ANSWERS TO WRITTEN QUESTIONS - Received by 18 June 2010
28 October 2008
20. Cyclone Emergency Services
Mr MILLS to MINISTER for POLICE, FIRE and EMERGENCY SERVICES
1. How many cyclone shelters are there in the greater Darwin area?
2. List the location, category and capacity of each shelter.
3. Are all the shelters considered operational? What are the requirements for the different cyclone shelter categories?
4. Are all cyclone shelters able to cope with a Category 5 cyclone and related events? What are the evacuation procedures if shelter occupants need to be relocated?
5. What upgrades and/or repairs have been made to each shelter since the last Wet Season? Please provide a list by shelter and detail work required.
6. What upgrades and/or repairs are still required? If any, please provide a list by shelter and detail work required.
7. In the event of a Category 5 cyclone, what is the level of damage expected to residences across the greater Darwin area? How many houses are expected to be damaged to a point where they could not be inhabited? Which suburbs would be most affected by a Category 5 cyclone and related events?
8. How many people are expected to be temporarily displaced due to storm damage caused by a Category 5 cyclone?
9. What emergency mid- to long-term accommodation contingencies are in place to cope with a large number of displaced persons?
10. What are the mid- to long-term logistics in place to cope with a large number of displaced residents after a Category 5 cyclone? Please detail plans for food stores, potable water storage, medical treatment, etcetera?
11. How often do Police, Fire, and Emergency Services and other essential agencies conduct drills to prepare for a Category 5 cyclone?
12. When was the last drill undertaken? What was the assessment of the effectiveness of the emergency services and what recommendations, following this drill, have been taken up by government, and what remain unaddressed?
13. What measures are in place to provide emergency communications in the event of a cyclone? Are the communications run by NT government agencies ie police or by another agency ie ADF? If not the NT government, who provides the communications and why?
ANSWER
1. There are presently eight emergency shelters in the greater Darwin area and four underground car parks.
2. Emergency Shelters:
Casuarina Senior College - 1000
Dripstone High School - 1500
Palmerston High School - 1500
Girraween High School - 200
Taminmin High School - 1000
Cox Peninsula Council
Palmerston Hub Complex - 320
Holiday Inn Esplanade - 900
4. In accordance with the Building Code of Australia for Region C, cyclone shelters in the NT are built for 1 in 2000 year risk.
5.
6. Upgrades and repairs are programmed and implemented each year.
7. The potential damage that could be caused by a Category 5 cyclone is subject to numerous variables including wind strength, direction of cyclone, speed of cyclone’s advance, size of the cyclone, storm surge if any and speed of decay. It is, therefore, difficult to predict the amount of damage that might be caused.
8. The potential storm damage that could be caused by a Category 5 cyclone is subject to numerous variables including wind strength, direction of cyclone, speed of cyclone’s advance, size of the cyclone, storm surge if any and speed of decay. These variables will impact on the number of people displaced.
9. Emergency accommodation arrangements will depend upon a broad range of factors including the nature of the emergency event, the damage it causes, the area of the NT affected, the number of people affected, the lead time available and seasonal factors.
10. In the event of a Category 5 cyclone displacing a large number of people, the NT government would link into national support arrangements designed to mobilise Commonwealth assistance. The extent of Commonwealth assistance provided would depend upon the situation at the time but, as Cyclone Larry demonstrated, it would be substantial if necessary.
11. The Emergency Services adopt an all hazards approach, practicing the skills required for a broad range of emergencies such as floods, storm damage, air crash, urban search and rescue, general rescue, etcetera.
12. The last training activity involving a cyclone scenario was a Greater Darwin Region Emergency Operations Centre discussion exercise on 5 October 2009 concerning a severe cyclone strike on Darwin. Recommended outcomes taken up:
13. The NT government provides the majority of emergency communications in the event of a cyclone. The nature of the communications varies according to circumstance and location. Within Darwin, communication arrangements, should normal telephonic communications breakdown are as follows:
(ii) Department of the Chief Minister, (Territory Crisis Centre);
(f) NTPFES car radios; and
(g) High Frequency Radios.
16 February 2010
75. Defence Personnel Housing Arrangements
Ms PURICK to MINISTER for PUBLIC and AFFORDABLE HOUSING
1. Since 1 January 2009, how many Australian Defence personnel, including a spouse, de facto partner, child or family member of the Australian Defence Forces, have been provided with NT government facilitated emergency or public housing in the Northern Territory?
2. How many Australian Defence personnel, including a spouse, de facto partner, child or family member of the Australian Defence Forces, are currently housed in NT government facilitated emergency or public housing in the Northern Territory?
3. What agreements or arrangements are in place between the NT government and the federal government to provide emergency or public housing to Australian Defence personnel, including a spouse, de facto partner, child or family member of the Australian Defence Forces?
ANSWER
1. Public housing services are not distinguished by employer association or income source. Any individual or family who applies for a public housing service or approaches the department for assistance will receive equal service.
2. It is not possible to identify if any members of the Australian Defence Force or their families have been provided with services through this department. In accordance with the Information Privacy Principles of the Northern Territory Information Act, the Department of Housing, Local Government and Regional Services (DHLGRS) only collects information that is necessary to perform its functions or activities. Client income details are provided for calculation of rental purposes, and retained on the Tenancy Management System (TMS) database. Employer association is not a relevant factor in determining eligibility for; or the provision of, public housing services so DHLGRS does not retain information about a client’s employer.
81. Builders Registration
Ms PURICK to MINISTER for CONSTRUCTION
Since the commencement of builders registration in July 2006, could you advise:
1. How many builders are registered in the Northern Territory by main region being, Darwin, including Palmerston and the rural areas, Katherine, Tenant Creek, and Alice Springs to carry out work on residential properties?
2. How many registrations were for restricted and how many for unrestricted builders’ licenses for all the regions?
3. How many builders registrations applications for registrations for both restricted and unrestricted were denied for the regions?
4. What were the reasons given for denial of registration?
5. How many building certifiers are registered for all regions in both residential and unrestricted?
6. How many complaints have been made against builders for each region, how many were investigated and, how many were disciplined?
7. How many complaints were dismissed?
8. How many complaints are currently being investigated?
9. How many builders have been struck off the registration list?
10. When was the last builder to be deregistered and for what reasons?
11. What is the average time to investigate a complaint against a builder, and what is the cost?
12. How many personnel are allocated to handle investigations?
13. How many codes of practice have been developed by the Builders Practitioners Board?
ANSWER
1. As of 24 February 2010, the total number of Building Contractor Residential (Individual and Company, Restricted and Unrestricted) registered by the Building Practitioners Board by region is summarised at Attachment A Table 1.
2. Please refer to table at Question 1.
3. The number of refusals for Building Contractor registration by the Building Practitioners Board from commencement of registration in 2006 until the last board meeting on 10 February 2010, broken down by region and category are shown at Attachment A Table 2.
4. The provision of reasons for the denial of each application requires an extensive search of all board meeting minutes and this has not been undertaken. The Building Practitioners Board is required to assess applications for registration against criteria set out in the Minister’s Determination Relating to Building Practitioners (available at www.nt.gov.au/bpb/forms.
Reasons for refusal are:
(a) the applicant does not meet the qualification requirements (Certificate IV in Building and Construction); and/ or
5. As of 24 February 2010, the number of Building Certifiers registered by the Building Practitioners Board by category and region are shown at Attachment A Table 3.
6. There have been 74 complaints against Building Contractors Residential since July 2006. The breakdown by region is Darwin 57, Alice Springs 15, and Katherine 2.
All these complaints were investigated. To date, two builders have been disciplined by the Building Practitioners Board, one builder in Alice Springs and one in Darwin.
7. The term dismissed has a specific meaning in the Building Act. To respond to this question, the term is taken to mean how many complaints have been closed. Closure can be through the complaint being found to be out of jurisdiction, resolved or referred to the Board or court.
As of 24 February 2010, the number of complaints closed is 38. The breakdown by region is: Darwin 31, Alice Springs 5 and Katherine 2.
8. There are 36 investigations currently under way in the following areas: Darwin 26 and Alice Springs 10.
9. The Building Practitioners Board to date has not deregistered any Building Contractors.
10. The Building Practitioners Board to date has not deregistered any Building Contractors.
11. The average time taken to investigate a complaint can vary significantly depending on the complexity of the case and the timely responses from builders and other related parties.
The budget allocated to the Audits and Investigation Unit is around $400 000 per year.
12. The Audits and Investigation Unit consists of four positions, comprising of a manager and three case officers.
In addition to this, other branch officers support the case officers as required.
13. The Building Practitioners Board has not developed a Code of Practice. However the board has developed a range of policies in relation to eligibility for registration (BPB-008 Net Tangible Assets Equivalency, BPB-006 Insurance, BPB-009 Inquiry Board procedures, BPN-010 Registration Policy for Building Contractors and BPB-011 Performance Reporting Systems). These are available at
27 April 2010
84. City of Weddell
Ms PURICK to MINISTER for LANDS and PLANNING
For the proposed city of Weddell:
1. How many hectares will be utilised for the city of Weddell?
2. How many hectares will be cleared to enable the city to be built?
3. How much land will be allocated for public places and parklands?
4. How much land will be allocated for commercial land?
5. How much land will be allocated recreational places?
6. Will the government undertake environmental assessment in regard to required massive land clearing and, if not, why not?
7. Has the government undertaken any surveying work in regard to the city of Weddell and, if not, why not? If work has been undertaken, what was the expenditure of this surveying work?
8. Has the government undertaken any investigations, research and site inspections to ascertain if there are any sacred sites, archeological sites, heritage sites, endangered species of flora and fauna and sites of environmental significance? If so, what discipline areas have been investigated and at what cost and what outcomes? If not, why not?
9. Has the government undertaken any preliminary planning as to what model the city of Weddell will be based on?
10. Has the government commissioned any consultants to develop concept plans and, if so, what company and at what costs? If not, why not and when does government intend to do so?
11. How many dwellings are planned for the city of Weddell?
12. How many suburbs are planned for Weddell?
13. What planning has been undertaken as to the mix of style of land ownership that is what mix of land size that will be available for sale? If no planning has been undertaken, why not?
14. What planning has the government undertaken for the provision of major preliminary infrastructure for the city of Weddell including provision of water, electricity and sewerage?
15. What cost analysis has been undertaken as to the preliminary infrastructure requirements for the city of Weddell and what are the estimated costs to provide preliminary infrastructure of water, power and sewerage for the city of Weddell?
16. How many primary schools are planned and at what cost for each school?
17. How many health centres are planned and at what cost for each health centre?
18. Has there been any planning for an ambulance station in the city of Weddell and, if so, what discussion has taken place with St John Ambulance Australia NT and what is the likely cost of such an ambulance centre?
19. Has there been any planning for a fire station in the city of Weddell and, if so, what would be the cost of a new fire station?
20. What discussions have taken place with Telstra as to the communication requirements of the new city of Weddell and, if not, why not?
21. Detail the discussions with Telstra if discussion has taken place?
22. Has any planning been done on the amount of waste material generated from the residential and commercial dwellings of the city of Weddell and has the government done any planning on how this waste will be managed and, if so, what will it cost to manage and dispose of the waste?
ANSWER
1. Weddell was first identified as the site of a new town in the Darwin Region Land Use Structure Plan 1984. The site was confirmed in the Darwin Regional Land Use Structure Plan 1990 and the Litchfield Planning Concepts and Land Use Objectives 2002. The definitive boundary of Weddell will not be finalised until investigative studies are completed.
2. Weddell is to be developed as a green city with significant areas of open space. Until the investigative studies are completed, the area of land to be cleared is not known. Once a land use plan is completed, an outline development plan will indicate what amount of land will need to be cleared and which portions of the developable land will form the open space and conservation corridors associated with a sustainable city.
3. See response to Question 2.
4. The amount of land set aside for commercial development will be identified at concept design through investigations to be undertaken in 2010-11.
5. As stated above, detailed studies will inform the location and amount of open space areas, parklands and recreational places within Weddell.
6. Any clearing of native vegetation for Weddell will be undertaken in accordance with the relevant Northern Territory and Commonwealth legislation.
7. Once investigative studies are completed and the area of Weddell defined, the land will be surveyed and titles created for administrative purposes.
8. A gap analysis study is currently out to tender. The gap analysis will identify all known information and data about the Weddell area and determine any further studies and information needed to close the gaps.
9. A range of investigative studies are underway to inform the future development of the City of Weddell. We are committed to having land available in Weddell in 2014.
10. The NT government has not commissioned consultants at this stage to develop concept plans and this is anticipated to commence in the 2010-1 financial year.
11. It is estimated that 10 000 blocks of land catering for a population of approximately 40 000 people would make up the new City of Weddell.
12. The land use plan for Weddell will determine the amount of land for various uses and identify suburbs.
13. Detailed planning into the size of land and mix of uses will commence at the conclusion of studies into the constraints and opportunities of the site.
14. In 2009, a study was completed to determine the cost of the major infrastructure and services for the City of Weddell. This study only examined broad costs and detailed planning for infrastructure will commence this financial year.
15. A cost analysis for the preliminary infrastructure requirements for Weddell will be confirmed through studies during the design stage.
16. The number and type of schools will be determined in consultation with the community and government agencies once a draft land use concept plan has been developed.
17. The location and type of health services will be identified through the development of the land use concept plan.
18. The NT government will undertake extensive consultation with government agencies and community organisations to establish the essential service needs for Weddell.
19. The NT government will undertake extensive consultation with government agencies and community organisations to establish the essential service needs for Weddell.
20. Telstra and other service providers are awaiting the outcome of the studies that will determine the design of the city. Telstra is particularly awaiting for the major road and service corridors to be determined.
21. Telstra have been informed of the project to enable early planning and budgeting. Discussions have informed that Telstra already have optic-fibre penetration to south of the Elizabeth River Bridge on Channel Island Road.
22. When the detailed design stage has been reached, after the constrained land has been identified, the detailed layout will be undertaken with all relevant agencies and stakeholders to determine the need and position of services. Weddell will be a sustainable city and recycling and other sustainable practices will be incorporated into the city design.
86. School Enrolments – Tennant Creek and Alice Springs
Mr GILES to MINISTER for EDUCATION and TRAINING
In relation to school enrolments and enrolments in Tennant Creek and Alice Springs:
For all schools in Tennant Creek and Alice Springs, broken down by school, from 2001 until 2010, for each year, how many:
ANSWER
An Age Grade report is attached detailing primary school enrolments, by grade, Indigeneity and gender for government and non-government schools in Alice Springs and Tennant Creek for the years 2001 through to 2009. Please see Attachment A.
As Age Grade occurs once a year, on the first Friday of August, figures for 2010 are not included.
87. SIHIP – Ali Curung Community
Mr GILES to MINISTER for PUBLIC and AFFORDABLE HOUSING
In relation to houses being built and upgraded in the Ali Curung community under SIHIP:
1. As of 11 March 2010, how many houses are planned to be constructed, how many houses will receive upgrades, and how many will receive repairs and maintenance?
2. How many houses are currently under construction?
3. When will the remaining houses commence construction and when will they be completed?
4. Under SIHIP, what is the estimated and actual cost of construction of a house in Ali Curung?
5. As of 11 March 2010, how many houses have had upgrades completed, how many have commenced, when will the remaining be commenced, and when will they be completed?
6. What is the average length of time for the construction of a house and the upgrade (refurbishment) of a house?
7. For each completed upgrade, what was the individual cost when the works were undertaken by alliance employees, and what was the cost when the works were completed for houses refurbished through subcontractors, including agencies such as Barkly Agencies?
8. Please provide an itemised breakdown of all works undertaken and the cost associated with each piece of work for every individual house as at the 30 March 2010.
9. As of 11 March 2010, how much under SIHIP has been spent in Ali Curung with the local shire through either engagement or subcontracting?
10. As of 1 March 2010, how much under SIHIP has been spent indirectly in Ali Curing on Aboriginal ambassadors who promote SIHIP for government and/or the alliance?
11. Is there a policy on the sourcing of construction materials from within Australia and, if not, what is the policy?
12. Please detail which materials, whether they be used for repairs, maintenance, refurbishment, rebuild or new construction, are purchased or sourced from overseas.
13. Please detail which country these products or materials are purchased from.
14. What quality control measures are undertaken to ensure materials are fit for purpose?
15. Who are the suppliers of construction materials, including internal fittings to activities in Ali Curung?
16. How many people have worked on SIHIP activities in Ali Curung, broken down by Commonwealth, Territory and alliance employer groups?
17. How many Aboriginal residents from Ali Curung have been employed on SIHIP activities?
18. How many Indigenous residents from Ali Curung have been engaged as trainees and apprentices?
19. What hourly rate were those Indigenous Ali Curung employees paid and under what award?
20. When will they complete their trade or apprenticeship and, if the completion date is after works are completed at Ali Curung, what are the plans for those employees to ensure they do not end up back on the unemployment line?
21. What schedule of pay rates has been established for the employment of workers in Ali Curung?
22. What is the amount of allowances broken down by type, but including payments for travel, meals and incidentals including fuel, have been paid to SIHIP employees for work in Ali Curung?
23. Who are the subcontractors that have completed work in Ali Curung and what was the total amount paid to these contractors for SIHIP works? Please break down the costs per house worked on as at 20 March 2010.
24. For each contractor, how many people have been employed in Ali Curung?
25. Who was the responsible party for design components of the project, including housing and infrastructure and the development of construction drawings? What costs were associated to these design components in Ali Curung?
26. What infrastructure, including power and water, has been identified as necessary for the construction of the planned houses, and what is the estimated cost of that infrastructure?
27. Which roads will be sealed and curbed and guttered in Ali Curung? Please detail the costs and time lines for construction of all such works.
28. Please detail the power, sewer and water schedule of works that will be completed at Ali Curung as part of SIHIP. Please detail the costs and time lines for construction of all such works.
ANSWER
Preface
There is a huge housing need in remote communities across the Territory and even though it is the largest investment ever by governments in remote indigenous housing, it will not fix the entire problem. But it is a good first step.
2500 houses will be refurbished through SIHIP across the Territory.
Refurbishments will target the key areas of a house that affect people’s health, focusing on the wet areas of a house including kitchens and bathrooms.
Providing tenants with houses that are safe and functional means ensuring the house provides tenants with; a place to wash and bathe, facilities to wash clothes and bedding, the ability to remove waste safely from the house, and the ability to store, prepare and cook food.
Refurbishment works will range from $20 000 to $100 000 per house but will average $75 000.
There have been reports in the media of handymen who can deliver ‘refurbishments’ cheaper than is being delivered through SIHIP.
It needs to be understood that for a program of this size, it would be completely impractical to hand money to a group of handymen and contractors who operate with no overheads. with varying degrees of quality and consistency, and without supervision.
The alliance is required to work within the Building Code of Australia, Australian Standards and the National Indigenous Housing Guide.
Alliances are required to have Federal Safety Commissioner (FSC) accreditation and are regularly audited by the FSC. This is a requirement of all major construction projects funded by the Australian government. FSC accreditation brings with it a series of obligations including having safety officers on each site and adherence to stringent safety standards.
For example, the alliance has budgeted $75 000 for temporary fencing for the Southern Refurbishment package. It is an FSC requirement that all construction sites are fenced while works are under way.
The investment in a SIHIP refurbishment also includes providing transitional housing for families that need to be temporarily relocated during what is a large-scale community-wide program where tenants cannot stay with relatives. This practice is encouraged to keep costs down. If this was handed to a handyman/contractor, Territory Housing would still need to cover these costs.
Nearly $2m has been set aside across the Southern Refurbishment package to provide transitional accommodation for families while their houses are being refurbished.
In additional to the works being delivered through SIHIP, an improved system of housing management is being implemented though the joint Australian and Northern Territory Government Remote Housing NT Program.
This includes increased funding for repairs and maintenance, the need for tenants to sign a tenancy agreement, support services for tenants, and the payment of rent.
Rent paid by tenants will be reinvested into repairs and maintenance. This will ensure that the housing assets are maintained appropriately.
To ensure the sustainability and quality of what is being delivered the governments are working with the alliances to make sure we are using appropriate material, safety standards are being followed, we are employing Indigenous people and we are delivering work that will last.
The department has staff involved in the planning and delivery of the refurbishment works and has a dedicated team of Asset Management Officers (AMOs) who inspect properties to ensure the agreed scope of works is carried out to the appropriate standard before the department accepts the property back from the alliance.
In relation to specific questions asked:
1. Through SIHIP, $3.9m will be spent refurbishing 52 houses in Ali Curung, an average of $75 000 per house.
2. Ali Curung is a refurbishment only community, no new house construction will occur under SIHIP.
3. Ali Curung is a refurbishment only community, no new house construction will occur under SIHIP.
4. Ali Curung is a refurbishment only community, no new house construction will occur under SIHIP.
5. As at 11 March 2010, New Future Alliance has completed 25 refurbishments in Ali Curung and a further eight are under way as part of the work in 29 Central Australian communities.
7. The cost to refurbish a home in Ali Curung varies from $20 000 to $100 000 per house, depending on what needs to be done.
8. This level of detail is not available. To break this down to individual houses will impose significant administration and cost which I would rather see spent on delivering dwellings. However, the average cost of $75 000 for refurbishment will result in a place to wash and to cook and store food.
9. The local shire has not subcontracted to SIHIP in Ali Curung.
10.Neither New Future Alliance nor the NTG have an Aboriginal ambassador employed.
11.Under the NTG’s Procurement Framework there are five key principles. These are:
value for money;
enhancing the capabilities of local business and industry;
environmental protection; and
ethical behaviour and fair dealing.
12. This is the largest investment in Indigenous housing by governments, which is why standard and quality control measures are in place to ensure what we spend now does not cost us more later.
13. As referred to in Question 12 above.
14. Alliances will perform quality control checks in accordance with their quality management and construction management plans.
16. As at 12 March 2010, there were 45 Indigenous and non-Indigenous employees on Package 3A which includes Ali Curung.
17.SIHIP has set ambitious targets for Indigenous employment and training, the achievements so far have been good. The implementation, monitoring and achievement of these targets would not have been possible if the work was given to an average handyman-type contractor.
18. Pre-employment training was an opportunity provided in Ali Curung for people currently receiving Community Development Employment Project (CDEP), payments from Centrelink. The community of Ali Curung (either on CDEP or JSA benefits) were offered a six-week training course which they completed, as this allows participants to continue receiving CDEP payments while training.
19. All employees of the alliances are paid under the appropriate award for their employment type.
For members of the Ali Curung community who decided to remain on CDEP payments (as opposed to having short-term employment which requires coming off payments), CDEP provides work experience with the alliance. This experience develops participants’ skills and employability in order to assist their move into employment outside CDEP.
20. Local people interested in becoming trades assistants will be able to apply for either work experience (if they choose to stay on either CDEP or JSA payments) or work directly if they are interested in permanent full-time employment and are happy to relocate for work as the alliance moves to other communities.
21. The alliance pays all employees under the appropriate award for their employment type.
22. The alliance pays all employees under the appropriate award for their employment type.
23. This information is commercial-in-confidence.
24. This level of detail is not readily available. However, as at 1 April 2010, there were 45 Indigenous and non-Indigenous employees on Package 3A which, includes Ali Curung.
25. Ali Curung is a refurbishment only community and does not include infrastructure upgrades.
26. Ali Curung is a refurbishment only community and does not include infrastructure upgrades.
27. Ali Curung is a refurbishment only community and does not include infrastructure upgrades.
28. Ali Curung is a refurbishment only community and does not include infrastructure upgrades.
88. Airport Public Transport
Mr ELFERINK to MINISTER for TRANSPORT
1. Has any consideration been given by the Northern Territory government to provide public transport to and from Darwin Airport?
2. If so, what has been the outcome?
3. If the Northern Territory government has commissioned any reports and/or option discussion papers on this matter, would these papers be provided?
ANSWER
1. An examination of this issue has been undertaken.
2. The private operator of the Darwin Airport Shuttle Bus has a service that meets every arriving plane and conveys passengers to all Darwin and CBD hotels. This company also has a booking service for departing passengers designed to have passengers at the airport in order to meet all airline check-in requirements. Costs vary from $7 to $11 depending on passenger numbers.
The department is currently investigating options for public transport to service the airport precinct during peak periods.
3. No reports or papers were commissioned. This was an internal examination of the issues using known costs, distances, employee awards and scheduling requirements.
90. National Secondary School Computer Fund in Northern Territory
Mr MILLS to MINISTER for EDUCATION and TRAINING
As at 1 March 2010:
1. What is the status of the rollout of the National Secondary School Computer Fund in the Northern Territory?
2. How much is allocated within the funding model for the initial software licence and for future software upgrade requirements respectively?
3. What advice is provided to schools by the department to guide their purchase decisions?
4. Are the new computers allocated to an individual student or allocated to a senior school class?
5. Is the Northern Territory approach based upon the acquisition approach of other jurisdictions and, if so, which jurisdiction(s)?
ANSWER
1. Rounds 1 and 2 of the National Secondary School Computer Fund have been completed with 1504 computers being installed in Northern Territory government schools. These computers combined with existing computers in schools mean there is now a minimum of one computer for every two students in Years 9 to 12.
2. An amount of $50 per computer per year has been set aside to meet the charges for the standard suite of Microsoft software products that are installed on all NT school computers. This fee is an annual charge and covers the costs for any upgrades and future releases of the software.
3. All computers are purchased through a period contract with Dell Australia. A small set of standard models are offered that meet the needs of typical users in schools. All computers are supplied with the NT Department of Education and Training (DET) standard software configuration and have a three-year on-site warranty. Schools may purchase alternative makes and models of computers if they have specific requirements.
4. At this time, most computers are allocated for shared use in the schools with access based on their physical locations in schools. As the number of computers increases in 2010 and 2011, schools will move to personal allocation of computers with a variety of models to suit the needs of Years 9 to 12 students in urban middle and senior schools and in comprehensive schools in remote areas.
5. All jurisdictions have used centralised acquisition and service management systems to provide economies of scale and ensure a reasonable quality of service can be achieved with the available funds. DET adopts a similar approach to other jurisdictions in terms of the centralised acquisition of hardware, software and support services related to the National Secondary School Computer Fund.
91. Activity-based Funding Formula for Northern Territory Hospitals
Mr CONLAN to MINISTER for HEALTH and FAMILIES
1. What is the defined activity-based funding cost model for Australia?
2. What has the Northern Territory government done to develop an activity-based funding model, definitions and projections for each activity in the Northern Territory?
3. How does the department of Health demonstrate activity-based funding using case mix classifications explicitly linking funding to the actual services provided?
4. How does the activity-based funding formula work in the Northern Territory?
5. How is the Northern Territory currently determining funding for our hospitals?
6. Is the Northern Territory now using activity-based funding for all costing rather than the previous block funding model?
7. Define where each activity starts and ends and what exactly is encompassed.
8. What has changed for the Northern Territory, as it was previously noted that the case mix model is actually more appropriate for larger jurisdictions with significantly larger hospitals and populations?
9. How will the Northern Territory’s high number of patients requiring complex care and chronic disease management and the unique Indigenous percentage of patients with multiple illnesses be recognised under activity-based funding?
10. How will the negative and positive results of activity-based funding in the Northern Territory be measured?
11. How will the Northern Territory government ensure that activity-based funding does not result in greater output being emphasised ahead of better outcomes?
12. Does the department of Health have suitable activity-based funding data tracking technology in place?
13. Is the necessary modelling work on activity-based funding in the Northern Territory driven by the Health Gains Planning Unit?
14. Exactly how much does each activity cost in the Northern Territory compared with the national cost?
15. Give examples for straightforward maternity hospital delivery, hip replacement, and dialysis in each of the five NT hospitals.
16. What is the basis of future activity-based funding, infrastructure and investment and primary healthcare allocations?
17. How are future costs estimated?
18. What did the Hardison and Associates report on the modelling of current usage of services in the Northern Territory and the comparison to interstate usage show in detail?
19. What updated demographics for the Northern Territory are currently being used?
20. How will activity-based funding impact on the Northern Territory’s waiting lists and occupancy levels
21. Will there be the opportunity for Northern Territory patients to be transferred interstate for procedures?
22. Will activity-based funding include 24-hour mental healthcare for the Northern Territory?
23. How much is the remote service delivery component of activity-based funding?
24. Is the Hospital Services Planning Project, produced by Ernst & Young, available?
25. What is the annual growth of hospital costs, in percentage terms and dollar terms, in the Northern Territory?
26. What is the annual growth of costs, in percentage terms and dollar terms, per hospital in the Northern Territory?
27. What are the projections for growth in the annual costs of hospitals in the Northern Territory, in percentage terms and dollars terms, for each of the next 15 years?
28. What are the projections of the growth in annual costs for each Northern Territory hospital, in percentage terms and dollar terms, for the next 15 years?
29. What is the projected growth in GST revenue in the Northern Territory, in percentage terms and dollar terms, for each of the next 15 years?
30. How will a new Palmerston hospital be funded? Will the federal government fund 60% of its construction and set-up costs?
31. Will the bottom line for activity-based funding be additional funding for health in the Northern Territory?
32. What will be the cost to the Northern Territory of activity-based funding regarding the loss of GST income?
33. The Northern Territory’s real cost of funding is higher than anywhere else in Australia. (2006-07, $1700 per person in the NT; the average figure for the rest of Australia is $1260). How is this difference accommodated in activity-based funding?
34. The Northern Territory’s highest hospital separation rate is 486.4 per 1000 population, compared to 217 per 1000 population for the rest of Australia. How is this difference accommodated in activity-based funding?
35. Does activity-based funding completely encompass the diversity of services which are provided through the Northern Territory’s hospitals?
36. For Gove, Katherine, Tennant Creek, and Alice Springs hospitals, would moving to case mix-based funding with Australian-based weightings be disadvantageous?
37. Does the risks of activity-based funding include classification insensitivity, lack of consistency, and a focus only on hospital-based activity?
38. Does the Northern Territory have the ability to benchmark and compare?
39. What is the cost to the Northern Territory of consolidating and entering data?
40. Will activity-based funding include community home care?
41. Will activity-based funding include nursing homes?
42. Will activity-based funding include screening, immunisation, and promotional programs?
43. Will activity-based funding include non-inpatient mental health and oral health?
ANSWER
1. The current National Partnership Agreements include the development of a national activity based funding strategy. This work is ongoing.
2. The Territory is a signatory to the National Partnership Agreement (NPA) incorporating the Activity Based Funding (ABF) initiatives. To meet the Territory obligations in relation to this activity the Territory has prepared and is delivering an ABF project plan. The key ongoing tasks include:
update and support the centralised hospital data warehouse;
update and support the monthly hospital management reports; and
embody the ABF model in a Price Volume (PV) schedule for ‘shadow’ measurement of the effect of an ABF.
3. Within the local implementation plan of the national ABF project there is the specific development of a Price Volume (PV) schedule which will link the case mix of the hospital (the ‘volume’ of activity) with the cost of the service delivery (the ‘price’, or cost of activity).
4. The Price Volume schedule will be implemented as a pilot for two years (2010-11, 2011-12) before the negotiations on national pricing policy and so forth are determined. Currently, there is no activity-based funding model in place for the Northern Territory.
5. The current budgetary cycle adjusts the budget based upon the known inputs into the hospital system with adjustments made for new initiatives and planned cost adjustments (salary growth, etcetera).
6. The Northern Territory is participating in a national activity-based funding project and will have an output-based Price Volume schedule piloted in 2010-11.
7. The concept of activity ‘boundaries’ form a component work stream of the national activity-based funding model. These issues are still being defined, and the decisions enshrined in the activity-based cost model.
8. There is no generic ‘case mix’ model which the question implies. It is true that a ‘competitive’ case mix model would not be an optimal solution for the Territory, however, a ‘Service Level Agreement’ embodied in a Price Volume-type case mix model is now accepted contemporary practice in large and small jurisdictions, both in Australia and internationally.
9. The classification system of ARDRGs encompasses the majority of patient complexity variability across Australia. The average cost of the ‘normalised’ costs in the Territory have been recognised as being a significant percentage greater than the national average. This differential will partly be explained by the ‘classification failure’ to recognise the Territory’s peculiar case mix. To prove this case, the Territory has invested in a clinical costing system to measure this variability.
10. Within the case mix of the hospitals there will be specialties/activities for which the Territory does better and worse than the national price. However, ‘case mix’ is not designed to interrogate the micro-management decisions undertaken within a hospital, but rather ensure that the available funding is allocated with appropriate consideration for:
equality of access;
future service provision requirements;
demands of population; and
cost effectiveness of service delivery.
11. The Territory’s output Price Volume schedule, specifies a level of output, effectively putting a desirable target on supply. To ensure quality is maintained, a series of ‘Balanced Scorecards’ have been developed for each site. So, the process balances throughput with quality.
12. The activity and cost data for several years is maintained in the data warehouse. Looking back into historical data needs to be undertaken with caution, however, because some of the definitions of care and the boundaries have changed as a result of national definitional changes.
13. The NPA ABF provides a framework to measure the reimbursement of care. The critical work undertaken by Health Gains Planning Unit will continue under an ABF.
14.In Question 9, it was identified that there are complexity issues in the classification making direct comparison nationally impractical. There is work being undertaken to unbundle these complexity issues, making an exact answer impossible and misleading.
15.The results published for the National Hospital Cost Data Collection are the most appropriate measure of these costs. This is available at:
16. The existing planning arrangements will continue regardless of the funding arrangements. Future planning, demand analysis and infrastructure requirements continue to occur and will inform future funding models as it always has.
17.The planning of healthcare services is a complex interaction between:
population estimates;
future age gender mix;
affordability;
costs; and
case mix expectations.
19. The population projections that were used for the forecasting are in the public domain at the Territory government web site:
20. No ABF has yet been established for the Northern Territory. However, it is possible that the PV schedules could be used to incentivate these management initiatives.
21.Currently, Northern Territory patients travel to receive care in other jurisdictions, and there are no initiatives in the NPA for ABF to modify this.
22.The final version of the ABF has not yet been completed, but it is likely that acute inpatient mental health will be funded by a National ABF.
23. The NPA ABF work streams relating to this question are ‘Community Service Obligation’ and ‘Hospital Auspiced Community Care’. Neither of these work streams has been finalised.
24. The report on this project is not yet finalised.
25.This is reported in DHF annual reports with total costs and are referred to as ‘Acute Care’. The figures represent the hospital cost component of ‘Acute Care’ in the dollars of the relevant financial year.
26. See Question 25.
27. There has been some considerable effort to calculate the growth of hospital services in the Territory, based upon Health Gains Planning Unit, Department of Treasury population projections, service supply trend analysis and affordability. With each of the projections undertaken, a number of assumptions are made, and then tested with a sensitivity analysis then used to measure the likelihood of each projection and their associated assumption. Hence, it is dangerous to publish one projection as the likely outcome, because all projections come with an often subjective measure of probability. Indeed, even the simplest of assumptions (population projections) can be misleading with the benefit of hindsight.
28. See Question 27
29. This question should be referred to the Treasurer.
30. Funding arrangements have not been finalised nationally.
31. The NPA ABF funding methods have not been finalised.
32. The NPA ABF funding methods have not been finalised.
33. Activity-based funding is based upon outputs, therefore there is no direct relationship between the statistics quoted in the question and activity-based funding.
34. Activity-based funding is based upon outputs, therefore there is no direct relationship between the statistics quoted in the question and activity-based funding.
35. The NPA ABF has eight work streams designed to encompass the entire spectrum of hospital care nationally. It is expected that all aspects of the Territory’s diverse population and case mix will be considered appropriately under this model.
36. The NPA ABF has eight work streams designed to encompass the entire spectrum of hospital care nationally, including community service obligations. It is expected that all aspects of the Territory’s diverse population and case mix will be considered appropriately under this model.
37. The NPA ABF has eight work streams designed to encompass the entire spectrum of hospital care nationally. The assumptions made in the question do not appropriately reflect the complexity of analysis undertaken for a whole of service ABF model.
38. The benchmarking of hospital services occurs at many levels financial, clinical and throughput, using either subjective or objective measures.
39. Data collection is an integral part of managing healthcare. There are always ongoing efforts to improve data quality and completeness, but to cost this transaction would be counterproductive.
40. There is one work stream of the NPA ABF called ‘Hospital Auspiced Community Care’, which may encompass a proportion of this service provision.
41. As the NPA ABF currently stands, no.
42. As the NPA ABF currently stands, no.
43. The final version of the ABF has not yet been completed, but it is likely that inpatient mental health and oral health will be funded by a National ABF.
92. Builders and Licensing Certification Website
Mr GILES to MINISTER for LANDS and PLANNING
The following website provides information to the public in regard to builders licensing and certification:
http://www.ntlis.nt.gov.au/building-practitioners/
For each year 2008, 2009 and 2010 (year to date):
1. How many unique visitors used the website?
2. How many unique page views were made?
3. How many queries of the public register database were made?
4. What was the daily average number of visits?
5. On what basis, in reference to time frames, is the database updated?
ANSWER
1. This question asks, for each time period, how many different individuals accessed the above web page. The database does not record individuals per se, but records the ‘user ID’ of the computer used by the visitor to access the site.
2. A unique page view is defined as the sum of all pages that are requested on all visits. The recording of this statistic commenced on 17 March 2008, accordingly, only partial statistics can be provided for the 2008 calendar year.
These figures include the initial search result screen and the subsequent viewing of secondary screens that provide further information.
4. This question is taken to mean the average number of daily visits where the visitor has used the database for an initial search (compared to only looking at the screen and not performing a search). This value is calculated by dividing the statistics for the initial search of the database by the corresponding days. These values are:
17 March 2008 to 31 December 2008: 41
1 January 2009 to 31 December 2009: 63
1 January 2010 to 5 May 2010: 39
5. The database is updated as part of a business process each time a registration has been issued, suspended or cancelled following a decision by the Building Practitioners Board.
The links above provide direct access to the database and changes are immediately available for searching.
93. Land Titles Issued
Ms PURICK to MINISTER for LANDS and PLANNING
Under the Housing the Territory initiative, the government released a public document entitled Land to Grow.
Could you please advise:
1. How many land titles were issued in each of the nominated release areas in 2009?
2. How many land titles in each of the release areas are projected to be issued in 2010, in 2011, in 2012 or in 2013-plus?
ANSWER
1. The table below provides totals of land titles issued in 2008 and 2009, for each of the release areas referred to in the public document entitled ‘Land to Grow’ as part of the government initiative Housing the Territory.
2. Development of the Palmerston suburbs of Bellamack and Johnston are currently under way.
94. SIHIP - Willowra Community Housing
Mr GILES to MINISTER for PUBLIC and AFFORDABLE HOUSING
In relation to houses being built and upgraded in the Willowra Community under SIHIP:
1. As of 9 April 2010, how many houses are planned to be constructed, how many houses will receive upgrades (refurbishments), and how many will receive repairs and maintenance?
2. How many houses are currently under construction?
3. What is the current occupancy rate of each house in Willowra?
4. When will the remaining houses commence construction and when will they be completed?
5. Under SIHIP, what is the estimated and actual cost of construction of a house, upgrade (refurbishment) of a house, and repairs and maintenance of a house in Willowra?
6. As of 9 April 2010, how many houses have had upgrades, refurbishments or repairs and maintenance completed, how many have commenced, when will the remaining be commenced and when will they be completed?
7. What is the average length of time for the construction of a house and the upgrade (refurbishment) of a house in Willowra?
8. As of 9 April 2010, how much, under SIHIP or other funding, that was directed to housing for the express purposes of upgrade (refurbishment) or repairs and maintenance has been expended on all activities in Willowra including:
9. How many people, including public servants, consultants, alliance employees, auditors, designers and assessors have worked on SIHIP activities or housing upgrade and repair and maintenance activities in Willowra, broken down by Commonwealth, Territory and alliance employer groups and contractors?
10. How many residents of Willowra have been employed on SIHIP, or through outsourced SIHIP funding through another body?
11. How long were they employed and how much were they paid per hour and what was the long service leave and superannuation arrangements? Were these people on CDEP; did they remain on CDEP?
12. How many residents of Willowra have been engaged as trainees and apprentices?
13. When will they complete their trade or apprenticeship and, if the completion date is after works are completed at Willowra, what are the plans for those employees to ensure they do not end up back on the unemployment line?
14. What schedule of pay rates has been established for the employment of workers in Willowra?
15. Who are the contractors and subcontractors that have completed work in Willowra, and what was the total amount paid to these contractors for SIHIP works? Please break down the costs per house worked on as at 9 April 2010, and the amount of hours worked to undertake these activities.
16. For each contractor, how many people have been employed in Willowra?
17. What infrastructure, including power and water and sewerage, has been identified as necessary for the construction or upgrade (refurbishment) of the planned houses, and what is the estimated cost of that infrastructure?
18. Which roads will be upgraded as part of SIHIP in Willowra? Please detail the amount (length and width), costs and time lines for construction of all curbing, guttering and sealing works.
19. Please detail the power, sewerage and water schedule of works that will be completed at Willowra as part of SIHIP. Please detail the costs and time lines for construction of all such works.
ANSWER
1. Through SIHIP, $2.6m will be spent refurbishing 35 houses in Willowra. A refurbishment constitutes an investment of more than $20 000 and less than $100 000 per house with the average cost of a refurbishment around $75 000 per house.
2. Willowra is a refurbishment only community, no new house construction will occur under SIHIP.
3. As houses are handed over following refurbishments, Tenancy Agreements or Occupancy Agreements will provide up-to-date occupancy data. It is expected that this information will be available by the end of the year. Generally, the Remote Housing Management Framework will allow for an average of nine people per house.
4. Willowra is a refurbishment only community; no new house construction will occur under SIHIP.
5. Willowra is a refurbishment only community; no new house construction will occur under SIHIP. SIHIP refurbishments commenced in Willowra on 19 April 2010. A refurbishment constitutes an investment of more than $20 000 and less than $100 000 per house with the average cost of a refurbishment around $75 000 per house. The refurbishment means that homes will have a place to wash and bathe, facilities to wash clothes and bedding, the ability to remove waste safely from the house and the ability to store, prepare and cook food.
The Department of Housing, Local Government and Regional Services provides all shires with approximately $7500 annually for repairs and maintenance for each house.
6. SIHIP commenced work in Willowra on 19 April 2010 with staff inductions completed and one refurbishment is under way. Completion of all refurbishments in Willowra is scheduled for mid-June.
7. The average length of time for the refurbishment of a house is two weeks. No new houses will be constructed as Willowra is a refurbishment community only.
8.
9. The Australian Government Business Manager (GBM) is involved in SIHIP activities, the Northern Territory Government Alliance Director, and the NFA leadership team are involved in management activities. Various members of the SIHIP team and local regional housing staff have input into Willowra activities from time to time.
11. SIHIP commenced in Willowra on 19 April and the alliance pays all employees under the appropriate award for their employment type.
12. Apprenticeships will be offered to local Indigenous residents who are willing to travel with New Future Alliance to other communities.
13. SIHIP commenced in Willowra on 19 April. Apprenticeships will be offered to local Indigenous residents who are willing to travel with New Future Alliance to other communities. The time frame for refurbishments in Willowra does not allow for long-term training to be undertaken; however, opportunities for employment are available.
14. The alliance pays all employees under the appropriate award for their employment type.
15. SIHIP commenced in Willowra on 19 April.
16. SIHIP commenced in Willowra on 19 April.
17. Willowra is a refurbishment only community and does not include major infrastructure upgrades.
18. Willowra is a refurbishment only community and does not include major infrastructure upgrades.
19. Willowra is a refurbishment only community and does not include major infrastructure upgrades.
95. Commonwealth Program, Building the Education Revolution
Mr GILES to MINISTER for CONSTRUCTION
In relation to the Commonwealth program, Building the Education Revolution:
1. How many projects have been identified in the Northern Territory under each of the categories:
2. How many BER projects have had construction work completed, how many projects have been commenced but not completed, and how many have yet to commence (that is, no tender documentation issued)?
3. For each individual construction project, what is their location, what is the scope, and what is the cost of the project?
4. For each project, how much has been allocated for management, supervision and other work of the Construction Division or other Northern Territory government departments?
5. What is the total amount of Commonwealth funding that will be used for management, supervision and other work of the Construction Division for the BER program?
6. In regard to projects that have commenced or been completed, who provided management and supervision of the projects, in terms of NT department, contractor/consultant or school-based management?
7. In regard to projects where construction has been completed, what was the tendered amount, the variations made to the scope of the tender, and the subsequent saving/cost and the department’s (including consultants/contractors) project management costs?
8. In regard to completed projects, what was the tendered cost and the final cost?
9. In regard to projects commenced, what is the estimated completion date for each?
10. In regard to projects not yet commenced, what is the estimated advertising date for the project tender?
ANSWER
1.
2. NSP
3. See Attachments A, B and C for individual construction project location, scope and costs.
4. Non-construction costs for BER funding for P21 and SLC projects are as follows:
up to 4% of each project budget for project management costs as per BER guidelines. These services are predominantly delivered by external project managers. However, in some cases 0.5% of the 4% is directed to the Construction Division of the Department of Construction and Infrastructure (DCI);
6. The funding allocated under the NSP element was managed by schools and school councils.
8. Please see Attachment F for previous answer.
9. Please see Attachments G, H and I.
10. Please see Attachment J.
97. Tender TW107-0910, T09-2501
Mr GILES to MINISTER for CONSTRUCTION
In relation to the Tender TW107-0910, T09-2501:
1. What is the completion date that has been estimated for this project?
2. In relation to the expense of $7 139 932 how much:
3. For the Construction Division, what is the estimated cost of supervision of this project?
4. What departmental personnel (by position title) have responsibility for the supervision of this project?
5. What other personnel, contractor or consultant are providing ongoing management of this project?
ANSWER
1. The Gapuwiyak Themis Police Station project is due for completion in April 2011.
2. The tender was let for a lump sum price. Tenderers were not requested to provide a break-up of their tender price by building.
3. As a Government Business Division, Construction Division operates on a fee-for-service basis. The project management services provided include design, documentation, procurement and contract and project administration. All of these professional and necessary services will cost $748 863.47 (excl GST).
4. DCI personnel from the Nhulunbuy office are providing project management services during the construction of the Themis Police Station at Gapuwiyak.
5. DCI personnel are providing the project management services for the construction of the Gapuwiyak Themis Police Station and related buildings.
98. Darwin Port Corporation
Mr GILES to MINISTER for CONSTRUCTION
1. In relation to the Darwin Port Corporation, in the 2009-10 Northern Territory Budget, approximately $11.118m has been allocated for the purchase of goods and services:
ANSWER
This question requires a significant amount of effort by the agency to produce an answer that would provide the detail requested.
The Darwin Port Corporation is currently involved in a lot of preparatory work for Estimates Committee hearings and, in doing so, will be collating information similar to that which has been requested.
In order to avoid unnecessary pressure and duplication by the public servants who have to provide this information, I will be prepared to answer these questions in further detail at Estimates Committee.
99. Titles Division
Mr WESTRA van HOLTHE to MINISTER for PRIMARY INDUSTRY, FISHERIES and RESOURCES
In relation to the Titles Division, in the 2009 year:
1. How many applications were received for all mining related tenements and, further:
1. How many applications were received for petroleum tenements?
2. How many applications were received for geothermal tenements?
As at 1 April 2010:
1. How many applications for mining related tenements had not been granted and, further:
2. How many applications for petroleum tenements had not been granted?
3. How many applications for geothermal tenements had not been granted?
4. In addition, as at 1 April 2010, please advise, for the years 2006, 2007 and 2008, how many mining related tenement applications had not been granted.
5. Further, as of 1 April 2010, how many extractive mineral tenement applications and granted extractive mineral titles were:
ANSWER
In relation to the Titles Division, in the 2009 year:
1. A total of 636 applications were received.
2. Sixteen.
3. Twenty-two.
As at 1 April 2010:
1. A total of 1207 applications are being assessed.
2. Forty-four.
3. Twenty-two.
4. Mineral Title (MT) applications as at 31/12/2006 – 595.
MT applications as at 31/12/2007 – 727.
MT applications as at 31/12/2008 – 820.
5.
100. Geological Survey Division
Mr WESTRA van HOLTHE to MINISTER for PRIMARY INDUSTRY, FISHERIES and RESOURCES
In relation to the Geological Survey Division, in 2009:
1. How many gravimetric, radiometric and other survey projects were undertaken by the Northern Territory Geological Survey Division?
2. What was the cost of each survey?
3. How many physical exploration (including ground-based inspection, mapping and drilling activities) programs were undertaken by the Northern Territory Geological Survey Division?
4. What was the cost of each exploration program?
ANSWER
1. The Northern Territory Geological Survey (NTGS) Division undertook two geophysical surveys during the 2009 calendar year. The first was the Barkly Gravity Survey, in which over 10 000 gravity stations were collected over 156 000 km2 in the Barkly region, east and north-east of Tennant Creek. The second was the Georgina-Arunta seismic survey east of Alice Springs, which was managed and largely funded by Geoscience Australia but to which NTGS made a financial contribution to extend the survey.
2. The total cost of the Barkly Gravity Survey was $763 962 and NTGS’ contribution to the Georgina-Arunta Seismic Survey was $100 000.
3. NTGS undertook five field-based regional geoscience programs during 2009.
4. The direct operational costs of these programs in 2009 were:
Arunta East ($67 062)
Pine Creek ($55 626)
Murphy ($13 007)
National Geochemical Survey ($53 446)
The combined operational cost of land access and Indigenous engagement activities for these field-based projects was an additional $58 989.
101. Mining and Petroleum Authorisations, Evaluations and Compliance Divisions
Mr WESTRA van HOLTHE to MINISTER for PRIMARY INDUSTRY, FISHERIES and RESOURCES
1. In relation to the Mining and Petroleum Authorisations, Evaluations and Compliance Divisions, during 2009:
2. As of 1 April 2010:
ANSWER
1.
2.
102. Resource Development Division
Mr WESTRA van HOLTHE to MINISTER for PRIMARY INDUSTRY, FISHERIES and RESOURCES
1. In relation to the department and its Resource Development Division, in 2009:
2. In 2009, did the department, and specifically the Resource Development Division, provide advice and facilitation to potential and existing mining operators on infrastructure issues, in particular, road and rail transport, port, power and land access?
ANSWER
1.
2. The division provides facilitation services to all exploration and mining development projects in the Northern Territory. Part of this facilitation process is to identify if there are potentially any infrastructure issues associated with the proposed development. The division organises or provides contacts for the relevant organisation or agency that manages those issues.
Options available for the proposed activity.
Options for addressing any issues identified.
3.
104. Territory Growth Towns – Employment and Business Opportunities
Mr GILES to MINISTER for BUSINESS and EMPLOYMENT
In relation to employment opportunities and business development services to Northern Territory growth towns:
For each of the identified growth towns of Maningrida, Wadeye, Borroloola, Galiwinku, Nguiu, Gunbalanya, Milingimbi, Ngukurr, Numbulwar, Angurugu/Umbakumba, Gapuwiyak, Yuendumu, Yirrkala, Lajamanu, Daguragu/ Kalkarindji, Ramingining, Hermannsburg, Papunya, Elliott and Ali Curung:
1. Please advise what planning has been put in place to answer the needs of the proposed growth towns in each of the following areas:
2. In each town what is the current number of private and public (including local government) sector, full-time equivalent positions of employment?
ANSWER
1.
$4m committed over three years to the Indigenous Training for Employment Program to develop workforce strategies or support initiatives with direct employment outcomes.
For the Territory growth towns, a working group has been formed and includes officers from Northern Territory Department of Education and Training (DET), the Department of Business and Employment (DBE), the Department of Housing, Local Government and Regional Services (DHGLRS) and from the Australian government Department of Education, Employment and Workplace Relations (DEEWR) and the Department of Families, Housing, Community Services and Indigenous Affairs (FaHCSIA).
2. The preliminary employment data report (Attachment A) on each of the Territory growth towns is currently being validated by Government Business Managers in the towns. Caution should be exercised with the data as indicated in the notes section of the report.
107. Territory Growth Towns - Sport and Recreational Needs
Mr GILES to MINISTER for SPORT and RECREATION
In relation to the delivery of sport and recreation facilities in Northern Territory growth towns:
For each of the identified growth towns of Maningrida, Wadeye, Borroloola, Galiwinku, Nguiu, Gunbalanya, Milingimbi, Ngukurr, Numbulwar, Angurugu/Umbakumba, Gapuwiyak, Yuendumu, Yirrkala, Lajamanu, Daguragu/ Kalkarindji, Ramingining, Hermannsburg, Papunya, Elliott and Ali Curung:
1. What planning has been put in place to answer the sport and recreational needs of the proposed growth towns?
2. For each growth town, please identify the Northern Territory government supported and funded sport and recreation facilities that are currently in use?
ANSWER
1. Plans are currently being developed for each growth town as part of the baseline and place based planning work being coordinated through the Service Delivery Coordination Unit.
The Indigenous Sport Unit (ISU) is developing a new memorandum of understanding (MoU) with each Shire to be completed by 30 June 2010. The MoU will address the specific roles that the ISU will perform in each shire across 11 communities including the Territory growth towns (Tgt). These roles will include information about funding streams, employment opportunities/ assistance, peak sporting organisation information and links, mentorship/training opportunities, festival/cultural events and support mechanisms and facility information/ funding and links.
ISU meets every six months with all shire Youth and Sport and Recreation Coordinators, forming better partnerships and pathways to address the sport and recreation needs of the CSRO and their respective communities.
ISU is further forming better working partnerships with the peak sporting organisations to develop key programs that directly support the sport and recreational needs of remote communities.
ISU is also working with the federal government (Department of Health and Ageing) to explore potential sport and recreational needs that support the Territory growth towns initiative.
2. The sporting facilities in the growth towns are managed and operated by the shires. Funding for any upgrades has been provided by the NTG to supplement shire funds through the facility development grants program.
108. Territory Growth Towns - Affordable and Sustainable Food Supply
Mr GILES to MINISTER for PRIMARY INDUSTRY, FISHERIES and RESOURCES
In relation to the delivery of affordable and sustainable food supplies in Northern Territory growth towns:
For each of the identified growth towns of Maningrida, Wadeye, Borroloola, Galiwinku, Nguiu, Gunbalanya, Milingimbi, Ngukurr, Numbulwar, Angurugu/Umbakumba, Gapuwiyak, Yuendumu, Yirrkala, Lajamanu, Daguragu/ Kalkarindji, Ramingining, Hermannsburg, Papunya, Elliott and Ali Curung:
1. What planning has been put in place to answer the affordable and sustainable food supply needs of the proposed growth towns?
2. For each town, could you please advise what are the key agricultural and pastoral pursuits currently in progress or identified for development?
ANSWER
1. The lead minister for coordination of Northern Territory government activity in relation to Territory growth towns is my colleague, Hon Malarndirri McCarthy MLA, Minister for both Regional Development and Local Government. As your question is broad-ranging, my response relatesto my portfolio responsibilities in the areas of primary industries and fisheries and cover the key collaborative work between my department of Resources and related agencies.
In the context of my primary industries portfolio, planning for food supply starts with the identification of where suitable land and water supplies might co-exist. My department is working closely with the Department of Natural Resources, Environment, the Arts and Sport (NRETAS) in the area of land identification.
In terms of my fisheries portfolio, there has been work undertaken on several communities to identify and commence establishment of food supplies through fishing and aquaculture ventures, and to identify the key factors required for establishment of Indigenous aquaculture businesses. The range of species being assessed includes traditional foods such as giant clams, barramundi, tropical lobsters, mud crabs, prawns and oysters. The nature and scope of Aboriginal Coastal Licences are also being investigated, with consideration being given to broadening the scope of licences to encourage more fishing activity and the provision of seafood within communities.
2. Agricultural and pastoral pursuits for each Territory growth town currently in progress are dealt with in turn below:
109. Territory Growth Towns - Public Housing
Mr GILES to MINISTER for PUBLIC and AFFORDABLE HOUSING
In relation to the delivery of public housing in Northern Territory growth towns:
For each of the identified growth towns of Maningrida, Wadeye, Borroloola, Galiwinku, Nguiu, Gunbalanya, Milingimbi, Ngukurr, Numbulwar, Angurugu/Umbakumba, Gapuwiyak, Yuendumu, Yirrkala, Lajamanu, Daguragu/ Kalkarindji, Ramingining, Hermannsburg, Papunya, Elliott and Ali Curung:
1. What planning has been put in place to answer the delivery of public housing needs of the proposed Territory growth towns?
2. For each town, please advise:
ANSWER
1. Planning for the implementation of housing reforms began in 2007-08 with the development of the Remote Public Housing Management Framework (RPHMF). This was adopted as the vehicle for remote housing reform under the Northern Territory government (NTG) A Working Future and the National Partnership Agreement on Remote Indigenous Housing (NPA RIH).
Although there is no new housing investment planned in the short term at Papunya, Elliott, Ali Curung, Ramingining and Kalkarindji/Daguragu, tenure is being progressed as part of the Territory’s overarching land tenure reform program.
At the current rate of completion of leasing negotiations, it is anticipated that the full program will be completed well ahead of the scheduled completion date of June 2013, which means long-term secure land tenure will be in place for major works including new houses after that date.
Extensive planning has been conducted as part of the Strategic Indigenous Housing and Infrastructure Program (SIHIP) under which 480 new houses, 154 rebuilds and 462 refurbishments will occur in the growth towns of Maningrida, Wadeye, Galiwin’ku, Gunbalanya, Angurugu/Umbakumba, Nguiu, and Ali Curung by 2013. Once land tenure is resolved and scoping has been finalised, targets will be published for the remaining growth towns.
Tenancy Support: the Department of Housing, Local Government and Regional Services (DHLGRS) offers Intensive Tenancy Support (ITS) to all residents allocated newly constructed, upgraded or refurbished housing. This provides training and education to tenants to understand their rights and obligations under a tenancy agreement and how to maintain a safe, healthy home.
Property Management for which shire councils are funded through grants to facilitate regular property inspections and tenant reports. Repairs and maintenance issues will be identified and addressed through established processes.
In the NT to 2018, $1.7bn will be allocated under the NPA RIH including $672m to 2013 allocated under SIHIP. Continued, integrated Australian government and NTG efforts will be required to deliver sustainable housing outcomes in remote Indigenous communities, including the growth towns after the NPA RIH ceases in 2018. It is understood that Australian government funding for all social housing will come from the national funding pool for the National Affordable Housing Agreement.
2. (a) and (b).
Attachment A shows the breakdown of total public housing and government employee housing (GEH) and the proportion of GEH. Limited information is available about private ownership and no information is available to DHLGRS about houses owned by non-government organisations (NGOs). More information may become available when FaHCSIA publishes baseline reports on the 15 remote service delivery (RSD) priority communities as part of its commitments under the RSD NPA.
2. (c) and (d).
111. Territory Growth Towns - Health Services
Mr GILES to MINISTER for HEALTH
In relation to the delivery of health services to Northern Territory growth towns:
For each of the identified growth towns of Maningrida, Wadeye, Borroloola, Galiwinku, Nguiu, Gunbalanya, Milingimbi, Ngukurr, Numbulwar, Angurugu/Umbakumba, Gapuwiyak, Yuendumu, Yirrkala, Lajamanu, Daguragu/ Kalkarindji, Ramingining, Hermannsburg, Papunya, Elliott and Ali Curung:
1. What planning has been put in place to answer the needs of the proposed growth towns in each of the following areas:
2. For each town:
ANSWER
1.
2. This question requires a significant amount of effort by the agency to produce an answer that would provide the detail requested.
Mr TOLLNER to MINISTER for TOURISM
International area market:
1. For each international area (country) market in 2009:
Interstate market:
2. For each interstate market in 2009:
Regional tourism activities and bodies:
3. In relation to regional activities:
Territory Connections:
4. In relation to Territory Connections:
Tourist numbers:
5. In relation to tourist numbers:
Visitor traffic re Northern Territory Emergency Response:
6. In relation to visitor traffic and the Northern Territory Emergency Response:
Additional air capacity:
7. In relation to attracting additional air capacity:
8. In relation to air capacity as of 1 April 2010:
Costs to tourist for accommodation:
9. In relation to the cost to tourists what is the average annual cost of accommodation per night per person in Alice Springs, Katherine, and Darwin?
Tourism advertising programs:
10. In relation to tourism advertising programs:
ANSWER
The task of preparing detailed answers to the questions you have raised is significant and will take some time. To meet the 30-day response time line would fully occupy personnel within the department for some time and would take them away from priority projects as we lead into the busiest period of the year.
In addition, information on many of the questions you have raised is available through the Tourism NT website.
However, your request has been forwarded to the department and a more comprehensive response to your questions will be provided in due course.
I would be pleased to offer the alternative option of a full personal briefing at your convenience with senior Tourism NT staff to provide you with the information you have requested. This can be arranged by contacting my office on 89014072.
115. WorkSafe NT Operations
Mr TOLLNER to MINISTER for JUSTICE and ATTORNEY-GENERAL
In relation to the operations of WorkSafe NT:
1. As on 1 April 2010,
2. What is the total paid for workers compensation insurance and benefits in the Northern Territory in 2009?
3. In relation to the fireworks disposal incident of September 2009, what practices have been changed and what additional expenditure will or has been made for the continuing activity?
4. In relation to the chemical spill of 24 March 2009, what practices have been changed and what additional expenditure will or has been made for the continuing activity? Was any formal action taken against the organisations involved?
5. Since the introduction of legislation that gives the power of entry to premises to employee representatives:
ANSWER
1.
2. The total paid for workers compensation insurance in the Northern Territory is data collected via an actuarial process which has not been completed for 2008-09 (note that actuarial reports are collated for financial years, not calendar years). Past actuarial reports on the NT Workers Compensation Scheme, including the most recent report for 2007-08, are available on the NT WorkSafe website:
3. NT WorkSafe no longer manages the explosives reserve at Hidden Valley and no longer stores or disposes of explosives (fireworks) at that location. No additional expenditure is necessary at this time.
4. Patrick’s Stevedoring conducted a review to ensure that appropriate equipment was used for unloading from trucks. The company complied with all of NTWS’ instructions, and no further action was necessary. NTWS will not incur any extra expenditure.
5.
116. Territory Wildlife Parks Visitation
Mr TOLLNER to MINISTER for PARKS and WILDLIFE
1. For each of the Territory Wildlife Park and Alice Springs Desert Park:
2. For each other Northern Territory park, what was the annual attendance, by park, where numbers are available?
ANSWER
1.
119. Public and Social Housing
Ms PURICK to MINISTER for PUBLIC and AFFORDABLE HOUSING
In relation to the recent announcements on investment in public housing, social housing and affordable housing:
(a) how many dwellings will have construction fully funded by the Commonwealth’s contribution of $55m;
(g) what is the location of each dwelling to be constructed under the scheme;
(i) how many dwellings are yet to have a tender for construction issued or, if non-government or private sector, are yet to have construction started?
ANSWER
120. NRETAS and DPI Libraries
Ms PURICK to MINISTER for NATURAL RESOURCES, ENVIRONMENT and HERITAGE
In regard to the NRETAS and DPI Libraries:
1. Is there a program of relocation occurring from the NRETAS and DPI libraries, currently located in the Goyder Centre?
2. Are all the research materials, historical reports, consultants reports and papers within the NRETAS and DPI libraries to be stored, fully accessible, and properly maintained in their entirety within the Northern Territory?
3. Is there a new management plan being put in place; if so, please provide details?
4. Will the new storage and access details be posted on the relevant websites?
ANSWER
1. Yes, collections are being relocated to the Winnellie facility of Northern Territory Library.
2. Yes.
3. A service level agreement is being developed with the NT Library and discussions are being held with the relevant agencies to ensure the services continue to be delivered.
4. Yes, once finalised.
121. School-Based Constables
Mr MILLS to MINISTER for POLICE, FIRE and EMERGENCY SERVICES
In regard to the employment of school-based constables:
(a) what is the number of positions employed within the school-based constables program in April 2010;
(b) is this an increase since 1 January 2009;
(c) what is the number of constables currently in place together with the names of the schools where they are based; and
(d) will the future financial projections allow for an increase in the number of constables to cover the new schools?
ANSWER
(a) There are 21 school-based police officer positions.
(b) No.
(c) See Attachment A.
(d) The deployment of staff is constantly reviewed by the Commissioner of Police, and factors such as the opening of new schools is considered in this context.
122. Prisoners and Sentencing Outcomes Data
Mr MILLS to MINISTER for JUSTICE and ATTORNEY-GENERAL
1. Under the Sentencing Act, a court which sentences an offender to a term of imprisonment of not more than five years may make an order suspending the sentence. How many sentences have been suspended since 1 January 2009?
2. How many sentences have been suspended immediately upon the rising of the court since 1 January 2009?
3. How many prisoners have been released from prison prior to their formal release date?
4. How many recidivists were returned to prison within 12 months of release since 1 January 2008?
5. Within Berrimah gaol, have all remand prisoners been held in the gaol’s remand area in the period since 1 January 2009?
6. How many remand prisoners have been relocated to cells housing convicted criminals in the period since 1 January 2009?
7. What are the current remand conditions?
8. Are trainee apprentices permitted to have their study materials whilst in remand so as to be able to continue their traineeship obligations?
ANSWER
1. From 1 January 2009 until 21 April 2010, 1422 offenders were sentenced to terms of imprisonment that were partially suspended, and 944 offenders were sentenced to terms of imprisonment that were fully suspended.
A further 2182 offenders were sentenced to terms of imprisonment for which an order of suspension was not made. This figure includes sentences under five years where a non-parole period rather than a suspension order was made, and sentences over five years for which the courts have no power to make a suspension order, only the power to order a non-parole period.
2. From 1 January 2009 until 21 April 2010, nine of the 1422 partially suspended sentences of imprisonment have been suspended upon the rising of the court.
3. Pursuant to section 93 of the Prisons (Correctional Services) Act, the Director of Correctional Services may grant a period of remission equivalent to not more than 30 days per year of the sentence being served by a prisoner in such circumstances as the director thinks fit.
A Northern Territory Correctional Services directive Early Release – Remissions provides the framework and procedures in which the executive director may grant early release of a prisoner.
One of the grounds for early release is ‘to facilitate travel, particularly to remote communities, where transport is not available on a daily basis’. This allows the agency to better address issues arising whereby a prisoner’s release date does not coincide with scheduled commercial transport to remote communities. The granting of remissions for travel is generally one or two days.
Records indicate that, for the period 1 January 2009 until 27 April 2010, there have been 76 prisoners granted remissions.
4. The Australian standard for the reporting of recidivism is a two-year time period and Northern Territory Correctional Services (NTCS) uses this standard in all reporting activities. This means that an offender is recorded as a recidivist if he or she returns to prison as a sentenced prisoner within two years of release. NTCS collects this data for the Report on Government Services (ROGS). The reporting period for ROGS is the financial year rather than the calendar year. The most recent data from ROGS is for those prisoners released in the financial year 2006-07, 47.3% of whom returned to prison within two years of release. Recidivism rates for prisoners released since 1 January 2008 will not be available until the beginning of 2011. However, NTCS advises that the recidivism rate has been steady over the past few years and it is not anticipated that there will be much change in the forthcoming reporting period.
5. The classification and sentence management assessment process allows for remand prisoners to be classified as medium security and housed in the medium security area if found suitable and if their consent is obtained. However, the superintendent can waive this recommendation on individual circumstances, including consideration of the offence and previous history, and approve a higher or lower security rating and appropriate accommodation placement.
Upon reception, prisoners remanded in custody are initially housed in C Block (remand section). Remand prisoners are not housed in mainstream, unless requested, until they have been medically cleared and all individual needs assessed and addressed. The consent of a remand prisoner is a requirement prior to housing with sentenced prisoners.
The placement of remand prisoners in the general population has several advantages as it allows family groups to be housed together and provides all prisoners with equitable access to educational and recreational resources.
Remand prisoners are not housed in open, unsupervised accommodation.
6. In accordance with NTCS classification and sentence management policy and with the consent of the person on remand, remandees can be housed in mainstream.
In Darwin Correctional Centre, approximately 46% of the male remandee population is held in the mainstream prison population.
In Alice Springs Correctional Centre, approximately 19% of the male remandee population is held in mainstream.
7. The conditions and treatment of both remand and sentenced prisoners is determined in accordance with the Prisons (Correctional Services) Act.
Prisoners held on remand are entitled to the same access as sentenced prisoners to contact their legal representatives during normal business hours and they enjoy the same telephone access as sentenced prisoners. Remand prisoners are not required to work, and although they have access to some programs, they do not have access to the full range of programs available to sentenced prisoners. This is because:
the length of remand is unknown; and
People on remand do have access to alcohol and other drug and stress management programs.
Remand prisoners have access to indoor recreational facilities and activities and support services such as the Indigenous Support Worker, the Welfare Worker, the Cultural and Community Liaison Office and the Chaplaincy Service which are also available to sentenced prisoners.
8. Yes. Study materials for trainee apprentices are available upon request. These materials are issued through the Education Centre.
123. Education and Training Programs
Mr MILLS to MINISTER for EDUCATION and TRAINING
1. As money is allocated to Charles Darwin University (CDU) and Batchelor Institute of Indigenous Tertiary Education (BIITE) to deliver training to Territorians, what processes are in place to ensure Territorians are receiving the services that are publicly funded including recurrent funding, apprenticeships, traineeships, skills and qualifications?
4. What is the methodology used to determine the funding needs of an RTO and the Northern Territory government funds allocated towards each need?
10. What methods are used to ensure that what is outlined within the training package is delivered by the RTOs?
12. What is DET’s risk management strategy and audit framework to ensure that RTOs registered to deliver training in the Northern Territory are complying with AQTF 2007?
13. Is AQTF 2007 effective in ensuring that RTOs deliver competency-based training to Territorians? How is it measured and is it more effective that the RTO remains registered?
15. What risk management strategies does DET have in place to ensure that the training delivered through Vocational Education and Training in Schools (VETiS), apprenticeships, traineeships and competency-based training meets industry standards?
17. What number of students that undertook VETiS in 2008 gained employment or moved onto higher training?
18. What central information identifies the funding models and funding programs available for training in the Northern Territory, and how does industry access this comprehensive information?
19. Is there a Northern Territory government policy or directive that precludes the funding of non-public or interstate RTOs over the two public providers – CDU and BIITE; if not, what is the DET process to inform all RTOs training in the NT about funding models and how is this accessed and managed?
20. How does DET ensure that when training is purchased, that the RTO workforce has appropriate qualifications, current competency, the requisite skills and knowledge to deliver the training at the industry level?
21. Does DET rely on a process of compliance audit when determining appropriateness of the training that is delivered and how often is such an audit undertaken?
22. Does DET ensure that the training that is delivered meets industry needs and, if so, by what method?
25. Does DET staff have the requisite skills and qualifications to ensure that the delivery of skills and qualifications to industry meets industry standards?
26. Since 2005, how many RTOs in the Northern Territory have been suspended for non-compliance and how does this compare to other states and territories?
ANSWER
1. The Department of Education and Training enters into resource agreements with CDU and BIITE annually. These agreements contain stringent reporting requirements that enable the department to ensure that publicly-funded training has been delivered to Territorians as set out in the agreements, and that delivery targets have been met.
2. The Department of Education and Training is the State Training Authority for the Northern Territory. The Northern Territory Employment and Training Authority (that is, the State Training Authority) is established under legislation administered by the Department of Education and Training.
3. The Department of Education and Training has been given an exemption from normal government procurement processes for the purchase of training delivery services and the allocation of recurrent and targeted program funding for vocational education and training infrastructure.
This is consistent with the provision of public funding to public providers in other jurisdictions.
4. The recurrent funding provided primarily to CDU and BIITE for the delivery of vocational education and training is allocated based on negotiations with the individual providers. The annual training delivery profile for each institution is agreed as a result of these negotiations. Funding under User Choice (for apprenticeship/traineeship off-the-job training delivery) and other programs is allocated based on submissions received from registered training organisations which are assessed against set criteria including industry need and government priorities.
5. The Department of Education and Training enters into resource agreements with CDU and BIITE annually. These agreements identify what the funding must be used for, and also establish the training delivery targets and contractual responsibilities to be met to trigger the payment of public funds.
Registered training organisations are required to provide quarterly reports on performance milestones achieved against training delivery targets set in their resource agreements. Payments are made on performance milestones being met with an end-of-year acquittal process for all resource agreements.
6. While all pre-employment programs have the aim of participants gaining employment on completion, 100% employment is not always achievable. Pre-employment programs are funded based on industry need and available job opportunities, and organisations that receive the funding are required to report on employment outcomes achieved.
7. While employment outcomes are not measured at the local level, student outcomes surveys are conducted at a national level by the National Centre for Vocational Education Research. Training dollar inputs are not compared to employment outcomes but are aligned to a projected hourly cost of training delivery for qualifications aligned to discrete industry sectors.
A substantial number of Territorians undertaking nationally recognised training are already in employment and access vocational education and training for reskilling/upskilling purposes, career change aspirations or personal development. This is consistent with participation in nationally recognised training in all jurisdictions in Australia.
8. Any registered training organisation that receives public funding is required to submit Australian Vocational Education and Training Management Information System Standards (AVETMISS) compliant data annually to the Northern Territory Department of Education and Training. This data reports on training delivered at qualification, skill set and individual unit of competency level. The requirement to report AVETMISS data is contained in the resource agreement signed by the registered training organisation and is a key element of the Australian Quality Training Framework for registered training organisations accessing public funding. The Department of Education and Training forwards AVETMISS data to the National Centre for Vocational Education Research annually.
9. Registered training organisations deliver training based on qualifications contained in training packages. Training packages are developed by industry for industry, and set the minimum training and assessment standards required by industry, therefore ensuring registered training organisations deliver to industry standards.
Industry or individual employers can approach the Department of Education and Training and seek accreditation of a training course not covered by training packages.
10. The AVETMISS data submitted by registered training organisations is checked to ensure they are delivering training and assessment in line with nationally endorsed training packages or locally accredited courses. Submission of AVETMISS compliant data triggers the allocation of funding as per their resource agreement.
11. The Quality and Regulatory Unit receives funding to support six staff plus an additional annual allocation of approximately $220 000 for operational and audit costs.
12. A training provider must be fully compliant with AQTF2007 to be registered. Training providers are audited against the AQTF2007 at initial registration, approximately 12 to 18 months later for post-initial registration, then again for re-registration within five years. Registered training organisations are also subject to monitoring audits throughout their registration period, are audited on application to extend their scope, and on receipt of a complaint or in response to a national strategic industry audit. Registered training organisations must be able to show evidence they remain compliant with AQTF2007 to maintain their registration status.
13. AQTF2007 is the national standard registered training organisations must meet to deliver nationally-recognised (and, therefore, competency-based) training. To deliver nationally recognised training an organisation must be registered under the Northern Territory Employment and Training Act or the equivalent in another jurisdiction. If an organisation is not registered, they are not allowed to deliver nationally-recognised training and cannot access public funding.
14. The AQTF2007 is not the mechanism by which registered training organisations are monitored regarding funding. The AQTF2007 Conditions of Registration require registered training organisations to protect fees paid in advance by students.
The Department of Education and Training provides funding to registered training organisations through resource agreements, and it is these agreements and the provision of AVETMISS compliant data that establishes a mechanism by which funding is monitored and payments triggered. These agreements require the registered training organisations to report all training activity, irrelevant of the funding source.
Industry may, if they wish, supplement the funding provided by government for industry-specific training programs.
15. All nationally-recognised training that is delivered is based on national training package qualifications or accredited courses. Training packages are developed for industry by industry, therefore ensuring training meets industry standards and requirements. Accredited courses must meet an industry need and have industry input in the development process.
The Department of Education and Training provides about $1m in funding to support the operation of six industry Training Advisory Councils, and regularly engages with these bodies and peak industry organisations on issues related to vocational education and training in the Northern Territory, including the needs of industry.
16. In the past, VET in Schools programs were made available as a pathway, not necessarily to solely assist students in gaining employment. VET in Schools programs provide students with different post-school options, including further training, employment, higher education, or a combination of such.
Increasingly, the VET in Schools programs delivered are targeting employment opportunities. The Department of Education and Training is developing a method for post-school destination tracking of school leavers for possible implementation in late 2010/early 2011.
17. The employment and/or training destination of students who participated in VET in Schools programs was not directly measured in 2008.
18. Information on the model applied to the funding of training delivery and on the different funding programs available can be found on the Department of Education and Training’s Internet website. A summary information sheet on programs available is also available on the website.
Training Advisory Councils have a role in disseminating this information and registered training organisations are advised of this in their resource agreements.
19. There is no policy that prevents funding being given to non-public or interstate registered training organisations. While recurrent funding is primarily provided to CDU and BIITE, most other funding sources are available to all registered training organisations on a competitive basis or through submission.
20. A registered training organisation must have scope under the Australian Quality Training Framework to deliver a qualification or qualifications before funding can be provided for delivery of that qualification/s. The approval process for registration and scope includes ensuring that personnel delivering accredited training for a registered training organisation have the appropriate training and assessment qualifications and vocational knowledge and experience to deliver the qualification.
21. Organisations must be fully compliant with AQTF2007 to be registered and approved to deliver training. Organisations are audited against the AQTF2007 at initial registration, again 12 to 18 months later post-initial registration, then again for re-registration within five years. Registered training organisations are also subject to monitoring audits throughout their registration period, are audited on application to extend their scope, and on receipt of a complaint or in response to a national strategic industry audit. During audit the training and assessment strategies and assessment processes of a registered training organisation are checked for consistency with the qualification requirements.
Any complaint lodged against a registered training organisation regarding inappropriate training delivery or assessment is investigated by the Department of Education and Training and, if required, may lead to the instigation of an independent audit.
22. The Department of Education and Training gathers information on the training needs of industry through various mechanisms including direct consultation with government, industry and community organisations and associations. The Northern Territory Occupational Shortage List is also used to inform funding allocations for training delivery, as are skill profile needs aligned to major projects and projected labour market demands when decisions are made about the purchase of training delivery.
The Department of Education and Training provides about $1m in funding to support the operation of six industry Training Advisory Councils, and regularly engages with these bodies and peak industry organisations, other Northern Territory and Australian government agencies, and community organisations to identify current and future training needs, as well as gain feedback on performance of the vocational education and training sector.
23. The Department of Education and Training purchases training based on a funding model that applies a set dollar amount for every hour of training delivered in each discrete industry sector. The dollar input based on the funding model is the maximum amount the department will pay for the training purchased. The department only funds for hours of training actually delivered and reported under AVETMISS.
24. The Department of Education and Training does not track the employment of training participants. Student outcomes surveys are conducted at a national level by the National Centre for Vocational Education Research.
25. Senior staff in the Training and Higher Education Division of the Department of Education and Training have substantial experience in the vocational education and training sector. Some staff possess a Certificate IV in Training and Assessment qualification, have a trade/industry background or training experience, or have undertaken other relevant professional development including auditor training.
26. Since 2005, four registered training organisations have had their registration status suspended due to non-compliance. Of the four, one is still under suspension, one has had their registration status cancelled, and two had their suspension lifted once compliance was achieved. Comparisons are not made with other states and territories. Some other registered training organisations have had suspensions applied to the delivery of certain qualifications only, with these being lifted only on the provision of evidence that non-compliance has been resolved.
27. The Northern Territory was involved in the development and implementation of the AQTF 2007. The Department of Education and Training has the capacity to raise issues of concern with the AQTF through the National Quality Council.
28. All registered training organisations in Australia are audited against and must be compliant with the AQTF standards. Many interstate-registered training organisations are funded to deliver training in the Northern Territory. There is no direct comparison with registered training organisations delivering in other jurisdictions.
29. The Department of Education and Training has been given an exemption from normal government procurement processes for the purchase of training delivery services. This is no different to arrangements in place for the allocation of recurrent funding to TAFE institutions for training delivery in other jurisdictions.
30. The Department of Education and Training funds six Training Advisory Councils to provide advice and intelligence on industry training needs, promote the benefits of nationally-recognised training and report on issues of concern as well as what is working well. The department is also in regular contact with peak industry organisations and associations on how vocational education and training is meeting current needs and how best to respond to future demands/priorities.
31. Every senior secondary school has a careers advisor or access to one. Professional development is made available to careers advisors and school vocational education and training coordinators on the range of training and careers options available for students. The Department of Education and Training holds an annual careers advisor forum, the first day of which is dedicated to engagement with industry and training providers on issues relevant to the transition of students from school to work, further training, or higher education.
124. Department of Lands and Planning – Output Groups
Ms PURICK to MINISTER for LANDS and PLANNING
Department of Lands and Planning, would you kindly respond to the following questions by output group within the department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
50. In relation to Indigenous employees, in 2009:
Allowances:
51. In regard to employee entitlements, for 2009:
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
1. See Attachment A.
2. None. Whole-of-government payroll services are provided by DBE.
3. 10 Overpayments.
4 Unknown.
1 Payee reverted back to part-time hours.
4. See Attachment B.
5. Costs are agreed between agency managers on a case-by-case basis. Generally, the recruiting agency covers relocation costs. With regard to transfer, dates are agreed between the agencies and DBE payroll is notified of date of action.
6. $1 898 000 (Nett)
$2 006 000 (Total Expenditure)
7. Employee payments - $1 118 000
Travel - $ 36 000
Accommodation - $ 14 924
9. Nil complaints have been made to the department in relation to workplace bullying and harassment.
10. See Attachment C.
11. 27%.
12. Yes.
No.
13. $187 443.46.
14. See Attachment D.
15. $225 839 is budgeted for recruitment expenses which include relocation and appointment costs. Termination costs are considered a salary cost.
16. See Attachment E.
17. See Attachment E.
18. See Attachment F.
19. Substantive – 287.
Acting – 135.
20. DPI for the period of 1 July 2009 to 4 December 2009, turnover 24.71%.
21. DPI – See Attachment G.
23. On average, it takes 64 days to recruit to vacant positions.
24.
26. DPI – 75.
DLP – 11.
27. See Attachment H.
28. Nil.
29. Nil.
30. See Attachment I.
31. See Attachment J.
32.
34. $2390.
35. Two unattached employees have gained nominal positions within the agency. Six unattached employees have gained employment in other agencies.
36. Two unattached employees have resigned. Three unattached employees are on maternity leave, leave without pay, or on approved leave prior to retirement.
37. $1763.88.
38. $458.56.
39. Due to the agency restructure, PIPS is unable to provide this information at 31 March 2010. This information can be provided but is a significant project.
40. As per section 45.7 of the NTPS 2008-2010 Union Collective Agreement (UCA), where an employee has in excess of 60 days (or 90 days in the case of a compulsory transferee), the CEO may, on giving a minimum of two months notice, direct the employee to take up to one-quarter of available recreation leave.
41. Not applicable; the department manages recreation leave in accordance with the UCA.
42.
43.
45. See Attachment P.
46. See Attachment P.
47. NT Treasury will be providing an answer to this question on a whole-of-government basis considering sufficient disaggregated information is not available at an agency level to answer the question.
48. See Attachment Q.
49.
51.
52. Forty-nine.
53. None.
54. None.
55. There were no cases of formal disciplinary action.
56. With the exception of Question 57, the answer is there was no insurance expense in 2009 as government agencies self-insure.
57. The department self-insures apart the Darwin Bus Service.
58. 322.7 (DBE).
59. The Department of Lands and Planning was formed in December 2010, as such, details for 2008 are not available.
60. The department has formed a ‘green group’ to raise awareness of energy usage and sustainability issues within the department, building on from the implementation of energy saving measures that have been implemented throughout the department’s building portfolio in previous years.
61. 7% (Fleet Vehicle component only).
62. $913 694.13.
63. 76 (DBE).
64. Nil (DBE).
65. 80% (DBE).
66. 44.
67. DLP has a Vehicle Management Policy that clearly stipulates conditions for home garaging and private use.
69. See Attachment U.
70.
Television: $171 394
Total: $385 630.
76. See answer to Question 16.
Building Moratorium.
77. Creative Territory, a Northern Territory company, was the only consultancy used for advertising in the year.
Total: $72 221.
125. Land Development Corporation – Output Groups
Ms PURICK to MINISTER for LANDS and PLANNING
In relation to the portfolio areas within the Land Development Corporation, would you kindly respond to the following questions by output group within the corporation:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
50. In relation to Indigenous employees, in 2009:
Allowances:
51. In regard to employee entitlements, for 2009:
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
This question requires a significant amount of effort by the agency to produce an answer that would provide the detail requested.
The Land Development Corporation is currently involved in a lot of preparatory work for Estimates Committee hearings and, in doing so, will be collating information similar to that which has been requested.
In order to avoid unnecessary pressure and duplication by the public servants who have to provide this information, I will be prepared to answer these questions in further detail at Estimates Committee.
126. Health and Families Portfolio - Output Groups
Ms PURICK to MINISTER for WOMEN’S POLICY
In relation to the portfolio areas within the Department of Health and Families, would you kindly respond to the following questions by output group within the department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
50. In relation to Indigenous employees, in 2009:
Allowances:
51. In regard to employee entitlements, for 2009:
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
The Office of Women’s Policy is a program area within the Department of Health and Families, and is not an output area in its own right; therefore, a response to these questions cannot be provided in this form.
The answers to these questions have been provided in the answer to Mr Conlan’s same questions (Question No 143) to the Minister for Health.
127. Department of Housing, Local Government and Regional Services – Output Groups
Ms PURICK to MINISTER for PUBLIC and AFFORDABLE HOUSING
In relation to the portfolio areas within the Department of Housing, Local Government and Regional Services, would you kindly respond to the following questions by output group within the department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
50. In relation to Indigenous employees, in 2009:
Allowances:
51. In regard to employee entitlements, for 2009:
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
1. There are 10 established positions to provide HR functions within the department.
2, Whole-of-government payroll services are provided by the Department of Business and Employment.
3. Eight instances of errors occurred, mainly due to delays in notifying a payroll section of variations required.
4. DBE Payroll Services are charged to agencies on a notional basis. There is no cost differential for position levels. The cost differentials are between commencements, terminations, manually processed transactions (PTR) (that is, payroll officer processing a transaction),and automatically processed pay transactions (PTR) (that is, pay system processing a transaction).
5. The recruiting agency covers relocation costs. The recruiting agency covers salary from the agreed commencement date.
6. $1.58m.
7. Personnel costs $1.25m.
8. Department of Business and Employment’s Salary Packaging Unit manages executive contracts.
9. Two bullying and harassment complaints were received; one claim was determined to be unfounded and the other was resolved informally within the work unit.
10. For the period 1 July 2009 to 31 March 2010, the cost was $127 461.
11.As at 31 March 2010, the attrition rate for the human resources area was 10%.
12.
13. Refer to Question 14.
14. See Attachment A.
15. Refer to Question 14.
16. See Attachment B.
17. See Attachment B.
18.
19. See Attachment C.
20. See Attachment C.
21. See Attachment D.
22. 60 nominally vacant established positions.
23.Approximately three months on average (usually filled on temporary basis while permanent recruitment takes place).
24.
25. Temporary staff including Aboriginal Interpreters, Temporary Contracts Multilingual Interpreters (head count):
Casual 413
Temporary Employment 239
Multilingual Interpreters
and Board Members 165
26. 118.
27. Information available only for the period of 2009-10.
See Attachment E.
28. Public Sector Instrument 15 allows the CEO to renew on more than one occasion all classifications of employees in accordance with section 34(5) of the Public Sector Employment and Management Act (PSEMA) and subject to specified conditions. This reduces the requirement to seek permission from the Commissioner to extend a contract beyond a third extension. No requests have been submitted to the commissioner on the basis of a third contract extension.
29. See above.
30.
31. Recruitment actioned during the period of 1 July 2009 to 31 March 2010 (for permanent vacancies):
32. Twenty-one positions have been reclassified in 2009. The original positions are:
33.
34. Training is provided and skilling opportunities are offered by placement in best fit positions in the agency.
35.Data is not readily available. Tracking system is being refined for 2009-10 financial year.
36. Refer question 35.
37. $1400.
38. There is no allocation per staff member, however capacity for professional development is included in each program’s budget.
39. The ‘Average Length of Service’ calculation is derived from the total number of staff divided by the current continuous period of service in the current agency.
40. Recreation leave is managed in accordance with the Northern Territory Public Sector 2008-2010 Union Collective Agreement (UCA) provisions as follows:
41. Fifty-one employees have in excess of 60 days accrued recreation leave at a cost of $1.33m.
42.
44.
45. As 31 March 2010, number of workers currently on workers compensation, level and expected return date.
47. See Attachment F.
48.
49.
50.
52. There are 33 credit cards issued in the agency.
53. As at 30 April 2010, there were 390 outstanding transactions, with none for personal items.
54. Three reports.
55. Two resulted in formal disciplinary action.
56. The amount spent on insurance in 2009-10 as at 30 April 2010 was $58 000 for public liability only.
57. The Northern Territory government is generally self-insured.
58. In 2008-09, the department’s preliminary building energy consumption was 3527 gigajoules corresponding to 776 tonnes of greenhouse gas emissions.
59. In 2007-08, the Department of Housing, Local Government and Regional Services preliminary building energy consumption was 3638 gigajoules corresponding to 760 tonnes of greenhouse gas emissions.
60. The department has initiated a number of strategies to reduce its carbon emissions during 2008-09 including:
61.
63. The department has responsibility for 176 vehicles.
64. This is an increase of 28 vehicles from 2008-09.
65. Eighty-eight vehicles (50% of the fleet) meet the minimum greenhouse rating (5.5 for passenger vehicles) in line with the Northern Territory government’s Greening the Fleet Policy.
66. Fifty-six vehicles are home garaged.
67. All executive contract officers (ECOs) are entitled to full private use of their vehicles as part of their employment packages.
68. AO6 through to EO1.
69. $2 476 544 as at 30 April 2010 for the 2009-10 financial year.
70. The cost of power for office accommodation to 30 April 2010 was $332 000.
71. The projected 2010-11 power cost for office accommodation is $419 000. This projection incorporates the price increase of 5% for electricity charges by Power and Water.
72.
73. Total sponsorship as at 30 April 2010 is $40 602.
74. $270 000.
75, Total as at 30 April 2010:
Print $ 93 679
Television $ 85 971
Radio $ 45 840
Other $ 9 034
Total $234 525
76. Housing the Territory, A Working Future, AIS Recruitment Campaign, Water Safety Awareness, Don’t Play in Pipes and Drains, Animal Welfare Awareness.
77. As at 30 April 2010:
- Total Consultancies let 75
- Total Cost $ 10 821 520
- 50 NT Firms: $ 4 495 638
- 25 Interstate: $ 6 325 882.
128. Department of Construction and Infrastructure – Output Groups
Mr GILES to MINISTER for CONSTRUCTION
In relation to the portfolio areas within the Department of Construction and Infrastructure, would you kindly respond to the following questions by output group within the department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
50. In relation to Indigenous employees, in 2009:
Allowances:
51. In regard to employee entitlements, for 2009:
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
1. DCI have 6 HR staff
EO1 - Director HR
AO8 – Manager HR Operations
AO7 – Senior Consultant
AO6 – Consultant
AO6 – Early Careers Coordinator
AO4 – HR Support Officer.
2. None, whole-of-government payroll services are provided by DBE.
3. See Attachment A.
4. The notional cost associated with DBE charges is 272 450.56 for 2009-10 financial year. There is no cost differential for position levels.
5. Costs are agreed between agency managers on a case-by-case basis. Generally, the recruiting agency covers relocation costs. With regard to transfer dates, they are agreed between the agencies and DBE payroll is notified of date of action.
6. Human Resources unit for the 2009-10 financial year is currently in the Construction Division structure but, as a result of the agency (DPI) restructure announced on 4 December 2009 and the creation of DCI, it will be re-established in the agency (DCI) structure for 2010-11.
8. DBE’s whole-of-government payroll services manages non-executive and contract executive.
10. See Attachment A.
11. As at 1 April 2010, the rate of attrition was zero.
12. As at 1 April 2010, all positions are filled. There are two individuals on HDA, one x AO8 and one x EO1 - the JAQs are progressing.
13. Construction Division for the period 1 July 2009 to 30 April has spent $338 621.61 on relocation costs.
Relocation Fares $ 18 157.65
Relocation Allowance $ 200.00
Removal and Storage $175 770.13
Relocation Expenses $144 493.83
Relocation Fares $ 231.58
Relocation Allowance nil
Removal and Storage $ 1550.00
Relocation Expenses $ 909.09
14. See Attachment B.
15. Construction Division budget for relocation expenses in 2009-10 is $415 000.
16. DCI is a newly-created agency as a result of the Administrative Arrangement Orders announced on 4 December 2009 which resulted in the restructure of the former DPI into DCI and DLP.
2010 (1 July 2009 - 30 April 2010)
Advertising $3234
Marketing and Promotions Nil
Construction Division:
2010 (1 July 2009 - 30 April 2010)
Advertising $123 103
17. DCI did not run any advertising or marketing campaigns in the current financial year. The majority of our advertising and marketing expenditure was on statutory advertising relating to road conditions (Total: $33 686.97 as at 29 April 2010) and advice to the public on construction projects and the impact they may have; that is, changed traffic conditions.
Staffing Preamble:
The department is in a state of flux following the December 2009 changes and the chief executive transition.
18. The figures are as at 1 April 2010.
19. Numbers are presented in head count.
21. The table below has been provided by DBE. Construction Division from 1 July 2009 to 3 December 2009, and DCI from 4 December 2009 to 1 April 2010
22. As at 1 April 2010 there are 131 vacant positions; some are unbudgeted positions.
23. The total days permanent positions have been vacant in the department for Construction Division from 1 July 2009 to 3 December 2009 and, for Department of Construction and Infrastructure, from 4 December 2009 to 1 April 2010 is 12 679 days.
24.
25. DCI has 117 staff employed on Temporary Contracts as at 1 April 2010.
26. The total amount of expressions of interest is 46.
27. Reports were not available back to 1 January 2008.
28. None.
29. None.
30. The overall average time taken to recruit is six weeks.
31. From 4 December 2009 to 1 April 2010 a total of 65 positions have been filled.
Of this number:
2 were external recruits;
45 were NTG employees; and
18 did not declare.
32. Due to the Cabinet approved agency restructure, the data below represents information for Construction Division from 1 July 2009 to 3 December 2010 and Department of Construction and Infrastructure from 4 December 2010 to 1 April 2010.
33. See Attachment C.
34. Unattached officers are provided on average $300 per person per annum on training and skilling. Skills gaps are identified through the PDP process and training organised accordingly.
Dealing effectively with unacceptable employee behaviour
Construction Industry Induction (White Card Training)
Access Introduction
Access Power user
Sidra Inspection Workshop
Workzone Traffic Management
WZZ Traffic Control
Traffic Supervisor
Excel Introduction
4WD Training programme
Management Development Toolkit
Managing Employee Performance
Machinery of Government
Governance Perspectives
Unsealed roads workshop
Front Desk Superstar
Microsoft Access
Word Introduction.
35. As at 1 April 2010 there were 66 unattached officers, of which eight employees have gained permanent employment in the NTPS.
36. As at 1 April 2010 none of the 66 unattached officers had advised of their resignation.
37. $2069 per person. This figure includes recruitment advertising, recruitment fares, removals and storage and relocation allowance.
38. Training is assessed on an individual and work unit basis. Indicative training allocation per FTE for DCI, based on internal budgets per actual FTEs as at 30 April 2010, is $2611.
39. The average length of stay is four years. This response is for DCI including CD staff as at 1 April 2010; the average length of stay is shown in the table provided by DBE).
40. Recreation leave is managed in accordance with the Northern Territory Public Sector 2008-2010 Union Collective Agreement.
41. Not applicable. Please refer to the 2008-2010 Union Collective Agreement.
42.
43.
44. Five staff lodged Workers Compensation claims from 1 July 2009 to 1 April 2010.
46. As at 1 April 2010:
There were 29 staff on extended leave longer than three weeks as at 1 April 2010.
