Workforce for the Future

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					Workforce for the Future




             This section of the Annual Report contains profile data on the DEET workforce, an overview of
             DEET Human Resources (HR) related committees and a record of activities and achievements
             during 2002–03.

             DEET workforce profile
             At 30 June 2003 there were 4,453 employees which equates to 3,673.79 full-time equivalent
             positions.

             Figure 1           Age distribution of all DEET staff 2002–03

       900
                                                             778       766
       800
       700                                           626                             623
       600                                 555

       500                       438
       400
                                                                                                   315
       300
                        197
       200
                                                                                                            103
       100      43
                                                                                                                     9
         0
              16-20    21-25    26-30    31-35     36-40     41-45    46-50     51-55        56-60        61-65    >65

             Source: Personnel Information Payroll System - DCIS


             Figure 2           All DEET staff by classification 2002–03

     2,500

                                                                   2,062
     2,000


     1,500
              1,134
     1,000
                                                       620
      500
                                   295
                                              71                             162
                          37                                                               11             22       39
        0
              Admin      Exec    Assistant Exec.        Exec.  Teaching      Phys.         Prof.         Tech.    Other
                                 Teaching Contract    Teaching

             Source: Personnel Information Payroll System - DCIS




                         112 | DEET Annual Report 2002/03
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      Figure 3          Age distribution of executive contract principals by gender at 30 June 2003

25                                                                           23


                                                            19
20

                                                                                                                           Females
15
                                                                              13                                           Males
                                                             11                              11
                                             10                          10                                             Totals
10                                                      8
                                                                                                7
                                              6
                                         4                                                                    4
 5                                                                                          4
              2             2                                                                             2 2
          1       1     1       1

 0
         31-35         36-40             41-45          46-50               51-55           56-60         61-65

      Source: Personnel Information Payroll System - DCIS

      Last year there were 78 executive contract principals employed by the department of whom 38%
      (30) were female and 62% (48) were male.
      However this year there were 71 executive contract principals employed by the department of
      whom 40% (28) were female and 60% (43) were male.
      The decrease is due to several positions being filled by staff who remained at the ET5 level rather
      than entering into executive contracts. A further vacancy was not filled after the person in the
      position passed away.



      Figure 4          Age distribution of executive teachers by gender at 30 June 2003
160
                                                                   137
140                                                                                 128
                                                  121
120
                                     91                                                                                    Females
100                                                               92              89
                                                  79                                                                       Males
 80                                 68
                       62
 60                                                                                                 49                  Totals
                         44                            42              45
                                                                                       39
 40                                                                                             31
            18                           23
       15               18                                                                           18           14
 20                                                                                                                 7
                  3                                                                                       7
  0
         26-30        31-35         36-40         41-45           46-50           51-55         56-50         61-65
      Source: Personnel Information Payroll System - DCIS

      At 30 June 2003 there were 620 executive teachers employed by the department of whom 31%
      were male (195) and 69% female (425).
      Thirty percent of female and 23% of male executive teachers were 40 years of age or under.




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            Figure 5            Age distribution of teachers by gender at 30 June 2003


      350
                                          313               315     313

      300                        282               283
                                                                            266
                                         255
                                   243                     244
      250
                                                  218              221                                        Females
      200                                                                  179                                Males
                                                                                    142                    Totals
      150
                          96                                                       102
      100                                                             92
                     82                                                       87
                                                     65       71
                                            58                                                45
       50                          39                                                 40 33
                           14                                                                 12     6
              11                                                                                    3 3
        0
             16-20    21-25     26-30    31-35   36-40    41-45    46-50   51-55   56-60   61-65   66-70

            Source: Personnel Information Payroll System - DCIS

            Figure 5 shows the age group and gender distribution of teachers employed by the department.
            At 30 June 2003 there were 2,062 teachers employed by DEET. Of those 77% were female (1,581)
            and 23% male (481). Fifty-one percent of female (799) and 37% of male (176) teachers were 40
            years of age or under.




