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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 1996–97 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)

 

1995–96

 

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 Library’s Equal Employment Opportunity (EEO) program for the 1993–96 triennium was concluded, and a new program for 1996–99 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 Library’s 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 1996–99 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 Library’s performance against Australian Public Service equal employment opportunity targets is recorded below:

 

TABLE 25: EQUAL EMPLOYMENT OPPORTUNITY RECORD

1996–97

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 1996–97.

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 A–C

51

37

88

Senior Officer Grade A–C equivalent

82

96

178

Administrative Service Officer 5–6

139

81

220

Administrative Service Officer 5–6 equivalent

293

91

384

Administrative Service Officer 1–4

280

175

455

Administrative Service Officer 1–4 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 A–C

0

0

0

Senior Officer Grade A–C equivalent

0

7

7

Administrative Service Officer 5–6

0

3

3

Administrative Service Officer 5–6 equivalent

16

0

16

Administrative Service Officer 1–4

194

101

295

Administrative Service Officer 1–4 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.


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Last updated 12 November 1997
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