CMTEDD’s human resource priorities were guided by the CMTEDD Corporate Business Plan 2018-19 and the CMTEDD Diversity and Inclusion Strategy 2018-20.
Culture
CMTEDD demonstrated its ongoing commitment to supporting workforce diversity and providing an inclusive workplace through implementation of the CMTEDD Diversity & Inclusion Strategy 2018-20 (the Strategy). The Strategy’s Vision is to create an inclusive environment where people can be their authentic selves, where diversity is valued and celebrated, and is centred around four Strategic Objectives:
- Awareness: build understanding and appreciation of diversity and create awareness of the needs of diversity groups in the workplace;
- Opportunity: develop and promote strategies to enable members of diversity groups to build fulfilling careers through meaningful employment;
- Celebration: celebrate the unique contribution everyone brings to our workplaces and service delivery; and
- Flexibility: flexibility and accessibility in employment to support everyone to be their best at work and achieve their goals.
Specific initiatives are incorporated within the Strategy in relation to Aboriginal and/or Torres Strait Islander Peoples; People with Disability; People from Culturally and Linguistically Diverse backgrounds; Women; and those who are Lesbian, Gay, Bisexual, Transgender, Intersex and/or Queer.
Key initiatives to support positive culture across the directorate during the reporting period included:
- continuing to actively implement the CMTEDD Innovate Reconciliation Action Plan (RAP) 2017-19, supported by the RAP Implementation Working Group who are actively engaged in progressing the organisation’s reconciliation journey;
- commencing the development of the directorate’s second RAP, the CMTEDD Stretch Reconciliation Action Plan 2019-22;
- delivering the CMTEDD Aboriginal and Torres Strait Islander Employment Pathway Program. The program provides opportunities for individuals to undertake paid work experience and training to support entry and re-entry to the workforce;
- maintaining and supporting the roles of CMTEDD Diversity and Inclusion Champion; Respect, Equity and Diversity Executive Sponsor; RAP Executive Sponsor; and Women Executive Sponsor;
- successful reaccreditation as a Breastfeeding Friendly Workplace through the Australian Breastfeeding Association; and
- promotion of key significant dates, such as Harmony Day; National Reconciliation Week; NAIDOC Week; International Women’s Day; International Day Against Homophobia, Biphobia, Intersexism and Transphobia; and White Ribbon Day.
The directorate also used WoG activities to increase workforce diversity including:
- nine participants in the 2018 CMTEDD Employment Pathway Program for Aboriginal and Torres Strait Islanders;
- four participants in the 2018 ACTPS Vocational Employment Program for Aboriginal and Torres Strait Islanders;
- two participants in the 2018 ACTPS Vocational Employment Program for People with Disability; and
- the placement of three individuals through the Work Experience Support Program (Culturally and Linguistically Diverse).
Capability
CMTEDD continued to strengthen its workforce, build organisational capability, encourage retention and enhance organisational performance.
The directorate embeds a culture of high performance through the promotion of the ACTPS Performance Framework and recognition of values-aligned excellence through the CMTEDD Staff Awards.
CMTEDD recruited highly skilled and talented graduates through the ACTPS Graduate Program, with 14 graduates employed as at June 2019.
Employees were provided with access to a range of in-house learning and development opportunities in addition to utilisation of the ACTPS Training Calendar, attendance at conferences and various other specialist programs. In addition, the directorate launched a new e-Learning platform in 2019, enabling learning and development programs to be accessible to a greater audience.
Learning and development activities offered in-house included, but were not limited to, the programs outlined below.
In-House Training
Aboriginal and Torres Strait Islander Cultural Awareness: This program increases staff understanding and awareness of Aboriginal and Torres Strait Islander cultures, and assists in the development of effective communication and engagement with Aboriginal and Torres Strait Islander peoples.
CMTEDD Supervisor Development Program: The program provides current and aspiring supervisors/team leaders with key capabilities and knowledge to perform their role effectively in a government-service context.
Disability Awareness (General and Managers): These sessions develop an understanding of issues experienced by People with Disability, promotes knowledge of key disability legislation and increases confidence in how to relate appropriately to People with Disability.
Domestic and Family Violence Awareness: This training is designed to assist staff and managers to identify the signs of domestic and family violence, respond appropriately to disclosures of information, and receive tools for support and referral.
Freedom of Information: The Information Access Team delivered presentations and training to various directorate business units on the requirements of the Freedom of Information Act 2016. In addition, the Information Access Team delivered presentations to the CMTEDD Information Officer Network on the responsibilities of Information Officers.
Information Privacy: Training provided staff with a sound understanding of the Information Privacy Act 2014 and Territory Privacy Principles, and the specific legal obligations of ACT Public Sector agencies and contracted service providers when collecting and handling personal information.
