ANNUAL REPORT 2004â05 - V/Line

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KEY STATISTICSHuman resource strategies in 2004–05focussed on the continued development ofV/Line's workforce for the future. The aim is tobuild a skilled workforce that is representativeof the communities that V/Line serves, in termsof age, gender and cultural background.Throughout the year, V/Line sought to attract new staff andenhance the skills and confidence of existing staff to meetthe regional rail network's current and future requirements.Staff numbers (total headcount) increased from 640 to 738over the period. Thirty-three train drivers were recruited toensure delivery of V/Line's new timetable and theintroduction of the new VLocity trains. The growth in totalheadcount also reflects the addition of six staff memberswho transferred from Hoys Pty Ltd in July 2004 and 20 fromWest Coast Rail in September 2004.At 30 June 2005, V/Line had a total of 727.5 full-timeequivalent staff members.PROVIDING SUPPORT TO OUR STAFFEMPLOYEE ASSISTANCE PROGRAMV/Line's Employee Assistance Program offers a comprehensiveand confidential, 24-hour/7-day counselling and assistanceprogram for employees. V/Line has engaged an independent,fully accredited support service to run the program.Launched in May 2004, the program has been well receivedand utilised by staff over the first 12 months of its operation.WORKPLACE AWARENESS PROGRAMThe Workplace Awareness Program is an ongoing programto support V/Line's efforts to ensure a secure and enjoyableworkplace. Its aim is to make certain that all employees areaware of V/Line's policies and of their own responsibilitieswith regard to issues in the workplace, such as equalopportunity, bullying, sexual harassment, drug and alcoholawareness and post-traumatic stress.In 2004–05, 154 employees completed the WorkplaceAwareness Program. All staff will complete this program, inline with operational demands.CRITICAL INCIDENT MANAGEMENTAs part of its responsibility of care to employees, V/Lineprovides professional assistance and support to its drivers,conductors and other staff members when there is a criticalincident, or accident, involving injury or death.32 | V/LINE ANNUAL REPORT 2004–05SKILL GROUP AT 30 JUNE 2005Skill Group Full Part Actuals FTEs Male FemaleTime TimeExecutive 9 0 9 9 6 3Non-exe/professionals 31 0 31 31 23 8Administration 39 4 46 41.8 23 23Operations 274 10 284 281 235 49Station staff 112 11 123 119.7 107 16Train drivers 245 0 245 245 245 0Total 710 25 738 727.5 639 99AGE PROFILEDuring 2004–05, 53 staff members were involved in criticalincidents. All were contacted by V/Line's fully accreditedcounselling services provider, The Barrington Centre, toensure that they received the necessary care and support tohelp them cope afterwards.V/Line's Critical Incident Management Plan complementsthis activity. Developed in 2003–04, the plan seeks toimprove management of occupational health and safetyrisks to employees involved in critical incidents through aproactive monitoring of their wellbeing, particularly withregard to post-traumatic stress.FATIGUE MANAGEMENTUnder 30 30–44 45–49 50–54 55+Number 59 265 133 146 135Percentage 8.0% 35.9% 18.0% 19.8% 18.3%V/Line continued to develop its approach to the complexissue of fatigue management for shiftwork employees.A training program based on work undertaken by the Centreof Sleep Research in South Australia has been introduced towork groups including drivers, shunters, conductors andoffice staff. So far, 472 employees have completed thetraining program.Fatigue management is now included in the locomotivedrivers' continuation training and eight leading driversupervisors have been trained to present UnderstandingShiftwork and Fatigue sessions.V/Line has also acquired the fatigue management softwareFAID, which is currently being used to manage train crewrosters. It has also been used during incident investigationsto help determine whether fatigue has been a contributingfactor.