                           114 | DEET Annual Report 2002/03
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Figure 6          All DEET staff by classification and gender 2002–03
Classifications                                               Female                  Male                     Total
Administrative Officer 1                                         280                     20                      300
Administrative Officer 2                                         190                      6                      196
Administrative Officer 3                                         155                     26                      181
Administrative Officer 4                                         179                     46                      225
Administrative Officer 5                                          42                      8                       50
Administrative Officer 6                                          48                     30                       78
Administrative Officer 7                                          27                     14                       41
Administrative Officer 8                                          25                     14                       39
Assistant Teacher                                                243                     52                      295
Business Manager                                                  14                      9                       23
Centralian College EA1                                             1                      3                        4
Centralian College EA2                                             5                      4                        9
Centralian College Lecturer                                       29                     47                       76
Compensation                                                       7                      6                       13
Executive Contract Officer 1                                       9                      6                       15
Executive Contract Officer 2                                       2                     11                       13
Executive Contract Officer 3                                                              1                        1
Executive Contract Officer 4                                        1                     1                        2
Executive Contract Officer 6                                                              1                        1
Executive Contract Principal 1                                     15                    21                       36
Executive Contract Principal 2                                      9                    16                       25
Executive Contract Principal 3                                      6                     4                       10
Executive Contract Teacher 9                                                              2                        2
Executive Officer 1                                                3                      2                        5
Executive Teacher 1                                               50                     16                       66
Executive Teacher 2                                              266                    117                      383
Executive Teacher 3                                               22                     11                       33
Executive Teacher 4                                               50                     25                       75
Executive Teacher 5                                               34                     18                       52
Executive Teacher 6                                                2                      4                        6
Executive Teacher 7                                                                       2                        2
Executive Teacher 9                                                 1                                              1
Indigenous Cadetship                                                6                     1                        7
Instructor Rural Studies                                                                  3                        3
NTPS Apprenticeship                                                 9                     2                       11
Nurse 4                                                             1                                              1
Physical 2                                                         41                    75                      116
Physical 3                                                          4                    40                       44
Physical 4                                                                                2                        2
Professional 1                                                      1                                              1
Professional 2                                                      2                     3                        5
Professional 3                                                      3                     2                        5
Rural College Coordinator                                           1                     1                        2
TAFE Management                                                                           1                        1
Teacher                                                         1,546                   424                    1,970
Technical 3                                                                               4                        4
Technical 4                                                         1                    15                       16
Technical 5                                                                               2                        2
Trainee                                                             4                     1                        5
Total                                                           3,334                 1,119                    4,453
Source: Personnel Information Payroll System - DCIS


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         Figure 7          All DEET staff by group and classification 2002–03
         Location                                 Classification                  Female   Male    Total
         Centralian College                       Administration                      36      4      40
                                                  Executive Other                      1      2       3
                                                  Physical                             5      4       9
                                                  Professional                                1       1
                                                  Teachers                            34     53      87
         Centralian College Total                                                     76     64     140
         Corporate                                Administration                     145     42     187
                                                  Executive Other                      7      7      14
                                                  Executive Teachers                  13      9      22
                                                  Other                               11      9      20
                                                  Physical                             5      2       7
                                                  Professional                                1       1
                                                  Teachers                            10      7      17
         Corporate Total                                                             191     77     268
         Education                                Administration                     726     99      825
                                                  Assistant Teachers                 243     52      295
                                                  Executive Contract Principals       30     41       71
                                                  Executive Other                      5     10       15
                                                  Executive Teachers                 411    185      596
                                                  Other                               16      1       17
                                                  Physical                            35    107      142
                                                  Professional                         6      3        9
                                                  Teachers                         1,537    421    1,958
                                                  Technical                                   5        5
         Education Total                                                           3,009    924    3,933
         Employment and Training     Administration                                   38     23      61
                                     Executive Other                                   2      2       4
                                     Executive Teachers                                1      1       2
                                     Other                                             1      1       2
                                     Physical                                                 4       4
         Employment and Training Total                                                42     31      73
         Work Health                              Administration                      15      6      21
                                                  Executive Other                             1       1
                                                  Technical                            1     16      17
         Work Health Total                                                            16     23      39

