Management of Human Resources
The Library undertook considerable work in the
area of workforce planning during the year. In broad terms the workforce
strategy aims to:
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foster a greater understanding
throughout the organisation of future business directions to enable managers to
make more effective decisions, and to attract, develop and retain the
appropriate workforce to meet current and future business needs |
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ensure an ongoing assessment by
senior management of future workforce needs and key business drivers including
a set of capabilities required for future success |
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ensure the design of human
resource practices to create the required capabilities. |
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 Damian McDonald (b.1971)
The Library, winter sunrise Imaging Services |
Practical outcomes and initiatives in the area
of workforce planning include:
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an increased focus on strategic
training |
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development of a revised
performance management framework |
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review of the manner in which
the Library markets itself as an employer |
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increased internal and external
mobility of staff |
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consideration of a graduate
recruitment strategy |
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revised entry and exit surveys
for staff |
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enhanced reporting to the
Library's executive on workforce demographics. |
Industrial Democracy: Workplace Agreement
The Library's Consultative Committee met five
times. The committee continued to provide a forum for consultation and
discussion between management, staff and unions.
A new Certified Agreement was approved on 12
December 2000 and will remain in force until 30 June 2002. The Agreement was
supported by 92.7 per cent of staff participating in the vote. The Agreement
builds on a range of reforms introduced in the 1998 Certified Agreement, aimed
at increasing the Library's flexibility both as a service provider and
employer.
Establishment and Maintenance of Appropriate
Ethical Standards
The Library has strategies in place to help
ensure that all employees observe the highest standards of ethical behaviour
and that appropriate action is taken when those standards are not met. The
Library's induction policy provides new employees with information on the
ethical standards set out under the Public Service Act
1999. The Library's Fraud Management Policy was also revised during
the year to reflect changes in legislation and to update the ethical framework
of the Library. The Library actively promotes the APS Values and Code of
Conduct to its employees.
Commonwealth Disability Strategy
The Library continued its commitment to
achieving performance levels contained in its Disability Strategy. The strategy
assists the Library to meet its obligations under the Disability
Discrimination Act 1992 (Cwlth).
In particular the Library:
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responded to customer requests
to improve the ways it meets the needs of people with disabilities |
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participated in the Round Table
on Information Access for people with print disabilities and held training
sessions for staff, run by the Royal Blind Society, to raise awareness of the
needs of people with visual disabilities |
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released a web access policy
and principles document which outlines the Library's commitment to provide
access to visually impaired users |
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ensured the Library's web site
allows visually impaired people to use special software to access the Library's
online resources |
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reviewed its Certified
Agreement, Staff Selection Guidelines and Staff Training program to ensure
compliance with the requirements of the Disability Discrimination Act 1992
(Cwlth). |
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Robert Guth (b.1975)
Portrait of Bob Randall, Indigenous Australian Performer 2000
Courtesy of Bringing Them
Home Oral History Project and Robert Guth
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Workplace Diversity Program
The Library's Workplace Diversity Program has a
strong focus on valuing diversity in the workplace. In addition, the Library
has a network of Harassment and Disability Contact Officers who actively work
to promote a harassment and discrimination free workplace. Much work has also
been undertaken to ensure that the Library's recruitment and selection
practices meet the special needs of people in the EEO target groups. In
addition to several ongoing Indigenous employees, the Library currently employs
13 non-ongoing Indigenous employees (for periods ranging from six months to two
years) as part of its Bringing Them Home Oral History Project. This project has
been funded to collect and preserve the oral history of Indigenous people and
others involved in or affected by the process of child removals.
Staff surveyed during the year on a range of
workplace diversity issues recorded high levels of satisfaction.
Occupational Health and Safety
The Occupational Health and Safety Committee met
four times to consider issues associated with the application of health and
safety principles and practices.
Comcare Australia undertook a planned
investigation under the Occupational
Health and Safety (Commonwealth Employment) Act 1991 using the
Victorian SafetyMAP audit tool. The investigation indicated that the Library
manages its health and safety risks adequately. To further improve performance,
the Library will:
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introduce a formal procedure
for the systematic identification, assessment and control of hazards and
risks |
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conduct a review of health and
safety training to ensure that all employees receive appropriate training and
their level of knowledge is kept up-to-date. |
Energy Consumption and Environment
Protection
As a result of the Library's greenhouse gas
emission reduction initiatives, energy usage has been reduced by approximately
60 per cent over the past six years, despite an increase in the number of areas
provided with 24-hour climate control. This reduction has been achieved through
a review of the design of the building services, implementation of an
electronic building management system, an overhaul of lighting systems,
installation of digital and timer controls, and regular monitoring and analysis
of energy usage.
In June the Library was awarded the Commonwealth
Energy and Environmental Award for the Best Energy Management Program.
Competitive Tendering and Contracting
The Library continued its program of utilising
outsourcing options in cases where this is cost-beneficial. A strategy for
selective outsourcing of some IT Services was prepared following the Library's
withdrawal from the Whole of Government IT Outsourcing Initiative.
Preliminary work was completed for a major
benchmarking program to be undertaken next year and further outsourcing will be
considered in the context of the findings.
Purchasing Policies
As an agency covered by the Commonwealth
Authorities and Companies Act 1997, the Library develops its own
Procurement Guidelines. These embrace the core Commonwealth procurement
principles and policies and are mandatory for all staff to follow when
undertaking procurement activities.
A new contract management system was implemented
to manage more effectively the Library's procurement functions. Also, a series
of workshops were held for staff covering: the tendering process and
documentation; managing contracts; risk management; contract variation
procedures; and contract negotiation.
Asset Management
The Library's collection, valued at $1.520
billion, is its prime asset on which many services are based. The iconic, high
value items within the collection are valued individually and other materials
are valued using statistically valid methods. The Library revalues its
collection every 3 years. The Library's performance in developing and
maintaining the collection is outlined in the Report on Operations.
The Library's land and buildings are valued at
$133.23 million. The major components of these assets are managed via a Long
Term Strategic Management Plan for the Building Asset. This Plan is reviewed
every three years. The Plan provides a full condition appraisal and life-cycle
cost analysis of the total building asset and represents a long-term
maintenance program covering a 15-year period.
The remaining material assets are controlled via
an Assets Register. Total value of the listed assets is $10.74 million. The
Library has adopted an integrated life-cycle management policy for these
assets.
Discretionary Grants |
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Pam Viti and Barbara
Hill of Mackay examine some of the records donated to the Mackay City Library,
preserved with the assistance of Community
Heritage Grants Photo courtesy of the Daily Mercury,
Mackay |
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| The Library
operates two discretionary grant programs as follows: |
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Community Heritage Grants
The Library, in cooperation with the
Commonwealth Department of Communications, Information Technology and the Arts,
offers Community Heritage Grants to assist Australian community organisations
to preserve significant documentary heritage collections. |
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Harold White Fellowships
The Library awards a limited number of
fellowships to enable established scholars and writers to work for periods of
three to six months on material in the Library's collections. |
Cooperation on Corporate Management Issues
within the Communications, Information Technology and the Arts Portfolio
The Library continued to chair the Corporate
Management Forum, comprising senior executives with corporate management
responsibilities from seven agencies within the Communications, Information
Technology and Arts portfolio, and two other agencies. The forum considers
common issues in the areas of personnel management, financial management,
infrastructure management, corporate planning, IT and public programs with a
view to achieving economies of scale and best practice.
Some key outcomes of the forum have included the
initiation of a joint Indigenous training and employment strategy; and
implementation of revised joint management programs for staff.
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