OUR EMPLOYEES (CONTINUED)Early results from use of the software indicate that V/Line iseffectively managing the time worked in operational areas.DRIVER RECRUITMENTDuring the year, V/Line developed a Driver Workforce Planto prepare for the implementation of its new service planand the introduction of its VLocity trains. This wasundertaken in conjunction with the Department ofInfrastructure and negotiated with Connex and the Rail Tramand Bus Union (Locomotive Division).Between August 2004 and June 2005, 33 experienceddrivers were recruited. Further such recruitments areplanned for 2005–06.DEVELOPING CAREER PATHS WITHIN V/LINEA new supervisory level for conductors was introducedduring the year. It extends their career path, providesimproved consistency in customer service and enhances theworking relationship with drivers.During the year, eight on-train supervisor positions werecreated – one on each V/Line corridor and two at SpencerStreet Station. To support the new supervisors in theirleadership role, an innovative development program wasconducted in early 2005.The on-train supervisor position has a locomotive drivercounterpart. Currently there are eight locomotive driversupervisors who assist with the verification of driverprocedures and driver training.LOCOMOTIVE DRIVER, KEVIN JOHNS (SECOND FROM RIGHT) PICTUREDWITH (FROM LEFT) TRAIN CREW MANAGER DON ARMSTRONG,DIRECTOR OF PUBLIC TRANSPORT JIM BETTS AND CEO ROB BARNETTAT A CEREMONY RECOGNISING HIS 50 YEARS OF SERVICETRAINING AND DEVELOPMENTLEARNING AND DEVELOPMENT MODELDuring 2004–05, Certificates III and Certificates IV inBusiness Studies were designed as part of V/Line'sLearning and Development Model. Their implementation intokey operational roles is currently under way. Certificates IIIand Certificates IV in Rail Operations are also in development.The design of these certificate programs will provide studypathways to tertiary education for employees who may wishto take on further studies.BUILDING LEADERSHIP AND MANAGEMENT SKILLSThis year a significant amount of work was undertaken tosupport the development of V/Line's leadership andmanagement framework, which is also aligned to theAustralian Qualification Framework.Organisational competencies were identified, as well as aflexible range of leadership/management skill developmentoptions – from short courses to formal education. These arenow available to staff.SKILL DEVELOPMENT AND LEARNING PROGRAMSDuring 2004–05, V/Line employees attended more than 150training programs, with a total of 1,502 individual trainingsessions.V/LINE ANNUAL REPORT 2004–05|33
Page 1 and 2: ANNUAL REPORT 2004-05
Page 3 and 4: REPORT 04-05 CONTENTSLETTER TO THE
Page 5 and 6: LETTER TO THE MINISTEROctober 2005T
Page 7 and 8: CHAIRMAN’S REPORTWhile we know th
Page 9 and 10: CEO’S REPORTDespite this focus on
Page 11 and 12: AN OVERVIEWTHE V/LINE RAIL AND COAC
Page 13 and 14: AN OVERVIEW (CONTINUED)THE YEAR IN
Page 15 and 16: MAJOR PROJECTSVLOCITY TRAINSThe int
Page 17 and 18: OUR CUSTOMERS“GRENVILLE DAWSONOUR
Page 19 and 20: OUR CUSTOMERS (CONTINUED)The redeve
Page 21 and 22: OUR CUSTOMERS (CONTINUED)V/LINE IN
Page 23 and 24: OUR OPERATIONS“GRAEME CLEAKTHE NE
Page 25 and 26: OUR OPERATIONS (CONTINUED)THE PERCE
Page 27 and 28: OUR OPERATIONS (CONTINUED)THE MAJOR
Page 29 and 30: OUR OPERATIONS (CONTINUED)Since 200
Page 31 and 32: OUR OPERATIONS (CONTINUED)SAFETY CH
Page 33: OUR EMPLOYEES“JOHN MITCHELLOUR MA
Page 37 and 38: OUR EMPLOYEES (CONTINUED)New traini
Page 39 and 40: CORPORATE GOVERNANCEFROM LEFT: MERE
Page 41 and 42: CORPORATE GOVERNANCE (CONTINUED)COL
Page 43 and 44: FINANCIAL AND STATUTORY STATEMENTSS
Page 45 and 46: STATEMENT OF FINANCIAL PERFORMANCEF
Page 47 and 48: STATEMENT OF CASH FLOWSFOR THE YEAR
Page 49 and 50: TABLE OF CONTENTS NOTES TO THE FINA
Page 51 and 52: NOTES TO THE FINANCIAL STATEMENTS(i
Page 53 and 54: NOTES TO THE FINANCIAL STATEMENTSTh
Page 55 and 56: NOTES TO THE FINANCIAL STATEMENTSCO
Page 61 and 62: NOTES TO THE FINANCIAL STATEMENTSNO
Page 71 and 72: NOTES TO THE FINANCIAL STATEMENTS1.
Page 73 and 74: AUDITOR GENERAL’S STATEMENTV/LINE
Page 75: CONTACT DETAILSV/LINE PASSENGER PTY

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ANNUAL REPORT 2004â05 - V/Line