Remuneration, Rewards and Recognition
Finance recognises that a competitive remuneration package and a culture that recognises and rewards outstanding performance are critical elements in attracting and retaining the best people. During 2008-09, the majority of non-SES Finance staff were engaged under the Finance Certified Agreement 1997-1999, supplemented by a Public Service Act determination made under section 24 (1) of the Public Service Act. This agreement provided staff with flexible and competitive remuneration and conditions including performance bonuses, generous leave provisions and the ability to choose their superannuation provider. This was an interim arrangement, pending the commencement of the department’s new CA (outlined below). A number of Finance employees continued to be employed under Australian Workplace Agreements (AWAs).
Over the course of the year, Finance negotiated a new non-SES Department of Finance and Deregulation Collective Agreement 2009-11. The CA is a two-year agreement that contains provisions that enhance the working conditions of Finance’s staff in areas including: consultation, representation and dispute resolution; salary and classification structure; allowances and other financial assistance; parental leave; and measures to assist staff to balance the demands of work and family life. A majority of eligible staff approved the CA on 26 June 2009, and it commenced operation on 16 July 2009.
COMCAR drivers were engaged under the COMCAR Certified Agreement 1997-99 and the COMCAR Drivers’ Certified Agreement 2002-05. During the year, Finance negotiated a new COMCAR Drivers’ Collective Agreement 2009-2011 with the Transport Workers’ Union and the Community and Public Sector Union. This agreement commenced operation on 18 May 2009.
Finance’s employment conditions, supported by the department’s HR policies, comply with all legislative and government policy requirements.
Remuneration
Finance conducted an Annual Remuneration Review for staff up to SES Band 2 level, to ensure that Finance’s remuneration arrangements remain competitive with comparable agencies in the APS. The Annual Remuneration Review incorporated annual individual pay point advancement and an across-the-board salary increase, subject to staff achieving a performance rating of ‘effective’ or better. The 2009 review was conducted in June 2009 and resulted in a three per cent across-the-board increase from 1 July 2009.
The Secretary determines salaries for SES Band 3 staff, informed by the recommendations of the Annual Remuneration Review and their responsibilities when compared to other senior members of the APS.
Performance Management
All Finance employees participate in the department’s performance management arrangements, except for the small number of employees who transferred to Finance under Machinery of Government changes announced on 3 December 2007. These employees will also participate in the department’s arrangements with the commencement of the new CA.
The arrangements require each employee to establish a performance agreement in consultation with their manager. The performance agreement identifies an individual’s key outcomes, with reference to the relevant Finance Work Level Standards. In December and June each year, managers assess staff members’ performance against the agreement and against the Finance Valued Behaviours. Learning and development opportunities are also identified in the performance agreement.
Following the end-of-cycle performance assessment in June, staff members are provided with a performance rating. During 2008-09, staff rated ‘highly effective’ or above received performance bonuses. The maximum potential bonus for staff up to APS6 was five per cent of their annual salary, for EL staff the maximum potential bonus was 7.5 per cent and for SES staff, it was ten per cent. The performance rating scale is outlined in Table 14 below.
| Rating | Bonus as a per cent of maximum potential bonus |
|---|---|
| Development Required | 0 |
| Effective | 0 |
| Highly Effective | 50% |
| Superior | 75% |
| Outstanding | 100% |
The 2008-09 performance management cycle concluded on 30 June 20091. Figure G below outlines staff performance ratings for 2008-09.
Figure G: Staff Performance Ratings as a Percentage of Staff Rated 2008-09
Text description of Figure G: Staff Performance Ratings as a Percentage of Staff Rated 2008-09
Rewards and Recognition
Finance formally recognises exceptional contributions by staff by presenting the Secretary’s Awards every six months. These awards celebrate the achievements of teams and individuals whose work exemplifies the Finance Valued Behaviours and who make significant contributions to the department's outcomes.
Staff may demonstrate outstanding performance through excellent customer service, leadership, achieving efficiencies, or outstanding policy and program outcomes.
In 2008-09, the following individuals and teams received Secretary’s Awards:
Secretary’s Awards for Achievement 2008-09
Glenys Byrne, Specific Purpose Payments Coordinator, Budget Group
For an outstanding contribution to the reform and ongoing development of Commonwealth-State financial relations through advice, analysis, communication and collaboration with central agencies on Specific Purpose Payments.
Expenditure Trends Team and Budget Outlook Team, Budget Group
For professionalism, dedication and sustained commitment in providing Ministers with timely and accurate updates on the Budget position, coordinating savings processes, and preparing documents for the 2008-09 Budget.
Budget Framework Implementation Team, Financial Management Group
For outstanding achievement in leading the redesign of Portfolio Budget Statements for the 2008-09 Budget, to make them simpler, streamlined and more strategic.
Tuggeranong Office Park Divestment Team, Asset Management Group
For their team effort in developing and executing a sound management strategy for mitigating the substantial financial risk to the Commonwealth inherent in the Tuggeranong Office Park transaction, through managing the successful sale of the property.
National Portrait Gallery Team, Project Inception Branch, Asset Management Group
For professionalism, teamwork and dedication in the timely and successful delivery of the National Portrait Gallery, the first new building in the Parliamentary Triangle since 1988.
Information Communications Technology Review Secretariat Team, Australian Government Information Management Office
For the high level of professionalism, expertise and commitment provided to the independent reviewer (Sir Peter Gershon) in completing a review of the Australian Government’s use of Information and Communications Technology.
MOPS(S) Act Annual Report Team, Corporate and Parliamentary Services
For the development and production of the inaugural annual report for staff employed under the Members of Parliament (Staff) Act 1984.
Nation-building Funds Legislation Team, Funds Branch, Financial Management Group
For an outstanding effort in developing policy for the nation-building funds, including the Health and Hospitals Funds, the Building Australia Fund and the Education Investment Fund, and for developing and implementing the funds legislation.
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