Annual Report 2007-08 - Plumbing Industry Commission

Life-balance participation 2007–08
Percentage of total
workforce
100% (50)
Part-time employees 12% (6)
Alternative work location 32% (16)
Compressed work
arrangements
n/a
Volunteering leave* 10% (5)
Job share
n/a
* Introduced December 2007
Source: Plumbing Industry Commission
Life balance and wellbeing
The Wellbeing Committee has assisted
the Commission to drive its life balance
and wellbeing strategy. In 2007–08, the
Commission developed a life-balance
booklet – a resource to encourage employees
to consider life-balance proposals that
benefit them individually as well as the
organisation.
Other wellbeing initiatives included
flu injections, a healthy body-weight
information program, and regular healthy
living seminars on topics such as diet and
drug and alcohol use.
A major focus in 2007–08 was the
introduction of corporate volunteering,
with Commission employees participating
in the Salvation Army’s Christmas giftwrapping
program.
In addition, the Commission launched
a transition to retirement program.
The program incorporates coaching for
employees and an information session, as
well as a resource booklet and intranet site
for educating employees and managers
about making the transition to retirement.
The Commission also provided refresher
training for all managers, emphasising
the promotion of life-balance initiatives,
including flexible start and finish times,
job sharing and alternative work locations.
Employee relations
There was no time lost due to industrial
disputes during this period.
Investing in learning and
development
The Commission’s learning and
development program continued to
advance skills and capability in the areas
of communication and customer service,
embed the organisation’s culture, and
enhanced technical capability. A particular
focus was leadership development, with
the launch of the management capability
framework, a flexible framework designed
to enhance a number of key management
capabilities.
Knowledge forums were held throughout
the year to promote the Commission’s
culture of knowledge and information
sharing. Topics included sustainability
and regulation and various organisational
projects.
Ethical conduct
All Commission employees are required
to act with integrity and objectivity. They
are regularly advised of their obligations
under the Victorian Public Sector Code of
Conduct and can access the Code on the
Commission’s intranet.
When employees are appointed, they are
advised of the requirement to declare any
potential conflicts of interest to ensure
these are managed appropriately.
All members and executives of the
statutory bodies administered by the
Commission must sign a Declaration of
Pecuniary Interest.
Diversity
The Commission values diversity in
the workforce and community. All new
employees participate in a comprehensive
induction program which includes
education in the Managing Equity and
Diversity Policy. This policy is also accessible
to all employees via the intranet.
The Commission completed an employee
diversity survey in early 2008 to ensure
Commission strategies in this area are
aligned to employee needs. The results
of the survey indicate the Commission
is gaining momentum in achieving good
practice in the areas of diversity and
inclusiveness.
Our People 43