Our People

Our success is built on a foundation of safe, engaged, high performing talent and teams. This ensures we have a safety culture underpinning how we operate our organisation. We aim to have visible and accessible leaders that provide clear direction and purpose, with community engagement at the forefront. We aim to be accountable, inclusive and collaborative, with established programs for learning and development, succession planning for critical positions, mentoring, talent identification and utilisation, recognition, and meaningful performance planning.

82%

EMPLOYEE SNAPSHOT 7.6

FULL TIME (599) AVERAGE YEARS OF SERVICE

10%

PART TIME (73)

8%

CASUAL (58)

730

TOTAL EMPLOYEES

47

HIGHEST YEARS OF SERVICE

MALE: 51% FEMALE: 49%

EMPLOYEE AGE PROFILE

159 167 192 YEARS OF SERVICE



16%



2%

 3%  2% 

7%

101 94

13

4

17-19 20-29 30-39 40-49 50-59 60-69 70+ 

36%

 Under 1  1<5  5<10  10<15  15<20  20<25

216

RECRUITMENTS SNAPSHOT 20

RECRUITMENTS NEW TRAINEES

87

INTERNAL

129

EXTERNAL RECRUITMENTS SNAPSHOT 4

APPRENTICES



15%

 19%

 25<30  Over 30

CERTIFIED AGREEMENT 2021 NEGOTIATION AND IMPLEMENTATION

Throughout quarter one and quarter two, Council undertook extensive negotiations with Unions to develop the Certified Agreement. In Principle agreement was reached in late November 2021 and, with the looming Christmas break, the Bargaining Unit made the progressive decision to utilise online voting (mobile or email) to yield a result quickly for employees. The result shows that, of the votes cast, 98 per cent were in favour of the proposed Gladstone Regional Council Certified Agreement 2021. The Certified Agreement was endorsed on 5 April 2022 with key changes including: • The Agreement has a three year duration through to the 8 November 2024 • The Agreement provides for three increases during it’s operation • 2.5 per cent effective from the dated of certification of this Agreement to be backdated to the first full pay period after 1 November 2021; • 2.5 per cent effective from the first full pay period after 1 November 2022; and • 2.75 per cent effective from the first full pay period after 1 November 2023. The other key deliverables from the negotiation process were: • The contemporary measure to include employee access to Paid Parental Leave of seven weeks for the birth parent or primary care giver, and two weeks for the non-primary caregiver • Increased Flexible Work Arrangements to support current workplace expectations post covid • Classification review of trade licenced or certified roles in line with the trade review coordinated through MISTAS (Manufacturing Industry Skills Training and Apprenticeship Services). Council worked collaboratively with our unions to provide agreement outcomes that resulted in improved conditions and opportunities for workers.

HEALTH AND WELLBEING

There was a focus on improving Council’s first response capacity and numerous employees were trained as Mental Health First Aiders. Council has been recognised by Mental Health First Aid (MHFA) Australia as being a Gold Level skilled workplace. This recognition acknowledges Council’s significant investment in developing Mental Health First Aid skills in our people and well as our commitment to building a mentally healthy workplace and improving the wellbeing of our people.

LOST TIME INJURY FREQUENCY RATE

19

15

4

3 8

• A total of 8 lost time injuries (LTI’s) were recorded throughout the past 12 months.

This result presents a challenge to Council to continously improve and ensure the safety and wellbeing of our workforce. • 6 out of the 8 LTI’s (75 per cent) resulted in musculoskeletal injuries sustained while performing some form of manual task. • Council implemented a strategy to identify and address hazardous manual tasks in

Council workplaces.

17/18 18/19 19/20 20/21 21/22

CULTURE AND CAPABILITY

This financial year, we rolled out our culture survey and subsequent results. Council is committed to its culture journey and has implemented an ongoing Culture Action Plan with input from employees and Culture Champions. We also delivered 68 face-to-face Culture result debriefs to the business and created the Culture Steering group to lead the strategic planning and evaluation for the organisations culture journey.

LEARNING AND DEVELOPMENT

Learning and Development provides strategic guidance to the business, understanding the needs of employees and providing the tools to develop skills, knowledge and a healthy culture. We ensure our workforce has the necessary skills and qualifications to perform their roles confidently and competently, meeting all Workplace Health and Safety practices and legislative requirements.

MANDATORY TRAINING

In 2021/22 we continued to deliver comprehensive mandatory training programs including three new modules: • National Heavy Vehicle Training • Side by side training • Maintenance planning and scheduling. Other mandatory training for 2021/22 included: • Internal Complaints Management • Workplace Health and Safety Induction • Fire Safety • Environmental Awareness • Hazardous Chemicals • Manual Tasks • Workplace Bullying and Harassment • Hand Hygiene • Infection Control • Compliance to Mandatory Training

Modules.

SERVICE AWARDS

Our 12-month Service Award program wrapped up with 269 total nominations resulting in 32 winning individual employees and four teams who demonstrated exceptional cross functional collaboration. In May 2022, Service Award winners from the preceding six month were invited for a celebratory Harbour Cruise. The 26 employees, members of our Executive Leadership Team and Councillors attended to enjoy a cruise and luncheon around Gladstone Harbour.