established under the Public Sector Management Act, 1995 (the Administrative Units). Statutory bodies established to regulate or market commodities, industries and occupational groups. Subsidiary organisations of public sector organisations. Other bodies where a public sector organisation has complete or majority ownership of voting shares or other forms of voting capital which entitles them to control general corporate policy. Workforce data for the public sector is presented in this report using three levels of reporting: • • • Individual organisation. Total Administrative Units and/or total Other Public Sector Organisations. Total public sector. Where the data is presented at the organisational level the organisations are classified and listed as Administrative Units or Other Public Sector Organisations. Appendix 1 • 1 Explanation of Terms These are defined as follows: Administrative Units are administrative structures: (a) (b) in which persons are to be employed which are established, or continue in existence, under the Public Sector Management Act 1995 as a department or other Administrative Unit. Other state public sector organisations are non-administrative structures and include: (a) (b) all statutory bodies any company or organisation which an Administrative Unit or other state public sector organisation controls or has more than 50% ownership. By adopting the ABS definition this report provides workforce information that is of comparative standard to relevant ABS data and which can accurately profile the broader South Australian public sector workforce. Individuals using this information may choose to amend the data provided by including/excluding the organisations, which they consider appropriate for their purposes. A significant number of organisations are classified as South Australian public sector organisations under this definition. However the employees of many smaller organisations are included in the workforce figures of larger South Australian public sector organisations. Such organisations have not been identified separately. For example the Public Trustee of South Australia is ultimately responsible to Parliament though the Attorney-General and is therefore included in the workforce figures for the Attorney-General’s Department. In addition employees of South Australian public sector organisations support many part-time statutory boards and committees. These employees are counted in the supporting organisations workforce figures. For example the Promotion and Grievance Appeals Tribunal is staffed by employees of the Office for the Commissioner for Public Employment and these employees are therefore included in the workforce figures for the Department for the Premier and Cabinet. Members of part-time boards and committees are not included in the workforce figures contained in this report as, while they may receive an honorarium payment for time spent attending board and committee meetings, they are not employees of the boards or committees. Historical employment information is available from June 1985 for many of the organisations included under the current definition of the South Australian public sector. Historical information on agencies which are no longer a part of the South Australian state public sector and those which were not included in the workforce figures from their inception is generally not available. It is possible that historical information gives an underestimation of the level of public sector employment. This is particularly the case for historical data, which was collected and reported prior to the adoption of the standardised ABS classification in 1992. Historical information in this report may differ slightly from previously published figures due to the subsequent correction of any errors or anomalies that have been discovered. Appendix 1 • 2 Explanation of Terms Employees Persons counted as employees are those paid on the last payday in June and/or in receipt of a salary as at June 30. These include: • • • • • • • • • • • • • • • Persons on the payroll Persons on leave paid in advance. Persons receiving workers compensation payments. Persons paid from funds administered by the organisation. Statutory appointees i.e.: Judges, Commissioners. Casuals and persons paid on an hourly or sessional basis. Education Act relief and contract teachers. Ministerial employees and electorate secretaries. Vacational students. Employees appointed on a term or contract basis. Supernumerary employees employed under special recruitment schemes. Persons employed and paid under the Government New Apprenticeship scheme or the South Australian Government Youth Training Initiative i.e.: Trainees, Apprentices. Persons employed and paid under the SA Public Sector Graduate Recruitment Program. National Indigenous Cadetship Program (NICP) participants who are undertaking a 12 month temporary placement. Government Ministers (included under Legislature only). Persons excluded from the calculation are: • Persons on leave without pay. Members of