Volume 2, Chapter
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Chapter 5

DMO People

This chapter provides a summary of personnel initiatives for 2005–06 and a summary of the DMO workforce including personnel numbers, people priorities and initiatives, Workplace Health and Safety, and Performance Pay.

DMO People Strategy

Performance Pay

The DMO and Defence are required, under the Joint Committee of Public Accounts and Audit Requirements for Annual Reports June 2006, to report performance bonuses paid to Senior Executive Service and APS staff during 2005–06.

Senior Executives

All Senior Executive Service employees within the DMO are covered by individual Australian Workplace Agreements.

Performance pay, in the form of performance bonuses for sustained high levels of performance, is available to some Senior Executive Service employees covered by DMO Australian Workplace Agreements. During 2005–06, four Senior Executive Service staff within the DMO received performance pay.

Non-Senior Executive Staff

Performance-related pay was available to non-Senior Executive Service staff under the Defence Employees Certified Agreement 2004–2006 (replaced as at 1 July 2006 by the Defence Collective Agreement 2006–2009). Subject to performance, employees may be entitled to progress to a higher pay point within the salary band for their classification. This salary advancement is not considered performance pay.

During 2005–06, salary advancement within an employee's pay band was 3.8 per cent or, for an employee at the top of a pay band (or on a retained pay point), a lump sum payment of the greater of $500 or one per cent of the employee's rate of pay (adjusted for part-time hours, if applicable).

Salary advancement in the form of 3.8 per cent is not considered 'performance pay', but the lump sum payment made to employees at the top of the pay band which does not affect the employee's nominal salary is considered as performance pay.

Australian Workplace Agreements

Individuals covered by Australian Workplace Agreements may have access to performance based pay in the form of performance bonuses. As at 30 June 2006, 19 DMO non-Senior Executive Service employees were covered by individual Australian Workplace Agreements.

The following table provides the aggregated amount of these performance payments, by classification level, the average bonus payment and range for each level, the number of employees in each classification who received performance payment, and the aggregate bonus payment for the agency as a whole.

Table 5.16 Performance Pay (1)
Level of Staff Staff Eligible Number of Staff Paid Amount Paid ($) Average
Payment ($) Range ($)
APS 1 25 25 12,411 496 410–500
APS 2 208 193 95,510 495 250–500
APS 3 394 366 181,597 496 200–500
APS 3–4 79 77 38,468 500 254–510
APS 4 198 187 94,898 507 285–510
APS 4–5 20 20 11,096 555 554–544
APS 5 738 705 388,740 551 221–566
APS 6 683 660 424,625 643 259–662
Executive Level 1 (2) 510 2 1,526 763 648–878
Executive Level 2 135 107 104,667 978 396–992
Non-Senior Executive Service Australian Workplace Agreements 19 1(3) 10,120 10,120 –
Senior Executive Service Australian Workplace Agreements 24 4(3)(4) 146,944 36,736 –
Total 3,033 2,347 1,510,602 – –

Notes:

  1. The data in this table represents employees who were paid performance pay at any point during 2005–06.
  2. The Executive Level 1 payband increased in November 2005. The majority of Executive Level 1 employees received performance progression (an increase to their substantive rate of pay) rather than a lump sum payment.
  3. Bonuses are not able to be paid until July of each year. Bonuses paid from July 2006 onwards will be reflected in the 2006–07 annual report.
  4. For 2005-06, Senior Executive Service bonus payments have been included where the Senior Executive Service officer has been engaged as a non-ongoing employee.

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