Four employees were on Misc Leave.
Twenty-three employees were on unpaid leave.
47. NT Treasury will be providing an answer to this question on a whole-of-government basis considering sufficient disaggregated information is not available at an agency level to answer the question.
48. As at 1 April 2010 the total number of staff still entitled to airfares is 47.
49.
50. For the following questions, the data captured for current employees at 28 April 2010 as administrative arrangements transfers not actioned until April 2010.
(b)
(c)
51.
52. Eight credit cards have been issued to DCI staff as at 30 April 2010.
Total for the department – 44.
53. There are no outstanding items as at 30 April 2010.
54. There have been two requests for investigation in regards to improper use of IT, however, no formal reports have been made.
55. None.
56. DCI is a newly-created agency as a result of the Administrative Arrangement Orders announced on 4 December 2009 which resulted in the restructure of the former DPI into DCI and DLP.
DCI
2010 (1 July 2009 - 30 April 2010)
Insurance expense total Nil
Construction Division
2010 (1 July 2009 - 30 April 2010)
Insurance expense total $393 174.58
Public Liability insurance $ 4 400.00
Workers compensation $388 764.58
57. DCI falls under NTG self-insurance as per Treasurer’s Direction R2.1.
58. The Northern Territory government has committed to become carbon neutral by 2018 under the Northern Territory Climate Change Policy. Under this target, whole-of-government systems to account for greenhouse gas emissions according to recognised international greenhouse accounting standards will be progressively rolled out over the next eight years for government processes.
(Fleet Vehicle component only)
Org 60 DCI: 20.5 Tonnes.
Org 61 Construction Division: 975.3 Tonnes.
59. DCI is a newly-created agency as a result of the Administrative Arrangement Orders announced on 4 December 2009 which resulted in the restructure of the former DPI into DCI and DLP. Therefore, the below refers to the former DPI.
60. The Department of Construction and Infrastructure has initiated a number of strategies to reduce its carbon emissions including:
2009-10
Lease negotiation of Highway House increase from the current 4 NABERS star rating to a 4.5 star rating.
Staff Energy Awareness campaigns.
2010-11
Staff Awareness campaigns.
61.
DCI – due to being a new department there has been no opportunity to reduce CO2 emissions.
Construction Division - achieved 1.6%. CD will be implementing strategies in consultation with NT Fleet to align the department with projected targets.
62. DCI is a newly-created agency as a result of the Administrative Arrangement Orders announced on 4 December 2009 which resulted in the restructure of the former DPI into DCI and DLP.
DCI
2010 (1 July 2009 - 30 April 2010)
Motor Vehicle total $53 890.65
Operating lease expenses $36 105.97
Hire Charges $ 4 965.25
Fuel $ 8 820.83
Other $ 3 998.60
Construction Division
2010 (1 July 2009 - 30 April 2010)
Motor Vehicle total $2 462 080.94
Operating lease expenses $1 580 898.60
Hire Charges $ 51 863.35
Fuel $ 560 974.49
Other $ 268 344.50
63. DCI has eight vehicles that it is responsible for.
Total for the department – 186.
64. DCI
Construction Division
65. Total for the department – 64.5%.
66. Total for the department 164.
67. DCI, as it is newly-created, abides by the former DPI Policy for Vehicle Management. The home garaging treatment is outlined in this policy and available to all staff on the DCI Intranet.
68. Total departmental vehicles home garaged 164. (156 CD and 8 DCI)
Technical staff that home garage work on a rotation system based on work requirement needs.
Executive Contact Officers.
Darwin-based vehicles there is a requirement to home garage fleet due to no secure overnight car park.
Home-garaged vehicles in some instances are rotated.
69. DCI is a newly-created agency as a result of the Administrative Arrangement Orders announced on 4 December 2009 which resulted in the restructure of the former DPI into DCI and DLP.
DCI (Including CD)
2010 (1 July 2009 - 30 April 2010)
Travel and Accommodation $ 1 105 424
Intra-Territory Fares $ 283 842.18
Interstate Fares $ 62 077.98
Air Bus and Boat charter $ 205 533.77
Intra-Territory Accom $ 250 858.54
Intra-Territory travel allowance $ 255 788.14
Inter-Territory travel allowance $ 13 658.27
Interstate Accom $ 29 994.58
Overseas Accom $ 840.90
Total $2 208 018.36
70. DCI is a newly-created agency as a result of the Administrative Arrangement orders announced on 4 December 2009 which resulted in the restructure of the former DPI into DCI and DLP.
DCI (Including CD)
2010 (1 July 2009 - 30 April 2010)
Power $304 212.20
Water $104 293.36
71. The projected cost for power and water for the department for the full 2010 financial year has been calculated by pro rata for the last two months of the financial year based on actual expenditure as at 30 April 2010.
Year to date actual as at the 30 April 2010 are:
DCI
2010 (1 July 2009 - 30 April 2010)
Power $304 212.20
Water $104 293.36
72. Question 72 is answered in conjunction with Question 73.
73. See Attachment E.
74. DCI advertising budget nil.
75. The department does not operate under a set advertising budget. Instead, advertising requirements are managed within the overall Corporate Communications budget and expenditure is committed as required.
The breakdown is as follows:
DCI
2010 (1 July 2009 - 30 April 2010)
Total newspaper, radio and TV $3 233.93
Newspaper $2 033.93
Magazines/ journals $1 200.00
Construction Division
2010 (1 July 2009 - 30 April 2010)
Total newspaper, radio and TV $123 103.56
Newspaper $100 466.29
Radio $ 21 087.27
Television $ 400.00
Other $ 1 150.00
Total for the department – $126 337.49.
76. The department did not run any advertising campaigns in the current financial year and, at this stage, does not plan to.
77. Corporate Communications:
129. Department of Housing, Local Government and Regional Services
and Aboriginal Areas Protection Authority – Output Groups
Mr GILES to MINISTER for INDIGENOUS DEVELOPMENT
In relation to the portfolio areas within the Department of Chief Minister and Aboriginal Areas Protection Authority, would you kindly respond to the following questions by output group within each department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
50. In relation to Indigenous employees, in 2009:
Allowances:
51. In regard to employee entitlements, for 2009:
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
The answers to questions below relate to the Aboriginal Areas Protection Authority.
1. One at AO4 level.
2. Nil: all done by Department of Business and Employment.
3. One x Termination – Recovery action arranged by DBE. Two x Incorrect HDA payments – rectified.
4. Notional billing:
HR Systems $ 9 286.25
5. Costs are agreed between agency managers on a case-by-case basis. Generally, the recruiting agency covers relocation costs. With regard to transfer, dates are agreed between agencies and DBE payroll is notified of date of action.
6. The authority, being so small, does not allocate its budget down to the sections.
7. The authority, being so small, does not allocate its budget down to the sections.
8. All managed by the HR officer.
9. Nil.
10. Advertising $ 7 364.63
11. Nil.
12. One employed, nil positions vacant.
13. $29 900.
14. The relocation costs relate to the research section.
15. The authority, being so small, does not allocate its budget down to this level.
16. $5300.
17.Promotional banners for the authority $1700.
18.
19. Positions where staff on HDA 5
20. 40.62%
21. See Attachment A.
22. Data supplied by Department of Business and Employment (DBE) indicates five vacant positions.
23. Under section 17 of the Northern Territory Aboriginal Sacred Sites Act, the Aboriginal Areas Protection Authority is the employer of all staff (except the chief executive officer). The authority determines whether or not positions are filled on a permanent or temporary contract basis, depending on demand. Increased demand over the last two years has seen the authority ensure that the roles and the positions have been filled as necessary.
24.
(a) and (b)
25. Fifteen (including the CEO).
27. Extended once 5
28. Under section 17 of the Northern Territory Aboriginal Sacred Sites Act, the Aboriginal Areas Protection Authority is the employer of all staff (except the chief executive officer). The authority determines whether or not positions are filled on a permanent or temporary contract basis, depending on demand. The authority is not required to seek permission from the commissioner.
29. Not applicable.
30. Designation AO5 61 days
31. Breakdown of total recruited:
Private 12
Other government agency 1
Other NT government agency 4
AAPA Internal 2
32. See Attachment A.
33. Nil.
34. Nil.
35. Nil.
36. Nil.
37. $10 000.
38. $900 per year.
39.
40. Under Section 17 of the Northern Territory Aboriginal Sacred Sites Act, the Aboriginal Areas Protection Authority is the employer of all staff (except the chief executive officer). The authority follows the collective agreement of 2008 to 2010, which states:
41. Five staff; $99 700.
42.
43.
45. Nil.
46. To break this down by position and reason would unreasonably impinge on the privacy of individuals. Nil on extended leave at present.
47. NT Treasury will be providing an answer to this question on a whole-of-government basis considering sufficient disaggregated information is not available at an agency level to answer the question.
48. Five employees total; One each at AO3, AO4, AO5, AO7, P2.
49.
50.
51.
52. Thirteen.
53. Nil.
54. Nil.
55. Not Applicable.
56.
57. See response to Question 56 for commercial insurance. Insurance provided by AON Insurance Brokers. Renewal 1 July; See Question 56 for costs. Standard vehicle excess and item replacement thresholds.
58. 46.9 tonnes (Fleet vehicle component only).
59. 55.1. tonnes (Fleet vehicle component only).
60. Ongoing staff awareness regarding use of electrical appliances and air-conditioning (after hours); leasing of vehicles wherever possible under the emission standard of 5.5 and where other vehicles are required for operational standards; leasing of four-wheel drives with best possible emission standards, balanced with operational requirements.
61.
(a) and (b)
62. $193 700.
63. Ten. One of these vehicles is a temporary requirement due to the need for the authority to have two separate offices in Darwin to meet workload and staffing demand whilst awaiting new accommodation.
64. One. This vehicle is a temporary requirement due to the need for the authority to have two separate offices in Darwin to meet workload and staffing demand whilst awaiting new accommodation.
65. Due to the nature of the authority’s business, there is a clear requirement for four-wheel drive vehicles within the authority’s fleet. 30% of the authority’s current vehicles meet the emission standard of 5.5 out of 10.
66. Three vehicles are currently home garaged. One of these vehicles is a temporary requirement due to the need for the authority to have two separate offices in Darwin to meet workload and staffing demand whilst awaiting new accommodation.
67. Home garaging is permitted where vehicles are available for executive officer and executive contract officer staff; where secure parking is unavailable; and on an irregular basis for operational requirements.
68. ECO3; EO1; AO8 (temporary home garaging for security reasons).
69. Airfares:
Intrastate $24 837
Interstate $ 240
Overseas Nil
Recruitment $ 2 767
Interstate $ 327
Overseas Nil
Recruitment $ 3 319
Overseas Nil
Recruitment $ 98
70. Power and Water $10 200
71. Power and Water $13 200
72. Nil.
73. Nil.
74. $2100.
75. Death Notices - $1000.
76. Nil.
77. See Attachment C.
130. Darwin Port Corporation – Output Groups
Mr GILES to MINISTER for TRANSPORT
In relation to the portfolio areas within the Darwin Port Corporation, would you kindly respond to the following questions by output group within the corporation:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
50. In relation to Indigenous employees, in 2009:
Allowances:
51. In regard to employee entitlements, for 2009:
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
This question requires a significant amount of effort by the agency to produce an answer that would provide the detail requested.
Darwin Port Corporation is currently involved in a lot of preparatory work for Estimates Committee hearings and in doing so will be collating information similar to that which has been requested.
In order to avoid unnecessary pressure and duplication by the public servants who have to provide this information, I will be prepared to answer these questions in further detail at Estimates Committee.
131. Department of Housing, Local Government and Regional Services – Output Groups
Mr GILES to MINISTER for REGIONAL DEVELOPMENT
In relation to the portfolio areas within the Department of Housing, Local Government and Regional Services, would you kindly respond to the following questions by output group within each department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
50. In relation to Indigenous employees, in 2009:
Allowances:
51. In regard to employee entitlements, for 2009:
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
This question requires a whole-of-agency response and will be addressed by minister Chris Burns as the senior minister for the Department of Housing, Local Government and Regional Services within his answer to Written Question 127.
132. Department of Natural Resources, Environment, the Arts and Sport – Output Groups
Mr BOHLIN to MINISTER for ARTS and MUSEUMS
In relation to the portfolio areas within the Department of Natural Resources, Environment, the Arts and Sport, would you kindly respond to the following questions by output group within each department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
50. In relation to Indigenous employees, in 2009:
Allowances:
51. In regard to employee entitlements, for 2009:
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
This question requires a significant amount of effort by the agency to produce an answer that would provide the detail requested.
The Department of Natural Resources, Environment, the Arts and Sport is currently involved in a lot of preparatory work for Estimates Committee hearings and, in doing so, will be collating information similar to that which has been requested.
In order to avoid unnecessary pressure and duplication by the public servants who have to provide this information, I will be prepared to answer these questions in further detail at Estimates Committee.
133. Department of Business and Employment – Output Groups
Mr BOHLIN to MINISTER for INFORMATION, COMMUNICATIONS and TECHNOLOGY POLICY
In relation to the portfolio areas within the Department of Business and Employment, would you kindly respond to the following questions by output group within each department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
50. In relation to Indigenous employees, in 2009:
Allowances:
51. In regard to employee entitlements, for 2009:
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
These questions will be answered by minister Knight as he is the primary portfolio holder for the Department of Business and Employment
134. Department of Natural Resources, Environment, the Arts and Sport – Output Groups
Mr BOHLIN to MINISTER for SPORT and RECREATION
In relation to the portfolio areas within the Department of Natural Resources, Environment, the Arts and Sport, would you kindly respond to the following questions by output group within each department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
50. In relation to Indigenous employees, in 2009:
Allowances:
51. In regard to employee entitlements, for 2009:
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
Vehicles:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
1. The Department of Natural Resources, Environment, The Arts and Sport Human Resources Work Unit consists of 12.1 FTEs. The position levels are:
1 x EO1C – Director HR Services
1 x AO8 – Strategic Workforce Project Officer
2 x AO7 – Senior HR Consultant
1 x AO5 – HR Officer
1 x AO4 – HR Support Officer
1 x AO4 – Graduate
1 x AO3 – Administrative Assistant
2. No NRETAS HR service staff are employed to perform or assist with the payroll function of the department. Whole-of-government payroll services are provided by Department of Business and Employment (DBE).
3. Processing payments and allowances is a function of DBE. DBE has advised that overpayments recorded for the department for 2009-10 (to 1 April) was $59 230, with $16 919 already recovered.
4. DBE payroll services are charged to agencies on a notional basis. There is no cost differential for position levels. A notional charge of $676 060 is issued to NRETAS for 2009-10 (to 1 April 2010).
5. Costs between departments in relation to payroll, including transfers and relocating staff, are agreed between agency managers on a case-by-case basis. Generally, the recruiting agency covers relocation costs. With regard to transfer dates, these are agreed between the agencies and DBE payroll is notified of the date of action.
6. The budget of the Human Resources functional area in 2009-10 is $1.804m.
7. The breakdown of the Human Resources budget relating to employee payments and operational expenses is:
employee payments - $1.195m;
8. DBE’s whole-of-government payroll services manages executive and non-executive contract officers.
9. The whole-of-government staff survey by OCPE detailing NRETAS’ responses reported that:
22% of the 481 respondents reported that they had been bullied and/or harassed in the workplace. That equates to 106 employees.
Of the 106 employees, 64% (67) have reported formally verbally to someone of authority, and 21% (22) employees have reported formally in writing to someone of authority. Someone in authority could be their manager. Seventeen employees did nothing about it.
10% of those surveyed have used the organisation’s grievance or dispute process. As this includes formal and informal approaches, some of the above figures could have been dealt with informally.
11. In the period of 1 July 2009 to 1 April 2010, the HR services team had one AO2 Administrative Assistant resign to move interstate and one AO3 Personal Assistant transfer to another department. This equates to an attrition rate of 16.5%.
12. The NRETAS HR services work unit’s current state of employment is:
13. $51 000 in 2009-10 to 31 March 2010.
14.
15. NRETAS does not allocate budget for relocation and other appointment and termination expenses. Payment of expenses are requested from managers and approved on a case-by-case basis.
16. A breakdown of the finding source is as follows:
Breakdown as per portfolio:
25. As at 1 April 2010, the NRETAS had a total of 224 staff employed on temporary contract.
26. In the period 1 January 2008 to 1 April 2010, NRETAS advertised a total of 129 positions as ‘expression of interest’ (that is, short-term temporary vacancies or development opportunities).
27. See Attachment D.
28. The department has not sought the commissioner’s permission to extend contracts during 2009-10 (to 31 March).
29. The department has not sought the commissioner’s permission to extend contracts during 2009-10 (to 31 March).
30. Per position level, the average time taken for the department to fill vacancies is as follows (time is based on number of working days between the advertising of a position and the gazetting of the successful applicant on the NT Employment Opportunities website):
31.The following data represents the numbers of recruitment actions by the department that have been filled by either existing public servants or from the general public. The reporting source is based on a voluntary declaration by the applicant when making an application for a position. Information is collected in advertised recruitment actions for permanent and temporary staff, not including expression of interest. The totals represent recruitment actioned during the period 1 July 2009 to 31 March 2010.
32. In 2009-10 (to 31 March), the department assessed the following numbers of positions through the Job Evaluation System (JES):
33. As at 31 March 2010, the department had a total of 95 unattached employees. Their levels are:
34. In 2008-09, the department spent a total of $1.127m on training and skilling employees. The data available is not able to separate training specifically allocated to unattached officers.
35. In 2009-10 (to 31 March), 21 unattached employees successfully gained nominal positions within the department or gained employment in another department
36. There has been a total of 46 staff submit their resignation from NRETAS in 2009-10 (to 31 March).
37. The average cost of recruiting staff in 2009-10 is $1141 per position advertised.
38. In 2008-09, the department spent a total of $1.127m on training and skilling employees, equating to approximately $1400 per person.
39. The average length of staff of staff in the department, broken down by level, is shown at Attachment E.
40. The agency is guided by the Union Collective Agreement 2008-2010 and relevant by-laws of the Public Sector Employment and Management Act on the carryover of leave.
41. Not applicable. Please refer to the collective agreement.
42.
43.
44. The position level and geographic location for each person who received workers compensation in 2009-10 (to 31 March) is as shown at Attachment H.
45. On 24 May 2010, three employees (two at the T1 level and one at the AO5 level) are currently on workers compensation with an expected graded return to work.
46. As at 31 March 2010, 69 employees of the agency (NRETAS and TWP) were on extended leave for a period of longer than three weeks, excluding recreation leave. Data is not available to count the total number of employees on extended leave for the 2009 period. See Attachment I.
47. NT Treasury will be providing information on the Commonwealth Superannuation Scheme question on a whole-of-government basis considering sufficient disaggregated information is not available at an agency level to answer the question.
48. One-hundred-and-three employees of the agency (NRETAS and TWP) are eligible for a return flight to Adelaide every two years. The breakdown of classifications are as follows:
49.
50.
51.
52. The agency had 364 corporate credit cards (CCC) as at 1 May 2010.
53. No personal items are purchased on corporate credit cards so no amounts are outstanding.
54. One report in 2009-10.
55. None.
56. The cost of insurance premiums for 2009-10 year (to 31 March) is $8491 (2008-09 $32 187). This includes transit insurance for art works $4086, overseas travel insurance $3722 and personal accident insurance for volunteers $683.
57. Generally, the whole-of-government is self-insured. Where commercial insurance was taken out in 2009-10; the provider was Marsh.
58. Building energy consumption data for 2009-10 is not currently available across government. NRETAS motor vehicle carbon emissions are down 10% over this time last year at 1159 tonnes to 31 March 2010.
59. In 2007-08, the Department of Natural Resources, Environment, The Arts and Sport (incorporating Territory Wildlife Parks) preliminary building energy consumption was 52 904 gigajoules corresponding to 10 225 tonnes of greenhouse gas emissions.
60. Strategies to Reduce Energy Use in Buildings:
$9000 Government Energy Efficiency Program funding to implement the trial.
Museum chillers:
The new plant room extensions are complete.
The new generator has been installed and commissioned.
The chillers have been located in the new extensions.
The old chillers will remain in situ until the new chillers have been commissioned and proved their reliability. The pipe work and valving has been designed to quickly revert to the old chiller should a failure render both new chillers inoperable.
The new chillers are variable speed with magnetic bearings and we expect a reduction in the chiller operating cost of between 10% to 20%.
Project planning and design has been completed and currently waiting on the Australian government funding announcement to progress to the building stage.
Estimated greenhouse gas emissions reduction provided by DCI is 195 00 kg of CO2 per year, which is 195 tonnes per year. This equates to 3900 tonnes over 20 years.
$132 700 funding through the Government Energy Efficiency Program to install smart meters on all remote ranger stations.
$300 000 to put a hybrid power system into Watarrka for 2010-11 (battery storage and photovoltaic/solar generation capacity).
Motor Vehicles:
The agency is actively:
Selecting more fuel efficient vehicles.
Making greater use of the Functional Categories Policy which prescribes considerations to be taken into account when selecting a vehicle. The policy is currently being reviewed to make it more prescriptive.
Considering SUVs as an alternative to medium 4x4s which, in turn, should be considered as an alternative to heavy duty 4x4s.
Selecting diesel motors rather than petrol when selecting vehicles in the light commercial categories, as generally they produce less greenhouse gas emissions.
Replacing as a priority those vehicles with greenhouse ratings lower than Greening the Fleet Strategy requirements.
Implementing use of the online Vehicle Booking System across the agency to increase pooling opportunities.
Procurement:
Greater understanding and awareness of the procurement principle environmental protection which will increase resource recovery by considering products with higher renewed, recycled or reused content and products with higher reusability or recyclable. This will impart incentive and leadership to business, industry and the public in promoting the use of ‘environmentally friendly’ supplies and reduce the impact on the environment.
Information Communication Technology (ICT):
All ICT equipment purchases must be specified on their ability to meet environmental performance, energy efficiency and sensitive materials standards set out in the International Gold Standard EPEAT (Electronic Product Environment Assessment Tool); ensuring minimal damage caused by ICT equipment use and operation.
NRETAS conforms to the NTG scheme to gift unsubscribed equipment to needy and eligible community organisations.
NRETAS has installed videoconferencing equipment in major regional centres to reduce the need for air travel within the agency. This equipment is also utilised by other agencies when required.
Automatic locking of computers to screen saver after 15 minutes of idle time.
Redeveloped NRETAS maps to a more user friendly map systems thereby reducing the printing of large scale maps by up to 90%.
Force through Group ICT Policies the use of double-sided black printing as the default setting for print jobs.
Mandate the use of 100% recycled paper for all printing devices.
Implement printer cartridge recovery and reuse strategy to reduce landfill, conserve valuable natural resources and minimise the carbon footprint of new cartridge manufacture.
NRETAS invests heavily in an Electronic Document Management System for management of government records leading towards a paperless office.
Consolidate servers in multi-storeyed buildings and reduce the number of server rooms required and the minimisation of air-conditioning and power consumption.
Travel:
In 2008-09, carbon offset and airline emissions procedures were introduced. Staff are required to offset their travel emissions when booking flights.
The agency has initiated an automatic carbon offsite option for flight bookings in the government travel system (TRIPS).
Green Group:
The Green Group is an internal group of interested members who are committed to making some changes in their workplace and reducing their impact on the environment in the workplace.
Members of the Green Group voluntarily undertook a pilot project at Darwin Plaza to improve lighting in their workplace and reduce energy use. This was supported and funding was approved to implement the changes required.
Green Group members and other agency staff participated in and promoted Earth Hour, Ride to Work day and held a Green Morning Tea.
Representatives also attended regular meetings on the Sustainable Workplace Initiatives.
Dedicated Sustainability Officer:
The agency is committed to reducing carbon emissions and in May 2010 the Executive Leadership Group endorsed the reallocation of funds within the agency to recruit a dedicated sustainability officer in 2010-11.
61.
(a) and (b)
62. In 2009-10 (to 31 March), leasing costs for vehicles (excluding trailers and heavy machinery) was $2.797m.
63. Currently, the department is responsible for 262 vehicles (excluding trailers/quads/heavy machinery).
64. The fleet has reduced by seven vehicles from 2008-09 to 2009-10.
65. Eighty-three vehicles (32% of the fleet) have a green rating of 5.5 or higher. As vehicle leases expire, the department is moving to replace vehicles with a rating lower than 3.5.
66. As at 31 March 2010, a total of 45 vehicles are home garaged.
67. Home garaging is available where there is a requirement to conduct departmental activities outside normal working hours and CE approval has been granted. All home-garaged vehicles must be made available for official use by agency officers during normal working hours. Except for vehicles issued to executive contract officers, fleet vehicles are not to be used for private purposes. The custodian of a home-garaged vehicle is to return the vehicle to the workplace when he/she is on recreation leave, sick leave, or long service leave for longer than two days duration. Officers have a responsibility to ensure that the vehicle is secured at all times, and kept in a clean condition inside and out. Appropriate records must be kept for FBT purposes; for example, tax compliant logbooks and quarterly odometer reading forms.
68. Executive contract officers are entitled to home garage vehicles. Vehicles attached to any position level which are not executive contract officer level may be home garaged if authorised by the CE.
69.
70. $2.8m.
71. $3.2m.
72. Refer to Question 73.
73. Government sponsorship is defined as ‘the provision of funds or in-kind services in exchange for sponsorship rights to events, conferences forums’.
74. Refer to Question 75.
75. Expenditure for 2009-10 (to 31 March) is $285 000.
77.
135. Department of Police, Fire and Emergency Services – Output Groups
Mr MILLS to CHIEF MINISTER
In relation to the portfolio areas within the Department of Police, Fire and Emergency Services, would you kindly respond to the following questions by output group within each department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
50. In relation to Indigenous employees, in 2009:
Allowances:
51. In regard to employee entitlements, for 2009:
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
Vehicles:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
Introduction
It should be noted that where responses are able to easily identify individual employees, the information has been aggregated due to the associated privacy concerns.
1. NTPFES is in a unique position, as the human resource function is much broader than that found in other agencies. The human resource function includes the college (a registered training organisation), police recruitment, workers’ compensation management and psychologist services. The tri-service college is a critical function for the agency.
See Attachment A for details.
2. Payroll services are provided to the whole of the NT government by Department of Business and Employment (DBE). DBE is, therefore, providing the response.
3. DBE has information on overpayments made through the payroll system, the reason these overpayments occurred, and the liability.
Total Overpayments 107
Departmental Errors 37
DBE Errors 46
Payee Errors 24
4. The information provided is notional charges issued to agencies for payroll services during the period 1 July 2009 to 31 March 2010. DBE payroll services are charged to agencies on a notional basis.
commencements;
terminations;
manually processed (PTR) transactions (that is, payroll officer processing a transaction); and
automatically processed pay (PTR) transactions (that is, pay system processing a transaction).
5. This question will be answered by DBE.
6. The total budget for the Human Resource management functional area of the department is $3.584m.
7. See Attachment B.
8. This question will be answered by DBE.
9. Complaints total five.
10. Total advertising split as at 31 March:
11. The attrition rate is 22.79%.
12. See Attachment C.
13. Recruit Related Relocation Costs 2009-10:
14. See Attachment D.
15. $500 000.
16. In 2009-10, 10 months expenditure to 30 April 2010 for marketing promotion and advertising amounts to $35 554.
17.
18. Total 1770.95.
Total FTE:
The column titled ‘Total FTE’ represents staff paid during a pay period on a full-time equivalent figure.
Ten days wages is counted as ‘1’, whilst a person who receives four days wages is counted as ‘0.4’.
The figures includes staff employed on a permanent, temporary, executive contract and casual basis.
Data is at Payday 20, 31 March, 2010. Regular FTE reporting to government is FTE based on a monthly average.
See Attachment E.
19.
20. 9.48% turnover (1 July 2009 to 31 March 2010).
21. See Attachment F.
22. The total NTPFES establishment number at 31 March 2010 was 1758 and total FTE was 1771.
23. As advised at Question 22, due to the nature of our business and the need to deploy staff as situations arise, the measure of the total number of days is not a meaningful figure.
24.
(a) and (b)
25. Temporary contract staff = 81.
26. 303.
27. 105 contracts have been extended.
29. Not applicable, refer Question 28.
30. See Attachment G.
31. Designation Public Sector
External Recruit 12
NTG Employee 30
Total 42
32. Sixteen positions have been reclassified.
33. Please refer to Question 22 – vacant positions.
34. The agency does not have unattached employees that are classified as redeployees, therefore no specified training programs are in place. Staff are encouraged to access training programs whenever possible.
35. As explained above at Questions 22, 33 and 34, the agency does not have unattached employees that are classified as redeployees, therefore this question is not applicable.
36. As explained above at Questions 22, 33 and 34, the agency does not have unattached employees that are classified as redeployees, therefore this question is not applicable.
37. The average recruitment cost as at 31 March 2010 is $10 875.
38. The average cost per staff member is $1502.
39. See Attachment H.
40. Police members are entitled to receive 35 days recreation leave annually and, under the 2008 Consent Agreement, there are no specific provisions requiring members to utilise excess recreation leave. There are, however, leave management provisions within the agreement which places a strong emphasis on managers and members to ensure all staff exhaust their accumulated recreation leave annually.
41. The estimated number of staff with excess leave is:
42.
(a)
43.
44. For the purpose of this response, ‘received workers compensation’ refers to payment of weekly benefits to recompense for time lost due to illness or injury, or payment of medical intervention/rehabilitation expenses incurred.
See Attachment K.
45. See Attachment L.
46. Leave awaiting approval or awaiting processing are not included in this report.
See Attachment L.
47. NT Treasury is providing details regarding liability.
See Attachment M.
48. See Attachment N.
49. Numbers listed below cover all apprentices and graduates for the period 1 July 2009 to 31 March 2010 that use the following classifications. It does not cover any graduates or apprentices that may be recorded against other classifications within PIPS (for example, AO4/AO5).
Graduates: GRADT
51.
52. 390 Corporate credit cards are currently issued to NTPFES staff.
53. None.
54. Sixteen.
55. Ten.
56. Travel insurance is the only insurance expense incurred as at 31 March 2010 and totals $587.14.
57. NTPFES is generally self-insured.
58. The Northern Territory government has committed to become carbon neutral by 2018 under the Northern Territory Climate Change Policy. Under this target, whole-of-government systems to account for greenhouse gas emissions according to recognised international greenhouse accounting standards will be progressively rolled out over the next eight years for government processes.
59. In 2007-08, the NTPFES’ preliminary building energy consumption was 42 932 gigajoules corresponding to 8874 tonnes of greenhouse gas emissions.
60. The NTPFES has initiated a number of strategies to reduce its carbon emissions during 2008-09 including:
Peter McAulay Centre, Main Building:
Air-conditioning vents – ongoing installation of cushion head vents that close when desired temperature is reached. This lowers airflow pressure and allows the air-conditioning plant to run more efficiently;
Air-conditioning timers – each floor operates on timers and has been further manually adjusted to reflect operational requirements. Currently, all floors and annexure has programmed air-conditioning between 4 am and 8 pm only.
Peter McAulay Centre, Other Buildings:
Police College – replaced air-conditioning controls and linked into the current Building Management System. This allows efficient zoning and management of the college’s air-conditioning plant.
Gymnasium – replaced air-conditioning system which was beyond economic repair.
Other Buildings:
Vehicles:
Other:
61.
(a) and (b)
62. $8.3m.
63. 600.
64. 30.
65. 33%. Vehicles that do not meet the emission standard are due to specific operational requirements such as traffic pursuit vehicles and the Territory Response Sections counter-disaster vehicles.
66. At 30 April 2010, there were 79 vehicles home garaged.
67. For contract officers, home garaging of motor vehicles is in line with their employment conditions. With regard to the remainder of the agency’s vehicles, cases of monthly standing or overnight approval to home garage a motor vehicle requires the written approval of the relevant Divisional Police Superintendent, NT Fire and Rescue Service Divisional Officer, Director NT Emergency Service or Executive Director, Corporate Service, provided:
the driver is performing duties in the field (away from the station or work place) using a motor vehicle and it is operationally expedient and cost-effective to go straight home after work rather than returning to the workplace;
the driver proceeds to duty away from their normal workplace directly from their home on the following day; and
the driver is liable to be recalled to duty and/or is ‘on-call’ and the home garaging of the vehicle is operationally necessary.
68. Home garaging of vehicles is allowed for NTPFES contract officers in line with their employment conditions and Police Superintendents as per thePATD. All other home garaging is to be in line with the policy above.
69. See Attachment Q.
70. The total power, water and sewerage expense in 2008-09 was $3 122 959.67.
71. The estimated 2009-10 expenditure is $3 609 650.95.
72. 1 January 2009 to 1 April 2010:
Australasian Fire and Emergency Service Authority Council – September 2010.
73. See Attachment Q.
74. $500 000.
75.
76. Description:
Careers in Policing
Careers in Fire Fighting
NTFRS Volunteers Recruitment
CCTV Introduction
77. Consultancies in 2009-10:
136. Department of Chief Minister – Output Groups
Mr MILLS to CHIEF MINISTER
In relation to the portfolio areas within the Department of Police, Fire and Emergency Services, would you kindly respond to the following questions by output group within each department and office:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
50. In relation to Indigenous employees, in 2009:
Allowances:
51. In regard to employee entitlements, for 2009:
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
Vehicles:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
1. There are six staff:
1 x ECO1
1 x AO7
1 x AO6
1 x AO5
1 x AO4
1 x AO3.
2. Personnel employed - 0.4 x AO5; and 0.1 x AO4.
3. There has been one instance of an overpayment for $1827.20. The employee was paid an All Purpose Allowance which should not have been paid with their change of classification. The total amount has since been recovered.
4. None; charges for managing the payroll are notional.
5. Costs are agreed between agency managers on a case-by-case basis. Generally, the recruiting agency covers relocation costs. With regard to transfer dates are agreed between the agencies, and DBE payroll is notified of date of action.
6. The HR Budget as per Budget Paper No 3 for 2009-10 estimate is:-
Personnel - $1 091 000
Operational - $ 163 000
7. Employees - $1 091 000
9. There has been one complaint.
10. As at 30 April 2010, $28 150 has been spent on recruitment advertising.
11. The attrition rate has been one.
12. All positions are filled. There is 1 x HDA at AO5 level. As at 31 May, the staff member has been on HDA for five months and 29 days.
13. As at 30 April 2010, there was $49 707.56 of expenditure for relocation costs for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department.
14. See Attachment A.
15. There is not a specific budget for relocation costs as these are difficult to predict; however, these costs are captured as part of a broader budget for general administrative expenses.
16. To 30 April 2010, the department spent $964 654 on advertising and marketing.
Advertising - $258 385
Marketing - $706 269
Total - $964 654
17. See Attachment A.
18. See Attachment B.
19. See Attachment C.
20. Department of the Chief Minister staff turnover in 2009 was 50.82%.
21. See Attachment D.
22. As at 30 April 2010, there are eight vacant positions in the department as a whole.
23. From 1 July 2009 to 30 April 2010, permanent positions in the department have been vacant for a total of 2113 days. Based on current staffing, the total available days were 103 587 (based on 283.8 FTEs x 365 days).
24.
25. There are 176 staff currently employed on a temporary contract.
26. Ninety-six positions have been advertised by ‘expressions of interest’.
27. See Attachment E.
28. The department has not sought permission from the commissioner to extend a contract beyond a third extension.
29. Not applicable.
30. Time is based on number of working days between the advertising of a position, and the gazetting of the successful applicant on the NT Employment Opportunities website.
31. Note: The reporting source is based on a voluntary declaration by the applicant when applying for a job.
32. As at 30 April 2010, there were 17 positions that have been reclassified:
33. As at 31 May 2010, there are 14 unattached employees. Levels are AO3 x l, AO4 x 3, AO5 x 3, AO6 x 1, AO7 x 4, EO1 x 2.
34. There are no costs for training unattached officers because they currently hold positionsin other agencies or are on extended maternity leave.
35. Eleven have been placed in other agencies, three are on extended maternity leave.
36. No unattached officers have resigned.
37. As at 30 April, 24 people have been recruited at an average cost of $4094 per person.
38. Average budget per person is $780.
39. See Attachment E.
40. Recreation leave is managed in accordance with the Northern Territory Public Sector 2008-2010 Union Collective Agreement (UCA) provisions.
41. There are 43 employees at a cost of $437 275.13.
42.
43.
44. As at 30 April 2010, no staff received workers compensation.
45. As at 30 April 2010, no staff were on workers compensation.
46. See Attachment H.
47. The Department of the Chief Minister has five personnel under the old Commonwealth scheme.
48. Yes. Details are provided below.
49.
50. As at 30 April 2010:
51.
52. As at 30 April 2010, there were 44 credit cards.
53. As at 30 April 2010, there were none.
54. There were no reports of improper use of information technology.
55. Not applicable.
56. Insurance premiums paid are for coverage of Australia Day Council staff with the exception of some departmental travel insurance cost classified under general insurance.
Department of the Chief Minister
Insurance expenses as at 30 April 2010:
General insurance
to 30 April 2010 - $ 3 345.37
Personal Liability insurance
insurance - $ 811.91
Total - $11 398.78
57. In general, the department is self-insured.
58. The department emitted 621 tonnes related to building energy use and 316.1 tonnes for the fleet vehicle component.
Please note, over the last 12 months, changes to the methodology of measuring the conversion of energy use to units of carbon have occurred. Territory figures now reflect the current standard national measurement regime.
59. The department emitted 598 tonnes related to building energy use and 338 tonnes for the fleet vehicle component.
60. In 2009, the government implemented a Climate Change Policy for the Territory. This policy puts into place significant carbon reduction goals as well as establishing clear goals across a broad range of areas such as renewable and alternative energy and land clearing.
Continued rationalisation of stand-alone printers, faxes and photocopiers and greater use of multifunction devices with built in energy efficiency functionality.
The department was an active participant in Earth Hour 2010.
Mobile phones and accessories and toner cartridges are already recycled.
The whole-of-government Greening the Fleet policy was introduced from 1 July 2009 with an aim of achieving a 20% reduction in emissions from the fleet over the next five years. The allocation of vehicles is in accordance with this policy. In addition, during 2009-10, the department replaced the five VIP Fleet 8-cylinder petrol vehicles with 6-cylinder petrol/gas vehicles. The VIP Fleet drivers are encouraged to use gas wherever possible. This results in further improvement to fuel efficiency and reductions in emissions.
The department also coordinated the introduction of TelePresence, a national videoconferencing network, which will reduce interstate staff travel and greenhouse gas emissions. This initiative was introduced with the assistance of the Australian government, with a particular focus on COAG senior officials meetings in the first instance.
These initiatives are all ongoing.
The installation of lighting zone controllers and sensor lighting in some areas.
Circulate green branded tips and policies both physically throughout NT House and on the department's Intranet.
Establish an Energy Management Committee to be comprised of business unit representatives for the purpose of raising awareness of energy usage and sustainability issues within the department.
61.
62. Total expenditure to 30 April 10 on motor vehicles and associated costs was $1 198 278.24.
63. Department of the Chief Minister: 99.
64. Department of the Chief Minister: -2.
65. The percentage figure given by NT Fleet is 69 %.
66. As at 30 April there are 71 vehicles.
67. In accordance with the DCM Motor Vehicles Entitlement and Use Policy as at May 2010, non-executive contract officers require written approval from the chief executive, based on a business case, to permanently home garage a vehicle. Ministerial staff require written approval from the Chief of Staff. Approval to temporarily home garage a vehicle can be provided in certain circumstances to both departmental and ministerial staff with written approval of a business case provided by delegated officers.
68. Departmental staff - executive officers and executive contract officers, ministerial staff - EO and ECO - plus those approved by Chief of Staff.
69. See Attachment I.
70. As at 30 April 2010:
Water and Sewage $ 25 208
71.
Power $200 483
Water and Sewage $ 30 250
72. The department does not have a specific public events/conferences/forums budget. Such activities are predominantly a part of grants expenditure programs.
See Attachment J.
73. See Attachment J.
74. Advertising is a component of Marketing and Promotions. Budget is allocated at the Marketing and Promotions level. Other advertising is limited to recruitment and tender advertising.
Advertising Budget 2009-10:
Marketing and Promotions
(including Advertising) $1 976 000
Tenders $ 2 000
Recruitment $ 61 000
Total $2 039 000
75. As at 30 April 2010:
Marketing and Promotions
Other
76. A campaign can be defined as something that has more than two elements of public information attached to it; for example, radio and press advertising.
77. As at 30 April 2010, there were no consultancies let for Marketing and Promotion, however there were 10 service contracts.
Intra-Territory Service Contracts:
Interstate Service Contracts:
137. Department of Education and Training – Output Groups
Mr MILLS to MINISTER for EDUCATION and TRAINING
In relation to the portfolio areas within the Department of Education and Training, would you kindly respond to the following questions by output group within each department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
50. In relation to Indigenous employees, in 2009:
Allowances:
51. In regard to employee entitlements, for 2009:
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
Vehicles:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
1. Forty-six staff as at 31 May 2010.
2. None, whole-of-government payroll services are provided by DBE.
3.
4. The information provided is notional charges issued for payroll services during the period 1 July 2009 until 31 March 2010.
5. Costs are agreed between agency managers on a case-by-case basis. Generally, the recruiting agency covers relocation costs.
6. $5.4m.
7. Employee payments – $3.9m.
8. DBE’s whole-of-government payroll services manages non-executive, and contract executive.
9. Approximately six complaints for the 2009-10 financial year.
10. Total year-to-date expenditure for recruitment advertising as at 22 April 2010 is $348 470.16.
11. Permanent staff attrition rate is 6.66%. Short-term/project staff attrition rate is 8.88%.
12. As of 31 May 2010, there were eight vacancies in the HR area. Seven staff are on higher duties; two of their positions have been backfilled.
Staff on higher duties:
13. Total 2009 expenditure for relocation costs:
14. See Attachment A.
15. $2.5m.
16. 2009 calendar year = $1 419 353.89.
17. An overview of the major campaigns and their expenses from 1 January 2009 to 1 April 2010 is below:
School Attendance Campaign ($100 000) – to inform parents of their responsibility and raise awareness of compulsory school attendance across the NT.
Teaching Recruitment Campaign ($146 000) – to raise awareness of teaching opportunities and the recruitment of suitably qualified teachers for urban and remote Territory schools.
NT Training Awards ($110 000) – to recognise excellence in apprentices, employers, and training providers in the Northern Territory.
Show circuit ($90 000) – display at regional shows throughout the Territory.
Careers Expo ($70 000) – to promote various career options available to Territory students and the wider community.
Chief Minister’s Literacy Achievement Awards ($37 000) – to engage parents, students, schools and the wider community to improve literacy outcomes.
World Teachers Day ($29 000) – to celebrate teachers and acknowledge recipients of Teacher Awards.
Electronic Student Profiles Campaign ($25 000) – encourage parents, students and teachers engagement in using this online tool.
Classmate ($140 000) – NT News educational and topical stories which promote literacy and computing skills in the classroom aimed at Year 7 to 9 students.
Families and First Teachers ($21 000) – supporting families to assist their child’s learning in the early years.
New NTCET ($20 000) – informing parents, students, and teachers of the implementation of the new NT Certificate of Education and Training.
Learn or Earn ($10 000) – inform wider NT community of increase of the compulsory school age to 17 years old.
18.
19.
20. Rate of turnover of staff during 2009 = 24.62%.
21.
22. There are 680 vacant positions.
23. DET does not have data to respond to this question
24.
(a) and (b)
25. There are 1446 staff employed on a temporary contract.
26. Advertised on NTG Opportunities website – 398.
28. Public Sector Instrument 15 allows the CEO to renew on more than one occasion all classifications of employees in accordance with section 34(5) of the Public Sector Employment and Management Act (PSEMA) and subject to specified conditions. This reduces the requirement to seek permission from the commissioner to extend a contract beyond a third extension. No requests have been submitted to the commissioner on the basis of a third contract extension.
29. See above.
30.
31. See Attachment A.
32. Forty-one positions reclassified.
33. Permanent unattached employees:
34. $3000 for architectural training.
35. Sixty-two successfully gained employment in DET. Two successfully gained employment in other NTG agencies.
36. Twenty-eight permanently unattached officers resigned.
37. $1909 approximately. Costs for remote recruitment would be above the average.
38. $533 approximately. Costs for remote training and professional development would be above the average.
39. See Attachment B.
40. Recreation leave is managed in accordance with the Northern Territory Public Sector 2008-2010 Union Collective Agreement (UCA) provisions as follows:
41. One hundred and forty-four staff members have in excess of 60 days recreation leave accrued.
42.
43.
See Attachment D.
44. See Attachment E.
45. See Attachment F.
46. See Attachment G.
47. See Attachment H.
48. See Attachment I.
49.
(a)
(b)
50.
(b), (c), (d), (e):
(f)
51.
52. Sixty-five as at 17 May 2010.
53. Nil.
54. Five.
55. Nil.
56. Total insurance expenses for 2009 calendar year:
Contractors and consultants acting on behalf of the agency.
58. See Attachment L.
59. See Attachment L.
60. Carbon emission reduction strategies introduced in 2009 include:
The Energy Smart Schools Program - 60 government schools were targeted with technical, educational, and motivational advice to help develop and implement energy management plans.
Energy action checklists and resource kits used by schools to identify tasks and initiatives to lower energy consumption and reduce waste.
An Electricity Benchmark Funding Model for Schools to drive energy efficiencies. The model received in-principle approval in 2009.
Double-sided printing.
Paper shredding and recycling.
Automated shutdown of printers (sleep mode); and staff turning off computers, monitors, printers and lights at the end of each day.
61.
(a) and (b)
62. Expenditure on vehicles for 2009 = $7 236 000.
63. Three hundred and thirty-one.
64. Sixteen vehicles less than 2008.
65. The NTG Greening the Fleet Strategy applies a green rating of 5.5 out of 10 to passenger vehicles – 81.53% of the department’s passenger fleet vehicles meet this target.
66. One hundred and sixty-two.
67. Home garaging of official vehicles is standard for executive contract officers and non-contract executive officers who have a vehicle allocation. Home garaging of official vehicles may be granted at the discretion of the chief executive or delegate for:
officers who are senior departmental representatives in a community/town outside of major urban centres; or
where there is no secure departmental parking available for pool vehicles.
68. Positions that have vehicle allocations attached:
69. See Attachment M.
70. Cost of power, water and sewerage for 2009 = $1 162 902.44.
71. Estimated cost for financial year 2009-10 = $1 505 318.
72. Unable to report on programs that are not coordinated by the department as sponsorship funding is released as grants.
NT Training Awards
Government School Leaders Conference
NTBOS Awards
Exit Art
World Skills
Battle of the School Bands
Try a Trade
Asia in Schools Week
Education Week
Smart Schools Awards
World Teachers Day
Youth Business Awards.
73. Value of financial and in-kind support where it can be quantified = $39 472.27.
74. Total advertising budget for 2009-10 = $890 798.
75. See Attachment N.
76.
School Attendance Campaign – to inform parents of their responsibility and raise awareness of compulsory school attendance across the NT.
NT Training Awards – to recognise excellence in apprentices, employers and training providers in the Northern Territory.
Careers Expo – to promote various career options available to Territory students and the wider community.
World Teachers Day – to celebrate teachers, launch awards and acknowledge recipients of Teacher Awards.
Classmate – NT News educational and topical stories which promote literacy and computing skills in the classroom aimed at Year 7 to 9 students.
Families and First Teachers – supporting families to assist their child’s learning in the early years.
Smart Schools Award – launch of awards celebrating and recognising the achievements of government schools.
Remote Teaching Service – to recruit, develop and recognise quality teachers to work in our most challenging remote indigenous schools.
Learn or Earn – inform wider NT community of increase of the compulsory school age to 17 years old.
77.
138. Department of Chief Minister – Output Groups
Mr STYLES to MINISTER for SENIOR TERRITORIANS and YOUNG TERRITORIANS
In relation to your portfolio areas within the Department of the Chief Minister, would you kindly respond to the following questions by output group:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
50. In relation to Indigenous employees, in 2009:
Allowances:
51. In regard to employee entitlements, for 2009:
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
Vehicles:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
The portfolio areas of Senior Territorians and Young Territorians sit with the Department of Health and Families and not with the Department of the Chief Minister.
Neither area is an output group and, therefore, a response to the questions cannot be provided.
139. Department of Chief Minister – Output Groups
Mr STYLES to MINISTER for MULTICULTURAL AFFAIRS
In relation to your portfolio areas within the Department of the Chief Minister, would you kindly respond to the following questions by output group:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
50. In relation to Indigenous employees, in 2009:
Allowances:
51. In regard to employee entitlements, for 2009:
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
See answer to Written Question No 136.
140. Department of Justice – Output Groups
Mr STYLES to MINISTER for RACING, GAMING and LICENSING
In relation to your portfolio areas within the Department of Justice, would you kindly respond to the following questions by output group:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
50. In relation to Indigenous employees, in 2009:
Allowances:
51. In regard to employee entitlements, for 2009:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
1. As at 31 March 2009, there were 14 personnel employed to perform human resources functions within the department.
2. This function is outsourced to the Department of Business and Employment (DBE).
3. See Attachment A.
4. DBE payroll services are charged to agencies on a notional basis. There is no cost differential for position levels. The cost differentials are between commencements, terminations, manually processed (PTR) transactions (that is, payroll officer processing a transaction) and automatically processed pay (PTR) transactions (that is, pay system processing a transaction).
5. DBE’s notional charges are generally determined annually and are not revised for staff transfers unless these are significant (for example, associated with administrative restructures).
6. Human Resources are funded within Corporate Management and do not have a separate budget.
7. Human Resources are funded within Corporate Management and do not have a separate budget. Funding for employee payments, travel, accommodation and training are not held centrally but are considered in the allocations/budgets for each division. Divisions have contributed to a management and leadership development initiative for the whole of the department that is managed centrally. Total budget for this initiative is $484 000 in 2009-10.
8. The management of executive contracts is outsourced to DBE.
9. Three complaints of harassment have been formally investigated. One grievance investigation has been undertaken for alleged bullying.
10. Advertising costs for 2009-10 to 1 April 2010:
International Nil
Local $ 57 326
National $168 518
Production $ 9 934
Grand Total $235 778
11. The attrition rate of staff in Human Resources is 16.66% in a unit of 14 people.
12. There are 14 positions in HR, 12 filled, with six staff on higher duties.
13. For the 2009-10 financial year (as at 31 March 2010), $36 245 was spent on relocation costs.
14. See Attachment B.
15. A total of $76 000 has been budgeted for 2009-10 for relocation and other appointment and termination expenses.
16. In the 2009-10 financial year up to 1 April 2010 $337 000 had been spent on advertising, marketing, displays and marketing consultants. This is the overall expenditure and includes one-off advertising and general marketing activities.
17. See Attachment B.
18. See Attachment C.
19.
20. The rate of turnover of staff in the department in 2009 is 26.17%.
21. There are a variety of employment arrangements, including temporary contracts across the department; therefore, a breakdown by classification is not a valid calculation of staff turnover in the agency.
22. As at 31 March 2010 there are 272 vacant positions as recorded in PIPS for the department. Note: This response needs to be considered in light of Question 24.
23. The average length a permanent position is vacant within the department is 118 days.
24.
(a) and (b).
Sixty-eight recruitment actions have progressed to DBE advertising.
25. There are 338 employees on contracts as at 31 March 2010, excluding casuals. There are 101 staff engaged on an executive contract and 237 staff engaged on other temporary contracts.
26. During 2009-10 financial year (up to 31 March 2010) there have been 26 positions advertised by ‘expression of interest’. Note: data compiled from the agency’s recruitment register and only covers vacancies of less than six months.
27. DBE has provided system data; however, this is only available from 1 July 2009.
Extended x3 21
Extended x4 4
Extended x5 4
Extended x6 2
28. Public Sector Instrument 15 allows the CEO to renew on more than one occasion all classifications of employees in accordance with section 34(5) of the Public Sector Employment and Management Act (PSEMA) and subject to specified conditions. This reduces the requirement to seek permission from the commissioner to extend a contract beyond a third extension. No requests have been submitted to the commissioner on the basis of a third contract extension.
29. Nil requests.
30. Designation Average Days
31. Recruitment actioned during the period 1 July 2009 and 31 March 2010.
32. See Attachment D.
33. See Attachment E.
34. No additional training has been identified for the placement of our current unattached officers. Training options are considered as part of the support for placement of officers who become unattached.
35. Four unattached officers have been successfully placed in nominal positions between 1 July 2009 and 31 March 2010.
36. Five unattached officers have resigned between 1 July 2009 and 31 March 2010.
37. The average cost to recruit to a vacant position is $1167 based on 233 recruitment activities. Note: figure based on cost of advertising and relocation expenses.
38. Average cost per employee is approximately $1259 (based on 1209 staff).
39. See Attachment F.
40. Recreation leave is managed in accordance with the Northern Territory Public Sector 2008-2010 Union Collective Agreement (UCA) provisions as follows:
41. A total of 242 employees have more than 60 days recreation leave carried over. The cost of the excess leave is $1 993 572.
42.
43.
44. A total of 47 people received workers compensation for the 2009-10 financial year (up to 31 March 2010).
45. See Attachment I.
46. See Attachment J.
47. NT Treasury will be providing further information to answer this question on a whole of government basis considering sufficient disaggregated information is not available at a department level to answer the question.
48.
49.
50.
51.
52. One hundred and thirty-eight (138) departmental staff have been issued with a corporate credit card as at 31 March 2010.
53. The DoJ Corporate Credit Card Policy states that there is to be no personal use of corporate credit cards. There are no outstanding transactions for personal items/services.
54. There have been two Northern Territory Correctional Services (NTCS) investigations relating to inappropriate use of computers in accordance with the NTCS Code of Conduct. As a result, two NTCS employees were cautioned.
55. There have been two NTCS investigations relating to inappropriate use of computers in accordance with the NTCS Code of Conduct. As a result, two NTCS employees were cautioned.
56. Insurance expense for the 2009-10 financial year (as at 31 March 2010) is $1.061m:
motor vehicles – includes NT Fleet and DoJ recoverable accident data - $60 000.
57. No areas were commercially insured as at 31 March 2010.
58. 901.6 tonnes (DoJ Fleet).
59. 859.6 tonnes (DoJ Fleet).
60.
The department has employed a consultant from Environ who is currently developing an Environmental Management System (EMS) for the department. The EMS consultancy commenced on 7 December 2009.
The DoJ Green Fleet Policy directs departmental vehicles used for operational purposes be selected from the range of vehicles with the lowest greenhouse emissions available at the time of supply.
DoJ participates in Earth Hour.
The Solicitor for the Northern Territory division (SFNT) has an active green team known as 'Green Justice' committed to implementing better environmental practices. The Green Justice team participated in the 2010 Clean Up Australia Day, Recycling Week and Plant a Tree Day.
DoJ is in the process of implementing a number of videoconferencing systems across its facilities in an endeavour to reduce the requirements for travel and, thereby, reduce greenhouse emissions.
DoJ is planning to undertake a project to improve the energy efficiency of lighting within the Magistrates Court.
61.
10% under Energy Smart Building Policy.
62. Lease costs:
Fuel costs:
63.
229 (light vehicles only).
64. Eighteen.
65. 78%.
66. One hundred and thirty-eight.
67. Executive contract officers entitled to home garage vehicles. Pool vehicles should be garaged in secure parking compounds or areas where approval has been provided to home garage (executive director approval required for short- to long-term home garaging).
68. Judicial Officers (CSIO).
69. See Attachment M.
70. $2 574 939.
71. Total projected cost for 2010 (2009-10 financial year) is $2 758 350. This amount is based on actual data to 31 March 2010 and extrapolated to 30 June 2010 on current trend.
72. See Attachment N.
73. See Attachment N.
74. The full year estimate for 2009-10 is $564 000.
75. Year-to-date expenditure as at 31 March 2010 is $197 000 noting this figure also includes advertising in magazines, online, and outdoor banners/signage.
Newspaper advertising - $63 271
Radio advertising - $23 628.45
Television advertising - $30 102.02.
76. The Moves campaign, Grog Running campaign, OCPID profile raising campaign, regional campaign for workplace safety, vendor disclosure legislation changes, Community Benefit Fund grants advertising, OHS legislation changes, Safe Work Week Australia, general liquor restrictions notifications and signage.
77. Consultancies has been interpreted to mean advertising consultancies as recorded under the Corporate Communications standard classification.
141. Department of Resources – Output Groups
Mr WESTRA van HOLTHE to MINISTER for PRIMARY INDUSTRY, FISHERIES and RESOURCES
In relation to your portfolio areas within the Department of Resources, would you kindly respond to the following questions by output group in the department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
50. In relation to Indigenous employees, in 2009:
Allowances:
51. In regard to employee entitlements, for 2009:
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
Vehicles:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
1. There are seven employees within the Human Resources (HR) function within the Department of Resources (DoR) as outlined below:
1 x EO1C Director HR
2 x AO8 Senior HR Consultants
1 x AO6 HR Advisor
3 x AO5 HR Advisor*
1 x AO3 HR Support Officer
2. Whole-of-government payroll services are provided by the Department of Business and Employment (DBE).
3. There have not been any instances where DoR has made errors in respect to payments or allowances as the payroll function lies solely with DBE.
4. Payroll services are charged on a notional basis. There is no cost differential for position levels. The cost differentials are between commencements, terminations, manually processed transactions (PTRs) (that is, payroll officer processing a transaction) and automatically processed pay transactions (that is, pay system processing a transaction).
For details, see Attachment A.
5. Costs are agreed between agency managers on a case-by-case basis. Generally, the recruiting agency covers relocation costs. With regard to transfers, dates are agreed between agencies and DBE Payroll is notified of the date of action.
6. The budget for the HR functional areas of DoR is $719 000.
7. The breakdown of the HR budget is below:
9. In the 2009-10 financial year to 31 March 2010, two complaints of workplace bullying and harassment were lodged.
10. For details, see Attachment A.
11. The staff in the HR unit has remained constant with all positions being nominally and actually filled for the entire year.
12. All positions within the HR unit are permanently filled. However, one staff member is currently on maternity leave with the position being backfilled to cover the absence.
13. In the 2009-10 financial year to 31 March 2010, relocation costs for DoR was a total of $23 335.80.
14. Relocation costs per business unit is noted below:
15. Relocation and other appointment and termination expenses are ad hoc payments and sporadic in nature.
16. Public notification advertising expenditure, relating mainly to the Primary Industry Agribusiness Strategy and Hendra Virus Livestock Restrictions; Fisheries Mud Crab Management Plan and Recreational Fishing Possession Limits; Northern Territory Geothermal Energy Act; mining and native title statutory obligations; and Gazettal notices. 1 January 2009 to 31 March 2010 - $340 552.
17. Public notification advertising expenditure from 1 January 2009 to 31 March 2010 relating mainly to the Primary Industry Agribusiness Strategy and Hendra Virus Livestock Restrictions; Fisheries Mud Crab Management Plan and Recreational Fishing Possession Limits; Northern Territory Geothermal Energy Act; mining and native title statutory obligations; and Gazettal notices.
18. See Attachment B.
19. Of these positions, 304 permanent staff work in their nominal positions; 83 permanent staff are on temporary transfers or are not held against a nominal position. There are currently 24.6 executive contract officers and 95 temporary staff who are on employment contracts or are casuals, apprentices or graduates.
20. The rate of turnover of staff in the 2009-10 financial year was 27.98%.
21. See Attachment C.
22. A vacancy is considered to occur when job requirements have been reviewed, funding is available and an approval to fill is granted. In the 2009-10 financial year up to 31 March 2010, 82 vacant positions existed within DoR.
23. Of the 82 vacant positions, 34 were permanent, and were vacant for an average of 61.65 days.
24.
25. There are currently 24.6 executive contract officers and 95 staff employed on a temporary contract.
26. During the above period, 71 positions were advertised by ‘expression of interest’.
27. See Attachment D.
28.Public Sector Instrument 15 allows the CEO to renew, on more than one occasion, all classifications of employees in accordance with section 34(5) of the Public Sector Employment and Management Act (PSEMA) and subject to specified conditions. This reduces the requirement to seek permission from the commissioner to extend a contract beyond a third extension. No requests have been submitted to the commissioner on the basis of a third contract extension.
29. Not applicable for this reporting period.
30. See Attachment D.
31. During this period, 63 positions were filled. They are broken down as follows:
Externally Recruited: 15
NTG Employee 34
Not Declared 14
Total 63
32. In the 2009-10 financial year to 31 March 2010, 26 positions were reclassified. The levels of these positions are as follows:
See Attachment E for details.
34. In the 2009-10 financial year to 31 March 2010, $3042 was spent on various training courses providing training, and skilling unattached employees.
35. In the 2009-10 financial year to 31 March 2010, one unattached officer secured employment within the private sector.
36. In the 2009-10 financial year to 31 March 2010, one unattached officer resigned.
37. The average cost of recruiting staff to DoR is $1269 per position.
38. In the 2009-10 financial year to 31 March 2010, $787.69 was allocated on average to each staff member for training and development, with a total training and study expenses budget being $371 000. DoR has an Organisational Development budget for Corporate Training initiatives to the value of $549 000. The Apprentice/Graduate Program and Indigenous Cadetships are included in this initiative. In addition to formal training, there is informal mentoring and on-the-job training provided across the agency.
39. See Attachment F.
40. Recreation leave is managed in accordance with the NTPS 2008–2010 Union Collective Agreement.
41. Not applicable. Recreation leave is managed in accordance with the NTPS 2008–2010 Union Collective Agreement.
42.
43.
44. See Attachment H.
45. See Attachment I.
46. See Attachment J.
47. See Attachment K.
48. As at 31 March 2010, 80 employees were eligible for a return flight to Adelaide every two years. The levels of these employees are as follows:
50. (a) to (i).
51. In relation to employee entitlements for 2009:
52. There were 179 corporate credit cards (CCC) issued to DoR officers as at 31 March 2010.
53. There were no outstanding transactions relating to the use of CCCs to pay for personal items and services as at 31 March 2010.
54. There were no reports of the improper use of Information Technology (IT) during the period 1 July 2009 to 31 March 2010.
55. No formal disciplinary action was necessary, as there was no reported improper use of IT during the above period.
56. From 1 July 2009 to 31 March 2010, $3743.39 was spent on insurance expenses made up of:
Worker and employee insurances Nil
Physical plant and equipment
insurances Nil
Other insurances $3743.39.
57. All areas of DoR are self-insured except for the following commercial policies:
58. The NTG has committed to become carbon neutral by 2018 under the Northern Territory Climate Change Policy. Under this target, whole-of-government systems to account for greenhouse gas emissions according to recognised international greenhouse accounting standards will be progressively rolled out over the next eight years for government processes.
59. In 2007-08, DoR’s preliminarybuilding energy consumption was 18 114 gigajoules corresponding to 3716 tonnes of greenhouse gas emissions. In 2008-09, DoR’s preliminarybuilding energy consumption was 18 282 gigajoules corresponding to 3920 tonnes of greenhouse gas emissions. However, compared to the 2004-05 base year of 21 130 gigajoules and 4255 tonnes of greenhouse gas emissions, it represented a 13.5% and 7.9% reduction respectively.
60. DoR has initiated a number of strategies to reduce its carbon emissions during 2008-09 including:
Downsizing of the No 1 (main) generator at Daly to work in synergy with the new electrical switchboard that was replaced in 2009-10.
Ongoing replacement of room air-conditioners with contemporary inverter split system air-conditioners.
Ongoing housekeeping and education.
61.
62. DoR’s expenditure on vehicles covering the period 1 July 2009 to 31 March 2010 totalled $1 777 738 (GST exclusive).
63. DoR is responsible for 129 light commercial and passenger vehicles and 19 heavy vehicles, plant and equipment as at 31 March 2010.
64. As at 31 March 2010, the number of vehicles in DoR had reduced by 21 over the previous year.
65. As at 31 March 2010, 67% of DoR’s vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide. This measure is only applied to the 129 light commercial and passenger vehicles as no base data is available from the Green Vehicle Guide for DoR’s19 heavy vehicles.
66. The number of DoR Fleet vehicles which have approval for home garaging, subject to an annual review, is 26. This excludes 22 executive contract officer (ECO) vehicles that are home garaged as part of the executive contract.
67. Home garaging is covered under DoR’s Vehicle Management Policy and Procedures (VMPP). The VMPP provides that ’Home garaging will be considered where it can be demonstrated the position (not staff member) can justify improved operational effectiveness to meet core business activities’. Only the chief executive (CE) can approve permanent home garaging which is reviewed annually on 31 March to coincide with the Fringe Benefits Tax year.
68. Fleet vehicles approved for home garaging are not linked to any specific position levels, but rather are attached to positions on a case-by-case basis subject to an annual review and approval by the CE as outlined in Questions 66 and 67.
69. See Attachment M.
70. For the period 1 July 2009 to 31 March 2010, DoR’s cost of power was $642 324 and water was $31 408.
71. Power cost for the financial year commencing 1 July 2010 is expected to increase by 5% as per the announcement made by the Treasurer in April 2009. Against this increase will be some cost reductions attributable to the agency implementing energy saving initiatives identified through building audits and funded through Works Programming appropriations, combined with an ongoing education program, and reminders to turn off lights and equipment at the end of the day.
72. Answer incorporated with Question 73.
73. Note: all amounts are GST inclusive.
2. Sponsorship – Charles Darwin University Best 2nd Year Geographic Information Systems (GIS) Student Award for $250 paid in May 2009. DoR will be supporting the award again in 2010.
3. Northern Territory Institute of Public Administration Australian $1100.
4. Minerals Council NT Annual Dinner $3025.
5. Science Schools Foundation $1050.
6. Royal Agricultural Society Northern Territory Incorporated (Darwin Show) 2009. Approved financial sponsorship of $3080 to support the ’Export Cattle’ and ‘Junior Judging’ events. The same amount will be paid for 2010.
7. Northern Territory Cattlemen’s Association (NTCA) Annual Conference 2009 and 2010. Financial sponsorship of $5500 per conference. It is anticipated that the same level of sponsorship will be provided in 2011.
8. Centralian Beef Breeders Association. Approved financial sponsorship of $1100 paid January 2010 to support the purchase of trophies for various cattle events at the Alice Springs Show July 2010. Sponsorship for 2011 may be considered subject to applications received and available funds.
9. Australian Bureau of Agricultural and Resource Economics (ABARE) Regional Outlook Conference held in October each year $1100 paid in 2009 for conference participant.
10. Primary Industries Business Information day held 19 March 2010 in Katherine. Estimated in-kind salary and on-costs approximately $30 000 and actual operational costs $6000. Another information day will be held in 2011.
11. Primary Industries also has a display at all the annual Northern Territory Shows.
12. Australian Mango Industry Association (AMIA) sponsorship for the 7th Australian Mango Conference held in Cairns, May 2009. Financial sponsorship of $4000.
13. NTCA ‘Calves in the School program’ excursion for Alawa Primary School children to Douglas Daly Research Farm. Financial sponsorship of $1000. Sponsorship may be provided in 2011 if the program continues.
14. Approved support to the Australian Entomological Society’s 40th Annual General Meeting and Scientific Conference 25 to 28 September 2009, in-kind support from Entomologists approximately $2500.
16. Top End Fishing Festival $2000.
17. Women in Agriculture $1100.
Approved support to the AMIA Conference May 2011. In-kind support of 0.4FTE (approximately $40 000) from Plant Industries Division staff.
Possible sponsorship of the 2011 Northern Australian Beef Update Conference to be held in Darwin, August 2011. Level of sponsorship yet to be determined.
Possible sponsorship to the Freds Pass Show to support the ‘Rural Young Achiever’ event.
Possible sponsorship to the Royal Agricultural Society Northern Territory Inc (Darwin Show) Export Cattle’ and ‘Junior Judging’ events.
Possible sponsorship to the ABARE Regional Outlook Conference held October each year, alternates between regional centres.
Approved support to the National Termite Diagnostic Training Workshop (November 2010) funded by the Commonwealth Department of Agriculture, Fisheries and Forestry, but with in-kind support of approximately two weeks of entomologists’ time to organise and run the workshop, approximately $7600.
74. Public notification advertising budget, relating mainly to DoR’s statutory obligations and Gazettal notices. 2009-10 Budget - $141 950.
75. See Attachment M.
76. See Attachment N.
77. See Attachment N.
142. Department of Housing, Local Government and Regional Services – Output Groups
Mr WESTRA van HOLTHE to MINISTER for LOCAL GOVERNMENT
In relation to your portfolio areas within the Department of Housing, Local Government and Regional Services, would you kindly respond to the following questions by output group in each department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
50. In relation to Indigenous employees, in 2009:
Allowances:
51. In regard to employee entitlements, for 2009:
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
Vehicles:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
This question requires a whole-of-agency response and will be addressed by minister Chris Burns as the Senior Minister for the Department of Housing, Local Government and Regional Services within his answer to Written Question 127.
143. Department of Health – Output Groups
Mr CONLAN to MINISTER for HEALTH
In relation to your portfolio areas within the Department of Health, would you kindly respond to the following questions by output group in the department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
50. In relation to Indigenous employees, in 2009:
Allowances:
51. In regard to employee entitlements, for 2009:
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
Vehicles:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
1. There are 15 HR consultants as follows:
Executive Officer x 1;
Administrative Officer level 8 x 1;
Administrative Officer level 7 x 4;
Administrative Officer level 6 x 8; and
Administrative Officer level 4 x 1.
2. None, whole-of-government payroll services are provided by the Department of Business and Employment.
3. Two hundred and forty-eight instances. Some errors are due to information being provided by employees, the employers and/or the service providers that is not timely and/or is incorrect.
4. In 2009-10 (as at 31 March 2010) the notional charges to the department was $5 880 705.98.
5. Costs are agreed between agency managers on a case-by-case basis. Generally, the recruiting agency covers relocation costs. With regard to transfers, dates are agreed between the agencies, and the Department of Business and Employment payroll is notified of date of action.
6. $1 286 000 (personnel).
$ 155 300 (operational).
7. In 2009-10 (as at 31 March 2010) $25 908 was expended on training and development for the HR functional unit.
8. Yes, whole-of-government payroll services manages non-executive, and contract executive.
9. Twenty-seven.
10. In 2009-10 (as at 1/4/2010) publishing costs for international, local, national publications and advertisement production costs totalled $2 118 146.
See Attachment A.
11. In the last two years, one AO7 has moved permanently elsewhere within the department and one AO4 has resigned.
12. See Attachment A.
13. In 2009-10 (as at 30 April 2010), a total of $2 725 574.69 was spent on relocation (includes recruitment airfares, removal and storage, relocation allowance, criminal history checks).
14. See answer above.
15. No specific amount is allocated for relocation costs; however, work units budget for relocation as part of their normal operational budget.
16. A total of $661 629 has been spent in 2009-10 (to 1 April 2010) on advertising and marketing programs (excludes tender and recruitment advertising).
17. See Attachment B.
18. See Attachment C.
19. See Attachment D.
20. 40.68%.
21. See Attachment E.
22. ‘Establishment’ is a traditional method of aligning positions, structures, and budgets. Operational staff in hospitals, for example, are not held against a position so to allow for full deployment flexibility to meet changing clients need. This explains why some staff are not held against a nominal position.
23. ‘Establishment’ is a traditional method of aligning positions, structures, and budgets. Operational staff in hospitals, for example, are not held against a position so to allow for full deployment flexibility to meet changing clients need. This explains why some staff are not held against a nominal position.
24.
(a) and (b)
In 2009-10 (as at 31 March 2010), 720 vacancies were advertised.
As at 31 March 2010, 90 vacancies were pending recruitment action.
Recruitment activities undertaken in 2009-10 include:
Medical Officers:
Advertisement for all hospitals in The Weekend Australian (June 2009);
Advertisement for Rural Medical Practitioners in The Weekend Australian, NT News, Centralian Advocate; medical journals and relevant websites (July 2009);
DHF ‘Medical Officers Opportunities’ website developed in June 2009 has been updated for 2011 Junior Medical Officer Recruitment campaign. All JMO applications are directed to this website;
In 2010, Royal Darwin Hospital had a 70% retention rate of 1st year medical officers.
Nursing:
In November 2009, advertisements for remote area nurses and midwives were placed in The Weekend Australian, NT News, Centralian Advocate; and Nursing Careers websites;
These campaigns are in addition to normal recruitment efforts by the five hospitals; and Remote, Community Health and Mental Health services;
As at May 2010, the new Nursing and Midwifery website launched in November 2009, has received 5514 visits;
From April 2009 to April 2010, 918 nurses were recruited across Acute Care, Health and Wellbeing; and Public Health Services.
In addition, NT Families and Children advertised for remote child protection professionals in The Weekend Australian, Brisbane Courier, Koori Mal, Katherine Times and relevant websites in August and September 2009; January and March 2010.
25. In 2009-10 (as at 31 March 2010), a total of 3385 people were employed on a temporary contract. This number represents ‘Head Count’ and includes part-time, staff on temporary employment contracts, casuals, board members, executive contractors, apprentices and graduates.
26. Four hundred and seventy-seven.
27. During the period 1 January 2008 to 1 April 2010, a total of 1427 temporary contracts were extended.
Extended once 1087
Extended twice 266
Extended x 3 59
Extended x 4 11
Extended x 5 2
Extended x 6 1
Extended x 7 1
# Contracts affected 1427
Total No of Contract
extensions processed 1863
28. Public Sector Instrument 15 allows the CEO to renew on more than one occasion all classifications of employees in accordance with section 34(5) of the Public Sector Employment and Management Act (PSEMA) and subject to specified conditions. This reduces the requirement to seek permission from the commissioner to extend a contract beyond the third extension.
29. Not applicable.
30. Time is based on number of working days between the advertising of a position, and the gazetting of the successful applicant on the NT Employment Opportunities website.
See Attachment F.
31. The reporting source is based on a voluntary declaration by the applicant when applying for a job. Information is collected in advertised recruitment actions for permanent and temporary staff, not including Expression of Interest recruitment. This report represents recruitment actioned during the period of 1 July 2009 to 31 March 2010.
Not Declared 234
Total 667
32. See Attachment G.
33. In 2009-10 (as at 31 March 2010), the department had a total of 1507 unattached employees.
34. Data is unable to be separated for ‘unattached’ employees.
35. ‘Establishment’ is a traditional method of aligning positions, structures, and budgets. Operational staff in hospitals, for example, are not held against a position so to allow for full deployment flexibility to meet changing clients need. This explains why some staff are not held against a nominal position.
36. In 2009 (as at 31 December 2009), a total of 376 unattached employees separated from the department.
37. The recruitment of staff includes direct and indirect costs and this data is not currently collected.
38. $600 is allocated per person, this excludes Professional Development Allowance.
39. See Attachment H.
40. Recreation leave is managed in accordance with the Northern Territory Public Sector 2008-2010 Union Collective Agreement.
41. Not applicable. Please refer to Union Collective Agreement.
42.
43.
(a)
Rec leave accrued decimal days -
1926.8.
(b)
Classification description and rec accrued in days -
Exec Off 1 Cntr 56.9
Exec Off 2 Cntr 116.5
Exec Off 3 Cntr 34.3
Exec Off 4 Cntr 72.6
(d)
Classification description and sick leave days taken -
EO1 - Executive Contract 47.86
EO2 - Executive Contract 54.05
EO3 - Executive Contract 11.00
EO4 - Executive Contract 3.84
44. See Attachment K.
45. As at 31 March 2010, a total of 104 people were on workers compensation.
46. As at 31 March 3010, a total of 360 people were on sick leave or extended leave (excluding recreation leave), longer than three weeks.
47.
Yes, the department has 118 staff (as at 31 March 2010) under the old Commonwealth Superannuation Scheme.
With regards to the CSS liability, NT Treasury will be providing an answer to this component of the question on a whole-of-government basis.
The optimal retirement age is 54 yrs and 11 months.
48. As at 31 March 2010, there are 347 staff who receive airfare entitlements.
49.
(a)
NTPS Apprenticeship Program (13).
Graduate Nurse Program (97) – 88 Registered Nurse (Bachelor of Nursing); nine Enrolled Nurse (Certificate IV).
(b)
(c)
Nil under the NTPS Apprenticeship Program, as reporting period is within the 1st year of service.
(d)
Nil in terms of the NTPS Apprenticeship Program. Casual (6.1 months) and temporary (3.3 months).
50.
See Attachment L.
51.
52. Two hundred and forty-eight.
53. Zero items outstanding for personal items purchased on corporate credit cards.
54. Three.
55. Two.
56. $109 918.37.
57. The department has a policy of ‘self-insurance’ for all risks with the exception of public liability insurance relating to the foster carers, for which an exemption from the Treasurer has been granted as per Treasurer’s Direction R2.1.5.10. In addition, the department has provided reimbursement to medical professionals where they have been contracted to provide services on behalf of the department. In some cases, these reimbursements have included an element of professional indemnity expense that the doctors have incurred.
58. In 2008-09, the Department of Health and Families preliminary building energy consumption was 296 113 gigajoules corresponding to 50 267 tonnes of greenhouse gas emissions.
59. In 2007-08, the Department of Health and Families preliminary building energy consumption was 293 100 gigajoules corresponding to 47 333 tonnes of greenhouse gas emissions.
60. The Department of Health and Families initiated a number of strategies to reduce its carbon emissions during 2008-09 including:
A $1.1m replacement of two small Royal Darwin Hospital air-conditioning chillers with frictionless, magnetic bearing chillers.
Cogeneration scoping studies for Royal Darwin Hospital and Alice Springs Hospital.
Cogeneration at Alice Springs Hospital.
Switching the RDH boilers from diesel to LPG.
A $405 000 upgrade of 3500 RDH light fittings.
61.
(a) and (b)
62. $10 283 000 (as at 31 December 2009).
Lease payments $ 6 889
Short-term hire $ 304
Private car rental $ 108
Fuel, repairs and
maintenance, other $ 2 982
Total $10 283
63. As at 31 March 2010, the department had 583 vehicles.
64. Additional 23 vehicles.
65. 76% of passenger vehicles.
66. One hundred and twelve vehicles.
67. Refer to departmental policy.
68. Refer to departmental policy.
69. See Attachment N.
70. In 2009-10 (as at 30 April 2010), the total cost of power and water consumption was $10 747 054. This is a saving of $453 130 compared to 2008-09 expenditure of $11 200.184.
2009-10 (as at 30 April 2010):
Power consumption total cost $9 783 957
Water and Sewerage
Consumption $ 963 097
71. Projected cost for power and water in 2010-11 is $11 069 465.
72. 1 January 2009 to 1 April 2010:
73. $60 136.
74. $700 000.
75. $661 629 (excludes tender and recruitment advertising).
76. Advertising Campaign:
144. Department of Natural Resources, Environment, the Arts and Sport – Output Groups
Mr CHANDLER to MINISTER for NATURAL RESOURCES, ENVIRONMENT and HERITAGE and MINISTER for PARKS and WILDLIFE
In relation to your portfolio areas within the Department of Natural Resources, Environment, the Arts and Sport, would you kindly respond to the following questions by output group in each department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
50. In relation to Indigenous employees, in 2009:
Allowances:
51. In regard to employee entitlements, for 2009:
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
Vehicles:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
1. The Department of Natural Resources, Environment the Arts and Sport Human Resources work unit consists of 12.1 FTEs. The position levels are:
1 x EO1C – Director HR Services
1 x AO8 – Strategic Workforce Project Officer
2 x AO7 – Senior HR Consultant
3.1 x AO6 – HR Consultant (1 based in Alice Springs)
1 x AO5 – Early Careers Coordinator
1 x AO5 – HR Officer
1 x AO4 – HR Support Officer
1 x AO4 – Graduate
1 x AO3 – Administrative Assistant
2. No NRETAS HR service staff are employed to perform or assist with the payroll function of the department. Whole-of-government payroll services are provided by Department of Business and Employment (DBE).
3. Processing payments and allowances is a function of DBE. DBE has advised that overpayments recorded for the department for 2009-10 (to 1 April) was $59 230, with $16 919 already recovered.
4. DBE payroll services are charged to agencies on a notional basis. There is no cost differential for position levels. A notional charge of $676 060 is issued to NRETAS for 2009-10 (to 1 April 2010).
5. Costs between departments in relation to payroll, including transfers and relocating staff, are agreed between agency managers on a case-by-case basis. Generally, the recruiting agency covers relocation costs. With regard to transfer dates, these are agreed between the agencies and DBE payroll is notified of the date of action.
6. The budget of the Human Resources functional area in 2009-10 is $1.804m.
7. The breakdown of the Human Resources budget relating to employee payments and operational expenses is:
employee payments - $1.195m.
operational - $0.609m.
8. DBE’s whole-of-government payroll services manages executive and non-executive contract officers.
9. Four formal complaints of bullying and harassment were made to the department’s HR Services Unit during 2009-10 (to 31 March).
10% of those surveyed have used the organisation’s grievance or dispute process. As this includes formal and informal approaches, some of the above figures could have been dealt with informally.
10. See Attachment A.
11. In the period of 1 July 2009 to 1 April 2010, the HR services team had one AO2 Administrative Assistant resign to move interstate and one AO3 Personal Assistant transfer to another department. This equates to an attrition rate of 16.5%.
12. The NRETAS HR services work unit’s current state of employment is:
13. $51 000 in 2009-10 to 31 March 2010.
14. See Attachment A.
15. NRETAS does not allocate budget for relocation and other appointment and termination expenses. Payment of expenses are requested from managers and approved on a case-by-case basis.
16. The total spend for advertising and marketing in 2009-10 (to March 31) was $0.832m.
17. There were 25 major advertising programs in 2009-10 (to 31 March) totalling $644 018.
18. See Attachment D.
19. As at 1 April 2010, the department (NRETAS and TWP) had 501 staff who were substantively filling positions and 493 staff who were either acting in positions or on temporary appointment. Note, these are individuals, not FTEs.
20. The turnover rate of staff in the department (NRETAS and TWP) was 28.11%.
21. See Attachment E.
22. The department has a total of 219 vacant positions listed in PIPs; however, the assessment of positions within the agency against those recorded in PIPs has not been completed. It is expected that a large number of these positions will be deleted as the number has been impacted as a result of NRETAS evolution from other agencies over a number of years.
23. Before a vacant position is advertised, delegated officers evaluate funding availability and priorities of the business unit. Once the need to fill has been established, the department’s positions are filled in approximately 60 days. There are exceptions, such as positions that need to be redesigned, are difficult to recruit to, or have external funding requirements that can extend the time a position is vacant beyond the average.
24.
25. As at 1 April 2010, the NRETAS had a total of 224 staff employed on temporary contract.
26. In the period 1 January 2008 to 1 April 2010, NRETAS advertised a total of 129 positions as ‘expression of interest’ (that is, short-term temporary vacancies or development opportunities).
27. See Attachment F.
28. The department has not sought the commissioner’s permission to extend contracts during 2009-10 (to 31 March).
29. The department has not sought the commissioner’s permission to extend contracts during 2009-10 (to 31 March).
30. See Attachment F.
31. The following data represents the number of recruitment actions by the department that have been filled by either existing public servants or from the general public. The reporting source is based on a voluntary declaration by the applicant when making an application for a position. Information is collected in advertised recruitment actions for permanent and temporary staff, not including Expression of Interest. The totals represent recruitment actioned during the period 1 July 2009 to 31 March 2010.
External Recruit 45
NTG Employee 61
Not Declared 48
Total 154
32. In 2009-10 (to 31 March), the department assessed the following numbers of positions through the Job Evaluation System (JES):
33. As at 31 March 2010, the department had a total of 95 unattached employees. Their levels are:
34. In 2008-09, the department spent a total of $1.127m on training and skilling employees. The data available is not able to separate training specifically allocated to unattached officers.
35. In 2009-10 (to 31 March) 21 unattached employees successfully gained nominal positions within the department or gained employment in another department.
36. There has been a total of 46 staff submit their resignation from NRETAS in 2009-10 (to 31 March).
37. The average cost of recruiting staff in 2009-10 is $1141 per position advertised.
38. In 2008-09, the department spent a total of $1.127m on training and skilling employees, equating to approximately $1400 per person.
39. See Attachment G.
40. The agency is guided by the Union Collective Agreement 2008-2010 and relevant By-laws of the Public Sector Employment and Management Act on the carryover of leave.
41. Not applicable. Please refer to the collective agreement.
42.
43.
44. See Attachment I.
45. On 24 May 2010, three employees (two at the T1 level and one at the AO5 level) are currently on workers compensation with an expected graded return to work.
46. As at 31 March 2010, 69 employees of the agency (NRETAS and TWP) were on extended leave for a period of longer than three weeks, excluding recreation leave. Data is not available to count the total number of employees on extended leave for the 2009 period.
See Attachment J for details.
47. NT Treasury will be providing information on the Commonwealth Superannuation scheme question on a whole-of-government basis considering sufficient disaggregated information is not available at an agency level to answer the question.
48. One hundred and three employees of the agency (NRETAS and TWP) are eligible for a return flight to Adelaide every two years. The breakdown of classifications is as follows:
49.
50.
51.
52. The agency had 364 corporate credit cards (CCC) as at 1 May 2010.
53. No personal items are purchased on corporate credit cards so no amounts are outstanding.
54. One report in 2009-10.
55. None.
56. The cost of insurance premiums for 2009-10 year (to 31 March) is $8491 (2008-09 $32 187). This includes transit insurance for art works $4086, overseas travel insurance $3722, and personal accident insurance for volunteers $683.
57. Generally, the whole-of-government is self-insured. Where commercial insurance was taken out in 2009-10 the provider was Marsh.
58. Building energy consumption data for 2009-10 is not currently available across government. NRETAS motor vehicle carbon emissions are down 10% over this time last year at 1159 tonnes to 31 March 2010.
59. In 2007-08, the Department of Natural Resources, Environment, the Arts and Sport (incorporating Territory Wildlife Parks) preliminary building energy consumption was 52 904 gigajoules corresponding to 10 225 tonnes of greenhouse gas emissions.
60. Strategies to reduce energy use in buildings.
The trial reduced the lighting energy consumption in the Cyclone Tracy Exhibit by 40%.
$65 380 funding approved through the government Energy Efficiency Program for implementation in 2010.
Museum chillers:
$1.3m for a new generator building/container and generator set.
The new plant room extensions are complete.
The new generator has been installed and commissioned.
The chillers have been located in the new extensions.
The old chillers will remain in situ until the new chillers have been commissioned and proved their reliability. The pipework and valving has been designed to quickly revert to the old chiller should a failure render both new chillers inoperable.
The new chillers are variable speed with magnetic bearings and we expect a reduction in the chiller operating cost of between 10% to 20%.
Araluen Arts Centre solar air-conditioning:
Project planning and design has been completed and currently waiting on the Australian government funding announcement to progress to the building stage.
Remote Ranger Stations Smart Meter Installation:
$132 700 funding through the government Energy Efficiency Program to install smart meters on all remote ranger stations.
Motor Vehicles:
The agency is actively
selecting more fuel efficient vehicles;
considering SUVs as an alternative to medium 4x4s which in turn should be considered as an alternative to heavy duty 4x4s;
selecting diesel motors rather than petrol when selecting vehicles in the light commercial categories, as generally they produce less greenhouse gas emissions;
replacing as a priority those vehicles with greenhouse ratings lower than Greening the Fleet Strategy requirements; and
implementing use of the online Vehicle Booking System across the agency to increase pooling opportunities.
NRETAS has installed videoconferencing equipment in major regional centres to reduce the need for air travel within the agency. This equipment is also utilised by other agencies when required.
Automatic locking of computers to screen saver after 15 minutes of idle time.
Redeveloped NRETAS maps to a more user friendly map systems, thereby reducing the printing of large scale maps by up to 90%.
Force through Group ICT Policies the use of double-sided, black printing as the default setting for print jobs.
Mandate the use of 100% recycled paper for all printing devices.
Implement printer cartridge recovery and re-use strategy to reduce landfill, conserve valuable natural resources and minimise the carbon footprint of new cartridge manufacture.
NRETAS invests heavily in an Electronic Document Management System for management of government records leading towards a paperless office.
Consolidate servers in multi-storeyed buildings and reduce the number of server rooms required and the minimisation of air-conditioning and power consumption.
Travel:
In 2008-09, carbon offset and airline emissions procedures were introduced. Staff are required to offset their travel emissions when booking flights.
The agency has initiated an automatic carbon offsite option for flight bookings in the government travel system (TRIPS).
Green Group members and other agency staff participated in and promoted Earth Hour, Ride to Work Day and held a Green Morning Tea.
Representatives also attended regular meetings on the Sustainable Workplace Initiatives.
Dedicated Sustainability Officer:
The agency is committed to reducing carbon emissions and, in May 2010, the Executive Leadership Group endorsed the reallocation of funds within the agency to recruit a dedicated sustainability officer in 2010-11.
61.
62. In 2009-10 (to 31 March), leasing costs for vehicles (excluding trailers and heavy machinery) was $2.797m.
63. Currently, the department is responsible for 262 vehicles (excluding trailers/quads/heavy machinery).
64. The fleet has reduced by seven vehicles from 2008-09 to 2009-10.
65. Eighty-three vehicles (32% of the fleet) have a green rating of 5.5 or higher. As vehicle leases expire the department is moving to replace vehicles with a rating lower than 3.5.
66. As at 31 March 2010, a total of 45 vehicles are home garaged.
67. Home garaging is available where there is a requirement to conduct departmental activities outside normal working hours and CE approval has been granted. All home-garaged vehicles must be made available for official use by agency officers during normal working hours. Except for vehicles issued to executive contract officers, fleet vehicles are not to be used for private purposes. The custodian of a home-garaged vehicle is to return the vehicle to the workplace when he/she is on recreation leave, sick leave, or long service leave for longer than two days duration. Officers have a responsibility to ensure that the vehicle is secured at all times, and kept in a clean condition inside and out. Appropriate records must be kept for FBT purposes; for example, tax compliant logbooks and quarterly odometer reading forms.
68. Executive contract officers are entitled to home garage vehicles. Vehicles attached to any position level which are not executive contract officer level may be home garaged if authorised by the CE.
69.
70. $2.8 m.
71. $3.2m.
72. Refer to Question 73.
73. Government sponsorship is defined as ‘the provision of funds or in-kind services in exchange for sponsorship rights to events, conferences forums’.
74. Refer to Question 75.
75. Expenditure for 2009-10 (to 31 March) is $285 000.
77.
145. Tourism NT – Output Groups
Mr TOLLNER to MINISTER for TOURISM
In relation to your portfolio areas within Tourism NT, would you kindly respond to the following questions by output group in each department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
50. In relation to Indigenous employees, in 2009:
Allowances:
51. In regard to employee entitlements, for 2009:
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
Vehicles:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
1. Three positions are dedicated to HR functions – an AO7, AO6 and AO4. There is also an EO1 Director position which oversees ICT and Information Management, in addition to HR.
2. Nil.
3. Nil.
4. Nil.
5. Payroll costs are determined based on the duties and responsibilities of the position. Relocation and transfer assistance is negotiated on a case-by-case basis.
6. $96 000.
7. $451 000 in personnel.
$5500 in travel and accommodation.
$9000 in training.
8. DBE’s whole-of-government payroll services manages non-executive and contract executives.
9. Nil.
10. $62 263. This figure cannot be broken down without more detail on what is requested.
11. One.
12. All three dedicated HR positions are permanently filled. One position has a temporary employee acting in it due to maternity leave.
13. Details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
14. Breakdown of 2008-09 information would involve substantial effort, and relevant staff have been fully occupied preparing material for the 2010 estimates. The answer to this question can be provided at a later date.
15. No significant variation from 2008-09.
16. Details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
17. Details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
18. Details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
19. Thirty-two FTEs temporary employed (as at 10 June 2010).
20. Breakdown of 2008-09 information would involve substantial effort, and relevant staff have been fully occupied preparing material for the 2010 estimates. The answer to this question can be provided at a later date.
21. Breakdown of 2008-09 information would involve substantial effort, and relevant staff have been fully occupied preparing material for the 2010 estimates. The answer to this question can be provided at a later date.
22. Eight.
23. PIPS is not able to produce a report which provides information on the total number of days all positions have been vacant over the financial year.
24.
25. Thirty-two.
26. Four.
27. Information for 2009-10 financial year indicates that five contracts have been extended; one three times, one twice, and three on one occasion.
28. Nil.
29. Not applicable.
30. Six weeks.
31. Eight transfers in from existing public servants and 42 commencements from the general public.
32. Nil.
33. One.
34. Nil.
35. Not applicable.
36. Nil.
37. $5000.
38. $1200.
39. Overall staff length of stay figures are reported in Tourism NT’s Annual Report.
40. Tourism NT's EBA allows for a maximum of two years annual credit to be accumulated.
41. Breakdown of information would involve substantial effort, and relevant staff have been fully occupied preparing material for the 2010 estimates. The answer to this question can be provided at a later date.
42. Answers to this question have been prepared based on Tourism NT staff, not only NTPS staff.
43.
(a)
12.64 months of long service leave accrued, equating $214 862.
44. Details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
45. Answering this question would unreasonably impinge on the privacy of employees.
46. As at 31 March 10, eight staff were on leave extending beyond three weeks, comprising:
One AO7 on long service leave.
One NTHC on leave without pay as not entitled to maternity leave.
Three NTTC2s on leave without pay and one NTTC2 on maternity leave.
One NTTC4 on long service leave.
47. One staff member. Providing this information about an individual would be inappropriate.
48. Not applicable.
49.
(a), (b), (c) and (d)
50.
(b), (c), (d), (e), (f), (g), (h), and (i)
51.
(b) and (c)
52. For Questions 52 through 55, details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
53. For Questions 52 through 55, details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
54. For Questions 52 through 55, details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
55. For Questions 52 through 55, details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
56. Tourism NT spent $42 257 on insurance in 2009-10 and TD spent $55 020.
57. The agency is commercially insured for: public liability, business travel, interstate workers compensation and motor vehicles (for TD only). Everything else is self-insured. Tourism NT takes the insurance out for both Tourism NT and TD, and TD reimburses Tourism NT in accordance with the GBD guidelines.
58. For Questions 58 through 61, details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
59. For Questions 58 through 61, details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
60. For Questions 58 through 61, details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
61.
(a) and (b)
62. $244 077 (for the period 1 July 2009 to 31 March 2010).
63. For Questions 63 and 64, details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
64. For Questions 63 and 64, details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
65. As at 10 June 2010, for Tourism NT eight out of 18 vehicles (that is, 44%). An internal policy states that all replacement vehicles (including ECOs) must have an emission standard of at least 7. TD 100% (that is, three out of three vehicles).
66. Tourism NT 14, TD 3.
67. Written approval from the CE is required if not part of employment contract.
68. Tourism NT:
69. Details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
70. For Questions 70 and 71, details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
71. For Questions 70 and 71, details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
72. For Questions 72 and 73, details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
73. For Questions 72 and 73, details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
74 For Questions 74 through 76, details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
75. For Questions 74 through 76, details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
76. For Questions 74 through 76, details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
77. Details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
146. Tourism NT – Output Groups
Mr TOLLNER to MINISTER for BUSINESS and EMPLOYMENT
In relation to your portfolio areas within the Department of Business and Employment, would you kindly respond to the following questions by output group in each department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
50. In relation to Indigenous employees, in 2009:
Allowances:
51. In regard to employee entitlements, for 2009:
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
Vehicles:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
1. 8.2 staff provide HR services to DBE and its GBDs:
EO1 – 50% x 1
AO7 x 3
AO6 x 2
AO5 x 2
AO4 70% x 1
2. Whole-of-government payroll services are provided by DBE. There are 122 personnel employed to assist in the payroll functions. Below is the level split:
AO2 – 7
AO3 – 55
AO4 – 42
AO5 – 11
AO6 – 4
AO7 – 2 @ 50%
AO8 – 1
3. Eleven. Overpayments are caused by breakdown in either an administrative process or human error.
4. DBE payroll services are charged to agencies on a notional basis. There is no cost differential for position levels. GBDs are charged under full cost recovery model.
