This appendix provides statistics on our workforce, including staff profile and remuneration, as at 30 June 2016 and 30 June 2017 (unless otherwise stated).
Staffing profile (by headcount)
Table 6.1: Staff by classification and gender, 2015–16 and 2016–17 30
2015–16 | 2016–17 | |||
Classification | Female | Male | Female | Male |
DHA3 | 93 | 27 | 79 | 25 |
DHA4 | 88 | 19 | 142 | 37 |
DHA5 | 74 | 34 | 69 | 33 |
DHA6 | 53 | 37 | 72 | 37 |
EL1 | 46 | 47 | 52 | 43 |
EL2 | 25 | 44 | 20 | 39 |
SES and MD | 3 | 9 | 3 | 7 |
Total | 382 | 217 | 437 | 221 |
Table 6.2: Staff by classification and employment type, 2015–16 and 2016–17 30
2015–16 | 2016–17 | |||
Classification | Full-time | Part-time | Full-time | Part-time |
DHA3 | 108 | 12 | 88 | 16 |
DHA4 | 93 | 14 | 157 | 22 |
DHA5 | 103 | 5 | 94 | 8 |
DHA6 | 84 | 6 | 100 | 9 |
EL1 | 82 | 11 | 82 | 13 |
EL2 | 63 | 6 | 56 | 3 |
SES and MD | 12 | 0 | 10 | 0 |
Total | 545 | 54 | 587 | 71 |
30Figures include ongoing and non-ongoing staff at their substantive classification as at 30 June 2016 or 30 June 2017. Inoperative staff (those on long term leave), staff engaged through an employment agency and Board members are excluded.
Table 6.3: Ongoing staff by length of service and classification, 2015–16 and 2016–17 31
Length of service | 2015–16 | 2016–17 | ||||
DHA 2–4 | DHA 5–6 | EL 1–MD | DHA 2–4 | DHA 5–6 | EL 1–MD | |
<2 years | 43 | 24 | 31 | 81 | 30 | 22 |
2–5 years | 65 | 59 | 40 | 81 | 61 | 41 |
6–10 years | 48 | 55 | 62 | 44 | 54 | 54 |
≥11 years | 26 | 38 | 28 | 38 | 46 | 35 |
Total | 182 | 176 | 161 | 244 | 191 | 152 |
31Figures include ongoing staff at their substantive classification as at 30 June 2016 or 30 June 2017. Non-ongoing staff, inoperative staff (those on long term leave), staff engaged through an employment agency and Board members are excluded.
Table 6.4: Staff by office type, 2015–16 and 2016–17 32
2015–16 | 2016–17 | |
Office type | Total | Total |
Head office | 206 | 234 |
Sydney CBD office | 36 | 32 |
Regional office | 271 | 289 |
Contact centre | 86 | 103 |
Total | 599 | 658 |
Table 6.5: Staff by office location, 2015–16 and 2016–17 32
2015–16 | 2016–17 | |
Location | Total | Total |
ACT | 241 | 258 |
NSW | 129 | 128 |
NT | 31 | 32 |
QLD | 110 | 131 |
SA | 41 | 56 |
VIC | 29 | 33 |
WA | 18 | 20 |
Total | 599 | 658 |
32Figures include ongoing and non-ongoing staff at their substantive classification as at 30 June 2016 or 30 June 2017. Inoperative staff (those on long term leave), staff engaged through an employment agency and Board members are excluded.
Remuneration
Table 6.6: Staff by employment instrument, 2015–16 and 2016–17 32
2015–16 | 2016–17 | |
Employment instrument | Number | Number |
Enterprise Agreement (EA) | 416 | 537 |
EA with individual flexibility agreement 1 | 171 | 111 |
Common law contract | 11 | 0 |
Public Service Act section 24(1) determination 2 | 0 | 9 |
Remuneration Tribunal determination | 1 | 1 |
Total | 599 | 658 |
NOTES
- The Fair Work Act 2009 requires that all enterprise agreements (EA) contain provision for an individual flexibility arrangement. Where DHA and a staff member agree to vary specific terms and conditions in DHA’s EA, an individual flexibility agreement (IFA) is entered into.
