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Management of human resources

Employment conditions

Terms and conditions for all Clean Energy Regulator officers are controlled by enterprise agreements, individual section 24(1) determinations in accordance with the Public Service Act 1999, and decisions of the Remuneration Tribunal.

The Clean Energy Regulator currently has 358 officers engaged under two enterprise agreements: 316 officers engaged under the Department of Climate Change and Energy Efficiency Enterprise Agreement 2011–14 and 42 officers engaged under 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.

Terms and conditions for the twelve Senior Executive Service (SES) officers of the Clean Energy Regulator are contained in individual section 24(1) determinations made by the then Secretary of the Department or the Chief Executive Officer of the Clean Energy Regulator. Table 4.1 sets out the salary ranges that were available for SES officers in 2011–12 and 2012–13.

Table 4.1: Senior Executive Service salary scales
Level 2011–12 2011–122012–132012–13
MinimumMinimumMinimumMinimum
$$$$
SES Band 1 187,198 219,500 191,878 224,987
SES Band 2 229,947 270,137 235,696 276,890

SES = Senior Executive Service

The Chief Executive Officer is a statutory appointment with conditions of employment determined by the Remuneration Tribunal.

Performance pay

The Chief Executive Officer decided in December 2012 to award performance pay in the form of a one-off bonus to three Clean Energy Regulator SES officers who:

  • performed at a consistently high level and/or successfully completed a major project that had a significant, positive impact on the Clean Energy Regulator during the 2011–12 Performance Cycle
  • received a rating of superior or outstanding for the 2011–12 Performance Cycle
  • were at the top of their salary band and therefore had no access to performance-based salary progression.

Remuneration of non-executive officers

Remuneration and employment conditions for non-SES officers were determined by the two enterprise agreements that applied in the Clean Energy Regulator in 2012–13. Details of the salary ranges available under those agreements are set out in Tables 4.2 and 4.3.

Table 4.2: Salary ranges—Department of Climate Change and Energy Efficiency Enterprise Agreement 2011–14
Level 2011–12 2011–122012–132012–13
MinimumMinimumMinimumMinimum
$$$$
APS1 42,593 49,519 43,658 50,757
APS2 50,729 55,294 51,997 56,677
APS3 56,459 62,279 57,870 63,836
APS4 63,443 68,099 65,029 69,802
APS5 69,263 74,212 70,995 76,067
APS6 75,667 89,636 77,558 91,877
Legal Officer 58,011 86,143 59,959 88,297
Senior Legal Officer 93,128 117,767 95,456 124,092
EL1 93,128 118,645 95,456 121,611
EL2 111,171 146,676 113,950 150,343

APS = Australian Public Service; EL = Executive Level

Table 4.3: Salary ranges—Office of the Renewable Energy Regulator Enterprise Agreement 2011–14
Level 2011–12 2011–122012–132012–13
MinimumMinimumMinimumMinimum
$$$$
APS1 41,554 47,132 42,593 48,310
APS2 49,492 52,810 50,729 54,130
APS3 55,082 59,624 56,459 61,115
APS4 61,896 65,303 63,443 66,935
APS5 67,574 70,982 69,263 72,757
APS6 73,821 84,042 75,667 86,143
Legal Officer 56,596 84,042 58,011 86,143
Senior Legal Officer 90,856 114,895 93,128 117,767
EL1 90,856 115,751 93,128 118,645
EL2 108,460 143,099 111,171 146,676

APS = Australian Public Service; EL = Executive Level

Performance management

The Clean Energy Regulator performance approach, Continuing Conversations, was implemented in December 2012 to meet business requirements and reflect a practical, relevant and contemporary approach to workplace performance. The Clean Energy Regulator requires all officers, including non-ongoing officers and contractors, to participate in Continuing Conversations.

Continuing Conversations was designed to foster and maintain a working environment where performance is linked to objectives and priorities and is part of everyday workplace conversations and operations. The approach addresses many of the best practice areas identified by the Australian Public Service Commission in its 2013 report, Strengthening the Performance Framework: Towards a High Performing Australian Public Service.