part-time boards and committees. Persons working for a fee for service contract and paid on a non-time basis i.e.: cleaners paid per square metre. Persons employed on a temporary hourly basis from external employment agencies. Persons working under the Work for the Dole scheme. • • • • Full-time Equivalent (FTE) ♦ Estimated FTE The full-time equivalent (FTE) of employees is the estimated number of full-time personnel whose total work hours per week would be the same as that of existing full-time and part-time employees. To calculate a full-time equivalent, each part-time employee is counted as a decimal fraction by dividing the number of hours worked each week by the normal full-time hours per week for that position. For example, in a position in which 37.5 hours each week is full-time: 30.0 hours 37.5 hours = 0.8 FTE = 1.0 FTE Appendix 1 • 3 Explanation of Terms ♦ Average FTE's Over Period The average full-time equivalent (FTE) of employees is the estimated average number of full-time personnel over a period. Generally a one-year period is used. To calculate the average FTE figure over the period determine the intervals within the period that will be used for calculating the average. Generally either fortnightly or monthly intervals are used. Once this is determined, the average FTE figure is calculated as follows: Sum of FTE's at the end of each interval divided by the number of intervals. e.g. - to calculate the average FTE figure using monthly intervals for the period January 1 to June 30, assuming that the FTE figure for the last day of each month was 61.0 at January, 60.1 at February, 63.2 at March, 63.4 at April, 67.3 at May, 64.2 at June, the calculation would be: Average FTE = 61.0+60.1+63.2+63.4+67.3+64.2 divided by 6 (number of months) = 63.2. Employee Type For the purposes of this report employees have been reported under the following broad employee type categories. These categories represent the major employee groups across the South Australian public sector: ♦ Children’s Services Act The Children’s Services Act workforce covers all persons engaged under the Children’s Services Act, 1985. Children's Services Act employees include pre-school teaching staff, including permanent, contract and relief Children's Services Officers, seconded teachers who are employed to develop curriculum, early childhood workers (engaged under the Early Childhood Workers Award) who provide a support and assistance function to South Australian public pre-school sites and pre-school directors who teach children and manage staff/site/s in South Australian public pre-schools. Children’s Services employees are employed by the Department for Education, Training and Employment. ♦ Disability Services Officers The disability services officers workforce covers those persons employed by the Intellectual Disability Services Council. These employees provide daily living support to residents who have an intellectual disability. ♦ Education Act The Education Act workforce encompasses all persons engaged under the Education Act, 1972, excluding School Services Officers and Aboriginal Education Workers who are reported elsewhere. Education Act employees include teachers, seconded teachers employed to develop curriculum or provide specialist support such as training or advice, coordinators, assistant principals and deputy principals who manage a specific function/s, project/s or a team of teachers (deputy principals also act in the principals’ absence), and principals who are responsible for the development and achievement of the schools’ goals and objectives, manage staff and the physical and financial resources of the school. Education Act employees also include hourly paid instructors and temporary relieving teachers who are employed on a casual or ad hoc basis to backfill teaching staff absent on leave (such as sick leave or leave without pay to a maximum of 20 continuous working days). Education Act employees are employed by the Department for Education, Training and Employment. Appendix 1 • 4 Explanation of Terms ♦ Emergency Services The emergency services workforce comprises fire fighters from the South Australian Metropolitan Fire Service and ambulance officers from the South Australian Ambulance Service. The fire fighters from the South Australian Country Fire Service and emergency workers from the Emergency Services Administrative Unit are not included as public sector employees as they work on a voluntary basis. ♦ Executives Executives are defined as employees who are appointed pursuant to either Part 4 or Part 7 (Division 1) of the PSM Act 1995; and/or occupy a position having a work value of 670 points or more (MCED score); and/or is employed under the PSM Act in any of the following classification types EL, EX, MLS, SMS or MD; and/or receive a total salary equivalent to $78,187 per annum or more (equating to EL1 minimum under the public service structure); and/or receive a total remuneration package equivalent to $98,286 per annum or more (equating to ExA minimum under