Management of Human Resources
The Mint experienced a heavy workload and changes to the organisational structure throughout the year. A new CEO was appointed and several other senior positions became vacant and were subsequently filled.
There have been significant changes made to the way the Mint recruits its staff , in particular the reduction in the use of contract staff . These changes have been supported by a revised planning process aimed at reducing production peaks and troughs.
In late 2005-06, with the assistance of Mr Graham Smith, Ms Murphy commenced a review of the organisation and staffing structure in consultation with staff . The outcome of the review was announced in early August 2006 and will be implemented through 2006-07. The new staff structure recognises the need to retain experienced staff by introducing an improved career structure that encourages and provides greater opportunities for skills development and work experience. This has the ultimate objective of improving the quantity and quality of production, thereby improving the return on the Government's investment.
Performance Management System
The Mint's Performance Management System (PMS) was intended to provide a framework for improving organisational performance by linking and aligning individual, team and organisational objectives and results. It has become evident that the PMS was cumbersome and was not being applied consistently throughout the organisation. Ms Murphy is undertaking an overhaul of the PMS in consultation with staff to make the system easier to operate and form a clearer link with the Mint's Strategic Plan. This in turn will provide a better measure of individual and comparative performance and a more structured relationship between organisational performance and individual, team and organisational objectives and results.
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