Appendixes - Department of Finance and Deregulation

Appendixes
∙ A: Staffing overview
∙ B: Work health and safety
∙ C: Social inclusion
∙ D: Advertising and
market research
∙ E: Grants
∙ F: Global Reporting
Initiative index
∙ G: Corrections to the
2010–11 annual report
Appendixes

320 Appendixes
Appendix A: Staffing overview
Staff profile (by headcount)
Table 19: Ongoing, non­ongoing and casual staff numbers,
as at 30 June 2011 and 30 June 2012
a
Employment
type
APS classification
Gender SES 1–3 a EL 2 APS 6–EL 1 APS 1–5 Total
2011 2012 2011 2012 2011 2012 2011 2012 2011 2012
Ongoing Female 28 36 124 119 357 376 351 367 860 898
Male 67 69 154 156 343 352 226 216 790 793
Subtotal 95 105 278 275 700 728 577 583 1,650 1,691
Non­ongoing Female – 1 – – 3 5 17 14 20 20
Male – – – – 8 3 6 9 14 12
Subtotal – 1 – – 11 8 23 23 34 32
Casual Female – – – – – – 44 57 44 57
Male – – – – 1 1 217 242 218 243
Subtotal – – – – 1 1 261 299 262 300
Total 95 106 278 275 712 737 861 905 1,946 2,023
These figures reflect substantive numbers only in SES roles. Between 2011 and 2012, 11 acting and/or vacant
roles were filled substantively; the total number of SES positions in the department did not increase during
that period.
Table 20: Full­time, part­time and casual staff numbers,
as at 30 June 2011 and 30 June 2012
Appendixes
Employment
status
APS classification
Gender SES 1–3 EL 2 APS 6–EL 1 APS 1–5 Total
2011 2012 2011 2012 2011 2012 2011 2012 2011 2012
Full­time Female 26 35 97 95 294 318 321 338 738 786
Male 66 68 149 150 343 348 228 219 786 785
Subtotal 92 103 246 245 637 666 549 557 1,524 1,571
Part­time Female 2 2 27 6 66 63 47 43 142 132
Male 1 1 5 24 8 7 4 6 18 20
Subtotal 3 3 32 30 74 70 51 49 160 152
Casual Female – – – – – – 44 57 44 57
Male – – – – 1 1 217 242 218 243
Subtotal – – – – 1 1 261 299 262 300
Total 95 106 278 275 712 737 861 905 1,946 2,023

Appendixes 321
Table 21: Location of staff, as at 30 June 2011 and 30 June 2012
(including ongoing, non­ongoing and casuals)
APS classification
Location Gender SES 1–3 EL 2 APS 6–EL 1 APS 1–5 Total
2011 2012 2011 2012 2011 2012 2011 2012 2011 2012
ACT a Female 28 37 124 119 352 374 374 394 878 924
Male 67 69 154 156 347 351 329 352 897 928
Subtotal 95 106 278 275 699 725 703 746 1,775 1,852
NSW Female – – – – 2 2 8 9
Male – – – – 3 2
Subtotal – – – – 5 4 55 53 60 57
NT Female – – – – 1 1 – – 1 1
Male – – – – – – – – – –
Subtotal – – – – 1 1 – – 1 1
QLD Female – – – – – – 8
Male – – – – 1 1
47
44
10
50
10 8
Subtotal – – – – 1 1 24 28 25 29
SA Female – – – – 1 – 7 8 8 8
Male – – – – – 1
16
18
12 9
Subtotal – – – – 1 1 19 17 20 18
TAS Female – – – – 1 1 – – 1 1
Male – – – – – – 3 3 3 3
Subtotal – – – – 1 1 3 3 4 4
VIC Female – – – – 2 2 12 11 14 13
Male – – – – 1 1
Subtotal – – – – 3 3 43 41 46 44
WA Female – – – – 1 1 3 6 4 7
Male – – – – – –
Subtotal – – – – 1 1 14 17 15 18
Total 95 106 278 275 712 737 861 905 1,946 2,023
31
11
30
11
17
12
32
11
11
46
10
19
10
31
11
a
The figures for 2012 include 16 overseas deployees in Solomon Islands, Papua New Guinea and Indonesia.
