2018/2019 Annual Report

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Our Organisation Staffing Overview Employee numbers as at 30 June 2019 are shown as Full-Time Equivalent (FTE) while the gender ratio is reflective of headcount. All numbers exclude agency and casual employees. Female Male Total Full-Time Equivalent Contract Full Time 6 18 24 24.0 Contract Part Time 15 1 16 10.9 Full Time 20 62 82 81.6 Part Time 32 3 35 21.7 Total 73 84 157 138.2 Staff are located across the various Council facilities including the Council Office, Public Library, Council Depot, Community Hub at the Art House and The ARC. The age profile of our workforce was as follows: Age Percentage %
Our Organisation Culture Council recognise that our employees are integral to the successful delivery of the Strategic Plan 2020 and is focused on creating a positive culture for employees. To take our culture from good to great, our culture vision is ‘Together we are innovative, genuine, recognise each other’s contributions, and stand accountable every day’. Council has also developed a set of values that underpin culture improvement and inform every aspect of the organisation. Council utilised a new Engagement Survey tool which provided feedback from our teams and enabled us to analyse the factors that underlie engagement and support our culture journey. Focus Groups will be conducted to encourage discussion from employees and establish what is most important for the organisation to address. Managers are working with their teams to develop Action Plans which puts results into action. Organisational development initiatives outlined for the year will further drive our desired outcomes. Council’s employee Reward and Recognition Program has been well received and utilised across the organisation. This has encouraged employees to acknowledge their peers’ contributions to the organisation and Managers to recognise and reward high performance and behaviour, aligned with Council’s Values. A Project Team was formed to keep recognition alive and continually review and improve the Program. This year more reward options have been provided and the focus for next year will be looking at meaningful recognition options for the Field Staff and their teams. Healthy Lifestyle Program Council supports a range of Healthy Lifestyle initiatives to assist Staff to maintain fit and healthy lifestyles. These include mental health awareness sessions, free voluntary health assessments, skin cancer screenings, flu vaccinations, hearing screenings, quit smoking programs, drug and alcohol awareness, mental health first aid course, shoulder and back massages and work hardening for Field Staff at Kinetic Physiotherapy. Work Health & Safety and Return to Work A Work Health Safety, Return to Work and Risk Management biennial audit was conducted by the Local Government Association Workers Compensation Scheme and Local Government Association Mutual Liability Scheme. Council performed exceptionally well with no non-conformances. These results contributed to the annual bonus for Council which has steadily increased due to its Work Health Safety, Return to Work and Risk Management performance. Council has an extensive internal audit program from where action plans are developed and corrective actions undertaken to continuously improve Council’s WHS & RTW (Work Health Safety and Return to Work) system. The WHS & RTW system continues to improve safety through its extensive WHS Training Plan. Throughout the year the Business Continuity Plan was tested, reviewed and updated. The WHS Instructions and Safe Operating Procedures continued to be updated following consultation with Staff. With the updating of the Heavy Vehicle National Law, Council trained all Depot Staff and the Executive Management Team in Chain of Responsibility, Load Restraint, Fatigue and Due Diligence. All Council’s heavy vehicles were reviewed and updated to comply with the legislation. Working on roads is one of the main hazards for Council workers and extensive Workzone Traffic Management training and internal audits on worksites during the year have been undertaken which has assisted in significantly reducing the risk to Staff. Council continues to utilise the SkyTrust online Safety Management System for its Contractor Management System and Workplace Safety Inspections. Employee Assistance Program Council’s Employee Assistance Program is available to assist Staff with specific circumstances in the workplace or their personal life. ManagerAssist is also available to provide leaders additional support to deal with complex or difficult situations. Campbelltown City Council Annual Report 2018 / 2019 39
Page 1 and 2: 2018 / 2019 Annual Report
Page 3 and 4: Contents Message from the Mayor ...
Page 5 and 6: The Moonlight Markets continued ove
Page 7 and 8: Introduction This Annual Report inf
Page 9 and 10: Financial Sustainability Council ad
Page 11 and 12: Council’s LED street lighting pro
Page 13 and 14: Following a change to the Local Gov
Page 15 and 16: Council Structure Council’s struc
Page 17 and 18: Committees At 30 June 2019 Council
Page 19 and 20: Committees Service Clubs Advisory C
Page 21 and 22: Elected Members 2018- Mayor Jill Wh
Page 23 and 24: Workshops / CEO Briefing Sessions A
Page 25 and 26: Elected Member Training and Develop
Page 27 and 28: Payment of Allowances Council maint
Page 29 and 30: Report on Internal Review of Counci
Page 31 and 32: Use of Confidentiality Provisions I
Page 33 and 34: List of Registers Council maintaine
Page 35: Executive Management Team Paul Di I
Page 39 and 40: Programs and Facilities Personal Ac
Page 41 and 42: Programs and Facilities Campbelltow
Page 43 and 44: Programs and Facilities »» Grandv
Page 45 and 46: Awards 2019 YOUNG CITIZEN OF THE YE
Page 47 and 48: Quality Living »» Council’s res
Page 49 and 50: Leadership Continued »» Staff obt
Page 51 and 52: Local Economy »» Works continued
Page 53 and 54: National Competition Policy - Claus
Page 55 and 56: Statement of Financial Position as
Page 57: Statement of Cash Flows for the yea

2018/2019 Annual Report

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