the public service structure). A total remuneration package may include monetary benefits such as salary and allowances, plus nonmonetary benefits such as the use of a vehicle and employer superannuation contributions. This definition does not include persons with non-executive responsibilities who are paid additional allowances for specialist skills or for the purposes of attraction and retention, which take them over the financial thresholds listed above. This employee type includes statutory and constitutional appointments, managers, chief executive officers, professional specialists, medical officers, nurses and legal services officers employed at the executive level across the Administrative Units and Other Public Sector Organisations. An executive manager is someone who is accountable for the delivery of a service, program or project, and leads an organisational unit, with staff other than personal assistants, and makes a high level contribution to policy and strategy development. An executive professional is someone who is accountable for the delivery of high level specialist advice, leads the development of policy, technical or professional expertise, and makes a high level contribution to professional or technical standards. ♦ Medical Officers Medical Officers’ are all those persons engaged under the Medical Officers Award. It includes all senior registrars, medical officers, medical practitioners, visiting medical specialists and consultants. ♦ Nurses The nursing workforce covers all persons engaged under the Nurses (South Australian Public Sector) Award. It includes all registered and enrolled nurses, nurse educators, clinical nurses and nurse managers employed within the South Australian health sector as well as those nurses registered with the Nurses Board of South Australia. ♦ Other Includes statutory appointees (for example Commissioner’s and the State Coroner), constitutional appointees (for example the Official and Deputy Secretaries Government House and the Employee Ombudsman) Ministerial appointees, electorate secretaries, parliamentary officers, Aboriginal education workers, dental officers (dentists) and casuals (excluding PSM Act and weekly paid casuals). This employee group also includes any other persons not categorised in the above employee types who are employed in organisations which meet the definition of a public sector organisation. Appendix 1 • 5 Explanation of Terms ♦ Police Act The Police Act workforce covers all persons engaged under the Police Act, 1998. Police Act employees are employed by the South Australia Police Department and include police officers, police cadets and community constables. ♦ Public Sector Management Act Public Sector Management Act employees refers to those persons who are employed under the Public Sector Management Act, 1995 (PSM Act). This group of employees include persons employed across the four major employment streams of Administrative Services, Operational Services, Professional Services and Technical Grades. PSM Act employees are employed as ongoing, contract short-term, contract long-term and contract casual employees. For the purposes of public sector wide reporting, the contract casual appointment type will be reported under the other appointment type. ♦ Public Sector Salaried Public sector salaried employees are those persons employed under the Public Sector Salaried Employees Interim Award in Other Public Sector organisations. This award mirrors the PSM Act conditions of employment. It includes persons employed across the four streams of administrative, operational, professional and technical services. ♦ School Services Officers School services officers covers all persons engaged under the School Services Officers Award. These employees provide an administration and support function to South Australia’s public schools and are employed by the Department for Education, Training and Employment. ♦ Technical and Further Education Act Technical and Further Education Act employees are lecturers and hourly paid instructors who work in the TAFE Institutions. These employees are employed under the Technical and Further Education Act, 1975 in the Department for Education, Training and Employment. ♦ Trainee, Apprenticeship and Graduate Entry Programs This employee type covers a range of trainee, apprenticeship and graduate entry programs through which people can enter the public sector workforce. It includes young people (17 to 24 years) engaged as entry level trainees through the South Australian Government Youth Training Initiative, and the New Apprenticeship Scheme. People engaged as Graduate Officers through the South Australian Public Sector Graduate Recruitment Program 2001-2002. These employment programs receive funding assistance from the Commonwealth Government and/or the State Government and the employing organisation. ♦ Weekly Paid The weekly paid workforce refers to all persons employed under Weekly Paid Awards. These employees are generally engaged in hourly, daily or weekly wages