5. Generally, the recruiting agency covers relocation costs. Transfer dates are agreed between the agencies and leave liability transfers with the employee.
6. $1 035 400.
7. Employee expenses $798 400
8. All executive and non-executive contracts are manage through the standard shared services arrangement for government.
9. Four – three disallowed, one allowed.
10. Total (inclusive of GBDs): $42 057.40
11. Attrition rate of 24% (includes two employees on higher duties opportunities in other agencies).
12. 100% filled.
13. $32 551.
14. Information Management Unit $ 265
16. $615 061.
17. See Attachment A.
18. See Attachment B.
19. 53% - substantively filled
20. 27.07%.
21. See Attachment C.
22. Thirteen.
23. A meaningful answer cannot be provided. Some positions are unfunded and may never be filled.
24.
25. One hundred and fifty-five.
26. Sixty-two.
27. Extended x 1 - 66
29. Not applicable.
30. Time is based on number of working days between the advertising of a position, and the gazetting of the successful applicant on the NT Employment Opportunities website.
31. Internal applicants – 54%
33. AO1 - 1
34. As unattached officers are placed at level a majority of training is undertaken on the job as it is job specific.
35. Twenty-seven.
36. None.
37. $230 per person.
38. No specific allocation for training and improvement. Expenses are covered within existing divisional budget allocations.
39.
40. There is no maximum amount of leave employees can carry over. DBE reports on employees that have not taken recreation leave for 12 months and an appropriate break is negotiated.
41. Not applicable.
42.
43.
44.
45. Two employees are absent on workers compensation (AO8 and AO2). There is no estimated return to work for either worker at this stage.
46. See Attachment E.
47. NT Treasury will be providing an answer to this question on a whole-of-government basis considering sufficient disaggregated information is not available at an agency level to answer the question.
48.
49.
50.
51.
52. Fifty-four.
53. Nil.
54. Seven.
55. All seven incidents were managed through the discipline process.
56. See Attachment G.
57. DBE line agency is self-insured and does not take out commercial insurance. The GBDs (GPO, NT Fleet and DCS) take out commercial insurance where appropriate. Refer to above.
58. The Northern Territory government has committed to become carbon neutral by 2018 under the Northern Territory Climate Change Policy. Under this target, whole-of-government systems to account for greenhouse gas emissions according to recognised international greenhouse accounting standards will be progressively rolled out over the next eight years for government processes.
DCS - 6.0
DBE - 177.9.
59. In 2007-08, DBE preliminary building energy consumption was 23 939 gigajoules corresponding to 5002 tonnes of greenhouse gas emissions.
DCS - 8.6
DBE - 182.9
60. DBE has initiated a number of strategies to reduce its carbon emissions during 2008-09. The following initiatives are encouraged across all departmental buildings and locations:
Toner and ink cartridge recycling bins in place throughout the department.
Utilising intranet and internet to publish large documents.
Changing behaviours to switch off lights and computers when not in use.
Review and rationalise the department’s fleet where possible.
Active participation in Earth Hour.
Encouraging all staff to switch off all electrical equipment when not in use.
Building lights and air-conditioning pre-timed to switch off after office hours and operate on a two-hour timer for outside hours use.
Timers installed on photocopiers and hot water heaters to reduce after hours use of electricity.
Introduction of zone lighting controls in certain buildings.
Participation in Earth Hour.
ecoBiz NT.
Working with ICT service providers to reduce carbon emissions associated with services delivered under outsourced contracts.
61.
62. $625 603 (combined lease payments, fuel and maintenance).
63. DBE - 56
NT Fleet - 5
GPO - 3
DCS - 2
64. DBE - 2
NT Fleet - 1
GPO - 0
DCS - 0
65. 79%.
66. Fifty-two permanent and 14 short term, totalling 98 days.
67.
EO1 and ECO1 staff levels and above are entitled to permanent home garaging of a vehicle under their relevant employment agreements (CE can approve on discretion private use of vehicle and approved passengers. This would be considered on a case-by-case basis).
All home garaging incurs fringe benefits tax.
It is the responsibility of each individual to complete quarterly odometer forms whether it be for short-term or permanent home garaging.
Executive contract officers are entitled to unlimited private use of their vehicle. The exception to this is that the NTG fuel card cannot be used to purchase fuel outside of the Northern Territory’s borders.
Non-contract executives are restricted to reasonable private use of their vehicles.
Non-executives home-garaged vehicles are to be used only for official purposes unless otherwise approved by the chief executive.
The vehicle is to be made available for official use by department officers during normal working days, is to be kept clean and serviced at recommended intervals, and that smoking is not permitted in the vehicle.
Vehicle custodians are responsible for the vehicle being secured at all times.
68. EC01 and EO1 and above; that is, director level and above.
69. See Attachment H.
70. 2009-10 Actuals at 30 April 2010:
71. DBE $ 481 510.15
72. See Attachment I.
73. Refer to Attachment J for financial information. The department did not provide any in-kind sponsorship.
74. $141 672.
75. Print - $87 982
76. See Attachment J.
77. Total spend - $368 942.89
147. Financial Support and Taxes of the Racing Industry
Mr STYLES to MINISTER for RACING, GAMING and LICENSING
1. In relation to racing for the current budget year up to 1 April 2010, how much revenue was collected from racing taxes?
2. In relation to the horse racing component of the portfolio, for the current budget year up to 1 April 2010, for each of the established turf clubs and other regional horse racing clubs (that is, Adelaide River, Brunette Downs, Timber Creek) in the Northern Territory:
3. For the greyhound racing component of the portfolio, for the current budget year up to 1 April 2010:
4. In relation to gaming for the current budget year up to 1 April 2010:
5. For each of January 2009, February 2009, March 2009 and January 2010, February 2010, March 2010:
6. In relation to licensed premises, since 2 January 2010, until 1 April 2010:
7. In relation to liquor licensing:
ANSWER
1. The wagering tax (for example, NT TAB) to 31 March 2009 is $4.91m, and bookmakers tax is $6.69m.
Please note: From 1 January 2010, the Northern Territory government replaced the Northern Territory’s current sports bookmaker turnover tax with a tax based on gross wagering profits. The NT government has capped the tax each sports bookmaker has to pay to a maximum of $250 000, which is subject to annual indexation, based on the Darwin Consumer Price Index.
2.
3.
4.
Category 1 (Hotels) - 432
Category 2 (Clubs) - 758.
5.
6.
Darwin and suburbs - 119
Palmerston - 8
Alice Springs - 175
Other NT - 233
Palmerston - 1
Alice Springs - 2
Other NT - 7
Palmerston - 1
Alice Springs - 1
Other NT - 4
148. Department of Health and Families – Output Groups
In relation to your portfolio areas within the Department of Health and Families, would you kindly respond to the following questions by output group in each department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
50. In relation to Indigenous employees, in 2009:
Allowances:
51. In regard to employee entitlements, for 2009:
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
Vehicles:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
1. There are 15 HR consultants as follows:
Executive Officer x 1;
Administrative Officer level 8 x 1;
Administrative Officer level 7 x 4;
Administrative Officer level 6 x 8; and
Administrative Officer level 4 x 1.
2. None, whole-of-government payroll services are provided by the department of Business and Employment.
3. There have been 248 instances. Some errors are due to information being provided by employees, the employers and/or the service providers that is not timely and/or is incorrect.
4. In 2009-10 (as at 31 March 2010), the notional charges to the department was $5 880 705.98.
5. Costs are agreed between agency managers on a case-by-case basis. Generally, the recruiting agency covers relocation costs. With regard to transfers, dates are agreed between the agencies, and the Department of Business and Employment payroll is notified of date of action.
6. $1 286 000 (personnel)
$155 300 (operational).
7. In 2009-10 (as at 31 March 2010), $25 908 was expended on training and development for the HR functional unit.
8. Yes, whole-of-government payroll services manages non-executive, and contract executive.
9. Twenty-seven.
10. In 2009-10 (as at 1 April 2010), publishing costs for international, local, national publications and advertisement production costs totalled $2 118 146.
See Attachment A.
11. In the last two years, one AO7 has moved permanently elsewhere within the department, and one AO4 has resigned.
12. See Attachment A.
13. In 2009-10 (as at 30 April 2010), a total of $2 725 574.69 was spent on relocation (includes recruitment airfares, removal and storage, relocation allowance, criminal history checks).
14. In 2009-10 (as at 30 April 2010), a total of $2 725 574.69 was spent on relocation (includes recruitment airfares, removal and storage, relocation allowance, criminal history checks).
15. No specific amount is allocated for relocation costs; however, work units budget for relocation as part of their normal operational budget.
16. A total of $661 629 has been spent in 2009-10 (to 1 April 2010) on advertising and marketing programs (excludes tender and recruitment advertising).
17. See Attachment B.
18. As at 17 March 2010 (Pay 19), the department had a total 5723.47 FTEs.
See Attachment C.
19. The numbers below represent 'head count' and include staff on all types of leave, casuals, board members, executive contractors, apprentices and graduates. Former staff being paid workers compensation payments are excluded.
20. The rate is 40.68%.
21. See Attachment D.
22. and 23.
24.
Medical officers:
Advertisement for all hospitals in The Weekend Australian (June 2009).
Advertisement for rural medical practitioners in The Weekend Australian, NT News, Centralian Advocate; medical journals and relevant websites (July 2009).
DHF ‘Medical Officers Opportunities’ website developed in June 2009 has been updated for 2011 Junior Medical Officer Recruitment campaign. All JMO applications are directed to this website.
In 2010, Royal Darwin Hospital had a 70% retention rate of 1st year medical officers.
Nursing:
In November 2009, advertisements for remote area nurses and midwives were placed in The Weekend Australian, NT News, Centralian Advocate; and Nursing Careers websites.
These campaigns are in addition to normal recruitment efforts by the five hospitals and Remote, Community Health and Mental Health Services.
As at May 2010, the new Nursing and Midwifery website launched in November 2009, has received 5514 visits.
From April 2009 to April 2010, 918 nurses were recruited across Acute Care, Health and Wellbeing; and Public Health Services.
In addition, NT Families and Children advertised for Remote Child Protection Professionals in The Weekend Australian, Brisbane Courier, Koori Mal, Katherine Times and relevant websites in August and September 2009, and January and March 2010.
25. In 2009-10 (as at 31 March 2010), a total of 3385 people were employed on a temporary contract. This number represents ‘head count’ and includes part-time, staff on temporary employment contracts, casuals, board members, executive contractors, apprentices and graduates.
26. The number of positions advertised was 477.
27. During the period 1 January 2008 to 1 April 2010, a total of 1427 temporary contracts were extended.
Extended once - 1087
Extended twice - 266
Extended x 3 - 59
Extended x 4 - 11
Extended x 5 - 2
Extended x 6 - 1
Extended x 7 - 1
# Contracts affected - 1427
28. Public Sector Instrument 15 allows the CEO to renew, on more than one occasion, all classifications of employees in accordance with section 34(5) of the Public Sector Employment and Management Act (PSEMA) and subject to specified conditions. This reduces the requirement to seek permission from the commissioner to extend a contract beyond the third extension.
29. Not applicable.
30. Time is based on number of working days between the advertising of a position and the gazetting of the successful applicant on the NT Employment Opportunities website.
See Attachment E.
31. The reporting source is based on a voluntary declaration by the applicant when applying for a job. Information is collected in advertised recruitment actions for permanent and temporary staff, not including Expression of Interest recruitment. This report represents recruitment actioned during the period of 1 July 2009 to 31 March 2010.
External Recruit - 144
NTG Employee - 289
Not Declared - 234
Total - 667
32. In 2009-10 (as at 31 March 2010), a total of 62 positions were reclassified.
See Attachment F.
33. In 2009-10 (as at 31 March 2010), the department had a total of 1507 unattached employees.
34. Data is unable to be separated for ‘unattached’ employees.
35. ‘Establishment’ is a traditional method of aligning positions, structures, and budgets. Operational staff in hospitals, for example, are not held against a position so to allow for full deployment flexibility to meet changing clients need. This explains why some staff are not held against a nominal position.
36. In 2009 (as at 31 December 2009), a total of 376 unattached employees separated from the department.
37. The recruitment of staff includes direct and indirect costs and this data is not currently collected.
38. $600 is allocated per person, this excludes Professional Development Allowance.
39. The average length of service of staff in the department is 4.90 years.
See Attachment G.
40. Recreation leave is managed in accordance with the Northern Territory Public Sector 2008-2010 Union Collective Agreement.
41. Not applicable. Please refer to Union Collective Agreement.
42.
43.
44. In 2009 (as at 31 March 2010), 229 people received workers compensation.
See Attachment J.
45. As at 31 March 2010, a total of 104 people were on workers compensation.
46. As at 31 March 3010, a total of 360 people were on sick leave or extended leave (excluding recreation leave), longer than three weeks.
47. Yes, the department has 118 staff (as at 31 March 2010) under the old Commonwealth Superannuation Scheme.
48. As at 31 March 2010, there are 347 staff who receive airfare entitlements.
50.
51.
52. There have been 248 credit cards issued.
53. Zero items outstanding for personal items purchased on corporate credit cards.
54. Three.
55. Two.
56. $109 918.37.
57. The department has a policy of ‘self-insurance’ for all risks with the exception of public liability insurance relating to the foster carers, for which an exemption from the Treasurer has been granted as per Treasurer’s Direction R2.1.5.10. In addition, the department has provided reimbursement to medical Professionals where they have been contracted to provide services on behalf of the department. In some cases, these reimbursements have included an element of professional indemnity expense that the doctors have incurred.
58. In 2008-09 the Department of Health and Families preliminary building energy consumption was 296 113 gigajoules corresponding to 50 267 tonnes of greenhouse gas emissions.
59. In 2007-08 the Department of Health and Families preliminary building energy consumption was 293 100 gigajoules corresponding to 47 333 tonnes of greenhouse gas emissions.
60. The Department of Health and Families initiated a number of strategies to reduce its carbon emissions during 2008-09 including:
A $1.1m replacement of two small Royal Darwin Hospital air-conditioning chillers with frictionless, magnetic bearing chillers.
Cogeneration scoping studies for Royal Darwin Hospital and Alice Springs Hospital.
Cogeneration at Alice Springs Hospital,
Switching the RDH boilers from diesel to LPG.
A $405 000 upgrade of 3500 RDH light fittings.
61.
62. As at 31 December 2009 - $10 283 000.
63. As at 31 March 2010, the department had 583 vehicles.
64. Additional 23 vehicles.
65. 76% of passenger vehicles.
66. 112 vehicles.
67. Please refer to departmental policy.
68. Please refer to departmental policy.
69.See Attachment M.
70. See Attachment M.
71. Projected cost for power and water in 2010-11 is $11 069 465.
72. See Attachment N.
73. $60 136.
74. $700 000.
75. $661 629 (excludes tender and recruitment advertising).
See Attachment O.
76. See Attachment O.
77. See Attachment P.
149. Department of Justice – Output Groups
Ms CARNEY to MINISTER for JUSTICE and ATTORNEY-GENERAL
In relation to your portfolio areas within the Department of Justice, would you kindly respond to the following questions by output group in the department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
50. In relation to Indigenous employees, in 2009:
Allowances:
51. In regard to employee entitlements, for 2009:
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
Vehicles:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
1. As at 31 March 2009, there were 14 personnel employed to perform Human Resource functions within the department.
2. This function is outsourced to the Department of Business and Employment (DBE).
3. See Attachment A.
4. DBE payroll services are charged to agencies on a notional basis. There is no cost differential for position levels. The cost differentials are between commencements, terminations, manually processed (PTR) transactions (that is, payroll officer processing a transaction) and automatically processed pay (PTR) transactions (that is, pay system processing a transaction).
5. DBE’s notional charges are generally determined annually and are not revised for staff transfers unless these are significant (for example, associated with administrative restructures).
6. Human Resources are funded within Corporate Management and do not have a separate budget.
7. Human Resources are funded within Corporate Management and do not have a separate budget. Funding for employee payments, travel, accommodation and training are not held centrally but are considered in the allocations/budgets for each division. Divisions have contributed to a management and leadership development initiative for the whole of the department that is managed centrally. Total budget for this initiative is $484 000 in 2009-10.
8. The management of executive contracts is outsourced to DBE.
9. Three complaints of harassment have been formally investigated. One grievance investigation has been undertaken for alleged bullying.
10. See Attachment A.
11. The attrition rate of staff in Human Resources is 16.66% in a unit of 14 people.
12. There are 14 positions in HR, 12 filled with six staff on higher duties.
13. For the 2009-10 financial year (as at 31 March 2010) $36 245 was spent on relocation costs.
14.
15. A total of $76 000 has been budgeted for 2009-10 for relocation and other appointment and termination expenses.
16. In the 2009-10 financial year up to 1 April 2010, $337 000 had been spent on advertising, marketing, displays and marketing consultants. This is the overall expenditure and includes one-off advertising and general marketing activities.
17. See Attachment B.
18. See Attachment C.
19.
* The numbers represent 'head count' for both operative and in-operative staff and include casuals, board members, executive contractors, apprentices and graduates but excludes previous staff being paid workers compensation payments. Staff not employed full-time are counted as one in head count numbers.
20. The rate of turnover of staff in the department in 2009 is 26.17%.
21. There are a variety of employment arrangements including temporary contracts across the department; therefore, a breakdown by classification is not a valid calculation of staff turnover in the agency.
22. As at 31 March 2010 there are 272 vacant positions as recorded in PIPS for the department.
23. The average length a permanent position is vacant within the department is 118 days.
24. 68 recruitment actions have progressed to DBE advertising.
25. There are 338 employees on contracts as at 31 March 2010, excluding casuals. There are 101 staff engaged on an executive contract and 237 staff engaged on other temporary contracts.
26. During 2009-10 financial year (up to 31 March 2010) there have been 26 positions advertised by ‘expression of interest’.
27. See Attachment D.
28. Public Sector Instrument 15 allows the CEO to renew, on more than one occasion, all classifications of employees in accordance with section 34(5) of the Public Sector Employment and Management Act (PSEMA) and subject to specified conditions. This reduces the requirement to seek permission from the commissioner to extend a contract beyond a third extension. No requests have been submitted to the commissioner on the basis of a third contract extension.
29. Nil requests.
30.
32. See Attachment E.
33. Permanently employed unattached officers as at 31 March 2010:
34. No additional training has been identified for the placement of our current unattached officers. Training options are considered as part of the support for placement of officers who become unattached.
35. Four unattached officers have been successfully placed in nominal positions between 1 July 2009 and 31 March 2010.
36. Five unattached officers have resigned between 1 July 2009 and 31 March 2010.
37. The average cost to recruit to a vacant position is $1167 based on 233 recruitment activities. Note: figure based on cost of advertising and relocation expenses.
38. Average cost per employee is approximately $1259 (based on 1209 staff).
39. See Attachment F.
40. Recreation leave is managed in accordance with the Northern Territory Public Sector 2008-2010 Union Collective Agreement (UCA) provisions as follows:
42.
43.
LSL leave accrued
entitlement $2 099 861.47.
44. A total of 47 people received workers compensation for the 2009-10 financial year (up to 31 March 2010).
45 A total of 34 employees are currently on workers compensation as at 31 March 2010.
See Attachment I.
46. See Attachment J.
47. NT Treasury will be providing further information to answer this question on a whole-of-government basis considering sufficient disaggregated information is not available at a department level to answer the question.
48.
50.
See Attachment K.
51.
52. One hundred and thirty-eight (138) departmental staff have been issued with a corporate credit card as at 31 March 2010.
53. The DoJ Corporate Credit Card Policy states that there is to be no personal use of corporate credit cards. There are no outstanding transactions for personal items/services .
54. There have been two Northern Territory Correctional Services (NTCS) investigations relating to inappropriate use of computers in accordance with the NTCS Code of Conduct. As a result, two NTCS employees were cautioned.
55. There have been two NTCS investigations relating to inappropriate use of computers in accordance with the NTCS Code of Conduct. As a result, two NTCS employees were cautioned.
56. Insurance expense for the 2009-10 financial year (as at 31 March 2010) is $1.061m.
Workers Compensation – total costs as provided by DBE $979 000.
Motor Vehicles – includes NT Fleet and DoJ recoverable accident data - $60 000.
57. No areas were commercially insured as at 31 March 2010.
58. 901.6 tonnes (DoJ fleet).
59. 859.6 tonnes (DoJ fleet).
8122 tonnes (DoJ buildings).
60.
The department has employed a consultant from Environ who is currently developing an Environmental Management System (EMS) for the department. The EMS consultancy commenced on 7 December 2009.
The DoJ Green Fleet Policy directs departmental vehicles used for operational purposes be selected from the range of vehicles with the lowest greenhouse emissions available at the time of supply.
DoJ participates in Earth Hour.
The Solicitor for the Northern Territory division (SFNT) has an active green team known as 'Green Justice' committed to implementing better environmental practices. The Green Justice team participated in the 2010 Clean Up Australia Day, Recycling Week and Plant a Tree Day.
DoJ is in the process of implementing a number of videoconferencing systems across its facilities, in an endeavour to reduce the requirements for travel and, thereby, reduce greenhouse emissions.
DoJ is planning to undertake a project to improve the energy efficiency of lighting within the Magistrates Court.
61.
62. Lease Costs:
2008-09 lease costs $2 618 129.
2009-10 lease costs $2 211 423
(up to 31 March 2010).
2009-10 fuel costs $455 436
(up to 31 March 2010).
64. Eighteen.
65. 78%.
66. One hundred and thirty-eight.
67. Executive contract officers entitled to home garage vehicles. Pool vehicles should be garaged in secure parking compounds or areas where approval has been provided to home garage (executive director approval required for short- to long-term home garaging).
68. Judicial Officers (CSIO).
70. $2 574 939.
71, Total projected cost for 2010 (2009-10 financial year) is $2 758 350. This amount is based on actual data to 31 March 2010 and extrapolated to 30 June 2010 on current trend.
72. 1 January 2009 to 1 April 2010:
International Women’s Day Dinner (ADC).
Human Rights Day breakfast (ADC).
Projected for 2010-11:
Privacy Forum (OIC).
International Women’s Day activities (ADC).
73.
75. Year-to-date expenditure as at 31 March 2010 is $197 000 noting this figure also includes advertising in magazines, online, and outdoor banners/signage.
Television advertising - $30 102.02.
76. The Moves campaign, Grog Running campaign, OCPID profile raising campaign, regional campaign for workplace safety, vendor disclosure legislation changes, Community Benefit Fund grants advertising, OHS legislation changes, Safe Work Week Australia, general liquor restrictions notifications and signage.
77. Consultancies has been interpreted to mean advertising consultancies as recorded under the Corporate Communications standard classification.
NT firms – four consultancies at a value of $9 153.39.
Interstate firms – two consultancies at a value of $5 814.99.
Deposit for a conference (Medina - interstate) - $409.09.
Art work update, A Safe Territory (Sprout - local) - $456.25.
Pull up (design) for A Safe Territory (Sprout - local) - $242.00.
Pull up (production) for A Safe Territory (Exhibitionist - local) -$395.00.
Art work purchase for The Moves campaign (Boiler Room - interstate) - $5405.90.
Workshops and workshop materials for community stores education on responsibilities (Sirius Enterprises - local) -$8060.14.
150. NT Electoral Commission – Output Groups
Ms CARNEY to MINISTER for JUSTICE and ATTORNEY-GENERAL
In relation to your portfolio areas within the Department of Justice, would you kindly respond to the following questions by output group in the commission:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
50. In relation to Indigenous employees, in 2009:
Allowances:
51. In regard to employee entitlements, for 2009:
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
Vehicles:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
The following pages and attached files contain the response from the Northern Territory Electoral Commission (NTEC) to 77 parliamentary written questions recently lodged by the opposition that required a reply from individual agencies.
The NTEC is a very small agency without a dedicated internal human resource unit. Its staff levels fluctuate markedly from time to time to cope with operational demands, especially in relation to the conduct of Legislative Assembly and local government elections and by-elections. Also, almost all of the agency's advertising is related to elections, is required by statute and is, therefore, nondiscretionary. In this context, answers to some of the questions relating to human resources and advertising are not very instructive.
It should also be noted that the answers to some questions that were supplied directly by the Department of Business and Employment from its records (eg length of service, staffing levels, attrition rates, etcetera) do not exactly match related data provided by the NTEC from its internal records in response to other questions. These discrepancies, however, appear to be relatively immaterial in the broad context.
1. No FT position. Business Manager (AO6) and Deputy Electoral Commissioner (EO1) undertake some functions.
2. None, whole-of-government payroll services are provided by DBE.
3. No overpayments recorded for this agency.
4. None, charges for managing the payroll are notional.
5. Costs are agreed between agency managers on a case-by-case basis. Generally, the recruiting agency covers relocation costs. With regard to transfer dates are agreed between the agencies and DBE payroll is notified of date of action.
6. No separate HR unit. Absorbed in other roles.
7. See Question 6. Absorbed through existing resources in the agency.
8. DBE's whole-of-government payroll services manages non-executive and contract executive.
9. None.
10. No activity recorded.
11. Not applicable. See Question l.
12. Not applicable. See Question l.
13. Nil.
14. As per Question 13.
15. Nil. No specific allocation.
16. $3227.54. Includes council election and other organisation statutory advertising, TV enrolment program, CLP change of name.
17. See Attachment A. Refers to statutory responsibilities prescribed under the Northern Territory Electoral Act and the Local Government (Electoral) Regulations.
18. See Attachment B.
19. See Attachment B.
20. See Attachment C.
21. See Attachment C.
22. One, now discontinued.
23. Discontinued and undergoing restructure. New positions to be advertised in next reporting year.
24. Undergoing restructure. Positions to be advertised in next reporting year.
25. See Question 19 on Attachment B.
26. Agencies will need to address other means of advertising temporary vacancies.
27. No activity recorded.
28. None.
29. Not applicable.
30. No activity recorded.
31. No activity recorded.
32. No activity recorded.
33. See Attachment C.
34. Training was strategically integrated into operational expenditure in order for unattached employees to gain electoral industry experience. Development experience included procurement as part of whole-of-agency skilling, electoral skilling on mobile polling and Alice office management.
35. None.
36. None.
37. Small agency, limited recruitment and no relevant current financial data. Local recruitment not expensive. Sourcing from interstate would require an allocation.
38. $1200.
39. See Attachment D.
40. Depends on electoral cycle but reflects government policy of no more than 60 days recreational leave. This may have to be flexible in an election year due to operational requirements.
41. One staff member exceeded the carryover and, following discussions with management, requested two weeks paid out leave - $3400.
42.
(b), (c) and (d)
See Attachment E.
43.
(a), (b)
See Attachment F.
45. None.
46. See Attachment G.
49.
(d) and (e)
51.(a) See Attachment H.
52. None.
53. None.
54. Not applicable.
55. None.
56. None.
57. 6.7 (Fleet vehicle component only).
58. 7.5 (Fleet vehicle component only).
59. None. As the NTEC's FTE count is less than 50, the Department of Lands and Planning does not hold building energy and emissions data.
60. 7% (Fleet vehicle component only).
61. $43 041.
62. Three.
63. Nil.
64. 83%.
65. One.
66. Same as government policy.
67. ECO3.
68. International $Nil
Recreation leave fares $ 8 449.
69. $16 000.
70. $20 000.
71. None.
72. Not applicable.
73. $10 000 is routinely allocated to the broadcast media for enrolment advertising in conjunction with the AEC. Statutory advertising was incurred for NT Electoral Act and Local Government (Electoral) Regulation purposes and was reimbursed by organisations requesting NTEC to undertake fee for service elections, including councils. Public awareness advertising incurred for councils was also reimbursed.
74. NTEC year-to-date advertising expenditure on the enrolment program:
76. One - sourced from NTG panel.
151. Auditor-General’s Office – Output Groups
Ms CARNEY to MINISTER for JUSTICE and ATTORNEY-GENERAL
In relation to your portfolio areas within the Auditor-General’s Office, would you kindly respond to the following questions by output group in the office:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
50. In relation to Indigenous employees, in 2009:
Allowances:
51. In regard to employee entitlements, for 2009:
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
Vehicles:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
1. The NTAGO has a staffing complement of five positions. Of these, three are full-time ECO positions and two are administrative. The Office Administrator (AO6) is responsible for the HR functions of the department.
2. The NTAGO has no personnel employed to assist with payroll functions.
3. The NTAGO had no incidences occur in respect to payment or allowance errors.
4. DBE payroll services are charged to agencies on a notional basis. There is no cost differential for position levels. The cost differentials are between commencements, terminations, manually processed (PTR) transactions (that is, payroll officer processing transactions) and automatically processed pay (PTR) transactions (that is, pay system processing a transaction).
5. The NTAGO is an agency comprising of five people. All payroll expenses charged to a single output.
6. The NTAGO has no specific budget allocated to this function as the tasks are handled within the normal scope of day-to-day duties of the Office Administrator, or other staff as required.
7. The following allocations have been made for employee payments, travel, accommodation and training:
8. The NTAGO does have the same staff manage executive contracts as manage non-executive staff members.
9. There have been no complaints made in our agency with regard to workplace bullying or harassment.
10.The NTAGO has no expenses recorded for recruitment advertising in the reporting period.
11. The NTAGO has no attrition rate of staff for the period reported.
12. The NTAGO has five full-time positions as shown in the following table:
13. The NTAGO incurred no expenditure on relocation of personnel during this period.
14. The NTAGO spent no funds on relocation of personnel during this period.
15. The NTAGO has not budgeted for the relocation of personnel during this period.
16. The NTAGO has allocated no funds towards advertising and marketing during this period.
17. The NTAGO has allocated no funds towards advertising and marketing during this period.
18. Refer Attachment A.
19. Refer Attachment B.
20.
21. Refer Attachment B.
22. The NTAGO has no current vacancies.
23. During the reporting period, the NTAGO has had no vacancies against permanent positions.
24.
25. The NTAGO has no employees currently on temporary contracts.
26. The NTAGO had no positions advertised within this period.
27. The NTAGO had no temporary contracts extended.
28. During the reporting period, the NTAGO had no employees employed on a contract basis, therefore no extensions were required.
29. During the reporting period, no permission(s) were sought by the NTAGO from the commissioner for contract extensions, therefore no recruitment action was conducted.
30. There were no recruitment actions recorded for NTAGO in 2010.
31. Two positions were filled by existing public servants in 2010.
32. During 2009, only one position was reclassified for NTAGO. The position was re-assessed from an AO2 Personal Assistant to an AO3 Records Management Officer position.
33. There were no unattached permanent employees recorded for the NTAGO during 2010.
34. During the reporting period, there were no employees employed by the NTAGO on an unattached basis, therefore nil.
35. During the reporting period, there were no employees employed by the NTAGO on an unattached basis, therefore nil.
36. During the reporting period, there were no resignations at the NTAGO, therefore nil.
37. During the 2009-10 reporting period, there were no recruitment costs for the NTAGO, therefore nil.
38. During the 2009-10 reporting period, the NTAGO allocated $5000 towards training, which is approximately $1000 per person.
39. Refer Attachment C.
40. The NTAGO encourages staff to take their leave entitlements in accordance with the PSE&MA and by-laws.
41. There are no employees of the NTAGO with entitlements that exceed the PSE&MA by-laws.
42.
See Attachment D.
43.
See Attachment F.
44. No employees of the NTAGO received workers compensation in 2009.
45. There are no employees of the NTAGO currently on workers compensation.
46. The NTAGO only had one employee in 2009 that was on extended leave; maternity leave which finished at the end of May 2009. The employee resigned from the service at that point.
47. There were no employees in the NTAGO who contributed to the CSS.
48. There were no employees with NTAGO eligible for the return flight scheme to Adelaide.
49.
50.
51.
See Attachment G.
52. There is only one card allocated to the NTAGO. The card is issued in the name of Michelle Woodcock, the Office Administrator.
53. There are no repayment transactions outstanding for personal items and services.
54. There are no reports of improper usage of information technology for the NTAGO.
55. There were no reports of improper usage of information technology for the NTAGO, therefore, no disciplinary action was pursued.
56. There were no insurance expenses in 2009 for the NTAGO.
57. The NTAGO controls minor assets only. Given those assets, ages and replacement costs, and the risk of loss, no insurance cover has been taken out.
58. 16.244 tonnes.
59. 16.2 tonnes.
60. The number of motor vehicles was reduced by one.
61. The NTAGO has no set target for departmental CO2 emission. Electricity usage is generally inelastic and the opportunity to reduce motor vehicle emissions will not occur until the second half of 2011.
62. The NTAGO spent $24 860.
63. The NTAGO has two vehicles; a reduction of one vehicle when compared to prior years.
64. A decline of one.
65. Both vehicles are 5.5 or better.
66. The NTAGO home garages two vehicles. Both vehicles are private plated.
67. The NTAGO vehicles are private plated and are home garaged within established NTG policies.
68. The NTAGO vehicles are private plated and are home garaged within established NTG policies.
69. The NTAGO spent the following:
70. The NTAGO spent the following:
71. The NTAGO is expecting to spend the following:
72. The NTAGO had no sponsorship expenses recorded 1 January 2009 to 1 April 2010.
73. The NTAGO has provided no sponsorship or financial support for 2009-10
74. The NTAGO has no allocation for advertising in the 2009-10 year.
75. The NTAGO has no expenditure for advertising in the 2009-10 year.
76. The NTAGO has no advertising campaigns for the 2009-10 year.
77. The NTAGO had no advertising consultancies during the 2009 period, therefore nil.
152. Department of Justice – Output Groups
Ms CARNEY to MINISTER for CORRECTIONAL SERVICES
In relation to your portfolio areas within the Department of Justice, would you kindly respond to the following questions by output group in the department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
50. In relation to Indigenous employees, in 2009:
Allowances:
51. In regard to employee entitlements, for 2009:
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
Vehicles:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
This question requires a significant amount of effort by the agency to produce an answer that would provide the detail requested.
The Department of Justice is currently involved in a lot of preparatory work for Estimates Committee hearings and, in doing so, will be collating information similar to that which has been requested.
In order to avoid unnecessary pressure and duplication by the public servants who have to provide this information, I will be prepared to answer these questions at Estimates Committee.
153. Office of the Commissioner for Public Employment – Output Groups
Mr ELFERINK to MINISTER for PUBLIC EMPLOYMENT
In relation to your portfolio areas within the Office of the Commissioner for Public Employment, would you kindly respond to the following questions by output group in the office:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
50. In relation to Indigenous employees, in 2009:
Allowances:
51. In regard to employee entitlements, for 2009:
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
Vehicles:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
1. The human resource function for this department is performed by staff at the Department of the Chief Minister.
2. 0.4 x AO5 and 0.1 x AO4.
3. No overpayments were recorded for this agency.
4. None. Charges for managing the payroll are notional.
5. Costs are agreed between agency managers on a case-by-case basis. Generally, the recruiting agency covers relocation costs. Transfer dates are agreed between the agencies and DBE payroll is notified of date of action.
6. Corporate services functions such as Human Resources, Office Services and Finance are performed by the Department of the Chief Minister on behalf of the Office of the Commissioner for Public Employment. The office is invoiced a fixed amount of $420 000 for these services.
7. Please refer to previous answer.
8. DBE’s whole-of-government payroll services manages non-executive and contract executive. DCM Human Resources manage executive contract staff: 0.4 x AO5.
9. As at 30 April 2010, there have been no complaints in relation to workplace bullying and harassment.
10. As at 30 April 2010, $12 760 has been spent on recruitment advertising:
11. Refer to response in Question 6.
12. Refer to response in Question 6.
13. As at 30 April 2010, there was $3401 of expenditure for relocation costs for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances).
14. Employee relations removal and storage fees = $3401.
15 There is not a specific budget for relocation costs as these are difficult to predict; however, these costs are captured as part of a broader budget for general administrative expenses.
16. As at 30 April 2010, the department spent $41 570 on advertising and marketing:
17. See Attachment A.
18.
19.
20. Staff Turnover – 25.55%.
21.
22. As at 31 May 2010 there were four vacant positions.
23. From 1 July 2009 to 30 April 2010, a variety of permanent positions in the department have been vacant for a total of 735 days.
24. As at 31 May 2010:
25. As at 31 May 2010, nine staff were employed on a temporary contract (including executive contract officers).
26.Eleven positions have been advertised by ‘expression of interest’.
27.
28. Public Sector Instrument 15 allows the CEO to renew, on more than one occasion, all classifications of employees in accordance with section 34(5) of the Public Sector Employment and Management Act (PSEMA) and subject to specified conditions. This reduces the requirement to seek permission from the commissioner to extend a contract beyond a third extension. No requests have been submitted to the commissioner on the basis of a third contract extension.
29. See response to previous question.
30. Time is based on number of working days between the advertising of a position, and the gazetting of the successful applicant on the NT Employment Opportunities website.
31.
33. As at 31 May there are two unattached employees. Levels are AO1 x one, AO6 x one.
34. There are no costs for training and skilling unattached employees as both are on six years maternity leave.
35. No unattached employees have successfully gained nominal positions within the agency or gained employment in another agency as at 30 April 2010.
36. As at 30 April 2010, no unattached employees have resigned.
37. As at 30 April 2010, four people have been recruited at an average cost of $4073.
38. On average $421 has been allocated to each staff member for training and improvement.
39. Refer Attachment A.
40. Recreation leave is managed in accordance with the Northern Territory Public Sector 2008-2010 Union Collective Agreement (UCA) provisions as follows:
41. As of 1 April 2010, there were five employees with leave totalling $103 236.53.
42. (a)
42(b)
42(c)
Sick Leave Balance in Weeks = 622.75.
42(d)
Total Sick Leave Days Taken = 138.93.
43(a)
43(b)
Long Service Leave
Recreation Leave
43(c)
43(d)
44. As at 30 April 2010 one AO7 in Darwin has put in a workers compensation claim. The case is under consideration. The employee is currently working.
45. See previous answer.
46. Refer Attachment A.
47. The Office of the Commissioner for Public Employment has two personnel under the old Commonwealth scheme.
48.
49.
50.
(e) N/A.
(f) N/A.
(g) Two.
(h) One.
(i) The NT government considers it inappropriate to ask about sick leave usage based on a person’s ethnicity.
51.
(a) Total allowances including salary: $78 733.72.
52 As at 30 April 2010, OCPE has 12 credit cards; six of these cards are held with Corporate Services in the Department of the Chief Minister.
53 As at 30 April 2010, there were no transactions.
54. As at 30 April 2010, there were no reports of improper use of information technology.
55. As at 30 April 2010, there were no reports resulting in formal disciplinary action.
56. No insurance expenses in 2009.
57. The department is self-insured.
58. The Office of the Commissioner for Public Employment emitted 201 tonnes related to building energy use and 16.9 tonnes for the fleet vehicle component.
59. The Office of the Commissioner for Public Employment emitted 222 tonnes related to building energy use and 16.8 tonnes for the fleet vehicle component.
60. The Office of the Commissioner for Public Employment has initiated a number of strategies to reduce carbon emissions during 2008-09 including:
61. The Northern Territory government has committed to become carbon neutral by 2018 under the Northern Territory Climate Change Policy. Under this target, whole-of-government systems to account for greenhouse gas emissions according to recognised international greenhouse accounting standards will be progressively rolled out over the next eight years for government processes.
62. As at 30 April 2010, the total expenditure on motor vehicles and associated costs was $50 994.42.
63. As at 30 April 2010, OCPE has six vehicles.
64. No change.
65. The figure given by NT Fleet is 50%.
66. Six vehicles are home garaged.
67. In accordance with the OCPE Motor Vehicles Entitlement and Use Policy as at May 2010, non-executive contract officers require written approval from the Commissioner for Public Employment, based on a business case, to home garage a vehicle.
68. All executive contract officers and one AO8.
69. As at 30 April 2010:
70. As at 30 April 2010, power and water costs were $54 799.
71. The projected cost for power and water for the department is $65 760.
72. The Office of the Commissioner for Public employment sponsored the Industrial Relations Society of the Northern Territory (IRSNT) as a Gold Sponsor for their annual convention in 2009 for the amount of $3000.
73. See previous answer.
74. Advertising is a component of Marketing and Promotions. Budget is allocated at the Marketing and Promotions level. The Office of the Commissioner for Public Employment’s Marketing and Promotions budget for the 2009-10 year is $64 000.
75. Total Advertising as at 30 April 2010:
76. There were no advertising campaigns undertake or expected to be undertaken by this department in the 2009-10 year.
77. As at 30 April 2010, there were two service contracts:
154. Ombudsman’s Office – Output Groups
Mr ELFERINK to MINISTER for JUSTICE and ATTORNEY-GENERAL
In relation to your portfolio areas within the Ombudsman’s Office, would you kindly respond to the following questions by output group in the department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
50. In relation to Indigenous employees, in 2009:
Allowances:
51. In regard to employee entitlements, for 2009:
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
1. The department does not have a dedicated HR section.
2. None. Whole-of-government payroll services are provided by DBE.
3. No overpayments recorded for this agency.
4. DBE payroll services are charged to agencies on a notional basis. There is no cost differential for position levels.
6. As the department does not have a dedicated HR area, no specific human resources functional area budget exists.
7. See Attachment A.
8. DBE’s whole-of-government payroll services manages non-executive and contract executive.
9. Nil formal complaints processed.
10. See Attachment A.
11. N/A. No HR area - only one staff member who has been with the department all year.
12. N/A. No HR area - only one staff member who has been with the department all year at nominal level.
13. Nil.
14. N/A.
15. The agency allocates $3000 of its operational budget to cover all recruitment-related expenses
16. The department conducted one major advertising campaign this year to highlight legislative changes in the Ombudsman Act which came in on 1 July 2009 and new powers created under the act.
17. See Attachment B.
18. See Attachment B.
19. See Attachment C.
20.
21. See Attachment C.
22. See Attachment D.
23.
24.
25. None. As per question 19.
26. Office of the Ombudsman – five.
27. See Attachment D.
28. Nil.
29. N/A.
30.
31. See Attachment D.
32. 1 x AO7 to ECO1 (23 January 2009)
1 x EO1 to ECO2 (4 March 2009)
2 x AO3 to AO4 (5 January 2009).
33. See Attachment D.
34. Nil. All unattached officers are on leave or been on temporary transfer to another agency for over 12 months and are unexpected to return.
35. One gained employment in another agency.
36. Nil.
37. Staff recruitment costs for each permanent position include the following:
Advertising: $285.00
Payroll Commencement: $260.00 - Notional
38. Total training and study budget is $27 000, which includes conference registrations and formal study. This averages out to $1500 per staff member per year.
39. See Attachment E.
40. This is determined by the EBA and OCPE.
41. N/A.
42.
45. Nil.
46. See Attachment I.
47. No.
48.
49.
50. (a)
(b), (c), (d) and (e)
See Attachment J.
51.
(a)
52. Three on total.
53. Nil. No personal transactions have been make on corporate cards.
54. Nil.
55. N/A.
56. Motor vehicle insurance - $1815.02.
57. The agency holds a commercial insurance policy with TIO to cover the two contracted fleet vehicles. The policy details are outlined below:
58. Emissions from NT Fleet vehicles for this period was 2.5.
59. Emissions from NT Fleet vehicles for this period was 5.5.
60. The Ombudsman’s Office has adopted whole-of-government strategies to reduce carbon emissions under its control during 2008-09.
61. No. The Ombudsman’s Office is working towards the reduction target set in the Northern Territory Greening the Fleet Strategy that aims to reduce emissions form the Territory government’s passenger and light commercial fleet by 20% by 2014 and 50% by 2020. However, no agency-specific target has been set.
61.
(a) and (b)
62. $27 474.00 year to date.
63. Two.
64. Nil change.
65. 100%.
66. Both vehicles held by the department are executive contract vehicles so are permanently home garaged.
67. As all vehicles are executive contract vehicles, home-garaging policy is mandated as part of individual contracts and is permitted under standard contract terms.
68. The office has four staff at the executive contract level who are entitled to private plated (home garaged) vehicles.
1 x ECO1.
69. See Attachment L.
70. 2008-09 - $3637.24.
71. 2009-10 - $4500 approximately.
72. Contribution to two national research projects commissioned by all Australian Ombudsmen.
73. $4000 – University of Sydney
$5000 – NSW Ombudsman.
74. See Questions 16 and 17.
75. See Questions 16 and 17.
76. See Questions 16 and 17.
77. Three medical opinions for HCSCC. All Interstate. Value: $3000 approximately.
156. Northern Territory Treasury – Output Groups
Mr ELFERINK to TREASURER
In relation to your portfolio areas within the Northern Territory Treasury, would you kindly respond to the following questions by output group in the department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
50. In relation to Indigenous employees, in 2009:
Allowances:
51. In regard to employee entitlements, for 2009:
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
Vehicles:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
1. At 31 May 2010, the Human Resources unit consists of four positions AO7 x 1, AO6 x 2 and AO5 x 1. All positions are filled.
2. None; whole-of-government payroll services are provided by DBE.
3. There are no overpayments recorded for Treasury (Refer footnote 1).
4. There are notional charges that DBE apply; payroll costs are included in this charge.
5. DBE’s notional charges are generally determined annually and not revised for staff transfers unless these are significant (for example, associated with administrative restructures).
6. The HR area does not have a separate budget; staffing salaries are combined within Treasury Services budget.
7. Total combined salary costs for the Human Resources section is $283 222. Travel, accommodation and training are included in the Treasury Services budget.
8. DBE whole-of-government payroll services manages non-executive and contract executive staff members. The Human Resources unit in Treasury supports all Treasury staff.
9. None.
10. See Attachment A.
11. As at 31 May 2010, attrition rate is 25% in a unit of four people.
12. At 31 May 2010, the Human Resources unit consists of four positions: AO7 x 1 filled, AO6 x 2 filled, and AO5 x 1 filled on HDA.
13. From 1 July 2009 to 30 April 2010 $61 619 was spent on relocation costs.
14.
15. Relocation and other appointment costs are included in operational costs and do not have a separate budget. Termination costs are incorporated in personnel costs. The estimate for relocation costs within the operational cost budget for 2009-10 is $101 500.
16. As at 31 May 2010, $345 436 was spent on advertising and marketing programs.
17. Actual expenditure as at 31 May 2010:
2010-11 Budget 300
Communications Campaign
Show and other promotional
material 30
Total 345
18.
19. See Attachment A.
20. Turnover rate of staff from period 1 July 2009 to 31 March 2010 was 19.5%.
21.Given the relatively small numbers per level, this is not a valid calculation for Treasury.
22. Eight vacant positions.
23. When a position falls vacant, if approval is given for the position to be filled, Treasury policy is to fill within a six-week period. Except in rare circumstances, this commitment is met.
24. From 1 July 2009 to 31 May 2010, 37 recruitment advertised vacancies were finalised. In addition, there were two bulk recruitment actions for 2010, FOITs and AO5 vacancies. In total throughout Treasury 51 positions were filled.
25. Refer to Question 19.
26. Twelve positions were advertised by temporary vacancy circulars in that period.
27. There were 23 contracts extended: 20 were extended once, two extended twice, and one extended three times (Refer footnote 1).
28. None.
29. Not applicable.
30. From 1 July 2009 to 31 May 2010, 37 vacancies have been finalised. The average time taken to fill these vacancies from the date the vacancy closed to the date the Under Treasurer approved appointment/ promotion/transfer is 29 working days.
31. From 1 July 2009 to 31 May 2010, 37 advertised vacancies were finalised and two bulk recruitment actions (2010 FOITs and AO5 vacancies) were undertaken.
Of the 37 advertised vacancies:
Of the two bulk recruitment actions:
32. In 2009, the following positions were reclassified:
33. There are no permanent unattached employees in Treasury.
34. Not applicable.
35. Not applicable.
36. Not applicable.
37. Average cost of recruiting staff to the department for the period 1 July 2009 to 31 May 2010 is $3336.39.
38. Training and development expenditure per employee to external providers for 2008-09 was approximately $1838. In addition to training by external providers, Treasury provides significant in-house training, including graduate training and information technology programs.
39. See Attachment A.
40. Recreation leave is managed in accordance with the Northern Territory Public Sector 2008-2010 Union Collective Agreement (UCA) provisions as follows:
41. As of 1 April 2010, 11 staff have more than this amount carried over, at a total cost of $50 705 (Refer footnote 1).
42.
43.
44. Two workers compensation claims were lodged in 2009. (Refer footnote 2):
45. As at 31 May 2010, no staff are currently on workers compensation.
46. See Attachment B.
47. This question is being answered on a whole-of-government basis as superannuation liabilities are held centrally by the Central Holding Authority (CHA) as it is not practical or effective to assign them individually to agencies.
Refer Attachment C.
48. Treasury employees eligible for return flights to Adelaide every two years are as follows:
49.
(b)
50. Note: The below information has been modified from the data received by DBE to remove NT Build and include one Indigenous cadetship support employee who has not updated his EEO information.
51.
52. Four credit cards have been issued to departmental staff.
53. There are no outstanding repayments for personal items.
54. In the last 12 months, one investigation of misuse of ICT services has been authorised and undertaken by NT Treasury.
55. The outcome of the investigation resulted in formal disciplinary action.
56. None.
57. All of NT Treasury is self-insured. No areas are commercially insured.
58. The Northern Territory government has committed to become carbon neutral by 2018 under the Northern Territory Climate Change Policy. Under this target, whole-of-government systems to account for greenhouse gas emissions according to recognised international greenhouse accounting standards will be progressively rolled out over the next eight years for government processes.
59. In 2007-08, NT Treasury’s preliminary building energy consumption was 1128 gigajoules corresponding to 237 tonnes of greenhouse gas emissions.
60. NT Treasury has initiated a number of strategies to reduce its carbon emissions:
Installation of videoconferencing facilities.
Moving to online newspaper subscriptions, and encouraging online viewing and distribution through Sharepoint.
Staff education programs such as Green Week, Intranet site, staff challenges, suggestion box, and information e-mails, plus campaigns to turn off lights and computers at the end of the day.
Purchase of only energy efficient white and electrical goods.
Audit of IT and electronic goods for energy efficiency.
Continuing to recycle fluorescent lights, toners, cartridges, paper (confidential and normal).
Recycle bins in kitchens cardboard and plastic containers (including plastic codes from 1 to 5).
61. Yes.
(b) Not applicable.
62.
63. As at 8 June 2010, NT Treasury is responsible for 18 vehicles.
64. Treasury’s fleet decreased from 20 in 2008 to 18 in 2010, a reduction of two.
65. 88% (16) of the 18 vehicles meet or exceed the Commonwealth government’s Green Vehicles Guide of 5.5 out of 10.
66. All fleet vehicles are executive contract officer vehicles and all are home garaged.
67. Employees home garaging a vehicle on a temporary basis must have authority in writing from the relevant delegate where there is a business need to do so.
68. Staff at the ECO1 to ECO6 level have a vehicle attached to their position. Non-executive staff are allowed to home garage with authorisation from the relevant delegate. Authorisation in line with the policy stated in question 67.
69.
70. The cost of electricity for 2008-09 was $55 662. The cost of electricity from 1 July 2009 to 30 April 2010 is $42 610. Treasury does not pay for water as it is included as part of the rent.
71. Treasury has budgeted $54 460 for electricity in 2010-11.
72. See Attachment E.
73. See Attachment E.
74. Treasury’s 2009-10 budget for all categories of advertising is $160 457.
75. As at 31 May 2010, NT Treasury had spent $100 830.15 on advertising:
GST exclusive – nett cost to government.
76. Campaigns undertaken by the department in 2009-10 includes the budget communications and Buildstart campaigns, and newspaper notices of superannuation and Territory Revenue Office information seminars.
77. See Attachment F.
157. Dwelling 5/8 Erumba Street
Mr GILES to MINISTER for PUBLIC and AFFORDABLE HOUSING
In relation to the dwelling at 5/8 Erumba Street Braitling:
1. What is the history of tenancy at this property including:
2. How long has the property been part of the public housing stock?
3. How many tenants, and what was the period of tenancy for each of those tenants, from 1 January 2006 to 16 April 2010?
4. When did the fire occur in the unit?
5. What has been done to make safe, repair and maintain this asset since it was left empty and burnt?
6. Will the dwelling be repaired and tenanted?
7. What is the estimated date for which it will be available again for tenancy?
ANSWER
1.
6. The dwelling will be re-tenanted once the programmed repairs are complete.
7. The contract to undertake repairs to this dwelling will commence on 25 June 2010.
158. Duplication of Vanderlin Drive
Mr GILES to MINISTER for LANDS and PLANNING
An announcement was made on 12 April 2010 in regard to funding for the duplication of Vanderlin Drive from Patterson Street to Mueller Road:
1. What is the average vehicle usage per day of Vanderlin Drive between Mueller Road and Patterson Street, for weekdays and weekends?
2. What is the scope of works involved in the road duplication?
3. Of the funding identified for the project, what, if any, is from Commonwealth programs and what proportion is the Northern Territory contribution?
4. For each of the Commonwealth and Northern Territory components, what are the activities that have been included in the respective expenditures?
ANSWER
1. Weekday - 20 001
2. The proposal provides for duplication of Vanderlin Drive from Patterson Street to Mueller Road (approximately 900 m) including signalisation of entry to the Leanyer Recreation Park, pedestrian crossings and rationalisation of cycle path linkages and public bus stops.
3. All funding for this project is allocated by the Northern Territory government.
4. All funding for this project is allocated by the Northern Territory government.
159. Vehicle Usage of Roadways – Darwin
Mr GILES to MINISTER for LANDS and PLANNING
1. What is the average vehicle usage per day of Dick Ward Drive between Fitzer Drive, Ludmilla, and Ross Smith Ave for weekdays and weekends?
2. What is the average vehicle usage per day of Wishart Road between Woodlake Boulevard, Durack and Tivendale Road for weekdays and weekends?
ANSWER
1. Weekday - 14 042
Weekends - 12 938.
2. Weekday - 14 867
Weekends - 9 348.
160. Vehicle Usage of Roadways - Alice Springs
Mr GILES to MINISTER for LANDS and PLANNING
What is the average vehicle usage per day of the Stuart Highway between Bradshaw Drive, Alice Springs, and Commonage Road for weekdays and weekends?
ANSWER
Weekday - 13 258
Weekends - 11 068.
162. Windows on the Wetlands, Visitation and Maintenance
Mr TOLLNER to MINISTER for PARKS and WILDLIFE
For the Windows on the Wetlands visitor experience:
QUESTION 81
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20. Cyclone Emergency Services
Mr MILLS to MINISTER for POLICE, FIRE and EMERGENCY SERVICES
1. How many cyclone shelters are there in the greater Darwin area?
2. List the location, category and capacity of each shelter.
3. Are all the shelters considered operational? What are the requirements for the different cyclone shelter categories?
4. Are all cyclone shelters able to cope with a Category 5 cyclone and related events? What are the evacuation procedures if shelter occupants need to be relocated?
5. What upgrades and/or repairs have been made to each shelter since the last Wet Season? Please provide a list by shelter and detail work required.
6. What upgrades and/or repairs are still required? If any, please provide a list by shelter and detail work required.
7. In the event of a Category 5 cyclone, what is the level of damage expected to residences across the greater Darwin area? How many houses are expected to be damaged to a point where they could not be inhabited? Which suburbs would be most affected by a Category 5 cyclone and related events?
8. How many people are expected to be temporarily displaced due to storm damage caused by a Category 5 cyclone?
9. What emergency mid- to long-term accommodation contingencies are in place to cope with a large number of displaced persons?
10. What are the mid- to long-term logistics in place to cope with a large number of displaced residents after a Category 5 cyclone? Please detail plans for food stores, potable water storage, medical treatment, etcetera?
11. How often do Police, Fire, and Emergency Services and other essential agencies conduct drills to prepare for a Category 5 cyclone?
12. When was the last drill undertaken? What was the assessment of the effectiveness of the emergency services and what recommendations, following this drill, have been taken up by government, and what remain unaddressed?
13. What measures are in place to provide emergency communications in the event of a cyclone? Are the communications run by NT government agencies ie police or by another agency ie ADF? If not the NT government, who provides the communications and why?
ANSWER
1. There are presently eight emergency shelters in the greater Darwin area and four underground car parks.
2. Emergency Shelters:
- Supreme Court Basement - 1800
Casuarina Senior College - 1000
Dripstone High School - 1500
Palmerston High School - 1500
Girraween High School - 200
Taminmin High School - 1000
Cox Peninsula Council
- Building 80
- TOTAL - 8080
- Overflow
Nightcliff High School - 500
- TOTAL - 1000
Underground Car Parks:
Casuarina Shopping Centre - 1280
Palmerston Hub Complex - 320
Holiday Inn Esplanade - 900
- TOTAL - 3500
- Categories.
Emergency Shelters. The emergency shelters are built to the Building Code of Australia standard for cyclone shelters in Region C or a 1-in-2000-year return event. Emergency shelters have management staff, medical staff and a police presence.
Overflow Shelters. Overflow shelters are parts of Casuarina or Nightcliff High Schools which used to be cyclone shelters that can be opened in an emergency.
Car Parks. The car parks have been identified as places where people may choose to shelter in their cars with pets. These car parks are built to the appropriate Building Code but are not designed as shelters and management staff may be limited to a police presence.
4. In accordance with the Building Code of Australia for Region C, cyclone shelters in the NT are built for 1 in 2000 year risk.
- Emergency Shelters are staffed by a Manager, three Police Officers, a First Aider and radio operators. Car parks only possess a police presence. Evacuation procedures for shelters would be determined by the situation at the time.
5.
| Cyclone Shelter Progress since commencement of the program 2007-08 | Works |
| Completed |  |
| Taminmin | Debris protection roof/ walls |
| Casuarina | Debris protection roof/walls |
| Nhulunbuy | Construction of new ablutions Health Store Nhulunbuy Contract awarded 1/10/09. Works continuing. |
| Current Works | |
| Marrara Sports Complex | Re-cladding walls/roof and install debris protection and installation of protection to main access points. |
| Maningrida School | Enclose new multipurpose hall to create a cyclone shelter including screening and debris protection. |
| Shepherdson College (Elcho ) | Enclose new multipurpose hall to create a cyclone shelter including screening and debris protection. |
| Berry Springs School | Enclose new multipurpose hall to create a cyclone shelter including screening and debris protection. |
| Rosebery School | Enclose new multipurpose hall to create a cyclone shelter including screening and debris protection. |
| Yirrkala | New building incorporating a shelter with debris protection and screening. |
6. Upgrades and repairs are programmed and implemented each year.
7. The potential damage that could be caused by a Category 5 cyclone is subject to numerous variables including wind strength, direction of cyclone, speed of cyclone’s advance, size of the cyclone, storm surge if any and speed of decay. It is, therefore, difficult to predict the amount of damage that might be caused.
8. The potential storm damage that could be caused by a Category 5 cyclone is subject to numerous variables including wind strength, direction of cyclone, speed of cyclone’s advance, size of the cyclone, storm surge if any and speed of decay. These variables will impact on the number of people displaced.
9. Emergency accommodation arrangements will depend upon a broad range of factors including the nature of the emergency event, the damage it causes, the area of the NT affected, the number of people affected, the lead time available and seasonal factors.
10. In the event of a Category 5 cyclone displacing a large number of people, the NT government would link into national support arrangements designed to mobilise Commonwealth assistance. The extent of Commonwealth assistance provided would depend upon the situation at the time but, as Cyclone Larry demonstrated, it would be substantial if necessary.
11. The Emergency Services adopt an all hazards approach, practicing the skills required for a broad range of emergencies such as floods, storm damage, air crash, urban search and rescue, general rescue, etcetera.
- Annually, individual skills are practised in a series of training courses and minor exercises across these disciplines by all agencies involved in response.
12. The last training activity involving a cyclone scenario was a Greater Darwin Region Emergency Operations Centre discussion exercise on 5 October 2009 concerning a severe cyclone strike on Darwin. Recommended outcomes taken up:
| Serial | Action |
| 1 | Develop Palmerston road clearance plan |
| 2 | Confirm Palmerston rubbish disposal plan |
| 3 | Confirm assets to implement Darwin City Council Road clearing plan |
| 4 | Develop SecureNT to host plans |
| 5 | Negotiate agreements with other jurisdictions to provide support |
| 6 | Develop Call Centre scripts |
| 7 | Increase to physical mortuary capacity |
| 8 | Confirm Defence role setting up and administering a Logistic Hub at Darwin Airport. |
| 9 | Develop coordinated plans for utilisation of contracts by Department of Lands and Planning, Councils, Power and Water |
| 10 | A need to improve the information technology support within the Emergency Operations Centre. |
13. The NT government provides the majority of emergency communications in the event of a cyclone. The nature of the communications varies according to circumstance and location. Within Darwin, communication arrangements, should normal telephonic communications breakdown are as follows:
- (a) Satellite phones;
(b) Counter Disaster Ultra High Frequency (UHF) and Very High Frequency (VHF) radio networks which includes:
| Net | Net Control Station |
| Survey and Rescue Net (UHF) | Survey and Rescue Operations Centre |
| Welfare Net (UHF) | Joint Emergency Services Communication Centre |
| Emergency Shelter Net (UHF) | Joint Emergency Services Communication Centre |
| Defence Net (VHF) | Joint Emergency Services Communication Centre |
- (c) Digitally Encrypted UHF Radios provide contact between the Joint Services Emergency Operations Centre and the following locations:
(ii) Department of the Chief Minister, (Territory Crisis Centre);
(f) NTPFES car radios; and
(g) High Frequency Radios.
Non-NT government supplied emergency communications providers include:
- (i) Defence provides back up HF communications from the Emergency Operations Centre at Berrimah and Parliament House to Headquarters Northern Command. It also provides access to DEFCOMMNET. Defence provides its backup communications to ensure that the Commonwealth government can communicate with the NT government in an emergency.
(ii) Amateur Ham Radio operators man the cyclone shelter UHF radio communications. They volunteered to provide this service.
(iii) Commercial providers give access to mobile and fixed line phones, facsimiles etcetera. They provide this on a commercial basis.
16 February 2010
75. Defence Personnel Housing Arrangements
Ms PURICK to MINISTER for PUBLIC and AFFORDABLE HOUSING
1. Since 1 January 2009, how many Australian Defence personnel, including a spouse, de facto partner, child or family member of the Australian Defence Forces, have been provided with NT government facilitated emergency or public housing in the Northern Territory?
2. How many Australian Defence personnel, including a spouse, de facto partner, child or family member of the Australian Defence Forces, are currently housed in NT government facilitated emergency or public housing in the Northern Territory?
3. What agreements or arrangements are in place between the NT government and the federal government to provide emergency or public housing to Australian Defence personnel, including a spouse, de facto partner, child or family member of the Australian Defence Forces?
ANSWER
1. Public housing services are not distinguished by employer association or income source. Any individual or family who applies for a public housing service or approaches the department for assistance will receive equal service.
2. It is not possible to identify if any members of the Australian Defence Force or their families have been provided with services through this department. In accordance with the Information Privacy Principles of the Northern Territory Information Act, the Department of Housing, Local Government and Regional Services (DHLGRS) only collects information that is necessary to perform its functions or activities. Client income details are provided for calculation of rental purposes, and retained on the Tenancy Management System (TMS) database. Employer association is not a relevant factor in determining eligibility for; or the provision of, public housing services so DHLGRS does not retain information about a client’s employer.
- DHLGRS does not currently provide crisis or emergency accommodation. Clients who are in need of emergency, crisis or short-term accommodation, will be provided with an appropriate referral to alternative non-government organisations which may be able to provide assistance.
- DHLGRS main objective is to provide housing for Territorians who are most in need. Therefore, applicants for housing services are subject to eligibility criteria such as income, assets and property ownership. Territorians seeking housing services or referral to emergency accommodation providers will be assisted by Client Services staff of Territory Housing offices in each regional centre. Detailed fact sheets outlining eligibility criteria for specific services are published on the department website and are available for collection from any Territory Housing office.
81. Builders Registration
Ms PURICK to MINISTER for CONSTRUCTION
Since the commencement of builders registration in July 2006, could you advise:
1. How many builders are registered in the Northern Territory by main region being, Darwin, including Palmerston and the rural areas, Katherine, Tenant Creek, and Alice Springs to carry out work on residential properties?
2. How many registrations were for restricted and how many for unrestricted builders’ licenses for all the regions?
3. How many builders registrations applications for registrations for both restricted and unrestricted were denied for the regions?
4. What were the reasons given for denial of registration?
5. How many building certifiers are registered for all regions in both residential and unrestricted?
6. How many complaints have been made against builders for each region, how many were investigated and, how many were disciplined?
7. How many complaints were dismissed?
8. How many complaints are currently being investigated?
9. How many builders have been struck off the registration list?
10. When was the last builder to be deregistered and for what reasons?
11. What is the average time to investigate a complaint against a builder, and what is the cost?
12. How many personnel are allocated to handle investigations?
13. How many codes of practice have been developed by the Builders Practitioners Board?
ANSWER
1. As of 24 February 2010, the total number of Building Contractor Residential (Individual and Company, Restricted and Unrestricted) registered by the Building Practitioners Board by region is summarised at Attachment A Table 1.
2. Please refer to table at Question 1.
3. The number of refusals for Building Contractor registration by the Building Practitioners Board from commencement of registration in 2006 until the last board meeting on 10 February 2010, broken down by region and category are shown at Attachment A Table 2.
4. The provision of reasons for the denial of each application requires an extensive search of all board meeting minutes and this has not been undertaken. The Building Practitioners Board is required to assess applications for registration against criteria set out in the Minister’s Determination Relating to Building Practitioners (available at www.nt.gov.au/bpb/forms.
Reasons for refusal are:
(a) the applicant does not meet the qualification requirements (Certificate IV in Building and Construction); and/ or
5. As of 24 February 2010, the number of Building Certifiers registered by the Building Practitioners Board by category and region are shown at Attachment A Table 3.
6. There have been 74 complaints against Building Contractors Residential since July 2006. The breakdown by region is Darwin 57, Alice Springs 15, and Katherine 2.
All these complaints were investigated. To date, two builders have been disciplined by the Building Practitioners Board, one builder in Alice Springs and one in Darwin.
7. The term dismissed has a specific meaning in the Building Act. To respond to this question, the term is taken to mean how many complaints have been closed. Closure can be through the complaint being found to be out of jurisdiction, resolved or referred to the Board or court.
As of 24 February 2010, the number of complaints closed is 38. The breakdown by region is: Darwin 31, Alice Springs 5 and Katherine 2.
8. There are 36 investigations currently under way in the following areas: Darwin 26 and Alice Springs 10.
9. The Building Practitioners Board to date has not deregistered any Building Contractors.
10. The Building Practitioners Board to date has not deregistered any Building Contractors.
11. The average time taken to investigate a complaint can vary significantly depending on the complexity of the case and the timely responses from builders and other related parties.
The budget allocated to the Audits and Investigation Unit is around $400 000 per year.
12. The Audits and Investigation Unit consists of four positions, comprising of a manager and three case officers.
In addition to this, other branch officers support the case officers as required.
13. The Building Practitioners Board has not developed a Code of Practice. However the board has developed a range of policies in relation to eligibility for registration (BPB-008 Net Tangible Assets Equivalency, BPB-006 Insurance, BPB-009 Inquiry Board procedures, BPN-010 Registration Policy for Building Contractors and BPB-011 Performance Reporting Systems). These are available at
27 April 2010
84. City of Weddell
Ms PURICK to MINISTER for LANDS and PLANNING
For the proposed city of Weddell:
1. How many hectares will be utilised for the city of Weddell?
2. How many hectares will be cleared to enable the city to be built?
3. How much land will be allocated for public places and parklands?
4. How much land will be allocated for commercial land?
5. How much land will be allocated recreational places?
6. Will the government undertake environmental assessment in regard to required massive land clearing and, if not, why not?
7. Has the government undertaken any surveying work in regard to the city of Weddell and, if not, why not? If work has been undertaken, what was the expenditure of this surveying work?
8. Has the government undertaken any investigations, research and site inspections to ascertain if there are any sacred sites, archeological sites, heritage sites, endangered species of flora and fauna and sites of environmental significance? If so, what discipline areas have been investigated and at what cost and what outcomes? If not, why not?
9. Has the government undertaken any preliminary planning as to what model the city of Weddell will be based on?
10. Has the government commissioned any consultants to develop concept plans and, if so, what company and at what costs? If not, why not and when does government intend to do so?
11. How many dwellings are planned for the city of Weddell?
12. How many suburbs are planned for Weddell?
13. What planning has been undertaken as to the mix of style of land ownership that is what mix of land size that will be available for sale? If no planning has been undertaken, why not?
14. What planning has the government undertaken for the provision of major preliminary infrastructure for the city of Weddell including provision of water, electricity and sewerage?
15. What cost analysis has been undertaken as to the preliminary infrastructure requirements for the city of Weddell and what are the estimated costs to provide preliminary infrastructure of water, power and sewerage for the city of Weddell?
16. How many primary schools are planned and at what cost for each school?
17. How many health centres are planned and at what cost for each health centre?
18. Has there been any planning for an ambulance station in the city of Weddell and, if so, what discussion has taken place with St John Ambulance Australia NT and what is the likely cost of such an ambulance centre?
19. Has there been any planning for a fire station in the city of Weddell and, if so, what would be the cost of a new fire station?
20. What discussions have taken place with Telstra as to the communication requirements of the new city of Weddell and, if not, why not?
21. Detail the discussions with Telstra if discussion has taken place?
22. Has any planning been done on the amount of waste material generated from the residential and commercial dwellings of the city of Weddell and has the government done any planning on how this waste will be managed and, if so, what will it cost to manage and dispose of the waste?
ANSWER
1. Weddell was first identified as the site of a new town in the Darwin Region Land Use Structure Plan 1984. The site was confirmed in the Darwin Regional Land Use Structure Plan 1990 and the Litchfield Planning Concepts and Land Use Objectives 2002. The definitive boundary of Weddell will not be finalised until investigative studies are completed.
2. Weddell is to be developed as a green city with significant areas of open space. Until the investigative studies are completed, the area of land to be cleared is not known. Once a land use plan is completed, an outline development plan will indicate what amount of land will need to be cleared and which portions of the developable land will form the open space and conservation corridors associated with a sustainable city.
3. See response to Question 2.
4. The amount of land set aside for commercial development will be identified at concept design through investigations to be undertaken in 2010-11.
5. As stated above, detailed studies will inform the location and amount of open space areas, parklands and recreational places within Weddell.
6. Any clearing of native vegetation for Weddell will be undertaken in accordance with the relevant Northern Territory and Commonwealth legislation.
7. Once investigative studies are completed and the area of Weddell defined, the land will be surveyed and titles created for administrative purposes.
8. A gap analysis study is currently out to tender. The gap analysis will identify all known information and data about the Weddell area and determine any further studies and information needed to close the gaps.
9. A range of investigative studies are underway to inform the future development of the City of Weddell. We are committed to having land available in Weddell in 2014.
10. The NT government has not commissioned consultants at this stage to develop concept plans and this is anticipated to commence in the 2010-1 financial year.
11. It is estimated that 10 000 blocks of land catering for a population of approximately 40 000 people would make up the new City of Weddell.
12. The land use plan for Weddell will determine the amount of land for various uses and identify suburbs.
13. Detailed planning into the size of land and mix of uses will commence at the conclusion of studies into the constraints and opportunities of the site.
14. In 2009, a study was completed to determine the cost of the major infrastructure and services for the City of Weddell. This study only examined broad costs and detailed planning for infrastructure will commence this financial year.
15. A cost analysis for the preliminary infrastructure requirements for Weddell will be confirmed through studies during the design stage.
16. The number and type of schools will be determined in consultation with the community and government agencies once a draft land use concept plan has been developed.
17. The location and type of health services will be identified through the development of the land use concept plan.
18. The NT government will undertake extensive consultation with government agencies and community organisations to establish the essential service needs for Weddell.
19. The NT government will undertake extensive consultation with government agencies and community organisations to establish the essential service needs for Weddell.
20. Telstra and other service providers are awaiting the outcome of the studies that will determine the design of the city. Telstra is particularly awaiting for the major road and service corridors to be determined.
21. Telstra have been informed of the project to enable early planning and budgeting. Discussions have informed that Telstra already have optic-fibre penetration to south of the Elizabeth River Bridge on Channel Island Road.
22. When the detailed design stage has been reached, after the constrained land has been identified, the detailed layout will be undertaken with all relevant agencies and stakeholders to determine the need and position of services. Weddell will be a sustainable city and recycling and other sustainable practices will be incorporated into the city design.
86. School Enrolments – Tennant Creek and Alice Springs
Mr GILES to MINISTER for EDUCATION and TRAINING
In relation to school enrolments and enrolments in Tennant Creek and Alice Springs:
For all schools in Tennant Creek and Alice Springs, broken down by school, from 2001 until 2010, for each year, how many:
- (a) students were in each grade, from Transition through to the last year of primary;
(b) of these students by each grade were Indigenous and non-Indigenous; and
(c) were boys and girls against each classifier of each year/grade and Indigenous identifier?
ANSWER
An Age Grade report is attached detailing primary school enrolments, by grade, Indigeneity and gender for government and non-government schools in Alice Springs and Tennant Creek for the years 2001 through to 2009. Please see Attachment A.
As Age Grade occurs once a year, on the first Friday of August, figures for 2010 are not included.
87. SIHIP – Ali Curung Community
Mr GILES to MINISTER for PUBLIC and AFFORDABLE HOUSING
In relation to houses being built and upgraded in the Ali Curung community under SIHIP:
1. As of 11 March 2010, how many houses are planned to be constructed, how many houses will receive upgrades, and how many will receive repairs and maintenance?
2. How many houses are currently under construction?
3. When will the remaining houses commence construction and when will they be completed?
4. Under SIHIP, what is the estimated and actual cost of construction of a house in Ali Curung?
5. As of 11 March 2010, how many houses have had upgrades completed, how many have commenced, when will the remaining be commenced, and when will they be completed?
6. What is the average length of time for the construction of a house and the upgrade (refurbishment) of a house?
7. For each completed upgrade, what was the individual cost when the works were undertaken by alliance employees, and what was the cost when the works were completed for houses refurbished through subcontractors, including agencies such as Barkly Agencies?
8. Please provide an itemised breakdown of all works undertaken and the cost associated with each piece of work for every individual house as at the 30 March 2010.
9. As of 11 March 2010, how much under SIHIP has been spent in Ali Curung with the local shire through either engagement or subcontracting?
10. As of 1 March 2010, how much under SIHIP has been spent indirectly in Ali Curing on Aboriginal ambassadors who promote SIHIP for government and/or the alliance?
11. Is there a policy on the sourcing of construction materials from within Australia and, if not, what is the policy?
12. Please detail which materials, whether they be used for repairs, maintenance, refurbishment, rebuild or new construction, are purchased or sourced from overseas.
13. Please detail which country these products or materials are purchased from.
14. What quality control measures are undertaken to ensure materials are fit for purpose?
15. Who are the suppliers of construction materials, including internal fittings to activities in Ali Curung?
16. How many people have worked on SIHIP activities in Ali Curung, broken down by Commonwealth, Territory and alliance employer groups?
17. How many Aboriginal residents from Ali Curung have been employed on SIHIP activities?
18. How many Indigenous residents from Ali Curung have been engaged as trainees and apprentices?
19. What hourly rate were those Indigenous Ali Curung employees paid and under what award?
20. When will they complete their trade or apprenticeship and, if the completion date is after works are completed at Ali Curung, what are the plans for those employees to ensure they do not end up back on the unemployment line?
21. What schedule of pay rates has been established for the employment of workers in Ali Curung?
22. What is the amount of allowances broken down by type, but including payments for travel, meals and incidentals including fuel, have been paid to SIHIP employees for work in Ali Curung?
23. Who are the subcontractors that have completed work in Ali Curung and what was the total amount paid to these contractors for SIHIP works? Please break down the costs per house worked on as at 20 March 2010.
24. For each contractor, how many people have been employed in Ali Curung?
25. Who was the responsible party for design components of the project, including housing and infrastructure and the development of construction drawings? What costs were associated to these design components in Ali Curung?
26. What infrastructure, including power and water, has been identified as necessary for the construction of the planned houses, and what is the estimated cost of that infrastructure?
27. Which roads will be sealed and curbed and guttered in Ali Curung? Please detail the costs and time lines for construction of all such works.
28. Please detail the power, sewer and water schedule of works that will be completed at Ali Curung as part of SIHIP. Please detail the costs and time lines for construction of all such works.
ANSWER
Preface
There is a huge housing need in remote communities across the Territory and even though it is the largest investment ever by governments in remote indigenous housing, it will not fix the entire problem. But it is a good first step.
2500 houses will be refurbished through SIHIP across the Territory.
Refurbishments will target the key areas of a house that affect people’s health, focusing on the wet areas of a house including kitchens and bathrooms.
Providing tenants with houses that are safe and functional means ensuring the house provides tenants with; a place to wash and bathe, facilities to wash clothes and bedding, the ability to remove waste safely from the house, and the ability to store, prepare and cook food.
Refurbishment works will range from $20 000 to $100 000 per house but will average $75 000.
There have been reports in the media of handymen who can deliver ‘refurbishments’ cheaper than is being delivered through SIHIP.
It needs to be understood that for a program of this size, it would be completely impractical to hand money to a group of handymen and contractors who operate with no overheads. with varying degrees of quality and consistency, and without supervision.
The alliance is required to work within the Building Code of Australia, Australian Standards and the National Indigenous Housing Guide.
Alliances are required to have Federal Safety Commissioner (FSC) accreditation and are regularly audited by the FSC. This is a requirement of all major construction projects funded by the Australian government. FSC accreditation brings with it a series of obligations including having safety officers on each site and adherence to stringent safety standards.
For example, the alliance has budgeted $75 000 for temporary fencing for the Southern Refurbishment package. It is an FSC requirement that all construction sites are fenced while works are under way.
The investment in a SIHIP refurbishment also includes providing transitional housing for families that need to be temporarily relocated during what is a large-scale community-wide program where tenants cannot stay with relatives. This practice is encouraged to keep costs down. If this was handed to a handyman/contractor, Territory Housing would still need to cover these costs.
Nearly $2m has been set aside across the Southern Refurbishment package to provide transitional accommodation for families while their houses are being refurbished.
In additional to the works being delivered through SIHIP, an improved system of housing management is being implemented though the joint Australian and Northern Territory Government Remote Housing NT Program.
This includes increased funding for repairs and maintenance, the need for tenants to sign a tenancy agreement, support services for tenants, and the payment of rent.
Rent paid by tenants will be reinvested into repairs and maintenance. This will ensure that the housing assets are maintained appropriately.
To ensure the sustainability and quality of what is being delivered the governments are working with the alliances to make sure we are using appropriate material, safety standards are being followed, we are employing Indigenous people and we are delivering work that will last.
The department has staff involved in the planning and delivery of the refurbishment works and has a dedicated team of Asset Management Officers (AMOs) who inspect properties to ensure the agreed scope of works is carried out to the appropriate standard before the department accepts the property back from the alliance.
In relation to specific questions asked:
1. Through SIHIP, $3.9m will be spent refurbishing 52 houses in Ali Curung, an average of $75 000 per house.
- Refurbishment work will focus on making houses safe and restoring functionally, with a focus on improving the ‘critical healthy living practices’ within the envelope of the house from the National Indigenous Housing Guidelines.
- This means that homes will have a place to wash and bathe, facilities to wash clothes and bedding, the ability to remove waste safely from the house and the ability to store, prepare and cook food.
- All work is inspected by Department Asset Management Officers who ensure the agreed scope of work for each property has been carried out to an appropriate standard. Any defects are rectified and repaired. Repairs and maintenance will be ongoing by the shires until 30 June 2010 after which service agreements will be struck between the department and shires.
2. Ali Curung is a refurbishment only community, no new house construction will occur under SIHIP.
3. Ali Curung is a refurbishment only community, no new house construction will occur under SIHIP.
4. Ali Curung is a refurbishment only community, no new house construction will occur under SIHIP.
5. As at 11 March 2010, New Future Alliance has completed 25 refurbishments in Ali Curung and a further eight are under way as part of the work in 29 Central Australian communities.
- The remaining 19 refurbishments will commence progressively over the next four to six weeks
7. The cost to refurbish a home in Ali Curung varies from $20 000 to $100 000 per house, depending on what needs to be done.
8. This level of detail is not available. To break this down to individual houses will impose significant administration and cost which I would rather see spent on delivering dwellings. However, the average cost of $75 000 for refurbishment will result in a place to wash and to cook and store food.
9. The local shire has not subcontracted to SIHIP in Ali Curung.
10.Neither New Future Alliance nor the NTG have an Aboriginal ambassador employed.
11.Under the NTG’s Procurement Framework there are five key principles. These are:
value for money;
enhancing the capabilities of local business and industry;
environmental protection; and
ethical behaviour and fair dealing.
- Alliances commit to NTG local industry participation and, as such, work extensively with the Northern Territory Industry Capability Network (NTICN) to identify local suppliers in the first instance wherever they can provide competitive, quality products to the program.
12. This is the largest investment in Indigenous housing by governments, which is why standard and quality control measures are in place to ensure what we spend now does not cost us more later.
- Should local suppliers source goods from overseas, the program requires that they meet performance specifications set down for SIHIP and comply with Australian Standards.
13. As referred to in Question 12 above.
14. Alliances will perform quality control checks in accordance with their quality management and construction management plans.
- All construction works that require certification in accordance with the Building Code of Australia or the NT Building Act will be certified.
16. As at 12 March 2010, there were 45 Indigenous and non-Indigenous employees on Package 3A which includes Ali Curung.
- The Australian Government Business Manager (GBM) is involved in SIHIP activities, the Northern Territory Government Alliance Director, and the NFA alliance leadership team are involved in management activities. Various numbers of the SIHIP program team and local regional housing staff would have input into Ali Curung activities from time to time.
17.SIHIP has set ambitious targets for Indigenous employment and training, the achievements so far have been good. The implementation, monitoring and achievement of these targets would not have been possible if the work was given to an average handyman-type contractor.
- Six CDEP participants are employed as a team to paint floors in all houses in Ali Curung.
- An additional 19 CDEP participants commenced induction training on 19 April 2010. Twelve of these participants commenced working on the refurbishment of a house on 27 April 2010.
18. Pre-employment training was an opportunity provided in Ali Curung for people currently receiving Community Development Employment Project (CDEP), payments from Centrelink. The community of Ali Curung (either on CDEP or JSA benefits) were offered a six-week training course which they completed, as this allows participants to continue receiving CDEP payments while training.
19. All employees of the alliances are paid under the appropriate award for their employment type.
For members of the Ali Curung community who decided to remain on CDEP payments (as opposed to having short-term employment which requires coming off payments), CDEP provides work experience with the alliance. This experience develops participants’ skills and employability in order to assist their move into employment outside CDEP.
20. Local people interested in becoming trades assistants will be able to apply for either work experience (if they choose to stay on either CDEP or JSA payments) or work directly if they are interested in permanent full-time employment and are happy to relocate for work as the alliance moves to other communities.
- All local Indigenous people employed by the alliance (or their subcontractors) will have a career management plan which outlines the individual’s aspirations, work skills and experience, and highlights training needed.
21. The alliance pays all employees under the appropriate award for their employment type.
22. The alliance pays all employees under the appropriate award for their employment type.
23. This information is commercial-in-confidence.
24. This level of detail is not readily available. However, as at 1 April 2010, there were 45 Indigenous and non-Indigenous employees on Package 3A which, includes Ali Curung.
25. Ali Curung is a refurbishment only community and does not include infrastructure upgrades.
26. Ali Curung is a refurbishment only community and does not include infrastructure upgrades.
27. Ali Curung is a refurbishment only community and does not include infrastructure upgrades.
28. Ali Curung is a refurbishment only community and does not include infrastructure upgrades.
88. Airport Public Transport
Mr ELFERINK to MINISTER for TRANSPORT
1. Has any consideration been given by the Northern Territory government to provide public transport to and from Darwin Airport?
2. If so, what has been the outcome?
3. If the Northern Territory government has commissioned any reports and/or option discussion papers on this matter, would these papers be provided?
ANSWER
1. An examination of this issue has been undertaken.
2. The private operator of the Darwin Airport Shuttle Bus has a service that meets every arriving plane and conveys passengers to all Darwin and CBD hotels. This company also has a booking service for departing passengers designed to have passengers at the airport in order to meet all airline check-in requirements. Costs vary from $7 to $11 depending on passenger numbers.
- Taxis and minibuses, together with the Airport Shuttle, generally service the airport in sufficient numbers to provide door-to-door services to the CBD, suburbs and rural areas.
The department is currently investigating options for public transport to service the airport precinct during peak periods.
3. No reports or papers were commissioned. This was an internal examination of the issues using known costs, distances, employee awards and scheduling requirements.
90. National Secondary School Computer Fund in Northern Territory
Mr MILLS to MINISTER for EDUCATION and TRAINING
As at 1 March 2010:
1. What is the status of the rollout of the National Secondary School Computer Fund in the Northern Territory?
2. How much is allocated within the funding model for the initial software licence and for future software upgrade requirements respectively?
3. What advice is provided to schools by the department to guide their purchase decisions?
4. Are the new computers allocated to an individual student or allocated to a senior school class?
5. Is the Northern Territory approach based upon the acquisition approach of other jurisdictions and, if so, which jurisdiction(s)?
ANSWER
1. Rounds 1 and 2 of the National Secondary School Computer Fund have been completed with 1504 computers being installed in Northern Territory government schools. These computers combined with existing computers in schools mean there is now a minimum of one computer for every two students in Years 9 to 12.
- A total of $3.4m has also been allocated to schools to meet the on-costs associated with providing power, networks and other support for the additional computers being provided under this program.
- In 2011 and 2012, a further 5130 computers will be installed in schools resulting in a one-to-one computer to student ratio.
2. An amount of $50 per computer per year has been set aside to meet the charges for the standard suite of Microsoft software products that are installed on all NT school computers. This fee is an annual charge and covers the costs for any upgrades and future releases of the software.
- Schools would need to allocate additional funds if they wish to install other commercially licensed software.
3. All computers are purchased through a period contract with Dell Australia. A small set of standard models are offered that meet the needs of typical users in schools. All computers are supplied with the NT Department of Education and Training (DET) standard software configuration and have a three-year on-site warranty. Schools may purchase alternative makes and models of computers if they have specific requirements.
4. At this time, most computers are allocated for shared use in the schools with access based on their physical locations in schools. As the number of computers increases in 2010 and 2011, schools will move to personal allocation of computers with a variety of models to suit the needs of Years 9 to 12 students in urban middle and senior schools and in comprehensive schools in remote areas.
5. All jurisdictions have used centralised acquisition and service management systems to provide economies of scale and ensure a reasonable quality of service can be achieved with the available funds. DET adopts a similar approach to other jurisdictions in terms of the centralised acquisition of hardware, software and support services related to the National Secondary School Computer Fund.
91. Activity-based Funding Formula for Northern Territory Hospitals
Mr CONLAN to MINISTER for HEALTH and FAMILIES
1. What is the defined activity-based funding cost model for Australia?
2. What has the Northern Territory government done to develop an activity-based funding model, definitions and projections for each activity in the Northern Territory?
3. How does the department of Health demonstrate activity-based funding using case mix classifications explicitly linking funding to the actual services provided?
4. How does the activity-based funding formula work in the Northern Territory?
5. How is the Northern Territory currently determining funding for our hospitals?
6. Is the Northern Territory now using activity-based funding for all costing rather than the previous block funding model?
7. Define where each activity starts and ends and what exactly is encompassed.
8. What has changed for the Northern Territory, as it was previously noted that the case mix model is actually more appropriate for larger jurisdictions with significantly larger hospitals and populations?
9. How will the Northern Territory’s high number of patients requiring complex care and chronic disease management and the unique Indigenous percentage of patients with multiple illnesses be recognised under activity-based funding?
10. How will the negative and positive results of activity-based funding in the Northern Territory be measured?
11. How will the Northern Territory government ensure that activity-based funding does not result in greater output being emphasised ahead of better outcomes?
12. Does the department of Health have suitable activity-based funding data tracking technology in place?
13. Is the necessary modelling work on activity-based funding in the Northern Territory driven by the Health Gains Planning Unit?
14. Exactly how much does each activity cost in the Northern Territory compared with the national cost?
15. Give examples for straightforward maternity hospital delivery, hip replacement, and dialysis in each of the five NT hospitals.
16. What is the basis of future activity-based funding, infrastructure and investment and primary healthcare allocations?
17. How are future costs estimated?
18. What did the Hardison and Associates report on the modelling of current usage of services in the Northern Territory and the comparison to interstate usage show in detail?
19. What updated demographics for the Northern Territory are currently being used?
20. How will activity-based funding impact on the Northern Territory’s waiting lists and occupancy levels
21. Will there be the opportunity for Northern Territory patients to be transferred interstate for procedures?
22. Will activity-based funding include 24-hour mental healthcare for the Northern Territory?
23. How much is the remote service delivery component of activity-based funding?
24. Is the Hospital Services Planning Project, produced by Ernst & Young, available?
25. What is the annual growth of hospital costs, in percentage terms and dollar terms, in the Northern Territory?
26. What is the annual growth of costs, in percentage terms and dollar terms, per hospital in the Northern Territory?
27. What are the projections for growth in the annual costs of hospitals in the Northern Territory, in percentage terms and dollars terms, for each of the next 15 years?
28. What are the projections of the growth in annual costs for each Northern Territory hospital, in percentage terms and dollar terms, for the next 15 years?
29. What is the projected growth in GST revenue in the Northern Territory, in percentage terms and dollar terms, for each of the next 15 years?
30. How will a new Palmerston hospital be funded? Will the federal government fund 60% of its construction and set-up costs?
31. Will the bottom line for activity-based funding be additional funding for health in the Northern Territory?
32. What will be the cost to the Northern Territory of activity-based funding regarding the loss of GST income?
33. The Northern Territory’s real cost of funding is higher than anywhere else in Australia. (2006-07, $1700 per person in the NT; the average figure for the rest of Australia is $1260). How is this difference accommodated in activity-based funding?
34. The Northern Territory’s highest hospital separation rate is 486.4 per 1000 population, compared to 217 per 1000 population for the rest of Australia. How is this difference accommodated in activity-based funding?
35. Does activity-based funding completely encompass the diversity of services which are provided through the Northern Territory’s hospitals?
36. For Gove, Katherine, Tennant Creek, and Alice Springs hospitals, would moving to case mix-based funding with Australian-based weightings be disadvantageous?
37. Does the risks of activity-based funding include classification insensitivity, lack of consistency, and a focus only on hospital-based activity?
38. Does the Northern Territory have the ability to benchmark and compare?
39. What is the cost to the Northern Territory of consolidating and entering data?
40. Will activity-based funding include community home care?
41. Will activity-based funding include nursing homes?
42. Will activity-based funding include screening, immunisation, and promotional programs?
43. Will activity-based funding include non-inpatient mental health and oral health?
ANSWER
1. The current National Partnership Agreements include the development of a national activity based funding strategy. This work is ongoing.
2. The Territory is a signatory to the National Partnership Agreement (NPA) incorporating the Activity Based Funding (ABF) initiatives. To meet the Territory obligations in relation to this activity the Territory has prepared and is delivering an ABF project plan. The key ongoing tasks include:
update and support the centralised hospital data warehouse;
update and support the monthly hospital management reports; and
embody the ABF model in a Price Volume (PV) schedule for ‘shadow’ measurement of the effect of an ABF.
- This project is on track to ensure the Territory meets its obligations.
3. Within the local implementation plan of the national ABF project there is the specific development of a Price Volume (PV) schedule which will link the case mix of the hospital (the ‘volume’ of activity) with the cost of the service delivery (the ‘price’, or cost of activity).
4. The Price Volume schedule will be implemented as a pilot for two years (2010-11, 2011-12) before the negotiations on national pricing policy and so forth are determined. Currently, there is no activity-based funding model in place for the Northern Territory.
5. The current budgetary cycle adjusts the budget based upon the known inputs into the hospital system with adjustments made for new initiatives and planned cost adjustments (salary growth, etcetera).
6. The Northern Territory is participating in a national activity-based funding project and will have an output-based Price Volume schedule piloted in 2010-11.
- The Northern Territory has been activity-based costing for several years, undertaking a costing on the basis of outputs in the form of Australian Refined Diagnosis Related Groups (ARDRG), National Outpatients Tier 2 NHCDC classification and Triage and disposition for Emergency Department attendances.
- For the pilot funding model, the activity-based costing model will form the basis of the activity-based funding model.
7. The concept of activity ‘boundaries’ form a component work stream of the national activity-based funding model. These issues are still being defined, and the decisions enshrined in the activity-based cost model.
- In theory, a boundary issue needs to be defined for every potential consecutive join of work streams. This national work is not yet complete.
8. There is no generic ‘case mix’ model which the question implies. It is true that a ‘competitive’ case mix model would not be an optimal solution for the Territory, however, a ‘Service Level Agreement’ embodied in a Price Volume-type case mix model is now accepted contemporary practice in large and small jurisdictions, both in Australia and internationally.
9. The classification system of ARDRGs encompasses the majority of patient complexity variability across Australia. The average cost of the ‘normalised’ costs in the Territory have been recognised as being a significant percentage greater than the national average. This differential will partly be explained by the ‘classification failure’ to recognise the Territory’s peculiar case mix. To prove this case, the Territory has invested in a clinical costing system to measure this variability.
10. Within the case mix of the hospitals there will be specialties/activities for which the Territory does better and worse than the national price. However, ‘case mix’ is not designed to interrogate the micro-management decisions undertaken within a hospital, but rather ensure that the available funding is allocated with appropriate consideration for:
equality of access;
future service provision requirements;
demands of population; and
cost effectiveness of service delivery.
All of these issues have been considered in the NPA ABF project and separate work streams considered for each item.
11. The Territory’s output Price Volume schedule, specifies a level of output, effectively putting a desirable target on supply. To ensure quality is maintained, a series of ‘Balanced Scorecards’ have been developed for each site. So, the process balances throughput with quality.
12. The activity and cost data for several years is maintained in the data warehouse. Looking back into historical data needs to be undertaken with caution, however, because some of the definitions of care and the boundaries have changed as a result of national definitional changes.
13. The NPA ABF provides a framework to measure the reimbursement of care. The critical work undertaken by Health Gains Planning Unit will continue under an ABF.
14.In Question 9, it was identified that there are complexity issues in the classification making direct comparison nationally impractical. There is work being undertaken to unbundle these complexity issues, making an exact answer impossible and misleading.
15.The results published for the National Hospital Cost Data Collection are the most appropriate measure of these costs. This is available at:
http://www.health.gov.au/internet/main/
publishing.nsf/Content/health-case mix-
data-collections-nhcdc-hrms.
publishing.nsf/Content/health-case mix-
data-collections-nhcdc-hrms.
16. The existing planning arrangements will continue regardless of the funding arrangements. Future planning, demand analysis and infrastructure requirements continue to occur and will inform future funding models as it always has.
17.The planning of healthcare services is a complex interaction between:
population estimates;
future age gender mix;
affordability;
costs; and
case mix expectations.
19. The population projections that were used for the forecasting are in the public domain at the Territory government web site:
20. No ABF has yet been established for the Northern Territory. However, it is possible that the PV schedules could be used to incentivate these management initiatives.
21.Currently, Northern Territory patients travel to receive care in other jurisdictions, and there are no initiatives in the NPA for ABF to modify this.
22.The final version of the ABF has not yet been completed, but it is likely that acute inpatient mental health will be funded by a National ABF.
23. The NPA ABF work streams relating to this question are ‘Community Service Obligation’ and ‘Hospital Auspiced Community Care’. Neither of these work streams has been finalised.
