Annual Report 2006-07: Our people
- Terms and conditions of employment
- Staffing profile
- Unplanned absences
- Staff turnover
- Learning and development initiatives
- Workplace relations
- Recognising high performance
- Our values
CASA staff are employed under the employment powers vested in the CEO of CASA by the Civil Aviation Act. The terms and conditions of most staff are prescribed in the CASA Certified Agreement 2006–2008. The terms and conditions of staff not covered by that agreement are contained in Australian workplace agreements or common law employment contracts.
At 30 June 2007, 65 per cent of CASA staff were employed under the CASA Certified Agreement and 35 per cent under Australian workplace agreements and common law contracts. CASA also had a number of service contractors and individuals temporarily engaged through contracted employment agencies, for example supervisors engaged to oversee licensing examinations.
CASA staff have access to salary packaging and a choice of superannuation fund as allowed or required by legislation. Unless they are engaged as casual employees, staff have access to paid annual leave, paid and unpaid personal leave, a paid Christmas closedown, and paid or unpaid studies assistance. In addition, where it is operationally viable, staff may receive a range of non-salary benefits including purchased leave arrangements, flexible working hours and flexible work location arrangements.
CASA provides access for staff to a confidential employee assistance programme. The programme helps staff resolve any work-related or personal problems that could affect their performance or wellbeing.
At 30 June 2007, CASA had 621 staff. This number included 72 temporary staff, most of whom were engaged to assist the CASA Licensing and Registration Centre.
Figure 9 shows the staff profile.
* Only 51.04% of staff have voluntarily completed EEO forms.
CASA had an average of 6.82 days’ unplanned absence per employee in 2006–07. Unplanned absence includes sick leave, carer’s leave and compassionate leave.
In 2006–07, CASA’s total rate of staff turnover (voluntary and involuntary) for permanent staff was 21.24 per cent. The underlying voluntary turnover rate was 11.44 per cent (see Figure 10).
Learning and development initiatives during 2006–07 continued to support CASA’s business reforms.
The development and piloting of CASA’s diploma in aviation safety regulation is a key reform. CASA is developing the course in conjunction with Swinburne University of Technology. The course can be completed at a Certificate IV or diploma level. Based on common core modules, the Certificate IV targets CASA administrative staff. Professional and technical staff are able to complete further modules and achieve a diploma. The programme takes a blended learning approach, which includes online tuition, workshops and workplace assessment activities. A pilot group of 13 staff from across CASA provided valuable input and feedback on the programme during 2006–07, which resulted in a number of refinements and improvements. The first formal intake to the programme is expected in 2007–08.
Several technical and professional development courses were offered to staff during 2006–07. Topics ranged from dangerous goods to fatigue risk management and aviation law. These courses were delivered by both external providers and internal CASA subject-matter experts from around Australia. The courses provided up-to-date and relevant training to assist CASA staff to remain current in their technical or professional fields.
Staff attended other development courses to assist them to carry out their duties effectively and efficiently. Topics ranged from project management to customer service and leadership.
CASA reviewed its orientation activities (online, on-the-job and formal courses) during 2006–07 and implemented significant changes to ensure that new staff:
- have a smooth transition into the organisation
- clearly understand CASA’s strategic and business direction
- possess the tools to enable them to contribute to CASA’s business outcomes as quickly as possible.
CASA undertook investigations into a number of allegations of breaches of its code of conduct over the reporting period. These investigations, and any subsequent actions, were undertaken in accordance with the code.
The Workplace Relations Unit undertook a number of investigations during the year in line with CASA’s policy against bullying, harassment and discrimination.
Throughout 2006–07, CASA maintained its recognition scheme, under which outstanding performers are nominated for CASA’s Employee of the Month award or an Above and Beyond award. Through the scheme, staff are encouraged to integrate the organisation’s values and associated behaviour into their performance in CASA.
CASA also uses the recognition scheme to honour the achievements and service of CASA employees for their 10-, 15-, 20-, 25-, 30- and 40-year milestones.
Employee of the Month awards are given to individuals whose work displays a level of service that meets or exceeds CASA’s standards for excellence. Employees recognised under the scheme are nominated by their managers or colleagues. Recipients of the award during 2006–07 were:
Employee of the Month
Pradeep De Silva
The Above and Beyond awards recognise individuals or teams who have demonstrated outstanding and exceptional work on a project of importance to CASA. Recipients in 2006–07 were:
|Above and Beyond||Night Vision Imaging Systems Team|
- A shared commitment to CASA’s vision of safe skies for all
- Continual examination of ways to improve everything CASA does
- Dedication to timely, quality service, internally and externally
- Integrity and professionalism
- Respect and courtesy
- Fairness and consistency