accurately informing practitioners of PSR’s powers, responsibilities and intentions proactively sharing information about the scheme, our outcomes and our activities explaining the reasons for outcomes. To PSR, being professional means: being accountable for our actions and decisions complying with Commonwealth legislative requirements and expectations operating with integrity and honesty protecting the privacy and confidentiality of the information we receive, use and create treating all people with courtesy and respect using time and resources effectively. Management of human resources During 2015–16, PSR commenced negotiations with staff in relation to a new enterprise agreement. In common with other departments and agencies across government, PSR has been required to streamline the content of its enterprise agreement, and to develop a business case that sets out productivity gains and savings to underpin a remuneration increase. These negotiations are still in progress. PSR hopes to finalise the new enterprise agreement early in the 2016–17 financial year. As a result of the negotiations on the enterprise agreement, PSR has also reviewed its human resource policies and guidelines to ensure that they: are clear and transparent for staff are consistent with the proposed enterprise agreement appropriately reflect the rights and obligations of PSR employees. PSR ensures that all employees work in an environment that allows them to reach their full potential, and where they are treated fairly, equitably and with respect. These values are embedded in the agency’s Performance Development Scheme. PSR is committed to developing and maintaining a culture that encourages and supports all employees in raising concerns about unacceptable behaviour, is free from bullying and harassment, and provides protection to employees who report instances of suspected breaches of the Code of Conduct through discrimination or victimisation. Agency procedures for managing alleged breaches of the Code of Conduct set out how allegations will be managed; these procedures are available to all employees via the PSR intranet. Australian Public Service staff Staff employed by PSR, with the exception of the PSR Director, are employed under the Public Service Act 1999. At 30 June 2016, PSR employed 19 APS staff members, including staff on long-term leave and secondment. Although PSR is a small agency, it has a number of EL 2 to Legal 2 positions because of its role as a regulatory agency. These positions are filled by senior lawyers with extensive administrative law experience. They have specific responsibility for managing PSR cases, and providing legal advice to the Director and PSR committees.
accurately informing practitioners of PSR’s powers, responsibilities and intentions proactively sharing information about the scheme, our outcomes and our activities explaining the reasons for outcomes. To PSR, being professional means: being accountable for our actions and decisions complying with Commonwealth legislative requirements and expectations operating with integrity and honesty protecting the privacy and confidentiality of the information we receive, use and create treating all people with courtesy and respect using time and resources effectively. Management of human resources During 2015–16, PSR commenced negotiations with staff in relation to a new enterprise agreement. In common with other departments and agencies across government, PSR has been required to streamline the content of its enterprise agreement, and to develop a business case that sets out productivity gains and savings to underpin a remuneration increase. These negotiations are still in progress. PSR hopes to finalise the new enterprise agreement early in the 2016–17 financial year. As a result of the negotiations on the enterprise agreement, PSR has also reviewed its human resource policies and guidelines to ensure that they: are clear and transparent for staff are consistent with the proposed enterprise agreement appropriately reflect the rights and obligations of PSR employees. PSR ensures that all employees work in an environment that allows them to reach their full potential, and where they are treated fairly, equitably and with respect. These values are embedded in the agency’s Performance Development Scheme. PSR is committed to developing and maintaining a culture that encourages and supports all employees in raising concerns about unacceptable behaviour, is free from bullying and harassment, and provides protection to employees who report instances of suspected breaches of the Code of Conduct through discrimination or victimisation. Agency procedures for managing alleged breaches of the Code of Conduct set out how allegations will be managed; these procedures are available to all employees via the PSR intranet. Australian Public Service staff Staff employed by PSR, with the exception of the PSR Director, are employed under the Public Service Act 1999. At 30 June 2016, PSR employed 19 APS staff members, including staff on long-term leave and secondment. Although PSR is a small agency, it has a number of EL 2 to Legal 2 positions because of its role as a regulatory agency. These positions are filled by senior lawyers with extensive administrative law experience. They have specific responsibility for managing PSR cases, and providing legal advice to the Director and PSR committees.
PSR_Annual_Report_2015-16.DOCX