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 2015, the Library had 397 full-time and part-time ongoing staff, 32 full-time and part-time non-ongoing staff and 15 casual staff. Refer to Table F.1 for more details. The average full-time equivalent staffing for 2014–15 was 420, compared with 424 in 2013–14.

Staff Distribution

Table F.1: Staff Distribution by Division, 30 June 2015

Division

Ongoing

Non-ongoing

June 2015

Total

June 2014

Total

Full- time

Part- time

Full- time

Part- time

Casual

Collections Management

113

27

7

2

6

155

153

Australian Collections and Reader Services

85

22

3

2

6

118

118

Resource Sharing

20

7

0

1

0

28

28

Information Technology

43

6

2

0

0

51

47

Executive and Public Programs

32

8

9

2

2

53

61

Corporate Services

29

5

2

2

1

39

42

Total

322

75

23

9

15

444

449

Staff Classification

Table F.2: Ongoing and Non-ongoing Full-time and Part-time Staff by Classification and Gender, 30 June 2015

Classification

Ongoing

Non-ongoing

June 2015 Total

June 2014 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

14

13

2

1

0

0

0

0

0

0

16

14

16

12

EL 1

29

32

2

9

3

0

0

1

2

0

36

42

34

41

APS 6

27

36

3

16

0

1

0

2

0

0

30

55

26

58

APS 5

17

37

1

13

0

1

0

0

0

2

18

53

22

50

APS 4

13

45

2

14

0

5

0

0

1

1

16

65

19

65

Graduate

1

0

0

0

0

0

0

0

0

0

1

0

1

0

APS 3

10

32

0

6

3

8

0

3

0

0

13

49

14

50

APS 2

4

6

1

5

1

0

0

3

4

5

10

19

11

22

APS 1

0

0

0

0

0

0

0

0

0

0

0

0

0

0

Cadet

0

0

0

0

0

0

0

0

0

0

0

0

0

1

Total

117

205

11

64

7

16

0

9

7

8

142

302

145

304

Grand total

322

75

23

9

15

444

449

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

SES Staff Movements

There were no SES engagements or retirements during the reporting period.

Equal Employment Opportunity

Table F.3: Staff by Equal Employment Opportunity Group and APS Classification, 30 June 2015

Classification

Male

Female

Total

Indigenous people

People with disability

People from a CALD background

Statutory office holder

0

1

1

0

0

1

SES Band 1

2

4

6

0

1

0

EL 2

16

14

30

0

1

4

EL 1

36

42

78

0

3

13

APS 6

30

55

85

1

5

11

APS 5

18

53

71

0

3

14

APS 4

16

65

81

4

7

19

Graduate

1

0

1

1

0

1

APS 3

13

49

62

1

5

22

APS 2

10

19

29

0

0

13

APS 1

0

0

0

0

0

0

Cadet

0

0

0

0

0

0

Total

142

302

444

7

25

98

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

Staff Training

The Library’s annual Corporate Training Plan is based on workforce capabilities outlined in the Strategic Workforce Plan. The resulting 2014–15 training calendar focused on the capabilities needed across the Library’s workforce, in technical skills and behavioural capabilities, as well as to embed the Library’s Leadership Capability Model (LCM). Development opportunities included activities in four specific areas—communication and digital skills, management and organisation, culture and recognition, and leadership. The calendar recognises the 70:20:10 development model where development comprises on-the-job experience (70 per cent), coaching (20 per cent) and facilitated learning (10 per cent).

Development opportunities for staff included internal and external programs, seminars, workshops, on-the-job training and placements. A significant portion of the opportunities offered by the Library in 2014–15 focused on learning through relationships. This included a mentor program and a reflective leadership forum. The Library also offered workshops in each of the four pillars of the Library’s LCM. Participating leaders were able to learn new approaches to harnessing the diversity of teams, developing external relationships, managing cultural change, and innovation and creativity in leadership.

The Library also continued its Focus on Leadership seminar series, in which senior leaders from public service agencies and private sector organisations were invited to give presentations to staff on leadership. Experts in digital capability were also invited to address staff on the relationship between digital confidence and the Library’s core business.

A digital capability plan was implemented during the reporting period. The plan focuses on development strategies that will increase the confidence of all staff working in a digital environment. Work has also begun on a digital confidence planner, which will assist staff in identifying behavioural capability gaps related to digital confidence and the available development options. The Library has also partnered with NSLA to develop training programs to address digital capability gaps in specific library professions, such as digital preservation.

Online learning modules on Risk Management and Recruitment and Selection Panel Training are also in development and scheduled for implementation in the 2015–16 training calendar.

The Library participated in the Australian Public Service Commission’s core skills program and offered the performance management module to staff in this reporting period.

The total training and development expenditure, excluding staff time, was $311,662. The number of training days undertaken by staff is set out in Table F.4.

Digital Skills Training

The successful management of digital collections requires Library staff to have the skills and understanding necessary to adapt to a digital world. An intensive digital skills training course was developed specifically for staff acquiring, describing and managing digital publications, such as ebooks, for the collections. Using a model of specialist co-presenters working with experienced trainers, staff became familiar with relevant software, publishing trends and digital preservation issues relevant to their day-to-day work. The highly successful course will now be adapted for presentation to other staff working with digital collections throughout the Library and has been made available to other libraries through NSLA’s Digital Skills project.

Table F.4: Staff Training Days, 2014–15

Classification

Male

Female

Total

SES

16

22

38

EL 1–2

152

167

319

APS 5–6

175

249

424

APS 1–4

50

235

285

Total

393

673

1,066