CQUniversity Annual Report - Central Queensland University

CQUniversity ANNUAL REPORT 2012INDIGENOUS EMPLOYMENTCQUniversity continues to highlight the importance of Indigenousemployment issues both within and external to the University.The Aboriginal and Torres Strait Islander Employment and CareerDevelopment Strategy continues to be a high priority. The Offi ce ofIndigenous Engagement provided valuable mentoring to the People andCulture Directorate in its efforts to increase the number of Aboriginaland Torres Strait Islander employees at CQUniversity and both areasare working towards the future.WORKFORCE PLANNING, ATTRACTION ANDRETENTIONThe Workforce Planning Framework was incorporated into theoperational planning cycle during 2012 to ensure the capability andcapacity of CQUniversity’s workforce continued to be enhancedand available to meet the upcoming needs of the organisation. TheWorkforce Planning Strategy was reviewed and updated includingaction items to ensure the right people, in the right place, with theright skills at the right time. More action items were commenced witha focus on improving retention and career progression opportunities,enhancing development activities to strengthen management andleadership capability, and to increase the capacity of the organisationthrough an appropriately engaged workforce.Emphasis on the Performance Management Framework – PerformanceReview and Professional Development (PRPD) – continued in 2012 withthe introduction of a 360 degree feedback process for senior managers.The University has a very effective staff consultation mechanismthrough the Joint Consultative Committee which has membership frommanagement, unions and staff. It meets bi-monthly and discusses allareas of industrial and employee relations matters.SAFETY AND ENVIRONMENTFollowing on from the implementation of the Safety Health EnvironmentWorkcover Sustainability (SHEWS) system in 2011, the Safety andEnvironment team implemented a number of improved processes toreduce high risk operations. Improvements implemented includedupgrades to contractor management, asbestos management, driversafety, hazardous substance management, dive and boating safety,working from home and event management procedures and processes.Over 200 staff attended awareness sessions regarding the newharmonised Work Health and Safety Act.The Engineering/Safety and Environment Collaborative Projectinvolving a revamp of safety operations in the laboratories continues.This work includes a new Safety Management System and over 80new risk assessments completed on lab operations bringing them intoline with the new legislation.Earth Hour was a success in March with all campuses participating inthis great initiative to raise awareness for environmental sustainability.ENTERPRISE AGREEMENT NEGOTIATIONSEnterprise Bargaining commenced in June 2012, with all partiesworking together to ensure working conditions and staff benefi tswere both attractive and met the needs of the University. It isexpected that the agreement will be approved by Fair WorkAustralia in early 2013.OTHER MAJOR ACHIEVEMENTS FOR 2012The University Rehabilitation Program continues to beproactive in managing both work and non-work-related injuriesand illness. The fi nancial year ending 2012 resulted in a furtherreduction in our WorkCover Premium against the previous year.INITIATIVES FOR WOMENProvisions in the Enterprise Agreement provide fl exibility toensure opportunities for women at CQUniversity including 26weeks’ paid maternity leave, the option of an additional 5.4weeks 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 employeesand women are encouraged to participate.The Senior Women’s Breakfast continued this year with a groupof senior female staff meeting on a monthly basis to listen toprominent female guest speakers and network over breakfast. Allproceeds from each breakfast are donated to a local charity.OUTSIDE STUDIES PROGRAM (OSPRO)There were six applications for OSPRO in 2012 for the 2013 universityyear. Five applications were supported and approved and oneapplication is pending a decision.VOLUNTARY EARLY RETIREMENT,REDUNDANCY AND SEPARATIONNo offers for voluntary early retirement were made in 2012.In 2012, four occupied positions were made redundant and 28employees accepted voluntary separations, with the total moneyvalue of severance benefi ts available within the University’s FinancialStatements (2012 Annual Report Volume 2).CARER’S RECOGNITION STATEMENTCQUniversity supports the Queensland Carers Charter as detailed inthe Carers (Recognition) Act 2008, through the fl exible work practicesand remote access facilities available to our staff. The Universityensures staff are provided with relevant information and supportas required. Our policies are regularly reviewed and if changes areinitiated they are disseminated to all staff for their information.CQUniversity also provides access to an Employee Assistance Programfor all staff and their immediate families. This service includes accessto free counselling sessions via face-to-face meetings, or by emailand telephone. All staff with both work and non-work-related injuriesor conditions are provided with support and assistance via the Peopleand Culture Directorate.43REVIEW OF OUR ACTIVITIES