| Employment profile |
 |
Employment figures in this annual report are for City of Melbourne employees only and do not include employees of our subsidiary companies.
| Staff profile |
|
As at 30 June 2009, the City of Melbourne employed 1,211 people. We have:
930 full-time staff
281 part-time staff.
Of these, 134 are non-permanent staff, including:
94 fixed-term temporary
40 casual.
The gender balance of staff at the City of Melbourne is split approximately 56 per cent female and 44 per cent male. Women hold 26 per cent of executive positions. Seventy-eight per cent of female staff and 69 per cent of male staff are employed in medium-paying positions ranging from classifications 3 to 6.
Figure 1. Employee classification by gender
| Staff classifications |
|
Class 1 and 2: child care workers, school crossing supervisors, fitness instructors, information officers
Class 3: parking and traffic, office administrative support
Class 4: administrative support, immunisation, environmental health, project officers
Class 5 and 6: first-level professionals, analysts, programmers, technical staff, maternal and child health, event managers
Class 7: team leaders and professionals
Executive: managers, directors and CEO.
Figure 2. Number of staff by age group
Figure 3. Number of staff by years of service
| Work-life balance programs |
|
The City of Melbourne offers opportunities to help its staff develop, improve, overcome challenges, balance work and life, and lead within the organisation through an extensive range of programs. These include our Altitude program for the organisation’s future leaders and an emotional intelligence program for personal awareness.
| Staff retention |
|
Improving staff retention rates has been a focus in 2008–09, with encouraging results. Voluntary staff turnover decreased significantly and the level of absenteeism decreased further from previous years.
Table 3. Staff turnover
|
2004-05 |
2005-06 |
2006-07 |
2007-08 |
2008-09 |
| Positions advertised |
252 |
223 |
164 |
23 |
28 |
| Average applicants per position |
35 |
37 |
34 |
35 |
35 |
| Staff turnover (see note 1) |
12.0% |
15.0% |
12.7% |
12.7% |
7.9% |
| Absenteeism (see note 2) |
4.0% |
3.0% |
3.1% |
3.0% |
2.7% |
| Note 1: Voluntary (resignations) turnover only |
| Note 2: Total sick leave absences as a percentage of ordinary time available |
Table 4. People assist program
| Year |
Number of Consultations |
| 2008-09 |
115 |
| 2007-08 |
128 |
| 2006-07 |
140* |
| 2005-06 |
107 |
| 2004-05 |
131 |
| * Spike in use due to the 2007 organisation restructure |
| Occupational health and safety (OHS) |
|
The City of Melbourne manages risk and occupational hazards by continuously improving its work environment and OHS management system. Accreditation against SafetyMAP Fourth Edition – Advanced Level and Australian Standard AS/NZS 4801:2001 OHS Management Systems criteria has been maintained.
Actions in 2008–09 included expanding the internal audit program to accommodate boundary changes in Kensington, developing an online incident reporting system, and continuing to consult with employees and stakeholders in managing OHS. Early intervention strategies were implemented after the outbreak of the H1N1 influenza virus, including additional hygiene messages, infection control measures and training.
| Occupational rehabilitation |
|
In 2008–09 the City of Melbourne supported staff to return to work following illness or injury using in-house allied health professionals, early intervention strategies such as ergonomic reviews, and the development of return-to-work plans.
| WorkCover claims fall |
|
The City of Melbourne accepted eight WorkCover claims in 2008–09. Our WorkCover premium continued to fall and is now projected at 0.65 per cent. This is significantly lower than the local government sector rate of 1.49 per cent.
The significant and continuing reduction in WorkCover claims since 2001 is the result of the City of Melbourne's focus on injury and illness prevention, early intervention in the case of injury or illness, and employment of allied health professionals enabling the organisation to better manage the rehabilitation of injured or ill employees in-house.
Table 5. WorkCover claims
| Year |
Standard claims |
Minor claims |
Premium inc. GST ($) |
Premium at % of remuneration |
| 2008-09 |
3 |
5 |
754,000 |
0.65% |
| 2007-08 |
8 |
17 |
767,000 |
0.88% |
| 2006-07 |
7 |
19 |
940,000 |
1.15% |
| 2005-06 |
12 |
13 |
1,141,000 |
1.51% |
| 2004-05 |
13 |
33 |
1,282,000 |
1.81% |
| 2003-04 |
30 |
34 |
1,329,000 |
2.27% |
| 2002-03 |
32 |
26 |
1,325,000 |
2.27% |
| 2001-02 |
36 |
26 |
1,250,000 |
2.42% |
| Source: Victorian WorkCover Authority |
| Equal Employment Opportunity |
|
The City of Melbourne is dedicated to a workplace free from discrimination, harassment and bullying. Our network of Equal Employment Opportunity (EEO) contact officers are trained and supported to deal with workplace issues.
To help maintain a positive workplace culture, staff at all levels across the organisation were trained in EEO this year. More than 90 per cent of staff completed online EEO training, while team leaders and others responsible for managing staff were also trained throughout the year in managing and preventing unlawful discrimination and bullying in the workplace.
In June 2009 we introduced an Indigenous traineeship program. It is currently being reviewed with the intention of continuing the program in 2009–10. An integral part of the induction process for all new employees is a walk highlighting Melbourne’s Indigenous heritage.
Other EEO achievements in 2008–09:
- A study was commissioned into the needs of employees with carer responsibilities, with the report to be released in 2009–10.
- An Integrated diversity framework was drafted, building on earlier individual employment strategies. Consultation is underway to prioritise actions.
- Gender participation was analysed across the organisation in 2008–09 and a strategy to address imbalance will be developed in 2009–10.
| Union representation |
|
The City of Melbourne estimates approximately 300 staff are members of independent trade unions. The Melbourne City Council Enterprise Agreement (2005) is a collective bargaining agreement covering all staff, excluding executives. The Melbourne City Council Award (2001) also covers all staff, excluding executives.
| Senior executive remuneration |
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The City of Melbourne has a policy of rewarding staff for their performance. Until 2008–09, senior executive remuneration had an ‘at risk’ incentive component, by which payment was based on achievement of agreed key result areas. Fifty per cent of senior executive performance evaluation was linked to achieving Council Plan 2005–2009 strategies. The other 50 per cent related to demonstration of agreed leadership behaviours.
The City of Melbourne also decided that executive bonus payments would cease after the 2008–09 financial year. To achieve this, all executives were offered and accepted a compensation amount based on an average of previous bonus payments. |
