Management of Human Resources
The Human Resources section continues to experience a heavy workload and has been implementing recommendations emanating from the 2006 Organisational and Workplace Review. In particular new policies and strategies have been developed relating to Mature Age Employment; Staff Rotation Schemes; Workforce Planning; Industry Placement Programs and Apprenticeships. Recruitment of contract staff across the Mint has been dramatically reduced. This has resulted from better workforce planning processes introduced across the organisation. Tied in with the Mint refurbishment project is the opportunity to undertake a whole of Mint training and personal development program. During the year a training officer was appointed and this initiative has already seen a marked improvement in staff performance and in particular staff morale.
Performance Development System
The Mint's Performance Development System has been reviewed by the CEO in consultation with focus groups and individual staff to provide a transparent and objective system that is user friendly and aligns with the Mint's Strategic Plan. Training will be provided to all staff in "giving and receiving feedback", to enable a consistent application of the appraisal process across the organisation. The first appraisals under the new system will take place in September 2007.
Royal Australian Mint Certified Agreement and APS Values
The 2006-07 Royal Australian Mint Agency Agreement was negotiated under section 328 of the Workplace Relations Act 1996 and will expire at the end of December 2007.
A new Agreement is currently being negotiated and it is expected to be endorsed by the end of 2007. We will endeavour to continue to provide a framework within which a cooperative approach to production is encouraged. We will continue to seek to improve the Mint’s ability to make products that the market wants in a timely, efficient and profitable manner at the same time providing employees with job security, improved career opportunities, working conditions and competitive remuneration. The agreement will also continue to reinforce the commitment given by all parties to the Royal Australian Mint Values.
Workplace Relations
The Mint has a range of formal and informal consultative arrangements including the Mint Consultative Forum which meets regularly. It is chaired by the CEO and comprises management representatives, elected employee representatives and representatives of the Community and Public Sector Union and the Australian Manufacturing Workers Union. The relationship with both unions is cooperative and inclusive.
The agency agreement will continue to make direct communication between management and employees a priority, with a commitment to discussing workplace issues in a spirit of cooperation and trust, ensuring employees receive information on workplace issues affecting them, including business progress and the impacts of new programs. The agreement also allows scope for employees to contribute their views on these issues.
Recruitment and Succession Planning
The Mint's retention rate has stabilised due to the continued implementation of recommendations from the Organisational and Workplace Review. Recruitment activity last year resulted in 11 promotions, 9 appointments and 7 non ongoing staff converted to ongoing employees. There were also three apprentices recruited.
The Mint will begin to realise its investment in its apprenticeship program in 2008, when some of our apprentices can be considered for qualified trade positions. We are currently reviewing our workforce to plan to take account of future losses in key areas due to retirement, through increased generalised training and specialised skilling of our staff.
Training
The Mint recruited a Training and Development Officer in May 2007. This initiative has resulted in an increase in training and development across the organisation. The training officer initially addressed the immediate need for upgrading skills of our staff to enable them to apply for various vacancies within the Mint emanating from the Organisational and Workplace Review. The Mint has also identified that the refurbishment shut down periods in 2007-08 would be an ideal opportunity to provide a comprehensive training package for our staff; the training officer is organising a broad selection of programs across this period. Additionally the Mint will update its training program, after assessing corporate and individual training needs resulting from the first round of appraisals under the new Performance Development Scheme in 2007.
Among the training programs conducted in 2006-07 were courses on interview techniques, a program for supervisors, project management training and basic and advanced computer training.
The cost of training courses attended by Mint employees for 2006-07 was $210,500. Salary and travel costs are not included in this figure.
Staffing information
All staff are employed under the Public Service Act 1999.
| Ongoing | Non-ongoing | ||||||||
|---|---|---|---|---|---|---|---|---|---|
| Full-time | Part-time | Full-time | Part-time | ||||||
| Classification | Male | Female | Male | Female | Male | Female | Male | Female | Total |
| Apprentice | 2 | 0 | 0 | 0 | 10 | 0 | 0 | 0 | 12 |
| APS1 | 4 | 6 | 0 | 0 | 5 | 4 | 1 | 0 | 20 |
| APS2 | 11 | 18 | 0 | 0 | 2 | 2 | 0 | 0 | 33 |
| APS3 | 8 | 3 | 0 | 0 | 0 | 4 | 0 | 1 | 16 |
| APS4 | 19 | 8 | 1 | 0 | 4 | 1 | 0 | 0 | 33 |
| APS5 | 14 | 8 | 0 | 1 | 1 | 1 | 0 | 0 | 25 |
| APS6 | 12 | 3 | 0 | 3 | 1 | 0 | 0 | 0 | 19 |
| EL1 | 10 | 4 | 0 | 0 | 0 | 0 | 0 | 0 | 14 |
| EL2 | 3 | 3 | 0 | 0 | 0 | 0 | 0 | 0 | 6 |
| SESB1 | 1 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 1 |
| SESB2 | 0 | 1 | 0 | 0 | 0 | 0 | 0 | 0 | 1 |
| SESB3 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 |
| Total | 84 | 54 | 1 | 4 | 23 | 12 | 1 | 1 | 180 |
| No. of Employees | ||
|---|---|---|
| Agency Agreement | 172 | |
| AWA — Non SES | 6 | |
| AWA — SES | 2 | |
| Total | 180 | |
| Classification | Minimum $ | Maximum $ |
|---|---|---|
| APS1 | 33764 | 37319 |
| APS2 | 38807 | 42374 |
| APS3 | 42374 | 47671 |
| APS4 | 48441 | 52670 |
| APS5 | 52670 | 58437 |
| APS6 | 60211 | 69242 |
| EL1 | 74823 | 86265 |
| EL2 | 86265 | 102819 |
| AWA — Non SES | 87124 | 124500 |
| AWA — SESB1 | 151348 | 175899 |
| AWA — SESB2 | 185496 | 217116 |
Total for all SES remuneration was $332,168 (excluding superannuation allowances)
Workplace Diversity
The Mint respects and appreciates the cultural diversity of its workforce, 42 per cent of which comprises employees from other countries where English is not the spoken language; an additional 6 per cent were born overseas in countries where English is the first language.
