Management of human resources

The department’s human resource management is built upon a principle-based framework supported by polices and comprehensive intranet-based operational procedures, Managing Our People, strategies, programs and initiatives.

Human resources information relating to the department is required to be reported to the Commissioner of Public Employment and is available on the Office of the Public Sector website at: http://publicsector.sa.gov.au/ . Some information is also reported below.

Workforce diversity

The table below shows the number of employees separated from and recruited into the agency for the financial year 2015-16

The chart and table below shows the number of employees by age bracket and gender

*Source: Australian Bureau of Statistics Australian Demographic Statistics, 6291.0.55.001 Labour Force Status (ST LM8) by sex, age, state, marital status – employed – total from Feb78 SuperTABLE, South Australia at November 2013

Workforce adaptation

The chart and table below shows the number of employees with disabilities (according to Commonwealth DDA definition)

NOTE: Employees self identify and therefore not all employees with a disability may be reflected

The chart and table below shows the types of disability (where specified)

NOTE: An employee may report more than one type of disability

Executives

The chart and table below shows executives by gender, classification and status

Leave management

The chart and table below shows average leave in days per full time equivalent employee

Performance development

The chart and table below shows performance development information

Leadership and management development

The chart and table below shows leadership and management training expenditure

Employment opportunity programs

The department employed people through the following public sector-wide equal employment opportunity programs during 2015-16:

• South Australian Government Jobs4Youth program and the Trainee Employment Register
• Aboriginal Public Sector Program (includes the Aboriginal Employment Register)
• Strategy for employment of people with disabilities (includes the Disability Employment Register and participation in the Change @ SA Program; Increasing Sector Employment of People with a Disability).
• Supporting apprenticeships by acting as a host agency and providing apprentices with practical work experience, leading to increased employment prospects.

Work health and safety and injury management

The Building Safety Excellence in the Public Sector 2015-20 strategy embeds the Premier’s Zero Harm Vision and underpins the South Australian Strategic Plan (SASP) Target 21: Greater Safety at Work.

Safety is at the core of all the department’s operations and this is articulated in the department’s Work Health and Safety Policy statement DP032 ‘The Department will continually strive to achieve the behaviours of a leading safety culture. Our officers and staff and those who deliver services on our behalf are required to prioritise health and safety first over competing priorities to ensure the effective protection of our people, our community and the environment in which we work’.

The department continues to work towards creating a ‘community’ positive safety culture by partnering with DIT's private sector partners in developing new safety tools such as “Outcome Based Performance Measures”. These measures are an initiative of The Department and include innovative tools that will progress safety across many industries. The tools are designed to ensure safety is not just an administrative process but is ‘safety at the coal face’.

Through safety initiatives implemented over the last 12 months The Department has focused efforts on high risk areas of operation, to ensure physical and psychological wellbeing of all employees, and that work has a positive impact on their private lives. Safety enhances the department’s values of Collaboration, Honesty, Excellence, Enjoyment and Respect.

A target for 2016-17 will be the development activities in safety training relating to contract and contractor management. This area is a key focus for DIT to ensure that The Department works are safe for both staff and the community, and that works performed by the department’s private sector partners, on DIT’s behalf, achieve the best possible safety outcomes.

The department’s achievements for 2015-16 are reported in the SASP
Target 21: Greater Safety at work, of this Annual Report.

The table below shows work health and safety prosecutions, notices and corrective action taken

The table below shows work health and safety performance (building safety excellence targets)¹

_{1. Information available from the Self Insurance Management System (SIMS)}  

DIT significant injuries result from two categories; musculoskeletal and psychological.  Psychological injuries which in the main result from acute events e.g. public self-harming in front of trains and trams.  Strategies have been implemented to address these events and minimize psychological consequences e.g. ‘R U OK’ program.

Musculoskeletal injuries have resulted from body stressing and falls/trips/slips.  DIT’s single management system (SMS) addresses the high risk areas of the organisation and target the causation factors.

The table below shows agency gross workers compensation ²expenditure for 2014-15 compared with 2013-14³

_{2.  Before 3rd party recovery}

_{3.  Information available from the Self Insurance Management System (SIMS)}

_{* Increase in ‘Other’ relates to a change in reporting criteria which now includes medical reports}