37th Annual Report 1996-97
Appendix 1: Staffing Overview
National Library staff are employed under the Public Service Act 1922. At 30 June 1997 the Library had 461 permanent staff and 20 temporary staff. The average staffing level for 199697 in full-time and part-time staff years is given in Table 24. Table 26 shows permanent staff by classification at 30 June 1997. Part-time positions have been converted to full-time equivalents. Table 27 gives detailed Equal Employment Opportunity data.
TABLE 24: PERMANENT STAFFING LEVEL (IN AVERAGE STAFF YEARS)
|
199596 |
1996-97 |
|||
|
Full-time |
Part-time |
Full-time |
Part-time |
|
|
Executive |
15.6 |
0.8 |
11.7 |
0 |
|
Collections and Reader Services |
250.7 |
12.5 |
239.1 |
12.9 |
|
Services to Libraries |
84.0 |
3.4 |
83.9 |
3.1 |
|
Cultural and Educational Services |
46.3 |
4.6 |
49.5 |
5.4 |
|
Corporate Services |
102.2 |
3.6 |
89.4 |
2.8 |
|
Total |
498.8 |
24.9 |
473.6 |
24.2 |
EQUAL EMPLOYMENT OPPORTUNITY
The Librarys Equal Employment Opportunity (EEO) program for the 199396 triennium was concluded, and a new program for 199699 was developed and introduced. The results of a 1995 internal staff survey, and the network of EEO, workplace harassment and disability contact officers, were used as a basis to determine priorities within the program. EEO developments and issues are also discussed at the Librarys Consultative Council.
As the Library maintains high employment levels of women, people from a non-English-speaking background and staff with disabilities, the main objective of the 199699 program is to increase employment levels and career development opportunities for indigenous Australians.
Through its involvement in the Government Representatives for Indigenous People (GRIP) forum, the Library provided an Aboriginal and Torres Strait Islander Employment Cadetship which commenced in November. The cadetship provides the opportunity to gain accreditation or qualifications consistent with the requirements of professional positions. The program also provides for maintenance of the equal employment opportunity, workplace harassment and disability contact officer networks and general awareness sessions on cross-cultural issues. Also, all new employees have access to an induction course which highlights equal employment opportunity principles and their application in the Library.
The Librarys performance against Australian Public Service equal employment opportunity targets is recorded below:
TABLE 25: EQUAL EMPLOYMENT OPPORTUNITY RECORD
|
199697 |
Year 2000 target |
|
|
Female Senior Executive Service (SES) staff |
28% |
20% |
|
Female Senior Officer staff |
59% |
28% |
|
Staff from a non-English-speaking background |
22% |
15% |
|
Staff with a disability |
7.7% |
5% |
|
Indigenous staff |
0.4% |
2% |
No formal grievances in respect of equal employment opportunity matters were received in 199697.
TABLE 26: PERMANENT STAFF BY AUSTRALIAN PUBLIC SERVICE CLASSIFICATIONS AND BY GENDER AT 30 JUNE 1997
|
Male |
Female |
Total |
|||||||
|
Full-time |
Part-time |
Total |
Full-time |
Part-time |
Total |
Full-time |
Part-time |
Total |
|
|
Designation |
|||||||||
|
Statutory office holder |
1 |
0 |
1 |
0 |
0 |
0 |
1 |
0 |
1 |
|
Senior Executive Service |
4 |
0 |
4 |
2 |
0 |
2 |
6 |
0 |
6 |
|
Senior officers |
19 |
0 |
19 |
8 |
0 |
8 |
27 |
0 |
27 |
|
Professional staff (Senior Professional Officers and Professional Officers) |
32 |
2 |
34 |
98 |
14 |
112 |
130 |
16 |
146 |
|
Administrative Service fficers |
73 |
1 |
74 |
150 |
20 |
170 |
223 |
21 |
244 |
|
Technical and related staff |
7 |
1 |
8 |
6 |
0 |
6 |
13 |
1 |
14 |
|
Information Technology Officers |
14 |
0 |
14 |
7 |
0 |
7 |
21 |
0 |
21 |
|
Other |
1 |
0 |
1 |
1 |
0 |
1 |
2 |
0 |
2 |
|
Total |
151 |
4 |
155 |
272 |
34 |
306 |
423 |
38 |
461 |
This table is based on permanent paid positions and includes paid inoperatives.
TABLE 27: STAFF BY EEO GROUPS AND APS CLASSIFICATIONS AT 30 JUNE 1997
|
Male |
Female |
Total |
ATSI |
PWD* |
NESB1* |
NESB2* |
|
|
Classification |
|||||||
|
Statutory officer holder |
1 |
0 |
1 |
0 |
0 |
0 |
0 |
|
Senior Executive Service |
4 |
2 |
6 |
0 |
1 |
0 |
0 |
|
Senior Professional Officers |
10 |
29 |
39 |
0 |
2 |
0 |
3 |
|
Professional Officer 2 |
14 |
40 |
54 |
0 |
0 |
7 |
4 |
|
Professional Officer 1 |
10 |
43 |
53 |
0 |
1 |
8 |
5 |
|
Senior officers |
19 |
8 |
27 |
0 |
1 |
2 |
1 |
|
Administrative Service Officer 6 |
7 |
13 |
20 |
0 |
3 |
0 |
0 |
|
Administrative Service Officer 5 |
6 |
12 |
18 |
0 |
0 |
2 |
0 |
|
Administrative Service Officer 4 |
8 |
16 |
24 |
0 |
1 |
2 |
1 |
|
Administrative Service Officer 3 |
17 |
44 |
61 |
1 |
6 |
9 |
8 |
|
Administrative Service Officer 2 |
31 |
77 |
108 |
0 |
6 |
22 |
8 |
|
Administrative Service Officer 1 |
5 |
8 |
13 |
1 |
3 |
3 |
0 |
|
Senior Information Technology Officers |
10 |
1 |
11 |
0 |
0 |
5 |
2 |
|
Information Technology Officers |
4 |
6 |
10 |
0 |
0 |
4 |
0 |
|
Technical and related staff |
4 |
5 |
9 |
0 |
0 |
1 |
1 |
|
Public Affairs Officers |
4 |
1 |
5 |
0 |
2 |
1 |
1 |
|
Other |
1 |
1 |
2 |
0 |
0 |
1 |
0 |
|
Total |
155 |
306 |
461 |
2 |
26 |
67 |
34 |
This table includes paid inoperative staff and excludes temporary staff.
