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46 Organisational health Taking the time to look at Country Energy through the eyes of employees has provided valuable insight into the direction we are heading. Our third employee survey, which was completed in December, revealed that our organisational health has improved from 2.93 to 2.96 (out of four), with more than 40 per cent of business units bettering their ‘health’ score. Comments were far more positive, with the most notable improvements being in the leadership, training and development areas. Safety, customer service, team culture and teamwork continued to be the highest scoring areas, while opportunities for improvements relate to resourcing, local leadership and communication between business units. The survey covers areas such as: skills development; safety; freedom from harassment and discrimination; environmental responsibility; change management; internal recruitment processes; exposure to senior executives; consistency of team leadership; and the level of positive feedback. Future goals – maintain momentum of divisional focus groups to implement local action plans addressing identified issues, and reach closer to the ‘best result’ survey benchmark of 3.4. Investing in our people As part of our culture change program known as Powerful Staff, all employees were invited to participate in a two-day leadership development workshop during 2004. Eighty four per cent of employees took part in the program, which has now progressed to stage two – developing rewards and recognition guidelines. One of the best ways to gauge Powerful Staff’s success is employee feedback. Bulahdelah technical officer Steve Howell encapsulated the majority of comments when he described the initiative as one of the “biggest steps forward for Country Energy”. “I feel that the program has finally created one organisation, breaking down the barriers of the three former distributors and proving that there is strength in unity. It also showed that it’s the little extras that make the ordinary extraordinary.” During the workshops at Coonabarabran, in north western New South Wales, employees designed a range of posters that reflected the messages and experiences they took away. These posters have now been professionally designed and printed to remind us what it means to be ‘Powerful Staff’. Our investment in Powerful Staff also benefited the Coonabarabran community, as all produce was sourced locally and the venue owners employed two hospitality trainees as a direct result. Posters designd by emplyees - What it means to be ‘Powerful Staff’ COUNTRY ENERGY ANNUAL REPORT 2004–2005
Employees also initiated a fundraiser for the Coonabarabran Volunteer Rescue Association. Raffle ticket sales and fundraising challenges reached an incredible $40,000. Country Energy matched the amount dollar-for-dollar and the additional $40,000 will be distributed to country and coastal community groups and charities during the next 12 months. Powerful Staff is an extension of the high performance culture training undertaken by more than 400 employees two years ago. Regular performance coaching is now an important management tool across the business, helping to improve performance and develop leadership skills. Future goals – develop Country Energy’s first rewards and recognition guidelines to complement the Service Milestone Awards and Managing Director’s Awards. Powerful tools A range of communication and management tools are now in place to help us become an employer of choice. Employees are more empowered than ever because they have the right tools and resources, are kept safe and informed and have a greater say in Country Energy’s future. Powerful tools include – • Monthly Team Briefs, followed by team meetings • Weekly and monthly newsletters • A comprehensive intranet service, Countrynet • A corporate dashboard, which drives and tracks outcomes, encourages group involvement and helps the whole organisation appreciate our progress • Regular performance coaching • Succession planning • Powerful Staff cultural change program, soon to include the establishment of rewards and recognition guidelines • High performance culture initiative, which incorporates a team leader and senior management development program Country Energy workforce by sex Male 79% Female 21% Career development Our Frontline Management Program has become particularly popular, with 266 employees currently studying for their frontline management certificate, compared to 120 participants in the last reporting period. The program has two levels – certificate and diploma, which 90 employees are studying for in 2005. A significant component of the diploma is a workplace project requiring participants to identify research and recommend a solution to a real business improvement opportunity. Other training and development programs to help employees boost their career prospects include specialist courses such as Customer Service Programs, a Graduate Diploma Program through Charles Sturt University, and a variety of tertiary qualification programs through our Career Development Assistance Program. Studies range from diplomas through to degrees and masters, across disciplines such as engineering, information technology, marketing, horticulture and law. This year, we also introduced a comprehensive professional electrical engineering and technical officer recruitment and training program. This includes a professional engineering program for both graduates and cadets and a technical officer cadetship program (both diploma and advanced diploma), which will cover new industry qualifications. 47 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 and 44: An employer of choice 43 COUNTRY EN
Page 45: Apprentices by region / operational
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 97 and 98:
Customer information The following
Page 99 and 100:
Index A Achievements inside cover A
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