         Total                                                                     3,334   1,119   4,453


         Source: Personnel Information Payroll System - DCIS




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Figure 8          Teacher separations 2002–03
Separation Reason                                             Female                    Male                   Total

Non Resignations
Retire – Max age (65)                                               1                       1                     2
Retire – Min age (55 to 65)                                         7                                             7
Retire – Early Age
Retire – Invalidity                                                 1                                             1
Retire – Other                                                      5                       1                     6
Retrenched
Dismissal                                                          13                       3                    16
Contract Ceased                                                   123                      56                   179
Mobility Transfer                                                   1                                             1
Redundancy Voluntary                                                                        1                     1
Involuntary Redundancy                                                                      1                     1
Deceased                                                            1                       2                     3
Sub Total                                                        152                       65                   217
Family                                                             18                       8                    26
Study                                                               1                       1                     2
Personal                                                           21                       4                    25
Spouse Moved                                                        6                       1                     7
Career Change                                                       4                       2                     6
Health                                                              2                       2                     4
Interstate Teaching position                                        4                       2                     6
Dissatisfied                                                        5                       1                     6
Travel                                                              2                       1                     3
Contractor                                                          1                                             1
Not Known                                                         166                      47                   213
Sub Total                                                        230                       69                   299

TOTAL                                                            382                     134                    516


Source: Personnel Information Payroll System - DCIS



There was a 22% decrease in separations in 2002-03 compared to the same time last year.
The reason(s) for an improvement in retention rate has not been identified, but an assessment
will be carried out in 2003-04 to see whether or not this trend is likely to continue.




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         Indigenous employment in DEET
         DEET has a long-term commitment to increasing the recruitment and development of Indigenous
         staff. The DEET HR Strategic Plan is currently being developed to further strengthen Indigenous
         employment.
         In 2002-03 DEET fostered Indigenous employment through the following programs:
         • National Indigenous Cadetship Scheme - seven cadets
         • Indigenous Teacher Education Salary Scheme - five teacher education students
         • Office Administration New Apprenticeships Scheme – two apprentices
         • DEET bursaries - three additional teacher education students
         • Kigaruk Indigenous Men’s Leadership Development Program - eight employees commenced
           in the inaugural program conducted by the Office for the Commissioner for Public Employment.
         Development of an Indigenous Capacity Building Plan was also commenced. The Plan will detail
         programs and procedures within DEET for increasing Indigenous employment as well as
         professional learning opportunities and career pathways for Indigenous employees.
         At 30 June 2003, 243 DEET staff (5.8%) have identified as Indigenous. Staff identification as being
         from an Aboriginal or Torres Strait Islander background is not compulsory and many employees
         have not provided information on their background. In addition, Human Resources has initiated an
         investigation into the reliability of the database maintaining staff profile information due to anecdotal
         reports that there may be system problems with the retention of Indigenous status data.

         Approved Student Status Scheme
         In line with By-Law 41 (Assistance with Studies) of the Public Sector Employment and
         Management Act (PSEMA) and OCPE Circular 2001/60, DEET supports employees seeking
         financial assistance or study leave to obtain or upgrade formal qualifications. Through the
         Approved Student Status Scheme. The majority of funds administered under this Scheme are
         allocated to Higher Education Certificate Scheme (HECS) costs.
         An allocation for 2002-03 of $440,000 was provided for the Scheme and 164 students were
         approved. Approval is based upon relevance of study to DEET priorities, individual performance
         management agreements and workplace strategic directions.
         Examples of courses undertaken by DEET employees receiving support under the Scheme
         include:
         • Education and Teaching including Early Childhood Education, Primary Education, Special
           Education, Indigenous Education, Australian Indigenous ESL Teaching
         • Applied Science
         • Information Technology
         • Management
         • Financial Services
         • Librarianship
         • Aboriginal and Torres Strait Islander Studies



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• Online Learning
• Careers Counselling
• Applied Linguistics
• Counselling
• Occupational Health and Safety
• Business Administration.

