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Index » Part Three - Management and Accountability » Management of Human Resources

Management of Human Resources

Organisational profile

At 30 June 2015, the office had 14 ongoing and 1 non-ongoing APS employees located in the Australian Capital Territory (not including the Inspector-General). Five employees worked part-time.

This compares to 12 ongoing APS employees located in the Australian Capital Territory at 30 June 2014.

No employees identified as Indigenous.

The profile of the organisation is summarised in the following two graphs:

Organisational Profile as at 30 June 2015 (employment level and status)

figure showing organisational profile as employment level and status

Information in the above figure: SES Band 1: 1 part time ongoing; OIGIS Broadband 4 (EL2): 1 part time ongoing and 2 full time ongoing; OIGIS Broadband 3 (EL1): 1 part time ongoing, 4 full time ongoing and 1 full time non-ongoing; OIGIS Broadband 2 (APS4-APS6): 2 part time ongoing and 3 full time ongoing.

Gender Balance as at 30 June 2015 (by employment level)

figure showing Gender Balance as at 30 June 2015 (by employment level)

Information in the above figure: SES Band 1: 1 female; OIGIS Broadband 4 (EL2): two females and one male; OIGIS Broadband 3 (EL1): four females and two males; OIGIS Broadband 2 (APS4-APS6): four females and one male.

Internal audit and risk management

The membership and functions of the Audit Committee are structured according to the PGPA Act. At 30 June 2015 the members were Mr Matthew King (Treasury) as Chair, Mr Trevor Kennedy (Attorney-General's Department) and Mr Jake Blight (OIGIS) as members. The Inspector-General attends the meetings as an observer.

The Audit Committee meets on a periodic basis to consider matters including:

  • risk management
  • internal control
  • financial statements
  • compliance requirements
  • internal audit
  • external audit
  • governance arrangements.

The Committee reviews the Risk Management Plan annually based on its assessment of the office's risk performance over the period. The Risk Management Plan includes controls designed to mitigate risks including the following:

  • personnel related risks
  • accidental or intentional loss of information
  • segregation of duties
  • failure or compromise of information technology systems
  • physical security of the office and facilities
  • corporate liability
  • fraud prevention, detection and management
  • corporate compliance requirements.

Through its various mitigation strategies, the residual risk accepted by the office is maintained within the low-medium levels in each of the categories listed above.

Employment frameworks

At 1 July 2014, all non-SES staff were employed under OIGIS Enterprise Agreement 2011-2014. One SES staff member was employed under a section 24(1) determination.

The salary range available to APS employees in OIGIS throughout 2014–15 is provided at Annex 2.

The only notable non-salary benefit for OIGIS non-SES staff is a taxable annual allowance in recognition of the requirement to undergo regular and intrusive security clearance processes necessary to maintain a Positive Vet clearance, as well as other restrictions placed on employees as a result of reviewing the activities of the intelligence agencies. The annual allowance was $1093 per annum as at 30 June 2015.

Training and staff development

We continued the internal training program introduced in early 2012. The program of short training sessions, run once a fortnight, ensures that staff develop and maintain specialised knowledge and skills, and supplements on the job training. Topics covered in 2014–15 included:

  • Recent changes to legislation
  • Parliamentary Committees
  • Independent Reviewer of Adverse Security Assessments
  • Issue Motivated Groups
  • Law of Armed Conflict

One staff member completed a Certificate IV in Government (Investigations) in 2014–15. We also obtained the services of an external trainer to provide a tailored Certificate IV in Government (Investigations) for this office. 11 staff are currently enrolled to complete the Certificate.

Staff were also provided with regular opportunities throughout 2014–15 to attend other training courses and seminars relevant to their roles. A studies assistance scheme is available to reimburse employees for approved courses of study.

Performance pay

OIGIS does not have a performance based pay scheme.

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