Tables 4 to 11 show our workforce statistics for 2017–18, including staffing numbers and whether they are ongoing, non-ongoing or casual, their substantive classification and their gender, as well as location and diversity.
Table 4: Employment type by classification and gender, at 30 June 2018
| Employment by classificaiton and gender at 30 June 2018 | |||||||||
| Ongoing | Non-Ongoing | Casual | Total | ||||||
| Classification | Male | Female | Male | Female | Male | Female | Male | Female | Total |
| SES 3 | 2 | 1 | - | - | - | - | 2 | 1 | 3 |
| SES 2 | 7 | 7 | - | - | - | - | 7 | 7 | 14 |
| SES 1 | 30 | 26 | - | - | - | - | 30 | 26 | 56 |
| EL 2 | 90 | 91 | - | - | - | - | 90 | 92 | 182 |
| EL 1 | 192 | 209 | 2 | 3 | - | - | 194 | 212 | 406 |
| APS 6 | 122 | 171 | 1 | 2 | - | - | 123 | 173 | 296 |
| APS 5 | 81 | 124 | 3 | 2 | - | - | 84 | 126 | 210 |
| APS 4 | 50 | 76 | 5 | 4 | 7 | 3 | 62 | 83 | 145 |
| APS 3 | 25 | 38 | 4 | 3 | 1 | 1 | 30 | 42 | 72 |
| APS 2 | 9 | 10 | 1 | - | 209 | 41 | 219 | 51 | 270 |
| APS 1 | 4 | 18 | - | - | - | - | 4 | 18 | 22 |
| Total | 612 | 771 | 16 | 14 | 217 | 46 | 845 | 831 | 1,676 |
Finance had no staff that are recorded in the human resource information system as Indeterminate, Intersex or Unspecified.
Table 5: Employment type by classification and gender, at 30 June 2017
| Employment by classification and gender at 30 June 2017 | |||||||||
| Ongoing | Non-Ongoing | Casual | Total | ||||||
| Classification | Male | Female | Male | Female | Male | Female | Male | Female | Total |
| SES 3 | 3 | 1 | - | - | - | - | 3 | 1 | 4 |
| SES 2 | 9 | 7 | - | - | - | - | 9 | 7 | 16 |
| SES 1 | 33 | 23 | - | - | - | - | 33 | 23 | 56 |
| EL 2 | 96 | 93 | 1 | 2 | 2 | 1 | 99 | 96 | 195 |
| EL 1 | 196 | 201 | - | 5 | - | - | 196 | 206 | 402 |
| APS 6 | 130 | 166 | 1 | 2 | - | - | 131 | 168 | 299 |
| APS 5 | 82 | 127 | 1 | 2 | - | - | 83 | 129 | 212 |
| APS 4 | 41 | 80 | 6 | 8 | 8 | 2 | 55 | 90 | 145 |
| APS 3 | 28 | 41 | 2 | 2 | 1 | 2 | 31 | 45 | 72 |
| APS 2 | 5 | 13 | 1 | - | 234 | 53 | 240 | 66 | 306 |
| APS 1 | 11 | 14 | - | - | - | - | 11 | 14 | 25 |
| Total | 634 | 766 | 12 | 21 | 245 | 58 | 891 | 845 | 1,736 |
Finance had no staff that are recorded in the human resource information system as Indeterminate, Intersex or Unspecified.
Table 6: Finance staff by attendance type, at 30 June 2017 and 30 June 2018
| Employment type | Full-time | Part-time | Casual | Total | ||||
| 2017 | 2018 | 2017 | 2018 | 2017 | 2018 | 2017 | 2018 | |
| Ongoing | 1,248 | 1,228 | 152 | 155 | - | - | 1,400 | 1,383 |
| Non-ongoing | 31 | 29 | 2 | 1 | - | - | 33 | 30 |
| Casual | - | - | - | - | 303 | 263 | 303 | 263 |
| Total | 1,279 | 1,257 | 154 | 156 | 303 | 263 | 1,736 | 1,676 |
Table 7: Employment type by location, at 30 June 2017 and 30 June 2018
| Employment type | ||||||||
| Location | Ongoing | Non-ongoing | Casual | Total | ||||
| 2017 | 2018 | 2017 | 2018 | 2017 | 2018 | 2017 | 2018 | |
| ACT | 1,359 | 1,345 | 31 | 28 | 167 | 142 | 1,557 | 1,515 |
| NSW | 12 | 12 | - | - | 49 | 47 | 61 | 59 |
| NT | 1 | 1 | - | - | 2 | 1 | 3 | 2 |
| QLD | 7 | 7 | - | - | 11 | 19 | 32 | 26 |
| SA | 4 | 4 | - | - | 33 | 9 | 15 | 13 |
| TAS | 1 | 1 | 1 | 1 | 13 | 1 | 5 | 3 |
| VIC | 10 | 8 | - | 1 | 25 | 31 | 43 | 40 |
| WA | 6 | 5 | 1 | - | 3 | 13 | 20 | 18 |
| Total | 1,400 | 1,383 | 33 | 30 | 303 | 263 | 1,736 | 1,676 |
Table 8: Ongoing and non-ongoing Aboriginal and Torres Strait Islander staff, at 30 June 2017 and 30 June 2018
| Staff numbers | ||
| Employment type | 2017 | 2018 |
| Ongoing | 31 | 30 |
| Non-ongoing | - | - |
| Total | 31 | 30 |
Table 9: Proportion of ongoing staff with disability, at 30 June 2017 and 30 June 2018
| Staff percentage | ||
| Employment type | 2017 | 2018 |
| Ongoing | 3.6% | 3.7% |
Table 10: Proportion of ongoing workforce that are women, at 30 June 2017 and 30 June 2018
| Staff percentage | ||
| Employment type | 2017 | 2018 |
| Ongoing | 54.7% | 55.7% |
Table 11: Proportion of the SES workforce that are women, at 30 June 2017 and 30 June 2018
| Staff percentage | ||
| Employment type | 2017 | 2018 |
| Ongoing | 40.8% | 46.6% |
Employment arrangements
The Finance Enterprise Agreement 2015–2018 came into effect on 27 January 2016 with a nominal expiry date of 19 January 2019. The agreement provides non-SES staff with competitive remuneration and employment conditions.