Leading Change Program: The Leading Change Program is targeted at Senior Officer A and Senior Officer B classifications and consists of three key themes: Strategic Thinker, Performance Leader and Trusted Advisor. The program takes a blended learning approach, combining electronically delivered learning materials, subject matter expert sessions, executive debriefs, self-directed learning, 360 degree feedback and one to one coaching. Participants use a live business case to transfer learning to their work.
Lesbian, Gay, Bisexual, Transgender, Intersex and Queer (LGBTIQ) Awareness: This training provides an understanding of the LGBTIQ community and related issues of importance, including language and terminologies; practical case studies on how to consider LGBTIQ implications in policy work and offers resources and ideas on fostering LGBTIQ inclusivity in the workplace.
Performance Series: This training consists of three modules to support the ACTPS Performance Framework. These modules include: Talking about Performance and Development, and Managing Underperformance and Coaching.
Recruitment Capability Training: This training is designed to provide participants with the knowledge of current, directorate specific recruitment and selection processes. It covers best practice contemporary methods to attract applicants; define the skills, knowledge and behavioural capabilities required for roles; how to use evidence-based questions in application and assessment processes; provide feedback to applicants and ultimately select the most suitable talent for positions.
Respect, Equity and Diversity (General and Managers): These training programs are designed to increase awareness and understanding of the ACTPS RED Framework. Manager training specifically identifies managerial responsibilities predominantly in relation to bullying prevention.
Self-Awareness and Workplace Relationships Program: This program incorporates the Hermann Brain Dominance Instrument to develop self-awareness and an appreciation of the communication styles and information needs of others.
Superannuation Seminars: Information seminars provided employees with an understanding of their relevant superannuation schemes. Seminars were held to provide information on CSS, PSS, PSSap and accumulation funds, as well as planning for retirement.
Work Health and Safety: A range of WHS training is provided to the directorate as outlined in Section B.10.
Other internally facilitated in-house learning and development
Business Continuity and Disaster Recovery Awareness: This session provides staff with an understanding of Business Continuity and Disaster Recovery principles and provides an outline for how Business Continuity and Disaster Recovery is managed within CMTEDD.
Classification and Titling: This training gives staff an understanding on how to appropriately classify and title to improve their overall capacity to find, use and manage official records, information and data.
Fraud and Ethics Awareness: This training is available to all staff and aims to raise the awareness of Ethics, Fraud and Corruption. The course provides an understanding of acceptable behaviour standards within CMTEDD, the relevant legislative framework and consequences of non-compliance, and the process for reporting and what to do if staff suspect fraud has occurred.
General Records Management Principles: This training aims to deliver an understanding of the requirement and obligation we have to create, capture and maintain records as required by the Territory Records Act 2002.
Managing Risk in Projects: This course aims to provide staff with an understanding of how to manage risk in projects including the development and implementation of time critical risk treatment action plans.
Performance and Development Planning: this workshop is designed to provide staff and managers with an understanding of the ACTPS Performance Framework. The workshop also highlights the importance of engaging in good quality two-way performance discussions so that everyone has a clear understanding of expectations and performance progress.
Risk Management Training: The directorate assists with ensuring that there is a consistent, appropriate application of the risk framework and risk plan, and assisted in increasing the risk management maturity across CMTEDD. Training offered to staff includes: Introduction to Risk Management; and Managing Risks in Projects. Specific area, project or program risk workshops were also conducted with a number of areas.
Security Awareness: Security implies a safe and secure environment in which people may work, but also applies to our physical assets and systems. The directorate has a range of guidelines, policies, practices and procedures that provide a protective security environment that is fundamental to sound management. This training touches on both physical and personal security.
Sentencing and Disposal Practice: This training provides an introduction to staff managing records about the framework on sentencing and disposal requirements of records, information and data.
Staff Induction: The induction program provides new employees with an overview of the functions of CMTEDD, an understanding of expectations in the workplace, conditions of service, inclusion, workplace health and safety and staff consultative arrangements.
Shared Services Essentials Program: The Shared Services Essentials Program enhances capabilities of junior staff through developing transferable skills, including self-awareness and resilience; customer and relationship management; process improvement and the ability to influence change; and task prioritisation and time management skills. Team Leaders/Supervisors train their staff in the above core capabilities thereby further developing Team Leaders/Supervisors’ facilitation and communication skills.
Whole of Government Training
The ACTPS Training Calendar was promoted to staff through regular WoG emails. Approximately 337 CMTEDD staff attended training provided through the ACTPS Training Calendar and the ACTPS Panel of Training Providers with an estimated cost of $192,752.
