People management

The GRDC values its people highly and recognises that attracting, developing and retaining the right staff is fundamental to the ongoing success of the organisation. Individual performance is monitored and rewarded, excellence is encouraged, and training and development needs are identified as part of performance management, in order to meet the requirements of the GRDC as it equips itself to meet the challenges of the future.

Performance management

Excellent performance is encouraged through the GRDC performance management process. Each staff member’s progress towards agreed personal and corporate management objectives and competencies is reviewed by their manager twice each year. The discussion leads to a mutual agreement on progress and performance. At the end of the year, an annual performance increment rewards excellent individual performance while taking into account the overall performance of the organisation.

Recruitment, retention and succession management

During 2010–11, five people were recruited to fill vacancies and one person moved roles within the GRDC.

The GRDC continued to attract sound people from the agricultural and research sectors, indicating that the organisation continues to have a strong reputation as an employer. The GRDC has also been successful in retaining experienced staff; its low turnover rate allows the organisation to focus on staff development rather than recruitment.

A formal succession planning and talent management process takes place yearly, when all staff are rated according to their potential to succeed in certain roles. Staff who are identified as having good potential to take on new roles are encouraged and assisted to develop their skills in case an opportunity should arise. The succession plan is reviewed by the Board and is a successful retention tool, as staff are recognised for their skills and performance.

Workforce development

The GRDC encourages staff to undertake external education to enhance their skill set and professional development and continue their career growth, which eventually benefits GRDC business outcomes.

In 2010–11, several staff members continued formal study and other members of staff attended short courses and conferences. The GRDC is proud to have supported:

• four employees who undertook academic studies in such subjects as contract law, conflict of interest, financial management, strategic management and governance and risk management
• 24 employees who attended self-development and leadership training programs.

All members of staff attended TRIM records management system training refresher sessions. A group of staff attended a training session on business continuity; an emergency evacuation and business continuity exercise was an important part of this training.

All staff attended a training session on bullying and harassment, which consisted of a video demonstrating examples of bullying, a discussion, and a review of the GRDC’s policies and procedures around bullying and harassment.

The Health and Safety Representative attended training related to Health and Safety Management Arrangements and a course in handling mail safely.

Monthly staff briefings and regular face-to-face communications such as social club activities and team-building excursions keep staff informed, involved, valued and cohesive in their commitment to and ownership of grains R&D and GRDC initiatives.

Enterprise agreement

Following extensive negotiations conducted throughout 2010–11, the GRDC’s staff and management bargaining representatives have reached agreement on a draft enterprise agreement. The draft agreement has been approved by the Australian Public Service Commission and submitted to the Minister. Once the Minister approves the draft agreement, GRDC staff will vote on it. If approved, it will be lodged with Fair Work Australia for review.

As a result of feedback received from staff during negotiations, all position descriptions are currently being reviewed externally to ensure accurate representation of roles and fair remuneration for work performed.

Equal employment opportunity

Staff are employed under terms and conditions consistent with the Equal Employment Opportunity (Commonwealth Authorities) Act 1987 and the equal opportunity employment policy set out in the GRDC Operating Manual.

Two female members of staff were on maternity leave at 30 June 2011, with two more planning to take maternity leave after July. The GRDC has registered with Centrelink as a participant in the Paid Parental Leave scheme which will commence on 1 July, and staff will benefit from the new financial support from the government as well as the GRDC’s paid maternity leave. Consistent with a wish to support staff members who have family responsibilities, the GRDC is hoping to accommodate reasonable requests from staff members who require flexible working arrangements in order to meet their family commitments while remaining in the workforce.

The GRDC continues to welcome new members of staff both from within Australia and from around the world and is proud that its workforce continues to enjoy cultural diversity while remaining harmonious and cohesive.

Analysis of the GRDC workforce for 2010–11 shows that, compared to last year, both the gender profile and the age profile remained steady. Table 25 shows the age and gender profile of GRDC staff for the past two reporting periods.

Disability strategies

In addition to offering terms and conditions consistent withequal employment opportunity, the GRDC ensures that its employment policies and procedures comply with the requirements of the Disability Discrimination Act 1992. The GRDC seeks to remove obstacles that may discourage people with disabilities from contributing to the work of the GRDC.

Occupational health and safety

The GRDC recognises the value of a healthy work environment and healthy staff, and aims to provide a safe, healthy and productive workplace for all employees and visitors. Under the umbrella of the Occupational Health and Safety Act 1991 and the Safety Rehabilitation and Compensation Act 1988, the GRDC’s occupational health and safety activities:

• emphasise the prevention of injury, encourage a healthy lifestyle and seek to enhance the engagement and wellbeing of staff during their time with the GRDC
• encourage a cooperative approach to building a safe workplace environment, and acknowledge that safety is everyone’s business in the GRDC.

During 2010–11, the Health and Safety Representative met weekly with the Manager Human Resources to discuss issues and review the GRDC’s health and safety procedures. In resolving issues, the GRDC focused on encouraging communication between staff and managers, and responding in a timely manner. The Health and Safety Representative made a report to the EMT at each monthly meeting and more often as required. The GRDC’s Health and Safety Management Arrangements were reviewed and expanded.

Employees experiencing injuries or illness are offered support and flexibility for their transition back into the workplace. The GRDC has four qualified First Aid Officers and six fire wardens.

In 2010–11, the GRDC funded the participation of 42 members of staff in the Global Corporate Challenge, which involves teams aiming to walk over 10,000 steps each day over a 16-week period. The increase in exercise in what could otherwise be a sedentary office lifestyle encourages staff to be active, and the benefits of good health flow back to the organisation in the form of renewed staff vigour, vitality and productivity.

Table 26 provides a summary of other activities undertaken during 2010–11 to promote the health and wellbeing of staff and ensure that they have a safe environment in which to work.

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