pARt 6 MAnAGeMent AnD AccountABilitY - Family Court of Australia

Workforce planning, retention and turnoverWorkforce planningThroughout 2009–10, the Family Court continued to improve its human resources systems andreporting to develop a better, evidence-based understanding of the factors driving various workforceissues. Workforce metrics were extracted and analysed by the Chief Executive Officer’s ManagementAdvisory Group on a monthly basis. Potential risks and key trends were addressed through appropriatehuman resource strategies to ensure future capability and resourcing and to cope with staff turnover.The strategies were communicated to managers and staff, helping ensure that succession plans weredeveloped at local levels. The Court promotes diversity in the workforce and remained committed to promoting equity inemployment and supporting an inclusive, safe, productive and fair workplace that is free fromdiscrimination and harassment.The Court also has a longstanding and ongoing commitment to ensuring that the needs of Aboriginaland Torres Strait Islander employees and clients are recognised and met appropriately. It reinforcesthat commitment by identifying and addressing barriers to the recruitment and career development ofIndigenous Australians through its recruitment policies, training and mentoring programs.The Court facilitates access to its services for Indigenous people by ensuring that information aboutthe Court is widely available across the Indigenous community in suitable formats and delivered inculturally appropriate ways. The Court also develops partnerships with a range of Indigenous stakeholdergroups at the national and local registry levels. It also provides appropriate and ongoing education tojudicial officers and staff on the cultural background of Indigenous Australians. These partnerships andrelationships assist the Court in assessing whether there is a need for targeted recruitment in particularcultural areas and informs staff as part of their role.The Court also recognises the significant contribution made by mature aged employees in the workplace.Accordingly, the Court encourages the use of the flexible working arrangements available under theEnterprise Agreement relating to the balance between work and private life as a means to retain matureaged employees beyond normal retirement age or to assist them in the transition to retirement.Retention strategiesStrategies to support the wellbeing of staff and to encourage staff retention are integral to the Court’scommitment to workplace diversity. The strategies include the following options, benefits and initiatives.PART 6 MANAGEMENT AND ACCOUNTABILITYBalancing work and personal lifeThe Court recognises the need to balance the operational needs of the Court and the personal lives ofstaff. Its employment arrangements provide for general and individual flexible working arrangements,including flex time, time off in lieu, part-time work, working from home opportunities, overtime,purchased leave, maternity leave, salary sacrifice arrangements and paid time off work over theChristmas and New Year period.Family Court of Australia — Annual Report 2009–2010121