Studies Assistance
CMTEDD continued its support for staff through the Studies Assistance Program. In 2018-19 CMTEDD invested approximately $141,047 towards studies assistance for 57 staff.
Other WoG learning and development
During the year, CMTEDD continued its commitment to WoG learning and development activities, including participation in the Executive Professional Development Presentation series.
Staffing Profile
The staff numbers below represent CMTEDD employees who received a payment in the last payday of 2018-19. The figures exclude board members and people on leave without pay.
FTE and Headcount by Division/Branch
Division/branch | FTE | Headcount |
---|---|---|
Graduate Program | 14.0 | 14 |
Chief Minister | ||
Access Canberra | 609.7 | 629 |
Corporate | 54.2 | 56 |
Communications and Engagement | 34.2 | 36 |
Economic Development | 174.8 | 190 |
Office of the Chief Digital Officer | 16.9 | 17 |
Office of the Head of Service | 3.7 | 4 |
Policy and Cabinet | 53.1 | 56 |
Strategic Finance | 24.1 | 26 |
Workforce Capability and Governance | 45.7 | 47 |
Treasury | ||
Economics and Financial Group | 39.0 | 40 |
Finance and Budget | 46.0 | 47 |
Infrastructure Finance and Capital Works | 114.1 | 116 |
Office of the Deputy Under Treasurer, Commercial Services and Infrastructure | 5.0 | 5 |
Office of the Deputy Under Treasurer, Economic, Budget and Industrial Relations | 3.0 | 3 |
Officer of the Under Treasurer | 3.4 | 4 |
Revenue Management | 102.9 | 111 |
Procurement ACT | 41.5 | 42 |
Property and Venues | 167.8 | 180 |
Shared Services | 768.9 | 794 |
Workplace Safety and Industrial Relations | 60.5 | 63 |
Total | 2,382.3* | 2,480 |
*Variation due to rounding
FTE and Headcount by Gender
Description | Female | Male | Total |
---|---|---|---|
FTE by Gender | 1,191.9 | 1,189.4 | 2,382.3 |
Headcount by Gender | 1,265 | 1,214 | 2,480 |
Percentage (%) of Workforce | 51.0 | 49.0 |
Headcount by Classification Group and Gender
Classification Group | Female | Male | Total |
---|---|---|---|
Administration Officers | 769 | 435 | 1,205 |
Executive Officers | 37 | 45 | 82 |
General Services Officers & Equivalent | 2 | 61 | 63 |
Information Technology Officers | 24 | 120 | 144 |
Legal Officers | 0 | 1 | 1 |
Professional Officers | 16 | 26 | 42 |
Senior Officers | 411 | 505 | 916 |
Statutory Officer Holders | 0 | 2 | 2 |
Technical Officers | 4 | 13 | 17 |
Trainees and Apprentices | 2 | 6 | 8 |
Total | 1,265 | 1,214 | 2,480 |
Headcount by Employment Category and Gender
Employment Category | Female | Male | Total |
---|---|---|---|
Casual | 12 | 12 | 24 |
Permanent Full-time | 905 | 992 | 1,897 |
Permanent Part-time | 181 | 26 | 207 |
Temporary Full-time | 153 | 179 | 333 |
Temporary Part-time | 14 | 5 | 19 |
Total | 1,265 | 1,214 | 2,480 |
Headcount by Diversity Group
| Headcount | Percentage (%) of Agency Workforce |
---|---|---|
Aboriginal and/or Torres Strait Islander | 45 | 1.8 |
Culturally & Linguistically Diverse | 501 | 20.2 |
People with Disability | 119 | 4.8 |
Headcount by Age Group and Gender
Age Group | Female | Male | Total |
---|---|---|---|
Under 25 | 66 | 55 | 121 |
25-34 | 361 | 311 | 673 |
35-44 | 357 | 298 | 655 |
45-54 | 302 | 316 | 618 |
55 and over | 179 | 234 | 413 |
Total | 1,265 | 1,214 | 2,480 |
Average Length of Service by Gender
Description | Female | Male | Total |
---|---|---|---|
Average years of service | 8.1 | 8.4 | 8.3 |
Recruitment and Separation Rates by Classification Group
Classification Group | Recruitment Rate (%) | Separation Rate (%) |
---|---|---|
CMTEDD | 13.4 | 6.9 |
Note: Recruitment and separation are defined as commencing or departing the ACTPS respectively for permanent employees, and Executive Officers with long-term contracts. Internal transfers between or within directorates are not included.
Further information can be obtained from
Robert Wright
Executive Group Manager
Corporate
+61 2 6207 0569
Robert.Wright@act.gov.au