24. The report on this project is not yet finalised.
25.This is reported in DHF annual reports with total costs and are referred to as ‘Acute Care’. The figures represent the hospital cost component of ‘Acute Care’ in the dollars of the relevant financial year.
26. See Question 25.
27. There has been some considerable effort to calculate the growth of hospital services in the Territory, based upon Health Gains Planning Unit, Department of Treasury population projections, service supply trend analysis and affordability. With each of the projections undertaken, a number of assumptions are made, and then tested with a sensitivity analysis then used to measure the likelihood of each projection and their associated assumption. Hence, it is dangerous to publish one projection as the likely outcome, because all projections come with an often subjective measure of probability. Indeed, even the simplest of assumptions (population projections) can be misleading with the benefit of hindsight.
- However, in the spirit of the question it is most likely that the occupied bed day requirement will approximately double in line with an ageing population, but an estimate of costs and so forth cannot be provided in this format.
28. See Question 27
29. This question should be referred to the Treasurer.
30. Funding arrangements have not been finalised nationally.
31. The NPA ABF funding methods have not been finalised.
32. The NPA ABF funding methods have not been finalised.
33. Activity-based funding is based upon outputs, therefore there is no direct relationship between the statistics quoted in the question and activity-based funding.
34. Activity-based funding is based upon outputs, therefore there is no direct relationship between the statistics quoted in the question and activity-based funding.
35. The NPA ABF has eight work streams designed to encompass the entire spectrum of hospital care nationally. It is expected that all aspects of the Territory’s diverse population and case mix will be considered appropriately under this model.
36. The NPA ABF has eight work streams designed to encompass the entire spectrum of hospital care nationally, including community service obligations. It is expected that all aspects of the Territory’s diverse population and case mix will be considered appropriately under this model.
37. The NPA ABF has eight work streams designed to encompass the entire spectrum of hospital care nationally. The assumptions made in the question do not appropriately reflect the complexity of analysis undertaken for a whole of service ABF model.
38. The benchmarking of hospital services occurs at many levels financial, clinical and throughput, using either subjective or objective measures.
39. Data collection is an integral part of managing healthcare. There are always ongoing efforts to improve data quality and completeness, but to cost this transaction would be counterproductive.
40. There is one work stream of the NPA ABF called ‘Hospital Auspiced Community Care’, which may encompass a proportion of this service provision.
41. As the NPA ABF currently stands, no.
42. As the NPA ABF currently stands, no.
43. The final version of the ABF has not yet been completed, but it is likely that inpatient mental health and oral health will be funded by a National ABF.
92. Builders and Licensing Certification Website
Mr GILES to MINISTER for LANDS and PLANNING
The following website provides information to the public in regard to builders licensing and certification:
http://www.ntlis.nt.gov.au/building-practitioners/
For each year 2008, 2009 and 2010 (year to date):
1. How many unique visitors used the website?
2. How many unique page views were made?
3. How many queries of the public register database were made?
4. What was the daily average number of visits?
5. On what basis, in reference to time frames, is the database updated?
ANSWER
1. This question asks, for each time period, how many different individuals accessed the above web page. The database does not record individuals per se, but records the ‘user ID’ of the computer used by the visitor to access the site.
- The database records the user ID access for the previous 59 days when accessed through the above link.
The unique number of visitors to the above link for the period 7 March 2010 to 5 May 2010 is 2522. This equates to an average of 43 unique visitors per day.
2. A unique page view is defined as the sum of all pages that are requested on all visits. The recording of this statistic commenced on 17 March 2008, accordingly, only partial statistics can be provided for the 2008 calendar year.
- The statistics are as follows:
- 35 580
- The statistics are as follows:
These figures include the initial search result screen and the subsequent viewing of secondary screens that provide further information.
4. This question is taken to mean the average number of daily visits where the visitor has used the database for an initial search (compared to only looking at the screen and not performing a search). This value is calculated by dividing the statistics for the initial search of the database by the corresponding days. These values are:
17 March 2008 to 31 December 2008: 41
1 January 2009 to 31 December 2009: 63
1 January 2010 to 5 May 2010: 39
5. The database is updated as part of a business process each time a registration has been issued, suspended or cancelled following a decision by the Building Practitioners Board.
The links above provide direct access to the database and changes are immediately available for searching.
93. Land Titles Issued
Ms PURICK to MINISTER for LANDS and PLANNING
Under the Housing the Territory initiative, the government released a public document entitled Land to Grow.
Could you please advise:
1. How many land titles were issued in each of the nominated release areas in 2009?
2. How many land titles in each of the release areas are projected to be issued in 2010, in 2011, in 2012 or in 2013-plus?
ANSWER
1. The table below provides totals of land titles issued in 2008 and 2009, for each of the release areas referred to in the public document entitled ‘Land to Grow’ as part of the government initiative Housing the Territory.
| Land Release – Number of Titles Issued |
| Release Area20082009 |
| Lyons 187 98 |
| Muirhead |
| Frances Park 95 |
| Land Release – Number of Titles Issued |
| OTC Parap 22 |
| Berrimah |
| Bellamack |
| Johnston |
| Zuccoli |
| Mitchell |
| Rosebery Park 4 65 |
| Total286185 |
- Note: Lyons, Frances Park, OTC and Rosebery Park land releases have been completed.
2. Development of the Palmerston suburbs of Bellamack and Johnston are currently under way.
- Bellamack will provide over 670 lots in the coming years, with titles to the first lots to be issued in the middle of this year.
- The first stage of Johnston will provide 200 blocks, with land already being sold off the plan and titles expected to be issued by the start of 2011. The second stage of Johnston will provide another 290 lots, and government will shortly be calling for tenders for developers to develop this stage.
- Zuccoli will be the next suburb to be developed in Palmerston and will provide around 1400 lots over the coming years. The Land Development Corporation will shortly be calling for a joint venture partner to develop the first 400 lots.
- In the northern suburbs of Darwin, the Defence Housing Authority is developing Muirhead, which will provide over 1000 residential lots. Development of the first stage to provide 160 lots is expected to commence in 2011.
94. SIHIP - Willowra Community Housing
Mr GILES to MINISTER for PUBLIC and AFFORDABLE HOUSING
In relation to houses being built and upgraded in the Willowra Community under SIHIP:
1. As of 9 April 2010, how many houses are planned to be constructed, how many houses will receive upgrades (refurbishments), and how many will receive repairs and maintenance?
2. How many houses are currently under construction?
3. What is the current occupancy rate of each house in Willowra?
4. When will the remaining houses commence construction and when will they be completed?
5. Under SIHIP, what is the estimated and actual cost of construction of a house, upgrade (refurbishment) of a house, and repairs and maintenance of a house in Willowra?
6. As of 9 April 2010, how many houses have had upgrades, refurbishments or repairs and maintenance completed, how many have commenced, when will the remaining be commenced and when will they be completed?
7. What is the average length of time for the construction of a house and the upgrade (refurbishment) of a house in Willowra?
8. As of 9 April 2010, how much, under SIHIP or other funding, that was directed to housing for the express purposes of upgrade (refurbishment) or repairs and maintenance has been expended on all activities in Willowra including:
- (a) how much has been spent with the local shire through either engagement or subcontracting? Please break this down by purpose including ongoing management and repairs and maintenance of housing stock, as well as extra works including upgrades and extraordinary repairs and maintenance;
- (b) how much has been spent on project management;
- (c) how much has been spent on materials; and
- (d) how much has been spent on construction and refurbishment labour?
9. How many people, including public servants, consultants, alliance employees, auditors, designers and assessors have worked on SIHIP activities or housing upgrade and repair and maintenance activities in Willowra, broken down by Commonwealth, Territory and alliance employer groups and contractors?
10. How many residents of Willowra have been employed on SIHIP, or through outsourced SIHIP funding through another body?
11. How long were they employed and how much were they paid per hour and what was the long service leave and superannuation arrangements? Were these people on CDEP; did they remain on CDEP?
12. How many residents of Willowra have been engaged as trainees and apprentices?
13. When will they complete their trade or apprenticeship and, if the completion date is after works are completed at Willowra, what are the plans for those employees to ensure they do not end up back on the unemployment line?
14. What schedule of pay rates has been established for the employment of workers in Willowra?
15. Who are the contractors and subcontractors that have completed work in Willowra, and what was the total amount paid to these contractors for SIHIP works? Please break down the costs per house worked on as at 9 April 2010, and the amount of hours worked to undertake these activities.
16. For each contractor, how many people have been employed in Willowra?
17. What infrastructure, including power and water and sewerage, has been identified as necessary for the construction or upgrade (refurbishment) of the planned houses, and what is the estimated cost of that infrastructure?
18. Which roads will be upgraded as part of SIHIP in Willowra? Please detail the amount (length and width), costs and time lines for construction of all curbing, guttering and sealing works.
19. Please detail the power, sewerage and water schedule of works that will be completed at Willowra as part of SIHIP. Please detail the costs and time lines for construction of all such works.
ANSWER
1. Through SIHIP, $2.6m will be spent refurbishing 35 houses in Willowra. A refurbishment constitutes an investment of more than $20 000 and less than $100 000 per house with the average cost of a refurbishment around $75 000 per house.
- Refurbishment work will focus on making houses safe and restoring functionality, with a focus on improving the ‘critical healthy living practices’ from the National Indigenous Housing Guidelines.
- This means that homes will have a place to wash and bathe, facilities to wash clothes and bedding, the ability to remove waste safely from the house and the ability to store, prepare and cook food.
- All work is inspected by Department Asset Management Officers who ensure the agreed scope of work for each property has been carried out to an appropriate standard.
2. Willowra is a refurbishment only community, no new house construction will occur under SIHIP.
3. As houses are handed over following refurbishments, Tenancy Agreements or Occupancy Agreements will provide up-to-date occupancy data. It is expected that this information will be available by the end of the year. Generally, the Remote Housing Management Framework will allow for an average of nine people per house.
4. Willowra is a refurbishment only community; no new house construction will occur under SIHIP.
5. Willowra is a refurbishment only community; no new house construction will occur under SIHIP. SIHIP refurbishments commenced in Willowra on 19 April 2010. A refurbishment constitutes an investment of more than $20 000 and less than $100 000 per house with the average cost of a refurbishment around $75 000 per house. The refurbishment means that homes will have a place to wash and bathe, facilities to wash clothes and bedding, the ability to remove waste safely from the house and the ability to store, prepare and cook food.
The Department of Housing, Local Government and Regional Services provides all shires with approximately $7500 annually for repairs and maintenance for each house.
6. SIHIP commenced work in Willowra on 19 April 2010 with staff inductions completed and one refurbishment is under way. Completion of all refurbishments in Willowra is scheduled for mid-June.
- Approximately $7500 is available annually for repairs and maintenance on each community house. Exact work on any particular home is undertaken with the need across the community in mind.
7. The average length of time for the refurbishment of a house is two weeks. No new houses will be constructed as Willowra is a refurbishment community only.
8.
- (a) The local shire has not subcontracted to SIHIP in Willowra.
SIHIP commenced in Willowra on 19 April and repairs and maintenance will be ongoing by the shires. Funding of $314 000 has been provided for the 2009-10 year to the shire to conduct repairs and maintenance in Willowra.
- (b) SIHIP commenced in Willowra on 19 April 2010, hence no costs incurred to 9 April 2010. A breakdown of project management costs for repairs and maintenance by the shire by community are not yet available.
- (c) SIHIP commenced in Willowra on 19 April 2010, hence no costs incurred to 9 April 2010. A breakdown of material costs for repairs and maintenance by the shire by community are not yet available.
(d) SIHIP commenced in Willowra on 19 April 2010, hence no refurbishment costs were spent to 9 April 2010.
9. The Australian Government Business Manager (GBM) is involved in SIHIP activities, the Northern Territory Government Alliance Director, and the NFA leadership team are involved in management activities. Various members of the SIHIP team and local regional housing staff have input into Willowra activities from time to time.
- The New Future Alliance has 1.5 dedicated employees and one subcontractor with three employees currently working at Willowra.
- Four residents expressed interest in being employed through CDEP. There is capacity for SIHIP to offer placements for 10 to 12 people.
11. SIHIP commenced in Willowra on 19 April and the alliance pays all employees under the appropriate award for their employment type.
- For members of the Willowra community who decided to remain on CDEP payments (as opposed to having short-term employment which requires coming off payments), CDEP provides work experience with the alliance. This experience develops participants’ skills and employability in order to assist their move into employment outside CDEP.
12. Apprenticeships will be offered to local Indigenous residents who are willing to travel with New Future Alliance to other communities.
- The time frame for refurbishments in Willowra does not allow for long-term training to be undertaken; however, opportunities for employment and shorter training courses are available.
- Central Desert Shire, in conjunction with New Future Alliance and contractors, are working on-site to engage local people and put on apprentices who are interested in travelling with New Future Alliance to other communities.
13. SIHIP commenced in Willowra on 19 April. Apprenticeships will be offered to local Indigenous residents who are willing to travel with New Future Alliance to other communities. The time frame for refurbishments in Willowra does not allow for long-term training to be undertaken; however, opportunities for employment are available.
- Central Desert Shire, in conjunction with New Future Alliance and contractors, are working onsite to engage local people and put on apprentices who are interested in travelling with New Future Alliance to other communities.
14. The alliance pays all employees under the appropriate award for their employment type.
15. SIHIP commenced in Willowra on 19 April.
16. SIHIP commenced in Willowra on 19 April.
17. Willowra is a refurbishment only community and does not include major infrastructure upgrades.
18. Willowra is a refurbishment only community and does not include major infrastructure upgrades.
19. Willowra is a refurbishment only community and does not include major infrastructure upgrades.
95. Commonwealth Program, Building the Education Revolution
Mr GILES to MINISTER for CONSTRUCTION
In relation to the Commonwealth program, Building the Education Revolution:
1. How many projects have been identified in the Northern Territory under each of the categories:
- (a) National School Pride;
(b) Science and Language Centres; and
(c) Primary Schools for the 21st Century?
2. How many BER projects have had construction work completed, how many projects have been commenced but not completed, and how many have yet to commence (that is, no tender documentation issued)?
3. For each individual construction project, what is their location, what is the scope, and what is the cost of the project?
4. For each project, how much has been allocated for management, supervision and other work of the Construction Division or other Northern Territory government departments?
5. What is the total amount of Commonwealth funding that will be used for management, supervision and other work of the Construction Division for the BER program?
6. In regard to projects that have commenced or been completed, who provided management and supervision of the projects, in terms of NT department, contractor/consultant or school-based management?
7. In regard to projects where construction has been completed, what was the tendered amount, the variations made to the scope of the tender, and the subsequent saving/cost and the department’s (including consultants/contractors) project management costs?
8. In regard to completed projects, what was the tendered cost and the final cost?
9. In regard to projects commenced, what is the estimated completion date for each?
10. In regard to projects not yet commenced, what is the estimated advertising date for the project tender?
ANSWER
1.
- (a) NSP – 150 projects/150 schools.
- (b) SLC – eight projects/eight schools.
- (c) P21 – 144 projects/134 schools.
2. NSP
- (a) Projects completed – 97.
- (b) Projects commenced but not completed – 45.
(c) Yet to commence – eight. (The Australian government has extended completion time lines on these projects).
- (a) Projects completed – 24.
- (b) Projects commenced but not completed – 113.
- (c) Yet to commence – seven.
Note that the Department of Education, Employment and Workplace Relations (DEEWR) has approved extensions of time for those projects that will not meet initial deadlines due to reasons such as delays from inclement weather, land tenure issues or difficulties in attracting appropriate tenders.
- (a) Projects commenced but not completed – eight.
3. See Attachments A, B and C for individual construction project location, scope and costs.
4. Non-construction costs for BER funding for P21 and SLC projects are as follows:
up to 4% of each project budget for project management costs as per BER guidelines. These services are predominantly delivered by external project managers. However, in some cases 0.5% of the 4% is directed to the Construction Division of the Department of Construction and Infrastructure (DCI);
- Under the BER program, the Australian government has allocated each jurisdiction, including the Northern Territory, a funding commitment of an additional 1.5% on top of the overall investment across the three elements of the program. This quantum of funding will be provided to the Department of Education and Training (DET) over the life of the BER to administer and implement the program. Both DET and DCI draw down on this allocation to administer and implement BER across government schools throughout the Northern Territory.
6. The funding allocated under the NSP element was managed by schools and school councils.
- For P21 and SLC projects, see Attachments D and E for details on the project management and supervision of each project.
8. Please see Attachment F for previous answer.
9. Please see Attachments G, H and I.
10. Please see Attachment J.
97. Tender TW107-0910, T09-2501
Mr GILES to MINISTER for CONSTRUCTION
In relation to the Tender TW107-0910, T09-2501:
1. What is the completion date that has been estimated for this project?
2. In relation to the expense of $7 139 932 how much:
- (a) is the estimated completion cost for the visiting officers quarters;
(b) is the estimated completion cost for each four-bedroom dwelling; and
(c) is the estimated completion cost for any other building works under the tender?
3. For the Construction Division, what is the estimated cost of supervision of this project?
4. What departmental personnel (by position title) have responsibility for the supervision of this project?
5. What other personnel, contractor or consultant are providing ongoing management of this project?
ANSWER
1. The Gapuwiyak Themis Police Station project is due for completion in April 2011.
2. The tender was let for a lump sum price. Tenderers were not requested to provide a break-up of their tender price by building.
3. As a Government Business Division, Construction Division operates on a fee-for-service basis. The project management services provided include design, documentation, procurement and contract and project administration. All of these professional and necessary services will cost $748 863.47 (excl GST).
4. DCI personnel from the Nhulunbuy office are providing project management services during the construction of the Themis Police Station at Gapuwiyak.
5. DCI personnel are providing the project management services for the construction of the Gapuwiyak Themis Police Station and related buildings.
98. Darwin Port Corporation
Mr GILES to MINISTER for CONSTRUCTION
1. In relation to the Darwin Port Corporation, in the 2009-10 Northern Territory Budget, approximately $11.118m has been allocated for the purchase of goods and services:
- (a) who were the top 20 suppliers, by dollar value, to the corporation in 2008-09; and
(b) by dollar value, what are the top 20 items that have been costed as goods and services in 2009-10?
- (a) how many employees undertook overseas travel;
(b) what journeys were undertaken, and what was the purpose for each journey; and
(c) how much was spent on overseas travel, in the component areas of travel, accommodation, and other costs?
ANSWER
This question requires a significant amount of effort by the agency to produce an answer that would provide the detail requested.
The Darwin Port Corporation is currently involved in a lot of preparatory work for Estimates Committee hearings and, in doing so, will be collating information similar to that which has been requested.
In order to avoid unnecessary pressure and duplication by the public servants who have to provide this information, I will be prepared to answer these questions in further detail at Estimates Committee.
99. Titles Division
Mr WESTRA van HOLTHE to MINISTER for PRIMARY INDUSTRY, FISHERIES and RESOURCES
In relation to the Titles Division, in the 2009 year:
1. How many applications were received for all mining related tenements and, further:
(a) how many applications were received for mining exploration (EL) tenements;
(b) how many applications were received for extractive mining (EML and EMP) tenements; and
(c) how many applications were received for mining (ML) tenements?
1. How many applications were received for petroleum tenements?
2. How many applications were received for geothermal tenements?
As at 1 April 2010:
1. How many applications for mining related tenements had not been granted and, further:
- (a) how many applications for mining exploration (EL) tenements had not been granted;
(b) how many applications for extractive mining (EML and EMP) tenements had not been granted; and
(c) how many applications for mining tenements (ML) had not been granted?
2. How many applications for petroleum tenements had not been granted?
3. How many applications for geothermal tenements had not been granted?
4. In addition, as at 1 April 2010, please advise, for the years 2006, 2007 and 2008, how many mining related tenement applications had not been granted.
5. Further, as of 1 April 2010, how many extractive mineral tenement applications and granted extractive mineral titles were:
- (a) within town boundaries;
(b) within an area zoned for urban or urban rural land use; and
(c) within an area identified for future urban or urban rural use?
ANSWER
In relation to the Titles Division, in the 2009 year:
1. A total of 636 applications were received.
- (a) 504.
- (b) 111.
- (c) 21.
2. Sixteen.
3. Twenty-two.
As at 1 April 2010:
1. A total of 1207 applications are being assessed.
- (a) 1048.
- (b) 82.
- (c) 77.
2. Forty-four.
3. Twenty-two.
4. Mineral Title (MT) applications as at 31/12/2006 – 595.
MT applications as at 31/12/2007 – 727.
MT applications as at 31/12/2008 – 820.
5.
- (a) Nil.
- (b) 11.
- (c) 209.
100. Geological Survey Division
Mr WESTRA van HOLTHE to MINISTER for PRIMARY INDUSTRY, FISHERIES and RESOURCES
In relation to the Geological Survey Division, in 2009:
1. How many gravimetric, radiometric and other survey projects were undertaken by the Northern Territory Geological Survey Division?
2. What was the cost of each survey?
3. How many physical exploration (including ground-based inspection, mapping and drilling activities) programs were undertaken by the Northern Territory Geological Survey Division?
4. What was the cost of each exploration program?
ANSWER
1. The Northern Territory Geological Survey (NTGS) Division undertook two geophysical surveys during the 2009 calendar year. The first was the Barkly Gravity Survey, in which over 10 000 gravity stations were collected over 156 000 km2 in the Barkly region, east and north-east of Tennant Creek. The second was the Georgina-Arunta seismic survey east of Alice Springs, which was managed and largely funded by Geoscience Australia but to which NTGS made a financial contribution to extend the survey.
2. The total cost of the Barkly Gravity Survey was $763 962 and NTGS’ contribution to the Georgina-Arunta Seismic Survey was $100 000.
3. NTGS undertook five field-based regional geoscience programs during 2009.
4. The direct operational costs of these programs in 2009 were:
Arunta East ($67 062)
Pine Creek ($55 626)
Murphy ($13 007)
National Geochemical Survey ($53 446)
The combined operational cost of land access and Indigenous engagement activities for these field-based projects was an additional $58 989.
101. Mining and Petroleum Authorisations, Evaluations and Compliance Divisions
Mr WESTRA van HOLTHE to MINISTER for PRIMARY INDUSTRY, FISHERIES and RESOURCES
1. In relation to the Mining and Petroleum Authorisations, Evaluations and Compliance Divisions, during 2009:
- (a) how many applications for authorisations under the Mining Management Act were received (in terms of exploration, extractive or other mining projects)?
(b) how many authorisations under the Mining Management Act were issued?
(c) what was the volume and value of minerals and extractive minerals mined in the Northern Territory?
2. As of 1 April 2010:
- (a) what is the staffing allocation, by numbers, level and position description, of the petroleum-related activity groups?
- (b) what is the staffing allocation, by numbers, level and position description, of the mining-related activity groups?
- (c) how many positions, by level, are vacant?
- (d) how many positions, by level, are filled on an acting basis?
(e) What is the total amount of security held by the department against authorisations under the Mining Management Act?
- (f) What is the total amount of security outstanding/not yet received against authorisations under the Mining Management Act?
- (g) How many authorised mining operations, that were required to, had not reported mineral and extractive mineral production volumes and values for 2009?
ANSWER
1.
- (a) 109 applications for authorisations were received during 2009.
- (b) 100 authorisations were issued during 2009.
(c) This information is contained in the Department of Regional Development, Primary Industry, Fisheries and Resources 2008-09 Annual Report.
2.
- (a) See Attachment A.
- (b) See Attachment B.
- (c) There are no current vacant positions in the mining-related activity area.
- Currently, there are five vacant positions in the petroleum-related activity area for the following levels; P3 x three, P1 x one and AO3 (% of).
- (d) There is one position at P1 level filled on an acting basis in the mining-related activity area. There are no positions being filled on an acting basis in the petroleum-related activity area.
- (e) Total security held by the department as at 1 April 2010 was $369 045 275.
- (f) Total security not yet received as at 1 April 2010 was $21 672 211.
- (g) Seventy-one sites had not reported for the 2009 financial year. This includes 39 sites which were in the process of closure during this time and have subsequently been closed. Approximately 11 sites included in this figure are expected to close during 2010.
102. Resource Development Division
Mr WESTRA van HOLTHE to MINISTER for PRIMARY INDUSTRY, FISHERIES and RESOURCES
1. In relation to the department and its Resource Development Division, in 2009:
- (a) how many visits (including number of visitors) of international representatives to the Northern Territory were facilitated;
(b) how many representations were made by the department and its divisions overseas; and
(c) what was the cost of overseas representation?
2. In 2009, did the department, and specifically the Resource Development Division, provide advice and facilitation to potential and existing mining operators on infrastructure issues, in particular, road and rail transport, port, power and land access?
- Further:
- (a) how many operators were facilitated;
(b) with which other NT departments did discussions take place;
(c) what was the scope of those discussions; and
- (d) did the department and the Resource Development Division facilitate any agreements or have any input to the Growth Town strategy?
- (a) did the department, in any of its divisions, participate in any activities or have any input to the rating of mining tenements since the introduction of shires in 2008; and
- (b) if so, has the department made a recommendation in regard to rating, and what was that recommendation, and any subsequent recommendation?
ANSWER
1.
- (a) Seventy-eight international representatives from 29 organisations were facilitated by the division.
- (b) The department made five international representations. These included two representations to China, two to Japan and one to Canada.
(c) Total cost of overseas representation for the department was $155 436.55
2. The division provides facilitation services to all exploration and mining development projects in the Northern Territory. Part of this facilitation process is to identify if there are potentially any infrastructure issues associated with the proposed development. The division organises or provides contacts for the relevant organisation or agency that manages those issues.
- (a) Numerous exploration and mining development projects were facilitated, including but not limited to six mining operators and four exploration operators.
- (b) The following Northern Territory agencies were involved in various discussions: the Department of the Chief Minister; NT WorkSafe; Department of Natural Resources, Environment, the Arts and Sport; Department of Lands and Planning; Department of Construction and Infrastructure; Power and Water Corporation; Darwin Port Corporation; and, the Aboriginal Areas Protection Authority.
- (c) The scope of discussions generally included:
Options available for the proposed activity.
Options for addressing any issues identified.
- (d) The division provided information for incorporation into the whole of department input into the Growth Town Strategy.
3.
- (a) Yes, the department provided advice to local government on the general workings of mineral titles.
The department provides information annually on the number of active titles.
(b) No.
104. Territory Growth Towns – Employment and Business Opportunities
Mr GILES to MINISTER for BUSINESS and EMPLOYMENT
In relation to employment opportunities and business development services to Northern Territory growth towns:
For each of the identified growth towns of Maningrida, Wadeye, Borroloola, Galiwinku, Nguiu, Gunbalanya, Milingimbi, Ngukurr, Numbulwar, Angurugu/Umbakumba, Gapuwiyak, Yuendumu, Yirrkala, Lajamanu, Daguragu/ Kalkarindji, Ramingining, Hermannsburg, Papunya, Elliott and Ali Curung:
1. Please advise what planning has been put in place to answer the needs of the proposed growth towns in each of the following areas:
- (a) employment opportunities;
(b) education and training facilities; and
(c) tourism business options.
2. In each town what is the current number of private and public (including local government) sector, full-time equivalent positions of employment?
ANSWER
1.
- (a) The NTG continues to focus on Indigenous employment as a mainstream priority under the recently released Jobs NT which drives for a target of 3000 employment outcomes over the next three financial years.
- Recent ABS figures indicate that Indigenous employment in the Northern Territory is trending in the right direction. Jobs NT involves a coordinated approach to assist Indigenous Territorians reach sustainable employment.
Jobs NT includes a number of specific programs to assist Indigenous Territorians;
$4m committed over three years to the Indigenous Training for Employment Program to develop workforce strategies or support initiatives with direct employment outcomes.
For the Territory growth towns, a working group has been formed and includes officers from Northern Territory Department of Education and Training (DET), the Department of Business and Employment (DBE), the Department of Housing, Local Government and Regional Services (DHGLRS) and from the Australian government Department of Education, Employment and Workplace Relations (DEEWR) and the Department of Families, Housing, Community Services and Indigenous Affairs (FaHCSIA).
The working group has developed comprehensive draft economic participation schedules that reflect the coordinated and sustained efforts that are required by all departments to foster ongoing employment in the Territory growth towns.
The schedules have a number initiatives focusing on skilling, jobs and enterprise development and have been developed from the initial consultations with communities as part of the remote service delivery activity and are part of the Local Implementation Plans for each of the towns.
The Department of Business and Employment is coordinating several initiatives within the schedules including a Local Jobs for Local People Framework. The framework contains three elements which include a jobs guarantee for successful Year 12 school graduates, a jobs compact to align training and employment support with local job opportunities and an enterprise facilitation component to encourage business development.
(b) This question should be addressed to the Minister for Education and Training.
(c) This question should be addressed to the Minister for Tourism.
2. The preliminary employment data report (Attachment A) on each of the Territory growth towns is currently being validated by Government Business Managers in the towns. Caution should be exercised with the data as indicated in the notes section of the report.
107. Territory Growth Towns - Sport and Recreational Needs
Mr GILES to MINISTER for SPORT and RECREATION
In relation to the delivery of sport and recreation facilities in Northern Territory growth towns:
For each of the identified growth towns of Maningrida, Wadeye, Borroloola, Galiwinku, Nguiu, Gunbalanya, Milingimbi, Ngukurr, Numbulwar, Angurugu/Umbakumba, Gapuwiyak, Yuendumu, Yirrkala, Lajamanu, Daguragu/ Kalkarindji, Ramingining, Hermannsburg, Papunya, Elliott and Ali Curung:
1. What planning has been put in place to answer the sport and recreational needs of the proposed growth towns?
2. For each growth town, please identify the Northern Territory government supported and funded sport and recreation facilities that are currently in use?
ANSWER
1. Plans are currently being developed for each growth town as part of the baseline and place based planning work being coordinated through the Service Delivery Coordination Unit.
The Indigenous Sport Unit (ISU) is developing a new memorandum of understanding (MoU) with each Shire to be completed by 30 June 2010. The MoU will address the specific roles that the ISU will perform in each shire across 11 communities including the Territory growth towns (Tgt). These roles will include information about funding streams, employment opportunities/ assistance, peak sporting organisation information and links, mentorship/training opportunities, festival/cultural events and support mechanisms and facility information/ funding and links.
ISU meets every six months with all shire Youth and Sport and Recreation Coordinators, forming better partnerships and pathways to address the sport and recreation needs of the CSRO and their respective communities.
ISU is further forming better working partnerships with the peak sporting organisations to develop key programs that directly support the sport and recreational needs of remote communities.
ISU is also working with the federal government (Department of Health and Ageing) to explore potential sport and recreational needs that support the Territory growth towns initiative.
2. The sporting facilities in the growth towns are managed and operated by the shires. Funding for any upgrades has been provided by the NTG to supplement shire funds through the facility development grants program.
108. Territory Growth Towns - Affordable and Sustainable Food Supply
Mr GILES to MINISTER for PRIMARY INDUSTRY, FISHERIES and RESOURCES
In relation to the delivery of affordable and sustainable food supplies in Northern Territory growth towns:
For each of the identified growth towns of Maningrida, Wadeye, Borroloola, Galiwinku, Nguiu, Gunbalanya, Milingimbi, Ngukurr, Numbulwar, Angurugu/Umbakumba, Gapuwiyak, Yuendumu, Yirrkala, Lajamanu, Daguragu/ Kalkarindji, Ramingining, Hermannsburg, Papunya, Elliott and Ali Curung:
1. What planning has been put in place to answer the affordable and sustainable food supply needs of the proposed growth towns?
2. For each town, could you please advise what are the key agricultural and pastoral pursuits currently in progress or identified for development?
ANSWER
1. The lead minister for coordination of Northern Territory government activity in relation to Territory growth towns is my colleague, Hon Malarndirri McCarthy MLA, Minister for both Regional Development and Local Government. As your question is broad-ranging, my response relatesto my portfolio responsibilities in the areas of primary industries and fisheries and cover the key collaborative work between my department of Resources and related agencies.
In the context of my primary industries portfolio, planning for food supply starts with the identification of where suitable land and water supplies might co-exist. My department is working closely with the Department of Natural Resources, Environment, the Arts and Sport (NRETAS) in the area of land identification.
In terms of my fisheries portfolio, there has been work undertaken on several communities to identify and commence establishment of food supplies through fishing and aquaculture ventures, and to identify the key factors required for establishment of Indigenous aquaculture businesses. The range of species being assessed includes traditional foods such as giant clams, barramundi, tropical lobsters, mud crabs, prawns and oysters. The nature and scope of Aboriginal Coastal Licences are also being investigated, with consideration being given to broadening the scope of licences to encourage more fishing activity and the provision of seafood within communities.
2. Agricultural and pastoral pursuits for each Territory growth town currently in progress are dealt with in turn below:
1. Maningrida
Maningrida has an existing Aboriginal Coastal Licence and a full commercial Mud Crab Licence.
2. Wadeye
Wadeye has an Aboriginal Coastal Licence application pending.
- 3. Borroloola
There are small independent family-owned pastoral operations for local community consumption. Borroloola also holds a Barramundi Fishery Licence.
4. Galiwinku
There are no known established agricultural ventures for food supply.
5. Nguiu – Bathurst Island
The Department of Natural Resources, Environment, the Arts and Sport is developing a water resources strategy for the Tiwi Islands. The pilot trial of edible oysters at Pirlangimpi on Melville Island may be extended to a site near Nguiu if the trial proves viable and training of community operators is successful. The aim of this pilot is to supply this traditional food to local stores. Nguiu has an Aboriginal Coastal Licence application pending.
6. Gunbalanya
There is a small cattle production and meatworks venture leased to the Indigenous Land Corporation (ILC), which processes meat for local consumption. There is some agistment of animals.
7. Milingimbi
There are no known established agricultural ventures for food supply.
8. Ngukurr
There is someharvesting of wild cattle for local consumption.
9. Numbulwar
There is some harvesting of wild cattle and buffalo for local consumption. Numbulwar has an existing Aboriginal Coastal Licence.
10. Angurugu/Umbakumba
Groote Eylandt has an existing Aboriginal Coastal Licence. Umbakumba has a Development Coastal Net Licence.
11. Gapuwiyak
There are no known established agricultural ventures for food supply.
12. Yuendumu
There are small independent family-owned pastoral operations for local community consumption.
13. Yirrkala
There are small independent family-owned pastoral operations for local community consumption. Yirrkala has an existing Aboriginal Coastal Licence.
14. Lajamanu
Leases for pastoral purposes between traditional owners and pastoralists facilitated through the ILC and Central Land Council (CLC).
15. Daguragu/Kalkarindji
Leases for pastoral purposes between traditional owners and pastoralists facilitated through ILC and the CLC. There is a small meatworks supplying meat for local consumption.
16. Ramingining
There are no known established agricultural ventures for food supply.
17. Hermannsburg
There are small independent family-owned pastoral operations for local community consumption.
18. Papunya
Leases for pastoral purposes between traditional owners and pastoralists facilitated through ILC and CLC.
19. Elliott
There are small independent family-owned pastoral operations for local community consumption.
20. Ali Curung
There are various horticultural projects and a small independent family-owned pastoral operation.
109. Territory Growth Towns - Public Housing
Mr GILES to MINISTER for PUBLIC and AFFORDABLE HOUSING
In relation to the delivery of public housing in Northern Territory growth towns:
For each of the identified growth towns of Maningrida, Wadeye, Borroloola, Galiwinku, Nguiu, Gunbalanya, Milingimbi, Ngukurr, Numbulwar, Angurugu/Umbakumba, Gapuwiyak, Yuendumu, Yirrkala, Lajamanu, Daguragu/ Kalkarindji, Ramingining, Hermannsburg, Papunya, Elliott and Ali Curung:
1. What planning has been put in place to answer the delivery of public housing needs of the proposed Territory growth towns?
2. For each town, please advise:
- (a) the current amount of publicly-owned housing, identifying that proportion that is used for Northern Territory government personnel;
(b) the number of privately-owned homes, identifying that proportion owned by any non-government organisation;
(c) the projected demand for public housing over the next 10 years; and
(d) the projected population over the next 10 years?
ANSWER
1. Planning for the implementation of housing reforms began in 2007-08 with the development of the Remote Public Housing Management Framework (RPHMF). This was adopted as the vehicle for remote housing reform under the Northern Territory government (NTG) A Working Future and the National Partnership Agreement on Remote Indigenous Housing (NPA RIH).
- Significant changes to the NT Planning Scheme in 2007 initiated the development of remote community area plans to guide development of community land use for major Indigenous communities.
- In line with the NPA RIH, significant public investment in remote public housing must be underpinned by secure land tenure. Progress with this in the growth towns is as follows:
Although there is no new housing investment planned in the short term at Papunya, Elliott, Ali Curung, Ramingining and Kalkarindji/Daguragu, tenure is being progressed as part of the Territory’s overarching land tenure reform program.
At the current rate of completion of leasing negotiations, it is anticipated that the full program will be completed well ahead of the scheduled completion date of June 2013, which means long-term secure land tenure will be in place for major works including new houses after that date.
Extensive planning has been conducted as part of the Strategic Indigenous Housing and Infrastructure Program (SIHIP) under which 480 new houses, 154 rebuilds and 462 refurbishments will occur in the growth towns of Maningrida, Wadeye, Galiwin’ku, Gunbalanya, Angurugu/Umbakumba, Nguiu, and Ali Curung by 2013. Once land tenure is resolved and scoping has been finalised, targets will be published for the remaining growth towns.
- Planning for SIHIP includes new housing subdivisions in growth towns, design of housing, refurbishment programs and employment and workforce development plans. Indigenous employment and workforce development is a fundamental aspect of SIHIP and each of the alliance partners have committed to at least 20% of the local workforce being Indigenous.
- The RPHMF, which is being progressively implemented in the growth towns, includes three key elements:
Tenancy Support: the Department of Housing, Local Government and Regional Services (DHLGRS) offers Intensive Tenancy Support (ITS) to all residents allocated newly constructed, upgraded or refurbished housing. This provides training and education to tenants to understand their rights and obligations under a tenancy agreement and how to maintain a safe, healthy home.
Property Management for which shire councils are funded through grants to facilitate regular property inspections and tenant reports. Repairs and maintenance issues will be identified and addressed through established processes.
In the NT to 2018, $1.7bn will be allocated under the NPA RIH including $672m to 2013 allocated under SIHIP. Continued, integrated Australian government and NTG efforts will be required to deliver sustainable housing outcomes in remote Indigenous communities, including the growth towns after the NPA RIH ceases in 2018. It is understood that Australian government funding for all social housing will come from the national funding pool for the National Affordable Housing Agreement.
2. (a) and (b).
Attachment A shows the breakdown of total public housing and government employee housing (GEH) and the proportion of GEH. Limited information is available about private ownership and no information is available to DHLGRS about houses owned by non-government organisations (NGOs). More information may become available when FaHCSIA publishes baseline reports on the 15 remote service delivery (RSD) priority communities as part of its commitments under the RSD NPA.
2. (c) and (d).
- It is a complex task to project the population even at the total Northern Territory level. The Northern Territory Treasury (NTT) publishes projections of the total Territory population and for the Northern Territory government statistical regions. See:
- Population projections for smaller areas are especially difficult because of the absence of timely, consistent and accurate information about the components of population growth; births, deaths and nett migration.
Migration in particular can be strongly influenced by policy. The Northern Territory government‘s policy, A Working Future, will promote growth through the provision of infrastructure, economic development, education, and other opportunities. Some growth could be expected to occur from movement of people from smaller communities and outstations to the growth towns.
The Charles Darwin University (CDU) is conducting detailed studies into the nature of growth towns with a view to, among other things, developing sound models of population growth. The Commonwealth Department of Families, Housing, Community Services and Indigenous Affairs (FaHCSIA) has also commissioned the Centre for Aboriginal Economic Policy Research (CAEPR) to develop population projections for the 15 priority communities under the RSD NPA.
111. Territory Growth Towns - Health Services
Mr GILES to MINISTER for HEALTH
In relation to the delivery of health services to Northern Territory growth towns:
For each of the identified growth towns of Maningrida, Wadeye, Borroloola, Galiwinku, Nguiu, Gunbalanya, Milingimbi, Ngukurr, Numbulwar, Angurugu/Umbakumba, Gapuwiyak, Yuendumu, Yirrkala, Lajamanu, Daguragu/ Kalkarindji, Ramingining, Hermannsburg, Papunya, Elliott and Ali Curung:
1. What planning has been put in place to answer the needs of the proposed growth towns in each of the following areas:
- (a) community and civic facilities;
(b) health, aged-care and disability facilities; and
(c) recreation and sporting facilities?
2. For each town:
- (a) what health services are currently provided, in terms of personnel permanently based, and facilities available;
- (b) what visiting health services are available, and on what frequency; and
- (c) what is the current expenditure on government provided health services?
ANSWER
1.
- (a) These do not sit within the Health portfolio.
- (b) Each of the Territory growth towns engage in an annual health service planning process and includes services to the surrounding communities and outstations/ homelands.
- The need for services is considered against demand and the agreed core primary healthcare services, defined and endorsed by the Northern Territory Aboriginal Health Forum.
- The health plans are reviewed and approved by regional health boards or steering committees which are currently operating in most Territory growth towns. Borroloola, Papunya and Wadeye are in the process of developing their health steering committees.
- Fifteen of the 20 Territory growth towns have also been identified as priorities in the Council of Australia Government (COAG) process of National Partnership Agreements to Close The Gap in Indigenous Disadvantage. These communities have been undergoing intensive community consultation which involves many aspects of the community, including health services.
- Local reference groups are identifying opportunities for service and infrastructure improvement as part of the Remote Service Delivery Partnership. By July 2010, they will have agreed Local Implementation Plans approved by the Northern Territory government, Australian government and shire. The Local Implementation Plans will be reviewed annually.
- (c) These do not sit within the Health portfolio.
2. This question requires a significant amount of effort by the agency to produce an answer that would provide the detail requested.
- The Department of Health and Families is involved in preparing for Estimates Committee hearings and, in doing so, will be collating information similar to that which has been requested.
- In order to avoid unnecessary pressure and duplication by the public servants who have to provide this information, the minister will be prepared to answer these questions in further detail at Estimates Committee.
Mr TOLLNER to MINISTER for TOURISM
International area market:
1. For each international area (country) market in 2009:
- (a) how much was expended on advertising in that country;
(b) how many visitors from each country;
(c) what is the average expenditure of these visitors on fares, accommodation and all other expenditure;
(d) how many overseas offices have been established and where are they; and
(e) what is the annual cost of each overseas office?
Interstate market:
2. For each interstate market in 2009:
- (a) how many visitors were there from each state;
- (b) what is the average expenditure of these visitors on fares, accommodation and all other expenditure;
- (c) how many interstate offices have been established;
- (d) what is the annual cost of each interstate office;
- (e) what programs have been undertaken in relation to advertising parks in the Northern Territory, internationally, nationally and locally; and
- (f) what was the expense of each advertising program?
Regional tourism activities and bodies:
3. In relation to regional activities:
- (a) how many groups and organisations receive support from the Northern Territory government for tourism advertising and content development within the NT;
- (b) in 2009, what financial resources had been provided, to whom and individually what were the amounts; and
- (c) what will be provided to regional tourism bodies under a centralized umbrella system?
Territory Connections:
4. In relation to Territory Connections:
- (a) in 2009, what financial or other contribution did the NT government provide;
(b) how many visitors to the NT are attributed to the work of Territory Connections;
- (c) what accommodation and content packages are they operating in the Territory; and
- (d) what comparison has been made between Territory Connections and other commercial suppliers in terms of visitor numbers and content available?
Tourist numbers:
5. In relation to tourist numbers:
- (a) for 2006, 2007, 2008 and 2009, what are the overall numbers of visitors;
- (b) what are the tourist number projections for 2010 and 2011; and
- (c) for 2009, what is the split of business and tourism numbers into each of the regions?
Visitor traffic re Northern Territory Emergency Response:
6. In relation to visitor traffic and the Northern Territory Emergency Response:
- (a) have figures been obtained in relation to the number of nights of commercial accommodation taken up by persons engaged in the emergency response;
- (b) what is the increase in visitor numbers attributable to the NTER; and
- (c) what is the amount of expenditure on accommodation and other expenses attributable to the NTER, by regional centre if available?
Additional air capacity:
7. In relation to attracting additional air capacity:
- (a) what support has been provided to Jetstar and Tiger and other airlines in regard to attracting or maintaining flight capacity into the Northern Territory in 2008, 2009, or is budgeted for in 2010;
- (b) how has that support been provided;
- (c) what is the amount of that support; and
- (d) had any expenditure been made in 2008, 2009 or 2010 in relation to negotiations with any airline that does not currently provide a regular service to the Northern Territory? If so, to whom, and what was the expenditure?
8. In relation to air capacity as of 1 April 2010:
- (a) how many airline seats are available on a weekly basis for domestic inbound and international inbound passengers;
(b) what is the proportion of seats available, by site of departure (that is, Melbourne, Adelaide, Sydney, etcetera); and
- (c) what proportion of inbound seat capacity are business class, economy and discount economy?
Costs to tourist for accommodation:
9. In relation to the cost to tourists what is the average annual cost of accommodation per night per person in Alice Springs, Katherine, and Darwin?
Tourism advertising programs:
10. In relation to tourism advertising programs:
- (a) how many claims were made under the Tell 20 campaign; and
- (b) what was the cost of the Tell 20 campaign?
ANSWER
The task of preparing detailed answers to the questions you have raised is significant and will take some time. To meet the 30-day response time line would fully occupy personnel within the department for some time and would take them away from priority projects as we lead into the busiest period of the year.
In addition, information on many of the questions you have raised is available through the Tourism NT website.
However, your request has been forwarded to the department and a more comprehensive response to your questions will be provided in due course.
I would be pleased to offer the alternative option of a full personal briefing at your convenience with senior Tourism NT staff to provide you with the information you have requested. This can be arranged by contacting my office on 89014072.
115. WorkSafe NT Operations
Mr TOLLNER to MINISTER for JUSTICE and ATTORNEY-GENERAL
In relation to the operations of WorkSafe NT:
1. As on 1 April 2010,
- (a) what is the total number of WorkSafe officers with a responsibility for conducting on-site inspections;
- (b) at what level are those WorkSafe officers employed;
(c) in 2009, how many workplace safety inspections were conducted? Please provide a breakdown by employment sector;
- (d) how many prosecutions for work safety breaches were commenced from 1 January 2009;
- (e) how many improvement notices were issued from 1 January 2009;
(f) how many workplace injuries have been reported from 1 January 2009? Please provide a breakdown by severity of injury; and
- (g) is a permanent employee providing full-time reception duties for the division?
2. What is the total paid for workers compensation insurance and benefits in the Northern Territory in 2009?
3. In relation to the fireworks disposal incident of September 2009, what practices have been changed and what additional expenditure will or has been made for the continuing activity?
4. In relation to the chemical spill of 24 March 2009, what practices have been changed and what additional expenditure will or has been made for the continuing activity? Was any formal action taken against the organisations involved?
5. Since the introduction of legislation that gives the power of entry to premises to employee representatives:
- (a) how many times has the right of entry provision been used;
(b) how many premises have the powers been used at;
(c) how many complaints or comments have been received in relation to the exercise of these powers; and
- (d) has any person found to be in breach of the legislation?
ANSWER
1.
- (a) There are 27 positions with a responsibility for conducting on-site inspections. Two positions are currently vacant (1 x T3 and 1 x P2).
(b) 1 x T6; 6 x T5; 12 x T4; 5 x T3; 2 x P3; 1 x P2; (Total = 27)
(c) In 2008-09 there were 4809 workplace safety inspections carried out by officers. A breakdown by industry sector is at Attachment A.
(d) Three prosecutions for work safety breaches were commenced since 1 January 2009.
(e) There were 204 improvement notices issued during the 2009 calendar year.
(f) The only comprehensive data captured in relation to injuries is from workers compensation insurance claims. Thus, the answer can only be provided in respect of workers compensation insurance claims received by the insurers during the calendar year 2009. In this period there were 2908 workers compensation insurance claims received, which includes four death claims. It is important to note that the date range refers to when the insurer received the claim, and not when the injury occurred.
- A further breakdown of severity indicator is not possible, because this is not calculated until a claim is finalised. The majority of claims received in 2009 are not finalised and, therefore, no severity indicators can be provided at this time.
(g) There are eight staff who have responsibility to attend to front of house inquiries at NT WorkSafe.
2. The total paid for workers compensation insurance in the Northern Territory is data collected via an actuarial process which has not been completed for 2008-09 (note that actuarial reports are collated for financial years, not calendar years). Past actuarial reports on the NT Workers Compensation Scheme, including the most recent report for 2007-08, are available on the NT WorkSafe website:
www.worksafe.nt.gov.au/justice/
worksafe/corporate/reports.shtml.
worksafe/corporate/reports.shtml.
3. NT WorkSafe no longer manages the explosives reserve at Hidden Valley and no longer stores or disposes of explosives (fireworks) at that location. No additional expenditure is necessary at this time.
4. Patrick’s Stevedoring conducted a review to ensure that appropriate equipment was used for unloading from trucks. The company complied with all of NTWS’ instructions, and no further action was necessary. NTWS will not incur any extra expenditure.
5.
- (a) Unknown. The act places no obligation on parties to report.
(b) Unknown. The act places no obligation on parties to report.
(c) No formal complaints. Five initial inquiries regarding operation of provisions.
(d) No.
116. Territory Wildlife Parks Visitation
Mr TOLLNER to MINISTER for PARKS and WILDLIFE
1. For each of the Territory Wildlife Park and Alice Springs Desert Park:
- (a) what was the attendance, by month, in 2007, 2008 and 2009;
(b) how many unique visitations were there in 2009;
(c) how much did the NT government contribute to the operation of each park in 2009;
(d) how much was spent on capital investment in each park in 2009;
(e) how much was spent on park maintenance in 2009;
(f) what was the total visitor revenue for each park in 2009;
(g) what proportion of revenue can be attributed to expenditure by interstate/international or local visitors;
(h) how many staff are employed at each park;
(i) what are the position levels for these staff, by park; and
(j) how much was expended in 2009 on work done by contractors at each park?
2. For each other Northern Territory park, what was the annual attendance, by park, where numbers are available?
ANSWER
1.
- (a) See Attachment A.
- (b) See Attachment B.
- (c) Territory Wildlife Park: Community Service Obligation funding of $3.957m.
Alice Springs Desert Park: Community Service Obligation funding of $3.958m.
- (d) Territory Wildlife Park: $306 558.15
- Alice Springs Desert Park: $51 788.45
- (e) Territory Wildlife Park: $456 210
- Alice Springs Desert Park: $193 474
- (f) Revenue generated by visitors in 2009 was $798 000 for the Territory Wildlife Park.
- Revenue generated by visitors in 2009 was $888 790 for the Alice Springs Desert Park
- (g) See Attachment B.
- (h) There are 42 allocated positions at the Territory Wildlife Park; currently not all positions are occupied.
- There are 46 allocated positions at the Alice Springs Desert Park; currently not all positions are occupied.
(i) See Attachment B.
- (j) These figures are associated to all contracts sourced through the NTG procurement process.
- 2008-2009 Financial Year
TWP: $170 699
ASDP: $280 433
- 2009-2010 Financial Year
TWP: $228 409
119. Public and Social Housing
Ms PURICK to MINISTER for PUBLIC and AFFORDABLE HOUSING
In relation to the recent announcements on investment in public housing, social housing and affordable housing:
(a) how many dwellings will have construction fully funded by the Commonwealth’s contribution of $55m;
(g) what is the location of each dwelling to be constructed under the scheme;
(i) how many dwellings are yet to have a tender for construction issued or, if non-government or private sector, are yet to have construction started?
ANSWER
- (a) 208 dwellings.
(b) The majority of the funding for the 200 units of accommodation stems from the stimulus program. The Northern Territory government’s financial contribution to the 200 units of accommodation due to be constructed by 31 December 2010 is $5.8m.
(c) 40 dwellings.
(d) Nil.
(e) The contribution from non-government organisations towards the construction of the 40 dwellings is the land on which the dwellings will be constructed.
(f) Not applicable (refer d).
(g) and (h)
Attachment A shows the location of the dwellings and their current status under the Social Housing Initiative.
(i) See Attachment A.
120. NRETAS and DPI Libraries
Ms PURICK to MINISTER for NATURAL RESOURCES, ENVIRONMENT and HERITAGE
In regard to the NRETAS and DPI Libraries:
1. Is there a program of relocation occurring from the NRETAS and DPI libraries, currently located in the Goyder Centre?
2. Are all the research materials, historical reports, consultants reports and papers within the NRETAS and DPI libraries to be stored, fully accessible, and properly maintained in their entirety within the Northern Territory?
3. Is there a new management plan being put in place; if so, please provide details?
4. Will the new storage and access details be posted on the relevant websites?
ANSWER
1. Yes, collections are being relocated to the Winnellie facility of Northern Territory Library.
2. Yes.
3. A service level agreement is being developed with the NT Library and discussions are being held with the relevant agencies to ensure the services continue to be delivered.
4. Yes, once finalised.
121. School-Based Constables
Mr MILLS to MINISTER for POLICE, FIRE and EMERGENCY SERVICES
In regard to the employment of school-based constables:
(a) what is the number of positions employed within the school-based constables program in April 2010;
(b) is this an increase since 1 January 2009;
(c) what is the number of constables currently in place together with the names of the schools where they are based; and
(d) will the future financial projections allow for an increase in the number of constables to cover the new schools?
ANSWER
(a) There are 21 school-based police officer positions.
(b) No.
(c) See Attachment A.
(d) The deployment of staff is constantly reviewed by the Commissioner of Police, and factors such as the opening of new schools is considered in this context.
122. Prisoners and Sentencing Outcomes Data
Mr MILLS to MINISTER for JUSTICE and ATTORNEY-GENERAL
1. Under the Sentencing Act, a court which sentences an offender to a term of imprisonment of not more than five years may make an order suspending the sentence. How many sentences have been suspended since 1 January 2009?
2. How many sentences have been suspended immediately upon the rising of the court since 1 January 2009?
3. How many prisoners have been released from prison prior to their formal release date?
4. How many recidivists were returned to prison within 12 months of release since 1 January 2008?
5. Within Berrimah gaol, have all remand prisoners been held in the gaol’s remand area in the period since 1 January 2009?
6. How many remand prisoners have been relocated to cells housing convicted criminals in the period since 1 January 2009?
7. What are the current remand conditions?
8. Are trainee apprentices permitted to have their study materials whilst in remand so as to be able to continue their traineeship obligations?
ANSWER
1. From 1 January 2009 until 21 April 2010, 1422 offenders were sentenced to terms of imprisonment that were partially suspended, and 944 offenders were sentenced to terms of imprisonment that were fully suspended.
A further 2182 offenders were sentenced to terms of imprisonment for which an order of suspension was not made. This figure includes sentences under five years where a non-parole period rather than a suspension order was made, and sentences over five years for which the courts have no power to make a suspension order, only the power to order a non-parole period.
2. From 1 January 2009 until 21 April 2010, nine of the 1422 partially suspended sentences of imprisonment have been suspended upon the rising of the court.
3. Pursuant to section 93 of the Prisons (Correctional Services) Act, the Director of Correctional Services may grant a period of remission equivalent to not more than 30 days per year of the sentence being served by a prisoner in such circumstances as the director thinks fit.
A Northern Territory Correctional Services directive Early Release – Remissions provides the framework and procedures in which the executive director may grant early release of a prisoner.
One of the grounds for early release is ‘to facilitate travel, particularly to remote communities, where transport is not available on a daily basis’. This allows the agency to better address issues arising whereby a prisoner’s release date does not coincide with scheduled commercial transport to remote communities. The granting of remissions for travel is generally one or two days.
Records indicate that, for the period 1 January 2009 until 27 April 2010, there have been 76 prisoners granted remissions.
4. The Australian standard for the reporting of recidivism is a two-year time period and Northern Territory Correctional Services (NTCS) uses this standard in all reporting activities. This means that an offender is recorded as a recidivist if he or she returns to prison as a sentenced prisoner within two years of release. NTCS collects this data for the Report on Government Services (ROGS). The reporting period for ROGS is the financial year rather than the calendar year. The most recent data from ROGS is for those prisoners released in the financial year 2006-07, 47.3% of whom returned to prison within two years of release. Recidivism rates for prisoners released since 1 January 2008 will not be available until the beginning of 2011. However, NTCS advises that the recidivism rate has been steady over the past few years and it is not anticipated that there will be much change in the forthcoming reporting period.
5. The classification and sentence management assessment process allows for remand prisoners to be classified as medium security and housed in the medium security area if found suitable and if their consent is obtained. However, the superintendent can waive this recommendation on individual circumstances, including consideration of the offence and previous history, and approve a higher or lower security rating and appropriate accommodation placement.
Upon reception, prisoners remanded in custody are initially housed in C Block (remand section). Remand prisoners are not housed in mainstream, unless requested, until they have been medically cleared and all individual needs assessed and addressed. The consent of a remand prisoner is a requirement prior to housing with sentenced prisoners.
The placement of remand prisoners in the general population has several advantages as it allows family groups to be housed together and provides all prisoners with equitable access to educational and recreational resources.
Remand prisoners are not housed in open, unsupervised accommodation.
6. In accordance with NTCS classification and sentence management policy and with the consent of the person on remand, remandees can be housed in mainstream.
In Darwin Correctional Centre, approximately 46% of the male remandee population is held in the mainstream prison population.
In Alice Springs Correctional Centre, approximately 19% of the male remandee population is held in mainstream.
7. The conditions and treatment of both remand and sentenced prisoners is determined in accordance with the Prisons (Correctional Services) Act.
Prisoners held on remand are entitled to the same access as sentenced prisoners to contact their legal representatives during normal business hours and they enjoy the same telephone access as sentenced prisoners. Remand prisoners are not required to work, and although they have access to some programs, they do not have access to the full range of programs available to sentenced prisoners. This is because:
the length of remand is unknown; and
People on remand do have access to alcohol and other drug and stress management programs.
Remand prisoners have access to indoor recreational facilities and activities and support services such as the Indigenous Support Worker, the Welfare Worker, the Cultural and Community Liaison Office and the Chaplaincy Service which are also available to sentenced prisoners.
8. Yes. Study materials for trainee apprentices are available upon request. These materials are issued through the Education Centre.
123. Education and Training Programs
Mr MILLS to MINISTER for EDUCATION and TRAINING
1. As money is allocated to Charles Darwin University (CDU) and Batchelor Institute of Indigenous Tertiary Education (BIITE) to deliver training to Territorians, what processes are in place to ensure Territorians are receiving the services that are publicly funded including recurrent funding, apprenticeships, traineeships, skills and qualifications?
4. What is the methodology used to determine the funding needs of an RTO and the Northern Territory government funds allocated towards each need?
10. What methods are used to ensure that what is outlined within the training package is delivered by the RTOs?
12. What is DET’s risk management strategy and audit framework to ensure that RTOs registered to deliver training in the Northern Territory are complying with AQTF 2007?
13. Is AQTF 2007 effective in ensuring that RTOs deliver competency-based training to Territorians? How is it measured and is it more effective that the RTO remains registered?
15. What risk management strategies does DET have in place to ensure that the training delivered through Vocational Education and Training in Schools (VETiS), apprenticeships, traineeships and competency-based training meets industry standards?
17. What number of students that undertook VETiS in 2008 gained employment or moved onto higher training?
18. What central information identifies the funding models and funding programs available for training in the Northern Territory, and how does industry access this comprehensive information?
19. Is there a Northern Territory government policy or directive that precludes the funding of non-public or interstate RTOs over the two public providers – CDU and BIITE; if not, what is the DET process to inform all RTOs training in the NT about funding models and how is this accessed and managed?
20. How does DET ensure that when training is purchased, that the RTO workforce has appropriate qualifications, current competency, the requisite skills and knowledge to deliver the training at the industry level?
21. Does DET rely on a process of compliance audit when determining appropriateness of the training that is delivered and how often is such an audit undertaken?
22. Does DET ensure that the training that is delivered meets industry needs and, if so, by what method?
25. Does DET staff have the requisite skills and qualifications to ensure that the delivery of skills and qualifications to industry meets industry standards?
26. Since 2005, how many RTOs in the Northern Territory have been suspended for non-compliance and how does this compare to other states and territories?
ANSWER
1. The Department of Education and Training enters into resource agreements with CDU and BIITE annually. These agreements contain stringent reporting requirements that enable the department to ensure that publicly-funded training has been delivered to Territorians as set out in the agreements, and that delivery targets have been met.
- Additionally, both CDU and BIITE are audited by the National Centre for Vocational Education Research on an annual basis on the quality of the data they provide on their training and related administrative activities. Both organisations also undergo an annual external financial audit to ensure public funding is appropriately expended.
2. The Department of Education and Training is the State Training Authority for the Northern Territory. The Northern Territory Employment and Training Authority (that is, the State Training Authority) is established under legislation administered by the Department of Education and Training.
- The Department of Education and Training is recognised as the State Training Authority at the national level.
3. The Department of Education and Training has been given an exemption from normal government procurement processes for the purchase of training delivery services and the allocation of recurrent and targeted program funding for vocational education and training infrastructure.
This is consistent with the provision of public funding to public providers in other jurisdictions.
4. The recurrent funding provided primarily to CDU and BIITE for the delivery of vocational education and training is allocated based on negotiations with the individual providers. The annual training delivery profile for each institution is agreed as a result of these negotiations. Funding under User Choice (for apprenticeship/traineeship off-the-job training delivery) and other programs is allocated based on submissions received from registered training organisations which are assessed against set criteria including industry need and government priorities.
5. The Department of Education and Training enters into resource agreements with CDU and BIITE annually. These agreements identify what the funding must be used for, and also establish the training delivery targets and contractual responsibilities to be met to trigger the payment of public funds.
Registered training organisations are required to provide quarterly reports on performance milestones achieved against training delivery targets set in their resource agreements. Payments are made on performance milestones being met with an end-of-year acquittal process for all resource agreements.
6. While all pre-employment programs have the aim of participants gaining employment on completion, 100% employment is not always achievable. Pre-employment programs are funded based on industry need and available job opportunities, and organisations that receive the funding are required to report on employment outcomes achieved.
7. While employment outcomes are not measured at the local level, student outcomes surveys are conducted at a national level by the National Centre for Vocational Education Research. Training dollar inputs are not compared to employment outcomes but are aligned to a projected hourly cost of training delivery for qualifications aligned to discrete industry sectors.
A substantial number of Territorians undertaking nationally recognised training are already in employment and access vocational education and training for reskilling/upskilling purposes, career change aspirations or personal development. This is consistent with participation in nationally recognised training in all jurisdictions in Australia.
8. Any registered training organisation that receives public funding is required to submit Australian Vocational Education and Training Management Information System Standards (AVETMISS) compliant data annually to the Northern Territory Department of Education and Training. This data reports on training delivered at qualification, skill set and individual unit of competency level. The requirement to report AVETMISS data is contained in the resource agreement signed by the registered training organisation and is a key element of the Australian Quality Training Framework for registered training organisations accessing public funding. The Department of Education and Training forwards AVETMISS data to the National Centre for Vocational Education Research annually.
9. Registered training organisations deliver training based on qualifications contained in training packages. Training packages are developed by industry for industry, and set the minimum training and assessment standards required by industry, therefore ensuring registered training organisations deliver to industry standards.
Industry or individual employers can approach the Department of Education and Training and seek accreditation of a training course not covered by training packages.
10. The AVETMISS data submitted by registered training organisations is checked to ensure they are delivering training and assessment in line with nationally endorsed training packages or locally accredited courses. Submission of AVETMISS compliant data triggers the allocation of funding as per their resource agreement.
- Re-registration, monitoring or compliance audits also check that nationally recognised training and assessment meets the requirements of training packages and/or accredited courses.
11. The Quality and Regulatory Unit receives funding to support six staff plus an additional annual allocation of approximately $220 000 for operational and audit costs.
12. A training provider must be fully compliant with AQTF2007 to be registered. Training providers are audited against the AQTF2007 at initial registration, approximately 12 to 18 months later for post-initial registration, then again for re-registration within five years. Registered training organisations are also subject to monitoring audits throughout their registration period, are audited on application to extend their scope, and on receipt of a complaint or in response to a national strategic industry audit. Registered training organisations must be able to show evidence they remain compliant with AQTF2007 to maintain their registration status.
13. AQTF2007 is the national standard registered training organisations must meet to deliver nationally-recognised (and, therefore, competency-based) training. To deliver nationally recognised training an organisation must be registered under the Northern Territory Employment and Training Act or the equivalent in another jurisdiction. If an organisation is not registered, they are not allowed to deliver nationally-recognised training and cannot access public funding.
- The National Quality Council has responsibility for reviewing and amending the AQTF and the Department of Education and Training has, and will continue to, input into these reviews.
14. The AQTF2007 is not the mechanism by which registered training organisations are monitored regarding funding. The AQTF2007 Conditions of Registration require registered training organisations to protect fees paid in advance by students.
The Department of Education and Training provides funding to registered training organisations through resource agreements, and it is these agreements and the provision of AVETMISS compliant data that establishes a mechanism by which funding is monitored and payments triggered. These agreements require the registered training organisations to report all training activity, irrelevant of the funding source.
Industry may, if they wish, supplement the funding provided by government for industry-specific training programs.
15. All nationally-recognised training that is delivered is based on national training package qualifications or accredited courses. Training packages are developed for industry by industry, therefore ensuring training meets industry standards and requirements. Accredited courses must meet an industry need and have industry input in the development process.
The Department of Education and Training provides about $1m in funding to support the operation of six industry Training Advisory Councils, and regularly engages with these bodies and peak industry organisations on issues related to vocational education and training in the Northern Territory, including the needs of industry.
16. In the past, VET in Schools programs were made available as a pathway, not necessarily to solely assist students in gaining employment. VET in Schools programs provide students with different post-school options, including further training, employment, higher education, or a combination of such.
Increasingly, the VET in Schools programs delivered are targeting employment opportunities. The Department of Education and Training is developing a method for post-school destination tracking of school leavers for possible implementation in late 2010/early 2011.
17. The employment and/or training destination of students who participated in VET in Schools programs was not directly measured in 2008.
18. Information on the model applied to the funding of training delivery and on the different funding programs available can be found on the Department of Education and Training’s Internet website. A summary information sheet on programs available is also available on the website.
Training Advisory Councils have a role in disseminating this information and registered training organisations are advised of this in their resource agreements.
19. There is no policy that prevents funding being given to non-public or interstate registered training organisations. While recurrent funding is primarily provided to CDU and BIITE, most other funding sources are available to all registered training organisations on a competitive basis or through submission.
- For example, a number of private and interstate registered training organisations are funded under User Choice to deliver apprenticeship and traineeship training. Information on funding models and programs is available on the Department of Education and Training’s Internet website.
20. A registered training organisation must have scope under the Australian Quality Training Framework to deliver a qualification or qualifications before funding can be provided for delivery of that qualification/s. The approval process for registration and scope includes ensuring that personnel delivering accredited training for a registered training organisation have the appropriate training and assessment qualifications and vocational knowledge and experience to deliver the qualification.
21. Organisations must be fully compliant with AQTF2007 to be registered and approved to deliver training. Organisations are audited against the AQTF2007 at initial registration, again 12 to 18 months later post-initial registration, then again for re-registration within five years. Registered training organisations are also subject to monitoring audits throughout their registration period, are audited on application to extend their scope, and on receipt of a complaint or in response to a national strategic industry audit. During audit the training and assessment strategies and assessment processes of a registered training organisation are checked for consistency with the qualification requirements.
Any complaint lodged against a registered training organisation regarding inappropriate training delivery or assessment is investigated by the Department of Education and Training and, if required, may lead to the instigation of an independent audit.
22. The Department of Education and Training gathers information on the training needs of industry through various mechanisms including direct consultation with government, industry and community organisations and associations. The Northern Territory Occupational Shortage List is also used to inform funding allocations for training delivery, as are skill profile needs aligned to major projects and projected labour market demands when decisions are made about the purchase of training delivery.
The Department of Education and Training provides about $1m in funding to support the operation of six industry Training Advisory Councils, and regularly engages with these bodies and peak industry organisations, other Northern Territory and Australian government agencies, and community organisations to identify current and future training needs, as well as gain feedback on performance of the vocational education and training sector.
23. The Department of Education and Training purchases training based on a funding model that applies a set dollar amount for every hour of training delivered in each discrete industry sector. The dollar input based on the funding model is the maximum amount the department will pay for the training purchased. The department only funds for hours of training actually delivered and reported under AVETMISS.
24. The Department of Education and Training does not track the employment of training participants. Student outcomes surveys are conducted at a national level by the National Centre for Vocational Education Research.
- A substantial number of Territorians undertaking nationally-recognised training are already in employment and access vocational education and training for reskilling/upskilling purposes, career change aspirations or personal development. This is consistent with participation in nationally-recognised training in all jurisdictions in Australia.
25. Senior staff in the Training and Higher Education Division of the Department of Education and Training have substantial experience in the vocational education and training sector. Some staff possess a Certificate IV in Training and Assessment qualification, have a trade/industry background or training experience, or have undertaken other relevant professional development including auditor training.
- The department outsources the audit function to experienced auditors, and one of the tender requirements is that the auditors have the relevant skills and qualifications to be able to make a judgment that the training is being delivered to the requirements of the qualification.
- Where appropriate, a representative from licensing bodies and/or industry regulators and other appropriately skilled industry people nominated by the Training Advisory Councils participate in audits of registered training organisations.
26. Since 2005, four registered training organisations have had their registration status suspended due to non-compliance. Of the four, one is still under suspension, one has had their registration status cancelled, and two had their suspension lifted once compliance was achieved. Comparisons are not made with other states and territories. Some other registered training organisations have had suspensions applied to the delivery of certain qualifications only, with these being lifted only on the provision of evidence that non-compliance has been resolved.
27. The Northern Territory was involved in the development and implementation of the AQTF 2007. The Department of Education and Training has the capacity to raise issues of concern with the AQTF through the National Quality Council.
28. All registered training organisations in Australia are audited against and must be compliant with the AQTF standards. Many interstate-registered training organisations are funded to deliver training in the Northern Territory. There is no direct comparison with registered training organisations delivering in other jurisdictions.
29. The Department of Education and Training has been given an exemption from normal government procurement processes for the purchase of training delivery services. This is no different to arrangements in place for the allocation of recurrent funding to TAFE institutions for training delivery in other jurisdictions.
30. The Department of Education and Training funds six Training Advisory Councils to provide advice and intelligence on industry training needs, promote the benefits of nationally-recognised training and report on issues of concern as well as what is working well. The department is also in regular contact with peak industry organisations and associations on how vocational education and training is meeting current needs and how best to respond to future demands/priorities.
- In the past 12 months, the Department of Education and Training has worked in partnership with a number of peak industry organisations in the development and funding of pre-employment, upskilling and Indigenous responsive training programs.
31. Every senior secondary school has a careers advisor or access to one. Professional development is made available to careers advisors and school vocational education and training coordinators on the range of training and careers options available for students. The Department of Education and Training holds an annual careers advisor forum, the first day of which is dedicated to engagement with industry and training providers on issues relevant to the transition of students from school to work, further training, or higher education.
- The department recently funded 60 school careers advisors and vocational education and training coordinators to undertake the Certificate IV in Career Development.
124. Department of Lands and Planning – Output Groups
Ms PURICK to MINISTER for LANDS and PLANNING
Department of Lands and Planning, would you kindly respond to the following questions by output group within the department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
- (a) selection process commenced; and
(b) selection process (including position advertising) not commenced?
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave. What is the financial value of that leave;
- (b) what is the highest individual amount of accrued leave at each position level;
- (c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009?
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave? What is the financial value of that leave;
- (b) what is the highest individual amount of accrued leave at each employee level;
(c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009, at each employee level?
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
- (a) how many graduates started with the department;
- (b) how many have completed the year;
- (c) how many won nominal positions;
- (d) how many have left the NTG, and what was the time each stayed within the NTG before leaving; and
- (e) how much sick leave has been taken on average by graduates and apprentices?
50. In relation to Indigenous employees, in 2009:
- (a) how many employees do you have in your department that recognise themselves as Indigenous;
(b) what are the levels of their positions held;
- (c) how many at each level;
- (d) how many are tenured and at what level;
- (e) how many are temporary and at what levels;
- (f) how many are acting up in positions and at what level;
- (g) how many have completed the year;
- (h) how many have left the NTG; and
(i) how much sick leave was taken, on average?
Allowances:
51. In regard to employee entitlements, for 2009:
- (a) In addition to salary how much was paid in employee allowances;
- (b) what are these allowances, to what level do they apply, and what is the annual estimated cost; and
(c) do allowances these attract the 9% Superannuation Guarantee Levy and, if so, which allowances?
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
- (a) If yes, what % reduction is that from 2009; and
- (b) If no, why has a target not been set?
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
1. See Attachment A.
2. None. Whole-of-government payroll services are provided by DBE.
3. 10 Overpayments.
4 Unknown.
1 Payee reverted back to part-time hours.
- 1 Payee overpaid due to leave without pay application not being submitted to payroll by pay cut off.
1 Payee was overpaid due to a contract error. Paid at AO5 level instead of AO4.
1 Payee overpaid due to a recruitment error.
- 1 Payee was supposed to be on HDA but was sick for entire period.
4. See Attachment B.
5. Costs are agreed between agency managers on a case-by-case basis. Generally, the recruiting agency covers relocation costs. With regard to transfer, dates are agreed between the agencies and DBE payroll is notified of date of action.
6. $1 898 000 (Nett)
$2 006 000 (Total Expenditure)
7. Employee payments - $1 118 000
Travel - $ 36 000
Accommodation - $ 14 924
- Training - $ 249 200
9. Nil complaints have been made to the department in relation to workplace bullying and harassment.
10. See Attachment C.
11. 27%.
12. Yes.
- One person occupying an AO6 position at the AO5 level. Has been on HDA for 12 months, during which time the role has changed and position is now going through JES process.
No.
13. $187 443.46.
14. See Attachment D.
15. $225 839 is budgeted for recruitment expenses which include relocation and appointment costs. Termination costs are considered a salary cost.
16. See Attachment E.
17. See Attachment E.
18. See Attachment F.
19. Substantive – 287.
Acting – 135.
- Temporary – 259*
- *These figures were prepared by DBE and include board members, which have not been included in the answer to Question 18.
20. DPI for the period of 1 July 2009 to 4 December 2009, turnover 24.71%.
21. DPI – See Attachment G.
- DLP - Turnover information is not available for DLP in 2009 as the agency was not created until December 2009.
23. On average, it takes 64 days to recruit to vacant positions.
24.
- (a) 12% of positions are in the selection process.
(b) 88% of positions are not in the selection process.
26. DPI – 75.
DLP – 11.
27. See Attachment H.
28. Nil.
29. Nil.
30. See Attachment I.
31. See Attachment J.
32.
| Original Position Level | No of Positions |
| AO2 | 2 |
| AO4 | 1 |
| AO5 | 3 |
| T3 | 1 |
| T4 | 1 |
| Total | 8 |
34. $2390.
- The training provided was Project Management, Excel, Coxwain, Elements of Ship Boarding Safety and Government Investigations.
35. Two unattached employees have gained nominal positions within the agency. Six unattached employees have gained employment in other agencies.
36. Two unattached employees have resigned. Three unattached employees are on maternity leave, leave without pay, or on approved leave prior to retirement.
37. $1763.88.
- (Calculated as total relocation and recruitment advertising costs = $299 859 divided by total transfers in and commencements = 170).
38. $458.56.
- (Calculated as training expenditure = $277 889.61 divided by headcount = 606).
39. Due to the agency restructure, PIPS is unable to provide this information at 31 March 2010. This information can be provided but is a significant project.
40. As per section 45.7 of the NTPS 2008-2010 Union Collective Agreement (UCA), where an employee has in excess of 60 days (or 90 days in the case of a compulsory transferee), the CEO may, on giving a minimum of two months notice, direct the employee to take up to one-quarter of available recreation leave.
- The department manages recreation leave in accordance with the UCA.
41. Not applicable; the department manages recreation leave in accordance with the UCA.
42.
- (a) See Attachment K.
(b) See Attachment L.
(c) 8233.34 weeks.
(d) 3985 days.
43.
- (a) See Attachment M.
(b) See Attachment N.
(c) 1225.98 weeks.
- NB: Individual sick leave balance does not include pro-rata entitlement after last credit.
45. See Attachment P.
46. See Attachment P.
Due to the way data is recorded and reported, DBE can report on staff on extended leave as at 31 March 10, but not leave over 2009-10 at this time. (DBE)
47. NT Treasury will be providing an answer to this question on a whole-of-government basis considering sufficient disaggregated information is not available at an agency level to answer the question.
48. See Attachment Q.
49.
- (a) See Attachment R.
(b) See Attachment R.
(c) Nil won nominal positions, as reporting period is within the 1st year of service.
(d) Nil.
(e) See Attachment R.
- (a) Nine.
(b) See Attachment S.
(c) See Attachment S.
(d) See Attachment S.
(e) See Attachment S.
(f) See Attachment S.
(g) Nine.
(h) Three.
(i) The government considers it inappropriate to ask about sick leave usage based on a person’s ethnicity.
51.
- (a) DPI - $4 653 624.06.
- DLP - $1 076 770.12.
(b) The annual estimated cost for employee allowances in DLP = $1 292 124.00
(c) All allowances were paid in accordance with the PSEMA requirements.
52. Forty-nine.
53. None.
54. None.
55. There were no cases of formal disciplinary action.
56. With the exception of Question 57, the answer is there was no insurance expense in 2009 as government agencies self-insure.
57. The department self-insures apart the Darwin Bus Service.
- See Attachment T for details of this insurance.
Department of Lands and Planning has one insurance policy with the Territory Insurance Office - Public Liability Insurance for the Old Town Hall Ruins - $1128.60.
58. 322.7 (DBE).
59. The Department of Lands and Planning was formed in December 2010, as such, details for 2008 are not available.
60. The department has formed a ‘green group’ to raise awareness of energy usage and sustainability issues within the department, building on from the implementation of energy saving measures that have been implemented throughout the department’s building portfolio in previous years.
- Centralised procedures have been implemented to ensure new and replacement DLP Fleet vehicles are selected utilising the NTG Green Fleet standards (Functional Categories Policy). Requests for vehicles falling outside the standard must be justified for approval by the chief executive.
61. 7% (Fleet Vehicle component only).
62. $913 694.13.
63. 76 (DBE).
64. Nil (DBE).
65. 80% (DBE).
66. 44.
67. DLP has a Vehicle Management Policy that clearly stipulates conditions for home garaging and private use.
- Section 3 of that policy states that officers are able to apply for home garaging approval for NT government plated vehicles ‘where there is a requirement to conduct departmental activities outside normal working hours’. Vehicles in this category are not available for general private use, however, are able to be driven directly between work and home.
- Section 4 of the policy allows for non-contract officers at the EO1 level and above to be allocated vehicles with private number plates at the discretion of the chief executive officer. Officers at the level are allocated a vehicle and use it for reasonable private use subject to a number of conditions which are set out in the policy.
69. See Attachment U.
70.
| 2009-10
As at 30 April 2010 |
| Power$384 050 |
| Water $84 892 |
| Total$468 942 |
| 2010-11 - Projected Costs |
| Power $483 903 (5% increase) |
| Water$122 244(20% increase) |
72. See Attachment V.
73. All support was financial, as such, refer to answer for Question 72.
74. Budget is dependant on the individual campaign and the importance and relevance of communicating information to the NT Public.
75. Budget is dependant on the individual campaign and the importance and relevance of communicating information to the NT Public.
- Newspaper: $177 556
Television: $171 394
Total: $385 630.
76. See answer to Question 16.
- From 2 April 2010 to 30 June 2010, the following advertising campaigns are planned to commence:
Building Moratorium.
77. Creative Territory, a Northern Territory company, was the only consultancy used for advertising in the year.
Total: $72 221.
125. Land Development Corporation – Output Groups
Ms PURICK to MINISTER for LANDS and PLANNING
In relation to the portfolio areas within the Land Development Corporation, would you kindly respond to the following questions by output group within the corporation:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
- (a) selection process commenced; and
(b) selection process (including position advertising) not commenced?
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave. What is the financial value of that leave;
- (b) what is the highest individual amount of accrued leave at each position level;
- (c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009?
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave? What is the financial value of that leave;
(b) what is the highest individual amount of accrued leave at each employee level;
- (c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009, at each employee level?
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
- (a) how many graduates started with the department;
(b) how many have completed the year;
- (c) how many won nominal positions;
- (d) how many have left the NTG, and what was the time each stayed within the NTG before leaving; and
- (e) how much sick leave has been taken on average by graduates and apprentices?
50. In relation to Indigenous employees, in 2009:
- (a) how many employees do you have in your department that recognise themselves as Indigenous;
(b) what are the levels of their positions held;
- (c) how many at each level;
- (d) how many are tenured and at what level;
- (e) how many are temporary and at what levels;
- (f) how many are acting up in positions and at what level;
- (g) how many have completed the year;
- (h) how many have left the NTG; and
- (i) how much sick leave was taken, on average?
Allowances:
51. In regard to employee entitlements, for 2009:
- (a) In addition to salary how much was paid in employee allowances;
- (b) what are these allowances, to what level do they apply, and what is the annual estimated cost; and
- (c) do allowances these attract the 9% Superannuation Guarantee Levy and, if so, which allowances?
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
- (a) If yes, what % reduction is that from 2009; and
- (b) If no, why has a target not been set?
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
This question requires a significant amount of effort by the agency to produce an answer that would provide the detail requested.
The Land Development Corporation is currently involved in a lot of preparatory work for Estimates Committee hearings and, in doing so, will be collating information similar to that which has been requested.
In order to avoid unnecessary pressure and duplication by the public servants who have to provide this information, I will be prepared to answer these questions in further detail at Estimates Committee.
126. Health and Families Portfolio - Output Groups
Ms PURICK to MINISTER for WOMEN’S POLICY
In relation to the portfolio areas within the Department of Health and Families, would you kindly respond to the following questions by output group within the department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
- (a) selection process commenced; and
(b) selection process (including position advertising) not commenced?
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave. What is the financial value of that leave;
- (b) what is the highest individual amount of accrued leave at each position level;
- (c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009?
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave? What is the financial value of that leave;
(b) what is the highest individual amount of accrued leave at each employee level;
- (c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009, at each employee level?
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
- (a) how many graduates started with the department;
- (b) how many have completed the year;
(c) how many won nominal positions;
- (d) how many have left the NTG, and what was the time each stayed within the NTG before leaving; and
- (e) how much sick leave has been taken on average by graduates and apprentices?
50. In relation to Indigenous employees, in 2009:
- (a) how many employees do you have in your department that recognise themselves as Indigenous;
- (b) what are the levels of their positions held;
- (c) how many at each level;
- (d) how many are tenured and at what level;
- (e) how many are temporary and at what levels;
- (f) how many are acting up in positions and at what level;
- (g) how many have completed the year;
- (h) how many have left the NTG; and
- (i) how much sick leave was taken, on average?
Allowances:
51. In regard to employee entitlements, for 2009:
- (a) In addition to salary how much was paid in employee allowances;
- (b) what are these allowances, to what level do they apply, and what is the annual estimated cost; and
- (c) do allowances these attract the 9% Superannuation Guarantee Levy and, if so, which allowances?
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
- (a) If yes, what % reduction is that from 2009; and
- (b) If no, why has a target not been set?
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
The Office of Women’s Policy is a program area within the Department of Health and Families, and is not an output area in its own right; therefore, a response to these questions cannot be provided in this form.
The answers to these questions have been provided in the answer to Mr Conlan’s same questions (Question No 143) to the Minister for Health.
127. Department of Housing, Local Government and Regional Services – Output Groups
Ms PURICK to MINISTER for PUBLIC and AFFORDABLE HOUSING
In relation to the portfolio areas within the Department of Housing, Local Government and Regional Services, would you kindly respond to the following questions by output group within the department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
- (a) selection process commenced; and
(b) selection process (including position advertising) not commenced?
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave. What is the financial value of that leave;
- (b) what is the highest individual amount of accrued leave at each position level;
(c) what is the current total of sick leave entitlement of employees in the department; and
(d) how many days sick leave were taken in 2009?
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave? What is the financial value of that leave;
- (b) what is the highest individual amount of accrued leave at each employee level;
- (c) what is the current total of sick leave entitlement of employees in the department; and
(d) how many days sick leave were taken in 2009, at each employee level?
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
- (a) how many graduates started with the department;
- (b) how many have completed the year;
- (c) how many won nominal positions;
- (d) how many have left the NTG, and what was the time each stayed within the NTG before leaving; and
(e) how much sick leave has been taken on average by graduates and apprentices?
50. In relation to Indigenous employees, in 2009:
- (a) how many employees do you have in your department that recognise themselves as Indigenous;
- (b) what are the levels of their positions held;
(c) how many at each level;
- (d) how many are tenured and at what level;
- (e) how many are temporary and at what levels;
- (f) how many are acting up in positions and at what level;
- (g) how many have completed the year;
- (h) how many have left the NTG; and
- (i) how much sick leave was taken, on average?
Allowances:
51. In regard to employee entitlements, for 2009:
- (a) In addition to salary how much was paid in employee allowances;
(b) what are these allowances, to what level do they apply, and what is the annual estimated cost; and
- (c) do allowances these attract the 9% Superannuation Guarantee Levy and, if so, which allowances?
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
- (a) If yes, what % reduction is that from 2009; and
- (b) If no, why has a target not been set?
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
1. There are 10 established positions to provide HR functions within the department.
positions | Level |
|
|
| 1 | AO8 |
| 3 | AO7 |
| 2 | AO6 |
| 1 | AO6 |
| 1 | AO5 |
|
|
| |
3. Eight instances of errors occurred, mainly due to delays in notifying a payroll section of variations required.
4. DBE Payroll Services are charged to agencies on a notional basis. There is no cost differential for position levels. The cost differentials are between commencements, terminations, manually processed transactions (PTR) (that is, payroll officer processing a transaction),and automatically processed pay transactions (PTR) (that is, pay system processing a transaction).
5. The recruiting agency covers relocation costs. The recruiting agency covers salary from the agreed commencement date.
6. $1.58m.
7. Personnel costs $1.25m.
- $330 000 administrative costs, including direct employee costs (phones, IT and stationery) and whole-of-agency workforce development initiatives (including travel).
8. Department of Business and Employment’s Salary Packaging Unit manages executive contracts.
9. Two bullying and harassment complaints were received; one claim was determined to be unfounded and the other was resolved informally within the work unit.
10. For the period 1 July 2009 to 31 March 2010, the cost was $127 461.
Local Media $ | National Media $ | Production $ | Total $ |
| 24 469 | 98 296 | 4696 | 127 461 |
11.As at 31 March 2010, the attrition rate for the human resources area was 10%.
12.
| Level | Occupancy Status |
ECO1 | Permanent |
AO8 | Permanent |
AO7 | 3 x Permanent |
AO6 | 1 permanent
1 x vacant |
AO6 | 1 permanent |
AO5 | 1 permanent |
AO3 | Temporary since Oct 08 |
13. Refer to Question 14.
14. See Attachment A.
15. Refer to Question 14.
16. See Attachment B.
17. See Attachment B.
18.
Classification | Total Full-Time Equivalent FTE |
AI | 46 |
AO1 | 1 |
AO2 | 53 |
AO3 | 55 |
AO4 | 91 |
AO5 | 81 |
AO6 | 91 |
AO7 | 59 |
AO8 | 58 |
AQ3SA | 1 |
AQF3A | 2 |
EO1 | 20 |
EO1C | 23 |
EO2C | 15 |
EO3C | 6 |
EO5C | 0.5 |
EO6C | 1 |
GRADT | 5 |
ICS | 1 |
INTR | 12 |
P3 | 2 |
PH3 | 4 |
PH3R | 1 |
SBA | 1 |
T5 | 24 |
653.5 |
The column titled 'Total FTE' represents staff paid during a pay period on a full-time equivalent figure. The figures include staff employed on a permanent, temporary, Executive Contract and Casual basis Data is at Payday 20, 31 March 2010.
19. See Attachment C.
20. See Attachment C.
21. See Attachment D.
22. 60 nominally vacant established positions.
23.Approximately three months on average (usually filled on temporary basis while permanent recruitment takes place).
24.
- (a) 181 positions advertised for period 1 July 2009 to 31 March 2010 (permanent and temporary).
(b) Vacant positions that need to be filled are all in train.
25. Temporary staff including Aboriginal Interpreters, Temporary Contracts Multilingual Interpreters (head count):
Casual 413
Temporary Employment 239
Multilingual Interpreters
and Board Members 165
26. 118.
27. Information available only for the period of 2009-10.
Number of contracts by number of extensions for 1 July 2009 to 1 April 2010. Figures include temporary employment contract arrangements and casual employees.
See Attachment E.
28. Public Sector Instrument 15 allows the CEO to renew on more than one occasion all classifications of employees in accordance with section 34(5) of the Public Sector Employment and Management Act (PSEMA) and subject to specified conditions. This reduces the requirement to seek permission from the Commissioner to extend a contract beyond a third extension. No requests have been submitted to the commissioner on the basis of a third contract extension.
29. See above.
30.
Designation | Average Days |
AO3 | 36 |
AO4 | 75 |
AO5 | 64 |
AO6 | 55 |
AO7 | 51 |
AO8 | 61 |
ECO2 | 91 |
EO1 | 66 |
T5 | 41 |
31. Recruitment actioned during the period of 1 July 2009 to 31 March 2010 (for permanent vacancies):
| External Recruit | NTG employee | Not Declared | Total |
16 | 30 | 32 | 78 |
32. Twenty-one positions have been reclassified in 2009. The original positions are:
1 x ECO2
4 x ECO1
4 x AO6
1 x AO5
2 x AO4
1 x AO3
2 x AO2
3 x AO1
1 x T6
2 x T5
33.
Classification | Unattached Officer Numbers |
AO2 | 7 |
AO3 | 3 |
AO4 | 6 |
AO5 | 6 |
AO6 | 2 |
AO7 | 1 |
AO8 | 4 |
EO1 | 1 |
T5 | 1 |
Total | 31 |
34. Training is provided and skilling opportunities are offered by placement in best fit positions in the agency.
35.Data is not readily available. Tracking system is being refined for 2009-10 financial year.
36. Refer question 35.
37. $1400.
38. There is no allocation per staff member, however capacity for professional development is included in each program’s budget.
39. The ‘Average Length of Service’ calculation is derived from the total number of staff divided by the current continuous period of service in the current agency.
| Classification | Average Length of Service in Years |
AO1 | 7 |
AO2 | 1.2 |
AO3 | 1 |
AO4 | 2 |
AO5 | 2. |
AO6 | 2.4 |
AO7 | 2 |
| Classification | Average Length of Service in Years |
| 2.7 |
| 0. |
| 0.3 |
| 2. |
| 2. |
| 1 |
| 2 |
| 0 |
| 0 |
| 0 |
| 1.6 |
| 0.5 |
| 2 |
| 0.5 |
| 0.6 |
40. Recreation leave is managed in accordance with the Northern Territory Public Sector 2008-2010 Union Collective Agreement (UCA) provisions as follows:
- UCA Clause 45.7 Excess Leave – Where an employee has available recreation leave in excess of 60 days, or 90 days in the case of a compulsory transferee. the CEO may, on giving a minimum of two months notice, direct the employee to take up to one-quarter of the total available recreation leave. Our policy is to remind managers twice a year of the rec leave liability.
41. Fifty-one employees have in excess of 60 days accrued recreation leave at a cost of $1.33m.
42.
- (a) See Attachment E.
(b) See Attachment E.
(c) 6935 weeks - sick leave balance.
(d) 4316 days.
- (a)
| LSL Accrued (Mths) | LSL Accrued ($) |
| 110 | 1 681 660 |
| Rec Leave Accrued (days) | Rec Leave Accrued ($) |
| 1 408 | 988 000 |
(b)
| Classification Description | LSL Accrued (Mths) | Rec Leave Accrued (days) |
| ECO1 – ECO6 | 26.28 | 259.6 |
- (c) 1113 weeks.
(d)
| Classification |
|
| ECO1 – ECO6 |
|
44.
| Location | Level | Time in days |
| Alice Springs Urban | AO2 x 1 | 0 |
| Phy3 x 1 | 115 |
| Darwin Urban | AO2 x 2 | 3 |
| AO4 x 1 | 0 |
|
| 0 |
|
| 6 |
|
| 6 |
45. As 31 March 2010, number of workers currently on workers compensation, level and expected return date.
| Level | Expected return to work |
| AO2 |
|
| AO4 |
|
| AO4 |
|
| AO5 |
|
| AO5 |
|
| AO8 |
|
| T5 |
|
47. See Attachment F.
48.
| Classification | Total |
| AO2 | 2 |
| AO3 | 1 |
| AO4 | 4 |
| AO5 | 7 |
| AO6 | 7 |
| AO7 | 4 |
| AO8 | 10 |
| EO1 | 5 |
| T5 | 1 |
| Total | 41 |
49.
- (a) Five graduates, four apprentices.
(b) Five graduates, four apprentices.
(c) Five graduates and two apprentices were retained.
(d) Two apprentices have left the NTG. One person stayed for 4.3 months and the other stayed 2.1 months.
(e) The ‘Average Sick Days Per Person’ calculation is derived from the Total Sick Leave Days divided by the Number of Staff.
| Classn of Staff | No of Staff | Total Sick Leave Days | Average Sick Days Per Person |
| Apprentices | 4 | 11.31 | 2.26 |
| Graduates | 5 | 0 | 0 |
50.
- (a) 123 or 19.2% of the agency’s actual employees of the agency’s workforce self-identify as Indigenous.
(b)
| Designation | | | TOTAL |
| Perm | Temp | |
| AO1 – AO8 | 69 | 38 | 107 |
| EO1 | 3 | | 3 |
| ECO1 – ECO6 | | 2 | 2 |
| Indigenous Cadetship | | 6 | 6 |
| Apprentice | | 2 | 2 |
| Technical 5 | 1 | 2 | 3 |
| TOTAL | 73 | 50 | 123 |
(c) See table above.
(d) See table above.
(e) See table above.
(f) Higher duties breakdown:
| Number of Staff |
| AO3 | 2 |
| AO4 | 3 |
| AO5 | 7 |
| AO6 | 2 |
| AO7 | 3 |
| AO8 | 3 |
| EO1 | 3 |
| T5 | 1 |
(g) Tenure is addressed in above table.
(h) 41 Indigenous employees have left the NTG.
(i) The NT government considers it inappropriate to ask about sick leave usage based on a person’s ethnicity.
- (a) $367 515.
(b) These allowances were paid in accordance with the PSEMA requirements. To break this down by position would be a breach of privacy.
(c)
| Allowance Description |
| On Call Allowance |
| First Aid |
| Market Allowance |
| Remote Electricity Subsidy |
| NT Allowance |
| Sitting Fees |
52. There are 33 credit cards issued in the agency.
53. As at 30 April 2010, there were 390 outstanding transactions, with none for personal items.
54. Three reports.
55. Two resulted in formal disciplinary action.
56. The amount spent on insurance in 2009-10 as at 30 April 2010 was $58 000 for public liability only.
57. The Northern Territory government is generally self-insured.
- The department holds a public liability insurance policy which is reviewed every 12 months. The public liability insurance covers public housing and is limited to office occupiers and property owners’ liability only.
- The insurance provision threshold is $1000 (policy excess) under which the agency meets the cost.
Public liability is limited to $40m for any one occurrence and includes liability for tenants’ property held in storage, with a limit of $100 000 for any one loss.
58. In 2008-09, the department’s preliminary building energy consumption was 3527 gigajoules corresponding to 776 tonnes of greenhouse gas emissions.
