Appendix F: Staffing Overview

With the exception of the Director General, all Library staff are employed under the Public Service Act 1999. Conditions of employment for staff below the SES level are contained in the Library’s Enterprise Agreement 2011–2014. Some staff received enhanced benefits through an Individual Flexibility Arrangement.

At 30 June 2014, the Library had 402 full-time and part-time ongoing staff, 23 full-time and part-time non-ongoing staff and 24 casual staff. Refer to Table F.1 for more details. The average full-time equivalent staffing for 2013–14 was 424, compared to 437 in 2012–13.

Staff Distribution

Table F.1: Staff Distribution by Division, 30 June 2014  

Division

Ongoing

Non-ongoing

June 2014

Total

June 2013

Total

Full- time

Part- time

Full- time

Part- time

Casual

Collections Management

114

25

3

2

9

153

169

Australian Collections and Reader Services

86

23

3

0

6

118

137

Resource Sharing

22

5

1

0

0

28

29

Information Technology

39

4

3

1

0

47

48

Executive and Public Programs

34

10

5

4

8

61

59

Corporate Services

35

5

0

1

1

42

44

Total

330

72

15

8

24

449

486

Staff Classification

Table F.2: Ongoing and Non-ongoing Full-time and Part-time Staff by Classification and Gender, 30 June 2014

Classification

Ongoing

Non-ongoing

June 2014 Total

June 2013 Total

Full-time

Part- time

Full- time

Part- time

Casual

M

F

M

F

M

F

M

F

M

F

M

F

M

F

Statutory office holder

0

0

0

0

0

1

0

0

0

0

0

1

0

1

SES Band 1

2

4

0

0

0

0

0

0

0

0

2

4

2

4

EL 2

15

11

1

1

0

0

0

0

0

0

16

12

11

13

EL 1

29

31

1

8

2

1

0

1

2

0

34

41

39

37

APS 6

20

42

4

14

1

1

1

1

0

0

26

58

22

62

APS 5

20

33

1

11

1

1

0

0

0

5

22

50

23

56

APS 4

14

49

1

13

0

1

0

1

4

1

19

65

20

76

Graduate

1

0

0

0

0

0

0

0

0

0

1

0

0

2

APS 3

12

34

2

7

0

4

0

1

0

4

14

50

18

57

APS 2

3

10

2

5

2

0

1

2

3

5

11

22

12

31

APS 1

0

0

0

0

0

0

0

0

0

0

0

0

0

0

Cadet

0

0

0

1

0

0

0

0

0

0

0

1

0

0

Total

116

214

12

60

6

9

2

6

9

15

145

304

147

339

Grand total

330

72

15

8

24

449

486

Note: Table is based on paid employees. Employees on long-term leave for more than 12 weeks are not included.

SES Staff Movements

Ms Jasmine Cameron, Assistant Director General, Executive and Public Programs, retired on 3 July 2013. Ms Cathy Pilgrim was subsequently promoted to Assistant Director General, Executive and Public Programs, on 22 August 2013.

Equal Employment Opportunity

Table F.3: Staff by Equal Employment Opportunity Group and APS Classification, 30 June 2014

Classification

Male

Female

Total

Indigenous peoples

People with disability

Culturally and linguistically diverse background

Statutory office holder

0

1

1

0

0

1

SES Band 1

2

4

6

0

1

0

EL 2

16

12

28

0

1

4

EL 1

34

41

75

0

2

11

APS 6

26

58

84

1

6

12

APS 5

22

50

72

1

2

18

APS 4

19

65

84

2

5

22

Graduate

1

0

1

1

0

0

APS 3

14

50

64

2

7

22

APS 2

11

22

33

0

0

15

APS 1

0

0

0

0

0

0

Cadet

0

1

0

1

0

0

Total

145

304

449

8

24

105

Note: Data for equal employment opportunity groups is based on information supplied voluntarily by staff.

Staff Training

An annual Staff Training Calendar is developed in consultation with all areas of the Library and includes priorities identified through the Strategic Workforce Plan, division business plans, and individual staff performance development plans. The calendar recognises the 70:20:10 developmental model (70 per cent on-the-job experience, 20 per cent coaching and 10 per cent facilitated learning) that has wide application in the APS.

In this reporting period, the Library developed a Leadership Capability Model and a supporting guide for staff to assist in identifying specific development needs and provide options to fulfil these needs. The model focuses on three key career points: new to role, sustaining performance at level and aspiring to a new role. Four specifically designed workshops were delivered to staff.

Senior leaders from government and industry were invited to give presentations to staff. The Library also implemented a reflective leadership forum for three groups of executive level staff, who were allocated a specific topic to investigate as active learning over an extended period.

Development opportunities for staff included internal and external programs, seminars, workshops, on-the-job training and placements. Training opportunities covered technical skills such as cataloguing, digital publications and preservation, as well as capability development such as oral communication, procurement, writing, and strategic planning. Diversity training undertaken included Indigenous cultural awareness. The Library has also developed a comprehensive plan to improve the digital confidence of staff.

The total training and development expenditure, excluding staff time, was $438,353. The number of training days undertaken by staff is set out in Table F.4.

Table F.4: Training Days, 2013–14

Classification

Male

Female

Total

SES

8

45

53

EL 1–2

145

249

394

APS 5–6

88

341

429

APS 1–4

56

350

406

Total

297

985

1282