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Human Resources and People Management

During 2017-18, the NBA continued its commitment to managing and developing its employees to meet organisational objectives. The results of the 2018 Australian Public Service Commission (APSC) Employee Census indicates the success of the NBA in continuing to be an organisation with a strong and happy team culture focussed on outcome delivery. The key points from the Employee Census are:

  • 84 per cent of employees consider that their supervisor and senior leaders in the NBA act in accordance with the APS Values
  • 90 per cent of employees consider that their supervisor acts in accordance with the APS Values in their everyday work
  • 64 per cent of employees stating that they consider the leadership of the NBA is of a high quality
  • 57 per cent of employees consider that the most senior leaders are sufficiently visible i.e. seen in action
  • 73 per cent of employees are satisfied with the work-life balance in their current job
  • 55 per cent of employees feel they are valued for their contribution to the NBA
  • 78 per cent of employees stating that they are satisfied with their current job
  • 69 per cent of employees feel a strong personal attachment to the NBA
  • 88 per cent of employees are satisfied with the non-monetary employment conditions at the NBA e.g. leave and flexible work arrangements
  • 71 per cent of employees consider that the NBA provides access to effective learning and development opportunities
  • 81 per cent of employees would recommend the NBA as a good place to work
  • 86 per cent of employees are proud to work at the NBA.

Employee and agency census

The surveys undertaken by the NBA in 2017-18 were the APSC State of the Service Employee Census and the APS State of the Service Agency Survey. The APSC set a target rate of 70 per cent of APS employee participation for the Employee Census and the NBA exceeded this with a 91 per cent return, 17 per cent higher than the APS participation rate of 74 per cent.

The overall employee census outcomes for the NBA were very pleasing, indicating the organisation has a stable, happy and motivated workforce. Areas for improvement relate to addressing underperformance and increasing opportunities for talent management/career progression and innovation.

FIGURE 3.4 NBA Organisation as at 30 June 2018

Our values

The NBA strongly endorses the APS Values, Employment Principles and Code of Conduct and it is this basis which forms the expectations for the behaviour and conduct from all of our staff. Employees at the NBA understand their responsibilities associated with being a member of the APS and being a representative of the Australian Government.

Staffing information

The total number of APS staff employed in the NBA was 57 employees (52.16 full time equivalent) at the end of June 2018. Table 3.2 and Table 3.3 provide a breakdown of NBA staff numbers by classification, gender and employment type (prepared on substantive classification role as at 30 June 2018).

We have a diverse workforce with 18 per cent of NBA employees identifying as being from non-English speaking backgrounds and 29 per cent were born outside of Australia.

Indigenous Staffing

In 2017-18, the NBA did not have any employees who reported as identifying themselves as Indigenous. In 2017-18 the NBA made efforts to attract indigenous employees through open/non- targeted recruitment and retention processes that included exploring alternate pathways such as the Australian Government Indigenous Program. In addition, previously established relationships with indigenous recruitment organisations have been strengthened.

TABLE 3.2 Number of male and female full-time and part-time NBA staff at 30 June 2018

Substantive Role
Classification
Female (Full- Time)
Female (Part-Time)
Male
(Full-Time)
Male
(Part-Time)
Total

Chief Executive Officer

Nil

Nil

1

Nil

1

SES

Nil

Nil

1

Nil

1

EL2

4

Nil

3

Nil

7

Legal 1

Nil

Nil

1

Nil

1

EL1

10

5

7

Nil

22

APS6

7

2

Nil

Nil

9

APS5

7

2

3

Nil

12

APS4

3

Nil

1

Nil

4

Grand Total

31

9

17

Nil

57

TABLE 3.3 Number of male and female and ongoing and non-ongoing NBA staff at 30 June 2018

Substantive Role
Classification
Female (Ongoing)
Female
(Non-ongoing)
Male
(Ongoing)
Male
(Non-ongoing)
Total

Chief Executive Officer

Nil

Nil

1

Nil

1

SES

Nil

Nil

1

Nil

1

EL2

4

Nil

3

Nil

7

Legal 1

Nil

Nil

1

Nil

1

EL1

14

1

7

Nil

22

APS6

9

Nil

Nil

Nil

9

APS5

9

Nil

2

1

12

APS4

1

2

Nil

1

4

Grand Total

37

3

15

2

57

We have 55 staff located in the Australian Capital Territory, one in New South Wales and one in Queensland. Both New South Wales and Queensland employees are part-time.

The average age of NBA staff is 43.75 years. Table 3.4 provides a breakdown of the age demographic of NBA employees.

TABLE 3.4 Age demographic of NBA staff at 30 June 2018

Age profile
Number of employees

20 – 25

2

26 – 30

4

31 – 35

6

36 – 40

12

41 – 45

10

46 – 50

8

51 – 55

7

56 – 60

5

61 – 65

2

66 +

1

Total

57

NBA Enterprise Agreement

The current enterprise agreement (EA) was approved on 12 January 2016. The table below details salary levels of staff by classification for 2017-18.

