Reports and resources

The following reports provide information of relevance to applicants, managers, career development practitioners.

State of the Service Report 2007-08, Australian Public Service Commission

http://www.apsc.gov.au

Chapter 4 of the report is of most relevance here, covering attracting, engaging and retaining the APS worksforce. Workforce challenges are listed, attraction, recruitment and retention strategies discussed, as are factors contributing to emplyee engagement and job satisfaction.

Of particular relevance are the following details from the report:

"A number of agencies have introduced a more flexible approach to their requirements for job applications, for example, by giving managers the option of asking only for detailed CVs rather than requesting applications against set selection criteria." p. 79

Several enhancements have been made to the APSjobs web site. p. 79

"While the results vary considerably between individual agencies, with agreement rates ranging between 19% and 64%, it is of some concern that on average a higher percentage of employees than last year found the [recruitment] process to be overly demanding." p. 81

19% found the recruitment process difficult to understand

42% thought the process was conducted transparently

35% were left with a positive impression. p. 82

"... only 42% of SES employees 'definitely' saw themselves as part of a broader leadership cadre - down from 55% in 2006-07. This is an issue of concern in building better cooperation and collaboration across agencies and reflects the relative independence of agencies." p. 91

Addressing the barriers faced by people with disability and/or mental illness

National Mental Health and Disability Employment Strategy

As a part of the Social Inclusion Agenda, the Australian Government is developing a National Mental Health and Disability Employment Strategy (the Strategy). The Strategy is being developed in close consultation with consumers, peak bodies, employers, state and territory governments and experts.

The Strategy aims to address the barriers faced by people with disability and/or mental illness that make it harder for them to gain and keep work.

The Hon Brendan O’Connor MP, Minister for Employment Participation and the Hon Bill Shorten MP, Parliamentary Secretary for Disabilities and Children’s Services are jointly overseeing the development of the Strategy.

They released the Terms of Reference for the Strategy on 15 February 2008. Submissions closed on 30 June 2008. The strategy is to be finalised some time in 2008.

http://www.workplace.gov.au/workplace/Publications/PolicyReviews/EmploymentStrategy/

PS pay gaps

The CPSU has completed an analysis of salaries that show that there are large pay differences between agencies.

http://www.cpsu.org.au/news/8546.html

Employment matters affecting women

http://www.eowa.gov.au/Developing_a_Workplace_Program/Employment_Matter_Guidelines.asp

The Equal Employment for Women in the Workplace Agency offers resources on a range of employment matters where a difference for women in the workplace can be made. The seven matters identified reflect current human resource practice. These matters are:

Recruitment and Selection
Promotion, transfer and termination of employment
Training and development
Work organisation
Conditions of service
Arrangements for dealing with sex based harassment
Arrangements for dealing with pregnant and potentially pregnant employees and employees who are breastfeeding.

Generation F: Attract, Engage, Retain

http://www.eowa.gov.au/Information_Centres/Resource_Centre/EOWA_Publications/Generation_F/Media_Section.asp

In collaboration with Hays, the EOWA has produced this report on Generation F’s career aspirations priorities and expectations of their employers to facilitate the realisation of their ambitions.

Based on an online survey and focus groups the findings reveal that "like men, women desire promotion and advancement opportunities and want equal benefit from organisations’ recruitment strategies, training and mentoring programs and career-pathing initiatives."

Generation F are "women in the Australian labour force, including women wishing to return to work, who are aged between 16 and 65 years. Present across the Baby Boomer, X and Y Generations, Generation F are employers’ main solution to the nation’s proliferating skills shortage. Harnessing their skills, commitment and experience will help organisations to secure effective and sustainable workforces."

The report also indicates that Generation F are highly mobile and will seek alternative workplaces if their employer fails to identify and address their communicated needs and issues. EOWA reveals the perceptions attitudes of this generation, factors they consider most important when choosing an employer and issues that will motivate them to move on. Advice and examples are given for each main section on attraction, engagement and retention.

Findings of relevance to selection panels and the assumptions they may make about applicants are:

"The more significant caring and household responsibilities that women have in no way diminishes their loyalty to their employers."

"Job seekers may have varying career aspirations and organisations should avoid making any assumptions about these based on a person’s gender, age, family situation or professional history."

The findings debunk the stereotype that "having children hinders women’s ambition and that unlike their career-driven male counterparts, women’s family obligations take greater priority over their desire for professional advancement."

"It is important to keep in mind that work/life balancer is not just about the family/career dichotomy. Many employees have various other priorities that they are trying to fit into their lives in addition to their work and family commitments."

"Organisations must communicate that flexible working conditions are not only permissible for women with caring responsibilities; they should be made as accessible to men as they are to women, at any age or stage of life. If men are not encouraged to benefit from flexible arrangements, these arrangements will become stigmatised as utilised only by women. Not only will this result in women being perceived as less committed, further blocking their access to promotions and other opportunities, but it will also serve to prevent men from being equally involved in their family and personal life as they desire."

Management of Recruitment in the Australian Public Service

ANAO Report No 31:

The objective of the audit was to assess whether APS agencies had sound approaches to recruitment, to assist in providing the workforce capability to deliver government programs effectively.

Three agencies were audited in detail: the Department of Finance and Deregulation, the Australian Taxation Office, and Comcare.

Five recommendations are made concerning: strategic recruitment initiatives, attraction strategies, training needs analysis, process improvement, performance measurement.

Read my response to this report.

ACT Skills Commission - Interim Report

www.actskillscommission.org.au

The Skills Commission was set up by the ACT Government to provide high level, strategic advice to the Government on skills issues and the strategies required to meet the ACT's skills needs now and into the future. The Interim Report, relased in November 2007, outlines recommendations to address skills issues.

Equal Employment for Women in the Workplace Agency - Gender Income Distribution of Top Earners in ASX200 Companies

http://www.eowa.gov.au/Australian_Women_In_Leadership_Census/2006_Australian_Women_In_Leadership_Census/Top_Earner_Report/Media_Kit.asp

The Equal Employment For Women in the Workplace Agency has issued a study titled Gender Income Distribution of Top Earners in ASX200 Companies. The study shows that female chief financial officers and chief operating officers earn 50 per cent less than men in the same positions. It also reveals that female chief executives earned two-thirds of the salary of male chief executives and there was no industry where women were the top earners.

Director Of the Agency Anna McPhee, writes in the preface to the report that: "Over the past thirty ears, women’s workforce participation has increased significantly, as have women’s earnings, however, women today experience an average pay gap of over 16%."

The reason for the gaps in earnings reflect complex and interrelated factors. "Women’s lower share of discretionary payments like overtime, occupational and industrial segregation, lesser access to education and training, the impact of family responsibilities, the lack of suitably qualified mentors and champions, the prevalence of limiting gender stereotypes and in some cases outdated ways in which remuneration is calculated, all contribute to the earnings gap."

But senior research fellow Dr Sara Charlesworth said the myth of the male breadwinner still prevailed in workplaces and women started a job on a lower salary than men in the same position. She also points out that information about what people earn is hidden, thus making it difficult for women to know what men are earning.

Dr Ann Villiers, learning guide, professional speaker and author, is Australia's only Mental Nutritionist® specialising in mind and language practices that help people build flexible thinking, confident speaking and quality connections with people. Visit www.mentalnutrition.com to learn more about Mental Nutrition. Visit www.selectioncriteria.com.au for free resources unlocking the mysteries of public service jobs.

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