- Emissions from this agency’s NT Fleet vehicles for the period until 1 April 2009 are on target to achieve an 11.8% reduction against an annual target of 7%.
59. In 2007-08, the Department of Housing, Local Government and Regional Services preliminary building energy consumption was 3638 gigajoules corresponding to 760 tonnes of greenhouse gas emissions.
60. The department has initiated a number of strategies to reduce its carbon emissions during 2008-09 including:
61.
- (a) That target is a 10% reduction in energy usage per square metre across the department’s building portfolio compared to a 2004-05 baseline.
(b) Not applicable.
63. The department has responsibility for 176 vehicles.
64. This is an increase of 28 vehicles from 2008-09.
65. Eighty-eight vehicles (50% of the fleet) meet the minimum greenhouse rating (5.5 for passenger vehicles) in line with the Northern Territory government’s Greening the Fleet Policy.
66. Fifty-six vehicles are home garaged.
67. All executive contract officers (ECOs) are entitled to full private use of their vehicles as part of their employment packages.
- All other agency officers must obtain chief executive permission to home garage a vehicle, for any length of time based on business need and with limited use arrangements.
68. AO6 through to EO1.
69. $2 476 544 as at 30 April 2010 for the 2009-10 financial year.
70. The cost of power for office accommodation to 30 April 2010 was $332 000.
71. The projected 2010-11 power cost for office accommodation is $419 000. This projection incorporates the price increase of 5% for electricity charges by Power and Water.
72.
| Homestart NT Information Seminars | $ 409 |
| Career Expo | $ 3 512 |
| Garma Festival | $ 2 768 |
| Indigenous Economic Development Forum | $ 1 519 |
| Show Circuit | $ 57 284 |
| Indigenous Music Expo | $ 5 223 |
| World Animal Day | $ 3 531 |
| Animal Awareness Week | $ 2 656 |
| Pet Expo | $ 100 |
| Water Safety Week | $ 7 367 |
| TOTAL as at 30 April 2010 | $ 84 369 |
73. Total sponsorship as at 30 April 2010 is $40 602.
74. $270 000.
75, Total as at 30 April 2010:
Print $ 93 679
Television $ 85 971
Radio $ 45 840
Other $ 9 034
Total $234 525
76. Housing the Territory, A Working Future, AIS Recruitment Campaign, Water Safety Awareness, Don’t Play in Pipes and Drains, Animal Welfare Awareness.
77. As at 30 April 2010:
- Total Consultancies let 75
- Total Cost $ 10 821 520
- 50 NT Firms: $ 4 495 638
- 25 Interstate: $ 6 325 882.
128. Department of Construction and Infrastructure – Output Groups
Mr GILES to MINISTER for CONSTRUCTION
In relation to the portfolio areas within the Department of Construction and Infrastructure, would you kindly respond to the following questions by output group within the department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
- (a) selection process commenced; and
(b) selection process (including position advertising) not commenced?
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave. What is the financial value of that leave;
- (b) what is the highest individual amount of accrued leave at each position level;
- (c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009?
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave? What is the financial value of that leave;
(b) what is the highest individual amount of accrued leave at each employee level;
- (c) what is the current total of sick leave entitlement of employees in the department; and
(d) how many days sick leave were taken in 2009, at each employee level?
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
- (a) how many graduates started with the department;
- (b) how many have completed the year;
- (c) how many won nominal positions;
- (d) how many have left the NTG, and what was the time each stayed within the NTG before leaving; and
- (e) how much sick leave has been taken on average by graduates and apprentices?
50. In relation to Indigenous employees, in 2009:
(a) how many employees do you have in your department that recognise themselves as Indigenous;
- (b) what are the levels of their positions held;
- (c) how many at each level;
- (d) how many are tenured and at what level;
- (e) how many are temporary and at what levels;
- (f) how many are acting up in positions and at what level;
- (g) how many have completed the year;
- (h) how many have left the NTG; and
- (i) how much sick leave was taken, on average?
Allowances:
51. In regard to employee entitlements, for 2009:
- (a) In addition to salary how much was paid in employee allowances;
- (b) what are these allowances, to what level do they apply, and what is the annual estimated cost; and
- (c) do allowances these attract the 9% Superannuation Guarantee Levy and, if so, which allowances?
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
- (a) If yes, what % reduction is that from 2009; and
(b) If no, why has a target not been set?
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
1. DCI have 6 HR staff
EO1 - Director HR
AO8 – Manager HR Operations
AO7 – Senior Consultant
AO6 – Consultant
AO6 – Early Careers Coordinator
AO4 – HR Support Officer.
2. None, whole-of-government payroll services are provided by DBE.
3. See Attachment A.
4. The notional cost associated with DBE charges is 272 450.56 for 2009-10 financial year. There is no cost differential for position levels.
5. Costs are agreed between agency managers on a case-by-case basis. Generally, the recruiting agency covers relocation costs. With regard to transfer dates, they are agreed between the agencies and DBE payroll is notified of date of action.
6. Human Resources unit for the 2009-10 financial year is currently in the Construction Division structure but, as a result of the agency (DPI) restructure announced on 4 December 2009 and the creation of DCI, it will be re-established in the agency (DCI) structure for 2010-11.
- Human Resources are funded within Corporate Services.
8. DBE’s whole-of-government payroll services manages non-executive and contract executive.
- The department currently has one AO4 Officer who manages the administration of executive contracts as part of their responsibilities of the role.
10. See Attachment A.
11. As at 1 April 2010, the rate of attrition was zero.
12. As at 1 April 2010, all positions are filled. There are two individuals on HDA, one x AO8 and one x EO1 - the JAQs are progressing.
13. Construction Division for the period 1 July 2009 to 30 April has spent $338 621.61 on relocation costs.
Relocation Fares $ 18 157.65
Relocation Allowance $ 200.00
Removal and Storage $175 770.13
Relocation Expenses $144 493.83
- DCI for the period 1 July 2009 to 30 April has spent $2690.67 on relocation costs.
Relocation Fares $ 231.58
Relocation Allowance nil
Removal and Storage $ 1550.00
Relocation Expenses $ 909.09
DCI is a newly-created department, as a result of the agency restructure announced on 4 December 2009. Agency restructures are effective from 1 July of the financial year they occur in.
14. See Attachment B.
15. Construction Division budget for relocation expenses in 2009-10 is $415 000.
- DCI budget for relocation and expenses in 2009-10 is $5715.
- Due to DCI being a newly created agency, its budget structure for 2009-10 is only for Infrastructure and Housing Capital projects.
16. DCI is a newly-created agency as a result of the Administrative Arrangement Orders announced on 4 December 2009 which resulted in the restructure of the former DPI into DCI and DLP.
2010 (1 July 2009 - 30 April 2010)
Advertising $3234
Marketing and Promotions Nil
Construction Division:
2010 (1 July 2009 - 30 April 2010)
Advertising $123 103
- Marketing $139 636.
Please Note: Agency restructures are effective from 1 July of the financial year they occur in.
17. DCI did not run any advertising or marketing campaigns in the current financial year. The majority of our advertising and marketing expenditure was on statutory advertising relating to road conditions (Total: $33 686.97 as at 29 April 2010) and advice to the public on construction projects and the impact they may have; that is, changed traffic conditions.
- The only promotional advertising we undertook was for Tiger Brennan Drive Open Day and the Construction Division Industry Forums in Darwin and Alice Springs.
Staffing Preamble:
The department is in a state of flux following the December 2009 changes and the chief executive transition.
18. The figures are as at 1 April 2010.
Level | Number |
AO2 | 18 |
AO3 | 31 |
AO4 | 38 |
AO5 | 16 |
AO6 | 25 |
AO7 | 13 |
AO8 | 17 |
* AQF3A | 2 |
EO1 | 17 |
Level | Number |
EO1C | 14 |
EO2C | 9 |
EO3C | 2 |
EO4C | 2 |
ECO6 | 1 |
GRADT | 5 |
* ICS | 3 |
P1 | 4 |
P2 | 20 |
P3 | 16 |
P4 | 3 |
T1 | 7 |
T2 | 18 |
T3 | 38 |
T4 | 38 |
T5 | 76 |
T6 | 36 |
* WILS | 5 |
- * AQF = Australian Qualification Framework (Apprentice).
- * WILS = Works Integrated Learning Scholarship.
19. Numbers are presented in head count.
| Perm Staff Held in Nominal Position | Perm Staff Not in Nominal Position | *Temporary staff |
213 | 144 | 117 |
- * Temporary Staff include staff on Temporary Employment Contracts, Casuals, Board Members, Executive Contractors, Apprentices and Graduates.
21. The table below has been provided by DBE. Construction Division from 1 July 2009 to 3 December 2009, and DCI from 4 December 2009 to 1 April 2010
Classification | Turnover % |
| AO2 | 89.43 |
| AO3 | 17.78 |
| AO4 | 18.18 |
| AO5 | 38.46 |
| AO6 | 12.03 |
| AO7 | 34.01 |
| AO8 | 18.18 |
| * AQF3A | 111.11 |
| EO1 | 7.32 |
| EO1C | 8.33 |
| EO2C | 0.00 |
| EO3 | 0.00 |
| EO4C | 50.00 |
| EO6C | 0.00 |
| * GRAD | 0.00 |
| P1 | 66.67 |
| P2 | 33.33 |
| P3 | 6.06 |
| P4 | 100.00 |
| T1 | 71.43 |
| T2 | 28.14 |
| T3 | 15.15 |
| T4 | 15.54 |
| T5 | 15.85 |
| T6 | 0.00 |
- * AQF3A = Australian Qualification Framework (Certificate III Apprentice).
22. As at 1 April 2010 there are 131 vacant positions; some are unbudgeted positions.
23. The total days permanent positions have been vacant in the department for Construction Division from 1 July 2009 to 3 December 2009 and, for Department of Construction and Infrastructure, from 4 December 2009 to 1 April 2010 is 12 679 days.
- The average length a permanent position is vacant within the department is 248 days. The high figure is attributed to hard to fill positions in Technical and Professional streams.
24.
- (a) As at 1 April 2010 46 selection processes commenced.
- (b) 85 vacant positions not commenced. Positions that are vacant are being reviewed.
25. DCI has 117 staff employed on Temporary Contracts as at 1 April 2010.
26. The total amount of expressions of interest is 46.
| 2009 | 2010 | TOTAL |
| DCI | 1 | 7 | 11 |
| CD | 35 | - | 35 |
| TOTAL | 36 | 7 | 46 |
- This does not include internal development opportunities.
27. Reports were not available back to 1 January 2008.
- From 4 December 2009 to 1 April 2010, DCI has extended 37 contracts once, and five contracts have been extended twice. A total of 42 contract extensions.
28. None.
- Note: Public Sector Instrument No 15 Approval to Renew Period of Employment (27 October 2008) approves the CEO of an agency to renew the period of employment referred to in section 34(1) of the act on more than one occasion, subject to the conditions outlined in the instrument.
- As at 1 April 2010 the CEO approved seven contracts beyond the third extension.
29. None.
30. The overall average time taken to recruit is six weeks.
31. From 4 December 2009 to 1 April 2010 a total of 65 positions have been filled.
Of this number:
2 were external recruits;
45 were NTG employees; and
18 did not declare.
Please note: The DBE reporting source is based on a voluntary declaration by the applicant when applying for a job.
Prior to 4 December 2009 Construction Division data is recorded as DPI.
32. Due to the Cabinet approved agency restructure, the data below represents information for Construction Division from 1 July 2009 to 3 December 2010 and Department of Construction and Infrastructure from 4 December 2010 to 1 April 2010.
# of reclass | Classn from - to |
3 | AO2 – AO3 |
1 | AO2 - AO4 |
5 | AO3 - AO4 |
1 | AO6 - AO7 |
1 | AO7 - AO8 |
1 | AO8 - EO1 |
2 | EO1 - EO2 |
1 | EO2 - EO4 |
3 | T2 - T3 |
7 | T3 - T4 |
85 | T4 - T5 |
27 | T5 - T6 |
1 | T6 - EO1 |
1 | T6 - EO1 |
33. See Attachment C.
34. Unattached officers are provided on average $300 per person per annum on training and skilling. Skills gaps are identified through the PDP process and training organised accordingly.
- Approximately $17 500 has been spent on training unattached officers for the period 4 December 2009 to 1 April 2010 within DCI.
Dealing effectively with unacceptable employee behaviour
Construction Industry Induction (White Card Training)
Access Introduction
Access Power user
Sidra Inspection Workshop
Workzone Traffic Management
WZZ Traffic Control
Traffic Supervisor
Excel Introduction
4WD Training programme
Management Development Toolkit
Managing Employee Performance
Machinery of Government
Governance Perspectives
Unsealed roads workshop
Front Desk Superstar
Microsoft Access
Word Introduction.
35. As at 1 April 2010 there were 66 unattached officers, of which eight employees have gained permanent employment in the NTPS.
36. As at 1 April 2010 none of the 66 unattached officers had advised of their resignation.
37. $2069 per person. This figure includes recruitment advertising, recruitment fares, removals and storage and relocation allowance.
- $1740 per person. This figure is for recruitment advertising only.
38. Training is assessed on an individual and work unit basis. Indicative training allocation per FTE for DCI, based on internal budgets per actual FTEs as at 30 April 2010, is $2611.
39. The average length of stay is four years. This response is for DCI including CD staff as at 1 April 2010; the average length of stay is shown in the table provided by DBE).
Classification | Average Length of Service in Years |
| Admin Off 2 | 1.35 |
| Admin Off 3 | 3.45 |
| Admin Off 4 | 3.47 |
| Admin Off 5 | 5.56 |
| Admin Off 6 | 4.52 |
| Admin Off 7 | 0.75 |
| Admin Off 8 | 8.55 |
| * AQF3A | 0.00 |
| Exec Officer 1 | 4.24 |
| Exec Off 1 Cntr | 7.15 |
| Exec Off 2 | 6.25 |
| Exec Off 2 Cntr | 11.50 |
| Exec Off 3 | 0.00 |
| Exec Off 3 Cntr | 0.00 |
| Exec Off 4 Cntr | 3.00 |
| Gradu Trainees | 0.20 |
| * ICS | 2.33 |
| Prof 1 | 1.00 |
| Prof 2 | 2.14 |
| Prof 3 | 10.56 |
| Prof 4 | 8.33 |
| Tech 1 | 0.00 |
| Tech 2 | 1.00 |
| Tech 3 | 4.73 |
| Tech 4 | 5.69 |
| Tech 5 | 6.04 |
| Tech 6 | 8.33 |
| * WILS | 1.00 |
- * AQF = Australian Qualification Framework (Apprentice).
- * WILS = Works Integrated Learning Scholarship.
40. Recreation leave is managed in accordance with the Northern Territory Public Sector 2008-2010 Union Collective Agreement.
41. Not applicable. Please refer to the 2008-2010 Union Collective Agreement.
42.
- (a) The current amount of accrued long service leave as of 1 April 2010 is 157 months with a financial value of $4 867 388.
- The current amount of accrued recreation leave as of 1 April 2010 is 122 months with a financial value of $848 655.
- (b) The figures below are current as at 1 April 2010 for DCI, including CD, and report the total amount of accrued leave at each position level.
- Long Service Leave (tables provided by DBE).
| Classification Description | LSL Accrued in Months |
| Admin Off 2 | 1.72 |
| Admin Off 3 | 9.62 |
| Admin Off 4 | 6.4 |
| Admin Off 5 | 7.7 |
| Admin Off 6 | 13.99 |
| Admin Off 7 | 6.84 |
| Admin Off 8 | 15.45 |
| Exec Off 1 Cntr | 12.01 |
| Exec Off 2 Cntr | 8.41 |
| Exec Off 3 Cntr | 0.42 |
| Exec Off 4 Cntr | 1.85 |
| Exec Officer 1 | 11.65 |
| Exec Officer 3 | 1.9 |
| Gradu Trainees | 0.55 |
| * ICS | 0.92 |
| * AQF3A | 0.04 |
| Prof 1 | 1.07 |
| Prof 2 | 3.77 |
| Prof 3 | 5.88 |
| Prof 4 | 5.5 |
| Tech 1 | 0.92 |
| Tech 2 | 2 |
| Tech 3 | 7.97 |
| Tech 4 | 8.65 |
| Tech 5 | 9.82 |
| Tech 6 | 12.2 |
| * WILS | 0.25 |
- * AQF = Australian Qualification Framework (Apprentice).
* ICS = Indigenous Cadetship Support.
* WILS = Works Integrated Learning Scholarship.
| Classification Description | Rec Accrued in Days |
| Admin Off 2 | 146.1 |
| Admin Off 3 | 176 |
| Admin Off 4 | 182.5 |
| Admin Off 5 | 202.5 |
| Admin Off 6 | 210.3 |
| Admin Off 7 | 137.7 |
| Admin Off 8 | 212.5 |
| Exec Off 1 Cntr | 115.5 |
| Exec Off 2 | 88.5 |
| Exec Off 2 Cntr | 126.4 |
| Exec Off 3 | 31.1 |
| Exec Off 3 Cntr | 52.5 |
| Exec Off 4 Cntr | 84.6 |
| Exec Off 6 Cntr | 22.3 |
| Exec Officer 1 | 198 |
| * ICS | 38.0 |
| * AQF3A | 5.0 |
| * NTPS Auto Appre | 20.5 |
| * Grad Train | 29.0 |
| Prof 1 | 71 |
| Prof 2 | 151.8 |
| Prof 3 | 160 |
| Prof 4 | 165.2 |
| * Train Tech Off | 32.5 |
| Tech 1 | 13.2 |
| Tech 2 | 103.9 |
| Tech 3 | 142.4 |
| Tech 4 | 259.8 |
| Tech 5 | 235.4 |
| Tech 6 | 214.1 |
| * WILS | 34.0 |
- * AQF = Australian Qualification Framework (Apprentice).
* ICS = Indigenous Cadetship Support.
* WILS = Works Integrated Learning Scholarship.
* NTPS AUTO APPRE = Heavy Vehicle Mechanical Apprenticeship.
* GRAD TRAIN = Graduate Trainee.
* TRAIN TECH OFF = Trainee Technical Officer.
- (c) As at 1 April 2010 there are 6390 weeks.
- The average per person is 13.5 weeks (this has been calculated by using the current head count of 469).
- (d) DCI/CD 2968 days during the period from 1 July 2009 TO 1 April 2010.
43.
- (a) The total amount of long service leave for DCI ECO1s and above is 62 months with a financial value of $896 329.19.
- The total amount of recreation leave for DCI ECO1s and above is 1472 days, with a financial value of $1 036 234.60.
- (b) The tables below represent the accrued long service leave and recreation leave for executive contract officers. The data provided is for Construction Division from 1 July 2009 to 3 December 2009 and the Department of Construction and Infrastructure from 4 December 2009 to 1 April 2010.
- Long Service Leave:
| Level | LSL Accrued in Months |
| Construction Division | 01/07/09 to 03/12/09 |
| EO1C | 2.11 |
| EO2C | 2.65 |
| EO3C | 0.42 |
| DCI | 04/12/09 to 01/04/10 |
| EO1C | 9.9 |
| EO2C | 5.76 |
| EO4C | 1.85 |
- Recreation Leave:
| Level | Rec Accrued in Days |
| Construction Division | 01/07/09 to 03/12/09 |
| EO1C | 59.6 |
| EO2C | 56.1 |
| EO3C | 52.5 |
| EO4C | 34.7 |
| EO6C | 22.3 |
| DCI | 04/12/09 to 01/04/10 |
| EO1C | 55.9 |
| EO2C | 70.3 |
| EO4C | 50.0 |
- (c) Total sick leave entitlement for all ECO1 and above DCI employees combined is 618 weeks.
- Total sick leave entitlement for all ECO1 and above employees, per person is on average 14 weeks.
44. Five staff lodged Workers Compensation claims from 1 July 2009 to 1 April 2010.
| Region | Level/
Classn | Period of Claim |
| Darwin | T2 | 5mths – closed |
| Darwin | AO3 | 2mths – closed |
| Gove | AO3 | 2mths - ongoing |
| Gove | AO3 | 7mths - ongoing |
| Darwin | T3 | 2mths - ongoing |
46. As at 1 April 2010:
There were 29 staff on extended leave longer than three weeks as at 1 April 2010.
Four employees were on Misc Leave.
Twenty-three employees were on unpaid leave.
Details are provided at Attachment D.
Note from DBE: Due to the way data is recorded and reported in PIPS, DBE can report on staff on extended leave as at 1 April 2010 but not leave for the financial period 2009-10.
47. NT Treasury will be providing an answer to this question on a whole-of-government basis considering sufficient disaggregated information is not available at an agency level to answer the question.
48. As at 1 April 2010 the total number of staff still entitled to airfares is 47.
| Classification | Total |
| AO3 | 2 |
| AO4 | 3 |
| AO5 | 1 |
| AO6 | 3 |
| AO8 | 5 |
| EO1 | 4 |
| EO3 | 1 |
| P3 | 4 |
| T3 | 4 |
| T4 | 5 |
| T5 | 9 |
| T6 | 6 |
49.
- (a) Graduates - four were recruited in 2009 for the 2010 Graduate Program and were transferred to DCI from DPI with the departmental split.
- Apprentices – in 2009, two apprentices were employed within the Construction Division. In 2010, three apprentices have been recruited to the Department of Construction and Infrastructure (two Darwin and one Alice Springs).
Apprentices – the two apprentices recruited in 2009 both completed the apprenticeship with Construction Division.
- (c) Graduates - None to date, this is the first year since the agency restructure. These graduates are due to complete at the end of 2010.
- Apprentices – one apprentice who completed an apprenticeship in 2009 won a temporary contract with Construction Division. One apprentice relocated interstate.
- (d) Graduates - All are currently with NTG.
- Apprentices – Of the 2009 apprentices one left the NTG on the completion of her 12-month apprenticeship.
- (e) Graduates – The graduates have not utilised any sick leave since their transfer to DCI from DPI on 29 January 2010 to 1 April 2010.
- Apprentices – Contract dates from 7 January 2009 to 13 December 2009. Average number of sick days for the two apprentices who worked within the Construction Division in 2009 was 3.5 days.
The average number of sick days for the 2010 apprentices is three days.
50. For the following questions, the data captured for current employees at 28 April 2010 as administrative arrangements transfers not actioned until April 2010.
- (a) nine staff recognise themselves as Indigenous within DCI.
(b)
| Classification | Total |
| AO4 | 1 |
| AO6 | 1 |
| AO8 | 1 |
| T2 | 1 |
| T3 | 3 |
| T4 | 1 |
| T5 | 1 |
(c)
| Classification | Total |
| AO4 | 1 |
| AO6 | 1 |
| AO8 | 1 |
| T2 | 1 |
| T3 | 3 |
| T4 | 1 |
| T5 | 1 |
- (d) Number of permanent Indigenous employees = nine.
- (e) Number of temporary Indigenous employees = Nil.
- (f) Two are acting on higher duties at T4 and AO4 levels.
- (g) All nine Indigenous employees are still currently employed and have not left the NTG.
- (h) All nine Indigenous employees are still currently employed and have not left the NTG.
- (i) The government considers it inappropriate to ask about sick leave usage based on a person’s ethnicity.
51.
- (a) DBE were unable to provide this information and advised the agencies to provide an estimated cost.
- The total estimated cost of allowances as at 1 April 2010 for DCI, including CD is $251 988.00.
- (b) The type of allowances include: NT Allowance, First Aid allowance, On Call, Perishable allowance, Remote Electricity Subsidy Special Category and Study Allowance – NICP.
- The estimated annual cost is $298 595.96 for 2009-10 financial year, for DCI including CD.
- (c) Allowances were paid in accordance with PSEMA requirements.
52. Eight credit cards have been issued to DCI staff as at 30 April 2010.
- Thirty-six credit cards have been issued to CD staff as at 30 April 2010.
Total for the department – 44.
53. There are no outstanding items as at 30 April 2010.
54. There have been two requests for investigation in regards to improper use of IT, however, no formal reports have been made.
55. None.
56. DCI is a newly-created agency as a result of the Administrative Arrangement Orders announced on 4 December 2009 which resulted in the restructure of the former DPI into DCI and DLP.
- Below is also the expenditure for 2010 financial year as at 30 April 2010.
DCI
2010 (1 July 2009 - 30 April 2010)
Insurance expense total Nil
Construction Division
2010 (1 July 2009 - 30 April 2010)
Insurance expense total $393 174.58
Public Liability insurance $ 4 400.00
Workers compensation $388 764.58
57. DCI falls under NTG self-insurance as per Treasurer’s Direction R2.1.
- CD being a Government Business Division is not covered by NTG self-insurance as per Treasurer’s Direction R2.1. CD pay a workers compensation premium to the parent agency (DCI). For other non-employee related insurance, CD self-insures unless the event poses an increased risk for the division and then commercial insurance is engaged.
- Areas that CD has engaged commercial insurance are for public events such as the Tiger Brennan Open Day and the CD Industry Forum.
58. The Northern Territory government has committed to become carbon neutral by 2018 under the Northern Territory Climate Change Policy. Under this target, whole-of-government systems to account for greenhouse gas emissions according to recognised international greenhouse accounting standards will be progressively rolled out over the next eight years for government processes.
- Currently, the Northern Territory government reports against building energy consumption use by government agencies with more than 50 full-time equivalent staff members, and for vehicle emissions from NT Fleet vehicles.
- Emissions from NT Fleet vehicles for this period 1 April 2009 to 31 March 2010 was:
(Fleet Vehicle component only)
Org 60 DCI: 20.5 Tonnes.
Org 61 Construction Division: 975.3 Tonnes.
59. DCI is a newly-created agency as a result of the Administrative Arrangement Orders announced on 4 December 2009 which resulted in the restructure of the former DPI into DCI and DLP. Therefore, the below refers to the former DPI.
- In 2007-08, the Department of Planning and Infrastructure preliminary building energy consumption was 7863 gigajoules corresponding to 1555 tonnes of greenhouse gas emissions.
- In 2008-09, Department of Planning and Infrastructure preliminary building energy consumption was 9107 gigajoules corresponding to 1883 tonnes of greenhouse gas emissions. This increase is due to an increased use of accommodation in three floors of the Chan Building. In prior years, the Chan Building use has been limited to one-off day use for various exhibitions or conferences. In contrast, in 2008-09, the Chan has been utilised by this department for the Asset Management System replacement project and by the Department of Local Government and Housing as a decanting facility while renovating the usual office accommodation.
- Emissions from NT Fleet vehicles for this period 1 April 2008 to 31 March 2009 was:
- Org 60 DPI: 309.8 Tonnes.
Org 61 Construction Division: 913.2 Tonnes.
60. The Department of Construction and Infrastructure has initiated a number of strategies to reduce its carbon emissions including:
2009-10
Lease negotiation of Highway House increase from the current 4 NABERS star rating to a 4.5 star rating.
Staff Energy Awareness campaigns.
2010-11
Staff Awareness campaigns.
61.
- (a) The Department of Construction and Infrastructure is working towards the reduction target set in the Northern Territory government Energy Smart Buildings Policy for the 2010-11 financial year.
- That target is a 10% reduction in energy usage per square metre across the department’s building portfolio compared to a 2004-05 baseline.
- In addition, the Department of Construction and Infrastructure is working towards the reduction target set in the Northern Territory Greening the Fleet Strategy that aims to reduce emissions form the Territory government’s passenger and light commercial fleet by 20% by 2014 and 50% by 2020. The initial whole-of-government target has been set by NT Fleet at 7% per annum for the 2009-10 and 2010-11 financial year.
- (Fleet Vehicle component only)
The NT Fleet forecast reduction for the period ending 30 June 2010 for DCI (including GBD) has been predicted at 2%; below are the actual achieved as at 31 March 2010:
DCI – due to being a new department there has been no opportunity to reduce CO2 emissions.
Construction Division - achieved 1.6%. CD will be implementing strategies in consultation with NT Fleet to align the department with projected targets.
- (b) Not applicable.
62. DCI is a newly-created agency as a result of the Administrative Arrangement Orders announced on 4 December 2009 which resulted in the restructure of the former DPI into DCI and DLP.
- Below is also the expenditure for 2010 financial year as at 30 April 2010.
DCI
2010 (1 July 2009 - 30 April 2010)
Motor Vehicle total $53 890.65
Operating lease expenses $36 105.97
Hire Charges $ 4 965.25
Fuel $ 8 820.83
Other $ 3 998.60
Construction Division
2010 (1 July 2009 - 30 April 2010)
Motor Vehicle total $2 462 080.94
Operating lease expenses $1 580 898.60
Hire Charges $ 51 863.35
Fuel $ 560 974.49
Other $ 268 344.50
63. DCI has eight vehicles that it is responsible for.
- Construction Division has 178 vehicles that it is responsible for.
Total for the department – 186.
64. DCI
- The change from the 2008-09 financial year to as at 30 April 2010 is an additional two vehicles for DCI as a result of the Housing Capital Projects Group transferring as per the Administrative Arrangement Orders announced on 4 December 2009.
Construction Division
- The change from the 2008-09 financial year to as at 30 April 2010 is an additional 20 vehicles for CD 10 of which were utilities and is directly linked to the increased program requirements. Other increases are due to both executive contract officers additions due to both increases in project related personnel and the result of the Administrative Arrangement Orders announced on 4 December 2009.
65. Total for the department – 64.5%.
- DCI has 33% of vehicles that meet the emission standard of 5.5 under the Commonwealth government’s Green Vehicle Guide.
- Construction Division has 66% of vehicles that meet the emission standard of 5.5 under the Commonwealth government’s Green Vehicle Guide.
66. Total for the department 164.
67. DCI, as it is newly-created, abides by the former DPI Policy for Vehicle Management. The home garaging treatment is outlined in this policy and available to all staff on the DCI Intranet.
- The policy in section 3 ‘Approval to Home Garage’ states:
- Where there is a requirement to conduct departmental activities outside normal working hours, approval is required for home garaging. Before home garaging can occur, the ‘request to home garage vehicle’ form must be completed and signed by a delegated officer.
- Delegated approval is as follows:
| Chief Executive: | Permanent home garaging. As and when required home garaging |
| Executive Director: | Periods in excess of two weeks for temporary home garaging |
| Director/Regional Manager: | One night to two weeks for temporary home garaging |
- Officers have a responsibility to ensure that the vehicle is secured at all times.
- Home garaging is a reportable fringe benefit. Financial Services coordinate fringe benefit returns each quarter and will seek details quarterly of home garaged vehicles (Refer 5.3.2).
- Officers driving private plated vehicles who are proceeding on leave should ensure that employees acting in their position and home garaging the vehicle maintain details to enable the completion a fringe benefit tax return. Reference should be made to sections 1 and 5 of this policy.
- It is important that all home garaged vehicles are made available for official use by departmental officers during normal working hours.
68. Total departmental vehicles home garaged 164. (156 CD and 8 DCI)
Technical staff that home garage work on a rotation system based on work requirement needs.
Executive Contact Officers.
Darwin-based vehicles there is a requirement to home garage fleet due to no secure overnight car park.
Home-garaged vehicles in some instances are rotated.
69. DCI is a newly-created agency as a result of the Administrative Arrangement Orders announced on 4 December 2009 which resulted in the restructure of the former DPI into DCI and DLP.
Below is also the expenditure for 2010 financial year as at 30 April 2010.
DCI (Including CD)
2010 (1 July 2009 - 30 April 2010)
Travel and Accommodation $ 1 105 424
Intra-Territory Fares $ 283 842.18
Interstate Fares $ 62 077.98
Air Bus and Boat charter $ 205 533.77
Intra-Territory Accom $ 250 858.54
Intra-Territory travel allowance $ 255 788.14
Inter-Territory travel allowance $ 13 658.27
Interstate Accom $ 29 994.58
Overseas Accom $ 840.90
Total $2 208 018.36
70. DCI is a newly-created agency as a result of the Administrative Arrangement orders announced on 4 December 2009 which resulted in the restructure of the former DPI into DCI and DLP.
DCI (Including CD)
2010 (1 July 2009 - 30 April 2010)
Power $304 212.20
Water $104 293.36
71. The projected cost for power and water for the department for the full 2010 financial year has been calculated by pro rata for the last two months of the financial year based on actual expenditure as at 30 April 2010.
- DCI is projected to incur $178 300 for power and $94 800 for water costs.
- CD is projected to incur $186 700 for power and $30 400 for water costs.
Year to date actual as at the 30 April 2010 are:
DCI
2010 (1 July 2009 - 30 April 2010)
Power $304 212.20
Water $104 293.36
72. Question 72 is answered in conjunction with Question 73.
73. See Attachment E.
74. DCI advertising budget nil.
- CD advertising budget 282 000 (advertising and marketing and promotions).
75. The department does not operate under a set advertising budget. Instead, advertising requirements are managed within the overall Corporate Communications budget and expenditure is committed as required.
The breakdown is as follows:
DCI
2010 (1 July 2009 - 30 April 2010)
Total newspaper, radio and TV $3 233.93
Newspaper $2 033.93
Magazines/ journals $1 200.00
Construction Division
2010 (1 July 2009 - 30 April 2010)
Total newspaper, radio and TV $123 103.56
Newspaper $100 466.29
Radio $ 21 087.27
Television $ 400.00
Other $ 1 150.00
Total for the department – $126 337.49.
76. The department did not run any advertising campaigns in the current financial year and, at this stage, does not plan to.
77. Corporate Communications:
- In 2009, DCI did not award any consultancies that were for advertising only. However, we did award the following:
- 1. McGregor Tan Research $10 010.00 to create and manage Construction Division’s Client Survey.
Both companies are registered locally with NTICN.
129. Department of Housing, Local Government and Regional Services
and Aboriginal Areas Protection Authority – Output Groups
Mr GILES to MINISTER for INDIGENOUS DEVELOPMENT
In relation to the portfolio areas within the Department of Chief Minister and Aboriginal Areas Protection Authority, would you kindly respond to the following questions by output group within each department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
- (a) selection process commenced; and
(b) selection process (including position advertising) not commenced?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave. What is the financial value of that leave;
- (b) what is the highest individual amount of accrued leave at each position level;
- (c) what is the current total of sick leave entitlement of employees in the department; and
(d) how many days sick leave were taken in 2009?
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave? What is the financial value of that leave;
(b) what is the highest individual amount of accrued leave at each employee level;
- (c) what is the current total of sick leave entitlement of employees in the department; and
(d) how many days sick leave were taken in 2009, at each employee level?
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
- (a) how many graduates started with the department;
- (b) how many have completed the year;
(c) how many won nominal positions;
- (d) how many have left the NTG, and what was the time each stayed within the NTG before leaving; and
- (e) how much sick leave has been taken on average by graduates and apprentices?
50. In relation to Indigenous employees, in 2009:
- (a) how many employees do you have in your department that recognise themselves as Indigenous;
- (b) what are the levels of their positions held;
- (c) how many at each level;
- (d) how many are tenured and at what level;
- (e) how many are temporary and at what levels;
- (f) how many are acting up in positions and at what level;
- (g) how many have completed the year;
(h) how many have left the NTG; and
- (i) how much sick leave was taken, on average?
Allowances:
51. In regard to employee entitlements, for 2009:
- (a) In addition to salary how much was paid in employee allowances;
- (b) what are these allowances, to what level do they apply, and what is the annual estimated cost; and
- (c) do allowances these attract the 9% Superannuation Guarantee Levy and, if so, which allowances?
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
- (a) If yes, what % reduction is that from 2009; and
- (b) If no, why has a target not been set?
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
The answers to questions below relate to the Aboriginal Areas Protection Authority.
1. One at AO4 level.
2. Nil: all done by Department of Business and Employment.
3. One x Termination – Recovery action arranged by DBE. Two x Incorrect HDA payments – rectified.
4. Notional billing:
HR Systems $ 9 286.25
- Payroll Auto PTRs $ 1 023.00
Payroll Commandeer $ 4 420.00
Payroll employees $ 4 173.16
Payroll manual PTRs $ 2 550.00
Payroll termination $ 3 640.00
Total $25 092.41
5. Costs are agreed between agency managers on a case-by-case basis. Generally, the recruiting agency covers relocation costs. With regard to transfer, dates are agreed between agencies and DBE payroll is notified of date of action.
6. The authority, being so small, does not allocate its budget down to the sections.
7. The authority, being so small, does not allocate its budget down to the sections.
8. All managed by the HR officer.
9. Nil.
10. Advertising $ 7 364.63
- Recruitment Fares $ 4 131.10
Removal and Storage expense
$15 206.55
Relocation Allowance $ 98.70
Accommodation $ 3 319.36
Recruitment expenses other
$ 7099.49
Total $37 219.83
11. Nil.
12. One employed, nil positions vacant.
13. $29 900.
14. The relocation costs relate to the research section.
15. The authority, being so small, does not allocate its budget down to this level.
16. $5300.
17.Promotional banners for the authority $1700.
- New business cards, letterhead and with compliment slips. Commemoration of 30 years of Sacred Site protection in the NT $2700.
Advertising in a National Directory $700.
- Total $5300.
18.
- ECO3 1
EO2 1
AO8 2
P3 2
AO7 2
T6 1
P2 7.38
T4 1
P1 0.8
T3 1
AO5 2
AO4 6
AO3 1
AO2 3
Casual AO2 1
19. Positions where staff on HDA 5
- Temporary appointments
(Including the CEO) 15
Secondment from
another government agency. 1
20. 40.62%
21. See Attachment A.
22. Data supplied by Department of Business and Employment (DBE) indicates five vacant positions.
- Under section 17 of the Northern Territory Aboriginal Sacred Sites Act, the Aboriginal Areas Protection Authority is the employer of all staff (except the chief executive officer). The authority determines whether or not positions are filled on a permanent or temporary contract basis, depending on demand. Increased demand over the last two years has seen the authority ensure that the roles and the positions have been filled as necessary.
23. Under section 17 of the Northern Territory Aboriginal Sacred Sites Act, the Aboriginal Areas Protection Authority is the employer of all staff (except the chief executive officer). The authority determines whether or not positions are filled on a permanent or temporary contract basis, depending on demand. Increased demand over the last two years has seen the authority ensure that the roles and the positions have been filled as necessary.
Data supplied by Department of Business and Employment (DBE) indicates five vacant positions. Currently, there are no vacant employee roles in the authority.
24.
(a) and (b)
- Under section 17 of the Northern Territory Aboriginal Sacred Sites Act, the Aboriginal Areas Protection Authority is the employer of all staff (except the chief executive officer). The authority determines whether or not positions are filled on a permanent or temporary contract basis, depending on demand. Increased demand over the last two years has seen the authority ensure that the roles and the positions have been filled as necessary.
25. Fifteen (including the CEO).
27. Extended once 5
- Extended twice 3
Extended x three 1
Total 9
28. Under section 17 of the Northern Territory Aboriginal Sacred Sites Act, the Aboriginal Areas Protection Authority is the employer of all staff (except the chief executive officer). The authority determines whether or not positions are filled on a permanent or temporary contract basis, depending on demand. The authority is not required to seek permission from the commissioner.
29. Not applicable.
30. Designation AO5 61 days
- P2 51 days.
31. Breakdown of total recruited:
Private 12
Other government agency 1
Other NT government agency 4
AAPA Internal 2
32. See Attachment A.
33. Nil.
34. Nil.
35. Nil.
36. Nil.
37. $10 000.
38. $900 per year.
39.
Position | Average Length of Service in Years |
| AO2 | 0.50 |
| AO3 | 6.00 |
| AO4 | 4.33 |
| AO5 | 0.50 |
| AO6 | 1.00 |
| AO7 | 9.00 |
| AO8 | 12.00 |
| EO1 | 5.00 |
| EO3C | 2.00 |
| P1 | 0.50 |
| P2 | 5.80 |
| P3 | 1.50 |
| T3 | 0.00 |
| T4 | 0.00 |
| T5 | 4.00 |
40. Under Section 17 of the Northern Territory Aboriginal Sacred Sites Act, the Aboriginal Areas Protection Authority is the employer of all staff (except the chief executive officer). The authority follows the collective agreement of 2008 to 2010, which states:
- ‘Excess leave’. Where an employee has available recreation leave in excess of 60 days (or 90 days in the case of a compulsory transferee), the CEO may on giving of two months notice, direct an employee to take up to one quarter of the total available recreation leave.
41. Five staff; $99 700.
42.
- (a) See Attachment A.
- (b) See Attachment B.
(c) 462.37 days at 31 March 2010.
- (d) 316.18 days till 31 March 2010.
43.
- (a) At 31 March 2010:
- Recreation Leave: 7.1 days; $5441.16 accrued entitlement
Long Service Leave: 0.62 months; $10 440.46 accrued entitlement
- (b) As per above response.
- (c) 5.07 weeks.
(d) 1.66 days.
45. Nil.
46. To break this down by position and reason would unreasonably impinge on the privacy of individuals. Nil on extended leave at present.
47. NT Treasury will be providing an answer to this question on a whole-of-government basis considering sufficient disaggregated information is not available at an agency level to answer the question.
One x AO4, 55 years;
One x AO7, 51 years.
48. Five employees total; One each at AO3, AO4, AO5, AO7, P2.
49.
- (a) Nil.
- (b) Not applicable.
- (c) Not applicable.
(d) Not applicable.
- (e) Not applicable.
50.
- (a) Three.
- (b) To break this down by position would unreasonably impinge on the privacy of individuals.
- (c) To break this down by position would unreasonably impinge on the privacy of individuals.
- (d) To break this down by position would unreasonably impinge on the privacy of individuals.
- (e) To break this down by position would unreasonably impinge on the privacy of individuals.
- (f) To break this down by position would unreasonably impinge on the privacy of individuals.
- (g) All.
- (h) Nil.
- (i) It is inappropriate to ask about a person’s sick leave usage based on a person’s ethnicity. In addition, given the size of the staff sample, to break this down would unreasonably impinge on the privacy of individuals be a breach of privacy.
51.
- (a) $90 167.74. This is inclusive of sitting fees, as determined by the Remuneration Tribunal, paid to the board members of the authority.
- (b) These allowances were paid in accordance with the PSEMA and Remuneration Tribunal requirements. To break this down would unreasonably impinge on the privacy of individuals.
- (c) ALW62601 - Executive Assistance Allowance.
ALW11701 - First Aid – Senior.
52. Thirteen.
53. Nil.
54. Nil.
55. Not Applicable.
56.
- Motor Vehicle Insurance $6528.30
Special Contingency $3513.61
Workers Compensation $39182.00
General Property $1826.01
Total $51049.92
57. See response to Question 56 for commercial insurance. Insurance provided by AON Insurance Brokers. Renewal 1 July; See Question 56 for costs. Standard vehicle excess and item replacement thresholds.
58. 46.9 tonnes (Fleet vehicle component only).
59. 55.1. tonnes (Fleet vehicle component only).
60. Ongoing staff awareness regarding use of electrical appliances and air-conditioning (after hours); leasing of vehicles wherever possible under the emission standard of 5.5 and where other vehicles are required for operational standards; leasing of four-wheel drives with best possible emission standards, balanced with operational requirements.
61.
(a) and (b)
- With regard to the Energy Smart Buildings Policy, the authority has less than 50 FTEs and is excluded from the policy. New accommodation for the authority will meet relevant government policy – Green Buildings.
62. $193 700.
63. Ten. One of these vehicles is a temporary requirement due to the need for the authority to have two separate offices in Darwin to meet workload and staffing demand whilst awaiting new accommodation.
64. One. This vehicle is a temporary requirement due to the need for the authority to have two separate offices in Darwin to meet workload and staffing demand whilst awaiting new accommodation.
65. Due to the nature of the authority’s business, there is a clear requirement for four-wheel drive vehicles within the authority’s fleet. 30% of the authority’s current vehicles meet the emission standard of 5.5 out of 10.
66. Three vehicles are currently home garaged. One of these vehicles is a temporary requirement due to the need for the authority to have two separate offices in Darwin to meet workload and staffing demand whilst awaiting new accommodation.
67. Home garaging is permitted where vehicles are available for executive officer and executive contract officer staff; where secure parking is unavailable; and on an irregular basis for operational requirements.
68. ECO3; EO1; AO8 (temporary home garaging for security reasons).
69. Airfares:
Intrastate $24 837
Interstate $ 240
Overseas Nil
Recruitment $ 2 767
- Accommodation:
Interstate $ 327
Overseas Nil
Recruitment $ 3 319
- Travel Allowance:
Intrastate $19 070
Overseas Nil
Recruitment $ 98
- Training Fares:
- Interstate $ 380
70. Power and Water $10 200
71. Power and Water $13 200
72. Nil.
73. Nil.
74. $2100.
75. Death Notices - $1000.
76. Nil.
77. See Attachment C.
130. Darwin Port Corporation – Output Groups
Mr GILES to MINISTER for TRANSPORT
In relation to the portfolio areas within the Darwin Port Corporation, would you kindly respond to the following questions by output group within the corporation:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
- (a) selection process commenced; and
(b) selection process (including position advertising) not commenced?
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave. What is the financial value of that leave;
(b) what is the highest individual amount of accrued leave at each position level;
- (c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009?
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave? What is the financial value of that leave;
(b) what is the highest individual amount of accrued leave at each employee level;
- (c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009, at each employee level?
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
- (a) how many graduates started with the department;
- (b) how many have completed the year;
(c) how many won nominal positions;
- (d) how many have left the NTG, and what was the time each stayed within the NTG before leaving; and
- (e) how much sick leave has been taken on average by graduates and apprentices?
50. In relation to Indigenous employees, in 2009:
- (a) how many employees do you have in your department that recognise themselves as Indigenous;
- (b) what are the levels of their positions held;
- (c) how many at each level;
- (d) how many are tenured and at what level;
- (e) how many are temporary and at what levels;
- (f) how many are acting up in positions and at what level;
- (g) how many have completed the year;
- (h) how many have left the NTG; and
(i) how much sick leave was taken, on average?
Allowances:
51. In regard to employee entitlements, for 2009:
- (a) In addition to salary how much was paid in employee allowances;
(b) what are these allowances, to what level do they apply, and what is the annual estimated cost; and
- (c) do allowances these attract the 9% Superannuation Guarantee Levy and, if so, which allowances?
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
- (a) If yes, what % reduction is that from 2009; and
- (b) If no, why has a target not been set?
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
This question requires a significant amount of effort by the agency to produce an answer that would provide the detail requested.
Darwin Port Corporation is currently involved in a lot of preparatory work for Estimates Committee hearings and in doing so will be collating information similar to that which has been requested.
In order to avoid unnecessary pressure and duplication by the public servants who have to provide this information, I will be prepared to answer these questions in further detail at Estimates Committee.
131. Department of Housing, Local Government and Regional Services – Output Groups
Mr GILES to MINISTER for REGIONAL DEVELOPMENT
In relation to the portfolio areas within the Department of Housing, Local Government and Regional Services, would you kindly respond to the following questions by output group within each department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
- (a) selection process commenced; and
(b) selection process (including position advertising) not commenced?
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave. What is the financial value of that leave;
- (b) what is the highest individual amount of accrued leave at each position level;
- (c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009?
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave? What is the financial value of that leave;
(b) what is the highest individual amount of accrued leave at each employee level;
- (c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009, at each employee level?
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
- (a) how many graduates started with the department;
(b) how many have completed the year;
- (c) how many won nominal positions;
- (d) how many have left the NTG, and what was the time each stayed within the NTG before leaving; and
- (e) how much sick leave has been taken on average by graduates and apprentices?
50. In relation to Indigenous employees, in 2009:
- (a) how many employees do you have in your department that recognise themselves as Indigenous;
- (b) what are the levels of their positions held;
- (c) how many at each level;
- (d) how many are tenured and at what level;
- (e) how many are temporary and at what levels;
- (f) how many are acting up in positions and at what level;
- (g) how many have completed the year;
- (h) how many have left the NTG; and
- (i) how much sick leave was taken, on average?
Allowances:
51. In regard to employee entitlements, for 2009:
- (a) In addition to salary how much was paid in employee allowances;
- (b) what are these allowances, to what level do they apply, and what is the annual estimated cost; and
- (c) do allowances these attract the 9% Superannuation Guarantee Levy and, if so, which allowances?
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
- (a) If yes, what % reduction is that from 2009; and
- (b) If no, why has a target not been set?
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
This question requires a whole-of-agency response and will be addressed by minister Chris Burns as the senior minister for the Department of Housing, Local Government and Regional Services within his answer to Written Question 127.
132. Department of Natural Resources, Environment, the Arts and Sport – Output Groups
Mr BOHLIN to MINISTER for ARTS and MUSEUMS
In relation to the portfolio areas within the Department of Natural Resources, Environment, the Arts and Sport, would you kindly respond to the following questions by output group within each department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
- (a) selection process commenced; and
(b) selection process (including position advertising) not commenced?
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave. What is the financial value of that leave;
- (b) what is the highest individual amount of accrued leave at each position level;
- (c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009?
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave? What is the financial value of that leave;
(b) what is the highest individual amount of accrued leave at each employee level;
- (c) what is the current total of sick leave entitlement of employees in the department; and
(d) how many days sick leave were taken in 2009, at each employee level?
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
- (a) how many graduates started with the department;
- (b) how many have completed the year;
(c) how many won nominal positions;
- (d) how many have left the NTG, and what was the time each stayed within the NTG before leaving; and
- (e) how much sick leave has been taken on average by graduates and apprentices?
50. In relation to Indigenous employees, in 2009:
- (a) how many employees do you have in your department that recognise themselves as Indigenous;
- (b) what are the levels of their positions held;
- (c) how many at each level;
- (d) how many are tenured and at what level;
(e) how many are temporary and at what levels;
- (f) how many are acting up in positions and at what level;
- (g) how many have completed the year;
- (h) how many have left the NTG; and
(i) how much sick leave was taken, on average?
Allowances:
51. In regard to employee entitlements, for 2009:
- (a) In addition to salary how much was paid in employee allowances;
- (b) what are these allowances, to what level do they apply, and what is the annual estimated cost; and
- (c) do allowances these attract the 9% Superannuation Guarantee Levy and, if so, which allowances?
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
- (a) If yes, what % reduction is that from 2009; and
- (b) If no, why has a target not been set?
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
This question requires a significant amount of effort by the agency to produce an answer that would provide the detail requested.
The Department of Natural Resources, Environment, the Arts and Sport is currently involved in a lot of preparatory work for Estimates Committee hearings and, in doing so, will be collating information similar to that which has been requested.
In order to avoid unnecessary pressure and duplication by the public servants who have to provide this information, I will be prepared to answer these questions in further detail at Estimates Committee.
133. Department of Business and Employment – Output Groups
Mr BOHLIN to MINISTER for INFORMATION, COMMUNICATIONS and TECHNOLOGY POLICY
In relation to the portfolio areas within the Department of Business and Employment, would you kindly respond to the following questions by output group within each department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
- (a) selection process commenced; and
(b) selection process (including position advertising) not commenced?
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave. What is the financial value of that leave;
- (b) what is the highest individual amount of accrued leave at each position level;
- (c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009?
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave? What is the financial value of that leave;
(b) what is the highest individual amount of accrued leave at each employee level;
- (c) what is the current total of sick leave entitlement of employees in the department; and
(d) how many days sick leave were taken in 2009, at each employee level?
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
- (a) how many graduates started with the department;
(b) how many have completed the year;
(c) how many won nominal positions;
- (d) how many have left the NTG, and what was the time each stayed within the NTG before leaving; and
- (e) how much sick leave has been taken on average by graduates and apprentices?
50. In relation to Indigenous employees, in 2009:
- (a) how many employees do you have in your department that recognise themselves as Indigenous;
- (b) what are the levels of their positions held;
- (c) how many at each level;
- (d) how many are tenured and at what level;
(e) how many are temporary and at what levels;
- (f) how many are acting up in positions and at what level;
(g) how many have completed the year;
- (h) how many have left the NTG; and
- (i) how much sick leave was taken, on average?
Allowances:
51. In regard to employee entitlements, for 2009:
- (a) In addition to salary how much was paid in employee allowances;
- (b) what are these allowances, to what level do they apply, and what is the annual estimated cost; and
- (c) do allowances these attract the 9% Superannuation Guarantee Levy and, if so, which allowances?
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
- (a) If yes, what % reduction is that from 2009; and
- (b) If no, why has a target not been set?
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
These questions will be answered by minister Knight as he is the primary portfolio holder for the Department of Business and Employment
134. Department of Natural Resources, Environment, the Arts and Sport – Output Groups
Mr BOHLIN to MINISTER for SPORT and RECREATION
In relation to the portfolio areas within the Department of Natural Resources, Environment, the Arts and Sport, would you kindly respond to the following questions by output group within each department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
- (a) selection process commenced; and
(b) selection process (including position advertising) not commenced?
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave. What is the financial value of that leave;
- (b) what is the highest individual amount of accrued leave at each position level;
(c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009?
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave? What is the financial value of that leave;
(b) what is the highest individual amount of accrued leave at each employee level;
(c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009, at each employee level?
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
- (a) how many graduates started with the department;
- (b) how many have completed the year;
- (c) how many won nominal positions;
- (d) how many have left the NTG, and what was the time each stayed within the NTG before leaving; and
- (e) how much sick leave has been taken on average by graduates and apprentices?
50. In relation to Indigenous employees, in 2009:
- (a) how many employees do you have in your department that recognise themselves as Indigenous;
(b) what are the levels of their positions held;
- (c) how many at each level;
(d) how many are tenured and at what level;
- (e) how many are temporary and at what levels;
- (f) how many are acting up in positions and at what level;
(g) how many have completed the year;
- (h) how many have left the NTG; and
- (i) how much sick leave was taken, on average?
Allowances:
51. In regard to employee entitlements, for 2009:
- (a) In addition to salary, how much was paid in employee allowances;
- (b) what are these allowances, to what level do they apply, and what is the annual estimated cost; and
- (c) do allowances these attract the 9% Superannuation Guarantee Levy and, if so, which allowances?
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
- (a) If yes, what % reduction is that from 2009; and
- (b) If no, why has a target not been set?
Vehicles:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
1. The Department of Natural Resources, Environment, The Arts and Sport Human Resources Work Unit consists of 12.1 FTEs. The position levels are:
1 x EO1C – Director HR Services
1 x AO8 – Strategic Workforce Project Officer
2 x AO7 – Senior HR Consultant
- 3.1 x AO6 – HR Consultant (1 based in Alice Springs)
1 x AO5 – HR Officer
1 x AO4 – HR Support Officer
1 x AO4 – Graduate
1 x AO3 – Administrative Assistant
2. No NRETAS HR service staff are employed to perform or assist with the payroll function of the department. Whole-of-government payroll services are provided by Department of Business and Employment (DBE).
3. Processing payments and allowances is a function of DBE. DBE has advised that overpayments recorded for the department for 2009-10 (to 1 April) was $59 230, with $16 919 already recovered.
4. DBE payroll services are charged to agencies on a notional basis. There is no cost differential for position levels. A notional charge of $676 060 is issued to NRETAS for 2009-10 (to 1 April 2010).
5. Costs between departments in relation to payroll, including transfers and relocating staff, are agreed between agency managers on a case-by-case basis. Generally, the recruiting agency covers relocation costs. With regard to transfer dates, these are agreed between the agencies and DBE payroll is notified of the date of action.
6. The budget of the Human Resources functional area in 2009-10 is $1.804m.
7. The breakdown of the Human Resources budget relating to employee payments and operational expenses is:
employee payments - $1.195m;
- In 2009-10 (to 31 March), expenditure on travel was $23 047; training $266 112; and accommodation $9289.
8. DBE’s whole-of-government payroll services manages executive and non-executive contract officers.
9. The whole-of-government staff survey by OCPE detailing NRETAS’ responses reported that:
22% of the 481 respondents reported that they had been bullied and/or harassed in the workplace. That equates to 106 employees.
Of the 106 employees, 64% (67) have reported formally verbally to someone of authority, and 21% (22) employees have reported formally in writing to someone of authority. Someone in authority could be their manager. Seventeen employees did nothing about it.
10% of those surveyed have used the organisation’s grievance or dispute process. As this includes formal and informal approaches, some of the above figures could have been dealt with informally.
| Portfolio | 2009-10 (as at 31 March 2010
$000 |
| Arts and Museums | 10 |
| Natural Resources, Environment and Heritage | 32 |
| Parks and Wildlife | 14 |
| Sport and Recreation | 2 |
| Environment Protection Authority | 0 |
| Corporate | 5 |
| Total | 63 |
11. In the period of 1 July 2009 to 1 April 2010, the HR services team had one AO2 Administrative Assistant resign to move interstate and one AO3 Personal Assistant transfer to another department. This equates to an attrition rate of 16.5%.
12. The NRETAS HR services work unit’s current state of employment is:
- Position 26115 AO3, Personal Assistant. This position is nominally filled by a permanent NTG employee on temporary transfer to another department (due to return in Dec 2011). This position is actually filled by an employee on temporary contract (since Feb 2010).
Position 22668 AO4, People and Learning Support Officer. This position is to be abolished (vacant since 2007).
Position 16308 AO4, HR Support Officer. This position is currently going through permanent recruitment action. At present, it is being filled by a permanent NTG employee on higher duties allowance (HDA) (since Feb 2010).
Position 24713 AO6, Early Careers Coordinator. This position is filled by a permanent employee on HDA (since May 2008) at the AO5 level. The nominal occupant had been acting in Pn 27356 until early May this year, and has now moved on temporary transfer to another Division (for six months).
Positions 18273 and 18271, AO6, HR Consultant. These positions are filled by permanent NRETAS employees. Pn 18271 is filled by a permanent full-time employee. Pn 18273 is filled by two permanent part-time employees (0.6 and 0.5 FTE)
Positions 18272, 27354 and 0563, AO7, Senior HR Consultant. Pn 18272 has been permanently filled since Nov 2006. Pn 27354 is currently filled by a permanent NTG employee on HDA since Jan 2009. Recruitment action is currently being undertaken to fill this position. Pn 0563 has been nominally filled since Feb 2007, however, the employee has been acting on HDA in another division since Nov 2008.
Position 14874 AO7, Snr Project Officer. This position is to be abolished (vacant since 2006).
Position 11591 AO8, Manager HR and Legal Services. This position is surplus and will be abolished (vacant since 2007).
Position 27356 AO8, Strategic Workforce Project Officer. This position has recently become vacant. There is current recruitment action to fill this position permanently.
Position 28804 ECO1, Director HR and Legal Services. This position is filled by an executive contract officer.
Supernumerary AO5, HR Officer. Position filled by permanent employee on HDA since Feb 2010. This is a newly-identified role and will be formally created and filled.
Supernumerary – Graduate Trainee. Business Graduate trainee on temporary contract until Jan 2011.
13. $51 000 in 2009-10 to 31 March 2010.
14.
| Relocation Costs by Portfolio * | 2009-10 (as at 31 March 2010)
$000 |
| Arts and Museums | 8 |
| Natural Resources, Environment and Heritage | 23 |
| Parks and Wildlife | 9 |
| Sport and Recreation | 7 |
| Environment Protection Authority | 2 |
| Corporate | 2 |
| Total | 51 |
- * Includes recruitment fares, removal and storage expenses, relocation allowance and recruitment expenses.
15. NRETAS does not allocate budget for relocation and other appointment and termination expenses. Payment of expenses are requested from managers and approved on a case-by-case basis.
16. A breakdown of the finding source is as follows:
| Funding Source | 2009-10 (as at 31 March) $000 |
| NTG Funded | 782 |
| Non NTG Funded | 50 |
| Total Media and Marketing | 832 |
Breakdown as per portfolio:
| Portfolio | 2009-10 (as at 31 March)
$000 |
| Arts and Museums | 264 |
| Natural Resources, Environment and Heritage | 308 |
| Parks and Wildlife | 95 |
| Sport and Recreation | 42 |
| Environment Protection Authority | 4 |
| Corporate | 119 |
| Agency Total | 832 |
17. There were 25 major advertising programs in 2009-10 (to 31 March) totalling $644 018. See Attachment A for the list of the programs/projects valued at $5000 or above.
18. See Attachment B.
19. As at 1 April 2010, the department (NRETAS and TWP) had 501 staff who were substantively filling positions and 493 staff who were either acting in positions or on temporary appointment. Note, these are individuals, not FTEs.
20. The turnover rate of staff in the department (NRETAS and TWP) was 28.11%.
21. See Attachment C.
22. The department has a total of 219 vacant positions listed in PIPs; however, the assessment of positions within the agency against those recorded in PIPs has not been completed. It is expected that a large number of these positions will be deleted as the number has been impacted as a result of NRETAS evolution from other agencies over a number of years.
23. Before a vacant position is advertised, delegated officers evaluate funding availability and priorities of the business unit. Once the need to fill has been established, the department’s positions are filled in approximately 60 days. There are exceptions, such as positions that need to be redesigned, are difficult to recruit to, or have external funding requirements that can extend the time a position is vacant beyond the average.
24.
(a) and (b)
- The selection process has commenced for 27 positions for permanent appointment, and 26 positions for temporary appointment.
No selection process has commenced for remaining166 positions recorded in PIPs. It is expected that a large number of these positions will be deleted as the number has been impacted as a result of NRETAS evolution from other agencies over a number of years.
25. As at 1 April 2010, the NRETAS had a total of 224 staff employed on temporary contract.
26. In the period 1 January 2008 to 1 April 2010, NRETAS advertised a total of 129 positions as ‘expression of interest’ (that is, short-term temporary vacancies or development opportunities).
27. See Attachment D.
28. The department has not sought the commissioner’s permission to extend contracts during 2009-10 (to 31 March).
29. The department has not sought the commissioner’s permission to extend contracts during 2009-10 (to 31 March).
30. Per position level, the average time taken for the department to fill vacancies is as follows (time is based on number of working days between the advertising of a position and the gazetting of the successful applicant on the NT Employment Opportunities website):
| Designation | Average Days |
| AO1 | 36.00 |
| AO3 | 40.17 |
| AO4 | 55.09 |
| AO5 | 47.67 |
| AO6 | 51.00 |
| AO7 | 54.75 |
| AO8 | 41.00 |
| ECO1 | 61.00 |
| ECO3 | 71.00 |
| EO1/ECO1 | 71.00 |
| HC2/HC3 | 71.00 |
| P1 | 46.00 |
| P1/T1 | 86.00 |
| P2 | 54.75 |
| Designation | Average Days |
| P3 | 53.50 |
| P4 | 121.00 |
| PH2 | 46.00 |
| T1 | 47.00 |
| T2 | 51.00 |
| T2/P1 | 111.00 |
| T3 | 52.43 |
| T4 | 41.00 |
31.The following data represents the numbers of recruitment actions by the department that have been filled by either existing public servants or from the general public. The reporting source is based on a voluntary declaration by the applicant when making an application for a position. Information is collected in advertised recruitment actions for permanent and temporary staff, not including expression of interest. The totals represent recruitment actioned during the period 1 July 2009 to 31 March 2010.
| External Recruit | NTG Employee | Not Declared | Total |
45 | 61 | 48 | 154 |
32. In 2009-10 (to 31 March), the department assessed the following numbers of positions through the Job Evaluation System (JES):
| Position Level | No JES'd |
| AO3 | 2 |
| AO4 | 6 |
| AO5 | 2 |
| AO6 | 2 |
| EO1 | 1 |
| EO3 | 1 |
| P3 | 1 |
33. As at 31 March 2010, the department had a total of 95 unattached employees. Their levels are:
| Classification | No of Officers |
| AO1 | 2 |
| AO2 | 6 |
| AO3 | 4 |
| AO4 | 7 |
| AO6 | 3 |
| AO7 | 1 |
| AO8 | 2 |
| EO1 | 1 |
| Classification | No of Officers |
| GRADT | 1 |
| P1 | 16 |
| P2 | 9 |
| P2R | 2 |
| PH2 | 3 |
| PH3 | 1 |
| T1 | 16 |
| T2 | 11 |
| T3 | 7 |
| T4 | 1 |
| T5 | 2 |
34. In 2008-09, the department spent a total of $1.127m on training and skilling employees. The data available is not able to separate training specifically allocated to unattached officers.
- The department supports a number of corporate training initiatives such as Code of Conduct, Agency Induction, Cross Cultural Awareness and Anti-Discrimination training. Employees’ individual training requirements may be met through the provision of studies assistance, and training and development requirements identified through the performance enhancement system.
35. In 2009-10 (to 31 March), 21 unattached employees successfully gained nominal positions within the department or gained employment in another department
36. There has been a total of 46 staff submit their resignation from NRETAS in 2009-10 (to 31 March).
37. The average cost of recruiting staff in 2009-10 is $1141 per position advertised.
38. In 2008-09, the department spent a total of $1.127m on training and skilling employees, equating to approximately $1400 per person.
39. The average length of staff of staff in the department, broken down by level, is shown at Attachment E.
40. The agency is guided by the Union Collective Agreement 2008-2010 and relevant by-laws of the Public Sector Employment and Management Act on the carryover of leave.
41. Not applicable. Please refer to the collective agreement.
42.
- (a) The value of long service leave is not accrued by NRETAS but by the Central Holding Authority. The amount of long service leave as at 1 April 2010 is 1708 months ($9.36m). The total amount of recreation leave as at 1 April 2010 is 34 227 days ($8.395m).
(b) The highest amount of long service leave at 1 April 2010 at each position level is shown at Attachment F. The highest amount of recreation leave for NRETAS staff at 1 April 2010 for each position level is shown at Attachment G.
(c) Sick leave entitlements for the agency (NRETAS and TWP) as at 1 April 2010 is 16 482 weeks.
- (d) A total of 5237 days sick leave were utilised across the agency (NRETAS and TWP) in 2009-10 to 31 March 2010.
43.
- (a) The value of long service leave is not accrued by the agency but by the Central Holding Authority. The amount of long service leave as at 1 April 2010 is 54 months, $805 158. The total amount of recreation leave as at 1 April 2010 is 669 days, $453 462.
- (b) The highest amount of long service leave for NRETAS employees at 1 April 2010 at each position level is:
| Current Classification | Long Service Leave Accrued in Months |
| EO1C | 9.9 |
| EO2C | 4.25 |
| EO3C | Data removed |
| EO6C | Data removed |
For privacy purposes, data has been removed for positions with less than one FTE.
- The highest amount of recreation leave at 1 April 2010 at each position level is:
| Current Classification | Recreation Leave Accrued in Days |
| EO1C | 85.4 |
| EO2C | 47.6 |
| EO3C | Data removed |
| EO6C | Data removed |
For privacy purposes, data has been removed for positions with less than one FTE.
- (c) Sick leave entitlements for contract staff across the agency (NRETAS and TWP) at 1 April 2010 is 491 weeks.
- (d) In 2009-10 as at 31 March 2010, 3.46 sick days were taken by the agency (NRETAS and TWP) at the ECO1 level, and 24.51 at the ECO2 level.
44. The position level and geographic location for each person who received workers compensation in 2009-10 (to 31 March) is as shown at Attachment H.
45. On 24 May 2010, three employees (two at the T1 level and one at the AO5 level) are currently on workers compensation with an expected graded return to work.
46. As at 31 March 2010, 69 employees of the agency (NRETAS and TWP) were on extended leave for a period of longer than three weeks, excluding recreation leave. Data is not available to count the total number of employees on extended leave for the 2009 period. See Attachment I.
47. NT Treasury will be providing information on the Commonwealth Superannuation Scheme question on a whole-of-government basis considering sufficient disaggregated information is not available at an agency level to answer the question.
48. One-hundred-and-three employees of the agency (NRETAS and TWP) are eligible for a return flight to Adelaide every two years. The breakdown of classifications are as follows:
| Classification | Total |
| AO2 | 6 |
| AO3 | 4 |
| AO4 | 4 |
| AO5 | 4 |
| AO6 | 7 |
| AO7 | 7 |
| AO8 | 2 |
| Classification | Total |
| EO1 | 2 |
| P1 | 3 |
| P2 | 10 |
| P3 | 1 |
| P4 | 2 |
| PH3 | 2 |
| T1 | 2 |
| T2 | 5 |
| T3 | 19 |
| T4 | 10 |
| T5 | 12 |
| Data removed |
103 |
For privacy purposes, data has been removed for positions with less than one FTE.
49.
- (a) Fifteen apprentices and three school-based apprentices started with the department in 2009-10 (to 31 March).
No graduates started in 2009-10 (to 31 March) and one graduate from a previous intake resigned with two weeks remaining on her contract.
See Attachment J.
- (b) 15 apprentices completed the year. One graduate studying the Bachelor of Environmental Science (who commenced in 2008-09) resigned from the NT government.
- (c) One apprentice has won a nominal position as a ranger with Parks and Wildlife. No graduates have been appointed as none have completed their training.
- (d) One graduate and four apprentices have left the Northern Territory government; our graduate stayed for two years and the apprentices stayed for an average of 6.4 months before leaving; and
- (e) On average, graduates took 3.8 days per person and apprentices 0.75 days per person of their sick leave entitlements.
50.
- (a) NRETAS has 81 employees who self-identified as Indigenous as at 31 March 2010.
- (b) and (c)
- The breakdown by level, and number of employees at each level is as follows:
| Classification | Total Staff |
| AO1 | 1 |
| AO2 | 2 |
| AO3 | 6 |
| AO4 | 2 |
| AO5 | 1 |
| AO6 | 1 |
| AQF3C | 2 |
| EO2C | 1 |
| GRADT | 1 |
| P1R | 1 |
| P2 | 1 |
| PH2 | 1 |
| T1 | 16 |
| T2 | 12 |
| T3 | 11 |
| T4 | 2 |
| T5 | 3 |
| TNCR | 17 |
| TOTAL | 81 |
- (d) and (e)
- Forty-nine of the department’s Indigenous employees are permanent and 32 are temporary. The numbers at each level are shown at Attachment K.
- (f) Thirty-eight of NRETAS’ Indigenous employees were on higher duties allowance at 19 February 2010 (this is the most up to date data available to us at the time of reporting). The numbers at each level are as follows:
| Classification | No of Employees |
AO3 | 3 |
AO4 | 3 |
AO5 | 1 |
AQ3SC | 1 |
AQF3A | 1 |
AQF3B | 1 |
EO2C | 1 |
T1 | 7 |
T2 | 3 |
T3R | 2 |
T5 | 2 |
TNCR | 13 |
TOTAL | 38 |
(g) Sixty-two of the department’s Indigenous employees who were employed at the beginning of the reporting period have completed 2009-10 to 31 March 2010.
- (h) Nine of the department’s Indigenous employees have left the NTG in the 2009-10 to 31 March 2010.
- (i) The government considers it inappropriate to ask about sick leave usage based on person’s ethnicity.
51.
- (a) In addition to salary, employees have been paid $3.9m in employee allowances in 2009-10 (to 31 March 2010).
- (b) Allowances may be paid to staff of any level. Allowances paid to employees in 2009-10 (to 31 March) as shown at Attachment L.
- (c) See Attachment M.
52. The agency had 364 corporate credit cards (CCC) as at 1 May 2010.
53. No personal items are purchased on corporate credit cards so no amounts are outstanding.
54. One report in 2009-10.
55. None.
56. The cost of insurance premiums for 2009-10 year (to 31 March) is $8491 (2008-09 $32 187). This includes transit insurance for art works $4086, overseas travel insurance $3722 and personal accident insurance for volunteers $683.
- The cost of insurance premiums for 2009-10 year (to 31 March) is $8491 (2008-09 $32 187). This includes transit insurance for art works $4086, overseas travel insurance $3722 and personal accident insurance for volunteers $683.
57. Generally, the whole-of-government is self-insured. Where commercial insurance was taken out in 2009-10; the provider was Marsh.
- Overseas travel insurance is due for renewal in November. The excess threshold is $nil, with the exception of $50 for baggage and $250 for electronic equipment.
- Transit insurance is due for renewal in June. The excess threshold is $250 for domestic and $2500 for overseas transit.
Personal accident insurance for volunteers is due in September. The excess threshold is $nil.
58. Building energy consumption data for 2009-10 is not currently available across government. NRETAS motor vehicle carbon emissions are down 10% over this time last year at 1159 tonnes to 31 March 2010.
- In 2008-09, the Department of Natural Resources, Environment, The Arts and Sport preliminary building energy consumption was 45 484 gigajoules corresponding to 9169 tonnes of greenhouse gas emissions. This is a 10% reduction over the prior year.
Information previously released by the department from a consultancy report overstated greenhouse gas emissions for 2008-09 at 39 195 tonnes. This was due to a formulation error where an annual figure was incorrectly classified as a quarterly figure, effectively overstating emissions fourfold. The consultant has since issued a formal apology to the department for this error.
59. In 2007-08, the Department of Natural Resources, Environment, The Arts and Sport (incorporating Territory Wildlife Parks) preliminary building energy consumption was 52 904 gigajoules corresponding to 10 225 tonnes of greenhouse gas emissions.
- Greenhouse gas emissions from the department’s fleet totalled 1765 tonnes.
60. Strategies to Reduce Energy Use in Buildings:
- Museum and Art Gallery of the Northern Territory (MAGNT), lighting trial in the Cyclone Tracy exhibit:
$9000 Government Energy Efficiency Program funding to implement the trial.
- New energy efficient lighting for MAGNT based on the trial in 2009-10:
Museum chillers:
The new plant room extensions are complete.
The new generator has been installed and commissioned.
The chillers have been located in the new extensions.
The old chillers will remain in situ until the new chillers have been commissioned and proved their reliability. The pipe work and valving has been designed to quickly revert to the old chiller should a failure render both new chillers inoperable.
The new chillers are variable speed with magnetic bearings and we expect a reduction in the chiller operating cost of between 10% to 20%.
Project planning and design has been completed and currently waiting on the Australian government funding announcement to progress to the building stage.
Estimated greenhouse gas emissions reduction provided by DCI is 195 00 kg of CO2 per year, which is 195 tonnes per year. This equates to 3900 tonnes over 20 years.
- Remote Ranger Stations Smart Meter Installation:
$132 700 funding through the Government Energy Efficiency Program to install smart meters on all remote ranger stations.
$300 000 to put a hybrid power system into Watarrka for 2010-11 (battery storage and photovoltaic/solar generation capacity).
Motor Vehicles:
The agency is actively:
Selecting more fuel efficient vehicles.
Making greater use of the Functional Categories Policy which prescribes considerations to be taken into account when selecting a vehicle. The policy is currently being reviewed to make it more prescriptive.
Considering SUVs as an alternative to medium 4x4s which, in turn, should be considered as an alternative to heavy duty 4x4s.
Selecting diesel motors rather than petrol when selecting vehicles in the light commercial categories, as generally they produce less greenhouse gas emissions.
Replacing as a priority those vehicles with greenhouse ratings lower than Greening the Fleet Strategy requirements.
Implementing use of the online Vehicle Booking System across the agency to increase pooling opportunities.
Procurement:
Greater understanding and awareness of the procurement principle environmental protection which will increase resource recovery by considering products with higher renewed, recycled or reused content and products with higher reusability or recyclable. This will impart incentive and leadership to business, industry and the public in promoting the use of ‘environmentally friendly’ supplies and reduce the impact on the environment.
Information Communication Technology (ICT):
All ICT equipment purchases must be specified on their ability to meet environmental performance, energy efficiency and sensitive materials standards set out in the International Gold Standard EPEAT (Electronic Product Environment Assessment Tool); ensuring minimal damage caused by ICT equipment use and operation.
NRETAS conforms to the NTG scheme to gift unsubscribed equipment to needy and eligible community organisations.
NRETAS has installed videoconferencing equipment in major regional centres to reduce the need for air travel within the agency. This equipment is also utilised by other agencies when required.
Automatic locking of computers to screen saver after 15 minutes of idle time.
Redeveloped NRETAS maps to a more user friendly map systems thereby reducing the printing of large scale maps by up to 90%.
Force through Group ICT Policies the use of double-sided black printing as the default setting for print jobs.
Mandate the use of 100% recycled paper for all printing devices.
Implement printer cartridge recovery and reuse strategy to reduce landfill, conserve valuable natural resources and minimise the carbon footprint of new cartridge manufacture.
NRETAS invests heavily in an Electronic Document Management System for management of government records leading towards a paperless office.
Consolidate servers in multi-storeyed buildings and reduce the number of server rooms required and the minimisation of air-conditioning and power consumption.
Travel:
In 2008-09, carbon offset and airline emissions procedures were introduced. Staff are required to offset their travel emissions when booking flights.
The agency has initiated an automatic carbon offsite option for flight bookings in the government travel system (TRIPS).
Green Group:
The Green Group is an internal group of interested members who are committed to making some changes in their workplace and reducing their impact on the environment in the workplace.
Members of the Green Group voluntarily undertook a pilot project at Darwin Plaza to improve lighting in their workplace and reduce energy use. This was supported and funding was approved to implement the changes required.
Green Group members and other agency staff participated in and promoted Earth Hour, Ride to Work day and held a Green Morning Tea.
Representatives also attended regular meetings on the Sustainable Workplace Initiatives.
Dedicated Sustainability Officer:
The agency is committed to reducing carbon emissions and in May 2010 the Executive Leadership Group endorsed the reallocation of funds within the agency to recruit a dedicated sustainability officer in 2010-11.
61.
(a) and (b)
- Yes. There is no data for 2009-10 at this point in time; however, the agency is working to achieve a further reduction in emissions from buildings to bring the reduction over three years in 2010-11 to a total of 15%. It is also working to reduce emissions from vehicles to bring the reduction over three years in 2010-11 to a total of 20%.
62. In 2009-10 (to 31 March), leasing costs for vehicles (excluding trailers and heavy machinery) was $2.797m.
63. Currently, the department is responsible for 262 vehicles (excluding trailers/quads/heavy machinery).
64. The fleet has reduced by seven vehicles from 2008-09 to 2009-10.
65. Eighty-three vehicles (32% of the fleet) have a green rating of 5.5 or higher. As vehicle leases expire, the department is moving to replace vehicles with a rating lower than 3.5.
66. As at 31 March 2010, a total of 45 vehicles are home garaged.
67. Home garaging is available where there is a requirement to conduct departmental activities outside normal working hours and CE approval has been granted. All home-garaged vehicles must be made available for official use by agency officers during normal working hours. Except for vehicles issued to executive contract officers, fleet vehicles are not to be used for private purposes. The custodian of a home-garaged vehicle is to return the vehicle to the workplace when he/she is on recreation leave, sick leave, or long service leave for longer than two days duration. Officers have a responsibility to ensure that the vehicle is secured at all times, and kept in a clean condition inside and out. Appropriate records must be kept for FBT purposes; for example, tax compliant logbooks and quarterly odometer reading forms.
68. Executive contract officers are entitled to home garage vehicles. Vehicles attached to any position level which are not executive contract officer level may be home garaged if authorised by the CE.
| Four cylinder | Six+ cylinder | Total Average |
| ECO6 | 1 | | 1 |
| ECO3 | 2 | | 2 |
| ECO2 | 4 | | 4 |
| ECO1 | 7 | | 7 |
| EO2 | 2 | | 2 |
| EO1 | 10 | 1 | 11 |
| AO8 | 3 | | 3 |
| AO6/7 | 2 | | 2 |
| AO4/5 | 3 | | 3 |
| P3/4 | 4 | | 4 |
| P1/2 | 2 | 1 | 3 |
| T5 | | 1 | 1 |
| T3 | | 2 | 2 |
| TOTAL | 40 | 5 | 45 |
69.
| Travel Expenses | 2009-10 (as at 31 March 2010)
$000 |
| Territory Fares | 243 |
| Interstate Fares | 183 |
| Overseas Fares | 12 |
| Accommodation | 294 |
| All other travel expenses | 1 320 |
| Total Travel | 2 052 |
70. $2.8m.
71. $3.2m.
72. Refer to Question 73.
73. Government sponsorship is defined as ‘the provision of funds or in-kind services in exchange for sponsorship rights to events, conferences forums’.
- There were $16 500-worth of financial sponsorships and $1494 in-kind services sponsored from 1 January 2009 to 1 April 2010. The list of the in-kind and financial sponsorships are shown at Attachment N.
74. Refer to Question 75.
75. Expenditure for 2009-10 (to 31 March) is $285 000.
| Medium | $000 |
22 | |
| Newspaper | 149 |
| Television | 104 |
| Statutory Notices | 1 |
| Radio | 8 |
| Other | 1 |
| TOTAL | 285 |
- There were 18 campaigns undertaken in 2009-10 (to March 2010). They are listed below:
| Natural Resources, Environment and Heritage |
| 1Energy Smart Rebate |
| 2Environment Grants call for applications |
| 3Rainwater Tank Rebate |
| 4Northern Territory Landcare awards |
| Sport and Recreation |
| 5Consultation on Sport and Recreation Policy |
| Parks and Wildlife |
| 6Be Crocwise awareness and education campaign |
| Arts and Museums |
| 7Arts Grants guidelines call for applications |
| 826th Telstra Nation Aboriginal and Torres Strait Islander Art Awards (Museum and Art Gallery of the NT) exhibition, competition entry. |
| 9Australian Opera: Madame Butterfly - Theatre Production (Araluen Arts Centre) |
| 10Araluen Arts Centre Program Launch |
| 11Shellie Morris in Concert - Theatre Production (Araluen Arts Centre) |
| 12Taming of the Shrew - Theatre Production (Araluen Arts Centre) |
| 13Tarnished - Theatre Production (Araluen Arts Centre) |
| 14The Fastest Boy in the World - Theatre Production (Araluen) |
| 15Beautiful Beasts (Museum and Art Gallery of the NT) exhibition |
| 16Araluen Cultural Precinct theatre/cinema/community activities advertising |
| 17Desert Mob Exhibition (Araluen Arts Centre) |
| 18Araluen Development Plan consultation |
- Campaigns due to run in 2010-11 include, but are not limited to:
| Parks and Wildlife |
| Be Crocwise education and awareness campaign |
| Natural Resources, Environment, and Heritage |
| Rainwater Tank Rebate |
| Energy Smart Rebate NT |
| Cash for Containers |
| Northern Territory Landcare Awards |
| Bushfire firebreak campaign |
| Plastic Bag Ban |
| Arts and Museums |
| Arts Grants guidelines call for applications |
| 26th Telstra Nation Aboriginal and Torres Strait Islander Art Awards (Museum and Art Gallery of the NT) exhibition, competition entry. |
| Araluen activities TBC |
77.
2008-09 | Number Let | Value $000 |
| NT Firms | 34 | 732 |
| Inter-state | 23 | 524 |
Total | 57 | 1256 |
- Note: NTG-funded consultancies $662 000, externally-funded consultancies $594 000.
135. Department of Police, Fire and Emergency Services – Output Groups
Mr MILLS to CHIEF MINISTER
In relation to the portfolio areas within the Department of Police, Fire and Emergency Services, would you kindly respond to the following questions by output group within each department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
- (a) selection process commenced; and
(b) selection process (including position advertising) not commenced?
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave. What is the financial value of that leave;
- (b) what is the highest individual amount of accrued leave at each position level;
- (c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009?
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave? What is the financial value of that leave;
- (b) what is the highest individual amount of accrued leave at each employee level;
- (c) what is the current total of sick leave entitlement of employees in the department; and
(d) how many days sick leave were taken in 2009, at each employee level?
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
- (a) how many graduates started with the department;
(b) how many have completed the year;
(c) how many won nominal positions;
- (d) how many have left the NTG, and what was the time each stayed within the NTG before leaving; and
- (e) how much sick leave has been taken on average by graduates and apprentices?
50. In relation to Indigenous employees, in 2009:
- (a) how many employees do you have in your department that recognise themselves as Indigenous;
(b) what are the levels of their positions held;
- (c) how many at each level;
- (d) how many are tenured and at what level;
- (e) how many are temporary and at what levels;
- (f) how many are acting up in positions and at what level;
- (g) how many have completed the year;
- (h) how many have left the NTG; and
(i) how much sick leave was taken, on average?
Allowances:
51. In regard to employee entitlements, for 2009:
- (a) In addition to salary how much was paid in employee allowances;
- (b) what are these allowances, to what level do they apply, and what is the annual estimated cost; and
- (c) do allowances these attract the 9% Superannuation Guarantee Levy and, if so, which allowances?
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
- (a) If yes, what % reduction is that from 2009; and
- (b) If no, why has a target not been set?
Vehicles:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
Introduction
It should be noted that where responses are able to easily identify individual employees, the information has been aggregated due to the associated privacy concerns.
1. NTPFES is in a unique position, as the human resource function is much broader than that found in other agencies. The human resource function includes the college (a registered training organisation), police recruitment, workers’ compensation management and psychologist services. The tri-service college is a critical function for the agency.
NTPFES College 50
Human Resource Management 33
Total 83
See Attachment A for details.
2. Payroll services are provided to the whole of the NT government by Department of Business and Employment (DBE). DBE is, therefore, providing the response.
3. DBE has information on overpayments made through the payroll system, the reason these overpayments occurred, and the liability.
Total Overpayments 107
Departmental Errors 37
DBE Errors 46
Payee Errors 24
- In addition to payroll overpayments, the NTPFES has made one error in respect to travel allowance paid to a member.
4. The information provided is notional charges issued to agencies for payroll services during the period 1 July 2009 to 31 March 2010. DBE payroll services are charged to agencies on a notional basis.
| NT Police, Fire and Emergency Services. Northern Territory* SLA Notional Billing Only. |
| $ |
| HR Systems 558 842.50 |
| Payroll Auto PTRs 239 868.00 |
| Payroll Commencement 49 660.00 |
| Payroll Employees 251 138.96 |
| Payroll Manual PTRs 196 730.00 |
| Payroll Termination 41 340.00 |
| Grand Total 1 337 579.46 |
- There is no cost differential for position levels.
- The cost differentials are between:
commencements;
terminations;
manually processed (PTR) transactions (that is, payroll officer processing a transaction); and
automatically processed pay (PTR) transactions (that is, pay system processing a transaction).
5. This question will be answered by DBE.
6. The total budget for the Human Resource management functional area of the department is $3.584m.
- The budget for the Human Resource development functional area of the department is $11.315m.
- Total HRM and HRD budgets are $14.899m.
7. See Attachment B.
8. This question will be answered by DBE.
9. Complaints total five.
10. Total advertising split as at 31 March:
Type | $ |
| Advertising | 117 305.18 |
| Production | 174 134.85 |
| Total | 291 440.03 |
- These costs mainly relate to the recruitment of police officers.
11. The attrition rate is 22.79%.
12. See Attachment C.
13. Recruit Related Relocation Costs 2009-10:
| Name | Amount $ |
| Recruitment Fares | 75 279.10 |
| Removal and Storages Expenses | 278 432.60 |
| Relocation Allowances | 10 434.90 |
| Grand Total | 364 146.60 |
14. See Attachment D.
15. $500 000.
16. In 2009-10, 10 months expenditure to 30 April 2010 for marketing promotion and advertising amounts to $35 554.
17.
| Marketing Promotion and Advertising Major Items | Amount $ |
| Show Circuit | 28 013 |
| ‘Off the hook’ competition designed to bring together communities and police in remote communities in a collaborative event | 2 667 |
| Other minor expenses – photography, banner | 4 874 |
| Total | 35 554 |
18. Total 1770.95.
Total FTE:
The column titled ‘Total FTE’ represents staff paid during a pay period on a full-time equivalent figure.
Ten days wages is counted as ‘1’, whilst a person who receives four days wages is counted as ‘0.4’.
The figures includes staff employed on a permanent, temporary, executive contract and casual basis.
Data is at Payday 20, 31 March, 2010. Regular FTE reporting to government is FTE based on a monthly average.
See Attachment E.
19.
| Explanation | Number of Employees |
| Substantively filled | 1472 |
| Acting in positions | 218 |
| Temporary appointments | 81 |
| Total | 1771 |
20. 9.48% turnover (1 July 2009 to 31 March 2010).
21. See Attachment F.
22. The total NTPFES establishment number at 31 March 2010 was 1758 and total FTE was 1771.
- Some positions are vacant due to circumstances that are unique to this agency and will not necessarily result in any recruitment action. NTPFES uses establishment management methods which allow flexibility of staff deployment to areas of greatest need as they arise. This will result in vacant positions in some areas while staffing is increased in other areas, but does not create a situation where a vacant position necessarily needs to be filled.
23. As advised at Question 22, due to the nature of our business and the need to deploy staff as situations arise, the measure of the total number of days is not a meaningful figure.
24.
(a) and (b)
- NTPFES has a rolling recruitment schedule for police and firefighters and has an ongoing transfer and promotion program to cater for those vacancies that need to be filled.
25. Temporary contract staff = 81.
26. 303.
27. 105 contracts have been extended.
| Number of Contract Extensions 1 January 2008 to 1 April 2010 | |
| 1 extension | 62 |
| 2 extensions | 29 |
| 3 extensions | 8 |
| 4 extensions | 5 |
| 5 extensions | 1 |
29. Not applicable, refer Question 28.
30. See Attachment G.
31. Designation Public Sector
External Recruit 12
NTG Employee 30
Total 42
32. Sixteen positions have been reclassified.
| Reclassified Positions | Number |
| AO4 | 1 |
| AO5 | 1 |
| AO6 | 6 |
| AO7 | 3 |
| P1 | 2 |
| P3 | 1 |
| P4 | 1 |
| SGT | 1 |
| Total | 16 |
33. Please refer to Question 22 – vacant positions.
- NTPFES do not have unattached employees that are classified as re-deployees in the usual sense.
34. The agency does not have unattached employees that are classified as redeployees, therefore no specified training programs are in place. Staff are encouraged to access training programs whenever possible.
35. As explained above at Questions 22, 33 and 34, the agency does not have unattached employees that are classified as redeployees, therefore this question is not applicable.
36. As explained above at Questions 22, 33 and 34, the agency does not have unattached employees that are classified as redeployees, therefore this question is not applicable.
37. The average recruitment cost as at 31 March 2010 is $10 875.
- Note: This includes recruitment advertising, family airfares, uplifting costs and psychological testing.
38. The average cost per staff member is $1502.
39. See Attachment H.
40. Police members are entitled to receive 35 days recreation leave annually and, under the 2008 Consent Agreement, there are no specific provisions requiring members to utilise excess recreation leave. There are, however, leave management provisions within the agreement which places a strong emphasis on managers and members to ensure all staff exhaust their accumulated recreation leave annually.
- Public Service staff: Public Service staff receive six weeks (30 days) recreation leave annually. In accordance with the 2008 to 2010 Union Collective Agreement, employees with available recreation leave in excess of 60 days (90 days for compulsory transferee) may be directed by the chief executive officer to utilise up to one-quarter of the total available recreation leave prior to the next accrual.
Fire Service staff receive 240 hours (30 days) recreation leave credits annually if a ‘day worker’, and 312 hours (35 days) annually if a ‘shift work employee’. Under the provisions of the Fire and Rescue Service 2007-2010 Partnership Agreement, employees with available recreation leave in excess of 60 days (90 days for compulsory transferee) may be directed by the CEO to utilise up to one-quarter of the total available recreation leave prior to the next accrual.
41. The estimated number of staff with excess leave is:
| No of staff with excess leave | Cost of excess leave |
| Police (in excess of two years accrued leave) | 97 | $633 430.80 |
| Public Sector | 32 | $142 700.44 |
| Total | 129 | $776 131.24 |
- Footnote: Information for Fire Service employees has not been included as an automatic data report is not available and requires manual analysis.
42.
(a)
- LSL Leave Accrued Months - 4635.6.
LSL Leave Accrued Entitlement - $36 454 201.05.
- Footnote: Actual LSL values used for employees with greater than 10 years of service.
- Pro rata LSL values used for employees with less than 10 years of service.
- Rec Leave Accrued Decimal Days – 90 964.3.
Rec Leave Accrued Entitlement - $30 794 124.39.
Leave Bonus - $706 040.
- (b) See Attachment I.
- (c) State Description - Police Fire and Emergency Services.
- Sick Leave Balance in Weeks – 30 912.12.
- Footnote: Police entitlements are not included.
(d) State Description – Police Fire and Emergency Services.
- Total Sick Leave Days Taken – 13 979.16.
- Data provided by DBE.
43.
- (a) LSL Leave Accrued Months - 124.7.
- LSL Leave Accrued Entitlement - $2 163 916.88.
- Footnote: Actual LSL values used for employees with greater than 10 years of service. Pro rata LSL values used for employees with less than 10 years of service.
- Rec Leave Accrued Decimal Days - 826.4.
- Rec Leave Accrued Entitlement - $640 733.15.
- Footnote: If no previous credit has been entered, then pro rata recreation leave will calculate from 1 January last. For employees who commenced after this date, the commencement date is used in the calculation.
- (b) See Attachment J.
- (c) State Description - Police Fire and Emergency Services.
- Sick Leave Balance in Weeks - 1115.99.
- Footnote: Individual sick leave balance does not include pro rata entitlement after last credit.
- (d) EC01 and above totals 71.46 days.
Note: Due to the small number of staff involved at each level and the associated privacy concerns, one total has been provided.
- Footnote: Classifications included in the ECO1 and above category include Police executive staff.
44. For the purpose of this response, ‘received workers compensation’ refers to payment of weekly benefits to recompense for time lost due to illness or injury, or payment of medical intervention/rehabilitation expenses incurred.
- A total of 175 staff received workers compensation payments with a total of 4665 days lost.
See Attachment K.
45. See Attachment L.
46. Leave awaiting approval or awaiting processing are not included in this report.
- Miscellaneous leave includes (but is not limited to) Maternity Leave, Leave Without Pay, Sick Leave Without Pay, Secondment, Study Leave and extended absences consisting of multiple leave types.
See Attachment L.
47. NT Treasury is providing details regarding liability.
- Minimum retirement age for Police is 55 and maximum retirement age for Police is 65.
- There is no maximum retirement age for NTPS, including NTFRS, anymore - it has been removed.
See Attachment M.
48. See Attachment N.
49. Numbers listed below cover all apprentices and graduates for the period 1 July 2009 to 31 March 2010 that use the following classifications. It does not cover any graduates or apprentices that may be recorded against other classifications within PIPS (for example, AO4/AO5).
Graduates: GRADT
- Apprentices: AQF3A, AQ3SA, SBA, AQF3B, AQ3SB, SBAO2, AQF3C, AQ3SC, AQF4A, AQ4SA, GOVAM, AQF4B, AQ4SB, GOVA1, AQF4C, AQ4SC, GOVA2
- (a) Nil graduates; six apprentices.
- (b) Six staff.
- (c) No apprentices won nominal positions, as reporting period of 1 July 2009 to 31 March 2010 is within the apprentices’ first year of service.
- (d) No apprentices left the agency during the period 1 July 2009 to 31 March 2010.
- (e) The ‘Average Sick Days Per Person’ calculation is derived from the Total Sick Leave Days divided by the Number of Staff.
| Number of Staff | Total Sick Leave Days | Average Sick Days Per Person |
| 4 | 10.00 | 2.50 |
- (a) Nine.
- (b) AO4, AO2 and AQF3A NTPS apprentice.
- (c) Nine.
- (d) Nil.
(e) Nine.
(f) One at AO4 level.
- (g) Nine.
- (h) Two.
- (i) This response has not provided due to privacy concerns, as individual employees are easily identifiable.
51.
- (a) Total to 31 March 2010 - $28 332 191 (excluding salary, recreation and long service leave).
- (b) Total estimated for whole financial year - $37 760 000 (excluding salary, recreation and long service leave).
- See Attachment O.
- (c) See Attachment P.
52. 390 Corporate credit cards are currently issued to NTPFES staff.
53. None.
54. Sixteen.
55. Ten.
56. Travel insurance is the only insurance expense incurred as at 31 March 2010 and totals $587.14.
57. NTPFES is generally self-insured.
58. The Northern Territory government has committed to become carbon neutral by 2018 under the Northern Territory Climate Change Policy. Under this target, whole-of-government systems to account for greenhouse gas emissions according to recognised international greenhouse accounting standards will be progressively rolled out over the next eight years for government processes.