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322 Appendixes
Employment agreements (by headcount)
Table 22: Finance staff covered by a collective agreement, Public Service Act 1999
section 24(1) determination and Australian workplace agreement (excluding
casual staff) as at 30 June 2012
Collective
APS classification
agreement and/
or section 24(1)
determination
Australian
workplace
agreement
Total a
SES Bands 1–3 106 – 106
EL 2 (non­SES) 275 – 275
APS 6–EL 1
735 1 736
(non­SES)
APS 1–5 (non­SES) 605 1 606
a
The total does not include 300 casual staff.
Note: Finance did not have any staff covered by a common law agreement.
Remuneration
Table 23: Available salary ranges (excluding casuals), at 30 June 2012
a
APS classification Minimum ($) Maximum ($)
SES Bands 1–3 144,200 N/A a
EL 2 (non­SES) 114,433 142,552
APS 6–EL 1 (non­SES) 72,409 120,922
APS 1–5 (non­SES) 40,994 73,851
The secretary, in consultation with Finance’s executive board, determines the salaries of all SES staff.
Note: These figures reflect base salary only and exclude superannuation and other benefits.
Table 24: Actual salary ranges (excluding casuals), at 30 June 2012
Appendixes
APS classification Minimum ($) Maximum ($)
SES Bands 1–3 144,200 305,200
EL 2 (non­SES) 114,433 152,250
APS 6–EL 1 (non­SES) 72,409 120,922
APS 1–5 (non­SES) 40,994 79,619
Note: These figures reflect base salary only and exclude superannuation and other benefits

Appendixes 323
Non­salary benefits
Employees have access to a range of salary sacrifice benefits including
superannuation, leased motor vehicles, laptop computers, mobile telephones,
airline lounge memberships and on-site early childhood care services. Finance also
contributes to child care costs by offering below-market property rental to the early
childhood care service provider. Finance covers relevant professional membership
fees in accordance with the department’s policy.
Staff turnover (by headcount)
Table 25: Voluntary turnover rate for ongoing staff as a percentage of all ongoing
separations
Ongoing
staff a
Voluntary
ongoing
separations b
Total ongoing
separations c
Percentage
of voluntary
separations
by total
separations
Percentage
of voluntary
separations
by ongoing
staff
2001–02 648 78 131 60 12
2002–03 682 84 95 88 12
2003–04 793 126 128 98 16
2004–05 975 214 215 100 22
2005–06 1,095 214 214 100 20
2006–07 1,281 250 252 99 20
2007–08 1,330 239 240 99 18
2008–09 1,426 164 164 100 12
2009–10 1,574 194 196 d 99 12
2010–11 1,650 207 208 99.5 13
2011–12 1,683 205 209 e 98 12
a
b
c
d
e
The number of staff is the average number of staff for the specified financial year.
Voluntary separations may include transfers and promotions to other government agencies, resignations,
retirements and death.
Total ongoing separations may include transfers and promotions to other government agencies, resignations,
retirements, death, dismissal, redundancy and probation termination.
This figure does not include 19 employees in the Office of Evaluation and Audit (Indigenous Programs)
who transferred to the Australian National Audit Office as a result of a machinery of government change
in December 2009.
This figure does not include four employees in the Central Facilities, Agency Services Division, Australian
Government Information Management Office who transferred to the Department of Parliamentary Services as a
result of a machinery of government change in August 2011.
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324 Appendixes
Appendix B: Work health and safety
This appendix provides information on Finance’s work health and safety
performance in accordance with Part 4 of the Work Health and Safety Act 2011
(WHS Act). The WHS Act commenced on 1 January 2012 and replaced the
Occupational Health and Safety Act 1991.
