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Management of Human Resources

Workforce Planning

The Clean Energy Regulator has commenced the development of a workforce strategy to ensure that the Agency has the workforce it needs to achieve its outcome and objectives. The strategy is expected to commence by the end of 2012 and continue to 2015.

The strategy will articulate the Clean Energy Regulator’s evolving workforce profile, recruitment and retention strategies to achieve the profile, and interdependencies between the strategy and relevant human resources management systems such as performance and career management.

Enterprise agreements

The Clean Energy Regulator currently has employees engaged under two enterprise agreements: the Department of Climate Change and Energy Efficiency Enterprise Agreement 2011–14 and the Office of the Renewable Energy Regulator Enterprise Agreement 2011–14. The Clean Energy (Consequential Amendments) Act 2011 makes provision for both enterprise agreements to remain in operation until 30 June 2014 unless a new Clean Energy Regulator enterprise agreement is successfully negotiated prior to that date.

The Clean Energy Regulator expects to make progress towards the development of a new enterprise agreement in 2012–13.

Performance management

The two enterprise agreements that apply to staff of the Clean Energy Regulator have distinct policies and guidelines for performance management. All aspects of the performance management systems are outlined in the policy documents and guidelines of the originating agencies.

During the reporting period, all staff with management and supervisory responsibilities were briefed on the processes for the close of the performance cycle under each enterprise agreement.

The Clean Energy Regulator expects to have a new, agency-wide performance management system ready for implementation by the end of 2012. The new system will recognise the different ratings schemes and timeframes established under the enterprise agreements. All other aspects of the performance management scheme will be consistently applied to all staff within the Clean Energy Regulator, and will be documented in new policy and guidelines.

Learning and development

The Clean Energy Regulator aims to be a learning organisation where staff are supported to build their skills, knowledge and expertise and to diversify their experience as part of their personal and professional career development.

Staff have access to:

  • on-the-job learning opportunities, including special projects, taskforces and secondments
  • core training, including training in writing, information technology, strategic thinking and leadership skills.

Staff undertaking formal external study that is relevant to business requirements may be eligible for reimbursement of course fees and study leave of up to 75 hours per semester.

Learning and development opportunities will be integrated into the design of the Clean Energy Regulator’s new performance management system.

Graduate development program

The Clean Energy Regulator places a high priority on recruiting, developing and retaining high-quality graduates.

Under the shared services arrangement with the Department of Climate Change and Energy Efficiency, the Clean Energy Regulator was a partner in the department’s graduate development program. The program provided graduates with professional and personal development opportunities, including the opportunity to gain workplace experience with the Clean Energy Regulator. In their second rotation, five graduates were placed with the Clean Energy Regulator. This collaboration will continue in 2012–13.

Staffing information

On 2 April 2012, 241 staff from the Department of Climate Change and Energy Efficiency and 52 staff from the Office of the Renewable Energy Regulator were transferred to the Clean Energy Regulator, providing a total of 293 employees. Between 2 April and 30 June 2012, the Clean Energy Regulator grew to 338 ongoing and non?ongoing staff and 97 contractors and outsourced providers.

The overall size of the Clean Energy Regulator’s workforce will change as the required functional capabilities are developed, and is expected to reach around 350 staff by 2015.

Table 4.2 provides details of the Clean Energy Regulator’s staff profile.

Table 4.2: Ongoing and non-ongoing staff, by classification and gender at 30 June 2012

ClassificationOngoingNon-ongoingTotal
Full timePart timeFull timePart time
MaleFemaleMaleFemaleMaleFemaleMaleFemale
APS1---------
APS2---------
APS34-------4
APS461312481-38
APS512291124--49
APS62529-1108--73
EL138371446--90
EL23025-323--63
GRAD14------5
PAO3-1-1----2
SES Band 164------10
SES Band 23-------3
CEO-----1--1
Total12514531222301-338

APS = Australian Public Service, CEO = Chief Executive Officer, EL = Executive Level, GRAD = Graduate, PAO = Public Affairs Officer, SES = Senior Executive Service

Note: This table does not include employees in the Agency on secondment.

Remuneration of executives

Terms and conditions for all Senior Executive Service (SES) employees of the Clean Energy Regulator are contained in either individual section 24(1) determinations made by the Secretary of the Department of Climate Change and Energy Efficiency or the Chief Executive Officer of the Clean Energy Regulator, or common law contracts.

During the reporting period, SES Band 1 and Band 2 officers participated in the Department of Climate Change and Energy Efficiency’s performance development framework. Their performance was assessed against the department’s capability framework.

Table 4.3 sets out the salary ranges that were available for those officers in 2011–12.

Table 2.3: Senior Executive Service salary scales in 2011–12

ClassificationMinimum ($)Maximum ($)
SES Band 1187 198219 500
SES Band 2229 947270 137

Remuneration of non-executive staff

Remuneration and employment conditions for non-SES employees were determined by the two enterprise agreements that applied in the Clean Energy Regulator in 2011–12. Details of the salary ranges that were available under those agreements are set out in tables 4.4 and 4.5.

Table 4.4: Department of Climate Change and Energy Efficiency Enterprise Agreement 2011–14 salary scales at 30 June 2012

ClassificationMinimum ($)Maximum ($)
APS142 59349 519
APS250 72955 294
APS356 45962 279
APS463 44368 099
APS569 26374 212
LO58 01186 143
SLO93 128117 767
PLO124 363134 303
PAO163 44372 757
PAO279 15993 128
PAO397 395124 363
SPAO1128 094128 094
SPAO2135 894135 894
RS75 667105 933
SRS111 171132 343
PRS136 312148 952
SPRS157 854172 531
EL193 128118 645
EL2111 171146 676

APS = Australian Public Service, EL = Executive Level, LO = Legal Officer, PAO = Public Affairs Officer, PLO = Principal Legal Officer, PRS = Principal Research Scientist, RS = Research Scientist, SLO = Senior Legal Officer, SPAO = Senior Public Affairs Officer, SPRS = Senior Principal Research Scientist, SRS = Senior Research Scientist

Note: Graduates were remunerated at the APS 3 salary range.

Table 4.5: Office of the Renewable Energy Regulator Enterprise Agreement 2011–14 salary scales at 30 June 2012

ClassificationMinimum ($)Maximum ($)
APS141 55447 132
APS249 49252 810
APS355 08259 624
APS461 89665 303
APS567 57470 982
APS673 82184 042
LO56 59684 042
SLO90 856114 895
PLO121 330131 028
PAO161 89670 982
PAO277 22890 856
PAO395 020121 330
SPAO1124 970124 970
SPAO2132 579132 579
SEO73 821103 349
SSEO108 460129 115
PSEO132 987145 319
SPSEO154 004168 323
EL190 856115 751
EL2108 460143 099

APS = Australian Public Service, EL = Executive Level, LO = Legal Officer, PAO = Public Affairs Officer, PLO = Principal Legal Officer, PSEO = Principal Science and Engineering Officer, SEO = Science and Engineering Officer, SLO = Senior Legal Officer, SPAO = Senior Public Affairs Officer, SPSEO = Senior Principal Science and Engineering Officer, SSEO = Senior Science and Engineering Officer

Performance pay

The Clean Energy Regulator did not offer performance pay to any officers in 2011–12.

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