LEGAL SERVICES COMMISSIONER ANNUAL REPORT 2012

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Workforce data andstaffing trendsThe following tables show theprofile of the workforce (headcount)employed by the LSC to perform LSCand LSB functions as at 30 June 2012.Figure 14 Five-year staffing trend (headcount)2008 2009 2010 2011 2012Total 63 63 77 83 76* Full time equivalent (FTE) numbers have been rounded to the nearest whole number. In somecolumns this rounding results in small inconsistencies between groupings. For example, therounding of FTE numbers to the nearest whole number has resulted in slight variances betweenFTE numbers and FTE numbers dissected by gender, age, and classification.Figure 15 Profile of ongoing, fixed term and casual employeesONGOING EMPLOYEESFIXED TERM & CASUALNumber(headcount)Fulltime(headcount)Part time(headcount)FTE* (rounded)FTE*(rounded)June 2012 74 64 10 73 2June 2011 69 57 12 69 14June 2010 66 54 10 61 11Figure 16 Employees of the Legal Services CommissionerGenderNumber(headcount)ONGOING30 JUNE 2011 30 JUNE 2012FTE*(rounded)FIXED TERM& CASUALFTE*(rounded)Number(headcount)ONGOINGFTE*(rounded)FIXED TERM& CASUALFTE*(rounded)Male1515925250Female5451549462Total 69 66 14 74 71 2AgeUnder 2525-3435-4445-5455-64Over 6412023196012022176023131411822191131172119113010010Total 69 66 14 74 71 2ClassificationVPS 1VPS 2VPS 3VPS 4VPS 5VPS 6STSExecutivesOther#0411122713101041112211312100334102004141422161210414142115121001100000Total 69 65 13 74 71 2#Employee reported as ‘Other’ is the Commissioner, Michael McGarvie, who is a statutory office holder.32 Legal Services COMMISSIONER Annual Report 2012
Executive officer dataAn executive officer is defined as aperson employed by a public servicebody head or other executive underPart 3, Division 5 of the PublicAdministration Act 2004. All figuresreflect employment levels as at 30June 2012. ‘Ongoing’ executives areexecutives who are responsible forfunctions or outputs that are expectedto be ongoing at the reporting date.As at 30 June 2012 there were novacant executive positions. Therewere no ‘Special Projects’ executivesemployed by the LSC during 2011-12.The following tables disclose detailsfor the executive officers employedby the LSC for 2011-12.Figure 17 Number of executive officers classified as ‘ongoing’Classification 2010-11 2011-12MALE FEMALE MALE FEMALEEO-1 0 0 0 0EO-2 1* 0 1* 0EO-3 2 0 2 0*This position is the Commissioner, Michael McGarvie, who is a statutory office holder.The number of executives in thisreport of operations is based onthe number of executive positionsthat are occupied at the end of thefinancial year. Note 19 in the FinancialReport lists the actual number ofand amount of remuneration paid toexecutive officers over the course ofthe reporting period. The FinancialReport Note 19 does not distinguishbetween executive levels, nor does itdisclose separations, vacant positionsor executives whose remuneration isbelow $100,000. Separations are thoseexecutives who received more than$100,000 in the financial year and haveleft the employment of the LSC duringthe year. To assist readers, these twodisclosures are reconciled below.Figure 18 Reconciliation of executive numbersCategory 2010-11 2011-12Add Executives with remuneration over $100,000 2 2Vacancies 0 0Executives employed with a total remuneration below$100,0000 0Accountable Officer (Commissioner) 1 1Less Separations 0 0Total executive numbers as at 30 June 3 3Performance, Planning and DevelopmentLSC staff completed their ProfessionalDevelopment Plans (PDPs) via theonline system that was implementedin the 2010-11 reporting year. Thisautomated performance managementprocess enables managers and staff todevelop their performance plans andcomplete their review online. HumanResources and Executive Managementreviewed the PDP process during thereporting period and subsequentlyadded staff rotations or activities thatstretch the experience and capacity ofstaff. This element was added to theperformance development process toprovide staff with the opportunity todevelop their skills in other areas ofthe organisation.An online module on bullying in theworkplace was implemented duringthe reporting year and was mandatoryas part of the staff learning anddevelopment requirements. Themodule aims to educate staff on howto identify conduct that may constitutebullying and outlines the LSC’sprocesses for dealing with complaintsconcerning this type of behaviour.Staff will be required to complete thebullying module on an annual basis.People Matter Survey 2012The LSC participated in the VictorianPublic Service People MatterSurvey, which measures employees’perceptions of the application of valuesand employment principles in theworkplace. Approximately 80% of staffcompleted the survey. The resultswill be analysed in the next reportingyear and will guide the LSC in makingimprovements in these areas.Legal Services COMMISSIONER Annual Report 2012 33
Page 3: contentsAbout the Legal Services Co
Page 7 and 8: Education and OutreachIn accordance
Page 9 and 10: chapter 01REPORT OF OPERATIONSThis
Page 11 and 12: Figure 4 Top six issues that featur
Page 13 and 14: Overcharging complaint resolved wit
Page 15 and 16: An explanation and apology resolved
Page 17 and 18: The Complaints and InvestigationsTe
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LEGAL SERVICES COMMISSIONER ANNUAL REPORT 2012

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