- In accordance with section 24(1) of the Public Service Act 1999, an agency head may determine in writing the terms and conditions of employment applying to an Australian Public Service employee. In DHA’s case, this applies to senior executive service (SES) band staff only.
Table 6.7: Staff gross salary ranges by classification, 2015–16 and 2016–17 33
2015–16 | 2016–17 | |
Classification | Salary range | Salary range |
DHA3 | $56,595–$62,710 | $57,727–$63,964 |
DHA4 | $62,533–$69,877 | $63,784–$71,275 |
DHA5 | $70,451–$76,897 | $71,860–$78,435 |
DHA6 | $77,772–$89,421 | $79,327–$91,210 |
EL1 | $94,421–$115,233 | $96,310–$117,538 |
EL2 | $112,208–$143,973 | $114,452–$146,852 |
SES and MD | $192,606–$376,775 | $206,907–$384,280 |
33In accordance with the EA, a two per cent salary increase was payable on the 12 month anniversary for eligible staff at DHA trainee to EL2 levels. The increase took effect on 18 January 2017. The 2016–17 figures quoted reflect this increase. The Managing Director and Board also chose to nominally increase the salary of SES staff and the Managing Director respectively in 2016–17.
Performance payments
Table 6.8: Maximum potential performance payment by classification, 2016–17
Classification | Maximum potential performance payment |
DHA 1–DHA 4 | 7.5% 1 |
DHA 5–EL 1 | 12.5% 2 |
EL 2–SES | 15.0% 3 |
MD | 15.0% 4 |
NOTES
- In accordance with the EA, DHA1–DHA4 staff may be eligible for performance pay of up to 7.5 per cent of their annual gross base salary.
- In accordance with the EA, DHA5–EL1 staff may be eligible for performance pay of up to 12.5 per cent of their annual gross base salary.
- In accordance with the EA and section 24(1) of the Public Service Act 1999 , EL2–SES staff may be eligible for performance pay of up to 15 per cent of their annual gross base salary.
- In accordance with the Remuneration Tribunal’s determination for Principal Executive Office holders, the Managing Director may be eligible for performance pay of up to 15 per cent of total gross remuneration.
Table 6.9: Performance pay by classification, 2015–16 performance cycle (paid in 2016–17) 34
Classification | Number of payments | Aggregated amount ($) | Average amount ($) | Range of payments ($) |
DHA 3 | 133 | 408,000 | 3,051 | 258–4,549 |
DHA 4 | 115 | 420,000 | 3,687 | 257–5,241 |
DHA 5 | 94 | 664,000 | 7,073 | 1,979–10,638 |
DHA 6 | 93 | 757,000 | 8,191 | 1,242–11,850 |
EL 1 | 81 | 808,000 | 10,018 | 1,181–14,404 |
EL 2 | 61 | 1,056,000 | 17,903 | 2,160–31,255 |
SES and MD | 10 | 316,000 | 31,610 | 25,279–38,334 |
Total, average or range | 587 | 4,429,000 | 7,545 | 258–38,334 |
34Table 6.9 sets out performance pay for the 2015–16 performance cycle that was paid to eligible staff in 2016–17. The table excludes 10 staff who were otherwise eligible for a performance bonus but did not receive a payment as they were rated as ‘Not meeting expectations/targets’. Aggregated amount, average amount and range of payment figures are all rounded up to the nearest thousand.
Executive remuneration
DHA received multiple requests to disclose information relating to senior executive remuneration for the 2016–17 financial year due to our status as both a Government Business Enterprise (GBE) and Australian Public Service (APS) employer (DHA is the only GBE to employ its staff under the Public Service Act 1999 ). In summary:
- On 16 February 2017, the Minister for Finance requested all GBEs provide additional transparency by publishing disaggregated senior executive remuneration for the 2015–16 financial year and beyond.
- On 16 May 2017, the Secretary of the Department of the Prime Minister and Cabinet requested all APS leaders provide greater transparency of senior executive and highly paid officer remuneration for the 2016–17 financial year and beyond in accordance with an aggregated disclosure template provided.
- On 30 August 2017, our Shareholder Ministers requested that, as a GBE, we publish disaggregated senior executive remuneration in our 2016–17 Annual Report and beyond.
