Overview - Parramatta City Council - NSW Government

Staff profile at 30 June 2006
TOTAL STAFF WORK
HOURS LOST IN FORMAL
INDUSTRIAL RELATIONS
DISPUTES.
This figure reflects
Council’s commitment to
working collaboratively
with unions to resolve
issues, and is an indicator
of the effective functioning
of Council’s Consultative
Committee.
PERCENTAGE OF TOTAL
STAFF LABOUR COSTS
SPENT ON LEARNING AND
DEVELOPMENT.
The rising trend reflects
Council’s commitment to
resourcing its staff and
building internal capacity.
5.0
4.0
3.0
2.0
1.0
(hours)
2.5
2.0
1.5
1.0
0.5
(%)
No hours lost
04/05 05/06
1.93%
2.32%
04/05 05/06
NUMBER OF STAFF WHO
IDENTIFY AS A PERSON
FROM AN ABORIGINAL OR
TORRES STRAIT ISLANDER
BACKGROUND.
Council is an equal
opportunity employer and
encourages workforce
participation which reflects
the demographics of the
wider community.
6
5
4
3
2
1
(staff)
6
05/06
AGE GROUP
15 -19
20 - 24
25 - 34
35 - 44
45 - 54
55 - 59
60 - 64
65 & OVER
TOTAL
GENDER
Female
Male
TOTAL
NUMBER OF
EMPLOYEES
1
31
170
204
195
82
38
13
734
NUMBER OF
EMPLOYEES
324
410
734
YEARS AT
COUNCIL
< 5
5 - 10
11 - 15
16 - 20
21 - 25
> 25
TOTAL
EMPLOYMENT
STATUS
Full-Time
Part-Time
Temporary
TOTAL
NUMBER OF
EMPLOYEES
364
143
82
77
32
36
734
NUMBER OF
EMPLOYEES
618
79
37
734
A total of 84 per cent of Council’s staff are full-time and 44 per cent are female.
4.3 per cent of Council’s staff are aged 24 or under, 23.1 per cent in the 25-34
bracket, 27.7 per cent in the 35-44 bracket, 26.5 per cent aged 45-54 and
18.1 per cent over 55. 49.5 per cent of employees have been employed by Council
for less than five years.
Organisational Culture Inventory (OCI)
Our second Organisational Culture Inventory (OCI) survey had a higher
response rate than our 2005 survey with 606 respondents as compared to 497
the previous year. Many teams showed an improvement reflecting the work
that has gone into developing more constructive team cultures. The overall
result showed a slight reduction in the self-actualising style and slight
increase (not statistically significant) in the avoidance style. It reflects a year of
change, including a review of the Corporate Services Group. Changing a
culture is a challenging goal, rarely achieved in a short time frame. Council is
committed to a constructive culture and will keep at it.
Explainer Text: This circumplex graph can be compared to Council’s workplace
culture as benchmarked in June 2005. The more constructive styles our staff
develop, the more we will improve our customer service and value for money.
Parramatta City Council Corporate Measures
53% of residents were satisfied or
very satisfied with the management of
Council by Council staff, compared to
54% in the previous survey.
2006
2005
VERY DISSATISFIED
3%
DISSATISFIED
8%
NEITHER DISSATISFIED
NOR SATISFIED
27%
SATISFIED
43%
VERY SATISFIED
10%
54% of residents were satisfied
or very satisfied with the level of
Council’s services, compared to
53% in the previous survey.
2006
2005
VERY DISSATISFIED
4%
DISSATISFIED
14%
NEITHER DISSATISFIED
NOR SATISFIED
21%
SATISFIED
42%
VERY SATISFIED
12%
*The dark circle
represents the
average of all private
and public companies
29
*9% of those surveyed indicated Don’t Know/Can’t Say *7% of those surveyed indicated Don’t Know/Can’t Say
Parramatta City Council 2005/06 Annual Report