DIMA Annual Report 1996-97

Supplementary statement 4 — Staffing

4a. Performance Pay

Performance appraisal against performance agreements was completed for 38 SES officers and officers acting in the SES, and performance bonuses paid.

In the Department, the maximum bonus payable was 10 per cent of the SES officer's salary as at 30 June 1996.

Performance bonus amounts paid, by SES level, were:

4b. Training, including interchange program

The Staff Development Strategic Plan 1996–1998 was formally launched by the Secretary on Monday 4 November 1996. Three major initiatives resulting from implementation of the strategic plan were:

• the progressive introduction of individual Learning Agreements throughout the Department, with a focus on knowledge and skills to do the job;
• the establishment of a Corporate Staff Development Committee, which met for the first time on Tuesday 19 November 1996 and quarterly thereafter; and
• the conduct of the first biannual National Staff Development Managers Conference, held on 20–21 November 1996 and attended by representatives of all State and Territory offices as well as personnel from Central Office Staff Development, Onshore Training and Overseas Staff Training Sections.

A report on a joint (DIMA/CPSU) review of Studybank was completed and its main recommendations implemented through revised Studies Assistance Scheme guidelines.

Second semester 1996 began with 84 approved students (41 females and 43 males). This increased to 113 students (55 females and 58 males) in the first semester of 1997.

The Department reimbursed successful students a total of $185 000 in HECS payments and course fees.

One officer participated in the SWIM program and one participated in EDS, while a number of the Department's Senior Executive Service officers and Senior Officers attended a range of Public Service and Merit Protection Commission development programs during the year.

The Department participated in the Public Administration Trainee (PAT) Scheme through the recruitment and training of 14 PATs in Central Office.

The 1996 intake of Graduate Administrative Assistants found permanent placements at the conclusion of their development year.

Training of the 1997 intake of graduates commenced, all of whom were based in Central Office. Training continued to be competency-based, with the Department holding provider status.

In addition:

• the Department piloted a formal in-house Mentoring Program;
• in-house middle management training conducted between July 1996 and June 1997 included managing diversity and, for nominated officers, Harassment Contact Officer training;
• a number of officers attended both internal and external seminars covering areas of legislative change;
• 35 staff members Australia-wide continued their study under the Public Sector Management Course scheme, with 15due to graduate in 1997; and
• 49 staff members successfully completed competency-based training.

Net expenditure on formal training and staff development for 1996–97 was $3.1 million.

This is a decrease relative to the previous year and is attributable to several factors, including an increased emphasis on on-the-job training and other informal means of learning, flowing from implementation of the Staff Development Strategic Plan 1996–1998.

A total of 2 894 people (including full-time and part-time staff in Australia and overseas) were employed in 1996–97. Some 5 540 person days were recorded as being spent by staff on training, representing an average of 1.9 training days per staff member.

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