Workforce Development Initiatives
In June 2003 Human Resource Services initiated the establishment of a HR Management
Information system for DEET. The first major task was to identify, in consultation with stakeholders,
the information/data requirements for the system. The next step will be liaison with DCIS to
produce the required reports.
A comprehensive Workforce Development Strategy has been developed for the whole of DEET.
The objective of the Strategy is to ensure effective, targeted professional learning and training that
is aligned with system goals and meets the needs of staff throughout their careers. The Strategy
is aligned with the DEET Recruitment and Retention Strategy and is seen as a means of building
DEET’s internal capacity to respond to future skill shortages and leadership shortfalls. Whole of
Agency consultation occurred throughout development of the Strategy.

OUTLOOK
Planning for implementation of the Workforce Development Strategy commences in August
2003 with full implementation commencing 2004. Significant features of the strategy are the
introduction of individual and workplace professional learning plans aligned with workplace
performance management and business planing. A subproject of the Strategy is the
Indigenous Capacity Building Plan.


Human Resources Review
A review of the Human Resources Branch began in February 2003. he findings of the review will
be presented to the Human Resources Steering Committee in July prior to proceeding to the
Executive Group in early August 2003.

Leadership programs
In the 2002-03 DEET made a significant investment of approximately $580,000 in professional
learning for existing and future leaders. The range of programs and activities offered included the
following:
• DEET Leaders Forum - a two day forum held in April 2003. This event included leaders from
  across DEET, NTU and Batchelor Institute of Indigenous Tertiary Education and the non-
  government sector and attracted 232 participants.
• Executive Development Program. Five senior officers including principals and directors were
  selected to participate in this public sector wide program.



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         • DEET Leadership Development Program (LDP3) - a 12 month program focused on Principals
           and senior office-based managers. Twenty-five staff participated in this program.
         • Public Sector Management Program. Thirteen staff participated in two courses. Participants
           were from a range of sectors within DEET.
         • The Emerging Leaders program targeted at the development of future leaders currently at the
           middle management level was piloted in Arnhem and Darwin city clusters. Thirty-six teacher
           participants were sponsored on this year long program.


         OUTLOOK
         In 2003-04 the Emerging Leaders Program will be extended to include the Palmerston and Rural
         cluster, Desert Oaks and Central Storm clusters in Alice Springs, the Northern Suburbs of Darwin
         cluster, and Rivers cluster in Katherine. Sixty future leaders will participate in the program.



         Professional learning and training
         DEET is working to establish a self-directed, collaborative and dynamic culture of learning, and to
         build and develop the capability of staff to engage in such a culture of learning. Within this
         learning environment, staff take control of their own professional learning, integrating it into their
         daily work lives; their focus on improving outcomes. Professional learning opportunities may be
         school-based activities, cluster initiatives, DEET projects, professional association programs or
         external, independent study programs.
         The Lighthouse Schools Project operated throughout the year through practicum programs where
         school leaders reflect on approaches to teaching and learning and the integration of Information
         and Communication Technology into classroom practice. Lighthouse Schools delivered the
         following professional learning:
         • 74 teachers and principals attended full day Lighthouse School practicums to reflect on their
           schools’ approach to teaching and learning and learn how students can use technology to
           support constructivist learning;
         • 34 teachers and principals attended snapshot tours of the Lighthouse Schools which included
           classroom visits and discussions on how their own schools might be developed in this way;
         • 357 teachers attended workshops conducted by the Lighthouse Schools to enable them to
           use technology to effect innovative change in their classrooms.
         The Technology Enhanced Curriculum Classrooms (TECC) project provides teachers with an
         online learning environment for the development of a learning community with the intention of
         enabling teachers to construct solutions in a collaborative framework. The project has engaged
         82 teachers from 55 schools.
         Eighteen teachers achieved Teacher of Exemplary Practice status. The purpose of the TEP
         program is to provide incentives by way of remuneration and prestige to assist in the retention
         of exemplary teachers in the delivery and assessment of learning programs.
         Recipes for Learning a professional development guide for schools was delivered to all NT
         schools in February 2003. This book was developed by Strategic and Leadership Development


