Our staff

Overview

DHA is committed to motivating and engaging its staff by providing a workplace that supports and rewards high performance, innovation, continuous improvement and organisational development. A second major focus is recruitment, development, remuneration and retention of a workforce that can adjust to rapid change. These priorities are reflected in the Corporate Plan and attention to them has contributed to overall enhanced organisational performance in 2012–13.

Programs conducted in 2012–13 responded to these priorities, and were undertaken to:

• provide clarity to staff on their responsibilities as individuals and members of teams
• provide ongoing and scheduled feedback on staff performance
• provide staff with a remuneration and employment conditions package that is flexible and recognises staff skills, experience and qualifications
• provide opportunities for career development and advancement through tailored learning and development programs as well as succession planning
• promote and reinforce health and safety arrangements within DHA, and
• provide strategic, responsive and specialist advice and services that are people focused and help achieve business outcomes.

In order to enhance our support to the business there was a focus in 2012–13 on improving internal consultation, communication and regional engagement. This was achieved in part through the use of the tested Human Resources (HR) Network, the Staff Consultative Group (SCG) and Business Support Manager (BSM) forums.

Staffing profile

The DHA Enterprise Agreement 2012–2014 (EA) covers all non-Senior Executive Service (SES) staff. DHA’s SES staff are covered under individually negotiated Common Law Contracts (CLCs).

DHA has undertaken staff learning and development initiatives in 2012–13. This includes enhanced customer service training, people and performance management training, workshops in building staff capability, and training that addresses identified administrative and operational issues.

Productivity and experience levels were improved as a result of investment in staff development and retention. Of ongoing staff, 89% have more than two years of service and 63% have more than five years of service.

Of the management group (Executive Level 1 to SES), 94% have more than two years of corporate knowledge, leadership and experience.

Figure 5: Ongoing staff by length of DHA service and classification at 30 June 2013

Figure 6: DHA staff by classification and gender at 30 June 2013

Engaging with our staff

DHA has several established and successful means of consulting with and informing staff.

The HR Network has proved to be a key communication platform for the delivery of information to middle and senior managers, with up-to-date communication on topics including targeted human resources information and advice, learning and development and human resources system process enhancements. In addition, the forum provides managers with an opportunity to express their views and seek assistance regarding management issues and matters affecting the workplace.

The BSM forums are held quarterly with regional BSMs. They aim to:

• provide updates on policies, programs and initiatives across the key Head Office support functions
• provide the opportunity for BSMs to ask questions and comment on the policies, programs and initiatives, and
• share ideas and obtain feedback on issues and challenges faced in HMCs.

The SCG comprises of staff elected employee representatives from each region and a management representative. During 2012–13, the SCG met three times to consider workplace matters including staff induction, service awards, learning and development programs and business support services.

People and performance management

In 2012–13, the HR team significantly expanded its engagement with the business by providing advice and education, and assisting staff and managers with people and performance management. This approach along with advice, guidance and promoting the value of early intervention has improved manager capability to address performance issues as they arise.