* Data for EEO groups are based on voluntarily supplied information provided by permanent staff for EEO purposes.
ATSI - Aboriginal and Torres Strait Islanders
PWD - People with disabilities
NESB1 - Non-English-speaking background, first generation
NESB2 - Non-English-speaking background, second generation
STAFF TRAINING
The Library continued its use of Personal Development Plans for staff as a means of determining training and development priorities. As a result, training was focused on core skills required by staff as determined through consultation between staff and supervisors. Considerable emphasis was placed on change management training and business process re-engineering techniques to ensure that staff are aware of and able to participate in the substantial changes affecting public sector employment.
The number of days spent in formal training by Library staff is shown in the following table:
TABLE 28: TRAINING DAYS (PERSON DAYS)
|
Female |
Male |
Total |
|
|
Classification |
|||
|
Senior Executive Service |
7 |
8 |
15 |
|
Senior Officer Grade AC |
51 |
37 |
88 |
|
Senior Officer Grade AC equivalent |
82 |
96 |
178 |
|
Administrative Service Officer 56 |
139 |
81 |
220 |
|
Administrative Service Officer 56 equivalent |
293 |
91 |
384 |
|
Administrative Service Officer 14 |
280 |
175 |
455 |
|
Administrative Service Officer 14 equivalent |
200 |
126 |
326 |
|
Total |
1,052 |
614 |
1,666 |
In addition, the Library provided study assistance in the form of time off during working hours to attend compulsory activities for approved students undertaking further education. The following table shows the number of training days approved under the Studies Assistance Scheme.
TABLE 29: STUDY ASSISTANCE (PERSON DAYS)
|
Female |
Male |
Total |
|
|
Classification |
|||
|
Senior Executive Service |
0 |
0 |
0 |
|
Senior Officer Grade AC |
0 |
0 |
0 |
|
Senior Officer Grade AC equivalent |
0 |
7 |
7 |
|
Administrative Service Officer 56 |
0 |
3 |
3 |
|
Administrative Service Officer 56 equivalent |
16 |
0 |
16 |
|
Administrative Service Officer 14 |
194 |
101 |
295 |
|
Administrative Service Officer 14 equivalent |
0 |
0 |
0 |
|
Total |
210 |
111 |
321 |
PERFORMANCE PAY
A total pool of $25 000 was made available to cover SES payments.
INDUSTRIAL DEMOCRACY
The National Library Consultative Council, the peak body for joint management and union consultations, is a forum for industrial democracy discussion in the Library. The Council is chaired on a rotating basis by the Director-General and the National Library representative of the Community and Public Sector Union (CPSU). The Council meets four times per year.
National Library Consultative Council
Chair (rotating)
Mr Warren Horton: National Library of Australia
Mr Tom Ruthven: National Library of Australia, CPSU Professional Division representative
Members
Dr Warwick Cathro: National Library of Australia
Ms Jan Fullerton: National Library of Australia
Mr David Toll: National Library of Australia
Union Representatives
Mr Matt Taylor: Federal Industrial Officer, CPSU Professional Division
Mr Jan Moerkerke: Industrial Organiser, CPSU
Mr Peter Haigh: National Library of Australia, CPSU representative
Resource Management Advisers
Mr Graham Still: Director, Resource Management Branch, National Library of Australia
Mr Peter Rainbird: Human Resource Management, National Library of Australia
Terms of reference
The roles of the Council shall be:
(a) to serve as a consultative forum;
(b) to further industrial democracy in the National Library of Australia;
(c) to achieve participation by officers and employees through their union in the decision-making processes of the Library;
(d) to provide a forum for consultation and open discussion between management and staff representatives, and to aim to resolve any differences on those matters in a mutually acceptable manner;
(e) to improve mutual understanding of management and staff issues;
(f) to promote good industrial relations in the Library;
(g) to facilitate mutual exchange of information.
WORKPLACE RELATIONS
Following the passing of the Workplace Relations Act 1996 the Library commenced a process to examine options for improving working conditions and remuneration for its employees under the new industrial relations arrangements.
OCCUPATIONAL HEALTH AND SAFETY
Work continued on the development of policies and procedures in relation to Regulations under the Occupational Health and Safety (Commonwealth Employment) Act 1991. Two policy and general procedure papers were issued on Manual Handling and Control of Hazardous Substances. Training was offered to staff in both these areas.
The Library made ten notifications to Comcare Australia under section 68 of the Occupational Health and Safety (Commonwealth Employment) Act 1991. All of these incidents resulted in absence from work for five or more working days.
Return to Start or Continue to Appendix 2
Last updated 12 November 1997
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