- Currently, the Northern Territory government reports against building energy consumption use by government agencies with more than 50 full-time equivalent staff members, and for vehicle emissions from NT Fleet vehicles.
59. In 2007-08, the NTPFES’ preliminary building energy consumption was 42 932 gigajoules corresponding to 8874 tonnes of greenhouse gas emissions.
- In 2008-09, the NTPFES’ preliminarybuilding energy consumption was 43 796 gigajoules corresponding to 9548 tonnes of greenhouse gas emissions.
Emissions from NTPFES vehicles at 31 March 2009 were 2.865 tonnes.
60. The NTPFES has initiated a number of strategies to reduce its carbon emissions during 2008-09 including:
Peter McAulay Centre, Main Building:
Air-conditioning vents – ongoing installation of cushion head vents that close when desired temperature is reached. This lowers airflow pressure and allows the air-conditioning plant to run more efficiently;
Air-conditioning timers – each floor operates on timers and has been further manually adjusted to reflect operational requirements. Currently, all floors and annexure has programmed air-conditioning between 4 am and 8 pm only.
Peter McAulay Centre, Other Buildings:
Police College – replaced air-conditioning controls and linked into the current Building Management System. This allows efficient zoning and management of the college’s air-conditioning plant.
Gymnasium – replaced air-conditioning system which was beyond economic repair.
Other Buildings:
- Previous projects at Peter McAulay Centre include:
- Air-conditioning system - considerable work has been conducted on the main building’s air-conditioning system to improve the operation of the main plant and energy efficiency. This has included:
Energy efficient lighting - considerable work has been conducted including:
Vehicles:
Other:
- The agency promotes good energy-efficient behaviour and workplace practices amongst staff, including:
61.
(a) and (b)
- The NTPFES is working towards the reduction target set in the Northern Territory government Energy Smart Buildings Policy for the 2010-11 financial year.
- That target is a 10% reduction in energy usage per square metre across the agency’s building portfolio compared to a 2004-05 baseline.
- In addition, NTPFES is working towards the reduction target set in the Northern Territory Greening the Fleet Strategy that aims to reduce emissions form the Territory government’s passenger and light commercial fleet by 20% by 2014 and 50% by 2020.
62. $8.3m.
63. 600.
64. 30.
65. 33%. Vehicles that do not meet the emission standard are due to specific operational requirements such as traffic pursuit vehicles and the Territory Response Sections counter-disaster vehicles.
66. At 30 April 2010, there were 79 vehicles home garaged.
67. For contract officers, home garaging of motor vehicles is in line with their employment conditions. With regard to the remainder of the agency’s vehicles, cases of monthly standing or overnight approval to home garage a motor vehicle requires the written approval of the relevant Divisional Police Superintendent, NT Fire and Rescue Service Divisional Officer, Director NT Emergency Service or Executive Director, Corporate Service, provided:
the driver is performing duties in the field (away from the station or work place) using a motor vehicle and it is operationally expedient and cost-effective to go straight home after work rather than returning to the workplace;
the driver proceeds to duty away from their normal workplace directly from their home on the following day; and
the driver is liable to be recalled to duty and/or is ‘on-call’ and the home garaging of the vehicle is operationally necessary.
68. Home garaging of vehicles is allowed for NTPFES contract officers in line with their employment conditions and Police Superintendents as per thePATD. All other home garaging is to be in line with the policy above.
69. See Attachment Q.
70. The total power, water and sewerage expense in 2008-09 was $3 122 959.67.
- Water and sewerage costs cannot be separated.
71. The estimated 2009-10 expenditure is $3 609 650.95.
72. 1 January 2009 to 1 April 2010:
Projected for 2010-11:
Australasian Fire and Emergency Service Authority Council – September 2010.
73. See Attachment Q.
74. $500 000.
75.
| Type of Advertising | $ |
| Newspaper/Journals | 162 533.04 |
| Radio | 82 788.00 |
| Television | 8 923.00 |
| Other (includes Internet and Face Book advertising) | 62 410.49 |
| Total as at 31 March 2010 | 316 654.53 |
76. Description:
Careers in Policing
Careers in Fire Fighting
NTFRS Volunteers Recruitment
CCTV Introduction
- ‘Stop Aboriginal Road Sadness’ Indigenous Road Safety Campaign.
77. Consultancies in 2009-10:
| Individual Questions | Answers as at 30 April 2010 |
| In 2009 how many consultancies were let in the year? | 10 |
| Total cost? | $550 075 |
| How many were NT firms? | 3 |
| NT total | $14 351 |
| How many interstate? | 7 |
| Interstate total | $535 724 |
136. Department of Chief Minister – Output Groups
Mr MILLS to CHIEF MINISTER
In relation to the portfolio areas within the Department of Police, Fire and Emergency Services, would you kindly respond to the following questions by output group within each department and office:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
- (a) selection process commenced; and
(b) selection process (including position advertising) not commenced?
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave. What is the financial value of that leave;
- (b) what is the highest individual amount of accrued leave at each position level;
(c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009?
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave? What is the financial value of that leave;
(b) what is the highest individual amount of accrued leave at each employee level;
(c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009, at each employee level?
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
- (a) how many graduates started with the department;
(b) how many have completed the year;
(c) how many won nominal positions;
- (d) how many have left the NTG, and what was the time each stayed within the NTG before leaving; and
- (e) how much sick leave has been taken on average by graduates and apprentices?
50. In relation to Indigenous employees, in 2009:
- (a) how many employees do you have in your department that recognise themselves as Indigenous;
(b) what are the levels of their positions held;
- (c) how many at each level;
- (d) how many are tenured and at what level;
(e) how many are temporary and at what levels;
- (f) how many are acting up in positions and at what level;
- (g) how many have completed the year;
- (h) how many have left the NTG; and
(i) how much sick leave was taken, on average?
Allowances:
51. In regard to employee entitlements, for 2009:
- (a) In addition to salary how much was paid in employee allowances;
- (b) what are these allowances, to what level do they apply, and what is the annual estimated cost; and
- (c) do allowances these attract the 9% Superannuation Guarantee Levy and, if so, which allowances?
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
- (a) If yes, what % reduction is that from 2009; and
- (b) If no, why has a target not been set?
Vehicles:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
1. There are six staff:
1 x ECO1
1 x AO7
1 x AO6
1 x AO5
1 x AO4
1 x AO3.
2. Personnel employed - 0.4 x AO5; and 0.1 x AO4.
3. There has been one instance of an overpayment for $1827.20. The employee was paid an All Purpose Allowance which should not have been paid with their change of classification. The total amount has since been recovered.
4. None; charges for managing the payroll are notional.
5. Costs are agreed between agency managers on a case-by-case basis. Generally, the recruiting agency covers relocation costs. With regard to transfer dates are agreed between the agencies, and DBE payroll is notified of date of action.
6. The HR Budget as per Budget Paper No 3 for 2009-10 estimate is:-
Personnel - $1 091 000
Operational - $ 163 000
7. Employees - $1 091 000
- Accommodation - $ 3 000
Fares - $ 7 000
- Training / Study - $ 50 000
(For use by whole of agency).
9. There has been one complaint.
10. As at 30 April 2010, $28 150 has been spent on recruitment advertising.
11. The attrition rate has been one.
12. All positions are filled. There is 1 x HDA at AO5 level. As at 31 May, the staff member has been on HDA for five months and 29 days.
13. As at 30 April 2010, there was $49 707.56 of expenditure for relocation costs for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department.
14. See Attachment A.
15. There is not a specific budget for relocation costs as these are difficult to predict; however, these costs are captured as part of a broader budget for general administrative expenses.
16. To 30 April 2010, the department spent $964 654 on advertising and marketing.
- Department of the Chief Minister
as at 30 April 2010:
Advertising - $258 385
Marketing - $706 269
Total - $964 654
- * Excludes non-marketing related advertising, for example, recruitment and tender advertising.
17. See Attachment A.
18. See Attachment B.
19. See Attachment C.
20. Department of the Chief Minister staff turnover in 2009 was 50.82%.
- Staff turnover includes short-term contract staff, staff movement resulting from interagency restructuring, short-term vacation employment for young people and other factors which go beyond resignations.
21. See Attachment D.
22. As at 30 April 2010, there are eight vacant positions in the department as a whole.
23. From 1 July 2009 to 30 April 2010, permanent positions in the department have been vacant for a total of 2113 days. Based on current staffing, the total available days were 103 587 (based on 283.8 FTEs x 365 days).
24.
- (a) Two positions are undergoing recruitment activity.
- (b) Six remain vacant.
25. There are 176 staff currently employed on a temporary contract.
26. Ninety-six positions have been advertised by ‘expressions of interest’.
27. See Attachment E.
28. The department has not sought permission from the commissioner to extend a contract beyond a third extension.
- Public Sector Instrument 15 allows for contracts to be extended up to 24 months.
29. Not applicable.
30. Time is based on number of working days between the advertising of a position, and the gazetting of the successful applicant on the NT Employment Opportunities website.
| Designation | Average Days |
| AO3 | 56.00 |
| AO5 | 74.33 |
| AO6 | 58.00 |
| AO7 | 66.00 |
| AO8 | 62.67 |
| ECO2 | 71.00 |
| EO1 | 116.00 |
| PH6 | 46.00 |
31. Note: The reporting source is based on a voluntary declaration by the applicant when applying for a job.
- Information is collected in advertised recruitment actions for permanent and temporary staff, not including Expression of Interest recruitment.
- This report represents recruitment actioned during period of 1 July 2009 to 31 March 2010.
| External Recruit | NTG Employee | Not Declared | Total |
3 | 18 | 3 | 24 |
32. As at 30 April 2010, there were 17 positions that have been reclassified:
- AO4 x 1
AO5 x 3
AO6 x 3
AO7 x 2
AO8 x 4
EO1 x 2
E02 x 1
P4 x 1
33. As at 31 May 2010, there are 14 unattached employees. Levels are AO3 x l, AO4 x 3, AO5 x 3, AO6 x 1, AO7 x 4, EO1 x 2.
34. There are no costs for training unattached officers because they currently hold positionsin other agencies or are on extended maternity leave.
35. Eleven have been placed in other agencies, three are on extended maternity leave.
36. No unattached officers have resigned.
37. As at 30 April, 24 people have been recruited at an average cost of $4094 per person.
38. Average budget per person is $780.
39. See Attachment E.
40. Recreation leave is managed in accordance with the Northern Territory Public Sector 2008-2010 Union Collective Agreement (UCA) provisions.
- Clause 45.7 of the UCA Excess Leave - Where an employee has available recreation leave in excess of 60 days, or 90 days in the case of a compulsory transferee, the CEO may on giving a minimum of two months notice direct the employee to take up to one-quarter of the total available recreation leave. Our policy is to remind managers twice a year of the recreation leave liability.
41. There are 43 employees at a cost of $437 275.13.
42.
- (a) LSL leave accrued months - 595.7.
- LSL leave accrued entitlement - $5 042 936.62.
- Actual LSL values used for employees with greater than 10 years of service.
- Pro rata LSL values used for employees with less than 10 years of service.
- Recreation leave accrued decimal days - 10107.3.
- Recreation leave accrued entitlement - $3 828 731.32.
- If no previous credit has been entered, then pro rata recreation leave will calculate from 1 January last. For employees who commenced after this date, the commencement date is used in the calculation.
- (b) See Attachment F.
- (c) Sick leave balance in weeks - 5232.44.
- Footnote: Individual sick leave balance does not include pro rata entitlement after last credit.
- (d) Total sick leave days taken – 1574.
43.
- (a) LSL leave accrued months – 147.85.
- LSL leave accrued entitlement - $2 399 512.68.
- Actual LSL values used for employees with greater than 10 years of service. Pro rata LSL values used for employees with less than 10 years of service.
- Recreation leave accrued decimal days - 1773.6.
- Recreation leave accrued entitlement - $1 356 208.55.
- If no previous credit has been entered, then pro rata recreation leave will calculate from 1 January last.
- For employees who commenced after this date, the commencement date is used in the calculation.
- (b) See Attachment G.
- (c) Sick leave balance in weeks - 1485.53.
- (d) See Attachment G.
44. As at 30 April 2010, no staff received workers compensation.
45. As at 30 April 2010, no staff were on workers compensation.
46. See Attachment H.
47. The Department of the Chief Minister has five personnel under the old Commonwealth scheme.
- Northern Territory Treasury will be providing an answer to the liability related to the Commonwealth Superannuation Scheme.
- The question of optimal retirement ages for individual staff is a matter for each member, having regard to their particular financial and personal circumstances.
- There are no nurses, teachers or police in this department.
48. Yes. Details are provided below.
| Classification | Total |
| AO3 | 1 |
| AO4 | 1 |
| AO5 | 4 |
| AO6 | 5 |
| AO7 | 3 |
| AO8 | 2 |
| EO1 | 4 |
| EO2 | 1 |
| PH2 | 2 |
| Total | 23 |
- (a) Two.
- (b) One.
- (c) Nil.
- (d) One left the NTG after seven months.
(e) Apprentice - 3.3 average days.
Graduate - 5.75 average days.
50. As at 30 April 2010:
- (a) Thirteen.
- (b) Two x AO8; one x AO6; seven x AO4; one x Indigenous cadet; one x PH5R.
- (c) Two x AO8; one x AO6; seven x AO4, one x AO5; one x Indigenous cadet; one x PH5R.
- (d) Three permanent (two x AO4; one x PH56).
Ten temporary (two x AO8; one x AO6; one x AO5; five x AO4; one indigenous cadet).
- (e) Nine temporary as ministerial staff.
- (f) Nil.
- (g) Eight completed; five commenced during the year.
- (h) Nil.
- (i) The government believes that it is inappropriate to answer a question on sick leave based on a person’s ethnicity.
51.
- (a) Total allowances including salary is $1 657 374. Excludes salary, recreation and long service leave.
- (b) and (c)
See Attachment H.
52. As at 30 April 2010, there were 44 credit cards.
53. As at 30 April 2010, there were none.
54. There were no reports of improper use of information technology.
55. Not applicable.
56. Insurance premiums paid are for coverage of Australia Day Council staff with the exception of some departmental travel insurance cost classified under general insurance.
Department of the Chief Minister
Insurance expenses as at 30 April 2010:
General insurance
to 30 April 2010 - $ 3 345.37
Personal Liability insurance
- to 30 April 2010 - $ 7 241.50
insurance - $ 811.91
Total - $11 398.78
57. In general, the department is self-insured.
58. The department emitted 621 tonnes related to building energy use and 316.1 tonnes for the fleet vehicle component.
Please note, over the last 12 months, changes to the methodology of measuring the conversion of energy use to units of carbon have occurred. Territory figures now reflect the current standard national measurement regime.
59. The department emitted 598 tonnes related to building energy use and 338 tonnes for the fleet vehicle component.
60. In 2009, the government implemented a Climate Change Policy for the Territory. This policy puts into place significant carbon reduction goals as well as establishing clear goals across a broad range of areas such as renewable and alternative energy and land clearing.
- The Department of the Chief Minister has implemented the following programs/ strategies:
Continued rationalisation of stand-alone printers, faxes and photocopiers and greater use of multifunction devices with built in energy efficiency functionality.
The department was an active participant in Earth Hour 2010.
- The department also adopted other measures related to reducing emissions, including:
Mobile phones and accessories and toner cartridges are already recycled.
The whole-of-government Greening the Fleet policy was introduced from 1 July 2009 with an aim of achieving a 20% reduction in emissions from the fleet over the next five years. The allocation of vehicles is in accordance with this policy. In addition, during 2009-10, the department replaced the five VIP Fleet 8-cylinder petrol vehicles with 6-cylinder petrol/gas vehicles. The VIP Fleet drivers are encouraged to use gas wherever possible. This results in further improvement to fuel efficiency and reductions in emissions.
The department also coordinated the introduction of TelePresence, a national videoconferencing network, which will reduce interstate staff travel and greenhouse gas emissions. This initiative was introduced with the assistance of the Australian government, with a particular focus on COAG senior officials meetings in the first instance.
These initiatives are all ongoing.
Planned energy efficiency measures for NT House in 2010-11:
The installation of lighting zone controllers and sensor lighting in some areas.
Circulate green branded tips and policies both physically throughout NT House and on the department's Intranet.
Establish an Energy Management Committee to be comprised of business unit representatives for the purpose of raising awareness of energy usage and sustainability issues within the department.
61.
- (a) and (b)
- The Department of the Chief Minister is working towards the reduction target set in the Northern Territory government Energy Smart Buildings Policy for the 2010-11 financial year.
- That target is a 10% reduction in energy usage per square metre across the department's building portfolio compared to a 2004-05 baseline.
- In addition, DCM is working towards the reduction target set in the Northern Territory Greening the Fleet Strategy that aims to reduce emissions form the Territory government's passenger and light commercial fleet by 20% by 2014 and 50% by 2020.
62. Total expenditure to 30 April 10 on motor vehicles and associated costs was $1 198 278.24.
63. Department of the Chief Minister: 99.
64. Department of the Chief Minister: -2.
65. The percentage figure given by NT Fleet is 69 %.
66. As at 30 April there are 71 vehicles.
67. In accordance with the DCM Motor Vehicles Entitlement and Use Policy as at May 2010, non-executive contract officers require written approval from the chief executive, based on a business case, to permanently home garage a vehicle. Ministerial staff require written approval from the Chief of Staff. Approval to temporarily home garage a vehicle can be provided in certain circumstances to both departmental and ministerial staff with written approval of a business case provided by delegated officers.
68. Departmental staff - executive officers and executive contract officers, ministerial staff - EO and ECO - plus those approved by Chief of Staff.
69. See Attachment I.
70. As at 30 April 2010:
- 2009 Actual
Water and Sewage $ 25 208
71.
Power $200 483
Water and Sewage $ 30 250
72. The department does not have a specific public events/conferences/forums budget. Such activities are predominantly a part of grants expenditure programs.
See Attachment J.
73. See Attachment J.
74. Advertising is a component of Marketing and Promotions. Budget is allocated at the Marketing and Promotions level. Other advertising is limited to recruitment and tender advertising.
Advertising Budget 2009-10:
Marketing and Promotions
(including Advertising) $1 976 000
Tenders $ 2 000
Recruitment $ 61 000
Total $2 039 000
75. As at 30 April 2010:
Marketing and Promotions
- Newspapers $ 120 609
Radio $ 47 476
Television $ 56 151
Other $ 34 149
- Total $ 258 385
Other
- Advertising Tenders $ 245
Recruitment Advertising $ 28 150
Subtotal $ 28 395
- Total $ 286 780
76. A campaign can be defined as something that has more than two elements of public information attached to it; for example, radio and press advertising.
- The following advertising campaigns have been undertaken or will be undertaken by the department in the 2009-10 financial year:
- Alice Springs Transformation Plan
Antisocial Behaviour
Buy Territory
Child Protection Inquiry NT
Climate Change
Growing the Territory
Housing the Territory
Secure NT
Territory 2030
77. As at 30 April 2010, there were no consultancies let for Marketing and Promotion, however there were 10 service contracts.
Intra-Territory Service Contracts:
| Number | Cost |
8 | $198 165 |
Interstate Service Contracts:
NumberCost
2 | $44 945 |
137. Department of Education and Training – Output Groups
Mr MILLS to MINISTER for EDUCATION and TRAINING
In relation to the portfolio areas within the Department of Education and Training, would you kindly respond to the following questions by output group within each department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
- (a) selection process commenced; and
(b) selection process (including position advertising) not commenced?
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave. What is the financial value of that leave;
- (b) what is the highest individual amount of accrued leave at each position level;
(c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009?
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave? What is the financial value of that leave;
- (b) what is the highest individual amount of accrued leave at each employee level;
- (c) what is the current total of sick leave entitlement of employees in the department; and
(d) how many days sick leave were taken in 2009, at each employee level?
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
- (a) how many graduates started with the department;
- (b) how many have completed the year;
- (c) how many won nominal positions;
- (d) how many have left the NTG, and what was the time each stayed within the NTG before leaving; and
- (e) how much sick leave has been taken on average by graduates and apprentices?
50. In relation to Indigenous employees, in 2009:
- (a) how many employees do you have in your department that recognise themselves as Indigenous;
- (b) what are the levels of their positions held;
- (c) how many at each level;
- (d) how many are tenured and at what level;
- (e) how many are temporary and at what levels;
- (f) how many are acting up in positions and at what level;
- (g) how many have completed the year;
- (h) how many have left the NTG; and
(i) how much sick leave was taken, on average?
Allowances:
51. In regard to employee entitlements, for 2009:
- (a) In addition to salary how much was paid in employee allowances;
- (b) what are these allowances, to what level do they apply, and what is the annual estimated cost; and
- (c) do allowances these attract the 9% Superannuation Guarantee Levy and, if so, which allowances?
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
- (a) If yes, what % reduction is that from 2009; and
- (b) If no, why has a target not been set?
Vehicles:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
1. Forty-six staff as at 31 May 2010.
2. None, whole-of-government payroll services are provided by DBE.
3.
| Error Source | Obligations Created |
| Unknown | 28 |
| Agency | 53 |
| Workers Comp | 3 |
| Payroll | 73 |
| Recruitment | 1 |
| Payee | 10 |
| Agency Totals | 168 |
4. The information provided is notional charges issued for payroll services during the period 1 July 2009 until 31 March 2010.
| Description | Total Amount |
| HR Systems | $1 297 085.00 |
| Payroll Auto PTRs | $140 424.00 |
| Payroll Commencement | $312 000.00 |
| Payroll Employees | $582 898.72 |
| Payroll Manual PTRs | $358 220.00 |
| Payroll Termination | $295 100.00 |
| Total | $2 985 727.72 |
5. Costs are agreed between agency managers on a case-by-case basis. Generally, the recruiting agency covers relocation costs.
6. $5.4m.
7. Employee payments – $3.9m.
- Operational - $1.5m, of which an estimated $29 000 is for training and $31 000 is for travel and accommodation.
8. DBE’s whole-of-government payroll services manages non-executive, and contract executive.
9. Approximately six complaints for the 2009-10 financial year.
10. Total year-to-date expenditure for recruitment advertising as at 22 April 2010 is $348 470.16.
11. Permanent staff attrition rate is 6.66%. Short-term/project staff attrition rate is 8.88%.
12. As of 31 May 2010, there were eight vacancies in the HR area. Seven staff are on higher duties; two of their positions have been backfilled.
Staff on higher duties:
| Level | Period |
| AO8 | 16/3/10 – 10/9/10 |
| AO8 | 16/3/10 – 10/9/10 |
| AO8 | 15/4/10 – 10/9/10 |
| AO8 | 23/05/10 – 1/08/10 |
| AO7 | 6/4/10 – 1/10/10 |
| AO6 | 8/3/10 – 2/7/10 |
| AO3 | 18/8/08 – 21/5/10 |
13. Total 2009 expenditure for relocation costs:
| Recruitment Fares | $505 656.23 |
| Removal and Storage Expenses | $2 140 404.63 |
| Relocation Allowance | $62 228.17 |
| Intra Territory Accommodation | $0.00 |
| Recruitment Expenses - Other | $141 504.51 |
| $2 849 793.54 |
14. See Attachment A.
15. $2.5m.
16. 2009 calendar year = $1 419 353.89.
- 2009-10 year-to-date (31 March 2010) = $1 206 894.24.
17. An overview of the major campaigns and their expenses from 1 January 2009 to 1 April 2010 is below:
School Attendance Campaign ($100 000) – to inform parents of their responsibility and raise awareness of compulsory school attendance across the NT.
Teaching Recruitment Campaign ($146 000) – to raise awareness of teaching opportunities and the recruitment of suitably qualified teachers for urban and remote Territory schools.
NT Training Awards ($110 000) – to recognise excellence in apprentices, employers, and training providers in the Northern Territory.
Show circuit ($90 000) – display at regional shows throughout the Territory.
Careers Expo ($70 000) – to promote various career options available to Territory students and the wider community.
Chief Minister’s Literacy Achievement Awards ($37 000) – to engage parents, students, schools and the wider community to improve literacy outcomes.
World Teachers Day ($29 000) – to celebrate teachers and acknowledge recipients of Teacher Awards.
Electronic Student Profiles Campaign ($25 000) – encourage parents, students and teachers engagement in using this online tool.
Classmate ($140 000) – NT News educational and topical stories which promote literacy and computing skills in the classroom aimed at Year 7 to 9 students.
Families and First Teachers ($21 000) – supporting families to assist their child’s learning in the early years.
New NTCET ($20 000) – informing parents, students, and teachers of the implementation of the new NT Certificate of Education and Training.
Learn or Earn ($10 000) – inform wider NT community of increase of the compulsory school age to 17 years old.
18.
| Classification | Total FTE |
| AO | 1079.81 |
| AQ | 8.93 |
| AT | 175.34 |
| CT/SCT | 1989.55 |
| ECP/ST8C | 76.96 |
| EO | 19 |
| EOC | 43.49 |
| GRADT | 2 |
| ITT | 21.71 |
| P | 28.62 |
| PH | 93.84 |
| ST/SCA | 668.71 |
| T | 2 |
- The column titled 'Total FTE' represents staff paid during a pay period on a full-time equivalent figure. FTE counts each staff member as a percentage of the pay received that fortnight. That is, a staff member who receives 10 days wages is counted as ‘1’, whilst a person who receives four days wages is counted as ‘0.4’.
- The figures include staff employed on a permanent, temporary, executive contract and casual basis.
- Data is at Payday 20, 31 March 2010. Regular FTE reporting to government is FTE based on a monthly average.
19.
Perm Staff Held in Nominal Posn | Perm Staff Not in Nominal Posn | Temporary staff |
2679 | 828 | 1446 |
20. Rate of turnover of staff during 2009 = 24.62%.
21.
| Classification Group | Turnover % |
| Administration Officer (AO) | 30.75 |
| Apprentice (AQ) | 81.37 |
| Assistant Teacher (AT) | 31.62 |
| Classroom Teacher (CT, SCT) | 24.67 |
| Executive Contract Officer (ECO) | 19.15 |
| Executive Contract Principal (ECP,ST8C) | 10.03 |
| Executive Officer (EO) | 35.81 |
| Graduate (GRADT) | 0.00 |
| Indigenous Trainee Teacher (ITT) | 4.29 |
| Physical (PH) | 69.90 |
| Professional (P) | 28.88 |
| Senior Teacher (ST, SCA) | 7.21 |
| Technical (T) | 86.33 |
- Calculating staff turnover:
- Staff turnover is a percentage that expresses the relative amount of staff exits - those leaving the agency - to the average number of FTE staff in the agency over the period.
It is calculated using the following formula:
- Cessations + transfers (exits) x 100 = turnover %
Average FTE for period
22. There are 680 vacant positions.
23. DET does not have data to respond to this question
24.
(a) and (b)
- Twenty-six are currently advertised permanently; five are advertised for less than six months; 42 are vacancies advertised for over six months and they do not include those advertised permanently.
25. There are 1446 staff employed on a temporary contract.
26. Advertised on NTG Opportunities website – 398.
- Advertised on DET Intranet (Expressions of Interest webpage) – 1480.
- Figures include temporary employment contract arrangements and casual employees.
No of Extensions | No of Contracts Affected |
| 1 Extension | 747 |
| 2 Extensions | 233 |
| 3 Extensions | 64 |
| 4 Extensions | 35 |
| 5 Extensions | 7 |
| 6 Extensions | 3 |
| 7 Extensions | 4 |
| 8 Extensions | 2 |
| No of Contracts Affected | 1095 |
28. Public Sector Instrument 15 allows the CEO to renew on more than one occasion all classifications of employees in accordance with section 34(5) of the Public Sector Employment and Management Act (PSEMA) and subject to specified conditions. This reduces the requirement to seek permission from the commissioner to extend a contract beyond a third extension. No requests have been submitted to the commissioner on the basis of a third contract extension.
29. See above.
30.
Designation | Average Days |
| AO3 | 42.52 |
| AO3 96% | 56.00 |
| AO4 | 45.13 |
| AO5 | 43.19 |
| AO6 | 54.13 |
| AO7 | 47.25 |
| AO8 | 55.62 |
| ECO1 | 47.67 |
| ECO2 | 35.00 |
| ECO3 | 56.00 |
| ECO4 | 26.00 |
| ECP1 | 41.00 |
| ECP1A | 45.17 |
| ECP2 | 58.00 |
| ECP3 | 48.50 |
| EO1 | 41.00 |
| P2 | 50.44 |
| P3 | 33.50 |
| P4 | 41.00 |
| PH2 | 43.50 |
| PH3 | 36.00 |
Designation | Average Days |
| Senior College Administrator 2 | 41.00 |
| ST1 | 42.97 |
| ST2 | 44.00 |
| ST3 | 43.50 |
| ST4 | 49.57 |
- Time is based on the number of working days between the advertising of a position and the gazetting of the successful applicant on the NT Employment Opportunities website.
31. See Attachment A.
32. Forty-one positions reclassified.
| Original Classification |
| ET2 |
| TC x 4 |
| AO2 96 |
| AO6 |
| EO2C |
| ST1 x3 |
| AO2 |
| CT x5 |
| EO1C |
| AO7 |
| ST2 x4 |
| P2 x2 |
| ET2 |
| AO3 x3 |
| AO2 |
| AO5 x3 |
| AO6 x3 |
| ET3 x3 |
| AO7 |
| ECP1A |
33. Permanent unattached employees:
| Classification | Unattached Officer Numbers |
| AO1 – AO8 | 54 |
| AT | 3 |
| CT | 222 |
| EO1 | 2 |
| ICS | 1 |
| P1R | 1 |
| PH2 | 1 |
| PH2R | 1 |
| SCA2 | 1 |
| SCT | 5 |
| ST1 – ST6 | 55 |
| T4 | 1 |
34. $3000 for architectural training.
35. Sixty-two successfully gained employment in DET. Two successfully gained employment in other NTG agencies.
36. Twenty-eight permanently unattached officers resigned.
37. $1909 approximately. Costs for remote recruitment would be above the average.
38. $533 approximately. Costs for remote training and professional development would be above the average.
39. See Attachment B.
40. Recreation leave is managed in accordance with the Northern Territory Public Sector 2008-2010 Union Collective Agreement (UCA) provisions as follows:
- UCA Clause 45.7 Excess Leave – Where an employee has available recreation leave in excess of 60 days, or 90 days in the case of a compulsory transferee, the CEO may, on giving a minimum of two months notice, direct the employee to take up to one-quarter of the total available recreation leave. Our policy is to remind managers twice a year of the rec leave liability.
41. One hundred and forty-four staff members have in excess of 60 days recreation leave accrued.
42.
- (a) As at 1 April 2010:
- Recreation leave – days – 75 959.2
Value - $22 005 168.82
- Long service leave – months - 7856.4
Value - $48 535 647.07
- Total: $70 540 815.89
- (b) See Attachment C.
- (c) Non-ECO sick leave balance in weeks = 68 056.16.
(d) Non-ECO sick leave taken in days = 29 993.55.
- The above data was supplied by the Department of Business and Employment and relates to financial year 2009-10 to 31 March 2010.
Level (or classification) is represented by the employees actual (includes acting) level at the time of the reporting period, unless otherwise specified.
43.
- (a), (b), (c) and (d).
See Attachment D.
44. See Attachment E.
45. See Attachment F.
46. See Attachment G.
47. See Attachment H.
48. See Attachment I.
49.
(a)
| Group | Number of Staff |
| Apprentices | 9 |
| Graduates | 2 |
(b)
| Group | Number of Staff |
| Apprentices | 8 |
| Graduates | 2 |
- (c) None won nominal positions as the reporting period is within the first year of service.
- (d)
| P/T | Act classification | Period in Months |
| T | AQ3SA | 1.9 |
- (e)
No of Staff | No of Staff | Total Sick Leave Days | Average Sick Days Per Person |
| Apprentices | 11 | 53.02 | 4.82 |
| Graduates | 2 | 5.00 | 2.50 |
- Numbers listed cover all apprentices and graduates that use the following classifications:
50.
- (a) Five hundred and eight.
(b), (c), (d), (e):
- See Attachment J.
(f)
| Actual Classification | Number of Staff |
| AO296 – AO8 | 23 |
| CT | 1 |
| EO1 | 3 |
| ITT1 | 1 |
| ST1 – ST3 | 6 |
- (g) Three hundred and fifty have completed the year.
- (h) Seventy have left the NT government from DET.
- (i) The NTG considers it inappropriate to ask about sick leave usage based on a person’s ethnicity.
51.
- (a) Total allowances 2009 = $15 947 390.93.
- (b) These allowances were paid in accordance with the PSEMA requirements. To break this down by position would be a breach of privacy.
- (c) See Attachment K.
52. Sixty-five as at 17 May 2010.
53. Nil.
54. Five.
55. Nil.
56. Total insurance expenses for 2009 calendar year:
| Self Insurance Scheme | $308.31 |
| General Insurance | $60.91 |
| Motor Vehicle Insurance | $623.82 |
| Personal Accident Insurance | $42 047.42 |
| Public Liability Insurance | $152 856.11 |
| Workers Compensation Insurance | $797 407.31 |
| TOTAL | $993 303.88 |
Contractors and consultants acting on behalf of the agency.
- The department currently has no commercial insurance policies for these risks. The need for commercial insurance in respect of these risks is considered on a case-by-case basis in accordance with the provisions of the Treasurer's Directions. Under Treasurer’s Direction R2.1, the Treasurer granted standing approval for the department to obtain commercial insurance on behalf of school councils for their employees and volunteers covering workers’ compensation, public liability, and personal accident for voluntary workers.
58. See Attachment L.
59. See Attachment L.
60. Carbon emission reduction strategies introduced in 2009 include:
The Energy Smart Schools Program - 60 government schools were targeted with technical, educational, and motivational advice to help develop and implement energy management plans.
Energy action checklists and resource kits used by schools to identify tasks and initiatives to lower energy consumption and reduce waste.
An Electricity Benchmark Funding Model for Schools to drive energy efficiencies. The model received in-principle approval in 2009.
- DET Corporate initiatives include:
Double-sided printing.
Paper shredding and recycling.
Automated shutdown of printers (sleep mode); and staff turning off computers, monitors, printers and lights at the end of each day.
61.
(a) and (b)
- Yes. The preliminary CO2 emission reduction target for all departments for the coming financial year is 7%.
62. Expenditure on vehicles for 2009 = $7 236 000.
63. Three hundred and thirty-one.
64. Sixteen vehicles less than 2008.
65. The NTG Greening the Fleet Strategy applies a green rating of 5.5 out of 10 to passenger vehicles – 81.53% of the department’s passenger fleet vehicles meet this target.
- The NTG Greening the Fleet Strategy applies a rating of 3.5 out of 10 to commercial/heavy duty vehicles – 80.1% of the department’s commercial vehicle fleet meet this target.
66. One hundred and sixty-two.
67. Home garaging of official vehicles is standard for executive contract officers and non-contract executive officers who have a vehicle allocation. Home garaging of official vehicles may be granted at the discretion of the chief executive or delegate for:
officers who are senior departmental representatives in a community/town outside of major urban centres; or
where there is no secure departmental parking available for pool vehicles.
68. Positions that have vehicle allocations attached:
- Non-contract principals and non-contract executive officers may be allocated a vehicle at the discretion of the chief executive.
69. See Attachment M.
70. Cost of power, water and sewerage for 2009 = $1 162 902.44.
71. Estimated cost for financial year 2009-10 = $1 505 318.
72. Unable to report on programs that are not coordinated by the department as sponsorship funding is released as grants.
- DET coordinated events included:
NT Training Awards
Government School Leaders Conference
NTBOS Awards
Exit Art
World Skills
Battle of the School Bands
Try a Trade
Asia in Schools Week
Education Week
Smart Schools Awards
World Teachers Day
Youth Business Awards.
73. Value of financial and in-kind support where it can be quantified = $39 472.27.
74. Total advertising budget for 2009-10 = $890 798.
75. See Attachment N.
76.
School Attendance Campaign – to inform parents of their responsibility and raise awareness of compulsory school attendance across the NT.
NT Training Awards – to recognise excellence in apprentices, employers and training providers in the Northern Territory.
Careers Expo – to promote various career options available to Territory students and the wider community.
World Teachers Day – to celebrate teachers, launch awards and acknowledge recipients of Teacher Awards.
Classmate – NT News educational and topical stories which promote literacy and computing skills in the classroom aimed at Year 7 to 9 students.
Families and First Teachers – supporting families to assist their child’s learning in the early years.
Smart Schools Award – launch of awards celebrating and recognising the achievements of government schools.
Remote Teaching Service – to recruit, develop and recognise quality teachers to work in our most challenging remote indigenous schools.
Learn or Earn – inform wider NT community of increase of the compulsory school age to 17 years old.
77.
| Location | No. of Consultancies Let 2009 | Value $000 |
| Northern Territory | 7 | $ 741 |
| Interstate | 7 | $ 278 |
| Totals | 14 | $1 019 |
138. Department of Chief Minister – Output Groups
Mr STYLES to MINISTER for SENIOR TERRITORIANS and YOUNG TERRITORIANS
In relation to your portfolio areas within the Department of the Chief Minister, would you kindly respond to the following questions by output group:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
- (a) selection process commenced; and
(b) selection process (including position advertising) not commenced?
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave. What is the financial value of that leave;
- (b) what is the highest individual amount of accrued leave at each position level;
- (c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009?
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave? What is the financial value of that leave;
(b) what is the highest individual amount of accrued leave at each employee level;
(c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009, at each employee level?
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
- (a) how many graduates started with the department;
(b) how many have completed the year;
- (c) how many won nominal positions;
- (d) how many have left the NTG, and what was the time each stayed within the NTG before leaving; and
- (e) how much sick leave has been taken on average by graduates and apprentices?
50. In relation to Indigenous employees, in 2009:
- (a) how many employees do you have in your department that recognise themselves as Indigenous;
(b) what are the levels of their positions held;
- (c) how many at each level;
- (d) how many are tenured and at what level;
(e) how many are temporary and at what levels;
- (f) how many are acting up in positions and at what level;
- (g) how many have completed the year;
(h) how many have left the NTG; and
(i) how much sick leave was taken, on average?
Allowances:
51. In regard to employee entitlements, for 2009:
- (a) In addition to salary how much was paid in employee allowances;
- (b) what are these allowances, to what level do they apply, and what is the annual estimated cost; and
- (c) do allowances these attract the 9% Superannuation Guarantee Levy and, if so, which allowances?
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
- (a) If yes, what % reduction is that from 2009; and
- (b) If no, why has a target not been set?
Vehicles:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
The portfolio areas of Senior Territorians and Young Territorians sit with the Department of Health and Families and not with the Department of the Chief Minister.
Neither area is an output group and, therefore, a response to the questions cannot be provided.
139. Department of Chief Minister – Output Groups
Mr STYLES to MINISTER for MULTICULTURAL AFFAIRS
In relation to your portfolio areas within the Department of the Chief Minister, would you kindly respond to the following questions by output group:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
- (a) selection process commenced; and
(b) selection process (including position advertising) not commenced?
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave. What is the financial value of that leave;
- (b) what is the highest individual amount of accrued leave at each position level;
(c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009?
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave? What is the financial value of that leave;
(b) what is the highest individual amount of accrued leave at each employee level;
- (c) what is the current total of sick leave entitlement of employees in the department; and
(d) how many days sick leave were taken in 2009, at each employee level?
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
- (a) how many graduates started with the department;
(b) how many have completed the year;
- (c) how many won nominal positions;
- (d) how many have left the NTG, and what was the time each stayed within the NTG before leaving; and
- (e) how much sick leave has been taken on average by graduates and apprentices?
50. In relation to Indigenous employees, in 2009:
- (a) how many employees do you have in your department that recognise themselves as Indigenous;
- (b) what are the levels of their positions held;
- (c) how many at each level;
- (d) how many are tenured and at what level;
- (e) how many are temporary and at what levels;
- (f) how many are acting up in positions and at what level;
- (g) how many have completed the year;
- (h) how many have left the NTG; and
(i) how much sick leave was taken, on average?
Allowances:
51. In regard to employee entitlements, for 2009:
- (a) In addition to salary how much was paid in employee allowances;
- (b) what are these allowances, to what level do they apply, and what is the annual estimated cost; and
- (c) do allowances these attract the 9% Superannuation Guarantee Levy and, if so, which allowances?
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
- (a) If yes, what % reduction is that from 2009; and
- (b) If no, why has a target not been set?
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
See answer to Written Question No 136.
140. Department of Justice – Output Groups
Mr STYLES to MINISTER for RACING, GAMING and LICENSING
In relation to your portfolio areas within the Department of Justice, would you kindly respond to the following questions by output group:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
- (a) selection process commenced; and
(b) selection process (including position advertising) not commenced?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave. What is the financial value of that leave;
- (b) what is the highest individual amount of accrued leave at each position level;
- (c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009?
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave? What is the financial value of that leave;
- (b) what is the highest individual amount of accrued leave at each employee level;
(c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009, at each employee level?
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
- (a) how many graduates started with the department;
- (b) how many have completed the year;
- (c) how many won nominal positions;
- (d) how many have left the NTG, and what was the time each stayed within the NTG before leaving; and
- (e) how much sick leave has been taken on average by graduates and apprentices?
50. In relation to Indigenous employees, in 2009:
- (a) how many employees do you have in your department that recognise themselves as Indigenous;
(b) what are the levels of their positions held;
- (c) how many at each level;
- (d) how many are tenured and at what level;
- (e) how many are temporary and at what levels;
- (f) how many are acting up in positions and at what level;
- (g) how many have completed the year;
(h) how many have left the NTG; and
- (i) how much sick leave was taken, on average?
Allowances:
51. In regard to employee entitlements, for 2009:
- (a) In addition to salary how much was paid in employee allowances;
- (b) what are these allowances, to what level do they apply, and what is the annual estimated cost; and
- (c) do allowances these attract the 9% Superannuation Guarantee Levy and, if so, which allowances?
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
- (a) If yes, what % reduction is that from 2009; and
- (b) If no, why has a target not been set?
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
1. As at 31 March 2009, there were 14 personnel employed to perform human resources functions within the department.
Human Resources Staffing by Classification as at 31 March 2010 | Number |
| Executive Officer Contract 1 | 1 |
| Administrative Officer 8 | 2 |
| Administrative Officer 7 | 1 |
| Administrative Officer 6 | * 6 |
| Administrative Officer 5 | 2 |
| Administrative Officer 3 | 2 |
Total | 14 |
*This includes two Administrative Officer 6 employees located within the correctional facilities.
- There are 12 staff centrally located in the Human Resources branch and two staff located within Northern Territory Correctional Services.
In addition, frontline human resources supervision and direct management functions are performed across the department.
2. This function is outsourced to the Department of Business and Employment (DBE).
3. See Attachment A.
4. DBE payroll services are charged to agencies on a notional basis. There is no cost differential for position levels. The cost differentials are between commencements, terminations, manually processed (PTR) transactions (that is, payroll officer processing a transaction) and automatically processed pay (PTR) transactions (that is, pay system processing a transaction).
5. DBE’s notional charges are generally determined annually and are not revised for staff transfers unless these are significant (for example, associated with administrative restructures).
6. Human Resources are funded within Corporate Management and do not have a separate budget.
7. Human Resources are funded within Corporate Management and do not have a separate budget. Funding for employee payments, travel, accommodation and training are not held centrally but are considered in the allocations/budgets for each division. Divisions have contributed to a management and leadership development initiative for the whole of the department that is managed centrally. Total budget for this initiative is $484 000 in 2009-10.
8. The management of executive contracts is outsourced to DBE.
9. Three complaints of harassment have been formally investigated. One grievance investigation has been undertaken for alleged bullying.
10. Advertising costs for 2009-10 to 1 April 2010:
International Nil
Local $ 57 326
National $168 518
Production $ 9 934
Grand Total $235 778
- Provided is total spend for the period, with publishing costs for international, local, national publications and advertisement production costs.
11. The attrition rate of staff in Human Resources is 16.66% in a unit of 14 people.
12. There are 14 positions in HR, 12 filled, with six staff on higher duties.
13. For the 2009-10 financial year (as at 31 March 2010), $36 245 was spent on relocation costs.
14. See Attachment B.
15. A total of $76 000 has been budgeted for 2009-10 for relocation and other appointment and termination expenses.
16. In the 2009-10 financial year up to 1 April 2010 $337 000 had been spent on advertising, marketing, displays and marketing consultants. This is the overall expenditure and includes one-off advertising and general marketing activities.
17. See Attachment B.
18. See Attachment C.
19.
State Description | Permanent Staff working in Nominal Position | (*) People held Temporarily |
| DOJ Dept of Justice | 654 | 590 |
- * The numbers represent 'head count' for both operative and inoperative staff and include casuals, board members, executive contractors, apprentices and graduates but excludes previous staff being paid workers compensation payments. Staff not employed full-time are counted as one in head count numbers.
20. The rate of turnover of staff in the department in 2009 is 26.17%.
21. There are a variety of employment arrangements, including temporary contracts across the department; therefore, a breakdown by classification is not a valid calculation of staff turnover in the agency.
22. As at 31 March 2010 there are 272 vacant positions as recorded in PIPS for the department. Note: This response needs to be considered in light of Question 24.
23. The average length a permanent position is vacant within the department is 118 days.
- This has been calculated from a sample of 20 vacancies and is calculated from the date of receipt of an approval to fill to the commencement date of the successful applicant.
24.
(a) and (b).
Sixty-eight recruitment actions have progressed to DBE advertising.
25. There are 338 employees on contracts as at 31 March 2010, excluding casuals. There are 101 staff engaged on an executive contract and 237 staff engaged on other temporary contracts.
26. During 2009-10 financial year (up to 31 March 2010) there have been 26 positions advertised by ‘expression of interest’. Note: data compiled from the agency’s recruitment register and only covers vacancies of less than six months.
27. DBE has provided system data; however, this is only available from 1 July 2009.
- A total of 235 temporary contracts have been extended during the 2009-10 financial year (up to 31 March 2010).
- Extended Once 166
Extended x3 21
Extended x4 4
Extended x5 4
Extended x6 2
28. Public Sector Instrument 15 allows the CEO to renew on more than one occasion all classifications of employees in accordance with section 34(5) of the Public Sector Employment and Management Act (PSEMA) and subject to specified conditions. This reduces the requirement to seek permission from the commissioner to extend a contract beyond a third extension. No requests have been submitted to the commissioner on the basis of a third contract extension.
29. Nil requests.
30. Designation Average Days
- Administrative Officer 3 56.23
Administrative Officer 5 57.00
Administrative Officer 6 63.22
Administrative Officer 7 75.62
Administrative Officer 8 46.00
Executive Contract Officer 1 81.83
Executive Contract Officer 2 131.00
Executive Officer 1 81.00
Professional 1 87.25
Professional 56.00
Professional 2 59.75
Professional 3 66.00
Professional 46.00
Professional 4 65.00
Prison Officer In Training 66.00
Senior Industry Officer 81.00
Technical Officer 3 36.00
Technical Officer 4 49.33
Technical Officer 5 73.50
Technical Officer 6 61.00
- The time is based on the number of working days between the advertising of a position and the gazetting of the successful applicant on the NT Employment Opportunities website.
Data is based on recruitment activity managed by DBE.
31. Recruitment actioned during the period 1 July 2009 and 31 March 2010.
- External Recruit 41
NTG Employee 109
Not Declared 83
Total 233
- The reporting source is based on a voluntary declaration by the applicant when applying for a job. Information is collected in advertised recruitment actions for permanent and temporary staff. This data does not include Expression of Interest recruitment.
32. See Attachment D.
33. See Attachment E.
34. No additional training has been identified for the placement of our current unattached officers. Training options are considered as part of the support for placement of officers who become unattached.
35. Four unattached officers have been successfully placed in nominal positions between 1 July 2009 and 31 March 2010.
36. Five unattached officers have resigned between 1 July 2009 and 31 March 2010.
37. The average cost to recruit to a vacant position is $1167 based on 233 recruitment activities. Note: figure based on cost of advertising and relocation expenses.
38. Average cost per employee is approximately $1259 (based on 1209 staff).
39. See Attachment F.
40. Recreation leave is managed in accordance with the Northern Territory Public Sector 2008-2010 Union Collective Agreement (UCA) provisions as follows:
- UCA Clause 45.7 Excess Leave – Where an employee has available recreation leave in excess of 60 days, or 90 days in the case of a compulsory transferee, the CEO may, on giving a minimum of two months notice, direct the employee to take up to one-quarter of the total available recreation leave. Our policy is to remind managers twice a year of the rec leave liability.
41. A total of 242 employees have more than 60 days recreation leave carried over. The cost of the excess leave is $1 993 572.
42.
- (a) Long service leave (LSL):
LSL leave accrued months 2174.
LSL leave accrued entitlement -
$14 710 309.32.
Actual LSL values are for employees with greater than 10 years service and pro rata LSL values are used for all employees with less than 10 years of service.
Recreation leave:
Rec leave accrued decimal days -48170.7.
Rec leave accrued entitlement -
$13 770 240.93.
Leave bonus - $747 263.00.
If no previous recreation leave credit has been entered, then pro rata leave has been calculated from 1 January 2010. For employees who commenced after this date, the commencement date has been used in the calculation.
- (b) See Attachment G.
- (c) Sick leave entitlements:
- Sick leave balance in weeks – 14 436.57.
- (d) Sick leave usage:
Total sick leave days taken – 7753.15.
43.
- (a) See Attachment H.
- (b) See Attachment H.
- (c) Sick leave entitlement for executive contract officers:
Sick leave balance in weeks – 1666.01.
- Individual sick leave balance does not include pro rata entitlements after last credit.
44. A total of 47 people received workers compensation for the 2009-10 financial year (up to 31 March 2010).
| Location | Time on Compensation |
| Alice Springs Urban | 168 |
| Darwin Urban | 1302 |
45. See Attachment I.
46. See Attachment J.
47. NT Treasury will be providing further information to answer this question on a whole of government basis considering sufficient disaggregated information is not available at a department level to answer the question.
48.
Classification | Total |
| AO2 | 3 |
| AO3 | 5 |
| AO4 | 15 |
| AO5 | 10 |
| AO6 | 12 |
| AO8 | 5 |
| CIO | 6 |
| COMPO | 1 |
| CPO | 10 |
| DSUP | 4 |
| EO1 | 8 |
| P2 | 2 |
| P3 | 2 |
| P4 | 1 |
| POFCR | 11 |
| POR | 4 |
| SIOR | 1 |
| SPOR | 7 |
| SUPP | 1 |
| T3 | 1 |
| T4 | 1 |
| T5 | 1 |
| Total | 111 |
- (a) Eight apprentices and four graduates commenced in the 2009-10 financial year (up to 31 March 2010).
- (b) Four apprentices graduated in February 2010. Four graduates have completed the year 1 July 2009 to 31 March 2010.
- (c) Two apprentices gained employment with the department, two obtained employment in Darwin; one in a Commonwealth government agency and one in the private sector. Three graduates secured employment with the department.
(d) One graduate has left the NTPS on completion of their 12-month graduate clerkship.
- (e) See Attachment K.
50.
- (a) There are 84 employees within the department who recognise themselves as Indigenous.
(b) See Attachment K.
- (c) See Attachment K.
- (d) Nil employees are tenured, staff within the department are either permanent or temporary employees.
(e) See Attachment K.
- (f) There are 10 Indigenous employees on higher duties as at 31 March 2010.
- For details, see Attachment K.
- (h) Nine Indigenous employees have left the department between 1 July 2009 and 31 March 2010. This information does not include casual employees.
- (i) It is inappropriate to request details on sick leave based on ethnicity or Aboriginality.
51.
- (a) In addition to salary, $12 713 394.64 was paid in employee allowances.
- (b) These allowances were paid in accordance with the PSEMA requirements. To break this down by position would be a breach of privacy. The allowances, and to what level they apply, are captured in the table at Attachment L.
- PIPS is the single government system through which salaries and allowances are calculated and paid for the department. The data provided in relation to the estimated cost is as provided by DBE and, for the period 1 July 2009 to 31 March 2010, is $12 713 394. Based on this information, the department estimates the annual cost to be approximately $16 951 102.
- (c) The allowances that attract the 9% Superannuation Guarantee Levy are captured in the table at Attachment L.
52. One hundred and thirty-eight (138) departmental staff have been issued with a corporate credit card as at 31 March 2010.
53. The DoJ Corporate Credit Card Policy states that there is to be no personal use of corporate credit cards. There are no outstanding transactions for personal items/services.
54. There have been two Northern Territory Correctional Services (NTCS) investigations relating to inappropriate use of computers in accordance with the NTCS Code of Conduct. As a result, two NTCS employees were cautioned.
55. There have been two NTCS investigations relating to inappropriate use of computers in accordance with the NTCS Code of Conduct. As a result, two NTCS employees were cautioned.
56. Insurance expense for the 2009-10 financial year (as at 31 March 2010) is $1.061m:
motor vehicles – includes NT Fleet and DoJ recoverable accident data - $60 000.
57. No areas were commercially insured as at 31 March 2010.
58. 901.6 tonnes (DoJ Fleet).
- 9161 tonnes (DoJ Buildings).
59. 859.6 tonnes (DoJ Fleet).
- 8122 tonnes (DoJ Buildings).
60.
The department has employed a consultant from Environ who is currently developing an Environmental Management System (EMS) for the department. The EMS consultancy commenced on 7 December 2009.
The DoJ Green Fleet Policy directs departmental vehicles used for operational purposes be selected from the range of vehicles with the lowest greenhouse emissions available at the time of supply.
DoJ participates in Earth Hour.
The Solicitor for the Northern Territory division (SFNT) has an active green team known as 'Green Justice' committed to implementing better environmental practices. The Green Justice team participated in the 2010 Clean Up Australia Day, Recycling Week and Plant a Tree Day.
DoJ is in the process of implementing a number of videoconferencing systems across its facilities in an endeavour to reduce the requirements for travel and, thereby, reduce greenhouse emissions.
DoJ is planning to undertake a project to improve the energy efficiency of lighting within the Magistrates Court.
61.
- (a)
10% under Energy Smart Building Policy.
- (b) Not applicable.
62. Lease costs:
- (up to 31 March 2010).
Fuel costs:
- (up to 31 March 2010).
63.
229 (light vehicles only).
64. Eighteen.
65. 78%.
66. One hundred and thirty-eight.
67. Executive contract officers entitled to home garage vehicles. Pool vehicles should be garaged in secure parking compounds or areas where approval has been provided to home garage (executive director approval required for short- to long-term home garaging).
68. Judicial Officers (CSIO).
- EO1 Executive Officers.
ECO1 – 6 Executive Contract Officers.
AO6 Licensing Inspectors (LRAS).
T3 – T5 Workplace Safety Officers (NTWS).
AO3 – AO5 Probation Parole Officers (NTCS).
AO6 – AO7 Manager, Community Corrections (NTCS).
T4 – 6 ASCC /DCC Security Systems Manager/Technician (NTCS).
AO3 Court Bailiff, Courts (CSIO).
AO7 Regional Officer, Community Justice Policy (PC).
AO8 Director, Community Justice Centre (CSIO).
69. See Attachment M.
70. $2 574 939.
71. Total projected cost for 2010 (2009-10 financial year) is $2 758 350. This amount is based on actual data to 31 March 2010 and extrapolated to 30 June 2010 on current trend.
72. See Attachment N.
73. See Attachment N.
74. The full year estimate for 2009-10 is $564 000.
75. Year-to-date expenditure as at 31 March 2010 is $197 000 noting this figure also includes advertising in magazines, online, and outdoor banners/signage.
Newspaper advertising - $63 271
Radio advertising - $23 628.45
Television advertising - $30 102.02.
76. The Moves campaign, Grog Running campaign, OCPID profile raising campaign, regional campaign for workplace safety, vendor disclosure legislation changes, Community Benefit Fund grants advertising, OHS legislation changes, Safe Work Week Australia, general liquor restrictions notifications and signage.
77. Consultancies has been interpreted to mean advertising consultancies as recorded under the Corporate Communications standard classification.
- Six consultancies at a cost of $14 968 were let by DoJ in the advertising area:
$50 000 will be spent by Licensing, Regulation and Alcohol Strategy on a local consultant (Dr Ian Crundall) to research, assess, and create Alcohol Management Plans for Gunbalanya and the Tiwi Islands. This is expenditure outside of the marketing and advertising categories.
141. Department of Resources – Output Groups
Mr WESTRA van HOLTHE to MINISTER for PRIMARY INDUSTRY, FISHERIES and RESOURCES
In relation to your portfolio areas within the Department of Resources, would you kindly respond to the following questions by output group in the department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
- (a) selection process commenced; and
(b) selection process (including position advertising) not commenced?
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave. What is the financial value of that leave;
- (b) what is the highest individual amount of accrued leave at each position level;
(c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009?
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave? What is the financial value of that leave;
(b) what is the highest individual amount of accrued leave at each employee level;
(c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009, at each employee level?
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
- (a) how many graduates started with the department;
- (b) how many have completed the year;
- (c) how many won nominal positions;
- (d) how many have left the NTG, and what was the time each stayed within the NTG before leaving; and
- (e) how much sick leave has been taken on average by graduates and apprentices?
50. In relation to Indigenous employees, in 2009:
- (a) how many employees do you have in your department that recognise themselves as Indigenous;
(b) what are the levels of their positions held;
- (c) how many at each level;
- (d) how many are tenured and at what level;
(e) how many are temporary and at what levels;
- (f) how many are acting up in positions and at what level;
- (g) how many have completed the year;
- (h) how many have left the NTG; and
(i) how much sick leave was taken, on average?
Allowances:
51. In regard to employee entitlements, for 2009:
- (a) In addition to salary how much was paid in employee allowances;
- (b) what are these allowances, to what level do they apply, and what is the annual estimated cost; and
- (c) do allowances these attract the 9% Superannuation Guarantee Levy and, if so, which allowances?
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
- (a) If yes, what % reduction is that from 2009; and
- (b) If no, why has a target not been set?
Vehicles:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
1. There are seven employees within the Human Resources (HR) function within the Department of Resources (DoR) as outlined below:
1 x EO1C Director HR
2 x AO8 Senior HR Consultants
1 x AO6 HR Advisor
3 x AO5 HR Advisor*
1 x AO3 HR Support Officer
- *1 x AO5 HR Advisor is currently on maternity leave with the position being temporarily backfilled.
2. Whole-of-government payroll services are provided by the Department of Business and Employment (DBE).
3. There have not been any instances where DoR has made errors in respect to payments or allowances as the payroll function lies solely with DBE.
4. Payroll services are charged on a notional basis. There is no cost differential for position levels. The cost differentials are between commencements, terminations, manually processed transactions (PTRs) (that is, payroll officer processing a transaction) and automatically processed pay transactions (that is, pay system processing a transaction).
For details, see Attachment A.
5. Costs are agreed between agency managers on a case-by-case basis. Generally, the recruiting agency covers relocation costs. With regard to transfers, dates are agreed between agencies and DBE Payroll is notified of the date of action.
6. The budget for the HR functional areas of DoR is $719 000.
7. The breakdown of the HR budget is below:
| Employee Payments | $657 000 |
| Travel Fares $4100 Accommodation $2000 Travel Allowance $1300 | $ 7 400 |
| Training | $ 1 000 |
9. In the 2009-10 financial year to 31 March 2010, two complaints of workplace bullying and harassment were lodged.
10. For details, see Attachment A.
11. The staff in the HR unit has remained constant with all positions being nominally and actually filled for the entire year.
12. All positions within the HR unit are permanently filled. However, one staff member is currently on maternity leave with the position being backfilled to cover the absence.
13. In the 2009-10 financial year to 31 March 2010, relocation costs for DoR was a total of $23 335.80.
14. Relocation costs per business unit is noted below:
- Corporate Management $ 800.00
Primary Industry $13 353.16
Executive $ 3 259.82
Fisheries $ 1 216.82
Minerals and Energy $ 4 706.00
- Total $23 335.80
15. Relocation and other appointment and termination expenses are ad hoc payments and sporadic in nature.
16. Public notification advertising expenditure, relating mainly to the Primary Industry Agribusiness Strategy and Hendra Virus Livestock Restrictions; Fisheries Mud Crab Management Plan and Recreational Fishing Possession Limits; Northern Territory Geothermal Energy Act; mining and native title statutory obligations; and Gazettal notices. 1 January 2009 to 31 March 2010 - $340 552.
- Marketing and promotion expenditure, relating to promotion of the Northern Territory and DoR, and includes advertising, displays, marketing materials and promotional items. 1 January 2009 to 31 March 2010 - $159 089.
17. Public notification advertising expenditure from 1 January 2009 to 31 March 2010 relating mainly to the Primary Industry Agribusiness Strategy and Hendra Virus Livestock Restrictions; Fisheries Mud Crab Management Plan and Recreational Fishing Possession Limits; Northern Territory Geothermal Energy Act; mining and native title statutory obligations; and Gazettal notices.
- Gazettal notices $ 11 113
Corporate $ 5 462
Primary Industry $ 7427
Fisheries $ 25 710
Minerals and Energy $290 840
Total $340 552
- Marketing and promotion expenditure and major programs from 1 January 2009 to 31 March 2010. Expenditure relates to promotion of the Northern Territory and DoR, and includes advertising, displays, marketing materials and promotional items.
18. See Attachment B.
19. Of these positions, 304 permanent staff work in their nominal positions; 83 permanent staff are on temporary transfers or are not held against a nominal position. There are currently 24.6 executive contract officers and 95 temporary staff who are on employment contracts or are casuals, apprentices or graduates.
20. The rate of turnover of staff in the 2009-10 financial year was 27.98%.
21. See Attachment C.
22. A vacancy is considered to occur when job requirements have been reviewed, funding is available and an approval to fill is granted. In the 2009-10 financial year up to 31 March 2010, 82 vacant positions existed within DoR.
23. Of the 82 vacant positions, 34 were permanent, and were vacant for an average of 61.65 days.
24.
- (a) and (b)
Of the 82 vacant positions, the selection process was commenced for all of them as at the 31 March.
25. There are currently 24.6 executive contract officers and 95 staff employed on a temporary contract.
26. During the above period, 71 positions were advertised by ‘expression of interest’.
27. See Attachment D.
28.Public Sector Instrument 15 allows the CEO to renew, on more than one occasion, all classifications of employees in accordance with section 34(5) of the Public Sector Employment and Management Act (PSEMA) and subject to specified conditions. This reduces the requirement to seek permission from the commissioner to extend a contract beyond a third extension. No requests have been submitted to the commissioner on the basis of a third contract extension.
29. Not applicable for this reporting period.
30. See Attachment D.
31. During this period, 63 positions were filled. They are broken down as follows:
Externally Recruited: 15
NTG Employee 34
Not Declared 14
Total 63
32. In the 2009-10 financial year to 31 March 2010, 26 positions were reclassified. The levels of these positions are as follows:
| No of Positions | Classification |
1 | AO2 |
3 | AO4 |
4 | AO7 |
3 | AO8 |
3 | EO1 |
1 | P1 |
1 | P3 |
4 | P4 |
23 | Total |
See Attachment E for details.
34. In the 2009-10 financial year to 31 March 2010, $3042 was spent on various training courses providing training, and skilling unattached employees.
35. In the 2009-10 financial year to 31 March 2010, one unattached officer secured employment within the private sector.
36. In the 2009-10 financial year to 31 March 2010, one unattached officer resigned.
37. The average cost of recruiting staff to DoR is $1269 per position.
38. In the 2009-10 financial year to 31 March 2010, $787.69 was allocated on average to each staff member for training and development, with a total training and study expenses budget being $371 000. DoR has an Organisational Development budget for Corporate Training initiatives to the value of $549 000. The Apprentice/Graduate Program and Indigenous Cadetships are included in this initiative. In addition to formal training, there is informal mentoring and on-the-job training provided across the agency.
39. See Attachment F.
40. Recreation leave is managed in accordance with the NTPS 2008–2010 Union Collective Agreement.
41. Not applicable. Recreation leave is managed in accordance with the NTPS 2008–2010 Union Collective Agreement.
42.
- (a) See Attachment G.
- (b) See Attachment G.
(c) As at 1 April 2010, the total sick leave entitlement for DoR was 10442.58 weeks.
- (d) A total of 3153.23 sick leave days were taken in the 2009-10 financial year up to 31 March 2010.
43.
- (a) The total amount of accrued leave for ECO1 and above employees in DoR, broken down by long service and recreation leave, and the financial value is shown at Attachment H.
- (b) Refer to 42(b) above for the highest individual amounts of ECO accrued leave.
- (c) As at 1 April 2010, the total sick leave entitlement accrued for ECO1 staff and above was 819.04 weeks.
- (d) To protect individual privacy, the total days of sick leave taken by ECO levels in the 2009-10 financial year up to 31 March 2010 is provided with the amount taken by all ECOs, being 19.44 days.
44. See Attachment H.
45. See Attachment I.
46. See Attachment J.
47. See Attachment K.
48. As at 31 March 2010, 80 employees were eligible for a return flight to Adelaide every two years. The levels of these employees are as follows:
| Classification | Number of Employees |
| AO3 | 5 |
| AO4 | 1 |
| AO5 | 2 |
| AO6 | 8 |
| AO7 | 7 |
| AO8 | 3 |
| EO1 | 1 |
| P1 | 1 |
| P2 | 6 |
| P3 | 7 |
| P4 | 7 |
| PH6 | 1 |
| PH7 | 1 |
| T2 | 2 |
| T3 | 11 |
| T4 | 13 |
| T5 | 1 |
- (a) Five apprentices and two graduates started with DoR. Note: Apprentice intakes occur in February and August annually.
- (b) Of these, two apprentices and two graduates completed the year.
- (c) In 2009, no apprentices or graduates won nominal positions.
- (d) Two apprentices left the NTG, one apprentice staying for eight months; with the other being employed for two months.
- (e) The average sick days taken by apprentices was 9.20 days and graduates was 2.00 days.
50. (a) to (i).
The government considers it inappropriate to ask about sick leave usage based on a person’s ethnicity.
51. In relation to employee entitlements for 2009:
- (a) In addition to salary, $1 339 218.23 was paid in employee allowances.
- (b) The allowances and to which level they were paid to is shown in the below table.
The annual estimated cost: $1 339 218.23/9 x 12 = $1 785 624.31.
- (c) See Attachment L.
52. There were 179 corporate credit cards (CCC) issued to DoR officers as at 31 March 2010.
53. There were no outstanding transactions relating to the use of CCCs to pay for personal items and services as at 31 March 2010.
54. There were no reports of the improper use of Information Technology (IT) during the period 1 July 2009 to 31 March 2010.
55. No formal disciplinary action was necessary, as there was no reported improper use of IT during the above period.
56. From 1 July 2009 to 31 March 2010, $3743.39 was spent on insurance expenses made up of:
Worker and employee insurances Nil
Physical plant and equipment
insurances Nil
Other insurances $3743.39.
57. All areas of DoR are self-insured except for the following commercial policies:
- Corporate policy for overseas travel insurance (Covermore Insurance) - $ 953.05.
Travel and baggage insurance for official travel - four trips (QBE) - $ 36.36.
Broadform public liability bodily injury/property damage for volunteers (TIO) - $2753.98.
Total - $3743.39.
- The Covermore travel insurance policy is due for renewal in November 2010. The four QBE domestic travel insurance policies are valid only for the trip. The TIO Broadform and personal accident policies are due for renewal in July 2010.
- The nature of the overseas travel insurance is such that the policy extends over a broad range of cover, all with varying level of benefits or exclusions thresholds, ranging inter alia from hospital incidentals, loss of income, disability, accidental death, luggage allowance to travel delay and the likes. It is, therefore, impractical to detail a full listing of specific thresholds.
For Broadform insurance, the limit of indemnity is $5m on any one occurrence during the policy period. The property damage excess is $500. For personal accident insurance, the accident excess is seven days with policy aggregate limit for any one event of $750 000 and sum insured for weekly benefit accident of $500, capital benefits of $50 000 and paramedical of $1000.
58. The NTG has committed to become carbon neutral by 2018 under the Northern Territory Climate Change Policy. Under this target, whole-of-government systems to account for greenhouse gas emissions according to recognised international greenhouse accounting standards will be progressively rolled out over the next eight years for government processes.
- Currently, the NTG reports against building energy consumption use by government agencies with more than 50 full-time equivalent staff members, and for vehicle emissions from Northern Territory Fleet vehicles.
59. In 2007-08, DoR’s preliminarybuilding energy consumption was 18 114 gigajoules corresponding to 3716 tonnes of greenhouse gas emissions. In 2008-09, DoR’s preliminarybuilding energy consumption was 18 282 gigajoules corresponding to 3920 tonnes of greenhouse gas emissions. However, compared to the 2004-05 base year of 21 130 gigajoules and 4255 tonnes of greenhouse gas emissions, it represented a 13.5% and 7.9% reduction respectively.
- Note that the greenhouse coefficients which determine that amount of greenhouse gas emissions associated with energy used are reviewed and updated regularly by the Commonwealth government. Changes in the coefficient have resulted in a reduction in energy usage and greenhouse gas emissions since the 2004-05 baseline.
The Northern Territory government Energy Smart Buildings Policy sets an energy intensity reduction target of 10% for the 2010-11 financial year. DoR is continuing to implement energy conservation measures and achieve the reduction target.
Emission from fleet vehicles for 2008 was 718.9 tonnes of greenhouse gas.
60. DoR has initiated a number of strategies to reduce its carbon emissions during 2008-09 including:
Downsizing of the No 1 (main) generator at Daly to work in synergy with the new electrical switchboard that was replaced in 2009-10.
Ongoing replacement of room air-conditioners with contemporary inverter split system air-conditioners.
Ongoing housekeeping and education.
61.
- (a) and (b)
- DoR is working towards the reduction target set in the Northern Territory government Energy Smart Buildings Policy for the 2010-11 financial year.
In addition, DoR is working towards the reduction target set in the Northern Territory Greening the Fleet Strategy that aims to reduce emissions from the Territory government’s passenger and light commercial fleet by 20% by 2014 and 50% by 2020. For 2009, DoR’s target for CO2 on motor vehicles is a 4% reduction. Individual agency targets have been set based on opportunity for greenhouse gas reduction from the agency’s vehicle replacement program.
62. DoR’s expenditure on vehicles covering the period 1 July 2009 to 31 March 2010 totalled $1 777 738 (GST exclusive).
63. DoR is responsible for 129 light commercial and passenger vehicles and 19 heavy vehicles, plant and equipment as at 31 March 2010.
64. As at 31 March 2010, the number of vehicles in DoR had reduced by 21 over the previous year.
65. As at 31 March 2010, 67% of DoR’s vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide. This measure is only applied to the 129 light commercial and passenger vehicles as no base data is available from the Green Vehicle Guide for DoR’s19 heavy vehicles.
66. The number of DoR Fleet vehicles which have approval for home garaging, subject to an annual review, is 26. This excludes 22 executive contract officer (ECO) vehicles that are home garaged as part of the executive contract.
67. Home garaging is covered under DoR’s Vehicle Management Policy and Procedures (VMPP). The VMPP provides that ’Home garaging will be considered where it can be demonstrated the position (not staff member) can justify improved operational effectiveness to meet core business activities’. Only the chief executive (CE) can approve permanent home garaging which is reviewed annually on 31 March to coincide with the Fringe Benefits Tax year.
68. Fleet vehicles approved for home garaging are not linked to any specific position levels, but rather are attached to positions on a case-by-case basis subject to an annual review and approval by the CE as outlined in Questions 66 and 67.
69. See Attachment M.
70. For the period 1 July 2009 to 31 March 2010, DoR’s cost of power was $642 324 and water was $31 408.
71. Power cost for the financial year commencing 1 July 2010 is expected to increase by 5% as per the announcement made by the Treasurer in April 2009. Against this increase will be some cost reductions attributable to the agency implementing energy saving initiatives identified through building audits and funded through Works Programming appropriations, combined with an ongoing education program, and reminders to turn off lights and equipment at the end of the day.
- As with power, water cost is similarly set to increase in line with the announcement made by the Treasurer in April 2009 of 20% annually for each of the three years commencing 1 July 2009.
72. Answer incorporated with Question 73.
73. Note: all amounts are GST inclusive.
2. Sponsorship – Charles Darwin University Best 2nd Year Geographic Information Systems (GIS) Student Award for $250 paid in May 2009. DoR will be supporting the award again in 2010.
3. Northern Territory Institute of Public Administration Australian $1100.
4. Minerals Council NT Annual Dinner $3025.
5. Science Schools Foundation $1050.
6. Royal Agricultural Society Northern Territory Incorporated (Darwin Show) 2009. Approved financial sponsorship of $3080 to support the ’Export Cattle’ and ‘Junior Judging’ events. The same amount will be paid for 2010.
7. Northern Territory Cattlemen’s Association (NTCA) Annual Conference 2009 and 2010. Financial sponsorship of $5500 per conference. It is anticipated that the same level of sponsorship will be provided in 2011.
8. Centralian Beef Breeders Association. Approved financial sponsorship of $1100 paid January 2010 to support the purchase of trophies for various cattle events at the Alice Springs Show July 2010. Sponsorship for 2011 may be considered subject to applications received and available funds.
9. Australian Bureau of Agricultural and Resource Economics (ABARE) Regional Outlook Conference held in October each year $1100 paid in 2009 for conference participant.
10. Primary Industries Business Information day held 19 March 2010 in Katherine. Estimated in-kind salary and on-costs approximately $30 000 and actual operational costs $6000. Another information day will be held in 2011.
11. Primary Industries also has a display at all the annual Northern Territory Shows.
12. Australian Mango Industry Association (AMIA) sponsorship for the 7th Australian Mango Conference held in Cairns, May 2009. Financial sponsorship of $4000.
13. NTCA ‘Calves in the School program’ excursion for Alawa Primary School children to Douglas Daly Research Farm. Financial sponsorship of $1000. Sponsorship may be provided in 2011 if the program continues.
14. Approved support to the Australian Entomological Society’s 40th Annual General Meeting and Scientific Conference 25 to 28 September 2009, in-kind support from Entomologists approximately $2500.
16. Top End Fishing Festival $2000.
17. Women in Agriculture $1100.
Approved support to the AMIA Conference May 2011. In-kind support of 0.4FTE (approximately $40 000) from Plant Industries Division staff.
Possible sponsorship of the 2011 Northern Australian Beef Update Conference to be held in Darwin, August 2011. Level of sponsorship yet to be determined.
Possible sponsorship to the Freds Pass Show to support the ‘Rural Young Achiever’ event.
Possible sponsorship to the Royal Agricultural Society Northern Territory Inc (Darwin Show) Export Cattle’ and ‘Junior Judging’ events.
Possible sponsorship to the ABARE Regional Outlook Conference held October each year, alternates between regional centres.
Approved support to the National Termite Diagnostic Training Workshop (November 2010) funded by the Commonwealth Department of Agriculture, Fisheries and Forestry, but with in-kind support of approximately two weeks of entomologists’ time to organise and run the workshop, approximately $7600.
74. Public notification advertising budget, relating mainly to DoR’s statutory obligations and Gazettal notices. 2009-10 Budget - $141 950.
- Marketing and promotion advertising budget, relating to promotion of the Northern Territory and DoR. 2009-10 Budget - $28 200.
Total advertising budget. 2009-10 Budget - $170 150.
75. See Attachment M.
76. See Attachment N.
77. See Attachment N.
142. Department of Housing, Local Government and Regional Services – Output Groups
Mr WESTRA van HOLTHE to MINISTER for LOCAL GOVERNMENT
In relation to your portfolio areas within the Department of Housing, Local Government and Regional Services, would you kindly respond to the following questions by output group in each department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
- (a) selection process commenced; and
(b) selection process (including position advertising) not commenced?
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave. What is the financial value of that leave;
- (b) what is the highest individual amount of accrued leave at each position level;
- (c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009?
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave? What is the financial value of that leave;
(b) what is the highest individual amount of accrued leave at each employee level;
(c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009, at each employee level?
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
- (a) how many graduates started with the department;
- (b) how many have completed the year;
(c) how many won nominal positions;
- (d) how many have left the NTG, and what was the time each stayed within the NTG before leaving; and
- (e) how much sick leave has been taken on average by graduates and apprentices?
50. In relation to Indigenous employees, in 2009:
- (a) how many employees do you have in your department that recognise themselves as Indigenous;
(b) what are the levels of their positions held;
- (c) how many at each level;
- (d) how many are tenured and at what level;
- (e) how many are temporary and at what levels;
- (f) how many are acting up in positions and at what level;
- (g) how many have completed the year;
(h) how many have left the NTG; and
- (i) how much sick leave was taken, on average?
Allowances:
51. In regard to employee entitlements, for 2009:
- (a) In addition to salary how much was paid in employee allowances;
(b) what are these allowances, to what level do they apply, and what is the annual estimated cost; and
- (c) do allowances these attract the 9% Superannuation Guarantee Levy and, if so, which allowances?
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
- (a) If yes, what % reduction is that from 2009; and
- (b) If no, why has a target not been set?
Vehicles:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
This question requires a whole-of-agency response and will be addressed by minister Chris Burns as the Senior Minister for the Department of Housing, Local Government and Regional Services within his answer to Written Question 127.
143. Department of Health – Output Groups
Mr CONLAN to MINISTER for HEALTH
In relation to your portfolio areas within the Department of Health, would you kindly respond to the following questions by output group in the department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
- (a) selection process commenced; and
(b) selection process (including position advertising) not commenced?
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave. What is the financial value of that leave;
- (b) what is the highest individual amount of accrued leave at each position level;
- (c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009?
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave? What is the financial value of that leave;
- (b) what is the highest individual amount of accrued leave at each employee level;
- (c) what is the current total of sick leave entitlement of employees in the department; and
(d) how many days sick leave were taken in 2009, at each employee level?
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
- (a) how many graduates started with the department;
(b) how many have completed the year;
- (c) how many won nominal positions;
- (d) how many have left the NTG, and what was the time each stayed within the NTG before leaving; and
- (e) how much sick leave has been taken on average by graduates and apprentices?
50. In relation to Indigenous employees, in 2009:
- (a) how many employees do you have in your department that recognise themselves as Indigenous;
- (b) what are the levels of their positions held;
- (c) how many at each level;
- (d) how many are tenured and at what level;
- (e) how many are temporary and at what levels;
- (f) how many are acting up in positions and at what level;
(g) how many have completed the year;
- (h) how many have left the NTG; and
- (i) how much sick leave was taken, on average?
Allowances:
51. In regard to employee entitlements, for 2009:
- (a) In addition to salary how much was paid in employee allowances;
- (b) what are these allowances, to what level do they apply, and what is the annual estimated cost; and
- (c) do allowances these attract the 9% Superannuation Guarantee Levy and, if so, which allowances?
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
- (a) If yes, what % reduction is that from 2009; and
- (b) If no, why has a target not been set?
Vehicles:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
1. There are 15 HR consultants as follows:
Executive Officer x 1;
Administrative Officer level 8 x 1;
Administrative Officer level 7 x 4;
Administrative Officer level 6 x 8; and
Administrative Officer level 4 x 1.
2. None, whole-of-government payroll services are provided by the Department of Business and Employment.
3. Two hundred and forty-eight instances. Some errors are due to information being provided by employees, the employers and/or the service providers that is not timely and/or is incorrect.
4. In 2009-10 (as at 31 March 2010) the notional charges to the department was $5 880 705.98.
- DBE payroll services are charged to agencies on a notional basis. There is no cost differential for position levels. The cost differentials are between commencements, terminations, manually processed (PTR) transactions (that is, payroll officer processing a transaction) and automatically processed pay (PTR) transactions (that is, pay system processing a transaction).
5. Costs are agreed between agency managers on a case-by-case basis. Generally, the recruiting agency covers relocation costs. With regard to transfers, dates are agreed between the agencies, and the Department of Business and Employment payroll is notified of date of action.
6. $1 286 000 (personnel).
$ 155 300 (operational).
7. In 2009-10 (as at 31 March 2010) $25 908 was expended on training and development for the HR functional unit.
- In 2009-10 (as at 31 March 2010) $9155 was expended on travel including accommodation and travel allowance for the HR functional unit.
8. Yes, whole-of-government payroll services manages non-executive, and contract executive.
9. Twenty-seven.
10. In 2009-10 (as at 1/4/2010) publishing costs for international, local, national publications and advertisement production costs totalled $2 118 146.
See Attachment A.
11. In the last two years, one AO7 has moved permanently elsewhere within the department and one AO4 has resigned.
12. See Attachment A.
13. In 2009-10 (as at 30 April 2010), a total of $2 725 574.69 was spent on relocation (includes recruitment airfares, removal and storage, relocation allowance, criminal history checks).
14. See answer above.
15. No specific amount is allocated for relocation costs; however, work units budget for relocation as part of their normal operational budget.
16. A total of $661 629 has been spent in 2009-10 (to 1 April 2010) on advertising and marketing programs (excludes tender and recruitment advertising).
17. See Attachment B.
18. See Attachment C.
19. See Attachment D.
20. 40.68%.
21. See Attachment E.
22. ‘Establishment’ is a traditional method of aligning positions, structures, and budgets. Operational staff in hospitals, for example, are not held against a position so to allow for full deployment flexibility to meet changing clients need. This explains why some staff are not held against a nominal position.
23. ‘Establishment’ is a traditional method of aligning positions, structures, and budgets. Operational staff in hospitals, for example, are not held against a position so to allow for full deployment flexibility to meet changing clients need. This explains why some staff are not held against a nominal position.
24.
(a) and (b)
In 2009-10 (as at 31 March 2010), 720 vacancies were advertised.
As at 31 March 2010, 90 vacancies were pending recruitment action.
Recruitment activities undertaken in 2009-10 include:
Medical Officers:
Advertisement for all hospitals in The Weekend Australian (June 2009);
Advertisement for Rural Medical Practitioners in The Weekend Australian, NT News, Centralian Advocate; medical journals and relevant websites (July 2009);
DHF ‘Medical Officers Opportunities’ website developed in June 2009 has been updated for 2011 Junior Medical Officer Recruitment campaign. All JMO applications are directed to this website;
In 2010, Royal Darwin Hospital had a 70% retention rate of 1st year medical officers.
Nursing:
In November 2009, advertisements for remote area nurses and midwives were placed in The Weekend Australian, NT News, Centralian Advocate; and Nursing Careers websites;
These campaigns are in addition to normal recruitment efforts by the five hospitals; and Remote, Community Health and Mental Health services;
As at May 2010, the new Nursing and Midwifery website launched in November 2009, has received 5514 visits;
From April 2009 to April 2010, 918 nurses were recruited across Acute Care, Health and Wellbeing; and Public Health Services.
In addition, NT Families and Children advertised for remote child protection professionals in The Weekend Australian, Brisbane Courier, Koori Mal, Katherine Times and relevant websites in August and September 2009; January and March 2010.
25. In 2009-10 (as at 31 March 2010), a total of 3385 people were employed on a temporary contract. This number represents ‘Head Count’ and includes part-time, staff on temporary employment contracts, casuals, board members, executive contractors, apprentices and graduates.
26. Four hundred and seventy-seven.
27. During the period 1 January 2008 to 1 April 2010, a total of 1427 temporary contracts were extended.
Extended once 1087
Extended twice 266
Extended x 3 59
Extended x 4 11
Extended x 5 2
Extended x 6 1
Extended x 7 1
# Contracts affected 1427
Total No of Contract
extensions processed 1863
28. Public Sector Instrument 15 allows the CEO to renew on more than one occasion all classifications of employees in accordance with section 34(5) of the Public Sector Employment and Management Act (PSEMA) and subject to specified conditions. This reduces the requirement to seek permission from the commissioner to extend a contract beyond the third extension.
29. Not applicable.
30. Time is based on number of working days between the advertising of a position, and the gazetting of the successful applicant on the NT Employment Opportunities website.
See Attachment F.
31. The reporting source is based on a voluntary declaration by the applicant when applying for a job. Information is collected in advertised recruitment actions for permanent and temporary staff, not including Expression of Interest recruitment. This report represents recruitment actioned during the period of 1 July 2009 to 31 March 2010.
- External Recruit 144
Not Declared 234
Total 667
32. See Attachment G.
33. In 2009-10 (as at 31 March 2010), the department had a total of 1507 unattached employees.
- ‘Establishment’ is a traditional method of aligning positions, structures, and budgets. Operational staff in hospitals, for example, are not held against a position so to allow for full deployment flexibility to meet changing clients need. This explains why some staff are not held against a nominal position.
34. Data is unable to be separated for ‘unattached’ employees.
35. ‘Establishment’ is a traditional method of aligning positions, structures, and budgets. Operational staff in hospitals, for example, are not held against a position so to allow for full deployment flexibility to meet changing clients need. This explains why some staff are not held against a nominal position.
36. In 2009 (as at 31 December 2009), a total of 376 unattached employees separated from the department.
37. The recruitment of staff includes direct and indirect costs and this data is not currently collected.
38. $600 is allocated per person, this excludes Professional Development Allowance.
39. See Attachment H.
40. Recreation leave is managed in accordance with the Northern Territory Public Sector 2008-2010 Union Collective Agreement.
41. Not applicable. Please refer to Union Collective Agreement.
42.
- (a) See Attachment I.
- (b) See Attachment J.
- (c) 54 437.12 weeks (as at 31 March 2010).
- (d) 37 653.98 days (as at 31 March 2010).
43.
(a)
Rec leave accrued decimal days -
1926.8.
- Rec leave accrued entitlement - $1 686 373.48.
(b)
Classification description and rec accrued in days -
Exec Off 1 Cntr 56.9
Exec Off 2 Cntr 116.5
Exec Off 3 Cntr 34.3
Exec Off 4 Cntr 72.6
- (c) 1480.64 weeks.
(d)
Classification description and sick leave days taken -
EO1 - Executive Contract 47.86
EO2 - Executive Contract 54.05
EO3 - Executive Contract 11.00
EO4 - Executive Contract 3.84
44. See Attachment K.
45. As at 31 March 2010, a total of 104 people were on workers compensation.
46. As at 31 March 3010, a total of 360 people were on sick leave or extended leave (excluding recreation leave), longer than three weeks.
| Type | No of staff |
| Sick | 25 |
| Compensation | 4 |
| Long Service Leave | 30 |
| Miscellaneous (Paid) | 120 |
| Miscellaneous (Unpaid) | 181 |
Leave awaiting approval or awaiting processing are not included in this report. Miscellaneous leave includes (but is not limited to) maternity leave, leave without pay, sick leave without pay, secondment, study leave and extended absences consisting of multiple leave types.
47.
Yes, the department has 118 staff (as at 31 March 2010) under the old Commonwealth Superannuation Scheme.
With regards to the CSS liability, NT Treasury will be providing an answer to this component of the question on a whole-of-government basis.
The optimal retirement age is 54 yrs and 11 months.
| Age groups | No of staff |
0 – 50 | 30 |
51 - 60 | 65 |
61 - 70 | 19 |
71 + | 4 |
48. As at 31 March 2010, there are 347 staff who receive airfare entitlements.
| Classification | No of Staff |
| AH 2/3 – AH6 | 8 |
| AO1 – AO8 | 107 |
| EO | 3 |
| N1 – N7 | 131 |
| P1 – P4 | 26 |
| PH2 – PH6 | 43 |
| T1 – T6 | 23 |
| Other | 6 |
‘Other’ includes – clinical managers, medical officers, registrars, specialists.
49.
(a)
NTPS Apprenticeship Program (13).
Graduate Nurse Program (97) – 88 Registered Nurse (Bachelor of Nursing); nine Enrolled Nurse (Certificate IV).
(b)
- Apprentices (11); Graduates (1) YTD
Graduate Nurse Program (72).
(c)
Nil under the NTPS Apprenticeship Program, as reporting period is within the 1st year of service.
(d)
Nil in terms of the NTPS Apprenticeship Program. Casual (6.1 months) and temporary (3.3 months).
50.
- (a) 476.
See Attachment L.
- (d) 271. See Attachment L.
- (e) 205. See Attachment L.
- (f) 60 staff.
| Classification | No of Staff |
| AH 2/3 – AH6 | 12 |
| AO2 – AO8 | 41 |
| ICS | 1 |
| EO | 1 |
| N3 – 5 | 2 |
| P4 | 1 |
| PH2 - 5 | 2 |
- (g) Not applicable.
- (h) 118 left the department; however, some may have been employed elsewhere within NTG.
- (i) The government considers it inappropriate to ask about sick leave usage based on a person’s ethnicity.
51.
- (a) $50 412 056.34.
- (b) These allowances were paid in accordance with PSEMA requirements. To break this down by each category would be a breach of privacy.
- (c) See Attachment M.
52. Two hundred and forty-eight.
53. Zero items outstanding for personal items purchased on corporate credit cards.
54. Three.
55. Two.
56. $109 918.37.
57. The department has a policy of ‘self-insurance’ for all risks with the exception of public liability insurance relating to the foster carers, for which an exemption from the Treasurer has been granted as per Treasurer’s Direction R2.1.5.10. In addition, the department has provided reimbursement to medical professionals where they have been contracted to provide services on behalf of the department. In some cases, these reimbursements have included an element of professional indemnity expense that the doctors have incurred.
58. In 2008-09, the Department of Health and Families preliminary building energy consumption was 296 113 gigajoules corresponding to 50 267 tonnes of greenhouse gas emissions.
59. In 2007-08, the Department of Health and Families preliminary building energy consumption was 293 100 gigajoules corresponding to 47 333 tonnes of greenhouse gas emissions.
60. The Department of Health and Families initiated a number of strategies to reduce its carbon emissions during 2008-09 including:
A $1.1m replacement of two small Royal Darwin Hospital air-conditioning chillers with frictionless, magnetic bearing chillers.
Cogeneration scoping studies for Royal Darwin Hospital and Alice Springs Hospital.
These investigations resulted in recent additional funding for:
Cogeneration at Alice Springs Hospital.
Switching the RDH boilers from diesel to LPG.
A $405 000 upgrade of 3500 RDH light fittings.
Further savings investigations and funding applications under way.
Collectively, these initiatives are predicted to save over $1m per annum and 4500 tonnes of CO2 per annum (9% to 10% of DHF’s emissions).
61.
(a) and (b)
- The Department of Health and Families is working towards the reduction target set in the Northern Territory government Energy Smart Buildings Policy for the 2010-11 financial year.
62. $10 283 000 (as at 31 December 2009).
Lease payments $ 6 889
Short-term hire $ 304
Private car rental $ 108
Fuel, repairs and
maintenance, other $ 2 982
Total $10 283
63. As at 31 March 2010, the department had 583 vehicles.
64. Additional 23 vehicles.
65. 76% of passenger vehicles.
66. One hundred and twelve vehicles.
67. Refer to departmental policy.
68. Refer to departmental policy.
69. See Attachment N.
70. In 2009-10 (as at 30 April 2010), the total cost of power and water consumption was $10 747 054. This is a saving of $453 130 compared to 2008-09 expenditure of $11 200.184.
2009-10 (as at 30 April 2010):
Power consumption total cost $9 783 957
Water and Sewerage
Consumption $ 963 097
Note: Power costs include DHF owned and leased premises.
71. Projected cost for power and water in 2010-11 is $11 069 465.
72. 1 January 2009 to 1 April 2010:
2009 Show Circuit
2009 Seniors Month
Official Opening of Kalkarindji Health Centre
2009 Aboriginal Health Worker Awards
Opening of Wurrimiyanga Well Being Centre
First Line and Middle Managers Graduation
Ceremony
2009 Nursing and Midwifery Excellence
Awards
Launch – Midwifery Group Practice
Conference – Health Professional Teaching
and Learning Conference
2010 NT Falls Prevention
Projected 2010-11:
2010 Show Circuit
2010 Aboriginal Health Worker Awards
First Line and Middle Managers Graduation
Ceremony
2010 Nursing and Midwifery Excellence
Awards
Official Opening of the Office of Disability
Media – Photography – Seniors
2010 Seniors Month
73. $60 136.
74. $700 000.
75. $661 629 (excludes tender and recruitment advertising).
- Print $307 229
B&W $245 783
Colour $ 61 446
- (external) $ 401
- Radio $112 506
TV $216 522
Magazines/journals/online
design $ 14 330
Outdoor banners $ 10 641
Total $661 629
76. Advertising Campaign:
- Youth Round Table
Companion Card
‘Nobody Smokes Here Anymore’ Indoor Smoking Bans in Pubs, Club and Restaurants
Swine Flu Vaccination Campaign
National Youth Week 2010
‘Be Someone. Report it’ Domestic and Family Violence social marketing campaign
White Ribbon Day
‘Safe Kids. Strong Future’
Office of Aboriginal and Torres Strait Islander Health (OATSIH)
Oral Health Campaign
Seniors Card Campaign
144. Department of Natural Resources, Environment, the Arts and Sport – Output Groups
Mr CHANDLER to MINISTER for NATURAL RESOURCES, ENVIRONMENT and HERITAGE and MINISTER for PARKS and WILDLIFE
In relation to your portfolio areas within the Department of Natural Resources, Environment, the Arts and Sport, would you kindly respond to the following questions by output group in each department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
- (a) selection process commenced; and
(b) selection process (including position advertising) not commenced?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave. What is the financial value of that leave;
- (b) what is the highest individual amount of accrued leave at each position level;
- (c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009?
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave? What is the financial value of that leave;
(b) what is the highest individual amount of accrued leave at each employee level;
- (c) what is the current total of sick leave entitlement of employees in the department; and
(d) how many days sick leave were taken in 2009, at each employee level?
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
- (a) how many graduates started with the department;
- (b) how many have completed the year;
- (c) how many won nominal positions;
- (d) how many have left the NTG, and what was the time each stayed within the NTG before leaving; and
- (e) how much sick leave has been taken on average by graduates and apprentices?
50. In relation to Indigenous employees, in 2009:
- (a) how many employees do you have in your department that recognise themselves as Indigenous;
- (b) what are the levels of their positions held;
- (c) how many at each level;
- (d) how many are tenured and at what level;
- (e) how many are temporary and at what levels;
- (f) how many are acting up in positions and at what level;
- (g) how many have completed the year;
- (h) how many have left the NTG; and
- (i) how much sick leave was taken, on average?
Allowances:
51. In regard to employee entitlements, for 2009:
- (a) In addition to salary how much was paid in employee allowances;
- (b) what are these allowances, to what level do they apply, and what is the annual estimated cost; and
- (c) do allowances these attract the 9% Superannuation Guarantee Levy and, if so, which allowances?
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
- (a) If yes, what % reduction is that from 2009; and
(b) If no, why has a target not been set?
Vehicles:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
1. The Department of Natural Resources, Environment the Arts and Sport Human Resources work unit consists of 12.1 FTEs. The position levels are:
1 x EO1C – Director HR Services
1 x AO8 – Strategic Workforce Project Officer
2 x AO7 – Senior HR Consultant
3.1 x AO6 – HR Consultant (1 based in Alice Springs)
1 x AO5 – Early Careers Coordinator
1 x AO5 – HR Officer
1 x AO4 – HR Support Officer
1 x AO4 – Graduate
1 x AO3 – Administrative Assistant
2. No NRETAS HR service staff are employed to perform or assist with the payroll function of the department. Whole-of-government payroll services are provided by Department of Business and Employment (DBE).
3. Processing payments and allowances is a function of DBE. DBE has advised that overpayments recorded for the department for 2009-10 (to 1 April) was $59 230, with $16 919 already recovered.
4. DBE payroll services are charged to agencies on a notional basis. There is no cost differential for position levels. A notional charge of $676 060 is issued to NRETAS for 2009-10 (to 1 April 2010).