Health and safety responsibilities
Under the WHS Act, the primary duty of care rests with a ‘person conducting a
business or undertaking’, which may be an individual or an entity. In Finance that
‘person’ is the executive board. The board is proactive in creating a safe work culture
and provides leadership for the overall health and safety of Finance workers.
Senior managers in Finance assist the executive board by actively managing
workplace hazards and risks in their areas of responsibility. They ensure that
workplace hazards and risks recieve immediate attention and that the strategies to
reduce or eliminate those hazards or risks are effective.
Finance workers include anyone who undertakes work for the department, including
contractors, sub-contractors and apprentices. Workers are encouraged to take
responsibility for their own and others’ health and safety, which includes complying
with all health and safety instruction, policies and procedures, as well as contributing
to any discussion about workplace safety.
Finance has an incident notification process in place and all workers must notify
their manager or health and safety representative immediately of any injury or illness
that occurs in the workplace.
Appendixes
Work health and safety initiatives
Finance’s key work health and safety initiatives in 2011–12 for staff employed under
the Public Service Act 1999 included:
. providing work health and safety training to all staff
. introducing a program for managers on mental health awareness in the workplace
. providing work health and safety information to new staff as part of their
induction into the department
. training health and safety representatives to improve their ability to identify
hazards and assess and control health and safety risks
. conducting structured hazard inspections for all areas
. offering workstation assessments
. providing a confidential counselling service through an employee
assistance program

Appendixes 325
. providing access to MoodGYM, an online mental health program designed and
run by the Australian National University
. continuing the department’s health promotion program, including initiatives such
as free health awareness seminars, exercise classes, access to on-site gymnasium
facilities, influenza vaccinations and a health check program.
Health and safety outcomes
The number of accidents and dangerous occurrences across Finance decreased
slightly in 2011–12 compared to the previous year. No investigations into health
or safety were undertaken by the regulator in 2011–12, nor were any provisional
improvement notices issued under section 90 of the WHS Act.
Comcare estimated Finance’s 2012–13 workers’ compensation premium at
1.31 per cent of payroll.
Notifiable incidents
Between 1 July and 31 December 2011 Finance reported seven incidents to Comcare
under section 68 of the Occupational Health and Safety Act 1991. Between 1 January
and 30 June 2012 Finance reported five incidents to Comcare under section 38 of
the WHS Act. These incidents involved 14 employees. Nine of the reported incidents
involved serious personal injuries and the remaining three involved a dangerous
occurrence as defined in the legislation.
Work health and safety management arrangements
Finance’s draft work health and safety policy aligns the department’s activities
with the WHS Act. The policy enables cooperation and consultation between the
department and workers. It provides mechanisms for dispute resolution, for the
establishment and management of the Occupational Health and Safety Committee
and for reviewing the effectiveness of the policy.
The draft policy is consistent with the principles for minimising the number of
health and safety incidents and resolving them as close to the workplace as possible,
in the most effcient and effective manner.
Finance’s Occupational Health and Safety Committee provides a range of guidance
material to ensure that the department’s workplaces are safe and align with relevant
workplace safety guidelines. The committee oversees work health and safety training
for Finance employees and makes recommendations on health and safety matters to
the executive board and the chief operating offcer, through the People and Culture
Sub-Committee. The committee includes both management and staff representatives.
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326 Appendixes
Each business group has a designated person who represents workers on work
health and safety issues. These representatives exercise, where required, the powers,
functions and rights prescribed in the WHS Act.
In order to ensure staff are aware of their rights and responsibilities, all staff
undertake mandatory work health and safety training each year. The training and
associated assessment are done online.