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Branch to support schools as they develop their understandings about the nature of and
responsibilities for professional learning. It offers both the theoretical underpinning of quality
professional learning and practical ideas and strategies for planning, delivering and evaluating
professional development. Recipes for Learning looks at professional learning at individual and
whole school level, provides information for school leaders and includes website addresses for
supporting resources.

Industrial relations
Enterprise Bargaining Agreement (EBA) negotiations commenced in October 2002 and finalised
in April 2003. Some highlights of the new agreement include:
• Comprehensive union rights and union training leave provisions;
• A clause to facilitate more flexible working arrangements;
• 14 weeks paid maternity leave and increased flexibility in the use of the leave;
• Agreements to develop a new Teaching Support Officer Classification;
• Agreement to trial a relief teacher pool in Katherine with a view to wider implementation
  if successful;
• Agreement to develop a sector wide anti-bullying strategy; and
• A commitment on limited class sizes.

Education Consultative Committee
The Education Consultative Committee provides a forum for consultation on issues related to
certified agreements, conditions of employment, work practices, professional matters, resource
management and human resource development, between:
• Department of Employment, Education and Training
• Office of the Commissioner for Public Employment (OCPE)
• Australian Education Union – NT Branch (AEU-NT).
The main area of focus for 2002-03 was the development of the EBA.

Workplace Health and Safety
The Department of Corporate and information Services (DCIS) OH&S Unit provides DEET’s
occupational health and safety services through a service level agreement. Services include
workplace audits, training, worksite assessments and providing advice and assistance.
The Human Resources Branch coordinates the Early Intervention program which aims to assist
employees with non-compensable health problems where tasks or workplace environment issues
may have a detrimental effect on the wellbeing of the employee, resulting in excessive use of sick
leave. Assistance offered to employees may include counselling and modification or provision of
appropriate equipment.
As a result of legislation passed in Parliament in 2002 the department introduced a smoke free
policy in schools, creating a healthier working and learning environment for staff and students
and ensuring that the department is compliant with current legislation.
The DCIS OH&S Unit in collaboration with the Human Resource Branch and the OH&S
Committee is currently reviewing the department’s OH&S policy and procedures.
                                      Department of Employment, Education and Training | 121
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         Through this process, a new policy has been drafted to address the issue of needles and other
         sharp objects in schools. The policy is aimed at improving school safety and having preventative
         measures in place to reduce the risk of needle-stick injuries, and the possible risk of being
         infected with blood borne viruses.
         DCIS OH&S are also in the process of reviewing security and emergency procedures, with a
         special emphasis on school security and establishing emergency procedures that can be
         incorporated into the school environment.

         Occupational Health and Safety Committee
         The OH&S Committee is made up of representatives from:
         • HR Branch
         • NT WorkSafe
         • DCIS
         • relevant union representatives
         • a nominated principal representative.
         The major achievement of the OH&S Committee during 2002-03 was the implementation of the
         smoke free work environment policy. The policy is designed to ensure that DEET complies with
         the NT legislation relating to smoke free areas.
         All DEET OH&S policies are currently being reviewed in a collaborative arrangement with DCIS.
         A Sub-Committee was formed to deal with the OH&S implications of VET in schools.

         NT WorkSafe data for DEET
         NT WorkSafe data for DEET for the period 1 July 2002 to 30 June 2003 indicates that:
         • 109 workers compensation claims were registered with NT WorkSafe;
         • 1,182 days were lost due to work related injury (a reduction of 16.6% from 2001-02 total); and
         • Compensation payments totalling $317,049 were made.

