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44 We appreciate that our people will differentiate us from our competitors. Employees are our most significant asset and we continue to invest in them because employee development is a key driver in meeting our goals – as an employer of choice and Australia’s leading utility business. Celebrating gold Our groundbreaking Indigenous Employment Program was recognised with a gold medal in the New South Wales Premier’s Public Sector Awards in November 2004. Thirty nine indigenous apprentices and trainees currently work across the State. Of the 58 apprentices employed in 2005, eight were indigenous Australians. Four indigenous trainees are also completing a Certificate II in Powerline Distribution during 2005. The award-winning program focuses on providing equal access and representation from the indigenous community, partnering with indigenous recruitment services, pre-employment training and mentoring, using indigenous trainers, assessors and support teams, face-to-face training methods and working with contacts within indigenous communities. Future goals – ensure a minimum of 10 per cent of new apprentices are indigenous. Host a series of indigenous awareness seminars during 2005-2006 to help employees learn more about indigenous culture, working with indigenous workmates and customers and the importance of our Indigenous Employment Program. Jobs growth Our apprentice program is tangible proof that Country Energy is serious about improving jobs growth and career opportunities. Employing new apprentices, trainees and employees is part of our long-term plan to renew our ageing workforce, strengthen field crews and improve service levels across the State. The program complements our five-year, $1.2 billion network program, which will cement improvements to reliability and overall service delivery and is helping to retain locally-based, qualified skills to meet the needs of our customers well into the future. In February 2005, we reinforced our reputation as one of regional New South Wales’ largest employers of apprentices by recruiting 58 apprentice lineworkers and electrical technicians. The new influx included two women and eight indigenous apprentices, who are now based at 44 different locations. More than 2,000 applications were received, with interest from as far afield as Adelaide, Brisbane, Darwin and New Zealand. Currently, we have 98 first year apprentices, 81 second year apprentices, 90 third year apprentices and 72 fourth year apprentices, including four females. These include cable joiners, lineworkers, gas fitters, electrical technicians, fitter machinists and communications specialists. The average age of apprentices is 25 years. To ensure apprentices emerge well-rounded, their training involves regular classroom and field performance assessments, training camps and experience in all aspects of service delivery. It has become common for apprentices to work so industriously that they complete their apprenticeships early and are offered a permanent position. Over the past four years, we have maintained an average apprentice retention rate of more than 80 per cent. Of the 35 apprentices who completed their training in 2004-2005, 30 were employed full-time by Country Energy. 75 new recruits During the reporting period, we began the search for 75 would-be electrical and water apprentices and trainees – the highest intake for Country Energy in three years. The fresh intake in early 2006 will push the number of new apprentices created by Country Energy to more than 350. The highly sought after apprenticeships are being offered in 56 communities across the State, from Wentworth and Moama in the south, west to Broken Hill and north to Tweed Heads. Of the 72 new apprenticeships, 58 are for powerline workers, 11 for electrical technicians, two for underground cable joiners and one for a communications specialist. Three water industry trainees will be based in Broken Hill and Menindee. We will also continue to promote indigenous employment through our award-winning Indigenous Employment Program, which saw 11 indigenous apprentices join the company in 2005 and eight in 2004. Similar numbers are expected in 2006. Future goals – Recruit 75 new electrical and water apprentices and trainees in 2006, including approximately 10 per cent indigenous apprentices. COUNTRY ENERGY ANNUAL REPORT 2004–2005
Apprentices by region / operational area 2002-2005 Networks Communications South Eastern South Western Riverina Central Western Northern North Western Mid North Coast Far North Coast 6,215 years of service Not many companies can claim their business is based on thousands of years of service, however, 293 longstanding employees recently celebrated a collective 6,215 years of service – the equivalent of 1.6 million working days. Our annual Service Milestone Awards are indicative that Country Energy is an employer of choice, as more than 40 per cent of employees have between 10 and 45 years of service. This year we recognised 91 employees who have served more than 30 years, while 202 other employees – from lineworkers and customer service advisers to senior managers and executives – reached 10 to 30-year milestones. This included 19 individuals who have had more than 40 years on the job. Best employer survey Our employee engagement score continued to rise following our participation in the 2005 Hewitt Best Employer in Australia and New Zealand survey, which measures how passionate our people are about working for Country Energy. Our overall engagement score was 66 per cent, which is a nine per cent increase from last year and places Country Energy in the high performance zone. While we were below the best employer’s average of 77 per cent, Country Energy is above the average for other organisations, which is 52 per cent. Our rating of 66 per cent has improved from 57 per cent in 2004 and 54 per cent in 2003. The widely recognised study measures the percentage of employees that are passionate about working for their company and is gauged by whether an employee is willing to ‘say’, ‘stay’ and ‘strive’ for an organisation. Survey results highlighted the opportunity to work on brand alignment (‘walking the talk’), recognition, policies, customer focus and senior leadership. The study has proven useful in providing sound feedback from our people on key factors that effect employee engagement, and ultimately business performance. Future goals – conduct a similar survey in 2005-2006, aiming for a score of 77 per cent engagement. 45 Employee engagement 40% Other organisations average 2004 (52%) 60% Country Energy (66%) 25% Serious Zone Destructive Zone Indifferent Zone High Performance Zone 0% 100% COUNTRY ENERGY ANNUAL REPORT 2004–2005
Page 1 and 2: Becoming Australia’s leading util
Page 3 and 4: Priorities in 2004-2005 Country Ene
Page 5 and 6: A leader in safety 5 COUNTRY ENERGY
Page 7 and 8: Detailed audit schedules have been
Page 9 and 10: Workers compensation In addition to
Page 11 and 12: A successful national retailer 11 C
Page 13 and 14: Looking inside We recognise that ou
Page 15 and 16: This resulted in the campuses reduc
Page 17 and 18: The best network manager 17 COUNTRY
Page 19 and 20: The table below highlights some exa
Page 21 and 22: • Large snowfalls in the Snowy Mo
Page 23 and 24: Vegetation management The managemen
Page 25 and 26: Information services In addition to
Page 27 and 28: A responsible environmental manager
Page 29 and 30: One of the most rewarding aspects o
Page 31 and 32: Our increasing involvement in proje
Page 33 and 34: Waste management A code of practice
Page 35 and 36: A valued part of the community 35 C
Page 37 and 38: Increased presence Our program of r
Page 39 and 40: Nu 1000 0 2002-2003 2003-2004 2004-
Page 41 and 42: Sponsorship spend $82,424 $125,000
Page 43: An employer of choice 43 COUNTRY EN
Page 47 and 48: Employees also initiated a fundrais
Page 49 and 50: Employee assistance program Country
Page 51 and 52: Our Executive Craig Murray - Managi
Page 53 and 54: Director Current appointment Board
Page 55 and 56: Risk management Country Energy appr
Page 57 and 58: Executive remuneration At the end o
Page 59 and 60: Consultants A total of $1.3 million
Page 61 and 62: • Electricity Industry Act 2000 N
Page 63 and 64: Financial statements contents Indep
Page 65 and 66: Statement by Members of the Board 6
Page 67 and 68: Statement of Financial Position as
Page 69 and 70: Notes to the Financial Statements f
Page 95 and 96:
Notes to the Financial Statements f
Page 97 and 98:
Customer information The following
Page 99 and 100:
Index A Achievements inside cover A
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