Appendixes
MOP(S) Act employees
Employees of senators and members and certain former parliamentarians are
employed under the Members of Parliament (Staff) Act 1984 (MOP(S) Act). Finance
provides human resource services for MOP(S) Act employees. The following work
health and safety services are offered to MOP(S) Act employees nationally, in
collaboration with contracted service providers:
. access to the Konekt Response call centre to report risks and incidents that occur
in the workplaces of MOP(S) Act employees. Call centre operators provide
consistent, effective incident management by receiving incident notifications,
triaging reported incidents and determining the appropriate course of action
. access to an employee assistance program, which provides professional
counselling to assist with work or personal issues
. a work health and safety site offcer program. Participation in the program
continues to improve: 89 per cent of offces have nominated site offcers, of whom
58 per cent are fully trained and 33 per cent are completing training
. an annual influenza vaccination program
. workstation assessments
. occupational rehabilitation services.
Initiatives in 2011–12
Finance worked closely with Comcare and the Department of Education,
Employment and Workplace Relations to clarify the duties of senators and members
and MOP(S) Act employees under the WHS Act.
The MOP(S) Act Employee Consultative Group was canvassed on the election of
health and safety representatives and the formation of a work health and safety
committee for MOP(S) Act employees. The committee is expected to be established
early in 2012–13.
Tenders were released in March 2012 for the provision of work health and safety and
occupational rehabilitation services, employee support services and exit interview
services for MOP(S) Act employees.

Appendixes 327
Training and other activities
In collaboration with its contracted provider of work health and safety services,
Konekt Australia, Finance implemented the first modules of an online training
package. As at 30 June 2012, 96 employees had accessed the Konekt E-Academy
training system; 47 employees completed training in ergonomics and manual
handling, and 42 employees completed training in bullying and harassment
awareness.
An online library of information relevant to the work environment of senators
and members and MOP(S) Act employees was established on the Ministerial and
Parliamentary Services intranet site (www.maps.finance.gov.au) to raise awareness
of work health and safety issues. The library includes circulars about the WHS Act,
factsheets on workplace safety and other health and safety information.
Health and safety outcomes
The estimated cost of the workers’ compensation premium paid by Finance
for MOP(S) Act employees is included in the total figure for the department,
which is reported on page 325.
Notifiable incidents
Between 1 July and 31 December 2011, Finance reported five incidents involving
MOP(S) Act employees to Comcare under section 68 of the Occupational Health
and Safety Act 1991. Between 1 January and 30 June 2012, Finance reported eight
incidents involving MOP(S) Act employees to Comcare under section 38 of the
WHS Act.
Investigations and notices
No investigations were undertaken during 2011–12. One notice was issued under
section 155 of the WHS Act (‘Power of regulator to obtain information’) requesting
information in connection with MOP(S) Act employees. Finance provided the
requested information and the matter is ongoing.
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328 Appendixes
Appendix C: Social inclusion
Since 1994, Commonwealth departments and agencies have reported on their
performance as policy adviser, purchaser, employer, regulator and provider
under the Commonwealth Disability Strategy. In 2007–08, reporting on the
employer role was transferred to the Australian Public Service Commission’s State of
the Service Report and the APS Statistical Bulletin. These reports are available at
www.apsc.gov.au. From 2010–11, departments and agencies were no longer required
to report on these functions.
The Commonwealth Disability Strategy was replaced by the National Disability
Strategy 2010–2020, which sets out a 10-year national policy framework for
improving life for Australians with disability and their families and carers.
A high-level report to track progress for people with disability at a national
level will be produced by the Standing Council on Community, Housing and
Disability Services to the Council of Australian Governments and will be available
at www.fahcsia.gov.au. The social inclusion measurement and reporting strategy
agreed by the government in December 2009 includes reporting on disability matters
in its regular How Australia is faring report and, if appropriate, in strategic change
indicators in agency annual reports. More detail on social inclusion matters can be
found at www.socialinclusion.gov.au.
Appendixes
Social inclusion principles
Social inclusion is about ensuring that every Australian, wherever and whoever they
are, has a chance to develop and participate fully in community life. Being socially
included means having the opportunities, resources and capabilities to:
. learn by participating in education and training
. work in paid employment, unpaid or voluntary work including family and
carer responsibilities
. connect with people, use local services and participate in local, cultural,
civic and recreational activities
. have a voice and influence decisions.