or piecework rates of pay and their wages are not based on an annual salary. They include health ancillary employees employed within the South Australian health sector, and builders’ labourers employed in the Building Maintenance Group of the Department for Administrative and Information Services. It excludes Education Act and TAFE Act hourly paid instructors. Appendix 1 • 6 Explanation of Terms Appointment Type Ongoing The employment is on an ongoing basis and does not have an end date i.e. it is considered to be ‘permanent’. This includes full-time and part-time employment. Contract The employment is on a fixed term basis and has a clear end date. That is the date at which that particular employment contract ends is clearly stated. The appointment can be on either a short term or long term basis. Any contract appointment overrides the previous appointment type of an employee. For example an ongoing employee who is subsequently appointed on a contract basis is deemed to be contract, not ongoing. This appointment type does not include casuals. Persons employed on a full-time and part-time basis are included in this appointment type. ! Short-term contract The employment contract is for a period up to and including one year. Persons who have been appointed on a number of short-term contracts should be recorded as contract short-term regardless of the length of time, which they have been with a single employer or in a single position. For example an employee appointed on a one year contract basis who is subsequently granted an extension or appointed on another one year contract basis is deemed to be contract short-term not contract long-term or ongoing. ! Long-term contract The employment contract is for a period which extends beyond one year i.e. from between one to five years. Persons who have been appointed on a number of long-term contracts should be recorded as contract long-term regardless of the length of time, which they have been with a single employer or in a single position. For example an employee appointed on a three year contract basis who is subsequently granted an extension or appointed on another three year contract basis is deemed to be contract long-term not ongoing. Chief Executive Officers must be recorded as contract long-term employees. Other PSM Act and Weekly Paid casuals, Education Act relief teachers, TAFE Act hourly paid instructors, Children’s Services Act relief teachers and relief early childhood workers, and any other employees not appointed on an ongoing, short-term or long-term contract basis. ! Casual (PSM Act) PSM Act casual employees have a term of employment of less than 12 months and usually 15 hours or less per week, or of a seasonal nature. For the purposes of public sector wide reporting the casual contract appointment type is reported under the other appointment type. Appendix 1 • 7 Explanation of Terms Employment Status The majority of public sector employees are employed on a full-time basis. Employees can also be employed on a part-time basis. The definition of part-time may differ between groups of employees as a full time workload can vary from 37.5 to 38.0 to 40.0 hours per week depending on the occupation and conditions of employment. Part-time employees are therefore persons who are engaged for less than the normal full time hours per week for that occupation or position. Aboriginal and/or Torres Strait Islander Employees An Aboriginal and/or Torres Strait Islander employee are those persons who identify as an Aboriginal and/or Torres Strait Islander, is a descendant of an Indigenous inhabitant of Australia, and is recognised as Aboriginal and/or Torres Strait Islander by members of the community in which he or she lives. The workforce data presented in this report under represents the true level of Aboriginal and/or Torres Strait Islander employment in public sector agencies due to: • • The difficulties some agencies experience with extracting characteristics of their workforce to this level of detail from their information systems The difficulties associated with collecting data, which relies on self-identification. FTE Sick Days for Period The total number of FTE sick days over a period is calculated by converting the total number of sick days and portions of days taken over the period into hours. Once this is determined the total FTE sick days for the period can be calculated as follows: • Sum the hours of sick leave taken and divide by the normal full-time hours per day of that employee type (e.g. 6.0, 7.5 or 8.0-hour working day). For example to calculate the total FTE sick days leave for 8 employees assuming that over the financial year period they took sick leave of 7.5 hours, 6.2 hours, 7.5 hours, 22.5 hours, 37.5 hours, 0.5 hours, 7.5 hours and 15.0 hours, the calculation would be: • Sum sick leave hours (7.5 + 6.2 + 7.5 + 22.5 + 37.5 + 0.5 + 7.5 + 15.0 =104) and divide by the normal full time hours per day (7.5). This will give you the total FTE sick days for the period (=13.9). Appendix 1 • 8 