Managing our people

Employees

As at 30 June 2020, AIATSIS had 121 ongoing and 14 non-ongoing employees. Of these, 121 employees worked full time and 14 part time; and 40 employees identified as Aboriginal and/or Torres Strait Islander. Of these, 37 are employed in ongoing arrangements and three are non-ongoing. This was an increase of four Aboriginal and/or Torres Strait Islander ongoing staff members from the previous reporting year.

PGPA Rule section 17BE(ka)—Management of Human Resources requires reporting in four separate tables on: 

• all ongoing employees for the current report period (2019–2020)
• all non-ongoing employees for the current report period (2019–2020)
• all ongoing employees for the previous report period (2018–2019)
• all non-ongoing employees for the previous report period (2018–2019). Because of our size and place of work, we can combine this information in Table 25.

Key management personnel remuneration

During the reporting period ending 30 June 2019, we had 13 AIATSIS Council members and six executives who met the definition of key management personnel. 

PGPA Rule section 17BE(ta)—Executive Remuneration requires us to report on information about remuneration for:

• key management personnel
• senior executives
• other highly paid staff.

Appendix E details this information for key management and senior executives.  AIATSIS does not have other highly paid staff paid in the same remuneration bands as senior executives.

In the notes to the financial statements for the period ending 30 June 2020, we disclose the key management personnel expenses shown in Table 27.

Capability development

A Learning and Development Plan and Indigenous Pathway and Cultural Competency Project were originally due to be implemented in 2018–2019 but were deferred due to other priorities. The Learning and Development Plan, including an in-house staff development program, was put off until early 2020. Despite the COVID-19 pandemic preventing face-to-face training, we developed alternative online training to meet remote working requirements. The Indigenous Pathway and Cultural Competency Project is ongoing, with the launch delayed until the end of 2020 due to the impacts of COVID-19.

Aboriginal and Torres Strait Islander apprenticeship program

During 2019–2020 we participated in Services Australia’s 2020 Aboriginal and Torres Strait Islander Apprenticeship Program. The program aims to provide a pathway for Aboriginal and Torres Strait Islander peoples to start their careers in the Australian Public Service and to attain a nationally accredited qualification in government within the first 12 months of commencement.

We engaged two apprentices on an ongoing basis. Both are studying for a Diploma in Government while learning on the job in their respective roles in publishing and collections management program areas.

This contributes to our longer term strategy of increasing Aboriginal and Torres Strait Islander employment and development opportunities within AIATSIS and supporting the need for a diverse workforce to better serve the diversity of its stakeholders and community. Over the next 12 months we will assess and evaluate the outcomes of this program to determine our future needs and continued participation.

Work health and safety

We acknowledge and are committed to fulfilling our responsibilities under the Work Health and Safety Act 2011 (Cth), the Work Health and Safety Regulations 2011 and the Safety, Rehabilitation and Compensation Act 1988 (Cth).

Our achievements include: 

• sustaining a low number of workers’ compensation claims submitted in 2019–2020—one claim
• maintaining a low number of accepted workers’ compensation claims in 2019–2020—one claim
• a Comcare workers’ compensation premium rate of 0.61 per cent compared to the scheme average of 0.85 per cent.

We continue to focus on encouraging early identification, reporting and response to workplace hazards and injuries in the workplace to further improve work health and safety and return to work performance.

Other initiatives implemented in 2019–2020 to ensure the health, safety and welfare of our workers include:

• formation of a taskforce to coordinate a whole of institution response to COVID-19
• introduction of a rostering system to reduce the number of staff on site at any one time and to ensure physical distancing
• providing the option for staff in high-risk groups to work from home on a continuing basis during the pandemic
• providing access to 10 days of paid leave to all staff to enable self-isolation or quarantining, in line with government direction to reduce the spread of COVID-19
• providing a reimbursement of up to $300 to staff working from home as a contribution to maintaining an ergonomic working environment while away from the office
• creation of a dedicated mailbox for staff to direct any COVID-19 related queries to
• creation of a dedicated COVID-19 page on the institute’s intranet to provide staff updates and advice
• working with our managers in supporting ill or injured employees through our early intervention program to help them remain at work or return to work safely
• promoting and encouraging employees to access the services of our Employee Assistance Program to support positive physical and mental health and wellbeing
• developing a Family and Domestic Violence Policy and guidance material that will include family and domestic violence training
• inviting our employees to participate in the annual influenza vaccination program to reduce unscheduled absences during the influenza season.

Notifiable incidents

In 2019–2020, there were no notifiable incidents in relation to a serious injury of a person.
No investigations were carried out under part 10 of the Work Health and Safety Act 2011.

Carer recognition

AIATSIS is not responsible for the development, implementation, provision or evaluation of policies, programs or services directed to carers or the persons for whom they care. Our people are entitled to carers leave.