NGV Annual Report 2003-04-Part 2 - National Gallery of Victoria

NGV Annual Report 2003/04 Report 153Other Statutory ReportsStaff statisticsThe Council of Trustees of the National Gallery of Victoria (“NGV”) started the 2003-04 financial year with217.86 (full-time equivalent) staff members and ended it with 268.73 (full-time equivalent) staff. The increase isattributable to the re-opening of NGV International in the year.Paid Staff2003/04 (2002/03)Executive Staff Permanent Staff Fixed-Term Staff Casual Staff TotalFull-time male 2 (3) 44 (45) 33 (30) Nil (Nil) 79 (78)Full-time female 3 (3) 57 (62) 68 (53) Nil (Nil) 128 (118)Part-time male Nil (Nil) 4 (4) 11 (5) 27 (3) 42 (10)Part-time female Nil (Nil) 13 (15) 41 (2) 23 (13) 77 (44)Total Persons 5 (6) 118 (126) 153 (90) 50 (16) 326 (250)ConsultanciesDuring the year ended 30 June 2004, the NGVincurred an amount of $695,000 (excl. GST) in respectof 44 consulting engagements. No consultants wereengaged at an individual cost in excess of $100,000(excl. GST).Disclosure of major contractsIn 2003/04 the NGV entered into one contract with avalue in excess of $10 million.National Competition PolicyThe NGV is committed to competitive neutralityprinciples ensuring fair and open competition. Manynon-core activities such as cleaning, building andfacilities maintenance, food and beverage services andsecurity have been outsourced.Merit and equity principlesThe NGV is committed to ensuring that merit and equityprinciples are integral to all aspects of human resourcedevelopment. The Gallery’s strategy for guaranteeingmerit and equity in recruitment and selection includesthe following initiatives:• Ensuring that all recruitment action is in line with theGallery policies and guidelines that cover advertising,shortlisting, interviewing and selection; and• Collecting and analysing information related to theGallery’s workforce and future organisational needsUpholding public sector conductAll new NGV staff are provided orientation covering:• Equal Opportunity, discrimination, harassment andbullying awareness• NGV’s grievance process• Code of Conduct for the Victorian Public Sector• NGV ValuesReviewing personal grievancesThe Gallery’s grievance process has now been inplace for some time. Any staff member who wishesto lodge a personal grievance against any actionthat directly affects them has been fully informedon the appropriate process. This process complieswith requirements as set out in the Public SectorManagement and Employment Act 1998.For the 12 months ending 30 June 2004, nogrievances were lodged.Responsiveness to cultural diversity,women, youth and indigenous affairsCultural diversityNGV objectives• To engage culturally diverse artists, performers andspecialists in the arts in NGV programs and activities• To work collaboratively with MAV, MAMAS, SBS,ethnic media, community leaders and otherorganisations to develop programs, services andresources for and with culturally diverse communitiesNGV achievements 2003-2004• Guided tours in Chinese, French, and Italian inparticular Italian language tours and talks forCaravaggio and French language tours and talks forThe Impressionists• Involvement of artists from culturally diversecommunities in public programs- e.g. Chinesecalligraphers, musicians for Asian galleries and Italianand French choirs for the opening NGV International• Customer service training for information staff,security attendants and the Voluntary Guidesincorporating awareness of and sensitivities to culturaldiversity within the wider community