The department’s remuneration offer was a 6 per cent increase over three years (2 per cent on commencement of the agreement and in each of the following two years). Staff allowances also increased by 6 per cent over three years.
Employment conditions for SES staff are set out in individual determinations made under subsection 24(1) of the Public Service Act 1999. Many of these conditions are aligned with the department‘s enterprise agreement. Table 12 provides a breakdown of staff under the department’s employment instruments.
Table 12: Employment arrangements for SES and non-SES staff, at 30 June 2018
| SES | non-SES | Total | |
| Enterprise agreement | - | 1,603 | 1,603 |
| Individual flexibility arrangements | - | 34 | 34 |
| Australian workplace agreements | - | - | - |
| Common law contracts | - | - | - |
| Determinations under subsection 24(1) of the Public Service Act 1999 | 73 | - | 73 |
Remuneration
Table 13 shows salary ranges by classification level.
Table 13: Salary ranges by employment classification, at 30 June 2018
| APS classification | Minimum ($) | Maximum ($) |
| SES 3 | 331,887* | 349,574* |
| SES 2 | 219,168 | 256,813 |
| SES 1 | 166,986 | 204,093 |
| EL 2 | 128,835 | 160,492 |
| EL 1 | 105,527 | 136,141 |
| APS 6 | 81,524 | 106,222 |
| APS 5 | 74,101 | 83,147 |
| APS 4 | 66,448 | 75,841 |
| APS 3 | 58,911 | 67,956 |
| APS 2 | 52,997 | 60,651 |
| APS 1; | 46,154 | 53,229 |
Note: All figures reflect base salary only and exclude superannuation.
* The Secretary determines the salaries of SES staff.
APS performance pay
Finance does not provide performance pay.
Non-salary benefits
The department offers staff a number of additional benefits that are not included under the provisions of the Enterprise Agreement:
- annual influenza immunisation
- mentoring and coaching programs
- in-house capability development programs
- a confidential employee assistance program for employees and their immediate families
- access to a serious illness register
- study assistance to eligible employees
- access to flexible working arrangements
- contributions to relevant professional memberships.
Performance management
Since the department’s revised Performance and Capability Framework was launched in 2016–17, there has been a positive shift in engagement and reporting of performance conversations. The key elements of the framework support:
- regular and meaningful conversations, owned jointly by employees and managers, to encourage high performance with a focus on the future
- mobility and encouraging staff to build their capabilities
- integration of a discussion on individual capabilities and development interests, which would occur, as a minimum, every four months
- working with employees to define the skills, capabilities, knowledge and behaviour they need to have or develop in order to perform and progress their career in Finance
- the ability to seek and document performance feedback from more than one manager and from team members, supporting a more holistic view of performance.
In 2017–18, additional support has been provided to both staff and managers to ensure performance is being effectively managed, through a range of learning and development offerings.
Recognition of outstanding performance
Finance recognises and rewards outstanding performance as a critical element in attracting and retaining the best people. Finance formally recognises exceptional contributions by staff by presenting the Secretary’s awards to teams and individuals whose work exemplifies Finance’s values and who make significant contributions to the department’s outcomes.
Recipients of the 2017 Secretary’s awards, as well as staff who received 2018 Finance Australia Day awards and other external awards, are listed in Appendix D.
Machinery-of-Government changes
During 2017–18, one machinery-of-government change affected the department, which resulted in one staff member being transferred to the Department of the Prime Minister and Cabinet.
