or to help meet special workplace circumstances and/or operational requirements. There were 57 individual flexibility arrangements in place at 30 June 2014. The Department commenced negotiations for the next enterprise agreement in early June 2014. The Department has adopted the Workplace Bargaining Policy for the Government’s Public Sector as its bargaining policy. Learning and development Developing people and demonstrating a commitment to a culture of learning remained central to attracting and retaining high-quality staff in 2013–14. The Department provided opportunities for staff to access wide-ranging learning and development activities, both and externally. In addition, approximately 97 staff members received support to undertake tertiary study. A key focus in 2013–14 was the Excellence in Leadership and Management Programme delivered to 210 employees. This programme continues to develop strategic participants’ leadership and people management capabilities. Other offerings under the programme included insight seminars where senior executives shared their experiences of past departmental challenges and key learnings from those experiences. Code of conduct and ethical standards The Department remains firmly committed to the APS Values and Code of Conduct and recognises the importance of promoting a positive workplace culture and environment. The Department demonstrates this commitment by encouraging its workforce to articulate and model appropriate behaviours and by appropriately and decisively addressing incidents of workplace misconduct. The Department revised its Conduct and Ethical Behaviour Framework to implement the changes from the Public Service Act 1999, the Public Service Regulations 1999, the Australian Public Service Directions 2013 and the Public Interest Disclosure Commissioner’s Act 2013. Remuneration for senior executive service officers The remuneration for senior executive service officers in the Department reflects the work value and complexity of the roles; individual capabilities, contribution and performance; and other relevant market considerations. In determining the parameters for remuneration, ranges are set for each classification following consideration of annual benchmarking data such as the APS Remuneration Survey, the Australian Government Employment Bargaining Framework, general economic conditions and portfolio and departmental performance. Disability reporting mechanisms The Commonwealth Disability Strategy has been overtaken by the National Disability Strategy 2010–2020, which sets out a 10-year national policy framework to improve the lives of people with disability, promote participation and create a more inclusive society. A high level report will track progress against each of the six outcome areas of the strategy and present a picture of how people with disability are faring. The first of these reports will be available in 2014.
or to help meet special workplace circumstances and/or operational requirements. There were 57 individual flexibility arrangements in place at 30 June 2014. The Department commenced negotiations for the next enterprise agreement in early June 2014. The Department has adopted the Government’s Workplace Bargaining Policy for the Public Sector as its bargaining policy. Learning and development Developing people and demonstrating a commitment to a culture of learning remained central to attracting and retaining high-quality staff in 2013–14. The Department provided opportunities for staff to access wide-ranging learning and development activities, both and externally. In addition, approximately 97 staff members received support to undertake tertiary study. A key focus in 2013–14 was the Excellence in Leadership and Management Programme delivered to 210 employees. This programme continues to develop participants’ strategic leadership and people management capabilities. Other offerings under the programme included insight seminars where senior executives shared their experiences of past departmental challenges and key learnings from those experiences. Code of conduct and ethical standards The Department remains firmly committed to the APS Values and Code of Conduct and recognises the importance of promoting a positive workplace culture and environment. The Department demonstrates this commitment by encouraging its workforce to articulate and model appropriate behaviours and by appropriately and decisively addressing incidents of workplace misconduct. The Department revised its Conduct and Ethical Behaviour Framework to implement the changes from the Public Service Act 1999, the Public Service Regulations 1999, the Australian Public Service Commissioner’s Directions 2013 and the Public Interest Disclosure Act 2013. Remuneration for senior executive service officers The remuneration for senior executive service officers in the Department reflects the work value and complexity of the roles; individual capabilities, contribution and performance; and other relevant market considerations. In determining the parameters for remuneration, ranges are set for each classification following consideration of annual benchmarking data such as the APS Remuneration Survey, the Australian Government Employment Bargaining Framework, general economic conditions and portfolio and departmental performance. Disability reporting mechanisms The Commonwealth Disability Strategy has been overtaken by the National Disability Strategy 2010–2020, which sets out a 10-year national policy framework to improve the lives of people with disability, promote participation and create a more inclusive society. A high level report will track progress against each of the six outcome areas of the strategy and present a picture of how people with disability are faring. The first of these reports will be available in 2014.
environment-annual-report-2013-14.docx