CQUniversity Annual Report - Central Queensland University

CQUniversity ANNUAL REPORT 2012
INDIGENOUS EMPLOYMENT
CQUniversity continues to highlight the importance of Indigenous
employment issues both within and external to the University.
The Aboriginal and Torres Strait Islander Employment and Career
Development Strategy continues to be a high priority. The Offi ce of
Indigenous Engagement provided valuable mentoring to the People and
Culture Directorate in its efforts to increase the number of Aboriginal
and Torres Strait Islander employees at CQUniversity and both areas
are working towards the future.
WORKFORCE PLANNING, ATTRACTION AND
RETENTION
The Workforce Planning Framework was incorporated into the
operational planning cycle during 2012 to ensure the capability and
capacity of CQUniversity’s workforce continued to be enhanced
and available to meet the upcoming needs of the organisation. The
Workforce Planning Strategy was reviewed and updated including
action items to ensure the right people, in the right place, with the
right skills at the right time. More action items were commenced with
a focus on improving retention and career progression opportunities,
enhancing development activities to strengthen management and
leadership capability, and to increase the capacity of the organisation
through an appropriately engaged workforce.
Emphasis on the Performance Management Framework – Performance
Review and Professional Development (PRPD) – continued in 2012 with
the introduction of a 360 degree feedback process for senior managers.
The University has a very effective staff consultation mechanism
through the Joint Consultative Committee which has membership from
management, unions and staff. It meets bi-monthly and discusses all
areas of industrial and employee relations matters.
SAFETY AND ENVIRONMENT
Following on from the implementation of the Safety Health Environment
Workcover Sustainability (SHEWS) system in 2011, the Safety and
Environment team implemented a number of improved processes to
reduce high risk operations. Improvements implemented included
upgrades to contractor management, asbestos management, driver
safety, hazardous substance management, dive and boating safety,
working from home and event management procedures and processes.
Over 200 staff attended awareness sessions regarding the new
harmonised Work Health and Safety Act.
The Engineering/Safety and Environment Collaborative Project
involving a revamp of safety operations in the laboratories continues.
This work includes a new Safety Management System and over 80
new risk assessments completed on lab operations bringing them into
line with the new legislation.
Earth Hour was a success in March with all campuses participating in
this great initiative to raise awareness for environmental sustainability.
ENTERPRISE AGREEMENT NEGOTIATIONS
Enterprise Bargaining commenced in June 2012, with all parties
working together to ensure working conditions and staff benefi ts
were both attractive and met the needs of the University. It is
expected that the agreement will be approved by Fair Work
Australia in early 2013.
OTHER MAJOR ACHIEVEMENTS FOR 2012
The University Rehabilitation Program continues to be
proactive in managing both work and non-work-related injuries
and illness. The fi nancial year ending 2012 resulted in a further
reduction in our WorkCover Premium against the previous year.
INITIATIVES FOR WOMEN
Provisions in the Enterprise Agreement provide fl exibility to
ensure opportunities for women at CQUniversity including 26
weeks’ paid maternity leave, the option of an additional 5.4
weeks annual leave per year (fl exible work year scheme 48/52),
annualised hours, fl exi-time, job share, and part-time work.
Professional development opportunities are open to all employees
and women are encouraged to participate.
The Senior Women’s Breakfast continued this year with a group
of senior female staff meeting on a monthly basis to listen to
prominent female guest speakers and network over breakfast. All
proceeds from each breakfast are donated to a local charity.
OUTSIDE STUDIES PROGRAM (OSPRO)
There were six applications for OSPRO in 2012 for the 2013 university
year. Five applications were supported and approved and one
application is pending a decision.
VOLUNTARY EARLY RETIREMENT,
REDUNDANCY AND SEPARATION
No offers for voluntary early retirement were made in 2012.
In 2012, four occupied positions were made redundant and 28
employees accepted voluntary separations, with the total money
value of severance benefi ts available within the University’s Financial
Statements (2012 Annual Report Volume 2).
CARER’S RECOGNITION STATEMENT
CQUniversity supports the Queensland Carers Charter as detailed in
the Carers (Recognition) Act 2008, through the fl exible work practices
and remote access facilities available to our staff. The University
ensures staff are provided with relevant information and support
as required. Our policies are regularly reviewed and if changes are
initiated they are disseminated to all staff for their information.
CQUniversity also provides access to an Employee Assistance Program
for all staff and their immediate families. This service includes access
to free counselling sessions via face-to-face meetings, or by email
and telephone. All staff with both work and non-work-related injuries
or conditions are provided with support and assistance via the People
and Culture Directorate.
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REVIEW OF OUR ACTIVITIES