Appendix 2 Major Employment Changes In South Australian Public Sector Organisations, June 2001 to June 2002 Major Employment Changes This section highlights agencies where significant changes in employment occurred during the period June 2001 to June 2002. An organisation has been included if the change in Full-Time Equivalent (FTE) employment was significant in terms of overall numbers or as a percentage of the organisation’s workforce. The number of employees in the South Australian public sector as at June 2002 was 69,769.60 FTEs (or 83,821 persons). This FTE figure represents a 1.3% increase (885.42 FTEs) since June 2001, while total persons employed increased by 1.0% (868 persons) during the same period. Refer to Appendix 4, Tables 1 and 3 for more detailed information. Increases in South Australian Public Sector Employment During 2001-2002 significant increases in FTE employment levels occurred in the following agencies: Administrative Units • Department for Administrative and Information Services (+235.4 FTEs) This 14.3% increase is predominantly the result of the transfer of employees from the Office of Recreation, Sport and Racing and the Division of State Aboriginal Affairs to the Department for Administrative and Information Services in December 2001. Department of Water, Land and Biodiversity Conservation (+186.3 FTEs) This 91.6% increase can be attributed to changing portfolio objectives, in which the Department for Water Resources was abolished and the Department of Water, Land and Biodiversity Conservation (DWL&BC) was created on 1 May 2002. All employees of the Department of Water Resources together with employees of sections of the Sustainable Resource Group from PIRSA were transferred to the Department of Water, Land and Biodiversity Conservation, resulting in a significant increase in FTE employees. Department of the Premier and Cabinet (+356.2 FTEs) This significant increase (129.3%) in the Department of the Premier and Cabinet’s FTE workforce is predominantly due to the addition of Arts SA which transfer from the Department of Transport, Urban Planning and the Arts. Emergency Services Administrative Unit (+11.8 FTEs) This 8.6% increase is primarily a result of the transfer of the Office for Volunteers from the Department of Environment and Heritage in December 2001. • • • Other Public Sector Organisations • Adelaide Convention Centre (+91.9 FTEs) This 55.6% increase was predominantly the result of an increase in the level of staff across all departments and in particular the pool of casual catering staff, relating to the September 2001 completion of the $92 million extension to the Convention Centre. Normal fluctuations in the number and type of functions booked and the corresponding amount of casual work available as at the last pay period in June also contributed to the increase. Adelaide Entertainments Corporation (+29.9 FTEs) This 72.5% increase is a result of the fluctuating nature of the event business and the varying staffing requirements that reflect the size and nature of each event. Carclew Youth Arts Centre Incorporated (+31.4 FTEs) This 247.3% increase can be substantially attributed to the inclusion of Arts Administration Trainees in the Carclew June 2002 workforce numbers, and an increase in the amount and scope of project work. Appendix 2 • 1 • • Major Employment Changes • Electorate Offices (+18.0 FTEs) This 14.7% increase is largely due to the transfer of remuneration responsibility for 39 Trainees from the Department for Education Training and Employment to the Electorate Office payroll in July 2001. This increase was offset by a significant decrease in the number of casual staff engaged for the pay period in which the figures were calculated. Senior Secondary Assessment Board of South Australia (+14.2 FTEs) This 21.5% increase is predominantly due to fluctuations in the timing of payments to casual moderators engaged to moderate students’ work. South Australian Water Corporation (+43.6 FTEs) The most significant explanation for this 4.1% increase is the creation of positions within SA Water that were previously filled by labour hire contractors. South Australian Ambulance Service (+54.8 FTEs) This 8.1% increase is principally the result of the recruitment of ambulance officers, but also reflects a general overall increase in staffing levels. • • • Decreases in South Australian Public Sector Employment During 2001-2002 significant decreases in FTE employment levels occurred in the following agencies: Administrative Units • Department for Environment and Heritage (-57.9 FTEs) This 4.9% decrease can be attributed to the transfer of the Office of Recreation, Sport and Racing to the Department for Administrative and Information Services, and to the transfer of the Office for Volunteers to the Department of the Premier and Cabinet. Offsetting these changes was the transfer of Planning SA to the Department of Environment and Heritage from the Department of Transport, Urban Planning and the Arts. Department of Primary Industries