4. Measuring and monitoring

With an integrated “one Council” approach to workforce management, the success of the Workforce Management Strategy is measured through the annual corporate targets and result measures. By having ‘the right people in the right roles at the right time with the right skills’, the organisation is able to meet and exceed these organisation-wide targets.

Corporate Result Measures (Lag Indicators)

1. Asset Management 2. Community Satisfaction 3. Employee Well-being 4. Financial Sustainability 5. Governance 6. Risk Management 7. Service Delivery

Corporate Targets – 2021-2022

1. Integrated Plans delivered on time: >95% 2. Community satisfaction score: >75% 3. Employee engagement: >75% 4. Governance health check: >95% 5. Risk management maturity score: >85% 6. Asset Maintenance Ratio: >100% 7. Underlying result better than budget

In addition, there are a number of workforce related lead indicators that are measured on a scheduled basis throughout the year. These include, but are not limited to:

 Annual leave hours  Average workforce tenure  Base salary costs  Engagement – based on check-in & engagement surveys  Excessive Leave – AL & LSL  First-year turnover  Full-time equivalent staff  Spread of generations  Headcount  Internal vs external recruitment  Learning & Development programs  Leave in lieu  Low vs high turnover  Overtime hours & cost  Internal promotion rate  Promotion wait time (years)  Retention rate  Staff approaching retirement age  Succession Planning & top talent  Time to start recruitment (from open date to fill position)  Total number of applicants/positions filled  Total separations  Unplanned leave taken  Vacancy rate  Voluntary & involuntary terminations