ABOUT COUNCIL - Parramatta City Council - NSW Government

HOW WE DELIVERED ON OUR CORPORATE STRATEGYOUR PEOPLE2. IMPROVE STAFF ENGAGEMENT AND MAKE COUNCIL AGREAT PLACE TO WORKWinners of the staff recognition program, Celebrating SuccessKEY INITIATIVES RESULTS COMMENTIntroduce a talent management strategy includingleadership development programs, coaching andmentoringIntroduce a salary system which meets Awardrequirements and includes a strong performanceelementDevelop an HR Strategic Plan 2010-2014 which meetslegislative and DLG requirements and best practice thatwill assist Council to become an Employer of Choicewith a staff engagement rate of greater than 75% byJune 2010Introduce a market leading ‘wellness’ program based ona sustainable business caseIntroduce a suite of best practice employee surveys(engagement, on-boarding, 360 degree and exitinterviews) which will enable us to improve theemployee experience and track progress to becomingan employer of choiceProject on target and will continue to evolve over2011/12 yearCouncil’s new salary system became effective inOctober 2010, meeting its targetThe HR Strategic Plan was adopted in July 2010 andcontinues to be rolled out. Council’s engagementsurvey to be held end 2011,with all other Strategic Planprojects underway and on targetCouncil’s Wellness Plan was implemented with variousprograms rolled out since July 2010, including theDepot’s Biggest Loser Campaign, a sleep apnoeaawareness and diagnosis program, yoga and nutritionclassesInitiatives on track, with the engagement surveycompleted in 2009, and exit surveys completed (viaChris21 software) and all managers undertaking 360degree feedback in 20103. WORK TOGETHER TO DELIVER ON PROMISESKEY INITIATIVES RESULTS COMMENTImprove accountability through performanceagreements and KPIs and Performance Management,with 80% of staff having completed the EmployeeAnnual Assessment and Development Plan (EAADP)Embed a safe work culture throughout theorganisation and improving the current Lost TimeIncident Frequency Rate (LTIFR) of 14 to less than 7Achieved target of 80% of staff completingperformance plans by December 2010, with 94% ofstaff having an EAADP in place and finalised in October2011Though yet to reach our LTIFR target of under 7 by June2011, we are trending down and are now below 10 forthe first time ever. The severity of claims (ie days awayfrom work) has also decreased58 PARRAMATTA CITY COUNCIL - ANNUAL REPORT 2010/11