The Workplace Diversity Programme continues to formalise the Mint’s commitment to ensuring employees in identified groups have fair access to recruitment, training and promotion opportunities. The Mint has a Mature Age Workforce Policy to provide measures that continue to support our older staff who wish to remain in the workforce.
To assist employees in balancing work, family and other caring responsibilities, the Agency Agreement leave conditions allows employees to use their personal leave entitlements to care for immediate family members who are sick. Applications for part-time work are considered favourably. Flexible working hours are available to fit in with family commitments.
There is also an additional entitlement of two weeks paid maternity leave. The maternity leave and the additional leave may be taken at half pay. Executive level employees are able to make use of flexible working hours in the same way as all other Mint employees.
The Mint also commenced investigating programs for ESL training for eligible staff.
| Classification | Female | Born overseas | ESL | AATSI | Disability |
|---|---|---|---|---|---|
| Apprentice | 0 | 3 | 4 | 0 | 0 |
| APS1 | 10 | 14 | 14 | 0 | 0 |
| APS2 | 20 | 25 | 25 | 0 | 1 |
| APS3 | 8 | 6 | 6 | 0 | 0 |
| APS4 | 9 | 14 | 10 | 0 | 1 |
| APS5 | 10 | 6 | 4 | 0 | 0 |
| APS6 | 6 | 7 | 7 | 0 | 0 |
| EL1 | 4 | 8 | 5 | 0 | 0 |
| EL2 | 3 | 3 | 2 | 0 | 0 |
| SESB1 | 0 | 0 | 0 | 0 | 0 |
| SESB2 | 1 | 0 | 0 | 0 | 0 |
| SESB3 | 0 | 0 | 0 | 0 | 0 |
| Total | 71 | 86 | 77 | 0 | 2 |
Disability Strategy
The Mint will continue to support and encourage our disabled employees. The Mint maintains a relationship with disability support groups especially in monitoring and supporting the special needs of one of our long-term employees. We address special needs on an individual basis and where necessary make adjustments to their working environment (for example through modifications to workstations, access to special soft ware, parking, and hours of duty) and specific job tasking.
The Mint was also an active participant in the Australian Public Service Commission Disability Evaluation Reference Group.
The Mint’s website complies with Web Content Accessibility Guidelines (WC3), allowing customers to provide feedback, make inquiries and order Mint products via the internet.
The Mint fulfils its obligation under the Disability Discrimination Act 1992 with regard to its tourist facility. The refurbishment of the Mint which is currently underway will continue to review, consult and update all aspects of the Mint’s obligations in accordance with the Disability and Discrimination Act 1992.
Occupational Health and Safety (OH&S)
The Mint continues to be committed to providing a safe and healthy workplace for employees, contractors and visitors. All reasonable steps are taken to control or eliminate hazards and minimise the risks associated with production and day to day activities.
As the Mint is currently undergoing an extensive refurbishment there are unique challenges in relation to OH&S at this time.
Occupational Health and Safety Committee
- The OH&S Committee meets monthly and monitors issues relating to the refurbishment project and broader OH&S issues within the Mint. During the past year there have been a number of changes made to Comcare Legislation. One of the most significant changes for employees during the year is that injuries sustained on journeys between home and work are no longer covered, and injuries sustained during a lunch break away from the workplace are also no longer covered. The committee has been reviewing and updating existing policy, including the writing of new policy and procedures to ensure compliance with these changes.
- The Mint has increased the number of Health and Safety Representatives (HSR’s) from six to eight representing the three designated working groups which are now Administration, Production and Production Services. The HSR’s fulfil a vital role in reviewing current work practices and actively promoting safe work practices across all areas of the Mint.
Employee Health and Safety Initiatives
- During the past year the Mint has increased the number of trained First Aid Officers from 14 to 17. All electrical staff have been trained in CPR.
- As part of the 2006-07 Agency Agreement 96 employees took advantage of the Mint’s Healthy Lifestyle Payment. This one-off annual payment of $100 is available to contribute to activities such as gym membership, quit smoking or similar activities which promote a healthy lifestyle.
- The Mint again offered free influenza vaccinations for staff with some 68 staff being vaccinated.
- Staff were tested for nickel and chromium levels and all results were within normal limits. Additional tests were undertaken to test staff for heavy metals, again all results were within normal limits.
Workplace Incident Reports
All accident and incident reports were thoroughly investigated and remedial action taken where appropriate.
- During 2006-07 the Mint received 41 Accident Reports and 15 Incident Reports.
- Six workers compensation claims were lodged (four were accepted whilst two were non compliant) resulting in 17 lost time days.
Annual OH&S Audit
The annual OH&S audit was again undertaken against AS4801:2 by an external specialist during February 2007. There were seven recommendations arising from the audit which was a pleasing result compared to the previous years audit which made 39 recommendations.
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