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CASA Annual Report 2003 04 Part 3: Corporate report

Corporate report

Staffing status report for 2003–04

Terms and conditions of employment

CASA staff are employed under the Civil Aviation Act. The terms and conditions of employees are based on the 2002–2005 Certified Agreement, Australian Workplace Agreements and common law contracts for senior managers. CASA also has a small number of service contractors and from time to time engages invigilators to oversee examinations.

At 30 June 2004, 95 per cent of CASA staff were employed under the Certified Agreement and five per cent under Australian Workplace Agreements, common law contracts or other arrangements.

Staff have access to a range of non-salary benefits, including superannuation, flexible working hours, purchased leave arrangements, study assistance, paid Christmas closedown, reimbursement for vacation childcare and access to an Employee Assistance Program. In addition, senior managers may access a CASA-provided motor vehicle as part of their gross remuneration.

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Staffing profile

At 30 June 2004, CASA had 701 staff representing 95.5 per cent of its approved establishment. Of this total:

  • 97.3 per cent were full-time and 2.7 per cent were part-time
  • 69.4 per cent were male and 30.6 per cent were female
  • 11.2 per cent identified themselves as belonging to an EEO group
  • 36.3 per cent were aged under 45 and 63.7 per cent were aged 45 or over
  • 53.3 per cent were employed in Canberra and 46.7 per cent in regional locations

See Appendix 6 for further details of CASA’s staffing.

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Unplanned absences

The annual target for unplanned absences was 7.0 days per employee. CASA’s average for the year was 7.5 days per employee. This result is well within industry and public sector norms. The relevant Australian Public Service benchmark is 12.2 days per employee per year.12

CASA began an audit of leave processing, to identify whether there are any organisational issues that need to be addressed. The audit will also assist in setting appropriate targets and ensuring that appropriate control mechanisms are in place prior to the introduction of electronic leave processing, which is scheduled for the last quarter of 2004.

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Staff turnover

CASA’s rate of staff turnover remained acceptable with an annual average turnover of 7.3 per cent compared with 5.9 per cent last year.

The turnover rate was within the target range of 5–10 per cent and well below the external benchmark figure of 12 per cent.13

CASA is continuing to monitor whether these rates represent an appropriate level of staff turnover for CASA.

Figure 14: Staff turnover, 2001–02 to 2003–04

Figure 14: Staff turnover, 2001-02 to 2002–03

Footnotes:

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