Management of human resources

Each year the Australian Public Service Employee Census gives insights into staff perceptions of working at the Commission. Results from the May 2018 census show that the Fair Work Commission is ranked 21st out of 95 APS entities for employee engagement, 22nd for innovation and 51st for wellbeing.

Training and development

The Commission invests in a number of initiatives to give our employees the skills and experience to deliver our services.

Each year, we identify areas for training and development, to continue to meet our legislative requirements and to enhance our ability to deliver services. In 2017–18, mandatory training focused on the APS Values and Code of Conduct, fraud awareness and public interest disclosure.

Learning opportunities for our staff include e-learning modules, support for formal study, short courses, attendance at conferences and coaching and mentoring.

In the May 2018 Australian Public Service Employee Census, 97 per cent of respondents felt they have the appropriate skills, capabilities and knowledge to do their job.

Recruitment and separations

During 2017–18, 77 new employees (ongoing or non-ongoing) commenced employment and 65 employees (ongoing or non-ongoing) departed the Commission.

Conditions of employment

Management of human resources

Collective and individual agreements

All employees, except Senior Executive Service (SES) employees, are covered by the Fair Work Commission Enterprise Agreement 2017–2020. The agreement commenced on 4 October 2017 and has a nominal expiry date of 4 October 2020.

At 30 June 2018, 297 employees were covered by the agreement. Five of those employees were also covered by individual flexibility arrangements.

During 2017–18, the Commission had three SES Band 1 employees. Employment conditions for SES employees are set out in individual determinations made by the General Manager under s.24 (1) of the Public Service Act. The determinations are comprehensive documents covering each SES employee’s terms and conditions, with many conditions being aligned with those in the agreement.

Flexible work

The Commission provides flexible working arrangements to help employees balance work and other responsibilities, including:

  • flextime—the majority of employees have access to flextime arrangements allowing them to ‘bank’ time worked in excess of standard full-time, or agreed part-time, hours (banked time can subsequently be taken as leave)
  • part-time work—at 30 June 2018, 24 ongoing employees and two non-ongoing employees (four male and 22 female) worked part time
  • home-based work—at 30 June 2018, 13 ongoing employees had a home-based work agreement to combine ongoing work commitments with caring responsibilities and/or personal circumstances
  • purchased leave—in 2017–18, 14 employees purchased additional leave
  • job sharing—during 2017–18, four employees participated in job sharing arrangements.

In the May 2018 Australian Public Service Employee Census, 82 per cent of respondents were satisfied with the work–life balance of their current job and 86 per cent of staff felt that their supervisor actively supports the use of flexible work arrangements by all staff, regardless of gender.

Non-salary benefits

Non-salary benefits are available to employees through the agreement, individual arrangements and other initiatives. They include:

  • time off instead of payment for overtime worked for the majority of employees
  • where available through the local metropolitan public transport authority, access to annual train, tram and bus tickets—the Commission pays the up-front cost of a ticket and the employee repays the cost over a 12-month period
  • healthy lifestyle initiatives such as partial reimbursement of the cost of some spectacles, subsidised yoga and pilates classes, annual influenza vaccinations and an employee assistance program.

Statistics

At 30 June 2018, the Commission employed a headcount of 297 staff (235 ongoing and 62 non-ongoing). This does not include Commission Members and is an increase of 12 from the total headcount of ongoing and non-ongoing staff at 30 June 2017. The Commission did not have any casual employees at 30 June 2018. No Commission employees identified as Aboriginal or Torres Strait Islander at 30 June 2018.

Tables 42 to 45 provide detailed staffing statistics for the past two reporting periods.

Table 42: Ongoing employees by employment status (headcount)
  30 June 2018 30 June 2017
  Female Male Total Female Male Total
Full-time 122 76 198 107 64 171
Part-time 34 3 37 35 5 40
Total 156 79 235 142 69 211
Table 43: Non-ongoing employees by employment status (headcount)
  30 June 2018 30 June 2017
  Female Male Total Female Male Total
Full-time 39 20 59 49 24 73
Part-time 1 2 3 1 0 1
Total 40 22 62 50 24 74

 

Table 44: Employees by location (headcount)
  30 June 2018 30 June 2017
  Female Male Total Female Male Total
Victoria 125 72 197 121 63 184
New South Wales 31 15 46 29 16 45
Queensland 12 7 19 13 7 20
Western Australia 10 2 12 11 1 12
South Australia 7 3 10 8 4 12
Australian Capital Territory 6 2 8 5 2 7
Tasmania 3 0 3 3 0 3
Northern Territory 2 0 2 2 0 2
Total 196 101 297 192 93 285
Table 45: Employees by substantive classification (headcount)
  30 June 2018 30 June 2017
  Female Male Total Female Male Total
APS Level 2 2 2 4 2 2 4
APS Level 3 2 3 5 6 0 6
APS Level 4 36 22 58 39 26 65
APS Level 5 57 22 79 48 19 67
APS Level 6 59 24 83 62 22 84
Executive Level 11 20 11 31 15 5 20
Executive Level 21 17 16 33 17 18 35
SES Band 1 2 1 3 2 1 3
General Manager 1 0 1 1 0 1
Total 196 101 297 192 93 285

APS = Australian Public Service, SES = Senior Executive Service

1 The Commission employs conciliators at Executive Levels 1 and 2 who have specialist skills and do not have managerial roles. The Commission employed a headcount of 36 conciliators at 30 June 2018 and 36 conciliators at 30 June 2017.

Salary ranges

Table 46 shows salary ranges for APS employees. Except for SES Band 1 employees, the specified ranges are taken from the agreement.

Table 46: Salary ranges by classification—APS employees
  2017–18
  Minimum ($) Maximum ($)
APS Level 2 53,853 58,977
APS Level 3 60,601 65,349
APS Level 4 67,473 73,222
APS Level 5 75,220 79,719
APS Level 6 81,467 93,712
Executive Level 1 103,709 112,233
Executive Level 2 119,577 139,945
SES Band 11 - 209,705

APS = Australian Public Service, SES = Senior Executive Service

1 The General Manager determines the salaries of SES employees.

Note: The figures reflect base salary only and exclude superannuation and other benefits. The salary ranges shown for 2017–18 applied from commencement of the agreement on 4 October 2017. From 1 July 2017 until commencement of the agreement, the salary ranges specified in the Fair Work Australia Enterprise Agreement 2011–14 applied.

The General Manager is an independent statutory office holder whose remuneration arrangements are determined by the Remuneration Tribunal.

By 31 July each year, the Commission publishes on its website average annual remuneration paid to senior executives and other highly paid officials.

Performance pay

The Commission does not provide performance pay.

Work health and safety

Information about work health and safety at the Commission is provided in Appendix G.