TABLE 3.5 Salary levels of NBA staff by classification at 30 June 2018

Classification
Minimum ($)
Maximum ($)

EL 2

118,513

133,524

EL1 Legal

99,295

120,221

EL 1

99,726

113,265

APS Level 6

80,799

91,152

APS Level 5

73,244

77,305

APS Level 4

67,340

71,155

TABLE 3.6 Numbers of NBA staff on types of employment agreements

Staff
Enterprise
Agreement
Common law or
Section 24 Agreement

Chief Executive Officer

Nil

Nil

SES

Nil

1

Non-SES

55

Nil

Non–salary benefits

The EA and other employment arrangements provide a range of non-salary benefits in addition to those consistent with national employment standards and the Fair Work Act 2009. The benefits provided are very similar to those provided by many other agencies and are detailed in the EA and available on the NBA website at https://www.blood.gov.au/employment-benefits.

Non-SES employees may have access to the following non-salary benefits

  • annual Christmas close-down
  • Australian Defence Force Reserve leave
  • breastfeeding facilities
  • Employee Assistance Program (EAP)
  • financial and/or paid leave to support professional development
  • flexible working arrangements with time off in lieu (TOIL) where appropriate (for Executive Level employees only)
  • flex-time (for APS classified employees)
  • home-based work, laptop computers, internet access, and mobile phones
  • individual flexibility arrangements
  • influenza vaccinations for staff and their immediate family members
  • leave for compassionate purposes
  • maternity and adoption leave
  • NBA's health and wellbeing program
  • parental leave
  • provision of eyesight testing and reimbursement of prescribed eyewear costs specifically for use with screen-based equipment
  • purchase up to an additional four weeks annual leave per year
  • recreation and personal leave at half pay
  • salary packaging arrangements.

SES non-salary benefits include all of the above (except flex-time and TOIL) plus

  • airport lounge membership
  • executive vehicle allowance
  • onsite car parking.

Workforce planning, staff retention and turnover

Staff turnover reduced from 20.7 per cent in 2016-17 to 12.3 per cent in 2017-18. Seven people departed the NBA during 2017-18.

The average length of service for staff at the NBA is 5.29 years, which is consistent with the previous year and 47 per cent of staff average length of service at the NBA is more than five years, a decrease of 1 per cent from the previous year.

Productivity gains

During the year, the NBA continued to adjust staffing levels to meet program and resourcing demands and contribute to the government's efficiency dividend strategy. This will continue throughout 2018-19.

The NBA continued services through the Department of Health Shared Services Centre. The NBA also continued to use Commonwealth panel arrangements for the external provision of services such as recruitment, training, annual influenza vaccinations and the Employee Assistance Program (EAP).

Remuneration and performance pay

Total remuneration for senior executive officers is determined through negotiation between individual officers and the Chief Executive, taking into account the broader economic environment as well as APS and Remuneration Tribunal benchmark data. Performance pay is not available to NBA staff.

Professional and personal development

The NBA recognises the importance of ensuring that staff continue to develop their skills and this is facilitated through sourced internal training, in-house training programs and external training and development opportunities such as stakeholder engagement, conferences, seminars, accredited training organisations and learning institutions. To supplement this, during 2017-18 the NBA explored options for implementing an online eLearning system in support of ongoing professional and personal development for staff. The NBA explored current practices of other departments and agencies and concluded that the most suitable solution would be to source an off the shelf eLearning management system. The NBA considered the Learnhub eLearning Management System to be the most appropriate system which will strengthen and build upon existing staff skills as well as satisfy annual mandatory training requirements.

As part of its role in the health sector, the NBA is encouraged to attend a number of health conferences to promote blood usage awareness. Opportunities to participate in these conferences are offered to staff from all areas of the NBA.

The NBA fosters a culture of cohesion to further enhance its organisational productivity, build team relationships, improve cross team communications, increase staff retention and further build and promote our positive, collegiate culture.

Staff health and wellbeing

The NBA recognises the value of encouraging a work environment that supports the health and wellbeing of its employees. Some of the eligible activities which are open to staff include:

  • health memberships
  • specialist advice/programs
  • annual influenza vaccinations for staff and their immediate families.

Work health and safety (WHS)

Workplace health and safety matters are standing agenda items that are routinely discussed at a variety of organisational reporting meetings such as HR reporting to the senior executive management group, the Business Committee and the SPF.

There was one reportable incident lodged with Comcare during the reporting year. No investigations were conducted by Comcare during the reporting year.

Initiatives that were undertaken by the NBA during the year to maintain its ongoing commitment to a safe and secure workplace included:

  • the continued availability of workstation assessments for all new starters as well as assessments for existing staff who felt it necessary for their wellbeing
  • access to the EAP
  • expansion of ICT remote working capabilities to cover all staff, enabling staff to work from outside the office on an ad hoc basis
  • sit-to-stand desks
  • development and implementation of a WHS governance framework.
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