Annual Report 2014-15

Staff by employment type (Number of Employees)
The City’s four Enterprise Agreements all include clauses that
“the City is committed to a policy of employing permanent
employees over temporary/casual employees or persons
employed through a third party unless the nature of the
work is short term, seasonal or is not able to be arranged so
that it can be offered to a permanent employee, operational
requirements, funding or seasonal variations necessitates the
employment of casual or temporary employees”.
The City’s contractual make-up is therefore representative
of this obligation whilst still retaining some level of agility to
meet operational requirements.
• 55% are permanent full time
• 19% are permanent part time
• 7% are fixed term full time
• 5% are fixed term part time
• 14% casual
66
40
182
140
538
Permanent Full Time
Permanent Part Time
Fixed Term Full Time
Fixed Term Part Time
Casual
Leadership Development
Ninety-one of the City’s Leaders attended the Leadership
and Cultural Development Programme, titled ‘Leading Our
Future Together’ or LOFT, during 2014/15. The objective
of the programme is to provide participants with the
environment, tools and techniques to effectively lead change,
make decisions and execute work effectively as a team.
One of the outcomes of the programme is that leaders are
better equipped to provide role clarity to each of their team
members so that individuals are clear on their own and
others’ work with the overall goal of being able to more
effectively interact in achieving the City’s strategic plan.
Health and Wellbeing
A corporate Health and Wellbeing Programme was
implemented in January 2015 with the intent to attract
and retain productive and engaged employees through
a planned approach to health and wellbeing within the
organisation. The Health and Wellbeing Programme
encapsulates all aspects of health and wellbeing with
the following being implemented in 2014/15 – Employee
Assistance Programme; awareness and education to prevent
chronic disease through the health and wellbeing calendar
and programme of events; and partnerships with local and
corporate organisations i.e., health funds, banks and bike
shops. 2015/16 will see the design and implementation of
mental health awareness and strategies to support transition
to retirement to support the City’s ageing workforce.
A total of 100 employees attended the 5 seminars held
during the 2014/15 financial year. 140 skin screenings were
conducted and 290 flu vaccines given during this period.
The 2015/16 Employee Assistance Programme includes the
following:
• seminars (6);
• health promotions (4);
• wellness screenings (100);
• skin screenings (150);
• flu vaccinations (300).
Learning and Development
Corporate Learning Programmes
The City scheduled Corporate Learning Programmes
based on the needs identified via the annual Performance
Development and Review Conversation process and also as
driven by the Corporate Business Plan. During this period the
City coordinated training that addressed the following:
• New Starter Orientation
• Code of Conduct Training
• OSH Training
• Bullying, Harassment and Discrimination for Team
Members and Leaders
• Purchasing Policy Framework Training
• Customer Request Management
• Customer Management Training
• Document Management Training
• Performance Management Training
• Introduction to Local Government
• Policy Development & Procedure Writing
• Project Management Training
• Business Writing Skills
| ANNUAL REPORT 2014/2015 | CITY OF WANNEROO | OUR ORGANISATION
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