Annual Report 2005-2006 - Waverley Council
Annual Report 2005-2006 - Waverley Council
Annual Report 2005-2006 - Waverley Council
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106<br />
<strong>Waverley</strong> <strong>Council</strong><br />
Meeting Our Statutory Requirements<br />
Human Resource Activities undertaken by <strong>Council</strong> during <strong>2005</strong>/<strong>2006</strong> (continued)<br />
b) Enhancing Understanding of EEO & Discrimination Issues<br />
In <strong>2005</strong>/<strong>2006</strong> the following actions were undertaken to ensure that managers/supervisors and staff<br />
understand what implementation of EEO means in day to day work.<br />
Strategy Progress<br />
To ensure that all new staff attend<br />
EEO Awareness Training.<br />
Regular articles in Pipeline to provide<br />
information on EEO and<br />
discrimination issues.<br />
To provide <strong>Council</strong> Induction<br />
Programs on a regular basis for all<br />
new staff, providing information on<br />
employment conditions and other<br />
important issues.<br />
To conduct training & development<br />
programs that incorporate EEO<br />
issues, where appropriate.<br />
All staff to undergo Ethics refresher<br />
training within three years.<br />
All new staff are enrolled in mandatory EEO training when the<br />
next available course is run.<br />
Ongoing. Articles included Training and Development<br />
activities, Workplace Surveillance<br />
<strong>Council</strong> Inductions, which included EEO issues, were<br />
conducted in June & November <strong>2005</strong> and February & May<br />
<strong>2006</strong>.<br />
Reviews have been completed prior to training. Contract<br />
Trainers have been provided with feedback on EEO issues.<br />
On line learning and testing module for ethics introduced.<br />
c) Supporting the Implementation of EEO in the Workplace<br />
To support the EEO implementation the following initiatives were implemented/reviewed:<br />
Strategy Progress<br />
Staff Adviser Network<br />
HR Officer to run quarterly meetings for skill Meetings held quarterly<br />
development and feedback for Staff Adviser<br />
Network.<br />
To provide confidential support from HR&OD.<br />
Position Descriptions<br />
All position descriptions and selection criteria to Ongoing<br />
be reviewed prior to advertising to ensure they<br />
comply with EEO principles and are nondiscriminatory.<br />
HR&OD available for discussion & support<br />
d) EEO <strong>Report</strong>ing & Access to Employment & Conditions<br />
To effectively monitor EEO implementation we need to ensure that access to conditions of<br />
employment across <strong>Council</strong> is equitable.<br />
Strategy Progress<br />
Recording EEO group membership in CHRIS<br />
All EEO data for staff is recorded in CHRIS,<br />
when provided by staff. Ongoing<br />
<strong>Report</strong>ing on <strong>Council</strong>’s Employment Profile Data indicated:<br />
22.1% of all staff are women working on a full-time<br />
basis.<br />
The highest % of women are in 25-34yr & 45-54yr<br />
age groups.<br />
61.7% of women earn between $42,674 & $60,148<br />
per annum.<br />
<strong>Annual</strong> <strong>Report</strong> <strong>2005</strong>//<strong>2006</strong>