In 2009 the government developed The Australian Public Service social inclusion
policy design and delivery toolkit to enhance Australian Public Service policy
design and delivery, particularly for disadvantaged people. All Commonwealth
agencies are required to apply the toolkit.

Appendixes 329
Many government initiatives, policies and programs contribute to social inclusion in
Australia. These are administered by a range of Australian Government departments
and agencies and embrace the following social inclusion aspirational principles:
. reducing disadvantage
. increasing social, civil and economic participation
. a greater voice, combined with greater responsibility.
Principles of approach are:
building partnerships with key stakeholders
developing tailored services
giving a high priority to early intervention and prevention
building joined-up services and whole-of-government solutions
using evidence and integrated data to inform policy
. using locational approaches to address disadvantage and help people
most in need
planning for sustainability
. building on individual and community strengths.
Finance’s initiatives
Diversity strategy and framework 2010–12
Introduced in 2010, the diversity strategy is designed to increase and support the
representation of Indigenous Australians, people with disability, people from
non-English-speaking backgrounds and women in leadership roles.
Underpinning the strategy is recognition that a successful, diverse and inclusive
workplace requires an environment that values and draws on the contributions of
people with different experiences, backgrounds and perspectives.
The strategy has five key objectives that will be supported by and met through
targeted actions for each of the identified groups. An action plan has been prepared
for release later in 2012.
Diversity champions
In May 2012, the secretary announced the appointment of two deputy secretaries as
diversity champions. Their role is to increase awareness and promote good practice
across the department with particular focus on Indigenous employees, employees
with disability and women in leadership roles.
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330 Appendixes
Diversity network
The Finance Diversity Network was convened in 2010 to create a strong commitment
to workplace diversity in Finance. The network enables Finance employees to become
involved in strategies to support and promote a diverse workplace. This includes
increased representation and support for Indigenous Australians, people with
disability, people from a non-English-speaking background and women in senior
management. As at 30 June 2012, the network had 19 members; it is chaired by an
SES Band 2 offcer.
Since its inception, the diversity network has:
. created a network that supports and raises the profile of workplace diversity by
celebrating diversity events (such a NAIDOC Week and International Day of People
with Disability)
. developed relationships with external diversity providers (such as the Australian
Network on Disability)
. helped promote presentations by key diversity speakers (such as Mr Graeme Innes,
Australian Disability Discrimination Commissioner)
. met with the executive board champion for diversity to discuss their role.
Disability support
Finance teams up with organisations specialising in helping people with
disability find employment. Finance created the role of disability support offcer in
March 2011.
Support for employees and job applicants with disability was strengthened by a
reasonable adjustment policy in December 2011. The policy provides administrative,
environmental and procedural adjustments that enable people with disability to enjoy
equal opportunity in the workplace.
Appendixes
Online accessibility
A key priority for Finance is ensuring that its internet and intranet pages are accessible
by the widest possible audience. Finance provides accessibility training material on the
intranet, which is complemented by staff information sessions.
The sessions show employees how to make online content more accessible,
especially for people with disability using screen-reading software.
Finance shares its training material with other agencies to help them make
their online content more accessible.

Appendixes 331
Whole­of­government initiatives
Web accessibility national transition strategy
Finance supports agencies in meeting the online accessibility standard—the Web
Content Accessibility Guidelines Version 2.0 (WCAG 2.0)—through a national
transition strategy. The standard increases social inclusion by improving
the convenience and readability of government websites for people with disability.
The strategy is at:
www.finance.gov.au/publications/wcag-2-implementation/index.html
Exemptions from mandatory procurement procedures
The Commonwealth Procurement Guidelines include an exemption for Australian
disability enterprises that exist primarily to employ people with disability. The
exemption reduces administrative requirements and costs of doing business for the
government and the enterprises, many of which are small to medium sized.
Finance continues to promote the use of Australian disability enterprises through
its network of agency procurement contacts.
Support services to senators, members and their staff
Finance provides support services to parliamentarians and their staff employed
under the Members of Parliament (Staff) Act 1984. Finance makes adjustments to
these services for parliamentarians and staff with disabilities.
