During the year, staff turnover fell by 4.1% from 19.3% in 2006-07 to 15.2% in 2007-08. The increase in age retirements from four to ten staff reflects the increasing age of the workforce. It is anticipated that this trend will continue to increase in line with the ageing population. The increase in end of temporary contracts from 19 to 31 reflects an increased use of non-ongoing employee and contractor arrangements to manage short-term increases in workloads and project activity. development and training DPS provides a range of development opportunities to staff. Following the endorsement of the DPS People Strategy 2007-2010, a corporate learning and development framework was scoped in readiness for implementation in 2008-09. DPS conducted a tender process to select a panel of training service providers to deliver training support services. The tender attracted 45 applicants, with 13 engaged under a standing offer arrangement for a three-year period. Individual development plans (IDPs) completed as part of the performance management scheme, are a key avenue for identifying development needs. In May 2008, IDPs were the source of a corporate skills development needs analysis. The results have been used to develop a training calendar that addresses high demand training needs for 2008-09. In 2007-08, DPS continued to provide training for employees in writing skills, project management and occupational health and safety responsibilities. DPS provided support for external to 42 staff members. Support included a combination of time to attend study activities and financial assistance towards compulsory costs. New studies assistance guidelines were endorsed for implementation in 2008-09. Workplace relations The focus of activity in the latter half of this year was the negotiation of a Union Collective Agreement to replace the two existing certified agreements. Both certified agreements had a nominal expiry date of .
During the year, staff turnover fell by 4.1% from 19.3% in 2006-07 to 15.2% in 2007-08. The increase in age retirements from four to ten staff reflects the increasing age of the workforce. It is anticipated that this trend will continue to increase in line with the ageing population. The increase in end of temporary contracts from 19 to 31 reflects an increased use of non-ongoing employee and contractor arrangements to manage short-term increases in workloads and project activity. development and training DPS provides a range of development opportunities to staff. Following the endorsement of the DPS People Strategy 2007-2010, a corporate learning and development framework was scoped in readiness for implementation in 2008-09. DPS conducted a tender process to select a panel of training service providers to deliver training support services. The tender attracted 45 applicants, with 13 engaged under a standing offer arrangement for a three-year period. Individual development plans (IDPs) completed as part of the performance management scheme, are a key avenue for identifying development needs. In May 2008, IDPs were the source of a corporate skills development needs analysis. The results have been used to develop a training calendar that addresses high demand training needs for 2008-09. In 2007-08, DPS continued to provide training for employees in writing skills, project management and occupational health and safety responsibilities. DPS provided support for external to 42 staff members. Support included a combination of time to attend study activities and financial assistance towards compulsory costs. New studies assistance guidelines were endorsed for implementation in 2008-09. Workplace relations The focus of activity in the latter half of this year was the negotiation of a Union Collective Agreement to replace the two existing certified agreements. Both certified agreements had a nominal expiry date of .
dpsannualreport2007-08.docx