         Of the 109 claims registered during the period approximately 82% were the following injury types:
         • 46% - strains joints adjacent muscles (a 15% reduction from 2001-02);
         • 9% - contusion with intact skin surface, crush (a 4% reduction from 2001-02);
         • 8% - mental disorders (a 3% reduction from 2001-02);
         • 7% - fractures (a 3% increase from 2001-02);
         • 6% - disorders of muscles, tendons, and other soft tissues (a 2% increase from 2001-02); and
         • 5% - open wound not involving traumatic amputation (a 3% reduction from 2001-02)

         A broad range of injury types accounted for all other claims registered during the period. The
         following injury types accounted for 85% of days lost due to work related injury:
         • 38% - sprains strains joints adjacent muscles;
         • 30% - mental disorders; and
         • 17% - fractures.


                  122 | DEET Annual Report 2002/03
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      Figure 9        DEET injury incidence


175                                                                                       1,750
                            1,417
150                                                                                       1,500
                     1,335                                      1,182
125                                                                                       1,250
                    105.0                                           1,085
100                                                              109                      1,000

 75                                                                                       750

 50                          38.0                               37.4                      500
                      35.1
 25                                                                  29.0                 250
                      13.5                                           10.8
  0                                                                                       0
                        2001-02                               2002-03

                      Total Claims                      Significant Claims
                      Average Days/Total Claims         Average Days/Significant Claims
                      Total Claims Days Lost            Significant Claims Days Lost




      Source: NT WorkSafe

      There was a minor increase in the total number of claims registered by comparison with 2001-02,
      however, the total number of lost days was fewer, possibly due to the decrease in the number of
      significant claims.
      Professional Assault Response Training (PART)
      More than 130 teachers, principals, assistant principals and other DEET staff from urban, remote
      and rural areas undertook the PART course during 2002-03. Courses were conducted in regional
      centres throughout the Territory. The aim of the course is to teach participants nonthreatening
      techniques to minimise the threat of violence or aggressive behaviour and to defuse a threatening
      situation. The course covers legal issues, stress, developmental issues, communication,
      environmental issues, basic needs and socio-cultural issues.
      Equal Employment Opportunity
      The Department’s people management practices continue to promote merit selections and a work
      environment that is free from discriminatory practice and harassment.
      During 2002-03 DEET participated in the Office of Women’s Policy Interdepartmental Women’s
      Policy Round Table. The Round Table met on four occasions and is working towards the
      development of a framework statement of the government’s priorities and commitments for
      Territory women. It is intended that the framework will set the scene for agency reporting against
      commitments and program goals.




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         In order to increase DEET’s accessibility to Territorians, scholarships have been promoted, in
         particular to Indigenous Territorians to encourage them to take up teacher training at the Northern
         Territory University or Batchelor Institute of Indigenous Tertiary Education.
         During 2002-03 DEET identified a shortfall in data collection in relation to EEO. As it is not
         compulsory to complete personal/EEO details on commencement, many employees have not
         provided the details necessary to present an accurate picture of the diversity of employees across
         the department. Addressing this shortfall in EEO information will be an area of focus for DEET in
         2003-04.

         OUTLOOK
         As part of a strategy to improve its information management systems 2003-04 will focus on
         improving the collection of EEO information throughout the Department. Analysis of EEO
         information will inform a review of all EEO policies, plans and strategies.


         HR Portfolio Principal’s Committee
         The HR Portfolio Principal’s Committee is an advisory group consisting of principals selected from
         within each of the seven clusters. The purpose of the Committee is three fold:
         • through the Portfolio Principal, clusters have a formal channel for raising system level concerns
           with General managers and Directors;
         • directors have a formalised means of consulting with schools whenever operational or policy
           changes are being considered in their area; and
         • principals develop an improved understanding of operational parameters and have input into
           the decision-making processes of the department.
         The Committee met on four occasions during 2002-03. A major focus of the Committee during the
         year was to advise on the likely impact on schools of the smoke free workplace policy.




                  124 | DEET Annual Report 2002/03

				
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