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332 Appendixes
Appendix D: Advertising and market research
Under section 311A of the Commonwealth Electoral Act 1918, Finance is required
to disclose payments of $11,900 or more (including GST) for advertising and
market research.
During 2011–12 Finance’s total expenditure for advertising and market research
over the reporting threshold was $793,203.75 (see Table 26). Of this, $600,289.01
was for ‘Outcome 3—Support for parliamentarians, others with entitlements and
organisations as approved by government through the delivery of entitlements and
targeted assistance’. This compares with $1,210,783 in 2010–11, of which $708,245
related to Outcome 3.
Table 26: Advertising and market research expenditure 2011–12
Organisation Purpose Expenditure
(including GST) ($)
Market research organisations
Roy Morgan Research Pty Ltd Business advisory services
36,652.86
in relation to research and
analysis for measuring
e­government services
Media advertising organisations
Australian Public Service
Commission
Unimail Pty Ltd
Adcorp Australia Ltd
Public Service Gazette
2011–12 subscription
2013 graduate program
advertising and marketing
Information notices,
recruitment, tender and
office relocation advertising
($600,289.01 for Outcome 3)
24,113.71
26,960.78
705,476.40
Total payments over $11,900 $793,203.75
Appendixes
Finance did not undertake campaign advertising during 2011–12.
The department manages whole-of-government campaign and non-campaign
advertising contracts. Finance does not report these expenditures because they
are reported by the agency responsible for the campaign.

Appendixes 333
Appendix E: Grants
Consistent with requirements in the Commonwealth Grant Guidelines, information
on grants awarded by Finance during the period 1 July 2011 to 30 June 2012 is
available at:
www.finance.gov.au/publications/grants/index.html
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334 Appendixes
Appendix F: Global Reporting Initiative index
The Global Reporting Initiative (GRI) was founded in 1997 and aims to fulfil the
need for open, transparent communication about sustainability issues by providing
a consistent and credible framework for organisations to report on their economic,
environmental and social impacts.
Finance is participating in a pilot of sustainability reporting using the GRI
framework as a base for reporting. For the purposes of the pilot GRI indicators have
been selected for reporting based on their relevance and applicability in the context
of the operations of Australian Government entities. As this is a pilot of sustainability
reporting using selected GRI indicators, specific, independent assurance of reporting
has not been undertaken.
Appendixes
(G3.1) GRI
indicator Description
Strategy and analysis
1.1 Statement from the most senior
decision maker of the organisation
about the relevance of sustainability
to the organisation and its strategy
Organisational profile
Level of
disclosure
(full/partial/none)
Full 9
2.1 Name of organisation Full iii
2.2 Primary brands, products or services Full 10
2.3 Operational structure of the
Full 21–22
organisation
2.4 Location of organisation's
Full
vi
headquarters
2.5 Locations of operations Partial vi
2.8 Scale of organisation Full 10–11
2.9 Significant changes during the None
N/A
reporting period regarding size,
and structure
Report parameters
3.1 Reporting period of information Full
iii
provided
3.3 Reporting cycle Full v
3.4 Contact point for questions regarding
the report or its contents
Full
vi
Page reference

Appendixes 335
(G3.1) GRI
indicator Description
Report scope and boundary
Level of
disclosure
(full/partial/none)
Page reference
3.5 Process for defining report content Full v
3.6 Boundary of the report Full iii, 11
3.7 State any specific limitations on the Full 147
scope or boundary of the report
3.9 Data measurement techniques and Full 155–318
the bases of calculations
3.12 Table identifying the location of the Full 334–337
standard disclosures in report
Governance
4.1 Governance structure of the
Full 100–101
organisation, including committees
under the highest governance body
responsible for specific tasks
4.7 Process for determining composition, Full 101
qualifications and expertise of highest
governance body
4.8 Mission or value statements, codes Full 2, 9, 106
of conduct, and principles relevant
