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Management & Accountability

  In this section:
Corporate Governance
External Scrutiny
Management of Human Resources
·   Impact & Features of CAs & AWAs
·   Performance Pay
·   Training & Development Strategies
·   OHS Performance
Purchasing
Assets Management
Consultants and Competitive Tendering and Contracting
Commonwealth Disability Strategy
Corporate Governance

Senior Management

The Industrial Registrar, Mr Peter Richards, is the Registry agency head and is responsible for discharging all corporate governance responsibilities. He is assisted by the General Manager, Statutory Services Branch, Mr Terry Nassios.

The Industrial Registrar is also assisted by a Contracts Management Committee and an Audit Committee. There are no other senior management committees as such in the Registry.


Corporate and Operational Plans and Associated Performance Reporting and Review

The Registry has articulated its goals and identified its customers in a corporate plan document which guides team and individual planning arrangements. The corporate plan also identifies the reputation and organisational qualities the Registry is seeking.

Beyond the corporate plan level, team and individual plans (attuned to the APS Values) contain details on the specific operations and activities, and outcomes and outputs of the Registry.

In addition to the above, the Registry has a service charter, a diversity program as required by s.18 of the Public Service Act 1999, an Occupational Health and Safety agreement as required by s.16 of the Occupational Health and Safety (Commonwealth Employment) Act 1991, a set of chief executive instructions issued pursuant to the Financial Management and Accountability Act 1997 and a range of strategies (although not in single specific documents) relating to operational considerations, such as information management and technology, training and development, etc.

Performance at a corporate level is reported through prescribed annual reporting, state of the service and workplace diversity requirements, and other external reports such as the Portfolio Budget Statements.

Internally, each team and individual plan is evaluated at the end of the year (30 June). Team plan evaluations are forwarded to the Industrial Registrar for review and subsequently placed on the Registry intranet for comment by all Registry employees.


Policy and Practices on the Establishment and Maintenance of Appropriate Ethical Standards

Beyond the legislative framework (the Public Service Act 1999, the Public Service Regulations 1999 and the Public Service Commissioner’s Directions 1999), the Registry ‘ethics’ framework is governed by its Procedures for Determining Breaches of the Code of Conduct, a new Policy for the Use of Email and Internet Systems issued early in 2001, a Receipt of Gifts and Other Benefits Policy and its team and individual planning arrangements.

In the first half of 2001 the Registry reconsidered its approach to team and individual planning arrangements, specifically with the APS Values and attending considerations (as expressed in the Public Service Commissioner’s Directions) in mind. The outcome is that from 1 July 2001, team and individual plans are to contain performance indicators under five headings which generally encapsulate the application of the APS Values to the operations of the Registry. The headings (very much reflecting the wording of the Values) are:
  • the APS provides a workplace that is free from discrimination and recognises and utilises the diversity of the Australian community it serves;
  • the APS delivers services fairly, effectively, impartially and courteously to the Australian public and is sensitive to the diversity of the Australian public;
  • the APS establishes workplace relations that value communication, consultation, cooperation and input from employees on matters that affect their workplace;
  • the APS provides a fair, flexible, safe and rewarding workplace; and
  • the APS focuses on achieving results and managing performance.
The issues of ethical standards and personal and professional conduct, among many others, are required to be specifically addressed as performance indicators under the above headings. The performance indicators as expressed both in team and individual plans are evaluated biannually. Such evaluations also require 360 degree feedback – that is, teams and individuals are required to seek survey comments from peer groups (other teams) and client groups, including the Commission.

The Registry’s ‘ethics’ framework is available to all employees on and through the People and Planning Team’s intranet site.

Senior Executive Service (SES) Employees Remuneration
The nature and amount of remuneration for the Registry’s two SES employees is determined through Australian workplace agreements.




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