The core principles of Continuing Conversations, developed by a group including Clean Energy Regulator officers at all Australian Public Service levels, are:

  • Performance is individually driven and organisationally supported.
  • Responsibilities for workplace performance are clear and shared.
  • Regardless of role or level, everyone has a positive impact on the Clean Energy Regulator’s outcomes.
  • The right conversations at the right time create better results.

This approach replaces mandatory feedback sessions with a series of ‘triggers’ for conversations which reflect good work practice. In this way, performance management effectively becomes part of everyday operations.

Workforce profile

At 30 June 2013, the Clean Energy Regulator had a total of 371 officers: 341 ongoing officers and 30 non-ongoing officers.

Appendix A provides details of the Clean Energy Regulator’s workforce profile for 2011–12 and 2012–13.

Learning and development

Clean Energy Regulator officers were supported to build and enhance their skills, knowledge and capabilities in 2012–13.

The Agency’s induction program commenced in February 2013. All new starters are required to participate in the program, which helps them to orientate themselves and to develop an understanding of the Clean Energy Regulator’s culture and operating environment.

The range of professional development workshops offered included Writing for the Australian Public Service, Strategic Thinking in a Policy Context, Project Management Expertise, Environmental Economics for the non-Economist, and Leading Your Team. In addition, 13 interactive information sessions known as ‘Learn to... Workshops’ were held to increase knowledge across the Agency, and learning sessions were held to assist officers in understanding and applying the Web Content Accessibility Guidelines version 2.0.

Performance management training was rolled out in April 2013 to help supervisors develop their core people management skills and all officers to develop the skills and confidence to participate in Continuing Conversations.

Two Senior Executive Service officers participated in programs that were established under a memorandum of understanding with the Australian Public Service Commission Strategic Centre for Leadership.

The Clean Energy Regulator also encouraged officers to participate in external learning and development activities, including various conferences, seminars and workshops. The Clean Energy Regulator also provided financial support and study leave to officers completing tertiary qualifications.

Graduate development program

The Clean Energy Regulator’s graduate development program operated in collaboration with the Department. The program provided graduates with professional and personal development opportunities, including the opportunity to gain workplace experience and to participate in learning and development courses tailored specifically to work at the Clean Energy Regulator and in the broader Australian Public Service. At the close of the program, graduates were placed in permanent positions. The graduates will complete a Certificate IV in Government, which is being provided by McMillan Staff Development.

Access and equity

The Clean Energy Regulator is committed to ensuring access and equity in all aspects of its business. The Clean Energy Regulator’s Multicultural Plan for 2013–15, which was prepared in 2012–13, demonstrates the Clean Energy Regulator’s commitment to delivering equitable outcomes for all Australians, regardless of their cultural and linguistic backgrounds.

The Clean Energy Regulator website offers access to translating and interpreting services provided through the Department of Immigration and Citizenship and to the National Relay Service for people with hearing or sight impairment. The Clean Energy Regulator is working towards meeting the Australian Government’s Web Content Accessibility Guidelines and has published an accessibility plan on its website.

Table 4.4 shows how equal opportunity employment target groups were represented in the Clean Energy Regulator’s workforce profile at 30 June in 2011–12 and 2012–13.

Table 4.4: Representation of diversity groups
Type 2011–12 2012–13
Total 209 233
Female 187 211
Non-English speaking background 16 16
Aboriginal or Torres Strait Islander people 1 2
People with a disability 5 4

Excellence awards

The inaugural Clean Energy Regulator Awards of Excellence were held in January 2013 to recognise and award officers who have gone above and beyond in achieving the objectives of the Clean Energy Regulator.

The awards will be held annually to celebrate the achievements of officers and teams who have excelled in one of the following five categories:

  • client service delivery
  • markets, including Australia’s carbon market and the Renewable Energy Target market
  • innovation in compliance, awareness, education and regulation
  • data provision, integrity and reporting
  • the Clean Energy Regulator values (accountability, integrity, professionalism, responsiveness and empowerment) in the delivery of work on a day-to-day basis.

An additional Chief Executive Officer award is presented to teams or officers who exemplify the Australian Public Service values and who have made a significant contribution to the work of the Clean Energy Regulator.

The 2013 Chief Executive Officer Award was presented to members of the Clean Energy Regulator Contact Centre and Contact Centre Implementation Team.

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