and Resources SA (-45.9 FTEs) This 3.3% decrease is predominantly due to a substantial part of the Sustainable Resources Group being transferring to the new Department of Water, Land and Biodiversity Conservation in April 2002. However this was offset by an increase in long-term contract including the appointment of Fisheries Compliance Officer trainees, an increase in externally funded positions, and part of the Sustainable Resources Group remaining with PIRSA. Department of Transport, Urban Planning and the Arts (-319.5 FTEs) This 14.5% decrease is due to the transfer of Arts SA to the Department of the Premier and Cabinet and the Division of State Aboriginal Affairs to the Department for Administrative and Information Services, as well as the transfer of a range of small related public sector organisations. • • Other Public Sector Organisations • Adelaide Festival Corporation (-17.3 FTEs) This 57.7% decrease is the result of a trough in the two-year cycle of employment fluctuations directly linked to the staging of the Festival. During the March 2002 Festival staff numbers reached around 60, mostly consisting of shortterm contracts. After the Festival the office returns to a core staff of between 12 and 15. TransAdelaide (-105.2 FTEs) This 14.5% decrease can be attributed to the ongoing separation of redeployees who have gained other appointments within the public sector, and also through the use of the Enhanced Targeted Voluntary Separation Packages initiative. The majority of these changes are continuing the effects of the competitive tendering process for bus services. • Appendix 2 • 2 Appendix 3 Description of Portfolio Structures Definition of Portfolio Structures This section provides information regarding the role, function and organisational structure for each of the eleven South Australian Government portfolios as at 30 June 2002. All of the portfolios were established in October 1997 except for Water Resources, which was established in February 2000. It should be noted that a number of changes to portfolios occurred after 30 June 2002, and as such will be reflected in the June 2003 Workforce Information Report. Listing of South Australian Government Portfolios • Administrative and Information Services • Education, Training and Employment • Environment and Heritage • Human Services • Industry and Trade • Justice • Premier and Cabinet • Primary Industries and Resources • Transport, Urban Planning and the Arts • Treasury and Finance • Water, Land and Biodiversity Conservation Portfolio Structure Descriptions Administrative and Information Services Role of the Administrative and Information Services Portfolio The Administrative and Information Services portfolio includes the Department for Administrative and Information Services. The Department provides a range of administrative and information services to government, industry and the South Australian community, including services to Aboriginal people. Function of the Administrative and Information Services Portfolio The Administrative and Information Services Portfolio is responsible for the development and implementation of policy and service delivery strategies, that ensure the effective delivery of administrative and information related services across Government and well managed public sector workforce. The Administrative and Information Services Portfolio Organisational Structure: • • • • • • Administrative and Information Services, Department for Aboriginal Lands Trust Construction Industry Training Board Industrial and Commercial Premises Corporation National Aboriginal Cultural Institute (Tandanya) Playford Centre Appendix 3 • 1 Definition of Portfolio Structures Education Role of the Education Portfolio The Education portfolio includes the Department for Education, Training and Employment. The Department is the state government’s provider of education, training, childcare, employment and youth services. Function of the Education Portfolio The Education Portfolio is responsible for the development and implementation of policy and service delivery strategies that ensure a coordinated approach to the State’s education export industry and the effective delivery of high quality learning, teaching, care, employment and youth initiatives to the South Australian community. The Education Portfolio Organisational Structure: • • • • Education Adelaide Education, Training and Employment, Department for Senior Secondary Assessment Board of South Australia Teachers Registration Board Environment and Heritage Role of the Environment and Heritage Portfolio The Environment and Heritage Portfolio includes the Department for Environment and Heritage. The Department is responsible for the maintenance and preservation of the environment and natural and built heritage, environmental policy, resource information. Function of the Environment and Heritage Portfolio The Environment and Heritage Portfolio is responsible for the development and implementation of policy and service delivery strategies that ensure