5. Costs between departments in relation to payroll, including transfers and relocating staff, are agreed between agency managers on a case-by-case basis. Generally, the recruiting agency covers relocation costs. With regard to transfer dates, these are agreed between the agencies and DBE payroll is notified of the date of action.
6. The budget of the Human Resources functional area in 2009-10 is $1.804m.
7. The breakdown of the Human Resources budget relating to employee payments and operational expenses is:
employee payments - $1.195m.
operational - $0.609m.
In 2009-10 (to 31 March), expenditure on travel was $23 047; training $266 112; and accommodation $9289.
8. DBE’s whole-of-government payroll services manages executive and non-executive contract officers.
9. Four formal complaints of bullying and harassment were made to the department’s HR Services Unit during 2009-10 (to 31 March).
- The whole-of-government staff survey by OCPE detailing NRETAS’ responses reported that:
10% of those surveyed have used the organisation’s grievance or dispute process. As this includes formal and informal approaches, some of the above figures could have been dealt with informally.
10. See Attachment A.
11. In the period of 1 July 2009 to 1 April 2010, the HR services team had one AO2 Administrative Assistant resign to move interstate and one AO3 Personal Assistant transfer to another department. This equates to an attrition rate of 16.5%.
12. The NRETAS HR services work unit’s current state of employment is:
- Position 26115 – AO3 – Personal Assistant. This position is nominally filled by a permanent NTG employee on temporary transfer to another department (due to return in December 2011). This position is actually filled by an employee on temporary contract (since February 2010).
Position 22668 – AO4 – People and Learning Support Officer. This position is to be abolished (vacant since 2007).
Position 16308 – AO4 – HR Support Officer. This position is currently going through permanent recruitment action. At present, it is being filled by a permanent NTG employee on higher duties allowance (HDA) (since February 2010).
Position 24713 – AO6 – Early Careers Coordinator. This position is filled by a permanent employee on HDA (since May 2008) at the AO5 level. The nominal occupant had been acting in Pn 27356 until early May this year, and has now moved on temporary transfer to another division (for six months).
Positions 18273 and 18271 – AO6 – HR Consultant. These positions are filled by permanent NRETAS employees. Pn 18271 is filled by a permanent full-time employee. Pn 18273 is filled by two permanent part-time employees (0.6 and 0.5 FTE).
Positions 18272, 27354 and 0563 – AO7 – Senior HR Consultant. Pn 18272 has been permanently filled since November 2006. Pn 27354 is currently filled by a permanent NTG employee on HDA since January 2009. Recruitment action is currently being undertaken to fill this position. Pn 0563 has been nominally filled since February 2007, however, the employee has been acting on HAD in another division since November 2008.
Position 14874 – AO7 – Snr Project Officer. This position is to be abolished (vacant since 2006).
Position 11591 – AO8 – Manager HR and Legal Services. This position is surplus and will be abolished (vacant since 2007).
Position 27356 – AO8 – Strategic Workforce Project Officer. This position has recently become vacant. There is current recruitment action to fill this position permanently.
Position 28804 – ECO1 – Director HR and Legal Services. This position is filled by an executive contract officer.
- Supernumerary – AO5 – HR Officer. Position filled by permanent employee on HAD since February 2010. This is a newly-identified role and will be formally created and filled.
- Supernumerary – Graduate Trainee. Business Graduate trainee on temporary contract until January 2011.
13. $51 000 in 2009-10 to 31 March 2010.
14. See Attachment A.
15. NRETAS does not allocate budget for relocation and other appointment and termination expenses. Payment of expenses are requested from managers and approved on a case-by-case basis.
16. The total spend for advertising and marketing in 2009-10 (to March 31) was $0.832m.
- A breakdown of the funding source is shown at Attachment B.
17. There were 25 major advertising programs in 2009-10 (to 31 March) totalling $644 018.
See Attachment C for a list of the programs/projects valued at $5000 or above.
18. See Attachment D.
19. As at 1 April 2010, the department (NRETAS and TWP) had 501 staff who were substantively filling positions and 493 staff who were either acting in positions or on temporary appointment. Note, these are individuals, not FTEs.
20. The turnover rate of staff in the department (NRETAS and TWP) was 28.11%.
21. See Attachment E.
22. The department has a total of 219 vacant positions listed in PIPs; however, the assessment of positions within the agency against those recorded in PIPs has not been completed. It is expected that a large number of these positions will be deleted as the number has been impacted as a result of NRETAS evolution from other agencies over a number of years.
23. Before a vacant position is advertised, delegated officers evaluate funding availability and priorities of the business unit. Once the need to fill has been established, the department’s positions are filled in approximately 60 days. There are exceptions, such as positions that need to be redesigned, are difficult to recruit to, or have external funding requirements that can extend the time a position is vacant beyond the average.
24.
- (a) and (b)
- The selection process has commenced for 27 positions for permanent appointment, and 26 positions for temporary appointment.
No selection process has commenced for remaining166 positions recorded in PIPs. It is expected that a large number of these positions will be deleted as the number has been impacted as a result of NRETAS evolution from other agencies over a number of years.
25. As at 1 April 2010, the NRETAS had a total of 224 staff employed on temporary contract.
26. In the period 1 January 2008 to 1 April 2010, NRETAS advertised a total of 129 positions as ‘expression of interest’ (that is, short-term temporary vacancies or development opportunities).
27. See Attachment F.
28. The department has not sought the commissioner’s permission to extend contracts during 2009-10 (to 31 March).
29. The department has not sought the commissioner’s permission to extend contracts during 2009-10 (to 31 March).
30. See Attachment F.
31. The following data represents the number of recruitment actions by the department that have been filled by either existing public servants or from the general public. The reporting source is based on a voluntary declaration by the applicant when making an application for a position. Information is collected in advertised recruitment actions for permanent and temporary staff, not including Expression of Interest. The totals represent recruitment actioned during the period 1 July 2009 to 31 March 2010.
External Recruit 45
NTG Employee 61
Not Declared 48
Total 154
32. In 2009-10 (to 31 March), the department assessed the following numbers of positions through the Job Evaluation System (JES):
| Position Level | No JESd |
| AO3 | 2 |
| AO4 | 6 |
| AO5 | 2 |
| AO6 | 2 |
| EO1 | 1 |
| EO3 | 1 |
| P3 | 1 |
| Classification | No of Officers |
| AO1 | 2 |
| AO2 | 6 |
| AO3 | 4 |
| AO4 | 7 |
| AO6 | 3 |
| AO7 | 1 |
| AO8 | 2 |
| EO1 | 1 |
| GRADT | 1 |
| P1 | 16 |
| P2 | 9 |
| P2R | 2 |
| PH2 | 3 |
| PH3 | 1 |
| T1 | 16 |
| T2 | 11 |
| T3 | 7 |
| T4 | 1 |
| T5 | 2 |
34. In 2008-09, the department spent a total of $1.127m on training and skilling employees. The data available is not able to separate training specifically allocated to unattached officers.
- The department supports a number of corporate training initiatives such as Code of Conduct, Agency Induction, Cross Cultural Awareness and Anti-Discrimination training. Employees’ individual training requirements may be met through the provision of studies assistance, and training and development requirements identified through the performance enhancement system.
35. In 2009-10 (to 31 March) 21 unattached employees successfully gained nominal positions within the department or gained employment in another department.
36. There has been a total of 46 staff submit their resignation from NRETAS in 2009-10 (to 31 March).
37. The average cost of recruiting staff in 2009-10 is $1141 per position advertised.
38. In 2008-09, the department spent a total of $1.127m on training and skilling employees, equating to approximately $1400 per person.
39. See Attachment G.
40. The agency is guided by the Union Collective Agreement 2008-2010 and relevant By-laws of the Public Sector Employment and Management Act on the carryover of leave.
41. Not applicable. Please refer to the collective agreement.
42.
- (a) The value of long service leave is not accrued by NRETAS but by the Central Holding Authority. The amount of long service leave as at 1 April 2010 is 1708 months ($9.36m). The total amount of recreation leave as at 1 April 2010 is 34 227 days ($8.395m).
- (b) See Attachment H.
- (c) Sick leave entitlements for the agency (NRETAS and TWP) as at 1 April 2010 is 16 482 weeks.
- (d) A total of 5237 days sick leave were utilised across the agency (NRETAS and TWP) in 2009-10 to 31 March 2010.
43.
- (a) The value of long service leave is not accrued by the agency but by the Central Holding Authority. The amount of long service leave as at 1 April 2010 is 54 months, $805 158. The total amount of recreation leave as at 1 April 2010 is 669 days, $453 462.
- (b) The highest amount of long service leave for NRETAS employees at 1 April 2010 at each position level is:
Current Classification | Long Service Leave Accrued in Months |
EO1C | 9.9 |
EO2C | 4.25 |
EO3C | Data removed |
EO6C | Data removed |
- For privacy purposes, data has been removed for positions with less than 1 FTE.
- The highest amount of recreation leave at 1 April 2010 at each position level is:
Current Classification | Recreational Leave Accrued in Days |
EO1C | 85.4 |
EO2C | 47.6 |
EO3C | Data removed |
EO6C | Data removed |
For privacy purposes, data has been removed for positions with less than 1 FTE.
- (c) Sick leave entitlements for contract staff across the agency (NRETAS and TWP) at 1 April 2010 is 491 weeks.
- (d) In 2009-10 as at 31 March 2010, 3.46 sick days were taken by the agency (NRETAS and TWP) at the ECO1 level, and 24.51 at the ECO2 level.
44. See Attachment I.
45. On 24 May 2010, three employees (two at the T1 level and one at the AO5 level) are currently on workers compensation with an expected graded return to work.
46. As at 31 March 2010, 69 employees of the agency (NRETAS and TWP) were on extended leave for a period of longer than three weeks, excluding recreation leave. Data is not available to count the total number of employees on extended leave for the 2009 period.
See Attachment J for details.
47. NT Treasury will be providing information on the Commonwealth Superannuation scheme question on a whole-of-government basis considering sufficient disaggregated information is not available at an agency level to answer the question.
48. One hundred and three employees of the agency (NRETAS and TWP) are eligible for a return flight to Adelaide every two years. The breakdown of classifications is as follows:
Classification | Total |
| AO2 | 6 |
| AO3 | 4 |
| AO4 | 4 |
| AO5 | 4 |
| AO6 | 7 |
| AO7 | 7 |
| AO8 | 2 |
| EO1 | 2 |
| P1 | 3 |
| P2 | 10 |
| P3 | 1 |
| P4 | 2 |
| PH3 | 2 |
| T1 | 2 |
| T2 | 5 |
| T3 | 19 |
| T4 | 10 |
| T5 | 12 |
| Data removed |
| Total | 103 |
49.
- (a) Fifteen apprentices and three school-based apprentices started with the department in 2009-10 (to 31 March).
- No graduates started in 2009-10 (to 31 March) and one graduate from a previous intake resigned with two weeks remaining on her contract. See Attachment K for details.
- (b) Fifteen apprentices completed the year. One graduate studying the Bachelor of Environmental Science (who commenced in 2008-09) resigned from the NT government.
(c) One apprentice has won a nominal position as a ranger with Parks and Wildlife. No graduates have been appointed as none have completed their training.
- (d) One graduate and four apprentices have left the Northern Territory government; our graduate stayed for two years and the apprentices stayed for an average of 6.4 months before leaving.
- (e) On average, graduates took 3.8 days per person and apprentices 0.75 days per person of their sick leave entitlements.
50.
- (a) NRETAS has 81 employees who self-identified as Indigenous as at 31 March 2010.
(b) and (c)
| Classification | Total Staff |
| AO1 | 1 |
| AO2 | 2 |
| AO3 | 6 |
| AO4 | 2 |
| AO5 | 1 |
| AO6 | 1 |
| AQF3C | 2 |
| EO2C | 1 |
| GRADT | 1 |
| P1R | 1 |
| P2 | 1 |
| PH2 | 1 |
| T1 | 16 |
| T2 | 12 |
| T3 | 11 |
| T4 | 2 |
| T5 | 3 |
| TNCR | 17 |
| Total | 81 |
(d) and (e)
- Forty-nine of the department’s Indigenous employees are permanent and 32 are temporary.
- (f) Thirty-eight of NRETAS’ Indigenous employees were on higher duties allowance at 19 February 2010 (this is the most up-to-date data available to us at the time of reporting). The numbers at each level are as follows:
| Classification | No of Employees |
| AO3 | 3 |
| AO4 | 3 |
| AO5 | 1 |
| AQ3SC | 1 |
| AQF3A | 1 |
| AQF3B | 1 |
| EO2C | 1 |
| T1 | 7 |
| T2 | 3 |
| T3R | 2 |
| T5 | 2 |
| TNCR | 13 |
| Total | 38 |
- (g) Sixty-two of the department’s Indigenous employees who were employed at the beginning of the reporting period have completed 2009-10 to 31 March 2010.
- (h) Nine of the department’s Indigenous employees have left the NTG in the 2009-10 to 31 March 2010.
- (i) The government considers it inappropriate to ask about sick leave usage based on person’s ethnicity.
51.
- (a) In addition to salary employees have been paid $3.9m in employee allowances in 2009-10 (to 31 March 2010).
(b) See Attachment M.
- (c) See Attachment N.
52. The agency had 364 corporate credit cards (CCC) as at 1 May 2010.
53. No personal items are purchased on corporate credit cards so no amounts are outstanding.
54. One report in 2009-10.
55. None.
56. The cost of insurance premiums for 2009-10 year (to 31 March) is $8491 (2008-09 $32 187). This includes transit insurance for art works $4086, overseas travel insurance $3722, and personal accident insurance for volunteers $683.
57. Generally, the whole-of-government is self-insured. Where commercial insurance was taken out in 2009-10 the provider was Marsh.
- Overseas travel insurance is due for renewal in November. The excess threshold is $nil, with the exception of $50 for baggage and $250 for electronic equipment.
- Transit insurance is due for renewal in June. The excess threshold is $250 for domestic and $2500 for overseas transit.
- Personal accident insurance for volunteers is due in September. The excess threshold is $nil.
58. Building energy consumption data for 2009-10 is not currently available across government. NRETAS motor vehicle carbon emissions are down 10% over this time last year at 1159 tonnes to 31 March 2010.
- In 2008-09, the Department of Natural Resources, Environment, the Arts and Sport preliminary building energy consumption was 45 484 gigajoules corresponding to 9169 tonnes of greenhouse gas emissions. This is a 10% reduction over the prior year.
Greenhouse gas emissions from the department’s fleet totalled 1739 tonnes.
- Information previously released by the department from a consultancy report overstated greenhouse gas emissions for 2008-09 at 39 195 tonnes. This was due to a formulation error where an annual figure was incorrectly classified as a quarterly figure, effectively overstating emissions fourfold. The consultant has since issued a formal apology to the department for this error.
59. In 2007-08, the Department of Natural Resources, Environment, the Arts and Sport (incorporating Territory Wildlife Parks) preliminary building energy consumption was 52 904 gigajoules corresponding to 10 225 tonnes of greenhouse gas emissions.
- Greenhouse gas emissions from the department’s fleet totalled 1765 tonnes.
60. Strategies to reduce energy use in buildings.
- Museum and Art Gallery of the Northern Territory (MAGNT) lighting trial in the Cyclone Tracy exhibit:
The trial reduced the lighting energy consumption in the Cyclone Tracy Exhibit by 40%.
- New energy efficient lighting for MAGNT based on the trial in 2009-10:
$65 380 funding approved through the government Energy Efficiency Program for implementation in 2010.
Museum chillers:
$1.3m for a new generator building/container and generator set.
The new plant room extensions are complete.
The new generator has been installed and commissioned.
The chillers have been located in the new extensions.
The old chillers will remain in situ until the new chillers have been commissioned and proved their reliability. The pipework and valving has been designed to quickly revert to the old chiller should a failure render both new chillers inoperable.
The new chillers are variable speed with magnetic bearings and we expect a reduction in the chiller operating cost of between 10% to 20%.
Araluen Arts Centre solar air-conditioning:
Project planning and design has been completed and currently waiting on the Australian government funding announcement to progress to the building stage.
Remote Ranger Stations Smart Meter Installation:
$132 700 funding through the government Energy Efficiency Program to install smart meters on all remote ranger stations.
Motor Vehicles:
The agency is actively
selecting more fuel efficient vehicles;
considering SUVs as an alternative to medium 4x4s which in turn should be considered as an alternative to heavy duty 4x4s;
selecting diesel motors rather than petrol when selecting vehicles in the light commercial categories, as generally they produce less greenhouse gas emissions;
replacing as a priority those vehicles with greenhouse ratings lower than Greening the Fleet Strategy requirements; and
implementing use of the online Vehicle Booking System across the agency to increase pooling opportunities.
Procurement:
To facilitate a greener approach to procurement, the agency has incorporated environmental impact as a mandatory assessment criterion for the procurement of goods and services in excess of $50 001. Environmental Impact as a criterion will be given a minimum weighting of 5% in the assessment criteria.
Information Communication Technology (ICT):
All ICT equipment purchases must be specified on their ability to meet environmental performance, energy efficiency, and sensitive materials standards set out in the International Gold Standard EPEAT (Electronic Product Environment Assessment Tool) ensuring minimal damage caused by ICT equipment use and operation.
NRETAS has installed videoconferencing equipment in major regional centres to reduce the need for air travel within the agency. This equipment is also utilised by other agencies when required.
Automatic locking of computers to screen saver after 15 minutes of idle time.
Redeveloped NRETAS maps to a more user friendly map systems, thereby reducing the printing of large scale maps by up to 90%.
Force through Group ICT Policies the use of double-sided, black printing as the default setting for print jobs.
Mandate the use of 100% recycled paper for all printing devices.
Implement printer cartridge recovery and re-use strategy to reduce landfill, conserve valuable natural resources and minimise the carbon footprint of new cartridge manufacture.
NRETAS invests heavily in an Electronic Document Management System for management of government records leading towards a paperless office.
Consolidate servers in multi-storeyed buildings and reduce the number of server rooms required and the minimisation of air-conditioning and power consumption.
Travel:
In 2008-09, carbon offset and airline emissions procedures were introduced. Staff are required to offset their travel emissions when booking flights.
The agency has initiated an automatic carbon offsite option for flight bookings in the government travel system (TRIPS).
Green Group:
The Green Group is an internal group of interested members who are committed to making some changes in their workplace and reducing their impact on the environment in the workplace.
Green Group members and other agency staff participated in and promoted Earth Hour, Ride to Work Day and held a Green Morning Tea.
Representatives also attended regular meetings on the Sustainable Workplace Initiatives.
Dedicated Sustainability Officer:
The agency is committed to reducing carbon emissions and, in May 2010, the Executive Leadership Group endorsed the reallocation of funds within the agency to recruit a dedicated sustainability officer in 2010-11.
61.
- (a) and (b)
- Yes. There is no data for 2009-10 at this point in time; however, the agency is working to achieve a further reduction in emissions from buildings to bring the reduction over three years in 2010-11 to a total of 15%.
62. In 2009-10 (to 31 March), leasing costs for vehicles (excluding trailers and heavy machinery) was $2.797m.
63. Currently, the department is responsible for 262 vehicles (excluding trailers/quads/heavy machinery).
64. The fleet has reduced by seven vehicles from 2008-09 to 2009-10.
65. Eighty-three vehicles (32% of the fleet) have a green rating of 5.5 or higher. As vehicle leases expire the department is moving to replace vehicles with a rating lower than 3.5.
66. As at 31 March 2010, a total of 45 vehicles are home garaged.
67. Home garaging is available where there is a requirement to conduct departmental activities outside normal working hours and CE approval has been granted. All home-garaged vehicles must be made available for official use by agency officers during normal working hours. Except for vehicles issued to executive contract officers, fleet vehicles are not to be used for private purposes. The custodian of a home-garaged vehicle is to return the vehicle to the workplace when he/she is on recreation leave, sick leave, or long service leave for longer than two days duration. Officers have a responsibility to ensure that the vehicle is secured at all times, and kept in a clean condition inside and out. Appropriate records must be kept for FBT purposes; for example, tax compliant logbooks and quarterly odometer reading forms.
68. Executive contract officers are entitled to home garage vehicles. Vehicles attached to any position level which are not executive contract officer level may be home garaged if authorised by the CE.
- See Attachment O.
69.
| Travel Expenses | 2009-10 (as at 31 March 2010)
$000 |
| Territory Fares | 243 |
| Interstate Fares | 183 |
| Overseas Fares | 12 |
| Accommodation | 294 |
| All other travel expenses | 1320 |
| Total Travel | 2052 |
70. $2.8 m.
71. $3.2m.
72. Refer to Question 73.
73. Government sponsorship is defined as ‘the provision of funds or in-kind services in exchange for sponsorship rights to events, conferences forums’.
- There were $16 500 worth of financial sponsorships and $1494 in-kind services sponsored from 1 January 2009 to 1 April 2010. The list of the in-kind and financial sponsorships are shown at Attachment P.
74. Refer to Question 75.
75. Expenditure for 2009-10 (to 31 March) is $285 000.
| Medium | $000 |
22 | |
| Newspaper | 149 |
| Television | 104 |
| Statutory Notices | 1 |
| Radio | 8 |
| Other | 1 |
| Total | 285 |
- There were 18 campaigns undertaken in 2009-10 (to March 2010). They are listed at Attachment Q.
77.
2008-09 | Number Let | Value $000 |
| NT firms | 34 | 732 |
| Interstate | 23 | 524 |
| Total | 57 | 1256 |
- Note: NTG-funded consultancies $662 000, externally-funded consultancies $594 000.
145. Tourism NT – Output Groups
Mr TOLLNER to MINISTER for TOURISM
In relation to your portfolio areas within Tourism NT, would you kindly respond to the following questions by output group in each department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
- (a) selection process commenced; and
(b) selection process (including position advertising) not commenced?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave. What is the financial value of that leave;
- (b) what is the highest individual amount of accrued leave at each position level;
(c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009?
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave? What is the financial value of that leave;
(b) what is the highest individual amount of accrued leave at each employee level;
(c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009, at each employee level?
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
- (a) how many graduates started with the department;
(b) how many have completed the year;
(c) how many won nominal positions;
- (d) how many have left the NTG, and what was the time each stayed within the NTG before leaving; and
- (e) how much sick leave has been taken on average by graduates and apprentices?
50. In relation to Indigenous employees, in 2009:
- (a) how many employees do you have in your department that recognise themselves as Indigenous;
(b) what are the levels of their positions held;
- (c) how many at each level;
- (d) how many are tenured and at what level;
- (e) how many are temporary and at what levels;
- (f) how many are acting up in positions and at what level;
- (g) how many have completed the year;
- (h) how many have left the NTG; and
(i) how much sick leave was taken, on average?
Allowances:
51. In regard to employee entitlements, for 2009:
- (a) In addition to salary how much was paid in employee allowances;
- (b) what are these allowances, to what level do they apply, and what is the annual estimated cost; and
- (c) do allowances these attract the 9% Superannuation Guarantee Levy and, if so, which allowances?
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
- (a) If yes, what % reduction is that from 2009; and
- (b) If no, why has a target not been set?
Vehicles:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
1. Three positions are dedicated to HR functions – an AO7, AO6 and AO4. There is also an EO1 Director position which oversees ICT and Information Management, in addition to HR.
2. Nil.
3. Nil.
4. Nil.
5. Payroll costs are determined based on the duties and responsibilities of the position. Relocation and transfer assistance is negotiated on a case-by-case basis.
6. $96 000.
7. $451 000 in personnel.
$5500 in travel and accommodation.
$9000 in training.
8. DBE’s whole-of-government payroll services manages non-executive and contract executives.
9. Nil.
10. $62 263. This figure cannot be broken down without more detail on what is requested.
11. One.
12. All three dedicated HR positions are permanently filled. One position has a temporary employee acting in it due to maternity leave.
- Selection is under way for the EO1 Director role. The current occupant has been on HDA in the role for less than 12 months.
13. Details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
14. Breakdown of 2008-09 information would involve substantial effort, and relevant staff have been fully occupied preparing material for the 2010 estimates. The answer to this question can be provided at a later date.
15. No significant variation from 2008-09.
16. Details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
17. Details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
18. Details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
19. Thirty-two FTEs temporary employed (as at 10 June 2010).
20. Breakdown of 2008-09 information would involve substantial effort, and relevant staff have been fully occupied preparing material for the 2010 estimates. The answer to this question can be provided at a later date.
21. Breakdown of 2008-09 information would involve substantial effort, and relevant staff have been fully occupied preparing material for the 2010 estimates. The answer to this question can be provided at a later date.
22. Eight.
23. PIPS is not able to produce a report which provides information on the total number of days all positions have been vacant over the financial year.
24.
- (a) One of the abovementioned positions has a selection process commenced.
- (b) The remaining seven have not yet been advertised.
25. Thirty-two.
26. Four.
27. Information for 2009-10 financial year indicates that five contracts have been extended; one three times, one twice, and three on one occasion.
28. Nil.
29. Not applicable.
30. Six weeks.
31. Eight transfers in from existing public servants and 42 commencements from the general public.
32. Nil.
33. One.
34. Nil.
35. Not applicable.
36. Nil.
37. $5000.
38. $1200.
39. Overall staff length of stay figures are reported in Tourism NT’s Annual Report.
40. Tourism NT's EBA allows for a maximum of two years annual credit to be accumulated.
41. Breakdown of information would involve substantial effort, and relevant staff have been fully occupied preparing material for the 2010 estimates. The answer to this question can be provided at a later date.
42. Answers to this question have been prepared based on Tourism NT staff, not only NTPS staff.
- (a) For Tourism NT staff only:
- (b) Due to the low number of staff at some levels, providing a report to this level of detail would enable identification of accrued leave for some individual employees.
- (c) Staff have 1388 weeks sick leave in total (includes TD).
- (d) 787 days sick leave were taken this financial year (includes TD).
43.
(a)
12.64 months of long service leave accrued, equating $214 862.
- (b) Due to the low number of staff at some levels, providing a report to this level of detail would enable identification of accrued leave for some individual employees.
- (c) 183 weeks.
- (d) Due to the low number of staff at some levels, providing a report to this level of detail would enable identification of accrued leave for some individual employees.
44. Details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
45. Answering this question would unreasonably impinge on the privacy of employees.
46. As at 31 March 10, eight staff were on leave extending beyond three weeks, comprising:
One AO7 on long service leave.
One NTHC on leave without pay as not entitled to maternity leave.
Three NTTC2s on leave without pay and one NTTC2 on maternity leave.
One NTTC4 on long service leave.
Note: Due to the way data is recorded and reported, PIPS is only able to produce reports of extended leave at a particular point in time, not spanning the whole financial year.
47. One staff member. Providing this information about an individual would be inappropriate.
48. Not applicable.
49.
(a), (b), (c) and (d)
- For parts (a) through (d), details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
- (e) Four days.
50.
- (a) Two - based on the Tourism NT 2008-09 Annual Report.
(b), (c), (d), (e), (f), (g), (h), and (i)
- The government considers it inappropriate to provide answers to the above questions (b) through (i) based on a person’s ethnicity.
51.
- (a) $440 585.
(b) and (c)
- Levels able to claim particular allowances depend on the specifics of the allowance. Breakdown of 2008-09 information would involve substantial effort, and relevant staff have been fully occupied preparing material for the 2010 estimates. The answer to this question can be provided at a later date.
52. For Questions 52 through 55, details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
53. For Questions 52 through 55, details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
54. For Questions 52 through 55, details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
55. For Questions 52 through 55, details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
56. Tourism NT spent $42 257 on insurance in 2009-10 and TD spent $55 020.
57. The agency is commercially insured for: public liability, business travel, interstate workers compensation and motor vehicles (for TD only). Everything else is self-insured. Tourism NT takes the insurance out for both Tourism NT and TD, and TD reimburses Tourism NT in accordance with the GBD guidelines.
- There are various excesses on the PLI, business and MV policies that you would normally expect in policies of these types and they range from $50 to $20 000.
58. For Questions 58 through 61, details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
59. For Questions 58 through 61, details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
60. For Questions 58 through 61, details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
61.
(a) and (b)
- For Questions 58 through 61, details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
62. $244 077 (for the period 1 July 2009 to 31 March 2010).
63. For Questions 63 and 64, details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
64. For Questions 63 and 64, details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
65. As at 10 June 2010, for Tourism NT eight out of 18 vehicles (that is, 44%). An internal policy states that all replacement vehicles (including ECOs) must have an emission standard of at least 7. TD 100% (that is, three out of three vehicles).
66. Tourism NT 14, TD 3.
67. Written approval from the CE is required if not part of employment contract.
68. Tourism NT:
- 1 x ECO6, 1 x ECO4, 1 x ECO2, 6 x ECO1, 1 x EO1, 2 x AO8, 1 x AO4, 1 x AO5.
TD: Three.
69. Details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
70. For Questions 70 and 71, details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
71. For Questions 70 and 71, details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
72. For Questions 72 and 73, details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
73. For Questions 72 and 73, details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
74 For Questions 74 through 76, details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
75. For Questions 74 through 76, details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
76. For Questions 74 through 76, details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
77. Details are included in the 2008-09 estimates papers provided to the opposition as part of a recent FOI request.
146. Tourism NT – Output Groups
Mr TOLLNER to MINISTER for BUSINESS and EMPLOYMENT
In relation to your portfolio areas within the Department of Business and Employment, would you kindly respond to the following questions by output group in each department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
- (a) selection process commenced; and
(b) selection process (including position advertising) not commenced?
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave. What is the financial value of that leave;
- (b) what is the highest individual amount of accrued leave at each position level;
(c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009?
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave? What is the financial value of that leave;
- (b) what is the highest individual amount of accrued leave at each employee level;
(c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009, at each employee level?
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
- (a) how many graduates started with the department;
(b) how many have completed the year;
- (c) how many won nominal positions;
- (d) how many have left the NTG, and what was the time each stayed within the NTG before leaving; and
- (e) how much sick leave has been taken on average by graduates and apprentices?
50. In relation to Indigenous employees, in 2009:
- (a) how many employees do you have in your department that recognise themselves as Indigenous;
(b) what are the levels of their positions held;
- (c) how many at each level;
- (d) how many are tenured and at what level;
- (e) how many are temporary and at what levels;
- (f) how many are acting up in positions and at what level;
- (g) how many have completed the year;
(h) how many have left the NTG; and
(i) how much sick leave was taken, on average?
Allowances:
51. In regard to employee entitlements, for 2009:
- (a) In addition to salary how much was paid in employee allowances;
- (b) what are these allowances, to what level do they apply, and what is the annual estimated cost; and
- (c) do allowances these attract the 9% Superannuation Guarantee Levy and, if so, which allowances?
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
- (a) If yes, what % reduction is that from 2009; and
- (b) If no, why has a target not been set?
Vehicles:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
1. 8.2 staff provide HR services to DBE and its GBDs:
EO1 – 50% x 1
AO7 x 3
AO6 x 2
AO5 x 2
AO4 70% x 1
2. Whole-of-government payroll services are provided by DBE. There are 122 personnel employed to assist in the payroll functions. Below is the level split:
AO2 – 7
AO3 – 55
AO4 – 42
AO5 – 11
AO6 – 4
AO7 – 2 @ 50%
AO8 – 1
3. Eleven. Overpayments are caused by breakdown in either an administrative process or human error.
4. DBE payroll services are charged to agencies on a notional basis. There is no cost differential for position levels. GBDs are charged under full cost recovery model.
5. Generally, the recruiting agency covers relocation costs. Transfer dates are agreed between the agencies and leave liability transfers with the employee.
6. $1 035 400.
7. Employee expenses $798 400
- Accommodation $ 2 235
Official Duty fares $ 1 814
Training $ 25 276.
- The balance of $207 675 is comprised of operational costs; for example, IT and budget for DBE’s Employee Assistance Program.
8. All executive and non-executive contracts are manage through the standard shared services arrangement for government.
9. Four – three disallowed, one allowed.
10. Total (inclusive of GBDs): $42 057.40
- Local: $21 381.95
National: $19 482.55
Production $ 1 192.90.
11. Attrition rate of 24% (includes two employees on higher duties opportunities in other agencies).
12. 100% filled.
13. $32 551.
14. Information Management Unit $ 265
- Projects – Budgets $ 707
Procurement Professionals $31 579.
16. $615 061.
17. See Attachment A.
18. See Attachment B.
19. 53% - substantively filled
- 28% - permanent staff not in nominal position (includes HDA and temporary promotions)
20. 27.07%.
21. See Attachment C.
22. Thirteen.
23. A meaningful answer cannot be provided. Some positions are unfunded and may never be filled.
24.
- (a) Five.
- (b) Eight.
25. One hundred and fifty-five.
26. Sixty-two.
27. Extended x 1 - 66
- Extended x 2 - 21
Extended x 3 - 18
Extended x 4 - 12
Extended x 5 - 6
Total: - 123
Total No of extended contracts: - 239
29. Not applicable.
30. Time is based on number of working days between the advertising of a position, and the gazetting of the successful applicant on the NT Employment Opportunities website.
Designation | Average Days |
| AO3 | 51.00 |
| AO4 | 56.50 |
| AO5 | 51.63 |
| AO6 | 56.56 |
| AO7 | 55.29 |
| AO8 | 71.00 |
| ECO2 | 36.00 |
| EO1 | 51.00 |
| P4 | 66.00 |
| T3 | 41.00 |
31. Internal applicants – 54%
- External applicants – 23%
Not declared --25%
- Six positions remained at the same level: AO3, AO7 x 2, AO6 x 2, AO4.
- Three positions were evaluated at a lower classification level: AO5 to an AO4, AO6 to an AO5, AO8 to an AO7
- Nine positions were evaluated at a higher classification level (including two Data Centre Services positions): AO3 to AO4, AO4 to AO5, AO5 to AO6, AO6 to AO7 x 2, AO7 to AO8 x 2, P2 to P4, ECO1 to ECO2.
33. AO1 - 1
- AO2 - 11
AO3 - 14
AO4 - 8
AO5 - 5
AO6 - 7
AO7 - 5
AO8 - 7
EO1 - 1
T2 - 1
Total - 60.
34. As unattached officers are placed at level a majority of training is undertaken on the job as it is job specific.
35. Twenty-seven.
36. None.
37. $230 per person.
38. No specific allocation for training and improvement. Expenses are covered within existing divisional budget allocations.
39.
| Classification | Average Length of Service in Years |
| Admin Officer 1 | 4.67 |
| Admin Off 2 | 2.18 |
| Admin Off 3 | 3.35 |
| Admin Off 4 | 4.37 |
| Admin Off 5 | 3.51 |
| Admin Off 6 | 4.89 |
| Admin Off 7 | 3.89 |
| Admin Off 8 | 3.46 |
| Exec Officer 1 | 2.59 |
| Exec Off 1 Cntr | 5.25 |
| Exec Off 2 Cntr | 4.64 |
| Exec Off 4 Cntr | 5.00 |
| Classification | Average Length of Service in Years |
| Exec Off 6 Cntr | 2.00 |
| Ntps Auto Appre | 2.00 |
| Gradu Trainees | 0.33 |
| Prof 3 | 1.00 |
| Print Wkr 2 Rdo | 9.25 |
| Print Wkr 3 Rdo | 11.00 |
| Tech 1 | 5.00 |
| Tech 1 - Rdo | 11.00 |
| Tech 2 | 4.50 |
| Tech 2 - Rdo | 9.50 |
| Tech 3 | 3.67 |
| Tech 3 - Rdo | 7.80 |
| Tech 4 | 4.50 |
| Tech 5 | 7.00 |
| Tech 6 - Rdo | 11.00 |
40. There is no maximum amount of leave employees can carry over. DBE reports on employees that have not taken recreation leave for 12 months and an appropriate break is negotiated.
41. Not applicable.
42.
- (a) and (b)
See Attachment D.
- (c) 12 132.56 weeks.
- (d) 6922.67 days.
43.
- (a) and (b)
See Attachment E.
- (c) 1268.31 weeks.
- (d) See Attachment E.
44.
| Position Level | Location | Period |
AO8 | Darwin | 12 months |
AO8 | Darwin | 12 months |
AO3 | Darwin | 12 months |
AO2 | Darwin | 12 months |
AO5 | Darwin | 6.5 months |
45. Two employees are absent on workers compensation (AO8 and AO2). There is no estimated return to work for either worker at this stage.
46. See Attachment E.
47. NT Treasury will be providing an answer to this question on a whole-of-government basis considering sufficient disaggregated information is not available at an agency level to answer the question.
48.
| Classification | Total |
| AO2 | 6 |
| AO3 | 18 |
| AO4 | 27 |
| AO5 | 7 |
| AO6 | 14 |
| AO7 | 14 |
| AO8 | 13 |
| EO1 | 3 |
| PW2R | 1 |
| PW3R | 1 |
| T1 | 1 |
| T2 | 4 |
| T3 | 3 |
| T4 | 1 |
| T6 | 1 |
| Total | 116 |
- (a) Three.
(b) Three.
- (c) One.
- (d) Nil.
- (e) Graduates 7.5 days, apprentices 7 days.
50.
- (a) Thirty-three.
- (b) The levels of their positions are mostly between the AO2, AO3, AO4 level; however, there are some at the AO5, AO6, AO7, and one at T2R.
- (c) AO2 level - 6
AO3 level - 12
AO4 level - 7
AO5 level - 4
AO6 level - 2
AO7 level - 1
T2R level - 1.
(d) AO2 level - 5
- AO3 level - 9
AO4 level - 7
AO5 level - 4
AO6 level - 2
AO7 level - 1
T2R level - 1.
- (e) AO2 level - 1 person
- AO3 level - 3 persons.
- (f) Nil.
- (g) Thirty-three.
- (h) Nil.
- (i) Not applicable.
51.
- (a) $2 781 344.
(b) and (c)
- See Attachment F.
52. Fifty-four.
53. Nil.
54. Seven.
55. All seven incidents were managed through the discipline process.
56. See Attachment G.
57. DBE line agency is self-insured and does not take out commercial insurance. The GBDs (GPO, NT Fleet and DCS) take out commercial insurance where appropriate. Refer to above.
58. The Northern Territory government has committed to become carbon neutral by 2018 under the Northern Territory Climate Change Policy. Under this target, whole-of-government systems to account for greenhouse gas emissions according to recognised international greenhouse accounting standards will be progressively rolled out over the next eight years for government processes.
- Currently, the Northern Territory government reports against building energy consumption use by government agencies with more than 50 full-time equivalent staff members, and for vehicle emissions from NT Fleet vehicles.
- Emissions from NT Fleet vehicles for nine months of this period was:
NT Fleet - 14.4
DCS - 6.0
DBE - 177.9.
59. In 2007-08, DBE preliminary building energy consumption was 23 939 gigajoules corresponding to 5002 tonnes of greenhouse gas emissions.
- In 2008-09, DBE preliminary building energy consumption was 23 282 gigajoules corresponding to 5122 tonnes of greenhouse gas emissions.
- Greenhouse emissions are calculated on the formula provided by the Commonwealth and includes an emissions coefficient. In the 2008-09 year, the production of electricity was less carbon efficient.
- Emissions from NT Fleet vehicles for nine months of this period was:
DCS - 8.6
DBE - 182.9
60. DBE has initiated a number of strategies to reduce its carbon emissions during 2008-09. The following initiatives are encouraged across all departmental buildings and locations:
Toner and ink cartridge recycling bins in place throughout the department.
Utilising intranet and internet to publish large documents.
Changing behaviours to switch off lights and computers when not in use.
Review and rationalise the department’s fleet where possible.
Active participation in Earth Hour.
Encouraging all staff to switch off all electrical equipment when not in use.
Building lights and air-conditioning pre-timed to switch off after office hours and operate on a two-hour timer for outside hours use.
Timers installed on photocopiers and hot water heaters to reduce after hours use of electricity.
Introduction of zone lighting controls in certain buildings.
Participation in Earth Hour.
- As the Shared Services provider, the department is also charged with leading and developing various initiatives and activities designed to reduce and improve better environmental practices across government for government leased buildings, the government fleet, IT, procurement and printing:
ecoBiz NT.
Working with ICT service providers to reduce carbon emissions associated with services delivered under outsourced contracts.
61.
- (a) and (b)
DBE is working towards the reduction target set in the Northern Territory government Energy Smart Buildings Policy for the 2010-11 financial year.
That target is a 10% reduction in energy usage per square metre across the department’s building portfolio compared to a 2004-05 baseline.
- In addition, DBE is working towards the reduction target set in the Northern Territory Greening the Fleet Strategy that aims to reduce emissions form the Territory government’s passenger and light commercial fleet by 20% by 2014 and 50% by 2020.
Interim Green Fleet targets have been set for NTPS at 7% for 2009-10.
62. $625 603 (combined lease payments, fuel and maintenance).
63. DBE - 56
NT Fleet - 5
GPO - 3
DCS - 2
64. DBE - 2
NT Fleet - 1
GPO - 0
DCS - 0
65. 79%.
66. Fifty-two permanent and 14 short term, totalling 98 days.
67.
EO1 and ECO1 staff levels and above are entitled to permanent home garaging of a vehicle under their relevant employment agreements (CE can approve on discretion private use of vehicle and approved passengers. This would be considered on a case-by-case basis).
All home garaging incurs fringe benefits tax.
It is the responsibility of each individual to complete quarterly odometer forms whether it be for short-term or permanent home garaging.
Executive contract officers are entitled to unlimited private use of their vehicle. The exception to this is that the NTG fuel card cannot be used to purchase fuel outside of the Northern Territory’s borders.
Non-contract executives are restricted to reasonable private use of their vehicles.
Non-executives home-garaged vehicles are to be used only for official purposes unless otherwise approved by the chief executive.
The vehicle is to be made available for official use by department officers during normal working days, is to be kept clean and serviced at recommended intervals, and that smoking is not permitted in the vehicle.
Vehicle custodians are responsible for the vehicle being secured at all times.
68. EC01 and EO1 and above; that is, director level and above.
69. See Attachment H.
70. 2009-10 Actuals at 30 April 2010:
- DBE $ 401 258
Fleet $ 31 872
GPO $ 167 548
DCS $ 463 589
Total $1 064 268
71. DBE $ 481 510.15
- Fleet $ 38 247.16
GPO $ 201 057.60
DCS $ 556 307.10
Total $1 277 122.01
72. See Attachment I.
73. Refer to Attachment J for financial information. The department did not provide any in-kind sponsorship.
74. $141 672.
75. Print - $87 982
- TV - $17 445
Radio - $36 245
- A further $89 616 of advertising (including national advertising expenditure) between 1 May to 30 June 2010 has been committed.
76. See Attachment J.
77. Total spend - $368 942.89
- Total consultancies - $ 68 942.89
Local consultants - $ 8 969.39
No of local consultants - 10
Non-local consultants - $ 89 973.50
No of non-local consultants - 11.
- Note: Current point in time data is as at 31 March 2010 unless specifically specified.
- Period data where period is unspecified or expressed as ‘2009’ is provided for the 2009-10 financial year to 31 March 2010 (that is, 1 July 2009 to 31 March 2010).
147. Financial Support and Taxes of the Racing Industry
Mr STYLES to MINISTER for RACING, GAMING and LICENSING
1. In relation to racing for the current budget year up to 1 April 2010, how much revenue was collected from racing taxes?
2. In relation to the horse racing component of the portfolio, for the current budget year up to 1 April 2010, for each of the established turf clubs and other regional horse racing clubs (that is, Adelaide River, Brunette Downs, Timber Creek) in the Northern Territory:
- (a) how much in government funding was supplied to each organisation;
(b) what was the breakdown in terms of capital works funding and operational funding;
(c) what requirements were established with Thoroughbred Racing NT to ensure funding of racing outside of Darwin and Alice Springs; and
(d) what financial and other support was provided by government to racehorse trainers?
3. For the greyhound racing component of the portfolio, for the current budget year up to 1 April 2010:
- (a) how much in government funding was supplied;
(b) what was the breakdown in terms of capital works funding and operational funding; and
(c) what work has been done to expand the potential for greyhound racing to other centres?
4. In relation to gaming for the current budget year up to 1 April 2010:
- (a) how much revenue was collected from gaming taxes;
(b) how much was collected under the Community Benefit Levy;
(c) what is the aggregate number of gaming machines in the Northern Territory within Category 1 and Category 2 licensed premises, in total; and
(d) how many gaming machines were transferred between licensees since 1 January 2009?
5. For each of January 2009, February 2009, March 2009 and January 2010, February 2010, March 2010:
- (a) how much revenue was collected in taxes from gaming machines in Category 1 licensed premises; and
(b) how much revenue was collected in taxes from gaming machines in Category 2 licensed premises?
6. In relation to licensed premises, since 2 January 2010, until 1 April 2010:
- (a) how many inspections of licensed properties have been undertaken, broken down by Darwin and suburbs, Palmerston, Alice Springs and other NT;
(b) how many breaches of the Tobacco Control Act have been reported by licensing inspectors;
(c) how many improvement notices or fines have been issued;
(d) how much was expended on the advertising campaign related to the introduction of indoor smoking bans in pubs and clubs;
(e) how many licensed premises have approved designated outdoor smoking areas; and
(f) how many licensed premises are awaiting recognition of outdoor smoking areas?
7. In relation to liquor licensing:
- (a) how many new liquor licenses were issued across the Northern Territory in 2009, further broken down by Darwin and suburbs, Palmerston, Alice Springs and the rest of the NT; and
(b) as of 1 April 2010, how many liquor license applications are currently in progress?
- (a) as of 1 April 2010, how many security and background checks were outstanding; and
(b) what is the estimated turnover rate per month in check?
ANSWER
1. The wagering tax (for example, NT TAB) to 31 March 2009 is $4.91m, and bookmakers tax is $6.69m.
Please note: From 1 January 2010, the Northern Territory government replaced the Northern Territory’s current sports bookmaker turnover tax with a tax based on gross wagering profits. The NT government has capped the tax each sports bookmaker has to pay to a maximum of $250 000, which is subject to annual indexation, based on the Darwin Consumer Price Index.
2.
- (a) Nil. As per the funding agreement, all payments are made to Thoroughbred Racing NT Incorporated (TRNT), the principal club for the NT. TRNT comprises members from Darwin, Alice Springs as well as country representatives, and is responsible for the distribution of funding from the NT government. As a collective group, it is in the best position to make decisions in the best interest of NT race clubs and racing in general.
- (b) In June 2009, TRNT received $350 000 capital funding and $9.718m operational funding for the 2009-10 financial year. In addition, $10 000 each has been allocated to ABC Amateur and Harts Range Race Clubs to assist in the running of their festivals.
- (c) As part of the funding agreement, TRNT has established a distribution formula which ensures funding for Darwin, Alice Springs and all regional centres.
- (d) Nil.
3.
- (a) $474 975.
- (b) $429 975 operational and $45 000 capital works funding.
- (c) Although the greyhound industry is an integral part of racing in the Northern Territory and enjoyed by many, the industry is relatively small in nature. The NT government has not received any interest from regional centres in relation to the establishment of additional tracks. It would also be prudent not to establish other centres until the viability of the industry’s current greyhound racing establishment is assured.
4.
- (a) In the current budget year up to 1 April 2010, the following gaming taxes have been collected:
- Casino - $ 8 736 221.60
Community Gaming - $15 483 723.76
Lotteries - $11 528 693.22
Total - $35 748 638.58.
- (b) In the current budget year up to 1 April 2010, $1 881 189 has been received from the Community Benefit Levy.
- (c) The aggregate number of gaming machines in the NT within each category is:
Category 1 (Hotels) - 432
Category 2 (Clubs) - 758.
The total number of gaming machines is 1190.
- (d) Under the Gaming Machine Act, gaming licences are not transferable. However, under the Liquor Act, during the reporting period 1 January 2009 to 24 April 2010, there were seven liquor licensed premises that transferred their liquor licences to new owners. The new owners were each required to apply for a new gaming licence should they wish to continue to operate the gaming machines on their premises. Seventy gaming machines fell within these provisions and came to be operated by new licensees.
5.
- (a) Tax received from gaming machines in Category 1 (Hotels) licensed premises are as follows:
- January 2009 $404 636
February 2009 $388 661
March 2009 $454 871
January 2010 $313 072
February 2010 $291 847
March 2010 $348 686
- (b) Tax received from gaming machines in Category 2 (Clubs) licensed premises is as follows:
- January 2009 $1 290 584
February 2009 $1 138 798
March 2009 $1 312 792
January 2010 $ 930 747
February 2010 $ 852 007
March 2010 $ 933 150
6.
- (a) Inspections conducted on licensed premises, from 2 January 2010 to 1 April 2010 are as follows:
Darwin and suburbs - 119
Palmerston - 8
Alice Springs - 175
Other NT - 233
- (b) Breaches of the Tobacco Control Act reported are as follows:
Palmerston - 1
Alice Springs - 2
Other NT - 7
- (c) Improvement notices are not issued at present. Due to the recent changes to the tobacco legislation, the Department of Justice (DoJ) policy has been to conduct an interim educative approach with the licensees. Letters of caution have been issued in response to minor breaches. No serious offences requiring prosecution have been detected.
- (d) This is not the responsibility of the Minister for Racing, Gaming and Licensing.
- (e) Neither the Licensing, Regulation and Alcohol Strategy division of DoJ, nor the NT Licensing Commission (the Commission) approve designated smoking areas. The Commission does approve material alterations to licensed premises in the context of changes to the liquor licence areas of these venues.
- (f) Please refer to ‘6e’ above.
- (a) New liquor licences issued in 2009 are as follows:
Palmerston - 1
Alice Springs - 1
Other NT - 4
- (b) There are eight liquor licence applications currently in progress as of 1 April 2010.
- (a) This information is not collected.
- (b) This information is not collected.
148. Department of Health and Families – Output Groups
In relation to your portfolio areas within the Department of Health and Families, would you kindly respond to the following questions by output group in each department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
- (a) selection process commenced; and
(b) selection process (including position advertising) not commenced?
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave. What is the financial value of that leave;
- (b) what is the highest individual amount of accrued leave at each position level;
- (c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009?
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave? What is the financial value of that leave;
- (b) what is the highest individual amount of accrued leave at each employee level;
- (c) what is the current total of sick leave entitlement of employees in the department; and
(d) how many days sick leave were taken in 2009, at each employee level?
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
- (a) how many graduates started with the department;
- (b) how many have completed the year;
(c) how many won nominal positions;
- (d) how many have left the NTG, and what was the time each stayed within the NTG before leaving; and
- (e) how much sick leave has been taken on average by graduates and apprentices?
50. In relation to Indigenous employees, in 2009:
- (a) how many employees do you have in your department that recognise themselves as Indigenous;
- (b) what are the levels of their positions held;
- (c) how many at each level;
- (d) how many are tenured and at what level;
- (e) how many are temporary and at what levels;
- (f) how many are acting up in positions and at what level;
- (g) how many have completed the year;
(h) how many have left the NTG; and
- (i) how much sick leave was taken, on average?
Allowances:
51. In regard to employee entitlements, for 2009:
- (a) In addition to salary how much was paid in employee allowances;
- (b) what are these allowances, to what level do they apply, and what is the annual estimated cost; and
- (c) do allowances these attract the 9% Superannuation Guarantee Levy and, if so, which allowances?
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
- (a) If yes, what % reduction is that from 2009; and
- (b) If no, why has a target not been set?
Vehicles:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
1. There are 15 HR consultants as follows:
Executive Officer x 1;
Administrative Officer level 8 x 1;
Administrative Officer level 7 x 4;
Administrative Officer level 6 x 8; and
Administrative Officer level 4 x 1.
2. None, whole-of-government payroll services are provided by the department of Business and Employment.
3. There have been 248 instances. Some errors are due to information being provided by employees, the employers and/or the service providers that is not timely and/or is incorrect.
4. In 2009-10 (as at 31 March 2010), the notional charges to the department was $5 880 705.98.
- DBE payroll services are charged to agencies on a notional basis. There is no cost differential for position levels. The cost differentials are between commencements, terminations, manually processed (PTR) transactions (that is, payroll officer processing a transaction) and automatically processed pay (PTR) transactions (that is, pay system processing a transaction).
5. Costs are agreed between agency managers on a case-by-case basis. Generally, the recruiting agency covers relocation costs. With regard to transfers, dates are agreed between the agencies, and the Department of Business and Employment payroll is notified of date of action.
6. $1 286 000 (personnel)
$155 300 (operational).
7. In 2009-10 (as at 31 March 2010), $25 908 was expended on training and development for the HR functional unit.
- In 2009-10 (as at 31 March 2010), $9155 was expended on travel including accommodation and travel allowance for the HR functional unit.
8. Yes, whole-of-government payroll services manages non-executive, and contract executive.
9. Twenty-seven.
10. In 2009-10 (as at 1 April 2010), publishing costs for international, local, national publications and advertisement production costs totalled $2 118 146.
See Attachment A.
11. In the last two years, one AO7 has moved permanently elsewhere within the department, and one AO4 has resigned.
12. See Attachment A.
13. In 2009-10 (as at 30 April 2010), a total of $2 725 574.69 was spent on relocation (includes recruitment airfares, removal and storage, relocation allowance, criminal history checks).
14. In 2009-10 (as at 30 April 2010), a total of $2 725 574.69 was spent on relocation (includes recruitment airfares, removal and storage, relocation allowance, criminal history checks).
15. No specific amount is allocated for relocation costs; however, work units budget for relocation as part of their normal operational budget.
16. A total of $661 629 has been spent in 2009-10 (to 1 April 2010) on advertising and marketing programs (excludes tender and recruitment advertising).
17. See Attachment B.
18. As at 17 March 2010 (Pay 19), the department had a total 5723.47 FTEs.
See Attachment C.
19. The numbers below represent 'head count' and include staff on all types of leave, casuals, board members, executive contractors, apprentices and graduates. Former staff being paid workers compensation payments are excluded.
- Head count figures are more than FTE figures as staff not employed full-time are counted as one in head count numbers.
- Permanent staff held
in nominal position 2096
Permanent staff not
in nominal position 2046
(*)Temporary staff 3385
Footnotes:
Permanent staff held in nominal position: Permanent staff working in their nominal position.
- Permanent staff not in nominal position: Permanent staff working temporary transfers or that are not held against a nominal position, for example, in hospitals.
- (*)Temporary Staff: Temporary staff include staff on temporary employment contracts, casuals, board members, executive contractors, apprentices and graduates.
- ‘Establishment’ is a traditional method of aligning positions, structures, and budgets. Operational staff in hospitals, for example, are not held against a position so to allow for full deployment flexibility to meet changing client needs. This explains why some staff are not held against a nominal position.
20. The rate is 40.68%.
21. See Attachment D.
22. and 23.
- ‘Establishment’ is a traditional method of aligning positions, structures, and budgets. Operational staff in hospitals, for example, are not held against a position so to allow for full deployment flexibility to meet changing client needs. This explains why some staff are not held against a nominal position.
24.
- (a) and (b)
- In 2009-10 (as at 31 March 2010), 720 vacancies were advertised.
- As at 31 March 2010, 90 vacancies were pending recruitment action.
- Recruitment activities undertaken in 2009-10 include:
Medical officers:
Advertisement for all hospitals in The Weekend Australian (June 2009).
Advertisement for rural medical practitioners in The Weekend Australian, NT News, Centralian Advocate; medical journals and relevant websites (July 2009).
DHF ‘Medical Officers Opportunities’ website developed in June 2009 has been updated for 2011 Junior Medical Officer Recruitment campaign. All JMO applications are directed to this website.
In 2010, Royal Darwin Hospital had a 70% retention rate of 1st year medical officers.
Nursing:
In November 2009, advertisements for remote area nurses and midwives were placed in The Weekend Australian, NT News, Centralian Advocate; and Nursing Careers websites.
These campaigns are in addition to normal recruitment efforts by the five hospitals and Remote, Community Health and Mental Health Services.
As at May 2010, the new Nursing and Midwifery website launched in November 2009, has received 5514 visits.
From April 2009 to April 2010, 918 nurses were recruited across Acute Care, Health and Wellbeing; and Public Health Services.
In addition, NT Families and Children advertised for Remote Child Protection Professionals in The Weekend Australian, Brisbane Courier, Koori Mal, Katherine Times and relevant websites in August and September 2009, and January and March 2010.
25. In 2009-10 (as at 31 March 2010), a total of 3385 people were employed on a temporary contract. This number represents ‘head count’ and includes part-time, staff on temporary employment contracts, casuals, board members, executive contractors, apprentices and graduates.
26. The number of positions advertised was 477.
27. During the period 1 January 2008 to 1 April 2010, a total of 1427 temporary contracts were extended.
Extended once - 1087
Extended twice - 266
Extended x 3 - 59
Extended x 4 - 11
Extended x 5 - 2
Extended x 6 - 1
Extended x 7 - 1
# Contracts affected - 1427
- Total number of contract
extensions processed - 1863.
28. Public Sector Instrument 15 allows the CEO to renew, on more than one occasion, all classifications of employees in accordance with section 34(5) of the Public Sector Employment and Management Act (PSEMA) and subject to specified conditions. This reduces the requirement to seek permission from the commissioner to extend a contract beyond the third extension.
29. Not applicable.
30. Time is based on number of working days between the advertising of a position and the gazetting of the successful applicant on the NT Employment Opportunities website.
See Attachment E.
31. The reporting source is based on a voluntary declaration by the applicant when applying for a job. Information is collected in advertised recruitment actions for permanent and temporary staff, not including Expression of Interest recruitment. This report represents recruitment actioned during the period of 1 July 2009 to 31 March 2010.
External Recruit - 144
NTG Employee - 289
Not Declared - 234
Total - 667
32. In 2009-10 (as at 31 March 2010), a total of 62 positions were reclassified.
See Attachment F.
33. In 2009-10 (as at 31 March 2010), the department had a total of 1507 unattached employees.
- ‘Establishment’ is a traditional method of aligning positions, structures, and budgets. Operational staff in hospitals, for example, are not held against a position so to allow for full deployment flexibility to meet changing clients need. This explains why some staff are not held against a nominal position.
34. Data is unable to be separated for ‘unattached’ employees.
35. ‘Establishment’ is a traditional method of aligning positions, structures, and budgets. Operational staff in hospitals, for example, are not held against a position so to allow for full deployment flexibility to meet changing clients need. This explains why some staff are not held against a nominal position.
36. In 2009 (as at 31 December 2009), a total of 376 unattached employees separated from the department.
37. The recruitment of staff includes direct and indirect costs and this data is not currently collected.
38. $600 is allocated per person, this excludes Professional Development Allowance.
39. The average length of service of staff in the department is 4.90 years.
See Attachment G.
40. Recreation leave is managed in accordance with the Northern Territory Public Sector 2008-2010 Union Collective Agreement.
41. Not applicable. Please refer to Union Collective Agreement.
42.
- (a) See Attachment H.
- (b) See Attachment I.
- (c) As at 31 March 2010, 54437.12 weeks.
(d) As at 31 March 2010, 37 653.98 days.
43.
- (a) Rec leave accrued decimal days 1926.8.
Rec leave accrued entitlement $1 686 373.48.
- (b)
| Classification Description | Rec Accrued in Days |
| Exec Off 1 Cntr | 56.9 |
| Exec Off 2 Cntr | 116.5 |
| Exec Off 3 Cntr | 34.3 |
| Exec Off 4 Cntr | 72.6 |
- (c) Current total is 1480.64 weeks.
- (d) See Attachment J.
44. In 2009 (as at 31 March 2010), 229 people received workers compensation.
See Attachment J.
45. As at 31 March 2010, a total of 104 people were on workers compensation.
46. As at 31 March 3010, a total of 360 people were on sick leave or extended leave (excluding recreation leave), longer than three weeks.
| Type | No of Staff |
| Sick | 25 |
| Compensation | 4 |
| Long Service Leave | 30 |
| Miscellaneous (Paid) | 120 |
| Miscellaneous (Unpaid) | 181 |
- Leave awaiting approval or awaiting processing are not included in this report. Miscellaneous leave includes (but is not limited to) maternity leave, leave without pay, sick leave without pay, secondment, study leave and extended absences consisting of multiple leave types.
47. Yes, the department has 118 staff (as at 31 March 2010) under the old Commonwealth Superannuation Scheme.
- With regard to the CSS liability, NT Treasury will be providing an answer to this component of the question on a whole-of-government basis.
- The optimal retirement age is 54 years and 11 months.
| Age groups | No of staff |
| 0 - 50 | 30 |
| 51 - 60 | 65 |
| 61 - 70 | 19 |
| 71 + | 4 |
48. As at 31 March 2010, there are 347 staff who receive airfare entitlements.
| Classification | No of Staff |
| AH 2/3 – AH6 | 8 |
| AO1 – AO8 | 107 |
| EO | 3 |
| N1 – N7 | 131 |
| P1 – P4 | 26 |
| PH2 – PH6 | 43 |
| T1 – T6 | 23 |
| Other | 6 |
‘Other’ includes – clinical managers, medical officers, registrars, specialists.
- (a) NTPS Apprenticeship Program 13
- NTPS Graduates 1
Graduate Nurse Program 97 –
88 Registered Nurse (Bachelor of Nursing); nine Enrolled Nurse (Certificate IV).
- (b) Apprentices 11
- Graduates 1 year to date
Graduate Nurse Program 72.
Under the Graduate Nurse Program, 59 graduates have won positions.
- (d) Nil in the NTPS Apprenticeship Program. Casual (6.1 months) and temporary (3.3 months).
This level of data is not collected for graduates under the Nurse Graduate Program. A graduate is on a 12-month contract and may not request a permanent position within the NT or DHF once the contract is completed.
- (e) Not applicable.
50.
- (a) There are 476.
- (b) and (c)
See Attachment K.
(d) The number is 271.
- See Attachment K.
- (e) The number is 205.
- See Attachment K.
(f) There are 60 staff.
| Classification | No of Staff |
| AH 2/3 – AH6 | 12 |
| AO2 – AO8 | 41 |
| ICS | 1 |
| EO | 1 |
| N3 – 5 | 2 |
| P4 | 1 |
| PH2 - 5 | 2 |
- (g) Not applicable.
- (h) 118 left the department; however, some may have been employed elsewhere within NTG.
- (i) The government considers it inappropriate to ask about sick leave usage based on a person’s ethnicity.
51.
- (a) $50 412 056.34.
- (b) These allowances were paid in accordance with PSEMA requirements. To break this down by each category would be a breach of privacy.
- (c) See Attachment L.
52. There have been 248 credit cards issued.
53. Zero items outstanding for personal items purchased on corporate credit cards.
54. Three.
55. Two.
56. $109 918.37.
57. The department has a policy of ‘self-insurance’ for all risks with the exception of public liability insurance relating to the foster carers, for which an exemption from the Treasurer has been granted as per Treasurer’s Direction R2.1.5.10. In addition, the department has provided reimbursement to medical Professionals where they have been contracted to provide services on behalf of the department. In some cases, these reimbursements have included an element of professional indemnity expense that the doctors have incurred.
58. In 2008-09 the Department of Health and Families preliminary building energy consumption was 296 113 gigajoules corresponding to 50 267 tonnes of greenhouse gas emissions.
59. In 2007-08 the Department of Health and Families preliminary building energy consumption was 293 100 gigajoules corresponding to 47 333 tonnes of greenhouse gas emissions.
60. The Department of Health and Families initiated a number of strategies to reduce its carbon emissions during 2008-09 including:
A $1.1m replacement of two small Royal Darwin Hospital air-conditioning chillers with frictionless, magnetic bearing chillers.
Cogeneration scoping studies for Royal Darwin Hospital and Alice Springs Hospital.
- These investigations resulted in recent additional funding for:
Cogeneration at Alice Springs Hospital,
Switching the RDH boilers from diesel to LPG.
A $405 000 upgrade of 3500 RDH light fittings.
Further savings investigations and funding applications are under way. Collectively, these initiatives are predicted to save over $1m per annum and 4500 tonnes of CO2 per annum (9% to 10% of DHF’s emissions).
61.
- (a) and (b)
- The Department of Health and Families is working towards the reduction target set in the Northern Territory government Energy Smart Buildings Policy for the 2010-11 financial year.
- In addition, the Department of Health and Families is working towards the reduction target set in the Northern Territory Greening the Fleet Strategy that aims to reduce emissions form the Territory government’s passenger and light commercial fleet by 20% by 2014 and 50% by 2020.
62. As at 31 December 2009 - $10 283 000.
| $000 |
| Lease payments | 6 889 |
| Short-term hire | 304 |
| Private car rental | 108 |
| Fuel, repairs and maintenance, other | 2 982 |
| Total | 10 283 |
63. As at 31 March 2010, the department had 583 vehicles.
64. Additional 23 vehicles.
65. 76% of passenger vehicles.
66. 112 vehicles.
67. Please refer to departmental policy.
68. Please refer to departmental policy.
69.See Attachment M.
70. See Attachment M.
71. Projected cost for power and water in 2010-11 is $11 069 465.
72. See Attachment N.
73. $60 136.
74. $700 000.
75. $661 629 (excludes tender and recruitment advertising).
See Attachment O.
76. See Attachment O.
77. See Attachment P.
149. Department of Justice – Output Groups
Ms CARNEY to MINISTER for JUSTICE and ATTORNEY-GENERAL
In relation to your portfolio areas within the Department of Justice, would you kindly respond to the following questions by output group in the department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
- (a) selection process commenced; and
(b) selection process (including position advertising) not commenced?
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave. What is the financial value of that leave;
- (b) what is the highest individual amount of accrued leave at each position level;
- (c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009?
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave? What is the financial value of that leave;
(b) what is the highest individual amount of accrued leave at each employee level;
(c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009, at each employee level?
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
- (a) how many graduates started with the department;
- (b) how many have completed the year;
- (c) how many won nominal positions;
- (d) how many have left the NTG, and what was the time each stayed within the NTG before leaving; and
- (e) how much sick leave has been taken on average by graduates and apprentices?
50. In relation to Indigenous employees, in 2009:
- (a) how many employees do you have in your department that recognise themselves as Indigenous;
(b) what are the levels of their positions held;
- (c) how many at each level;
- (d) how many are tenured and at what level;
- (e) how many are temporary and at what levels;
- (f) how many are acting up in positions and at what level;
- (g) how many have completed the year;
- (h) how many have left the NTG; and
(i) how much sick leave was taken, on average?
Allowances:
51. In regard to employee entitlements, for 2009:
- (a) In addition to salary how much was paid in employee allowances;
- (b) what are these allowances, to what level do they apply, and what is the annual estimated cost; and
- (c) do allowances these attract the 9% Superannuation Guarantee Levy and, if so, which allowances?
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
- (a) If yes, what % reduction is that from 2009; and
- (b) If no, why has a target not been set?
Vehicles:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
1. As at 31 March 2009, there were 14 personnel employed to perform Human Resource functions within the department.
| Human Resources Staffing by Classification as at 31 March 2010 | No |
| Executive Officer Contract 1 | 1 |
| Administrative Officer 8 | 2 |
| Administrative Officer 7 | 1 |
| Administrative Officer 6 | 6* |
| Administrative Officer 5 | 2 |
| Administrative Officer 3 | 2 |
| Total | 14 |
*This includes two Administrative Officer 6 employees located within the correctional facilities.
There are 12 staff centrally located in the Human Resources branch and two staff located within Northern Territory Correctional Services.
In addition, frontline human resource supervision and direct management functions are performed across the department.
2. This function is outsourced to the Department of Business and Employment (DBE).
3. See Attachment A.
4. DBE payroll services are charged to agencies on a notional basis. There is no cost differential for position levels. The cost differentials are between commencements, terminations, manually processed (PTR) transactions (that is, payroll officer processing a transaction) and automatically processed pay (PTR) transactions (that is, pay system processing a transaction).
5. DBE’s notional charges are generally determined annually and are not revised for staff transfers unless these are significant (for example, associated with administrative restructures).
6. Human Resources are funded within Corporate Management and do not have a separate budget.
7. Human Resources are funded within Corporate Management and do not have a separate budget. Funding for employee payments, travel, accommodation and training are not held centrally but are considered in the allocations/budgets for each division. Divisions have contributed to a management and leadership development initiative for the whole of the department that is managed centrally. Total budget for this initiative is $484 000 in 2009-10.
8. The management of executive contracts is outsourced to DBE.
9. Three complaints of harassment have been formally investigated. One grievance investigation has been undertaken for alleged bullying.
10. See Attachment A.
11. The attrition rate of staff in Human Resources is 16.66% in a unit of 14 people.
12. There are 14 positions in HR, 12 filled with six staff on higher duties.
13. For the 2009-10 financial year (as at 31 March 2010) $36 245 was spent on relocation costs.
14.
| Breakdown by Division | YTD Actual 2009-10 $000 |
| Solicitor for the NT | 3 |
| Court Support Services | 4 |
| Registrar-General / Public Trustee | 0 |
| Office of the Information Commissioner | 0 |
| Public Interest Disclosure | 0 |
| Consumer Affairs | 0 |
| Anti-Discrimination Commission | 0 |
| Office of the Director of Public Prosecutions | 13 |
| Correctional Services | 5 |
| Policy Coordination | 4 |
| Licensing, Regulation and Alcohol Strategy | 0 |
| WorkSafe | 7 |
| DoJ Sub Total | 36 |
| Corporate Management | 0 |
| Department of Justice Total | 36 |
15. A total of $76 000 has been budgeted for 2009-10 for relocation and other appointment and termination expenses.
16. In the 2009-10 financial year up to 1 April 2010, $337 000 had been spent on advertising, marketing, displays and marketing consultants. This is the overall expenditure and includes one-off advertising and general marketing activities.
17. See Attachment B.
18. See Attachment C.
19.
| State Description | Permanent Staff Working In Nominal Position | (*) People Held Temp |
| DOJ Dept of Justice | 654 | 590 |
* The numbers represent 'head count' for both operative and in-operative staff and include casuals, board members, executive contractors, apprentices and graduates but excludes previous staff being paid workers compensation payments. Staff not employed full-time are counted as one in head count numbers.
20. The rate of turnover of staff in the department in 2009 is 26.17%.
21. There are a variety of employment arrangements including temporary contracts across the department; therefore, a breakdown by classification is not a valid calculation of staff turnover in the agency.
22. As at 31 March 2010 there are 272 vacant positions as recorded in PIPS for the department.
Note: This response needs to be considered in light of Question 24.
23. The average length a permanent position is vacant within the department is 118 days.
- This has been calculated from a sample of 20 vacancies and is calculated from the date of receipt of an approval to fill to the commencement date of the successful applicant.
24. 68 recruitment actions have progressed to DBE advertising.
25. There are 338 employees on contracts as at 31 March 2010, excluding casuals. There are 101 staff engaged on an executive contract and 237 staff engaged on other temporary contracts.
26. During 2009-10 financial year (up to 31 March 2010) there have been 26 positions advertised by ‘expression of interest’.
Note: Data compiled from the agency’s recruitment register and only covers vacancies of less than six months.
27. See Attachment D.
28. Public Sector Instrument 15 allows the CEO to renew, on more than one occasion, all classifications of employees in accordance with section 34(5) of the Public Sector Employment and Management Act (PSEMA) and subject to specified conditions. This reduces the requirement to seek permission from the commissioner to extend a contract beyond a third extension. No requests have been submitted to the commissioner on the basis of a third contract extension.
29. Nil requests.
30.
| Designation | Average Days |
| Administrative Officer 3 | 56.23 |
| Administrative Officer 4 | 71.00 |
| Administrative Officer 5 | 57.00 |
| Administrative Officer 6 | 63.22 |
| Administrative Officer 7 | 75.62 |
| Administrative Officer 8 | 46.00 |
| Executive Contract Officer 1 | 81.83 |
| Executive Contract Officer 2 | 131.00 |
| Executive Officer 1 | 81.00 |
| Professional 1 | 87.25 |
| Professional | 56.00 |
| Professional 2 | 59.75 |
| Professional 3 | 66.00 |
| Professional | 46.00 |
| Professional 4 | 65.00 |
| Prison Officer In Training | 66.00 |
| Senior Industry Officer | 81.00 |
| Technical Officer 3 | 36.00 |
| Technical Officer 4 | 49.33 |
| Technical Officer 5 | 73.50 |
| Technical Officer 6 | 61.00 |
- The time is based on the number of working days between the advertising of a position, and the gazetting of the successful applicant on the NT Employment Opportunities website. Data is based on recruitment activity managed by DBE.
32. See Attachment E.
33. Permanently employed unattached officers as at 31 March 2010:
| Designation | Number Of Employees |
| Administration Officer 2 | 2 |
| Administration Officer 3 | 9 |
| Administration Officer 4 | 14 |
| Administration Officer 5 | 5 |
| Administration Officer 6 | 5 |
| Administration Officer 7 | 5 |
| Administration Officer 8 | 1 |
| Professional 2 | 2 |
| Professional 3 | 3 |
| Prison Officer | 2 |
| Senior Prison Officer | 3 |
| Total | 51 |
- It should be noted that 18 employees are on long-term transfers to other agencies and are not expected to return, and five employees are on six-year maternity leave options.
34. No additional training has been identified for the placement of our current unattached officers. Training options are considered as part of the support for placement of officers who become unattached.
35. Four unattached officers have been successfully placed in nominal positions between 1 July 2009 and 31 March 2010.
36. Five unattached officers have resigned between 1 July 2009 and 31 March 2010.
37. The average cost to recruit to a vacant position is $1167 based on 233 recruitment activities. Note: figure based on cost of advertising and relocation expenses.
38. Average cost per employee is approximately $1259 (based on 1209 staff).
39. See Attachment F.
40. Recreation leave is managed in accordance with the Northern Territory Public Sector 2008-2010 Union Collective Agreement (UCA) provisions as follows:
UCA Clause 45.7 Excess Leave – where an employee has available recreation leave in excess of 60 days, or 90 days in the case of a compulsory transferee, the CEO may, on giving a minimum of two months notice, direct the employee to take up to one-quarter of the total available recreation leave. Our policy is to remind managers twice a year of the rec leave liability.
42.
- (a) Long service leave (LSL):
- LSL leave accrued months 2174.0
LSL leave accrued
entitlement $14 710 309.32
- Actual LSL values are for employees with greater than 10 years service and pro rata LSL values are used for all employees with less than 10 years of service.
Recreation Leave:
- Rec leave accrued
decimal days 48 170.7
Rec leave accrued
entitlement $13 770 240.93
Leave bonus $ 747 263.00.
- If no previous recreation leave credit has been entered, then pro rata leave has been calculated from 1 January 2010. For employees who commenced after this date, the commencement date has been used in the calculation.
- (b) See Attachment G.
(c) Sick leave entitlements:
(d) Sick leave usage:
43.
- (a) Long service leave:
LSL leave accrued
entitlement $2 099 861.47.
- Actual LSL values are for employees with greater than 10 years service and pro rata LSL values are used for all employees with less than 10 years of service.
Recreation Leave:
Rec leave accrued
decimal days 1769.3
Rec leave accrued
entitlement $1 202 771.80
Leave bonus $ 0.00.
If no previous recreation leave credit has been entered, then pro rata leave has been calculated from 1 January 2010. For employees who commenced after this date, the commencement date has been used in the calculation.
- (b) See Attachment H.
- (c) Sick leave entitlement for executive contract officers:
- Sick leave balance in weeks 1666.01
- Individual sick leave balance does not include pro rata entitlements after last credit.
(d) See Attachment H.
44. A total of 47 people received workers compensation for the 2009-10 financial year (up to 31 March 2010).
Location | Time on Compensation |
| Alice Springs Urban | 168 |
| Darwin Urban | 1302 |
45 A total of 34 employees are currently on workers compensation as at 31 March 2010.
See Attachment I.
46. See Attachment J.
47. NT Treasury will be providing further information to answer this question on a whole-of-government basis considering sufficient disaggregated information is not available at a department level to answer the question.
48.
| Classification | Total |
| AO2 | 3 |
| AO3 | 5 |
| AO4 | 15 |
| AO5 | 10 |
| AO6 | 12 |
| AO8 | 5 |
| CIO | 6 |
| COMPO | 1 |
| CPO | 10 |
| DSUP | 4 |
| EO1 | 8 |
| P2 | 2 |
| P3 | 2 |
| P4 | 1 |
| POFCR | 11 |
| POR | 4 |
| SIOR | 1 |
| SPOR | 7 |
| SUPP | 1 |
| T3 | 1 |
| T4 | 1 |
| T5 | 1 |
111 |
- (a) Eight apprentices and four graduates commenced in the 2009-10 financial year (up to 31 March 2010).
- (b) Four apprentices graduated in February 2010. Four graduates have completed the year 1 July 2009 to 31 March 2010.
- (c) Two apprentices gained employment with the department, two obtained employment in Darwin, one in a Commonwealth government agency and one in the private sector. Three graduates secured employment with the department.
- (d) One graduate has left the NTPS on completion of their 12-month graduate clerkship.
- (e) See Attachment J.
50.
- (a) There are 84 employees within the department that recognise themselves as Indigenous.
- (b) and (c)
See Attachment K.
- (d) Nil employees are tenured, staff within the department are either permanent or temporary employees.
- (e) See Attachment K.
- (f) See Attachment K.
- (g) Seventy Indigenous employees have completed the year 1 July 2009 to 31 March 2010. This information does not include casual employees.
- (h) Nine Indigenous employees have left the department between 1 July 2009 and 31 March 2010. This information does not include casual employees.
- (i) It is inappropriate to request details on sick leave based on ethnicity or Aboriginality.
51.
- (a) In addition to salary $12 713 394.64 was paid in employee allowances.
- (b) These allowances were paid in accordance with the PSEMA requirements. To break this down by position would be a breach of privacy. The allowances, and to what level they apply, are captured in the table at Attachment L.
- PIPS is the single government system through which salaries and allowances are calculated and paid for the department. The data provided in relation to the estimated cost is as provided by DBE and for the period 1 July 2009 to 31 March 2010 is $12 713 394. Based on this information, the department estimates the annual cost to be approximately $16 951 102.
- (c) The allowances that attract the 9% Superannuation Guarantee Levy are captured in the table at Attachment L.
52. One hundred and thirty-eight (138) departmental staff have been issued with a corporate credit card as at 31 March 2010.
53. The DoJ Corporate Credit Card Policy states that there is to be no personal use of corporate credit cards. There are no outstanding transactions for personal items/services .
54. There have been two Northern Territory Correctional Services (NTCS) investigations relating to inappropriate use of computers in accordance with the NTCS Code of Conduct. As a result, two NTCS employees were cautioned.
55. There have been two NTCS investigations relating to inappropriate use of computers in accordance with the NTCS Code of Conduct. As a result, two NTCS employees were cautioned.
56. Insurance expense for the 2009-10 financial year (as at 31 March 2010) is $1.061m.
Workers Compensation – total costs as provided by DBE $979 000.
Motor Vehicles – includes NT Fleet and DoJ recoverable accident data - $60 000.
57. No areas were commercially insured as at 31 March 2010.
58. 901.6 tonnes (DoJ fleet).
- 9161 tonnes (DoJ buildings).
59. 859.6 tonnes (DoJ fleet).
8122 tonnes (DoJ buildings).
60.
The department has employed a consultant from Environ who is currently developing an Environmental Management System (EMS) for the department. The EMS consultancy commenced on 7 December 2009.
The DoJ Green Fleet Policy directs departmental vehicles used for operational purposes be selected from the range of vehicles with the lowest greenhouse emissions available at the time of supply.
DoJ participates in Earth Hour.
The Solicitor for the Northern Territory division (SFNT) has an active green team known as 'Green Justice' committed to implementing better environmental practices. The Green Justice team participated in the 2010 Clean Up Australia Day, Recycling Week and Plant a Tree Day.
DoJ is in the process of implementing a number of videoconferencing systems across its facilities, in an endeavour to reduce the requirements for travel and, thereby, reduce greenhouse emissions.
DoJ is planning to undertake a project to improve the energy efficiency of lighting within the Magistrates Court.
61.
- (a) 10% under Energy Smart Building Policy.
- 7% for Fleet vehicles in 2010-11.
- (b) N/A.
62. Lease Costs:
2008-09 lease costs $2 618 129.
2009-10 lease costs $2 211 423
(up to 31 March 2010).
- Fuel Costs:
2009-10 fuel costs $455 436
(up to 31 March 2010).
- 286 including heavy vehicles - trailers and tractors etcetera.
64. Eighteen.
65. 78%.
66. One hundred and thirty-eight.
67. Executive contract officers entitled to home garage vehicles. Pool vehicles should be garaged in secure parking compounds or areas where approval has been provided to home garage (executive director approval required for short- to long-term home garaging).
68. Judicial Officers (CSIO).
- EO1 Executive Officers.
ECO1 – 6 Executive Contract Officers.
AO6 Licensing Inspectors (LRAS).
T3 – T5 Workplace Safety Officers (NTWS).
AO3 – AO5 Probation Parole Officers (NTCS).
- AO6 – AO7 Manager, Community Corrections (NTCS)
T4 – 6 ASCC /DCC Security Systems Manager/Technician (NTCS).
- AO7 Regional Officer, Community Justice Policy (PC).
AO8 Director, Community Justice Centre (CSIO).
| Travel breakdown | 2009-10
year to date Actual $000 |
| Intrastate | 1 648 |
| Interstate | 540 |
| Overseas | 32 |
| Charter | 197 |
| Total | 2 417 |
| Accommodation | 562 |
| Airfares | 1 271 |
| Travel Allowance | 584 |
| Department of Justice Total | 2 417 |
| Category | 2009-10
year to date Actual $000 |
| Advisory Boards | 42 |
| Prisoner Repatriation/Client Travel | 198 |
| Recruitment | 1 |
| Relocation | 8 |
| Training | 276 |
| Witness Travel | 446 |
| Department of Justice Total | 971 |
70. $2 574 939.
71, Total projected cost for 2010 (2009-10 financial year) is $2 758 350. This amount is based on actual data to 31 March 2010 and extrapolated to 30 June 2010 on current trend.
72. 1 January 2009 to 1 April 2010:
- The Human Rights Art Award and Exhibition (run by Darwin Community Legal Service) (ODPP).
- The Human Rights Art Award and Exhibition (run by Darwin Community Legal Service) (ADC).
International Women’s Day Dinner (ADC).
- Women with Disabilities photo exhibition (ADC).
Human Rights Day breakfast (ADC).
Projected for 2010-11:
- The Human Rights Art Award and Exhibition (run by Darwin Community Legal Service) (ODPP).
- NT Law Society Golden Gavel competition (ODPP).
- The inaugural National Indigenous Drug and Alcohol Conference 2010 (LRAS).
Privacy Forum (OIC).
- International Human Rights Day activities (ADC).
International Women’s Day activities (ADC).
- REINT 2010 Awards for Professional Excellence.
73.
| The Human Rights Art Award and Exhibition (ODPP) | $250.00 |
| The Human Rights Art Award and Exhibition (ADC) | $500.00 |
| NT Law Society Golden Gavel competition | $150.00 |
| The inaugural National Indigenous Drug and Alcohol Conference 2010 | $5000.00 |
| The Correctional Industries Association of Australasia conference hosting | $6610.56
(nett cost) |
| International Women’s Day Dinner | $4837.60 |
| Women with Disabilities photo exhibition | Minor incidentals, most costs met by Life Without Barriers (main organiser) |
| Human Rights Day breakfast | $74.70 |
75. Year-to-date expenditure as at 31 March 2010 is $197 000 noting this figure also includes advertising in magazines, online, and outdoor banners/signage.
- Newspaper advertising - $63 271.00
Television advertising - $30 102.02.
76. The Moves campaign, Grog Running campaign, OCPID profile raising campaign, regional campaign for workplace safety, vendor disclosure legislation changes, Community Benefit Fund grants advertising, OHS legislation changes, Safe Work Week Australia, general liquor restrictions notifications and signage.
77. Consultancies has been interpreted to mean advertising consultancies as recorded under the Corporate Communications standard classification.
- Six consultancies at a cost of $14 968 were let by DoJ in the advertising area:
NT firms – four consultancies at a value of $9 153.39.
Interstate firms – two consultancies at a value of $5 814.99.
Deposit for a conference (Medina - interstate) - $409.09.
Art work update, A Safe Territory (Sprout - local) - $456.25.
Pull up (design) for A Safe Territory (Sprout - local) - $242.00.
Pull up (production) for A Safe Territory (Exhibitionist - local) -$395.00.
Art work purchase for The Moves campaign (Boiler Room - interstate) - $5405.90.
Workshops and workshop materials for community stores education on responsibilities (Sirius Enterprises - local) -$8060.14.
150. NT Electoral Commission – Output Groups
Ms CARNEY to MINISTER for JUSTICE and ATTORNEY-GENERAL
In relation to your portfolio areas within the Department of Justice, would you kindly respond to the following questions by output group in the commission:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
- (a) selection process commenced; and
(b) selection process (including position advertising) not commenced?
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave. What is the financial value of that leave;
- (b) what is the highest individual amount of accrued leave at each position level;
(c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009?
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave? What is the financial value of that leave;
(b) what is the highest individual amount of accrued leave at each employee level;
(c) what is the current total of sick leave entitlement of employees in the department; and
(d) how many days sick leave were taken in 2009, at each employee level?
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
- (a) how many graduates started with the department;
- (b) how many have completed the year;
- (c) how many won nominal positions;
- (d) how many have left the NTG, and what was the time each stayed within the NTG before leaving; and
- (e) how much sick leave has been taken on average by graduates and apprentices?
50. In relation to Indigenous employees, in 2009:
- (a) how many employees do you have in your department that recognise themselves as Indigenous;
(b) what are the levels of their positions held;
- (c) how many at each level;
- (d) how many are tenured and at what level;
(e) how many are temporary and at what levels;
- (f) how many are acting up in positions and at what level;
- (g) how many have completed the year;
- (h) how many have left the NTG; and
(i) how much sick leave was taken, on average?
Allowances:
51. In regard to employee entitlements, for 2009:
- (a) In addition to salary how much was paid in employee allowances;
- (b) what are these allowances, to what level do they apply, and what is the annual estimated cost; and
- (c) do allowances these attract the 9% Superannuation Guarantee Levy and, if so, which allowances?
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
- (a) If yes, what % reduction is that from 2009; and
(b) If no, why has a target not been set?
Vehicles:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
The following pages and attached files contain the response from the Northern Territory Electoral Commission (NTEC) to 77 parliamentary written questions recently lodged by the opposition that required a reply from individual agencies.
The NTEC is a very small agency without a dedicated internal human resource unit. Its staff levels fluctuate markedly from time to time to cope with operational demands, especially in relation to the conduct of Legislative Assembly and local government elections and by-elections. Also, almost all of the agency's advertising is related to elections, is required by statute and is, therefore, nondiscretionary. In this context, answers to some of the questions relating to human resources and advertising are not very instructive.
It should also be noted that the answers to some questions that were supplied directly by the Department of Business and Employment from its records (eg length of service, staffing levels, attrition rates, etcetera) do not exactly match related data provided by the NTEC from its internal records in response to other questions. These discrepancies, however, appear to be relatively immaterial in the broad context.
1. No FT position. Business Manager (AO6) and Deputy Electoral Commissioner (EO1) undertake some functions.
2. None, whole-of-government payroll services are provided by DBE.
3. No overpayments recorded for this agency.
4. None, charges for managing the payroll are notional.
5. Costs are agreed between agency managers on a case-by-case basis. Generally, the recruiting agency covers relocation costs. With regard to transfer dates are agreed between the agencies and DBE payroll is notified of date of action.
6. No separate HR unit. Absorbed in other roles.
7. See Question 6. Absorbed through existing resources in the agency.
8. DBE's whole-of-government payroll services manages non-executive and contract executive.
9. None.
10. No activity recorded.
11. Not applicable. See Question l.
12. Not applicable. See Question l.
13. Nil.
14. As per Question 13.
15. Nil. No specific allocation.
16. $3227.54. Includes council election and other organisation statutory advertising, TV enrolment program, CLP change of name.
17. See Attachment A. Refers to statutory responsibilities prescribed under the Northern Territory Electoral Act and the Local Government (Electoral) Regulations.
18. See Attachment B.
19. See Attachment B.
20. See Attachment C.
21. See Attachment C.
22. One, now discontinued.
23. Discontinued and undergoing restructure. New positions to be advertised in next reporting year.
24. Undergoing restructure. Positions to be advertised in next reporting year.
25. See Question 19 on Attachment B.
26. Agencies will need to address other means of advertising temporary vacancies.
27. No activity recorded.
28. None.
29. Not applicable.
30. No activity recorded.
31. No activity recorded.
32. No activity recorded.
33. See Attachment C.
34. Training was strategically integrated into operational expenditure in order for unattached employees to gain electoral industry experience. Development experience included procurement as part of whole-of-agency skilling, electoral skilling on mobile polling and Alice office management.
35. None.
36. None.
37. Small agency, limited recruitment and no relevant current financial data. Local recruitment not expensive. Sourcing from interstate would require an allocation.
38. $1200.
39. See Attachment D.
40. Depends on electoral cycle but reflects government policy of no more than 60 days recreational leave. This may have to be flexible in an election year due to operational requirements.
41. One staff member exceeded the carryover and, following discussions with management, requested two weeks paid out leave - $3400.
42.
- (a) See Attachment D.
(b), (c) and (d)
See Attachment E.
43.
(a), (b)
See Attachment F.
See Attachment G.
45. None.
46. See Attachment G.
49.
- (a) See Attachment G.
(b) See Attachment H.
(c) Nil won nominal positions, as reporting period is within the 1st year of service.
(d) and (e)
- Reports include staff held against apprentice and graduate job classifications. Those recorded against other classifications within PIPS, for example, AO4/AO5 will not be shown.
If there is no agency data for these questions (that is, agency does not have graduates and apprentices, or none ceased), no attachments will be supplied for this question.
51.(a) See Attachment H.
(b) See Attachment I.
(c) See Attachment J.
52. None.
53. None.
54. Not applicable.
55. None.
56. None.
57. 6.7 (Fleet vehicle component only).
- The Northern Territory government has committed to become carbon neutral by 2018 under the Northern Territory Climate Change Policy. Under this target, whole-of-government systems to account for greenhouse gas emissions according to recognised international greenhouse accounting standards will be progressively rolled out over the next eight years for government processes.
Currently, the Northern Territory government reports against building energy consumption use by government agencies with more than 50 full-time equivalent staff members, and for vehicle emissions from NT Fleet vehicles.
As the NTEC's FTE count is less than 50, the Department of Lands and Planning does not hold building energy and emissions data.
Emissions from NT Fleet vehicles for this period was 6.7 tonnes.
58. 7.5 (Fleet vehicle component only).
- As the NTEC's FTE count is less than 50, the Department of Lands and Planning does not hold building energy and emissions data.
Emissions from NT Fleet vehicles for this period was 7.5 tonnes.
59. None. As the NTEC's FTE count is less than 50, the Department of Lands and Planning does not hold building energy and emissions data.
- Staff are encouraged to turn off lighting, cooling, heating appliances. Agency follows Fleet's greening policy in relation to vehicles.
60. 7% (Fleet vehicle component only).
- NTEC is working towards the reduction target set in the Northern Territory government Energy Smart Buildings Policy for the 2010-11 financial year.
That target is a 10% reduction in energy usage per square metre across the agency's building portfolio compared to a 2004-05 baseline.
In addition, the NTEC is working towards the reduction target set in the Northern Territory Greening the Fleet Strategy that aims to reduce emissions form the Territory government's passenger and light commercial fleet by 20% by 2014 and 50% by 2020.
61. $43 041.
62. Three.
63. Nil.
64. 83%.
65. One.
66. Same as government policy.
67. ECO3.
68. International $Nil
- Intrastate $ 7 486
Interstate $24 202
Accommodation $14 846
TA $ 9 456
- Note: this expenditure was incurred by agency personnel travelling inter- and intra-Territory and electoral officials engaged in NT field activities including polling.
Recreation leave fares $ 8 449.
69. $16 000.
70. $20 000.
71. None.
72. Not applicable.
73. $10 000 is routinely allocated to the broadcast media for enrolment advertising in conjunction with the AEC. Statutory advertising was incurred for NT Electoral Act and Local Government (Electoral) Regulation purposes and was reimbursed by organisations requesting NTEC to undertake fee for service elections, including councils. Public awareness advertising incurred for councils was also reimbursed.
74. NTEC year-to-date advertising expenditure on the enrolment program:
- Advertising Medium Amount
Radio $ -
Television $ 9560.10
Newspaper $ -
Total $ 9560.10.
NTEC year-to-date statutory notice and ejection advertising expenditure (excludes NTEC website costs):
Advertising Medium Amount
Radio $13 223.79
Television $ 8 003.75
Newspaper $ -
Total $21 227.54.
76. One - sourced from NTG panel.
- Cost re organisation restructure exercise $5920.
Estimated cost re performance development not greater than $7000.
151. Auditor-General’s Office – Output Groups
Ms CARNEY to MINISTER for JUSTICE and ATTORNEY-GENERAL
In relation to your portfolio areas within the Auditor-General’s Office, would you kindly respond to the following questions by output group in the office:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
- (a) selection process commenced; and
(b) selection process (including position advertising) not commenced?
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave. What is the financial value of that leave;
- (b) what is the highest individual amount of accrued leave at each position level;
(c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009?
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave? What is the financial value of that leave;
(b) what is the highest individual amount of accrued leave at each employee level;
(c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009, at each employee level?
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
- (a) how many graduates started with the department;
- (b) how many have completed the year;
(c) how many won nominal positions;
- (d) how many have left the NTG, and what was the time each stayed within the NTG before leaving; and
- (e) how much sick leave has been taken on average by graduates and apprentices?
50. In relation to Indigenous employees, in 2009:
- (a) how many employees do you have in your department that recognise themselves as Indigenous;
(b) what are the levels of their positions held;
- (c) how many at each level;
- (d) how many are tenured and at what level;
(e) how many are temporary and at what levels;
- (f) how many are acting up in positions and at what level;
- (g) how many have completed the year;
- (h) how many have left the NTG; and
(i) how much sick leave was taken, on average?
Allowances:
51. In regard to employee entitlements, for 2009:
- (a) In addition to salary how much was paid in employee allowances;
- (b) what are these allowances, to what level do they apply, and what is the annual estimated cost; and
- (c) do allowances these attract the 9% Superannuation Guarantee Levy and, if so, which allowances?
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
- (a) If yes, what % reduction is that from 2009; and
- (b) If no, why has a target not been set?
Vehicles:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
1. The NTAGO has a staffing complement of five positions. Of these, three are full-time ECO positions and two are administrative. The Office Administrator (AO6) is responsible for the HR functions of the department.
2. The NTAGO has no personnel employed to assist with payroll functions.
3. The NTAGO had no incidences occur in respect to payment or allowance errors.
4. DBE payroll services are charged to agencies on a notional basis. There is no cost differential for position levels. The cost differentials are between commencements, terminations, manually processed (PTR) transactions (that is, payroll officer processing transactions) and automatically processed pay (PTR) transactions (that is, pay system processing a transaction).
See example at Attachment A.
5. The NTAGO is an agency comprising of five people. All payroll expenses charged to a single output.
6. The NTAGO has no specific budget allocated to this function as the tasks are handled within the normal scope of day-to-day duties of the Office Administrator, or other staff as required.
7. The following allocations have been made for employee payments, travel, accommodation and training:
- Employee Payments (1) $722 000
Travel $ 5 050
Accommodation $ 2 170
Training $ 5 000
(1) Includes all salaries and allowances.
8. The NTAGO does have the same staff manage executive contracts as manage non-executive staff members.
9. There have been no complaints made in our agency with regard to workplace bullying or harassment.
10.The NTAGO has no expenses recorded for recruitment advertising in the reporting period.
11. The NTAGO has no attrition rate of staff for the period reported.
12. The NTAGO has five full-time positions as shown in the following table:
| Act Classification | Act Position | Employee Name |
EO5C | 4365 | McGuiness, Francis Gerard |
EO1C | 4371 | Cooper,
Susan Joy |
EO1C | 4372 | Richards, Robert Reginald |
AO6 | 4370 | Woodcock, Michelle Clare |
AO3 | 22657 | Tierney, Crystal |
- All positions are filled and there are no personnel on higher duties.