to sustainability performance and
the status of their implementation
4.9 Procedures for highest governance
body for overseeing the organisation’s
identification and management of
sustainability performance
Full 100–101
4.10 Processes for evaluating the highest
governing body’s own performance
Economic performance
EC1 Direct economic value generated
and distributed, including revenues,
operating costs, employee
compensation, donations and other
community investments, retained
earnings and payments to capital
providers and governments
EC4 Coverage of an organisation’s defined
benefit plan obligations
Full 2­9, 123–137,
147–153
Full 155–318
Full 267
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336 Appendixes
Appendixes
(G3.1) GRI
indicator Description
Human rights reporting
HR3 Total hours of employees training on
policies and procedures concerning
aspects of human rights that are
relevant to operations, including
percentage of employees trained
Employment
LA1 Total workforce by employment type,
employment contract and region,
broken down by gender
LA2 Total number and rate of new
employee hires and turnover
by age, gender and region
Labour/management relations
LA4 Percentage of employees covered
by collective bargaining agreements
Occupational health and safety
LA6 Percentage of total workforce
represented in formal joint
management–worker health and
safety committees that help monitor
and advice on OHS programs
LA7 Rates of injury, occupational diseases,
lost days and absenteeism and
number of work­related fatalities
by region and gender
Training and education
LA10 Average hours of training per year per
employee by gender and employment
category
LA11 Programs for skills management
and lifelong learning that support the
continued employability of employees
and assist them manage career
endings
LA12 Percentage of employees receiving
regular performance and career
development reviews by gender
Diversity and equal opportunity
LA13 Composition of governance bodies and
breakdown of employees per employee
category according to gender, age
group, minority group membership
and other indicators of diversity
Level of
disclosure
(full/partial/none)
Partial 154
Full 321
Partial 323
Full 322
Page reference
Full 103, 138–139
Partial 325
None
N/A
Full 115–118
Full 112–113
Partial 100–101, 139, 320

Appendixes 337
(G3.1) GRI
indicator Description
Corruption
SO2 Percentage and total number of
business units analysed for risks
related to corruption
SO3 Percentage of employees trained in
organisation’s anti­corruption policies
and procedures
Materials a
a
Level of
disclosure
(full/partial/none)
Full 104
None
Page reference
EN1 Materials used by weight or volume Partial 147
EN2 Percentage of materials used that Partial 149, 153
are recycled input
Energy
EN4 Indirect energy consumption by Full 147
primary source
EN5 Energy saved due to conservation Partial 147
and efficiency improvements
EN7 Initiatives to reduce indirect energy Partial 147
consumption and reductions achieved
Water
EN8 Total water withdrawal by source Partial 149, 153
Emissions, effluent and waste
EN16 Total direct and indirect greenhouse Partial 148, 153
gas emissions by weight
EN18 Initiatives to reduce indirect
Partial 148–149, 152
greenhouse emissions and
reductions achieved
EN22 Total weight of waste by type and Partial 153
disposal method
Transport
EN29 Significant environmental impacts
of transporting products and other
goods, and transporting members
of the workforce
Partial 148, 153
Refers to A4 office copy paper.
N/A
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338 Appendixes
Appendix G: Corrections to the 2010–11 annual report
There are two corrections to Finance’s 2010–11 annual report:
. Table 14: Agency Resource Statement 2010–11, on page 77, incorrectly reported
‘Total Resourcing and Payment’ for ‘Actual Available Appropriations for 2010–11
$’000 as $45,439,453. The correct amount in $’000 is $45,437,865.
. Table 17: Location of staff, as at 30 June 2010 and 30 June 2011 (including
ongoing, non-ongoing and casuals), on page 257. Footnote 1 incorrectly reported
‘Includes (as at 30 June 2011) 17 overseas deployees in the Solomon Islands,
Papua New Guinea, Nauru and Indonesia’. The footnote should read ‘Includes
(at 30 June 2011) overseas deployees in the Solomon Islands, Papua New Guinea
and Indonesia.
Appendixes