Annual Report 2005-2006 - Waverley Council

Waverley Council
Meeting Our Statutory Requirements
Human Resource Activities undertaken by Council during 2005/2006 (continued)
Number of staff at management levels split by gender in 2005/2006:
Salary Management
Male Female Total
Group Level
2005 2006 2005 2006 2005 2006
M to P Middle Managers 30 36 29 30 59 66
Q to T Senior Managers 13 5 8 4 21 9
Divisional Managers * N/A 11 N/A 7 N/A 18
Executive Team 3 3 3 3 6 6
*Divisional Managers were appointed as a result of the Council restructure.
d) Specific EEO Implementation Strategies
The following Specific EEO strategies were implemented to ensure the protection of the rights of
people from EEO groups, and to provide equality of access to employment opportunities.
Strategy Progress
Council currently provides 3 options for accessing information about recruitment Ongoing
positions advertised - phone, fax and website.
Where a job applicant indicates that they have special needs prior to interview, Ongoing
the Nominated Recruitment Officer provides reasonable adjustments.
Pre-employment medicals are monitored to ensure that appropriate
Ongoing
assessments of reasonable adjustments are considered, and that pregnancy or
potential pregnancy is not considered in the selection decision, unless
specifically relevant.
Where possible, reasonable adjustments are provided for people with Where notified
disabilities, carer’s responsibilities, or who are pregnant.
Providing accurate information to staff about access to leave for parental Ongoing
purposes, and their rights during, before and after pregnancy.
The position of Garden Labourer in Waverley park is identified as a designated Incumbent in place
Disability Position.
2006/2010EEO Management Plan
The 2006/2010 Management Plan links employment and training and development strategies for
target group members with the priorities of Council’s HR Strategic Plan. The four strategies of the
Plan are summarised below. Implementation of this plan is now underway.
Policies and Procedures
To continue to raise awareness of EEO in the workplace, and demonstrate senior management’s
support and commitment to EEO principles.
Recruitment and Retention
To continue to establish processes that ensure all recruitment meets best practice and encourage
recruitment from under-represented EEO groups (Aboriginal and Torres Strait Island people; people
from a non-English speaking background; women; and people with a physical or intellectual disability).
The strategy also aims to put in place processes that support and improve retention rates and
establish best employment practices.
Learning and Development
To ensure staff have equal access to learning and development to support current and future
performance. The strategy also aims to ensure all learning and development meets Council’s EEO
policies and procedures, and legislative requirements, and promotes best practice.
Annual Report 2005//2006
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