Management of Human Resources

The NHFB approach to people management is to support and develop individuals in an environment that allows them to work to their full potential, innovate, and encourage thought leadership.

Staff Profile

We are a small dynamic agency that is culturally diverse. Our staff come from a range of countries, backgrounds and professional experiences.

Our staff profile reflects our diversity. Our age profile spans 28–60 years. Our staff are 71% female, 29% male.

Table 10: Headcount by gender and employment status

Table 10: Headcount by gender and employment status
Organisation Unit
Female
Male
Total
Contractor
Non– Ongoing
Ongoing
Female Total
Contractor
Non–Ongoing
Ongoing
Male
Total

Administrator

0

1

1

1

Office of the CEO

1

1

1

1

2

Data Modelling and Analysis

1

1

0

1

Finance and Reporting

3

3

1

1

2

5

Integrity, Assurance and Resourcing

2

2

4

1

1

5

Policy and Strategy

1

1

1

3

3

Total

3

1

8

12

1

2

2

5

17

Table 11: Headcount by classification

Table 11: Headcount by classification
Classification
Headcount

ADMINISTRATOR

1

CEO

1

EL2

3

EL1

5

APS6

3

APS5

3

APS4

1

Total

17

Figure 3: Headcount by classification

Figure 3: Headcount by classification

Table 12: Headcount by Employment status

Table 12: Headcount by Employment status
Employment Status
Headcount

Contractor

4

Non–ongoing

3

Ongoing

10

Total

17

Figure 4: Headcount by Employment status

Figure 4: Headcount by Employment status

Table 13: NHFB Staff Qualifications

Table 13: NHFB Staff Qualifications
Section
NHFB

Professional industry Qualification (e.g. GAICD/CPA)

10

Post Graduate Qualification

5

Undergraduate Qualification

14

Total

29

Table 14: Senior Executive – Holders of Public Office

Table 14: Senior Executive – Holders of Public Office
Senior Executive
Male
Total

Holder of Public Office – Office of the CEO

1

1

Holder of Public Office – Administrator of the National Health Funding Pool7

1

1

7 Note that the Administrator of the National Health Funding Pool is not an employee of the NHFB.

Workforce Planning, Staff Retention and Turnover

The NHFB has progressed its workforce planning efforts in 2014–15. This work will be developed further in 2015–16. This will provide assurance for future workforce capability, which is critical to the success of the NHFB.

Workforce Diversity

The NHFB has a workforce diversity programme that works in conjunction with its Indigenous employment strategy. The NHFB is committed to recruitment and retention of a diverse workforce. This is evidenced by the representation levels of the NHFB’s culturally diverse workforce. The NHFB continues to promote staff to identify their culturally diverse backgrounds including Indigenous and disability status.

6.8% of our workforce identifies as Indigenous, and 0% of the workforce identify with a disability.

As part of the recruitment process at the NHFB, applicants from diverse backgrounds are encouraged to apply for vacancies.

The NHFB has a Workplace Diversity Plan 2014–16.

Remuneration framework

SES level appointments at the NHFB (Administrator and Chief Executive Officer) are appointments as Holders of Public Office. The employment conditions and remuneration for these officers are set by the Remuneration Tribunal. The Remuneration Tribunal determination covers remuneration matters including base salary, benefits, and total remuneration. SES remuneration is applied consistent with the Remuneration Tribunal determinations.

The employment framework for non–SES employees is an Authority Determination 24(1) pursuant to the Public Service Act 1999. The Determination provides additional entitlements to those that the employees enjoy under the Australian Public Service Award 1998. The Determination commenced on 8 May 2014. The NHFB has agreed to bargain for a new enterprise agreement.

No performance pay provisions were provided by the NHFB in the 2014–15 financial year.

Performance Management

The NHFB annual performance appraisal scheme directly links regular reviews of individual performance with incremental increases in salary. The scheme provides a structured way for an employee and their manager to review past performance, and develop a future work programme in line with the NHFB strategic objectives. The focus of the scheme is on development and support and, where necessary, management of poor performance.

Consideration of capabilities and performance ensures a fair and objective appraisal scheme.

Training and Development

The NHFB actively provides learning and development opportunities for staff to support our functions. The focus for this year was developing the core capabilities of our staff.

Employees are supported to maintain and enhance their professional capability.

Employees have supplemented already acquired skills and knowledge through conference attendance, attendance at relevant forums, and participation in professional development for their role and aligned to our functions.

Staff received training for fraud control, records management, a performance management scheme, and leadership development. New staff participated in a tailored orientation and induction programme.

Most of our staff are eligible to apply for the NHFB’s Study Assistance Scheme. Two employees were granted access to study assistance during the 2014–15 financial year. This enabled them to undertake formal courses of study relevant to their work, and to that of the broader APS.

Productivity gains

The NHFB worked towards achieving a range of productivity initiatives throughout the year, to enhance our ability to deliver our business outcomes. Through innovative development of people, structures, and processes, the aim was to deliver results that will improve our collective and individual productivity.

We introduced enhancements, including:

  • consolidating the Payments System processing
  • streamlining and automating monthly reporting for the Funding Pool
  • restructuring the staffing profile to improve efficiency in our operations
  • enhancing the utilisation of shared services.

Health and Wellbeing

The NHFB is committed to safeguarding the health and safety of its employees, workers and visitors by providing and maintaining a safe working environment. The NHFB aims to eliminate all preventable work–related injuries and illness through systematic management. The NHFB is also committed to supporting and promoting the holistic wellbeing of its employees.

The NHFB is committed to providing and maintaining a safe and healthy workplace, and to meeting its obligations under the Work Health and Safety Act 2011 and the Safety, Rehabilitation and Compensation Act 1988.

The NHFB has a rehabilitation management system as required under Comcare’s Guidelines for Rehabilitation Authorities 2012.

This framework includes the Health and Safety Management Arrangements, which outline the responsibilities of executive management, supervisors and employees in maintaining and promoting effective health and safety practices, and appointing health and safety representatives.

All new employees are required to complete Work Health and Safety training as part of their induction. The training helps us to meet our obligations, and create a safety aware workplace.

First aid officers are located in premises occupied by the NHFB, to ensure assistance is available when needed, and first aid kits are provided. Training was arranged for all new health and safety representatives, and refresher training organised as required for ongoing representatives.

The NHFB promotes health and wellbeing awareness among employees by supporting an annual programme that is focused on health and lifestyle. The health and wellbeing initiative is developed in consultation with employees, primarily through the Workplace Consultative Committee.

This year employees could access:

  • workplace assessments
  • workstation adjustment training
  • adjustment equipment
  • influenza vaccinations
  • stress management forum
  • rest-break guidance
  • Employee Assistance Provider awareness forum.

These opportunities encouraged employees to adopt healthy work and lifestyle practices.

Flexible working locations and home–based work including, where appropriate, access to the internet, laptop computers, tablets and mobile phones are offered to our staff.

The NHFB continues to take a proactive approach to supporting employees. This is evidenced by the Respect Charter developed by the staff of the NHFB.

No directions or notices were issued under the Work Health and Safety Act in 2014–15.

Hational Health Funding Body: Rexpect Charter