City of Melbourne Annual Report 2015-16



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Our people


The City of Melbourne strives to be a leading organisation for a leading city. It is our people, our high performing, talented workforce that ensures delivery of excellent service to the community and achievement of our goals.

We are proud to be an inclusive, diverse and flexible organisation. We strive to deliver the best service to our community and enable a culture that drives innovative and creative solutions through a flexible workforce. 

We have a great track record in providing learning and development opportunities for employees, which enables us to attract and retain the workforce we need to deliver on our services and activities.

We have a number of policies and procedures that support good governance and provide transparency and clarity to all employees about the principles, rules and guidelines that apply to their work and conditions of employment.

The National Employment Standards (NES) underpin the Melbourne City Council Enterprise Agreement 2013, providing the legal framework through which our employment terms and conditions are established for most of our employees. Executive employment terms and conditions are governed by the NES, Local Government Industry Award 2010 and individual employment contracts.

This year saw us establish the City of Melbourne Leaders group for all people managers, providing this group with key strategic and operational information. City of Melbourne Leaders are required to ensure their team members know the values, policies and procedures and encourage a workplace culture that is safe, inclusive and diverse.

There are a range of benefits and services available to help all employees (full-time, part-time and casuals) to maintain a healthy work-life balance and reach their full potential. Employees have access to a range of professional and personal development activities; health and wellbeing advice and programmes, flexible work arrangements and leave variations. The Club is our non-profit employee recreation association that aims to improve work-life balance and create a cooperative work environment. The Club organises a wide range of social, recreational and sporting activities, ranging from discounted theatre and cinema tickets to subsidised health club memberships and entry to sporting events.

During this year we developed a People Plan as part of our broader new four-year Organisational Plan. The People Plan details how we will introduce workforce planning, talent management, succession planning and much more to the organisation. The People Plan aligns to Goal 7 ‘Resources are managed well’. Through the implementation of the plan we will continue creating a more flexible and mobile workforce that enables employees to be outcome focused and to promote higher levels of engagement through work-life balance.

Employee code of conduct


We have reviewed our Employee Code of Conduct this year, with the revised code set for release later in 2016. The code applies to all our employees including service providers, representatives and agents who act on our behalf. All new employees receive a copy of the Code of Conduct with their letter of offer.

Enterprise Agreement


At the City of Melbourne 95 per cent of employees are covered by a single enterprise agreement. The current agreement expired on 30 June 2016. Negotiations are currently under way to establish a new agreement that will cover the next three years. We monitor the current agreement’s operation and application through a staff consultative committee.

Staff classifications


  • Classification 1 and 2 – child care workers, school crossing supervisors, fitness instructors, information officers.

  • Classification 3 – child care workers, compliance officers, office administrative support.

  • Classification 4 – administrative support, environmental health, project officers and kindergarten teachers.

  • Classification 5 and 6 – professionals, analysts, programmers, technical staff, maternal and child health nurses, immunisation nurses and event managers.

  • Classification 7 – team leaders and professionals.

  • Executive – managers, directors and the Chief Executive Officer.

Staff profile

As at June 2016, we employed 1619 people, with a full-time equivalent (FTE) of 1393.33. Whilst our staff numbers increase slightly during summer due to a seasonal operating pool, direct employees of the organisation complete most of our work. A breakdown of our direct employees is:


  • 1040 permanent full-time (1031.42 FTE)

  • 320 permanent part-time (179.45 FTE)

  • 215 maximum-term temporary – full-time and part-time (180.22 FTE)

  • 44 casual (2.25 FTE)

Most of our employees work in the central city, with the remainder based at other sites across the municipality. Note that all employee data excludes supervised worker data, as this is currently unavailable.

Total workforce by gender


  • Female – 61% 983 (817.45 FTE)

  • Male – 39% 637 (577.26 FTE)

Number of staff (head count) by employment type and gender 2013–14 to 2015–16


Employment type

2013–14

Female


2013–14

Male


2014–15

Female


2014–15

Male


2015-16

Female


2015-16

Male


Permanent full-time

503

481


540

479

553

487

Permanent part-time

205

68

203

65

249

71

Maximum term (full/part-time)

104

43

109

46

153

62

Casual

41

21

31

22

27

17

New staff by gender and age


Age

Female

Male

Total

Under 29 years 11 months

76 (56.52 FTE)


50 (41.86 FTE)

126 (98.38 FTE)

30–49 years 11 months

131 (107.45 FTE)

70 (62.21 FTE)

201 (169.66 FTE)

Over 50 years

22 (15.47 FTE)

15 (13.67 FTE)

37 (29.14 FTE)

Total

229 (179.44 FTE)

135 (117.74 FTE)

364 (297.18 FTE)

Our rate of new employee hires during the reporting period was 4.45 (by head count) or 4.69 FTE.

Workforce turnover for all staff types


  • Voluntary and involuntary turnover: 12.54% (down from last year’s rate of 16.99%) for all employee types

  • Voluntary turnover only: 6.49% (down from last year’s rate of 7.83%) for permanent employees

Workforce turnover by gender and age


Age

Female


Male

Total

Under 29 years 11 months

21 (20.06 FTE)

27 (26.84 FTE)

48 (46.90 FTE)

30–49 years 11 months

76 (69.55 FTE)

42 (39.61 FTE)

118 (109.16 FTE)

Over 50 years

15 (13.54 FTE)

22 (20.01 FTE)

37 (33.55 FTE)

Total

112 (103.15 FTE)

91 (86.46 FTE)

203 (189.61 FTE)

Number of staff (FTE) by organisational division, employment type and gender


Employment type

Gender

City Economy and Activation


City Design and Projects

City Strategy and Place


City Communities

Executive Services


City Operations

Grand Total

Permanent part-time

Female

16.46

4.55

11.39

74.72

19.36

16.08

142.56

Permanent part-time

Male

1.66

0.00

2.17

20.39

5.48

7.18

36.89

Permanent full-time

Female

90.75

10.72


56.41

184.93

92.49

110.16

545.46

Permanent full-time

Male

35.00

21.00

44.85

63.40

91.99

229.72

485.96

Maximum term part-time

Female

3.90

0.63

4.94

20.44

2.60

6.56

39.07

Maximum term part- time

Male

0.95

0.79

2.57

3.25

0.00


2.32

9.88

Maximum term full-time

Female

15.00

1.84

15.70

25.80

16.57

13.36

88.27

Maximum term full-time

Male

6.00

1.00

6.00

12.00

6.00

12.00

43.00

Casual

Female

0.21

0.00

0.00

0.61

0.00

0.21

1.03


Casual

Male

0.49

0.00

0.00

0.49

0.00

0.24

1.22

Grand total

 

170.42

40.53

144.02

406.03

234.50

397.83

1393.33

City of Melbourne executive remuneration


Position

Name

Total employment package

Start at City of Melbourne

Current contract start

Current contract end

Chief Executive Officer


Ben Rimmer

$460,000

9 February 2015

9 February 2015

8 February 2019

Director City Design and Projects

Rob Adams

$383,617

14 October 1986

15 September 2014

14 September 2017

Director City Operations

Geoff Lawler

$362,700

7 October 1996

25 October 2013

24 October 2016 (a new contract has been entered into ending 31 December 2017)

Director City Economy and Activation

Martin Cutter

$352,345

16 August 2004

1 November 2015

31 October 2017

Director City Strategy and Place

Kate Vinot

$350,000


6 October 2015

6 October 2015

5 October 2018

Director City Communities

Linda Weatherson

$346,520

7 December 1987

19 July 2015

18 July 2016 (a new contract has been entered into ending 18 July 2018)


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