the advancement and maintenance of mechanisms which protect and preserve the environment. The Environment and Heritage Portfolio Organisational Structure: • Environment and Heritage, Department for Human Services Role of the Human Services Portfolio The Human Services Portfolio includes the Department of Human Services. The Department is responsible for the provision of coordinated and integrated health, housing and community services through the development of links across government and partnerships with the South Australian community. The Human Services Portfolio is responsible for the development and implementation of policy and service delivery strategies that ensure the effective provision and coordination of high performing integrated health, housing and community services for individuals, families and communities. Function of the Human Services Portfolio Appendix 3 • 2 Definition of Portfolio Structures The Human Services Portfolio Organisational Structure: • • • • • • • • • • • Chiropractors Board of South Australia Dental Board of South Australia Health Units HomeStart Finance Human Services, Department of Medical Board of South Australia Nurses Board of South Australia Occupational Therapists Registration Board of South Australia Pharmacy Board of South Australia Physiotherapists Board of South Australia South Australian Psychological Board Industry and Trade Role of the Industry and Trade Portfolio The Industry and Trade Portfolio includes the Department of Industry and Trade. The Department is responsible for the formation of strategic partnerships with Commonwealth, State and local government agencies, industry and the community which ensure the effective development and implementation of strategies that facilitate the establishment and maintenance of foundational infrastructure and the development of industry capability and capacity. Function of the Industry and Trade Portfolio The Industry and Trade Portfolio is responsible for the development and implementation of policy and service delivery strategies that ensure the effective delivery and coordination of strategies that contribute to the South Australian government’s economic development outcomes pertaining to job and income growth. Industry and Trade Portfolio Organisational Structure: • • • Industry and Trade, Department of Motor Sports Board of SA South Australia Trade and Investment Corporation Justice Role of the Justice Portfolio The Justice Portfolio encompasses six Administrative Units that include the Department of Justice, which receives business and administrative support from the Attorney-General’s Department. The Department of Justice holds responsibility for the development and provision of policy and services pertaining to justice, safety and emergency services and to some extent, the provision of assistance to the health and community sectors. Function of the Justice Portfolio The Justice Portfolio is responsible for the development and implementation of policy and service delivery strategies that ensure the effective delivery and coordination of justice, safety and emergency services to the community and Government of South Australia. Appendix 3 • 3 Definition of Portfolio Structures The Justice Portfolio Organisational Structure: • • • • • • • • • • • • • Ambulance Service, South Australia Attorney-General’s Department Correctional Services, Department for Country Fire Service, SA Courts Administration Authority Emergency Services Administrative Unit Judiciary Justice, Department of Legal Services Commission Metropolitan Fire Service, SA Police Complaints Authority Police, SA State Electoral Office Premier and Cabinet Role of the Premier and Cabinet Portfolio The Premier and Cabinet portfolio includes the Department of the Premier and Cabinet. The Department is responsible for the provision of strategic policy advice to Premier and Cabinet, project management, the development and maintenance of a diverse and well managed public sector workforce, and cultural and artistic development. Function of the Premier and Cabinet Portfolio The Premier and Cabinet portfolio is responsible for the development and provision of a whole of government perspective that promotes an integrated approach to government policy development and services and continued cultural and artistic development. Premier and Cabinet Portfolio Organisational Structure: • • • • • • • • • • • • • • • • • • Adelaide Convention Centre Adelaide Entertainments Corporation Adelaide Festival Centre Trust Adelaide Festival Corporation Auditor-General’s Department Carclew Youth Arts Centre Incorporated Country Arts, SA Disability Information and Resource Centre Film Corporation, SA Government House History Trust of SA Jam Factory Contemporary Craft and Design Inc Premier and Cabinet, Department of the State Opera of SA State Theatre Company Tourism Commission, SA Unattached Unit Venue Management, Office for Appendix 3 • 4 Definition of Portfolio Structures Primary Industries and Resources Role of the Primary Industries