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CASA Annual Report 2004-05 - Part 3: Corporate Report

Part 3: Corporate Report

Staffing status report for 2004-05

Terms and conditions of employment

CASA staff are employed under the employment powers contained in 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 2005, 95 per cent of CASA staff were employed under the Certified Agreement and 5 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.

Staffing profile

At 30 June 2005, CASA had 704 staff representing 95.5 per cent of its approved establishment.

Of this total:

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

Figure 16 Male Female Ratio - 30 June 2005

Figure 16 Male Female Ratio - 30 June 2005

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Figure 17 Gender Split by Job Families - 30 June 2005

Figure 17 Gender Split by Job Families - 30 June 2005

See Tables 29-34 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.

As an outcome of the audit of leave processing completed during 2004-2005, and as a mechanism of identifying any organisational issues surrounding the management of leave, an electronic leave and personnel management system - 'TESS' was introduced. This system will continue to enhance CASA's understanding of leave requirements and assist in the Authority's future workforce planning requirements.

Staff turnover

CASA's rate of staff turnover remained acceptable with an annual average turnover of 8.27 per cent compared with 7.3 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. CASA is continuing to monitor whether these rates represent an appropriate level of staff turnover for CASA.

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