As DHA is a reporting entity under the Privacy Act 1988 (Privacy Act) our remuneration disclosures must take account of our legal obligations under the Privacy Act. This means we cannot legally publish disaggregated detail of remuneration, which constitutes personal information under the Privacy Act, without prior written consent from the individuals concerned, whether they are named or otherwise reasonably identifiable.
We complied with the requests as follows:
- We published disaggregated information relating to senior executive remuneration for the 2015–16 financial year on the proviso that it was a ministerial requirement and was not in breach of the Privacy Act. Refer to the Remuneration Report 2015–16 on our website to read the report in full.
- We published aggregated information relating to senior executive remuneration for the 2016–17 financial year in line with the template provided by the Secretary of the Department of the Prime Minister and Cabinet. Refer to the Remuneration Report 2016–17 on our website to read the report in full.
- At the time of publishing this report we had received consent from Board members and the Managing Director, as office holders of DHA, to publish disaggregated information relating to their remuneration in the 2016–17 financial year (refer Table 6.10). We had not received consent from other senior executives to publish their names and remuneration. We will update our Remuneration Report 2016–17 and publish a revised version on our website should consent be granted.
Table 6.10: Senior executive remuneration, 2016–17
Board member | Base salary or fees 1 | Other fees and benefits 2 | Superannuation 3 | Long service leave 4 | Total remuneration |
CDRE Vicki McConachie 5 | 0 | 0 | 0 | 0 | 0 |
Mr Ewen Jones 6 | 29,277 | 3,096 | 5,066 | 0 | 37,439 |
Ms Andrea Galloway 7 | 35,735 | 4,275 | 6,064 | 0 | 46,074 |
Hon Alan Ferguson | 55,981 | 1,568 | 8,615 | 0 | 66,164 |
Ms Janice Williams | 55,981 | 7,665 | 6,046 | 0 | 69,692 |
Mr Robert Fisher | 55,971 | 8,845 | 6,158 | 0 | 70,973 |
Mr Martin Brady | 55,981 | 38,493 | 8,771 | 0 | 103,245 |
Hon Sandy Macdonald | 111,931 | 4,957 | 10,633 | 0 | 127,521 |
Ms Jan Mason | 378,891 | 41,147 | 47,705 | 13,260 | 481,003 |
NOTES
- In accordance with section 17 of the Defence Housing Australia Act 1988 (the DHA Act), the fees payable to DHA Board members are prescribed by the Remuneration Tribunal’s determination for holders of part time public office. In 2016–17, this was Determination 2015/20 (effective 1 January 2016) and Determination 2016/18 (effective 8 December 2016). In accordance with section 50 of the DHA Act, the Managing Director’s base salary is determined by the DHA Board within the parameters of the Remuneration Tribunal’s determination for Principal Executive Officer (PEO) holders. In 2016–17, this was Determination 2015/19 (effective 1 January 2016) and Determination 2016/15 (effective 8 December 2016). All figures are actual amounts, rounded to the nearest dollar.
- For Board members, ‘other fees and benefits’ is prepared on a cash basis and includes allowances for membership of DHA’s Board Audit Committee and the DHA IML Board and motor vehicle allowance (untaxed). For the Managing Director, ‘other fees and benefits’ is prepared on a cash basis and includes performance pay for the 2015–16 performance cycle that was paid to the Managing Director in 2016–17 in accordance with the Remuneration Tribunal’s determination for PEO holders (refer Table 6.8) and an allowance for the notional value of a paid car space. Figures are rounded to the nearest dollar.
- Superannuation is payable in accordance with applicable legislation and fund requirements. Figures are rounded to the nearest dollar.
- Only the Managing Director is eligible for leave provisions, including long service leave. Figures are rounded to the nearest dollar.
- In accordance with the Remuneration Tribunal’s determination for holders of part time public office, CDRE McConachie is not entitled to be remunerated as a member of DHA’s Board (part time public office) as she is employed on a full time basis by the Commonwealth. She is entitled to receive travel allowances for official business as a Board member.
- Mr Jones was appointed to the DHA Board on 21 December 2016.
- Ms Galloway was appointed to the DHA Board on 9 November 2016.