The Auditor-General has implemented a flexible working policy and has negotiated with the administrative positions of the office to work part-time to assist with family and study arrangements.
The following two administrative positions work 0.6 FTE at various times, in conjunction with balancing the needs of the office and their respective arrangements.
Act Classification
Act Position Employee Name
AO6 | 4370 | Woodcock, Michelle Clare |
AO3 | 22657 | Tierney, Crystal |
13. The NTAGO incurred no expenditure on relocation of personnel during this period.
14. The NTAGO spent no funds on relocation of personnel during this period.
15. The NTAGO has not budgeted for the relocation of personnel during this period.
16. The NTAGO has allocated no funds towards advertising and marketing during this period.
17. The NTAGO has allocated no funds towards advertising and marketing during this period.
18. Refer Attachment A.
19. Refer Attachment B.
20.
| State Code | State Name | Turnover |
4 | AG Auditor-General | 0.00 |
22. The NTAGO has no current vacancies.
23. During the reporting period, the NTAGO has had no vacancies against permanent positions.
24.
- (a) During the reporting period, the NTAGO had two vacancies against permanent positions.
| Act Classification | Act Position | Employee Name |
AO6 | 4370 | Woodcock, Michelle Clare |
AO3 | 22657 | Tierney, Crystal |
- PN 4370 was vacant initially as a result of maternity leave during 2008-08 with a resignation being effective from the May 2009. The position was advertised on 22 May 2009 and the acting incumbent, Ms Woodcock, was appointed permanently on 10 July 2009.
- PN 22657 was vacated initially as a result of resignation effective November 2008. The position was reviewed and re-evaluated 10 June 2009. A section 35 transfer was used to transfer Ms Tierney from DH&LG effective 11 July 2009.
- (b) During the reporting period, the NTAGO had no vacancies.
25. The NTAGO has no employees currently on temporary contracts.
26. The NTAGO had no positions advertised within this period.
27. The NTAGO had no temporary contracts extended.
28. During the reporting period, the NTAGO had no employees employed on a contract basis, therefore no extensions were required.
29. During the reporting period, no permission(s) were sought by the NTAGO from the commissioner for contract extensions, therefore no recruitment action was conducted.
30. There were no recruitment actions recorded for NTAGO in 2010.
31. Two positions were filled by existing public servants in 2010.
32. During 2009, only one position was reclassified for NTAGO. The position was re-assessed from an AO2 Personal Assistant to an AO3 Records Management Officer position.
33. There were no unattached permanent employees recorded for the NTAGO during 2010.
34. During the reporting period, there were no employees employed by the NTAGO on an unattached basis, therefore nil.
35. During the reporting period, there were no employees employed by the NTAGO on an unattached basis, therefore nil.
36. During the reporting period, there were no resignations at the NTAGO, therefore nil.
37. During the 2009-10 reporting period, there were no recruitment costs for the NTAGO, therefore nil.
38. During the 2009-10 reporting period, the NTAGO allocated $5000 towards training, which is approximately $1000 per person.
39. Refer Attachment C.
40. The NTAGO encourages staff to take their leave entitlements in accordance with the PSE&MA and by-laws.
41. There are no employees of the NTAGO with entitlements that exceed the PSE&MA by-laws.
42.
- (a) See Attachment C.
(b), (c) and (d)
See Attachment D.
43.
- (a) and (b)
See Attachment E.
(c) and (d)
See Attachment F.
44. No employees of the NTAGO received workers compensation in 2009.
45. There are no employees of the NTAGO currently on workers compensation.
46. The NTAGO only had one employee in 2009 that was on extended leave; maternity leave which finished at the end of May 2009. The employee resigned from the service at that point.
47. There were no employees in the NTAGO who contributed to the CSS.
48. There were no employees with NTAGO eligible for the return flight scheme to Adelaide.
49.
- (a) The NTAGO had no apprentices or graduates in this period.
- (b) The NTAGO had no apprentices or graduates in 2009.
(c) The NTAGO had no apprentices or graduates in 2009.
(d) The NTAGO had no apprentices or graduates in 2009.
- (e) The NTAGO did not have any apprentices or graduates during 2009.
50.
- (a) The NTAGO did not have any Indigenous employees in either actual or nominal capacities during 2009.
(b) The NTAGO did not have any Indigenous employees in either actual or nominal capacities during 2009.
- (c) The NTAGO did not have any Indigenous employees in either actual or nominal capacities during 2009.
- (d) The NTAGO did not have any Indigenous employees in either actual or nominal capacities during 2009.
- (e) The NTAGO did not have any Indigenous employees in either actual or nominal capacities during 2009.
- (f) The NTAGO did not have any Indigenous employees in either actual or nominal capacities during 2009.
- (g) There were no Indigenous employees in actual or nominal positions in 2009 for NTAGO.
- (h) In 2009, the NTAGO had no actual or nominal Indigenous employees.
- (i) See Attachment F.
51.
- (a) and (b)
See Attachment G.
- (c) See Attachment H.
52. There is only one card allocated to the NTAGO. The card is issued in the name of Michelle Woodcock, the Office Administrator.
53. There are no repayment transactions outstanding for personal items and services.
54. There are no reports of improper usage of information technology for the NTAGO.
55. There were no reports of improper usage of information technology for the NTAGO, therefore, no disciplinary action was pursued.
56. There were no insurance expenses in 2009 for the NTAGO.
57. The NTAGO controls minor assets only. Given those assets, ages and replacement costs, and the risk of loss, no insurance cover has been taken out.
58. 16.244 tonnes.
59. 16.2 tonnes.
60. The number of motor vehicles was reduced by one.
61. The NTAGO has no set target for departmental CO2 emission. Electricity usage is generally inelastic and the opportunity to reduce motor vehicle emissions will not occur until the second half of 2011.
62. The NTAGO spent $24 860.
63. The NTAGO has two vehicles; a reduction of one vehicle when compared to prior years.
64. A decline of one.
65. Both vehicles are 5.5 or better.
66. The NTAGO home garages two vehicles. Both vehicles are private plated.
67. The NTAGO vehicles are private plated and are home garaged within established NTG policies.
68. The NTAGO vehicles are private plated and are home garaged within established NTG policies.
- See Attachment I.
69. The NTAGO spent the following:
| 2008-09 Expenditure | Total Exp $ |
| Intrastate fares | - |
| Interstate fares | 12 221.19 |
| Training and Study
(Conferences/Seminars) | 11 789.78 |
| Interstate T/A | - |
| Accommodation | 4 488.55 |
70. The NTAGO spent the following:
2008-09 ExpenditureTotal Exp $
| Power and Water | 2092.43 |
71. The NTAGO is expecting to spend the following:
2009-10 ExpenditureTotal Exp $
| Power and Water | 2718.79 |
72. The NTAGO had no sponsorship expenses recorded 1 January 2009 to 1 April 2010.
73. The NTAGO has provided no sponsorship or financial support for 2009-10
74. The NTAGO has no allocation for advertising in the 2009-10 year.
75. The NTAGO has no expenditure for advertising in the 2009-10 year.
76. The NTAGO has no advertising campaigns for the 2009-10 year.
77. The NTAGO had no advertising consultancies during the 2009 period, therefore nil.
152. Department of Justice – Output Groups
Ms CARNEY to MINISTER for CORRECTIONAL SERVICES
In relation to your portfolio areas within the Department of Justice, would you kindly respond to the following questions by output group in the department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
- (a) selection process commenced; and
(b) selection process (including position advertising) not commenced?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave. What is the financial value of that leave;
(b) what is the highest individual amount of accrued leave at each position level;
(c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009?
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave? What is the financial value of that leave;
(b) what is the highest individual amount of accrued leave at each employee level;
- (c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009, at each employee level?
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
- (a) how many graduates started with the department;
- (b) how many have completed the year;
- (c) how many won nominal positions;
- (d) how many have left the NTG, and what was the time each stayed within the NTG before leaving; and
- (e) how much sick leave has been taken on average by graduates and apprentices?
50. In relation to Indigenous employees, in 2009:
- (a) how many employees do you have in your department that recognise themselves as Indigenous;
- (b) what are the levels of their positions held;
- (c) how many at each level;
- (d) how many are tenured and at what level;
- (e) how many are temporary and at what levels;
- (f) how many are acting up in positions and at what level;
- (g) how many have completed the year;
- (h) how many have left the NTG; and
- (i) how much sick leave was taken, on average?
Allowances:
51. In regard to employee entitlements, for 2009:
- (a) In addition to salary how much was paid in employee allowances;
(b) what are these allowances, to what level do they apply, and what is the annual estimated cost; and
- (c) do allowances these attract the 9% Superannuation Guarantee Levy and, if so, which allowances?
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
- (a) If yes, what % reduction is that from 2009; and
- (b) If no, why has a target not been set?
Vehicles:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
This question requires a significant amount of effort by the agency to produce an answer that would provide the detail requested.
The Department of Justice is currently involved in a lot of preparatory work for Estimates Committee hearings and, in doing so, will be collating information similar to that which has been requested.
In order to avoid unnecessary pressure and duplication by the public servants who have to provide this information, I will be prepared to answer these questions at Estimates Committee.
153. Office of the Commissioner for Public Employment – Output Groups
Mr ELFERINK to MINISTER for PUBLIC EMPLOYMENT
In relation to your portfolio areas within the Office of the Commissioner for Public Employment, would you kindly respond to the following questions by output group in the office:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
- (a) selection process commenced; and
(b) selection process (including position advertising) not commenced?
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave. What is the financial value of that leave;
- (b) what is the highest individual amount of accrued leave at each position level;
(c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009?
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave? What is the financial value of that leave;
- (b) what is the highest individual amount of accrued leave at each employee level;
- (c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009, at each employee level?
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
- (a) how many graduates started with the department;
- (b) how many have completed the year;
- (c) how many won nominal positions;
- (d) how many have left the NTG, and what was the time each stayed within the NTG before leaving; and
- (e) how much sick leave has been taken on average by graduates and apprentices?
50. In relation to Indigenous employees, in 2009:
- (a) how many employees do you have in your department that recognise themselves as Indigenous;
- (b) what are the levels of their positions held;
- (c) how many at each level;
- (d) how many are tenured and at what level;
(e) how many are temporary and at what levels;
- (f) how many are acting up in positions and at what level;
- (g) how many have completed the year;
- (h) how many have left the NTG; and
- (i) how much sick leave was taken, on average?
Allowances:
51. In regard to employee entitlements, for 2009:
- (a) In addition to salary how much was paid in employee allowances;
- (b) what are these allowances, to what level do they apply, and what is the annual estimated cost; and
- (c) do allowances these attract the 9% Superannuation Guarantee Levy and, if so, which allowances?
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
- (a) If yes, what % reduction is that from 2009; and
- (b) If no, why has a target not been set?
Vehicles:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
1. The human resource function for this department is performed by staff at the Department of the Chief Minister.
- There are six human resources staff employed at the following levels:
- ECO1 x 1
AO7 x 1
AO6 x 1
AO5 x 1
AO4 x 1
AO3 x 1
2. 0.4 x AO5 and 0.1 x AO4.
3. No overpayments were recorded for this agency.
4. None. Charges for managing the payroll are notional.
5. Costs are agreed between agency managers on a case-by-case basis. Generally, the recruiting agency covers relocation costs. Transfer dates are agreed between the agencies and DBE payroll is notified of date of action.
6. Corporate services functions such as Human Resources, Office Services and Finance are performed by the Department of the Chief Minister on behalf of the Office of the Commissioner for Public Employment. The office is invoiced a fixed amount of $420 000 for these services.
7. Please refer to previous answer.
8. DBE’s whole-of-government payroll services manages non-executive and contract executive. DCM Human Resources manage executive contract staff: 0.4 x AO5.
9. As at 30 April 2010, there have been no complaints in relation to workplace bullying and harassment.
10. As at 30 April 2010, $12 760 has been spent on recruitment advertising:
- Local $ 2 006
Interstate $ 10 390
Production $ 364
Total $ 12 760
11. Refer to response in Question 6.
12. Refer to response in Question 6.
13. As at 30 April 2010, there was $3401 of expenditure for relocation costs for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances).
14. Employee relations removal and storage fees = $3401.
15 There is not a specific budget for relocation costs as these are difficult to predict; however, these costs are captured as part of a broader budget for general administrative expenses.
16. As at 30 April 2010, the department spent $41 570 on advertising and marketing:
- Advertising * $ 9 097
Marketing $ 32 473
Total $ 41 570
- *Advertising does not include tender and recruitment
17. See Attachment A.
18.
| Classification | Total FTE |
| Administrative Officers AO1 to AO8 | 23.2 |
| Executive Officers - Executive Contract Officers | 6 |
| Graduate Trainees | 1 |
| Senior Prison Officer | 1 |
| TOTAL | 31.2 |
- The column titled 'Total FTE' represents staff paid during a pay period on a full-time equivalent figure.
- FTE counts each staff member as a percentage of the pay received that fortnight.
A staff member who receives 10 days wages is counted as ‘1’, whilst a person who receives four days wages is counted as ‘0.4’.
The figures include staff employed on a permanent, temporary, executive contract and casual basis.
Data is at Payday 20, 31 March 2010. Regular FTE reporting to government is FTE based on a monthly average.
19.
| Perm Staff Held in Nominal Position | Perm Staff Not in Nominal Position | (*) Temporary Staff |
17 | 9 | 16 |
- The numbers represent 'head count' for both operative and inoperative staff and include casuals, board members, executive contractors, apprentices and graduates, but excludes previous staff being paid workers compensation payments. Staff not employed full-time are counted as one in head count numbers.
- Footnote:
Perm staff held in nominal position = permanent staff working in their nominal position.
Perm staff not in nominal position = permanent staff working temporary transfers or that are not held against a nominal position.
(*)Temporary staff = temporary staff include staff on temporary employment contracts, casuals, board members, executive contractors, apprentices and graduates.
20. Staff Turnover – 25.55%.
21.
Classification | Turnover % |
| AO1 - AO8 | 21.17 |
| EO1 - EO5C | 32.00 |
| AQ3SA | 0.00 |
| Graduate | 0.00 |
| Spor | 0.00 |
22. As at 31 May 2010 there were four vacant positions.
23. From 1 July 2009 to 30 April 2010, a variety of permanent positions in the department have been vacant for a total of 735 days.
24. As at 31 May 2010:
- (a) Three positions have had recruitment action commenced.
(b) recruitment process is yet to commence with one position.
25. As at 31 May 2010, nine staff were employed on a temporary contract (including executive contract officers).
26.Eleven positions have been advertised by ‘expression of interest’.
27.
| Extended Once | No of Contracts Affected | Total No of Contract Extensions Processed |
3 | 3 | 3 |
28. Public Sector Instrument 15 allows the CEO to renew, on more than one occasion, all classifications of employees in accordance with section 34(5) of the Public Sector Employment and Management Act (PSEMA) and subject to specified conditions. This reduces the requirement to seek permission from the commissioner to extend a contract beyond a third extension. No requests have been submitted to the commissioner on the basis of a third contract extension.
29. See response to previous question.
30. Time is based on number of working days between the advertising of a position, and the gazetting of the successful applicant on the NT Employment Opportunities website.
Designation | Average Days |
AO6 | 76.00 |
AO7 | 31.00 |
ECO1, EO1 | 61.00 |
31.
| External Recruit | NTG Employee | Not Declared | Total |
1 | 3 | | 4 |
- Note: The reporting source is based on a voluntary declaration by the applicant when applying for a job.
Information is collected in advertised recruitment actions for permanent and temporary staff, not including Expression of Interest recruitment.
This report represents recruitment actioned during period of 1 July 2009 to 31 March 2010.
33. As at 31 May there are two unattached employees. Levels are AO1 x one, AO6 x one.
34. There are no costs for training and skilling unattached employees as both are on six years maternity leave.
35. No unattached employees have successfully gained nominal positions within the agency or gained employment in another agency as at 30 April 2010.
36. As at 30 April 2010, no unattached employees have resigned.
37. As at 30 April 2010, four people have been recruited at an average cost of $4073.
38. On average $421 has been allocated to each staff member for training and improvement.
39. Refer Attachment A.
40. Recreation leave is managed in accordance with the Northern Territory Public Sector 2008-2010 Union Collective Agreement (UCA) provisions as follows:
- UCA clause 45.7 Excess Leave – Where an employee has available recreation leave in excess of 60 days, or 90 days in the case of a compulsory transferee, the CEO may, on giving a minimum of two months notice, direct the employee to take up to one-quarter of the total available recreation leave. Our policy is to remind managers twice a year of the rec leave liability.
41. As of 1 April 2010, there were five employees with leave totalling $103 236.53.
42. (a)
| LSL Leave Accrued Months | LSL Leave Accrued Entitlement |
84.4 | $763 818.41 |
| Rec Leave Accrued Decimal Days | Rec Leave Accrued Entitlement |
1277.6 | $489 340.46 |
42(b)
| Classification Description | LSL Accrued In Months |
| AO1 – AO8 | 23.94 |
| EO1 | 3.7 |
| ECO1 – EC06 | 16.56 |
| Graduates Trainees | 0.45 |
| ICS | 0.67 |
| Senior Prison Officer | 1.03 |
| Classification Description | Rec Accrued In Days |
| AO1 – AO8 | 281.4 |
| EO1 | 47.5 |
| ECO1 – ECO6 | 184.5 |
| Graduates Trainees | 30.0 |
| ICS | 10.0 |
| Senior Prison Officer | 27.1 |
42(c)
Sick Leave Balance in Weeks = 622.75.
42(d)
Total Sick Leave Days Taken = 138.93.
43(a)
| LSL Leave Accrued Months | LSL Leave Accrued Entitlement |
17.86 | $350 176.56 |
| Rec Leave Accrued Decimal Days | Rec Leave Accrued Entitlement |
204.7 | $174 540.87 |
43(b)
Long Service Leave
| Classification | LSL Accrued In Months |
| ECO1 – ECO6 | 16.56 |
Recreation Leave
| Classification | LSL Accrued In Months |
| ECO1 – ECO6 | 184.5 |
43(c)
- Sick Leave Balance in Weeks = 211.91.
43(d)
| Classification Description | Sick Leave Days Taken |
| Executive Officer 1 - Executive Contract | 4.00 |
44. As at 30 April 2010 one AO7 in Darwin has put in a workers compensation claim. The case is under consideration. The employee is currently working.
45. See previous answer.
46. Refer Attachment A.
47. The Office of the Commissioner for Public Employment has two personnel under the old Commonwealth scheme.
Northern Territory Treasury will be providing an answer to the liability related to the Commonwealth superannuation scheme.
The question of optimal retirement ages for individual staff is a matter for each member having regard to their particular financial and personal circumstances.
48.
| Classification | Total |
AO6 | 1 |
AO7 | 3 |
AO8 | 2 |
| Total | 6 |
49.
- (a) One graduate transferred from DBE for a six month placement.
(b) N/A.
(c) N/A.
(d) N/A.
(e)
| Number of Staff | Total Sick Leave Days | Average Sick Days Per Person |
Graduates | 1 | 2.46 | 2.46 |
50.
- (a) Two.
(e) N/A.
(f) N/A.
(g) Two.
(h) One.
(i) The NT government considers it inappropriate to ask about sick leave usage based on a person’s ethnicity.
51.
(a) Total allowances including salary: $78 733.72.
- Note: Excludes salary, recreation and long service leave.
52 As at 30 April 2010, OCPE has 12 credit cards; six of these cards are held with Corporate Services in the Department of the Chief Minister.
53 As at 30 April 2010, there were no transactions.
54. As at 30 April 2010, there were no reports of improper use of information technology.
55. As at 30 April 2010, there were no reports resulting in formal disciplinary action.
56. No insurance expenses in 2009.
57. The department is self-insured.
58. The Office of the Commissioner for Public Employment emitted 201 tonnes related to building energy use and 16.9 tonnes for the fleet vehicle component.
59. The Office of the Commissioner for Public Employment emitted 222 tonnes related to building energy use and 16.8 tonnes for the fleet vehicle component.
60. The Office of the Commissioner for Public Employment has initiated a number of strategies to reduce carbon emissions during 2008-09 including:
- Continued rationalisation of standalone printers, faxes and photocopiers and greater use of multifunction devices with built in energy efficiency functionality.
These initiatives are all ongoing.
61. The Northern Territory government has committed to become carbon neutral by 2018 under the Northern Territory Climate Change Policy. Under this target, whole-of-government systems to account for greenhouse gas emissions according to recognised international greenhouse accounting standards will be progressively rolled out over the next eight years for government processes.
- OCPE is working towards the 10% reduction target set in the Northern Territory government Energy Smart Buildings Policy for the 2010-11 financial year.
62. As at 30 April 2010, the total expenditure on motor vehicles and associated costs was $50 994.42.
63. As at 30 April 2010, OCPE has six vehicles.
64. No change.
65. The figure given by NT Fleet is 50%.
66. Six vehicles are home garaged.
67. In accordance with the OCPE Motor Vehicles Entitlement and Use Policy as at May 2010, non-executive contract officers require written approval from the Commissioner for Public Employment, based on a business case, to home garage a vehicle.
68. All executive contract officers and one AO8.
69. As at 30 April 2010:
| Intra-Territory fares | $ 13 371 |
| Interstate fares | 17 318 |
| Intra-state accommodation | 3 750 |
| Interstate accommodation | 2 847 |
| Overseas accommodation | 542 |
| Travelling allowance intra-Territory | 17 440 |
| Travelling allowance interstate | 2 060 |
| Total | $57 328 |
- *The above amounts report on OCPE staff travel costs for accommodation, airfare and travelling allowance costs only. They do not include vehicle hire and other minor travelling expenses.
70. As at 30 April 2010, power and water costs were $54 799.
71. The projected cost for power and water for the department is $65 760.
72. The Office of the Commissioner for Public employment sponsored the Industrial Relations Society of the Northern Territory (IRSNT) as a Gold Sponsor for their annual convention in 2009 for the amount of $3000.
73. See previous answer.
74. Advertising is a component of Marketing and Promotions. Budget is allocated at the Marketing and Promotions level. The Office of the Commissioner for Public Employment’s Marketing and Promotions budget for the 2009-10 year is $64 000.
- Other advertising is budgeted for non-Marketing and Promotions activities such as recruitment and tender advertising.
75. Total Advertising as at 30 April 2010:
- Marketing and Promotions:
Advertising General $ 271
Advertising Newspapers $ 7 640
Advertising Magazines/Journals $ 340
Advertising Outdoors $ 1 117
- Total $ 9 368
- Other Advertising:
Advertising Recruitment $ 12 760
- Total $ 22 128
76. There were no advertising campaigns undertake or expected to be undertaken by this department in the 2009-10 year.
77. As at 30 April 2010, there were two service contracts:
Intra-Territory Service Contracts | Interstate Service Contracts |
Number | CostNumberCost |
2 | $3384.200$0 |
154. Ombudsman’s Office – Output Groups
Mr ELFERINK to MINISTER for JUSTICE and ATTORNEY-GENERAL
In relation to your portfolio areas within the Ombudsman’s Office, would you kindly respond to the following questions by output group in the department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
- (a) selection process commenced; and
(b) selection process (including position advertising) not commenced?
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave. What is the financial value of that leave;
- (b) what is the highest individual amount of accrued leave at each position level;
(c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009?
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave? What is the financial value of that leave;
(b) what is the highest individual amount of accrued leave at each employee level;
(c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009, at each employee level?
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
- (a) how many graduates started with the department;
- (b) how many have completed the year;
- (c) how many won nominal positions;
- (d) how many have left the NTG, and what was the time each stayed within the NTG before leaving; and
- (e) how much sick leave has been taken on average by graduates and apprentices?
50. In relation to Indigenous employees, in 2009:
- (a) how many employees do you have in your department that recognise themselves as Indigenous;
(b) what are the levels of their positions held;
- (c) how many at each level;
- (d) how many are tenured and at what level;
(e) how many are temporary and at what levels;
- (f) how many are acting up in positions and at what level;
- (g) how many have completed the year;
- (h) how many have left the NTG; and
(i) how much sick leave was taken, on average?
Allowances:
51. In regard to employee entitlements, for 2009:
- (a) In addition to salary how much was paid in employee allowances;
- (b) what are these allowances, to what level do they apply, and what is the annual estimated cost; and
- (c) do allowances these attract the 9% Superannuation Guarantee Levy and, if so, which allowances?
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
- (a) If yes, what % reduction is that from 2009; and
- (b) If no, why has a target not been set?
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
1. The department does not have a dedicated HR section.
- HR functions are performed by the Business Manager (AO6) and make up approximately 20% of that position.
2. None. Whole-of-government payroll services are provided by DBE.
3. No overpayments recorded for this agency.
4. DBE payroll services are charged to agencies on a notional basis. There is no cost differential for position levels.
- The cost differentials are between commencements, terminations, manually processed (PTR) transactions (that is, payroll officer processing a transaction) and automatically processed pay (PTR) transactions (that is, pay system processing a transaction).
The information provided in the below table is notional charges issued to agencies for payroll services during the period 1 July 2009 to 31 March 2010:
Customer Name: Ombudsman and Health Complaints Commission - SLA notional billing only:
| Short Description | Total Amount |
| HR systems | $ 5 405.00 |
| Payroll auto PTRs | $ 585.00 |
| Payroll commencement | $ 1 560.00 |
| Payroll employees | $ 2 428.96 |
| Payroll manual PTRs | $ 1 390.00 |
| Payroll termination | $ 1 560.00 |
| Total | $ 12 928.96 |
6. As the department does not have a dedicated HR area, no specific human resources functional area budget exists.
7. See Attachment A.
8. DBE’s whole-of-government payroll services manages non-executive and contract executive.
9. Nil formal complaints processed.
10. See Attachment A.
11. N/A. No HR area - only one staff member who has been with the department all year.
12. N/A. No HR area - only one staff member who has been with the department all year at nominal level.
13. Nil.
14. N/A.
15. The agency allocates $3000 of its operational budget to cover all recruitment-related expenses
16. The department conducted one major advertising campaign this year to highlight legislative changes in the Ombudsman Act which came in on 1 July 2009 and new powers created under the act.
- A re-branding exercise was conducted at the same time.
After closing down the Alice Springs office due to budgetary restraints, the office also conducted access and awareness sessions in Alice Springs and 28 regional communities.
17. See Attachment B.
18. See Attachment B.
19. See Attachment C.
20.
| State Code | State Name | Staff Turnover % |
5 | Ombudsman | 33.5 |
21. See Attachment C.
22. See Attachment D.
23.
Position | Classification | Time Vacant |
2890 | AO5 | Vacant 321 Days |
15337 | AO7 | Vacant 363 Days |
24.
- (a) Nil. No funding to fill positions.
(b) Two. No funding to fill positions permanently.
25. None. As per question 19.
26. Office of the Ombudsman – five.
- Ombudsman and Health Complaints Commission – four.
27. See Attachment D.
28. Nil.
29. N/A.
30.
| Agency | Designation | Average Days |
| Office of the Ombudsman | AO6 | 31.00 |
| AO7 | 36.00 |
- *Time is based on number of working days between the advertising of a position, and the gazetting of the successful applicant on the NT Employment Opportunities website.
31. See Attachment D.
32. 1 x AO7 to ECO1 (23 January 2009)
1 x EO1 to ECO2 (4 March 2009)
2 x AO3 to AO4 (5 January 2009).
33. See Attachment D.
34. Nil. All unattached officers are on leave or been on temporary transfer to another agency for over 12 months and are unexpected to return.
35. One gained employment in another agency.
36. Nil.
37. Staff recruitment costs for each permanent position include the following:
Advertising: $285.00
Payroll Commencement: $260.00 - Notional
38. Total training and study budget is $27 000, which includes conference registrations and formal study. This averages out to $1500 per staff member per year.
- In addition, four staff per year have places in Certificate IV courses at CDU in return for services to CDU by the Ombudsman’s Office (value $9000).
39. See Attachment E.
40. This is determined by the EBA and OCPE.
41. N/A.
42.
- (a) See Attachment E.
(b) See Attachment F.
(c) and (d)
See Attachment G.
- (a) See Attachment G.
(b), (c) and (d)
See Attachment H.
- One minor claim – AO5 Darwin.
Total cost: $1226.96 for medical expenses.
45. Nil.
46. See Attachment I.
47. No.
48.
| State Description | Classification | Total |
| OMB Ombudsman | AO5 | 1 |
| OMB Ombudsman Total | 1 | |
- (a) Nil graduates (only one apprentice every year).
- (b) Nil.
- (c) Nil.
- (d) Nil.
- (e) See Attachment J.
50. (a)
| State | State Description | Number Of Staff |
5 | OMB Ombudsman | 3 |
(b), (c), (d) and (e)
See Attachment J.
(f) Nil.
(g) All.
(h) Nil.
(i) Elect not to respond – inappropriate question to ask.
51.
(a)
| State Code | State Description | Total Allowances including salary |
| 5 | Ombudsman | $29 270.97 |
- Footnote: Excludes salary, recreation and long service leave.
(b) See Attachment K.
(c) ALW11701, First Aid – Senior.
52. Three on total.
53. Nil. No personal transactions have been make on corporate cards.
54. Nil.
55. N/A.
56. Motor vehicle insurance - $1815.02.
57. The agency holds a commercial insurance policy with TIO to cover the two contracted fleet vehicles. The policy details are outlined below:
- Type of Fleet - Government Departments
Geographical Limits - Over 800 km radius from depot
- Number of Units: 2
Maximum Any One Unit: $ 30 000
Maximum Any One Rig: $ 30 000
Maximum Value at Depot: $ 60 000
Total Sum Insured: $ 60 000
Third Party Liability: $5 000 000
Clauses: Windscreen cover (sedans, station wagons, utility and 4WD)
- The benefit applies for each 12-month period of insurance and is limited to the front windscreen only. We will not affect your no claim bonus entitlement.
Comprehensive $675.00 per unit (+ GST and Stamp Duty)
- Minimum premium in respect of vehicles added for short term $337.50 per vehicle or pro rate, whichever is the greater excess in respect of vehicles traveling greater than 1000 km from ‘home base’ subject to an excess of $1000 plus age/inexperience excess where applicable.
58. Emissions from NT Fleet vehicles for this period was 2.5.
- Building CO2 emission information is not available for this agency.
59. Emissions from NT Fleet vehicles for this period was 5.5.
- Building CO2 emission information is not available for this agency.
60. The Ombudsman’s Office has adopted whole-of-government strategies to reduce carbon emissions under its control during 2008-09.
61. No. The Ombudsman’s Office is working towards the reduction target set in the Northern Territory Greening the Fleet Strategy that aims to reduce emissions form the Territory government’s passenger and light commercial fleet by 20% by 2014 and 50% by 2020. However, no agency-specific target has been set.
- As building emissions data is not available for this agency, it is difficult to set targets on building emissions.
61.
(a) and (b)
No target had been set by NT Fleet as timing of replacement schedule for two cars does not allow for reductions in 2009-10.
- Reduction since March 2009 for two cars has been 19%, nonetheless.
62. $27 474.00 year to date.
63. Two.
64. Nil change.
65. 100%.
66. Both vehicles held by the department are executive contract vehicles so are permanently home garaged.
67. As all vehicles are executive contract vehicles, home-garaging policy is mandated as part of individual contracts and is permitted under standard contract terms.
68. The office has four staff at the executive contract level who are entitled to private plated (home garaged) vehicles.
- 1 x ECO5 – home garages
1 x ECO1.
- Note: Two staff (one ECO2 and an ECO1) have not insisted on their right to a vehicle, as the agency has insufficient funds to supply them.
69. See Attachment L.
70. 2008-09 - $3637.24.
71. 2009-10 - $4500 approximately.
72. Contribution to two national research projects commissioned by all Australian Ombudsmen.
73. $4000 – University of Sydney
$5000 – NSW Ombudsman.
74. See Questions 16 and 17.
75. See Questions 16 and 17.
76. See Questions 16 and 17.
77. Three medical opinions for HCSCC. All Interstate. Value: $3000 approximately.
156. Northern Territory Treasury – Output Groups
Mr ELFERINK to TREASURER
In relation to your portfolio areas within the Northern Territory Treasury, would you kindly respond to the following questions by output group in the department:
HR Unit Questions:
1. How many personnel are employed to perform human resources functions within the department? At what position level are they employed?
2. How many personnel are employed to perform or assist in the payroll functions within the department? At what position level are they employed?
3. How many instances have occurred where the department has made errors in respect to payments to or allowances for members of the department? Can you please explain these instances?
4. What interdepartmental charges are applied to managing the payroll? Is there a differential in cost for different position levels; if so, what are these differences in cost?
5. How are costs determined between departments in relation to payroll costs, including transfers and relocation of staff?
6. What is the budget of the human resources functional area of the department?
7. What is the breakdown of the human resources budget to employee payments, travel, accommodation and training?
8. Do the same staff manage executive contracts as manage non-executive staff members? If not, how many manage executive contracts and what are their position levels, and how many manage non-executive contract staff and what are their levels?
9. How many complaints have been made in the department in relation to workplace bullying and harassment?
10. How much has been spent to date on advertising employee positions, and can you provide a breakdown of these costs?
11. What is the attrition rate of staff in the human resources area of the department?
12. What is the current state of employment in the human resources department; that is, are all position filled? If not, are there any positions with staff on higher duties; if so how many, at what level, and for how long? Are their positions vacant; if so how many, at what level, and for how long?
Relocation Costs:
13. In 2009, how much has been spent on relocation cost for commencement of employment and either completion or termination of employment (removalists, airfares, accommodation and allowances) in the department?
14. Please provide a breakdown per business unit.
15. How much is budgeted for relocation and other appointment and termination expenses in 2009-10?
Marketing:
16. How much was spent by the department in 2009 on advertising and marketing programs (and up to 1 April 2010)?
17. What was each of those programs and what was the cost of each of those programs?
Worker Turnover:
18. As of 1 April 2010, what is the current staffing of the department, by level?
19. How many of these positions were substantively filled and how many were filled by persons acting in positions or are temporary appointments?
20. What was the rate of turnover of staff in the department in 2009?
21. What is the rate per level?
22. How many vacant positions are there in the department as a whole?
23. How long, in total days, have permanent positions been vacant in the department?
24. In relation to all vacant positions, what is the breakdown of recruitment actions by:
- (a) selection process commenced; and
(b) selection process (including position advertising) not commenced?
25. How many staff are currently employed on a temporary contract?
26. In the period 1 January 2008 to 1 April 2010, how many positions have been advertised by ‘expression of interest’?
27. In the period 1 January 2008 to 1 April 2010, how many temporary contracts have been extended, broken down by the number of times extended?
28. How many times has the department sought permission from the commissioner to extend a contract beyond a third extension?
29. If permission has been sought, what recruitment action has taken place?
30. Per position level, what is the average length of time taken for recruitment from advertising to successful applicant?
31. What is the number of positions that have been filled by the recruitment of an existing public servant, and how many from the general public?
32. In 2009, how many positions have been reclassified in the department? What are the level of those positions?
33. How many permanent unattached employees do you have in your agency? What levels are they?
34. How much has been spent on training and skilling unattached employees? What was the training provided?
35. How many unattached employees have successfully gained nominal positions within the agency or gained employment in another agency in 2009?
36. How many have resigned?
37. What is the average cost of recruiting staff to the department?
38. How much is allocated, on average, to each staff member for training and improvement?
39. What is the average length of stay of staff in the department? Please break this down by position level.
Leave Liabilities:
40. What is the policy of the department of carryover recreation leave; in particular, how many weeks are allowed to be carried over between years?
41. As of 1 April 2010, how many staff have more than this amount carried over, and what is the cost of this leave being held?
42. In relation to NTPS staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave. What is the financial value of that leave;
- (b) what is the highest individual amount of accrued leave at each position level;
(c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009?
43. In relation to contract (ECO1 and above) staff as of 1 April 2010:
- (a) what is the total amount of accrued leave in the department, broken down by long service leave and recreation leave? What is the financial value of that leave;
- (b) what is the highest individual amount of accrued leave at each employee level;
(c) what is the current total of sick leave entitlement of employees in the department; and
- (d) how many days sick leave were taken in 2009, at each employee level?
44. How many people received workers compensation 2009, at what position level and geographic location and how long for each person?
45. As at today, how many workers are currently on workers compensation? At what level and is there an expected return date?
46. In 2009 how many workers are or were on sick leave or extended leave (excluding recreation leave), longer than three weeks, at what level, and for what reason? Are there any still on extended leave?
47. Do you have any personnel under the old Commonwealth superannuation scheme and, if so, what is the liability? What are the optimal retirement ages for such staff based on superannuation benefit definitions, what are ages of those people, and what are their position levels in the public service? If there are nurses, teachers, or police in the CSS, how many are there, at what level, and what are their ages?
48. Do they still have NT public servants who were employed in the 1980s and eligible for return flight to Adelaide every two years? How many and at what level?
Entry Level Recruitment:
49. In relation to apprentices and graduates, in 2009:
- (a) how many graduates started with the department;
- (b) how many have completed the year;
- (c) how many won nominal positions;
- (d) how many have left the NTG, and what was the time each stayed within the NTG before leaving; and
- (e) how much sick leave has been taken on average by graduates and apprentices?
50. In relation to Indigenous employees, in 2009:
- (a) how many employees do you have in your department that recognise themselves as Indigenous;
(b) what are the levels of their positions held;
- (c) how many at each level;
(d) how many are tenured and at what level;
(e) how many are temporary and at what levels;
- (f) how many are acting up in positions and at what level;
- (g) how many have completed the year;
(h) how many have left the NTG; and
- (i) how much sick leave was taken, on average?
Allowances:
51. In regard to employee entitlements, for 2009:
- (a) In addition to salary how much was paid in employee allowances;
- (b) what are these allowances, to what level do they apply, and what is the annual estimated cost; and
- (c) do allowances these attract the 9% Superannuation Guarantee Levy and, if so, which allowances?
NTPS Code of Conduct:
52. How many credit cards have been issued to department staff?
53. How many repayment transactions (and the value) for personal items and services are outstanding?
54. How many reports of the improper use of Information Technology have been made?
55. How many reports resulted in formal disciplinary action?
Insurance:
56. How much was spent on insurance expenses in 2009, further broken down by worker and employee insurances, physical plant and equipment insurances and other insurances?
57. What areas of the department are self-insured? What areas are commercially insured? If there are areas that are commercially insured, who provides this insurance, when is it due for renewal, and what is the cost of this insurance provision? Does it attract any thresholds under which insurance is not provided or any payments on item replacement?
Climate Change:
58. How many tonnes of CO2 did the department emit in 2009?
59. How many tonnes of CO2 did the department emit in 2008?
60. What programs and strategies were introduced to reduce CO2 emissions across the department in 2009?
61. Has a target for departmental CO2 emissions been set for the coming financial year:
- (a) If yes, what % reduction is that from 2009; and
- (b) If no, why has a target not been set?
Vehicles:
62. How much was spent on vehicles by the department in 2009?
63. How many vehicles does the department have responsibility for?
64. What is the change, if any, in these vehicle numbers from 2008?
65. What proportion of those vehicles meet the emission standard of 5.5 out of 10 under the Commonwealth government’s Green Vehicle Guide?
66. How many vehicles are home garaged?
67. What is the policy in relation to home garaging vehicles?
68. What position levels have vehicles attached or are allowed to home garage?
Travel and Accommodation:
69. How much was spent on travel in 2009, broken down by intrastate, interstate and international fares, accommodation and other expenses?
Utilities:
70. What was the cost of power and water to the department in 2009?
71. What is the projected cost for power and water to the department in 2010?
Public Events:
72. List the public events/conferences/forums that were sponsored by the department from 1 January 2009 to 1 April 2010 and what are projected for 2010-11?
73. What is the level of sponsorship provided in terms of financial support or in-kind support?
Advertising:
74. What is the department’s budget for advertising for the 2009-10 reporting year?
75. How much is year to date expenditure? Please break down into newspaper, radio and TV.
76. What advertising campaigns have been undertaken or will be undertaken by the department in 2009-10?
77. In 2009, how many consultancies were let in the year, at what cost, how many were NT firms, how many interstate, and what was the value of those intra-Territory and those interstate?
ANSWER
1. At 31 May 2010, the Human Resources unit consists of four positions AO7 x 1, AO6 x 2 and AO5 x 1. All positions are filled.
2. None; whole-of-government payroll services are provided by DBE.
3. There are no overpayments recorded for Treasury (Refer footnote 1).
4. There are notional charges that DBE apply; payroll costs are included in this charge.
5. DBE’s notional charges are generally determined annually and not revised for staff transfers unless these are significant (for example, associated with administrative restructures).
6. The HR area does not have a separate budget; staffing salaries are combined within Treasury Services budget.
7. Total combined salary costs for the Human Resources section is $283 222. Travel, accommodation and training are included in the Treasury Services budget.
8. DBE whole-of-government payroll services manages non-executive and contract executive staff members. The Human Resources unit in Treasury supports all Treasury staff.
9. None.
10. See Attachment A.
11. As at 31 May 2010, attrition rate is 25% in a unit of four people.
12. At 31 May 2010, the Human Resources unit consists of four positions: AO7 x 1 filled, AO6 x 2 filled, and AO5 x 1 filled on HDA.
13. From 1 July 2009 to 30 April 2010 $61 619 was spent on relocation costs.
14.
| Business Unit | Cost |
| Graduates and Trainees | $26 042 |
| Treasury Services | $ 180 |
| Territory Revenue Office | $ 2 363 |
| Utilities Commission | $21 195 |
| Economics | $ 6 328 |
| Financial Management | $ 5 511 |
15. Relocation and other appointment costs are included in operational costs and do not have a separate budget. Termination costs are incorporated in personnel costs. The estimate for relocation costs within the operational cost budget for 2009-10 is $101 500.
16. As at 31 May 2010, $345 436 was spent on advertising and marketing programs.
17. Actual expenditure as at 31 May 2010:
- $000
2010-11 Budget 300
Communications Campaign
Show and other promotional
material 30
Total 345
18.
| Classification | Female | Male | Total |
| Administrative Office (AO): | | | |
| NAPs | 1.0 | | 1.0 |
| FOITs | 5.0 | 7.0 | 12.0 |
| AO2 | 4.0 | 2.4 | 6.4 |
| AO3 | 8.5 | 1.0 | 9.5 |
| AO4 | 20.6 | 9.0 | 29.6 |
| AO5 | 20.0 | 9.0 | 29.0 |
| AO6 | 15.1 | 9.5 | 24.6 |
| AO7 | 13.0 | 5.0 | 18.0 |
| AO8 | 6.7 | 12.0 | 18.7 |
| Sub total AO | 94.0 | 54.9 | 148.9 |
| Percentage AO | 63% | 37% | |
| Executive Officer (EO): | | | |
| EO1 | 2.0 | 6.0 | 8.0 |
| EO1C | 3.8 | 4.0 | 7.8 |
| EO2C | 2.0 | 2.7 | 4.7 |
| EO3C | 1.0 | 3.0 | 4.0 |
| EO4C | 1.0 | 2.0 | 3.0 |
| EO6C | 1.0 | | 1.0 |
| Sub Total EO | 10.8 | 17.7 | 28.5 |
| Percentage EO | 38% | 62% | |
| Total | 104.8 | 72.6 | 177.4 |
| Percentage Gender | 59% | 41% | |
| Proportion of Executive staff within Treasury | 16% | | |
20. Turnover rate of staff from period 1 July 2009 to 31 March 2010 was 19.5%.
21.Given the relatively small numbers per level, this is not a valid calculation for Treasury.
22. Eight vacant positions.
23. When a position falls vacant, if approval is given for the position to be filled, Treasury policy is to fill within a six-week period. Except in rare circumstances, this commitment is met.
24. From 1 July 2009 to 31 May 2010, 37 recruitment advertised vacancies were finalised. In addition, there were two bulk recruitment actions for 2010, FOITs and AO5 vacancies. In total throughout Treasury 51 positions were filled.
- (Refer to Question 31 for further details.)
- Selection process (including position advertising) not commenced.
2011 FOIT recruitment process to commence in July 201).
25. Refer to Question 19.
Other Contract Staff | ECOs | Graduates |
18 | 21 | 17 |
26. Twelve positions were advertised by temporary vacancy circulars in that period.
27. There were 23 contracts extended: 20 were extended once, two extended twice, and one extended three times (Refer footnote 1).
28. None.
29. Not applicable.
30. From 1 July 2009 to 31 May 2010, 37 vacancies have been finalised. The average time taken to fill these vacancies from the date the vacancy closed to the date the Under Treasurer approved appointment/ promotion/transfer is 29 working days.
- Designation Average Days
- AO1 10
AO2 10
AO3 34
AO4 33
AO5 36
AO6 23
AO7 32
AO8 29
EO1 24
ECO2 66
31. From 1 July 2009 to 31 May 2010, 37 advertised vacancies were finalised and two bulk recruitment actions (2010 FOITs and AO5 vacancies) were undertaken.
Of the 37 advertised vacancies:
| Positions Filled by Existing Public Servants | Positions Filled by non-NTPS staff | Vacancies Remaining Unfilled Due to No Suitable Applicants |
20 | 12 | 5 |
Of the two bulk recruitment actions:
| Positions Filled by Existing Public Servants | Positions Filled by non-NTPS staff |
5 | 14 |
32. In 2009, the following positions were reclassified:
| Position | Job Title | New Class'n |
22057 | Finance Support Officer | AO3 |
17 | Information and Records Manager | AO6 |
33. There are no permanent unattached employees in Treasury.
34. Not applicable.
35. Not applicable.
36. Not applicable.
37. Average cost of recruiting staff to the department for the period 1 July 2009 to 31 May 2010 is $3336.39.
38. Training and development expenditure per employee to external providers for 2008-09 was approximately $1838. In addition to training by external providers, Treasury provides significant in-house training, including graduate training and information technology programs.
39. See Attachment A.
40. Recreation leave is managed in accordance with the Northern Territory Public Sector 2008-2010 Union Collective Agreement (UCA) provisions as follows:
- UCA clause 45.7, Excess Leave: Where an employee has available recreation leave in excess of 60 days, or 90 days in the case of a compulsory transferee, the CEO may, on giving a minimum of two months notice, direct the employee to take up to one-quarter of the total available recreation leave. Our policy is to remind managers twice a year of the recreation leave liability.
41. As of 1 April 2010, 11 staff have more than this amount carried over, at a total cost of $50 705 (Refer footnote 1).
42.
- (a)
| LSL Leave Accrued Months (*) | LSL Leave Accrued Entitlement (*) |
433.04 | $4 318 341.69 |
(*) Actual LSL values used for employees with greater than 10 years of service. Pro rata LSL values used for employees with less than 10 years of service.
| Rec Leave Accrued Decimal Days (*) | Rec Leave Accrued Entitlement (*) | Leave Bonus |
6852.8 | $2 532 609.69 | $209 621.00 |
- (*) If no previous credit has been entered, then pro rata recreation leave will calculate from 1 January last. For employees who commenced after this date, the commencement date is used in the calculation.
(Refer footnote 1).
- (b) Highest individual amount of accrued long service leave for each level excluding ECOs (Refer footnote 1 and 2).
| Classification Description | LSL Accrued In Months |
| Administration Officer 2 | 0.32 |
| Administration Officer 3 | 6.5 |
| Administration Officer 4 | 4.46 |
| Administration Officer 5 | 4.92 |
| Administration Officer 6 | 8.15 |
| Administration Officer 7 | 4.37 |
| Administration Officer 8 | 10.95 |
| Graduates | 0.27 |
| Cadets and Trainees | 0.37 |
- Highest individual amount of accrued recreation leave for each level excluding ECOs (Refer footnote 1 and 2).
| Classification Description | Rec Accrued In Days |
| Administration Officer 2 | 29.5 |
| Administration Officer 3 | 65.5 |
| Administration Officer 4 | 88.5 |
| Administration Officer 5 | 71.5 |
| Administration Officer 6 | 66.5 |
| Administration Officer 7 | 67.0 |
| Administration Officer 8 | 90.4 |
| Graduates | 22.8 |
| Cadets and Trainees | 21.8 |
- (c) The current total of sick leave entitlements of employees in Treasury as at 31 March 2010 is 2587.86 weeks. This does not include pro rata entitlement after last credit (Refer footnote 1).
(d) Between 1 July 2009 to 31 March 2010 total sick leave days taken were 1021.19. (Refer footnote 1).
43.
- (a) As at 31 March 2010 long service leave and recreation leave for executive officers is as follows (Refer footnote 1 and 2).
| LSL Leave Accrued Months (*) | LSL Leave Accrued Entitlement (*) |
78.74 | 1 327 838.96 |
- (*) Actual LSL values used for employees with greater than 10 years of service.
Pro rata LSL values used for employees with less than 10 years of service.
| Rec Leave Accrued Decimal Days (*) | Rec Leave Accrued Entitlement (*) | Leave Bonus |
658.9 | $520 943.21 | $0.00 |
- (*) If no previous credit has been entered, then pro rata recreation leave will calculate from 1 January last.
For employees who commenced after this date, the commencement date is used in the calculation.
- (b) Accrued long service leave for executive officers as at 31 March 2010 (Refer footnote 1 and 2).
| Current classification | LSL accrued in months (*) |
| Executive Officer | 13.55 |
- Accrued recreation leave for executive officers as at 31 March 2010 (Refer footnote 1 and 2).
| Current classification | Rec accrued in days (*) |
| Executive Officer | 83.5 |
- (*) If no previous credit has been entered, then pro rata recreation leave will calculate from 1 January last. For employees who commenced after this date, the commencement date is used in the calculation.
- (c) The current total of sick leave entitlements for executive officers in Treasury as at 31 March 2010 is 668.40 weeks. This does not include pro rata entitlement after last credit (Refer footnote 1).
- (d) Between 1 July 2009 to 31 March 2010 total sick leave days for executive officers for Treasury were as follows (Refer footnote 1):
| Classification description | Sick leave days taken |
| Executive Officer 1 – Executive Contract | 20.98 |
| Executive Officer 2 - Executive Contract | 8.20 |
| Executive Officer 3 - Executive Contract | 10.78 |
44. Two workers compensation claims were lodged in 2009. (Refer footnote 2):
| Geographical Location | Workers Comp (days) |
| Darwin | 5 |
| Darwin | 1 |
45. As at 31 May 2010, no staff are currently on workers compensation.
46. See Attachment B.
47. This question is being answered on a whole-of-government basis as superannuation liabilities are held centrally by the Central Holding Authority (CHA) as it is not practical or effective to assign them individually to agencies.
- The Commonwealth Superannuation Scheme (CSS) is administered by ComSuper and not by the Northern Territory government. ComSuper is the Australian government business unit responsible for the day-to-day administration of the CSS, PSS, PSSap, MilitarySuper, DFRDB, DFRB, PNG and 1922 superannuation schemes for members of the Australian Public Service, participating employers, and members of the Australian Defence Force.
- ComSuper is responsible for collecting superannuation contributions, maintaining member accounts, providing call centre services, calculating and paying benefits when they are due, and issuing member statements. Investment services are managed by the respective Boards of Trustees.
- (Do you have any personnel under the old Commonwealth superannuation scheme and if so, what is the liability?)
Based on the 30 June 2009 Actuarial Report the total number of active CSS employees in the Northern Territory government was 763. The Territory’s actuarially assessed liability as at 30 June 2009 was $1358m. The assessed liability includes accrual for 539 deferred pensioners and 3720 pensioners who are former Northern Territory government employees. The Territory pays the costs associated with the scheme on an emerging cost basis.
(What are the optimal retirement ages for such staff based on superannuation benefit definitions?)
- The optimal retirement age depends on the circumstances of the individual. Superannuation scheme rules are only one of many factors in such a decision.
- Based on the 30 June 2009 Actuarial Report the average age of active contributors was 53. Based on analysis as at 18 May 2010 the age of active CSS members ranges from 40 to 72 years.
- (What are their position levels in the public service?)
CSS membership in the Northern Territory government ranges from AO1 to ECO6.
(If there are nurses, teachers or police in the CSS, how many are there, at what level and what are their ages?)
Refer Attachment C.
48. Treasury employees eligible for return flights to Adelaide every two years are as follows:
| Classification | Total |
| Administration Officer 3 | 2 |
| Administration Officer 4 | 2 |
| Administration Officer 5 | 1 |
| Administration Officer 6 | 2 |
| Administration Officer 7 | 1 |
| Administration Officer 8 | 2 |
| Total | 10 |
49.
- (a)
| Group | Number Of Staff |
| Apprentices | 1 |
| Graduates | 12 |
(b)
| Group | Number of staff |
| Apprentices | 1 |
| Graduates | 11 |
- (c) 11 graduates and one apprentice won permanent positions.
- (d) One graduate did not complete the program, and transferred to another agency in May 2009, and they then left the NTG in October 2009.
- (e)
| Number of Staff | Total Sick Leave Days | Average Sick Days Per Person |
| Cadets and Trainees | 13 | 42.66 | 3.2 |
- Sick leave data is from 1 January 2009 to 31 December 2009.
* (Refer footnote 2) (Refer footnote 1).
50. Note: The below information has been modified from the data received by DBE to remove NT Build and include one Indigenous cadetship support employee who has not updated his EEO information.
- (Refer footnote 1).
- (a) In 2009, there were eight Indigenous employees in Treasury.
- (b), (c), (d) and (e)
| Classification | Perm | Temp | Total Staff |
| Administration Officer 2 | | 1 | 1 |
| Administration Officer 3 | 1 | | 1 |
| Administration Officer 4 | 2 | | 2 |
| Administration Officer 5 | 1 | | 1 |
| Administration Officer 6 | 1 | | 1 |
| ICS | | 2 | 2 |
- (f) None.
- (g) Six are still employed with Treasury.
- (h) One Indigenous employee was transferred to another agency and another left NTG in November 2009.
- (i) It is inappropriate to request details on sick leave based on ethnicity or Aboriginality.
51.
- (a) In addition to their salary, $553 267.61 was paid in employee allowances.
- (b) (Refer footnote 1). These allowances were paid in accordance with the PSEMA requirements. To break this down by position would be a breach of privacy
- (c) See Attachment D.
52. Four credit cards have been issued to departmental staff.
53. There are no outstanding repayments for personal items.
54. In the last 12 months, one investigation of misuse of ICT services has been authorised and undertaken by NT Treasury.
55. The outcome of the investigation resulted in formal disciplinary action.
56. None.
57. All of NT Treasury is self-insured. No areas are commercially insured.
58. The Northern Territory government has committed to become carbon neutral by 2018 under the Northern Territory Climate Change Policy. Under this target, whole-of-government systems to account for greenhouse gas emissions according to recognised international greenhouse accounting standards will be progressively rolled out over the next eight years for government processes.
- Currently, the Northern Territory government reports against building energy consumption use by government agencies with more than 50 full-time equivalent staff members, and for vehicle emissions from NT Fleet vehicles.
In 2008-09, NT Treasury’s preliminary building energy consumption was 1015 gigajoules corresponding to 223 tonnes of greenhouse gas emissions
59. In 2007-08, NT Treasury’s preliminary building energy consumption was 1128 gigajoules corresponding to 237 tonnes of greenhouse gas emissions.
- Emissions from NT Fleet vehicles for this period was 234gm/km.
60. NT Treasury has initiated a number of strategies to reduce its carbon emissions:
Installation of videoconferencing facilities.
Moving to online newspaper subscriptions, and encouraging online viewing and distribution through Sharepoint.
Staff education programs such as Green Week, Intranet site, staff challenges, suggestion box, and information e-mails, plus campaigns to turn off lights and computers at the end of the day.
Purchase of only energy efficient white and electrical goods.
Audit of IT and electronic goods for energy efficiency.
Continuing to recycle fluorescent lights, toners, cartridges, paper (confidential and normal).
Recycle bins in kitchens cardboard and plastic containers (including plastic codes from 1 to 5).
61. Yes.
- (a) NT Treasury is working towards the reduction target set in the Northern Territory government Energy Smart Buildings Policy for the 2010-11 financial year.
- That target is a 10% reduction in energy usage per square metre across the department’s building portfolio compared to a 2004-05 baseline.
- In addition, NT Treasury is working towards the reduction target set in the Northern Territory Greening the Fleet Strategy that aims to reduce emissions form the Territory government’s passenger and light commercial fleet by 20% by 2014 and 50% by 2020.
(b) Not applicable.
62.
| 2008-09 | As at
31 May 2010 |
| Total | $249 626.12 | $191 720.75 |
63. As at 8 June 2010, NT Treasury is responsible for 18 vehicles.
64. Treasury’s fleet decreased from 20 in 2008 to 18 in 2010, a reduction of two.
65. 88% (16) of the 18 vehicles meet or exceed the Commonwealth government’s Green Vehicles Guide of 5.5 out of 10.
66. All fleet vehicles are executive contract officer vehicles and all are home garaged.
67. Employees home garaging a vehicle on a temporary basis must have authority in writing from the relevant delegate where there is a business need to do so.
68. Staff at the ECO1 to ECO6 level have a vehicle attached to their position. Non-executive staff are allowed to home garage with authorisation from the relevant delegate. Authorisation in line with the policy stated in question 67.
69.
| Category | 2009-10 year-to-date 31 May
$000 |
| Accommodation | 76 |
| Overseas airfares | 2 |
| Interstate airfares | 269 |
| Intra-Territory airfares | 11 |
| Recruitment fares | 4 |
| Relocation expenses | 46 |
| Travel allowance | 28 |
| Qantas Club memberships | 1 |
| Total | 437 |
70. The cost of electricity for 2008-09 was $55 662. The cost of electricity from 1 July 2009 to 30 April 2010 is $42 610. Treasury does not pay for water as it is included as part of the rent.
71. Treasury has budgeted $54 460 for electricity in 2010-11.
72. See Attachment E.
73. See Attachment E.
74. Treasury’s 2009-10 budget for all categories of advertising is $160 457.
75. As at 31 May 2010, NT Treasury had spent $100 830.15 on advertising:
| As at 31 May 2010 |
| Newspaper | $ 65 633.37 |
| Radio | $ 26 065.86 |
| Television | $ 9 130.92 |
| Total | $100 830.15 |
76. Campaigns undertaken by the department in 2009-10 includes the budget communications and Buildstart campaigns, and newspaper notices of superannuation and Territory Revenue Office information seminars.
77. See Attachment F.
157. Dwelling 5/8 Erumba Street
Mr GILES to MINISTER for PUBLIC and AFFORDABLE HOUSING
In relation to the dwelling at 5/8 Erumba Street Braitling:
1. What is the history of tenancy at this property including:
- (a) is the property currently tenanted;
(b) if yes, when did the existing tenancy start; and
(c) if not, when did the last tenancy end?
2. How long has the property been part of the public housing stock?
3. How many tenants, and what was the period of tenancy for each of those tenants, from 1 January 2006 to 16 April 2010?
4. When did the fire occur in the unit?
5. What has been done to make safe, repair and maintain this asset since it was left empty and burnt?
6. Will the dwelling be repaired and tenanted?
7. What is the estimated date for which it will be available again for tenancy?
ANSWER
1.
- (a) The dwelling is currently not tenanted.
- (b) Refer to above answer.
- (c) The last tenancy ended on 11 August 2008
6. The dwelling will be re-tenanted once the programmed repairs are complete.
7. The contract to undertake repairs to this dwelling will commence on 25 June 2010.
158. Duplication of Vanderlin Drive
from Patterson Street to Mueller Road
Mr GILES to MINISTER for LANDS and PLANNING
An announcement was made on 12 April 2010 in regard to funding for the duplication of Vanderlin Drive from Patterson Street to Mueller Road:
1. What is the average vehicle usage per day of Vanderlin Drive between Mueller Road and Patterson Street, for weekdays and weekends?
2. What is the scope of works involved in the road duplication?
3. Of the funding identified for the project, what, if any, is from Commonwealth programs and what proportion is the Northern Territory contribution?
4. For each of the Commonwealth and Northern Territory components, what are the activities that have been included in the respective expenditures?
ANSWER
1. Weekday - 20 001
- Weekends - 16 490.
2. The proposal provides for duplication of Vanderlin Drive from Patterson Street to Mueller Road (approximately 900 m) including signalisation of entry to the Leanyer Recreation Park, pedestrian crossings and rationalisation of cycle path linkages and public bus stops.
3. All funding for this project is allocated by the Northern Territory government.
4. All funding for this project is allocated by the Northern Territory government.
159. Vehicle Usage of Roadways – Darwin
Mr GILES to MINISTER for LANDS and PLANNING
1. What is the average vehicle usage per day of Dick Ward Drive between Fitzer Drive, Ludmilla, and Ross Smith Ave for weekdays and weekends?
2. What is the average vehicle usage per day of Wishart Road between Woodlake Boulevard, Durack and Tivendale Road for weekdays and weekends?
ANSWER
1. Weekday - 14 042
Weekends - 12 938.
2. Weekday - 14 867
Weekends - 9 348.
160. Vehicle Usage of Roadways - Alice Springs
Mr GILES to MINISTER for LANDS and PLANNING
What is the average vehicle usage per day of the Stuart Highway between Bradshaw Drive, Alice Springs, and Commonage Road for weekdays and weekends?
ANSWER
Weekday - 13 258
Weekends - 11 068.
162. Windows on the Wetlands, Visitation and Maintenance
Mr TOLLNER to MINISTER for PARKS and WILDLIFE
For the Windows on the Wetlands visitor experience:
- (a) what was the attendance, by month, in 2007, 2008 and 2009;
- (b) how much did the NT government contribute to the operation of the activity in 2009;
- (c) how much was spent on capital investment in 2009;
(d) how much was spent on park maintenance in 2009;
(e) what was the total visitor revenue for the experience in 2009;
(f) what proportion of revenue can be attributed to expenditure by interstate/international or local visitors;
(g) how many staff are employed at the Windows on the Wetlands;
(h) what are the position levels for these staff; and
(i) how much was expended in 2009 on work done by contractors at the Windows on the Wetlands?
- (a) See Attachment A.
- (b) 2009-10 expenditure is expected to be:
- Operations $135 000
Salaries $214 000
Total $349 000
- (c) Minor New Works $20 000.
- (d) Approximately $45 000 on repairs and maintenance program and $20 000 on grounds maintenance.
- (e) Revenue generated by visitors in 2009-10 is expected to be $95 000 for special functions and tours; however, the facility is generally free entry.
- (f) This information is not available.
- (g) There are two permanent positions and usually three casual guides.
- (h) The supervisor is Technical 2, with all other staff at the Technical 1 level.
- (i) Approximately $42 000.
QUESTION 81
ATTACHMENT A
Table 1.
| Restricted | Unrestricted | |
| Region | Indiv. | Comp. | Indiv.Comp.Total |
| Darwin | 349 | 134 | 9360636 |
| Katherine | 16 | 9 | 0 0 25 |
| Tennant Creek | 3 | 3 | 0 0 6 |
| Alice Springs | 80 | 27 | 2 3112 |
| Interstate | 31 | 6 | 36 3 76 |
| Total | 479 | 179 | 13166855 |
Table 2.
| Restricted | Unrestricted | |
| Region | Indiv. | Comp. | Indiv.Comp.Total |
| Darwin | 43 | 4 | 304 81 |
| Katherine | 1 | 0 | 20 3 |
| Tennant Creek | 0 | 0 | 20 2 |
| Alice Springs | 10 | 0 | 30 13 |
| Interstate | 9 | 1 | 152 27 |
| Total | 63 | 5 | 526126 |
Table 3.
| Region | Residential | Unrestricted | Total |
| Darwin | 6 | 24 | 30 |
| Katherine | 0 | 0 | 0 |
| Tennant Creek | 0 | 0 | 0 |
| Alice Springs | 0 | 7 | 7 |
| Interstate | 1 | 19 | 20 |
| Total | 7 | 50 | 57 |
QUESTION 95
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QUESTION 124
ATTACHMENT F
QUESTION 124
ATTACHMENT G
QUESTION 124
ATTACHMENT H
QUESTION 124
ATTACHMENT I
QUESTION 124
ATTACHMENT J
QUESTION 124
ATTACHMENT K
QUESTION 124
ATTACHMENT L
Page 1 of 2
QUESTION 124
ATTACHMENT L
Page 2 of 2
QUESTION 124
ATTACHMENT M
QUESTION 124
ATTACHMENT N
QUESTION 124
ATTACHMENT O
QUESTION 124
ATTACHMENT P
QUESTION 124
ATTACHMENT Q
QUESTION 124
ATTACHMENT R
QUESTION 124
ATTACHMENT S
QUESTION 124
ATTACHMENT T
QUESTION 124
ATTACHMENT U
QUESTION 124
ATTACHMENT V
QUESTION 127
ATTACHMENT A
QUESTION 127
ATTACHMENT B
QUESTION 127
ATTACHMENT C
QUESTION 127
ATTACHMENT D
QUESTION 127
ATTACHMENT E
QUESTION 127
ATTACHMENT F
QUESTION 128
ATTACHMENT A
QUESTION 128
ATTACHMENT B
QUESTION 128
ATTACHMENT C
QUESTION 128
ATTACHMENT D
QUESTION 128
ATTACHMENT E
QUESTION 129
ATTACHMENT A
QUESTION 129
ATTACHMENT B
QUESTION 129
ATTACHMENT C
Page 1 of 2
QUESTION 129
ATTACHMENT C
Page 2 of 2
QUESTION 134
ATTACHMENT A
Page 1 of 2
QUESTION 134
ATTACHMENT A
Page 2 of 2
QUESTION 134
ATTACHMENT B
QUESTION 134
ATTACHMENT C
QUESTION 134
ATTACHMENT D
QUESTION 134
ATTACHMENT E
QUESTION 134
ATTACHMENT F
QUESTION 134
ATTACHMENT G
QUESTION 134
ATTACHMENT H
QUESTION 134
ATTACHMENT I
QUESTION 134
ATTACHMENT J
QUESTION 134
ATTACHMENT K
QUESTION 134
ATTACHMENT L
QUESTION 134
ATTACHMENT M
Page 1 of 3
QUESTION 134
ATTACHMENT M
Page 2 of 3
QUESTION 134
ATTACHMENT M
Page 3 of 3
QUESTION 134
ATTACHMENT N
QUESTION 135
ATTACHMENT A
QUESTION 135
ATTACHMENT B
QUESTION 135
ATTACHMENT C
QUESTION 135
ATTACHMENT D
QUESTION 135
ATTACHMENT E
Page 1 of 2
QUESTION 135
ATTACHMENT E
Page 2 of 2
QUESTION 135
ATTACHMENT F
Page 1 of 2
QUESTION 135
ATTACHMENT F
Page 2 of 2
QUESTION 135
ATTACHMENT G
QUESTION 135
ATTACHMENT H
Page 1 of 2
QUESTION 135
ATTACHMENT H
Page 2 of 2
QUESTION 135
ATTACHMENT I
Page 1 of 3
QUESTION 135
ATTACHMENT I
Page 2 of 3
QUESTION 135
ATTACHMENT I
Page 3 of 3
QUESTION 135
ATTACHMENT J
QUESTION 135
ATTACHMENT K
Page 1 of 2
QUESTION 135
ATTACHMENT K
Page 2 of 2
QUESTION 135
ATTACHMENT L
QUESTION 135
ATTACHMENT M
Page 1 of 2
QUESTION 135
ATTACHMENT M
Page 2 of 2
QUESTION 135
ATTACHMENT N
QUESTION 135
ATTACHMENT O
Page 1 of 15
QUESTION 135
ATTACHMENT O
Page 2 of 15
QUESTION 135
ATTACHMENT O
Page 3 of 15
QUESTION 135
ATTACHMENT O
Page 4 of 15
QUESTION 135
ATTACHMENT O
Page 5 of 15
QUESTION 135
ATTACHMENT O
Page 6 of 15
QUESTION 135
ATTACHMENT O
Page 7 of 15
QUESTION 135
ATTACHMENT O
Page 8 of 15
QUESTION 135
ATTACHMENT O
Page 9 of 15
QUESTION 135
ATTACHMENT O
Page 10 of 15
QUESTION 135
ATTACHMENT O
Page 11 of 15
QUESTION 135
ATTACHMENT O
Page 12 of 15
QUESTION 135
ATTACHMENT O
Page 13 of 15
QUESTION 135
ATTACHMENT O
Page 14 of 15
QUESTION 135
ATTACHMENT O
Page 15 of 15
QUESTION 135
ATTACHMENT P
Page 1 of 2
QUESTION 135
ATTACHMENT P
Page 2 of 2
QUESTION 135
ATTACHMENT Q
QUESTION 136
ATTACHMENT A
QUESTION 136
ATTACHMENT B
QUESTION 136
ATTACHMENT C
QUESTION 136
ATTACHMENT D
QUESTION 136
ATTACHMENT E
QUESTION 136
ATTACHMENT F
Page 1 of 2
QUESTION 136
ATTACHMENT F
Page 2 of 2
QUESTION 136
ATTACHMENT G
QUESTION 136
ATTACHMENT H
QUESTION 136
ATTACHMENT I
QUESTION 136
ATTACHMENT J
Page 1 of 8
QUESTION 136
ATTACHMENT J
Page 2 of 8
QUESTION 136
ATTACHMENT J
Page 3 of 8
QUESTION 136
ATTACHMENT J
Page 4 of 8
QUESTION 136
ATTACHMENT J
Page 5 of 8
QUESTION 136
ATTACHMENT J
Page 6 of 8
QUESTION 136
ATTACHMENT J
Page 7 of 8
QUESTION 136
ATTACHMENT J
Page 8 of 8
QUESTION 137
ATTACHMENT A
QUESTION 137
ATTACHMENT B
QUESTION 137
ATTACHMENT C
QUESTION 137
ATTACHMENT D
QUESTION 137
ATTACHMENT E
QUESTION 137
ATTACHMENT F
Page 1 of 3
QUESTION 137
ATTACHMENT F
Page 2 of 3
QUESTION 137
ATTACHMENT F
Page 3 of 3
QUESTION 137
ATTACHMENT G
QUESTION 137
ATTACHMENT H
Page 1 of 2
QUESTION 137
ATTACHMENT H
Page 2 of 2
QUESTION 137
ATTACHMENT I
QUESTION 137
ATTACHMENT J
QUESTION 137
ATTACHMENT K
Page 1 of 3
QUESTION 137
ATTACHMENT K
Page 2 of 3
QUESTION 137
ATTACHMENT K
Page 3 of 3
QUESTION 137
ATTACHMENT L
QUESTION 137
ATTACHMENT M
Page 1 of 2
QUESTION 137
ATTACHMENT M
Page 2 of 2
QUESTION 137
ATTACHMENT N
QUESTION 140
ATTACHMENT A
QUESTION 140
ATTACHMENT B
QUESTION 140
ATTACHMENT C
Page 1 of 2
QUESTION 140
ATTACHMENT C
Page 2 of 2
QUESTION 140
ATTACHMENT D
QUESTION 140
ATTACHMENT E
QUESTION 140
ATTACHMENT F
Page 1 of 2
QUESTION 140
ATTACHMENT F
Page 2 of 2
QUESTION 140
ATTACHMENT G
Page 1 of 3
QUESTION 140
ATTACHMENT G
Page 2 of 3
QUESTION 140
ATTACHMENT G
Page 3 of 3
QUESTION 140
ATTACHMENT H
QUESTION 140
ATTACHMENT I
QUESTION 140
ATTACHMENT J
QUESTION 140
ATTACHMENT K
QUESTION 140
ATTACHMENT L
Page 1 of 2
QUESTION 140
ATTACHMENT L
Page 2 of 2
QUESTION 140
ATTACHMENT M
QUESTION 140
ATTACHMENT N
QUESTION 141
ATTACHMENT A
QUESTION 141
ATTACHMENT B
QUESTION 141
ATTACHMENT C
QUESTION 141
ATTACHMENT D
QUESTION 141
ATTACHMENT E
QUESTION 141
ATTACHMENT F
QUESTION 141
ATTACHMENT G
QUESTION 141
ATTACHMENT H
QUESTION 141
ATTACHMENT I
QUESTION 141
ATTACHMENT J
QUESTION 141
ATTACHMENT K
QUESTION 141
ATTACHMENT L
QUESTION 141
ATTACHMENT M
QUESTION 141
ATTACHMENT N
QUESTION 143
ATTACHMENT A
QUESTION 143
ATTACHMENT B
QUESTION 143
ATTACHMENT C
Page 1 of 3
QUESTION 143
ATTACHMENT C
Page 2 of 3
QUESTION 143
ATTACHMENT C
Page 3 of 3
QUESTION 143
ATTACHMENT D
QUESTION 143
ATTACHMENT E
Page 1 of 3
QUESTION 143
ATTACHMENT E
Page 2 of 3
QUESTION 143
ATTACHMENT E
Page 3 of 3
QUESTION 143
ATTACHMENT F
QUESTION 143
ATTACHMENT G
Page 1 of 2
QUESTION 143
ATTACHMENT G
Page 2 of 2
QUESTION 143
ATTACHMENT H
Page 1 of 3
QUESTION 143
ATTACHMENT H
Page 2 of 3
QUESTION 143
ATTACHMENT H
Page 3 of 3
QUESTION 143
ATTACHMENT I
QUESTION 143
ATTACHMENT J
Page 1 of 5
QUESTION 143
ATTACHMENT J
Page 2 of 5
QUESTION 143
ATTACHMENT J
Page 3 of 5
QUESTION 143
ATTACHMENT J
Page 4 of 5
QUESTION 143
ATTACHMENT J
Page 5 of 5
QUESTION 143
ATTACHMENT K
QUESTION 143
ATTACHMENT L
QUESTION 143
ATTACHMENT M
QUESTION 143
ATTACHMENT N
QUESTION 144
ATTACHMENT A
QUESTION 144
ATTACHMENT B
QUESTION 144
ATTACHMENT C
Page 1 of 2
QUESTION 144
ATTACHMENT C
Page 2 of 2
QUESTION 144
ATTACHMENT D
QUESTION 144
ATTACHMENT E
QUESTION 144
ATTACHMENT F
QUESTION 144
ATTACHMENT G
QUESTION 144
ATTACHMENT H
Page 1 of 2
QUESTION 144
ATTACHMENT H
Page 2 of 2
QUESTION 144
ATTACHMENT I
QUESTION 144
ATTACHMENT J
QUESTION 144
ATTACHMENT K
QUESTION 144
ATTACHMENT L
QUESTION 144
ATTACHMENT M
QUESTION 144
ATTACHMENT N
Page 1 of 3
QUESTION 144
ATTACHMENT N
Page 2 of 3
QUESTION 144
ATTACHMENT N
Page 3 of 3
QUESTION 144
ATTACHMENT O
QUESTION 144
ATTACHMENT P
QUESTION 144
ATTACHMENT Q
QUESTION 146
ATTACHMENT A
Page 1 of 2
QUESTION 146
ATTACHMENT A
Page 2 of 2
QUESTION 146
ATTACHMENT B
QUESTION 146
ATTACHMENT C
QUESTION 146
ATTACHMENT D
QUESTION 146
ATTACHMENT E
QUESTION 146
ATTACHMENT F
QUESTION 146
ATTACHMENT G
Page 1 of 2
QUESTION 146
ATTACHMENT G
Page 2 of 2
QUESTION 146
ATTACHMENT H
QUESTION 146
ATTACHMENT I
Page 1 of 2
QUESTION 146
ATTACHMENT I
Page 2 of 2
QUESTION 146
ATTACHMENT J
Page 1 of 2
QUESTION 146
ATTACHMENT J
Page 2 of 2
QUESTION 148
ATTACHMENT A
QUESTION 148
ATTACHMENT B
QUESTION 148
ATTACHMENT C
Page 1 of 3
QUESTION 148
ATTACHMENT C
Page 2 of 3
QUESTION 148
ATTACHMENT C
Page 3 of 3
QUESTION 148
ATTACHMENT D
Page 1 of 4
QUESTION 148
ATTACHMENT D
Page 2 of 4
QUESTION 148
ATTACHMENT D
Page 3 of 4
QUESTION 148
ATTACHMENT D
Page 4 of 4
QUESTION 148
ATTACHMENT E
QUESTION 148
ATTACHMENT F
Page 1 of 2
QUESTION 148
ATTACHMENT F
Page 2 of 2
QUESTION 148
ATTACHMENT G
Page 1 of 3
QUESTION 148
ATTACHMENT G
Page 2 of 3
QUESTION 148
ATTACHMENT G
Page 3 of 3
QUESTION 148
ATTACHMENT H
QUESTION 148
ATTACHMENT I
Page 1 of 6
QUESTION 148
ATTACHMENT I
Page 2 of 6
QUESTION 148
ATTACHMENT I
Page 3 of 6
QUESTION 148
ATTACHMENT I
Page 4 of 6
QUESTION 148
ATTACHMENT I
Page 5 of 6
QUESTION 148
ATTACHMENT I
Page 6 of 6
QUESTION 148
ATTACHMENT J
QUESTION 148
ATTACHMENT K
QUESTION 148
ATTACHMENT L
QUESTION 148
ATTACHMENT M
QUESTION 148
ATTACHMENT N
QUESTION 148
ATTACHMENT O
QUESTION 148
ATTACHMENT P
QUESTION 149
ATTACHMENT A
QUESTION 149
ATTACHMENT B
QUESTION 149
ATTACHMENT C
Page 1 of 2
QUESTION 149
ATTACHMENT C
Page 2 of 2
QUESTION 149
ATTACHMENT D
QUESTION 149
ATTACHMENT E
QUESTION 149
ATTACHMENT F
Page 1 of 2
QUESTION 149
ATTACHMENT F
Page 2 of 2
QUESTION 149
ATTACHMENT G
Page 1 of 2
QUESTION 149
ATTACHMENT G
Page 2 of 2
QUESTION 149
ATTACHMENT H
QUESTION 149
ATTACHMENT I
QUESTION 149
ATTACHMENT J
QUESTION 149
ATTACHMENT K
QUESTION 149
ATTACHMENT L
Page 1 of 8
QUESTION 149
ATTACHMENT L
Page 2 of 8
QUESTION 149
ATTACHMENT L
Page 3 of 8
QUESTION 149
ATTACHMENT L
Page 4 of 8
QUESTION 149
ATTACHMENT L
Page 5 of 8
QUESTION 149
ATTACHMENT L
Page 6 of 8
QUESTION 149
ATTACHMENT L
Page 7 of 8
QUESTION 149
ATTACHMENT L
Page 8 of 8
QUESTION 150
ATTACHMENT A
QUESTION 150
ATTACHMENT B
QUESTION 150
ATTACHMENT C
QUESTION 150
ATTACHMENT D
QUESTION 150
ATTACHMENT E
QUESTION 150
ATTACHMENT F
QUESTION 150
ATTACHMENT G
QUESTION 150
ATTACHMENT H
QUESTION 150
ATTACHMENT I
QUESTION 150
ATTACHMENT J
Page 1 of 3
QUESTION 150
ATTACHMENT J
Page 2 of 3
QUESTION 150
ATTACHMENT J
Page 3 of 3
QUESTION 151
ATTACHMENT A
QUESTION 151
ATTACHMENT B
QUESTION 151
ATTACHMENT C
QUESTION 151
ATTACHMENT D
QUESTION 151
ATTACHMENT E
QUESTION 151
ATTACHMENT F
QUESTION 151
ATTACHMENT G
QUESTION 151
ATTACHMENT H
Page 1 of 3
QUESTION 151
ATTACHMENT H
Page 2 of 3
QUESTION 151
ATTACHMENT H
Page 3 of 3
QUESTION 151
ATTACHMENT I
QUESTION 153
ATTACHMENT A
QUESTION 154
ATTACHMENT A
QUESTION 154
ATTACHMENT B
QUESTION 154
ATTACHMENT C
QUESTION 154
ATTACHMENT D
QUESTION 154
ATTACHMENT E
QUESTION 154
ATTACHMENT F
QUESTION 154
ATTACHMENT G
QUESTION 154
ATTACHMENT H
QUESTION 154
ATTACHMENT I
QUESTION 154
ATTACHMENT J
QUESTION 154
ATTACHMENT K
QUESTION 154
ATTACHMENT L
QUESTION 156
ATTACHMENT A
QUESTION 156
ATTACHMENT B
QUESTION 156
ATTACHMENT C
QUESTION 156
ATTACHMENT D
Page 1 of 3
QUESTION 156
ATTACHMENT D
Page 2 of 3
QUESTION 156
ATTACHMENT D
Page 3 of 3
QUESTION 156
ATTACHMENT E
QUESTION 156
ATTACHMENT F
QUESTION 162
ATTACHMENT A
ATTACHMENT C
QUESTION 134
ATTACHMENT D
QUESTION 134
ATTACHMENT E
QUESTION 134
ATTACHMENT F
QUESTION 134
ATTACHMENT G
QUESTION 134
ATTACHMENT H
QUESTION 134
ATTACHMENT I
QUESTION 134
ATTACHMENT J
QUESTION 134
ATTACHMENT K
QUESTION 134
ATTACHMENT L
QUESTION 134
ATTACHMENT M
Page 1 of 3
QUESTION 134
ATTACHMENT M
Page 2 of 3
QUESTION 134
ATTACHMENT M
Page 3 of 3
QUESTION 134
ATTACHMENT N
QUESTION 135
ATTACHMENT A
QUESTION 135
ATTACHMENT B
QUESTION 135
ATTACHMENT C
QUESTION 135
ATTACHMENT D
QUESTION 135
ATTACHMENT E
Page 1 of 2
QUESTION 135
ATTACHMENT E
Page 2 of 2
QUESTION 135
ATTACHMENT F
Page 1 of 2
QUESTION 135
ATTACHMENT F
Page 2 of 2
QUESTION 135
ATTACHMENT G
QUESTION 135
ATTACHMENT H
Page 1 of 2
QUESTION 135
ATTACHMENT H
Page 2 of 2
QUESTION 135
ATTACHMENT I
Page 1 of 3
QUESTION 135
ATTACHMENT I
Page 2 of 3
QUESTION 135
ATTACHMENT I
Page 3 of 3
QUESTION 135
ATTACHMENT J
QUESTION 135
ATTACHMENT K
Page 1 of 2
QUESTION 135
ATTACHMENT K
Page 2 of 2
QUESTION 135
ATTACHMENT L
QUESTION 135
ATTACHMENT M
Page 1 of 2
QUESTION 135
ATTACHMENT M
Page 2 of 2
QUESTION 135
ATTACHMENT N
QUESTION 135
ATTACHMENT O
Page 1 of 15
QUESTION 135
ATTACHMENT O
Page 2 of 15
QUESTION 135
ATTACHMENT O
Page 3 of 15
QUESTION 135
ATTACHMENT O
Page 4 of 15
QUESTION 135
ATTACHMENT O
Page 5 of 15
QUESTION 135
ATTACHMENT O
Page 6 of 15
QUESTION 135
ATTACHMENT O
Page 7 of 15
QUESTION 135
ATTACHMENT O
Page 8 of 15
QUESTION 135
ATTACHMENT O
Page 9 of 15
QUESTION 135
ATTACHMENT O
Page 10 of 15
QUESTION 135
ATTACHMENT O
Page 11 of 15
QUESTION 135
ATTACHMENT O
Page 12 of 15
QUESTION 135
ATTACHMENT O
Page 13 of 15
QUESTION 135
ATTACHMENT O
Page 14 of 15
QUESTION 135
ATTACHMENT O
Page 15 of 15
QUESTION 135
ATTACHMENT P
Page 1 of 2
QUESTION 135
ATTACHMENT P
Page 2 of 2
QUESTION 135
ATTACHMENT Q
QUESTION 136
ATTACHMENT A
QUESTION 136
ATTACHMENT B
QUESTION 136
ATTACHMENT C
QUESTION 136
ATTACHMENT D
QUESTION 136
ATTACHMENT E
QUESTION 136
ATTACHMENT F
Page 1 of 2
QUESTION 136
ATTACHMENT F
Page 2 of 2
QUESTION 136
ATTACHMENT G
QUESTION 136
ATTACHMENT H
QUESTION 136
ATTACHMENT I
QUESTION 136
ATTACHMENT J
Page 1 of 8
QUESTION 136
ATTACHMENT J
Page 2 of 8
QUESTION 136
ATTACHMENT J
Page 3 of 8
QUESTION 136
ATTACHMENT J
Page 4 of 8
QUESTION 136
ATTACHMENT J
Page 5 of 8
QUESTION 136
ATTACHMENT J
Page 6 of 8
QUESTION 136
ATTACHMENT J
Page 7 of 8
QUESTION 136
ATTACHMENT J
Page 8 of 8
QUESTION 137
ATTACHMENT A
QUESTION 137
ATTACHMENT B
QUESTION 137
ATTACHMENT C
QUESTION 137
ATTACHMENT D
QUESTION 137
ATTACHMENT E
QUESTION 137
ATTACHMENT F
Page 1 of 3
QUESTION 137
ATTACHMENT F
Page 2 of 3
QUESTION 137
ATTACHMENT F
Page 3 of 3
QUESTION 137
ATTACHMENT G
QUESTION 137
ATTACHMENT H
Page 1 of 2
QUESTION 137
ATTACHMENT H
Page 2 of 2
QUESTION 137
ATTACHMENT I
QUESTION 137
ATTACHMENT J
QUESTION 137
ATTACHMENT K
Page 1 of 3
QUESTION 137
ATTACHMENT K
Page 2 of 3
QUESTION 137
ATTACHMENT K
Page 3 of 3
QUESTION 137
ATTACHMENT L
QUESTION 137
ATTACHMENT M
Page 1 of 2
QUESTION 137
ATTACHMENT M
Page 2 of 2
QUESTION 137
ATTACHMENT N
QUESTION 140
ATTACHMENT A
QUESTION 140
ATTACHMENT B
QUESTION 140
ATTACHMENT C
Page 1 of 2
QUESTION 140
ATTACHMENT C
Page 2 of 2
QUESTION 140
ATTACHMENT D
QUESTION 140
ATTACHMENT E
QUESTION 140
ATTACHMENT F
Page 1 of 2
QUESTION 140
ATTACHMENT F
Page 2 of 2
QUESTION 140
ATTACHMENT G
Page 1 of 3
QUESTION 140
ATTACHMENT G
Page 2 of 3
QUESTION 140
ATTACHMENT G
Page 3 of 3
QUESTION 140
ATTACHMENT H
QUESTION 140
ATTACHMENT I
QUESTION 140
ATTACHMENT J
QUESTION 140
ATTACHMENT K
QUESTION 140
ATTACHMENT L
Page 1 of 2
QUESTION 140
ATTACHMENT L
Page 2 of 2
QUESTION 140
ATTACHMENT M
QUESTION 140
ATTACHMENT N
QUESTION 141
ATTACHMENT A
QUESTION 141
ATTACHMENT B
QUESTION 141
ATTACHMENT C
QUESTION 141
ATTACHMENT D
QUESTION 141
ATTACHMENT E
QUESTION 141
ATTACHMENT F
QUESTION 141
ATTACHMENT G
QUESTION 141
ATTACHMENT H
QUESTION 141
ATTACHMENT I
QUESTION 141
ATTACHMENT J
QUESTION 141
ATTACHMENT K
QUESTION 141
ATTACHMENT L
QUESTION 141
ATTACHMENT M
QUESTION 141
ATTACHMENT N
QUESTION 143
ATTACHMENT A
QUESTION 143
ATTACHMENT B
QUESTION 143
ATTACHMENT C
Page 1 of 3
QUESTION 143
ATTACHMENT C
Page 2 of 3
QUESTION 143
ATTACHMENT C
Page 3 of 3
QUESTION 143
ATTACHMENT D
QUESTION 143
ATTACHMENT E
Page 1 of 3
QUESTION 143
ATTACHMENT E
Page 2 of 3
QUESTION 143
ATTACHMENT E
Page 3 of 3
QUESTION 143
ATTACHMENT F
QUESTION 143
ATTACHMENT G
Page 1 of 2
QUESTION 143
ATTACHMENT G
Page 2 of 2
QUESTION 143
ATTACHMENT H
Page 1 of 3
QUESTION 143
ATTACHMENT H
Page 2 of 3
QUESTION 143
ATTACHMENT H
Page 3 of 3
QUESTION 143
ATTACHMENT I
QUESTION 143
ATTACHMENT J
Page 1 of 5
QUESTION 143
ATTACHMENT J
Page 2 of 5
QUESTION 143
ATTACHMENT J
Page 3 of 5
QUESTION 143
ATTACHMENT J
Page 4 of 5
QUESTION 143
ATTACHMENT J
Page 5 of 5
QUESTION 143
ATTACHMENT K
QUESTION 143
ATTACHMENT L
QUESTION 143
ATTACHMENT M
QUESTION 143
ATTACHMENT N
QUESTION 144
ATTACHMENT A
QUESTION 144
ATTACHMENT B
QUESTION 144
ATTACHMENT C
Page 1 of 2
QUESTION 144
ATTACHMENT C
Page 2 of 2
QUESTION 144
ATTACHMENT D
QUESTION 144
ATTACHMENT E
QUESTION 144
ATTACHMENT F
QUESTION 144
ATTACHMENT G
QUESTION 144
ATTACHMENT H
Page 1 of 2
QUESTION 144
ATTACHMENT H
Page 2 of 2
QUESTION 144
ATTACHMENT I
QUESTION 144
ATTACHMENT J
QUESTION 144
ATTACHMENT K
QUESTION 144
ATTACHMENT L
QUESTION 144
ATTACHMENT M
QUESTION 144
ATTACHMENT N
Page 1 of 3
QUESTION 144
ATTACHMENT N
Page 2 of 3
QUESTION 144
ATTACHMENT N
Page 3 of 3
QUESTION 144
ATTACHMENT O
QUESTION 144
ATTACHMENT P
QUESTION 144
ATTACHMENT Q
QUESTION 146
ATTACHMENT A
Page 1 of 2
QUESTION 146
ATTACHMENT A
Page 2 of 2
QUESTION 146
ATTACHMENT B
QUESTION 146
ATTACHMENT C
QUESTION 146
ATTACHMENT D
QUESTION 146
ATTACHMENT E
QUESTION 146
ATTACHMENT F
QUESTION 146
ATTACHMENT G
Page 1 of 2
QUESTION 146
ATTACHMENT G
Page 2 of 2
QUESTION 146
ATTACHMENT H
QUESTION 146
ATTACHMENT I
Page 1 of 2
QUESTION 146
ATTACHMENT I
Page 2 of 2
QUESTION 146
ATTACHMENT J
Page 1 of 2
QUESTION 146
ATTACHMENT J
Page 2 of 2
QUESTION 148
ATTACHMENT A
QUESTION 148
ATTACHMENT B
QUESTION 148
ATTACHMENT C
Page 1 of 3
QUESTION 148
ATTACHMENT C
Page 2 of 3
QUESTION 148
ATTACHMENT C
Page 3 of 3
QUESTION 148
ATTACHMENT D
Page 1 of 4
QUESTION 148
ATTACHMENT D
Page 2 of 4
QUESTION 148
ATTACHMENT D
Page 3 of 4
QUESTION 148
ATTACHMENT D
Page 4 of 4
QUESTION 148
ATTACHMENT E
QUESTION 148
ATTACHMENT F
Page 1 of 2
QUESTION 148
ATTACHMENT F
Page 2 of 2
QUESTION 148
ATTACHMENT G
Page 1 of 3
QUESTION 148
ATTACHMENT G
Page 2 of 3
QUESTION 148
ATTACHMENT G
Page 3 of 3
QUESTION 148
ATTACHMENT H
QUESTION 148
ATTACHMENT I
Page 1 of 6
QUESTION 148
ATTACHMENT I
Page 2 of 6
QUESTION 148
ATTACHMENT I
Page 3 of 6
QUESTION 148
ATTACHMENT I
Page 4 of 6
QUESTION 148
ATTACHMENT I
Page 5 of 6
QUESTION 148
ATTACHMENT I
Page 6 of 6
QUESTION 148
ATTACHMENT J
QUESTION 148
ATTACHMENT K
QUESTION 148
ATTACHMENT L
QUESTION 148
ATTACHMENT M
QUESTION 148
ATTACHMENT N
QUESTION 148
ATTACHMENT O
QUESTION 148
ATTACHMENT P
QUESTION 149
ATTACHMENT A
QUESTION 149
ATTACHMENT B
QUESTION 149
ATTACHMENT C
Page 1 of 2
QUESTION 149
ATTACHMENT C
Page 2 of 2
QUESTION 149
ATTACHMENT D
QUESTION 149
ATTACHMENT E
QUESTION 149
ATTACHMENT F
Page 1 of 2
QUESTION 149
ATTACHMENT F
Page 2 of 2
QUESTION 149
ATTACHMENT G
Page 1 of 2
QUESTION 149
ATTACHMENT G
Page 2 of 2
QUESTION 149
ATTACHMENT H
QUESTION 149
ATTACHMENT I
QUESTION 149
ATTACHMENT J
QUESTION 149
ATTACHMENT K
QUESTION 149
ATTACHMENT L
Page 1 of 8
QUESTION 149
ATTACHMENT L
Page 2 of 8
QUESTION 149
ATTACHMENT L
Page 3 of 8
QUESTION 149
ATTACHMENT L
Page 4 of 8
QUESTION 149
ATTACHMENT L
Page 5 of 8
QUESTION 149
ATTACHMENT L
Page 6 of 8
QUESTION 149
ATTACHMENT L
Page 7 of 8
QUESTION 149
ATTACHMENT L
Page 8 of 8
QUESTION 150
ATTACHMENT A
QUESTION 150
ATTACHMENT B
QUESTION 150
ATTACHMENT C
QUESTION 150
ATTACHMENT D
QUESTION 150
ATTACHMENT E
QUESTION 150
ATTACHMENT F
QUESTION 150
ATTACHMENT G
QUESTION 150
ATTACHMENT H
QUESTION 150
ATTACHMENT I
QUESTION 150
ATTACHMENT J
Page 1 of 3
QUESTION 150
ATTACHMENT J
Page 2 of 3
QUESTION 150
ATTACHMENT J
Page 3 of 3
QUESTION 151
ATTACHMENT A
QUESTION 151
ATTACHMENT B
QUESTION 151
ATTACHMENT C
QUESTION 151
ATTACHMENT D
QUESTION 151
ATTACHMENT E
QUESTION 151
ATTACHMENT F
QUESTION 151
ATTACHMENT G
QUESTION 151
ATTACHMENT H
Page 1 of 3
QUESTION 151
ATTACHMENT H
Page 2 of 3
QUESTION 151
ATTACHMENT H
Page 3 of 3
QUESTION 151
ATTACHMENT I
QUESTION 153
ATTACHMENT A
QUESTION 154
ATTACHMENT A
QUESTION 154
ATTACHMENT B
QUESTION 154
ATTACHMENT C
QUESTION 154
ATTACHMENT D
QUESTION 154
ATTACHMENT E
QUESTION 154
ATTACHMENT F
QUESTION 154
ATTACHMENT G
QUESTION 154
ATTACHMENT H
QUESTION 154
ATTACHMENT I
QUESTION 154
ATTACHMENT J
QUESTION 154
ATTACHMENT K
QUESTION 154
ATTACHMENT L
QUESTION 156
ATTACHMENT A
QUESTION 156
ATTACHMENT B
QUESTION 156
ATTACHMENT C
QUESTION 156
ATTACHMENT D
Page 1 of 3
QUESTION 156
ATTACHMENT D
Page 2 of 3
QUESTION 156
ATTACHMENT D
Page 3 of 3
QUESTION 156
ATTACHMENT E
QUESTION 156
ATTACHMENT F
QUESTION 162
ATTACHMENT A
Last updated: 04 Aug 2016