and Resources Portfolio The Primary Industries and Resources Portfolio includes the Department of Primary Industries and Resources SA. The Department is responsible for the formation of strategic partnerships with the community, industry and government which ensure the provision of effectively integrated services in industry development, natural resources management and policy advice and support pertaining to sustainable economic development in South Australia. Function of the Primary Industries and Resources Portfolio The Primary Industries and Resources Portfolio is responsible for the development and implementation of policy and service delivery strategies that ensure the continual and sustainable development of the State’s resource base. Primary Industry Portfolio Organisational Structure: • • • • • • • Bio Innovation, SA Citrus Board of South Australia Dairy Authority of South Australia Dried Fruits Board of South Australia Phylloxera and Grape Industry Board of South Australia Primary Industries and Resources SA, Department of Veterinary Surgeons Board of SA Transport, Urban Planning and the Arts Role of the Transport, Urban Planning and the Arts Portfolio The Transport, Urban Planning and the Arts Portfolio includes the Department for Transport, Urban Planning and the Arts. The Department is responsible for the effective integration of urban and regional development, local government initiatives, transport infrastructure and services for South Australia. Function of the Transport, Urban Planning and the Arts Portfolio The Transport, Urban Planning and the Arts Portfolio is responsible for the development and implementation of policy and service delivery strategies that ensure effective planning for urban and regional development, the integration of transport system outcomes and the provision of public transport services. The Transport, Urban Planning and the Arts Portfolio Organisational Structure: • • • • • • • Aboriginal Lands Trust Adelaide Cemeteries Authority Austrics Transit Innovations Outback Areas Community Development Trust TransAdelaide Transport, Urban Planning and the Arts, Department for West Beach Trust Appendix 3 • 5 Definition of Portfolio Structures Treasury and Finance Role of the Treasury and Finance Portfolio The Treasury and Finance Portfolio includes the Department of Treasury and Finance. The Department is primarily responsible for the provision of economic and financial advice; the administration of the whole of government financial management processes and other finance related services including financial asset and liability management, collection of the State taxes, insurance and superannuation administration. Function of the Treasury and Finance Portfolio The Treasury and Finance Portfolio is responsible for ensuring that the government’s key economic and financial policy outcomes are achieved through the provision of strategic advice and the coordination of resource allocation for government programs. Including advice on and reviews of Government Business Enterprises. Treasury and Finance Portfolio Organisational Structure: • • • • • • • • • • • • • • • • • • • • • • Asset Management Corporation, SA Distribution Lessor Corporation Electorate Offices Electricity Supply Industry Council Forestry SA Funds SA Gaming Supervisory Authority Generation Lessor Corporation Independent Industry Regulator, SA Land Management Corporation Local Government Superannuation Board Lotteries Commission of SA Motor Accident Commission National Wine Centre of Australia RESI Corporation RESI OE Pty Ltd RESI Power Pty Ltd RESI Syn Pty Ltd Transmission Leasing Treasury and Finance, Department of Water Corporation, SA WorkCover Corporation Appendix 3 • 6 Definition of Portfolio Structures Water, Land and Biodiversity Conservation Role of the Water, Land and Biodiversity Conservation Portfolio The Water Resources Portfolio includes the Department of Water, Land and Biodiversity Conservation. The Department is responsible for water resource management in South Australia. Function of the Water, Land and Biodiversity Conservation Portfolio The Water, Land and Biodiversity Conservation Portfolio is responsible for the development and implementation of policy and service delivery strategies that ensure the effective administration of the State’s water resources and related natural resource management. Water, Land and Biodiversity Conservation Portfolio Organisational Structure: • • • • • • • • • • Arid Areas Catchment Water Management Board Northern Adelaide and Barossa Catchment Water Management Board Onkaparinga Catchment Water Management Board Patawalonga Catchment Water Management Board Renmark Irrigation Trust River Murray Catchment Water Management Board South East Catchment Water Management Board South Eastern Water Conservation and Drainage Board Torrens Catchment Water Management Board Water, Land and Biodiversity Conservation, Department of Appendix 4 Information Tables Please click here to view Appendix 4 Information Tables Appendix 3 • 7