Note: This site's content is accessible to all versions of every browser. However, this browser may not support basic Web standards, preventing the display of our site's design details. We support the mission of the Web Standards Project in the campaign encouraging users to upgrade their browsers.
The focus during 2003/2004 was on investigating where improvements could be made in the work/life balance of the department’s staff members. After an initial phase of consultation, a DPMC-wide working group was established to identify potential work/life balance issues. This working group then reported to the senior management group with a series of recommendations. Most initiatives have been approved and are currently being implemented. Managers have also been encouraged to work with their staff in identifying and addressing specific work/life balance issues within their units.
All staff members are employed on individual employment agreements. The most recent collective employment contract expired on 30 June 2000, and no requests have been received from staff to renew it. No formal Partnership for Quality agreement is in place; rather, a series of regular meetings are held with the PSA.
Children of DPMC employees were eligible for places at the playHouse child care centre in the Parliamentary complex. The department has also helped children of its staff members gain access to school-holiday programmes offered through other public-sector agencies.
DPMC continued to subsidise contributions to the Global Individual Retirement Plan (IRP), the National Provident Fund, the new State Sector Retirement Savings Scheme (SSRSS) and the Government Superannuation Fund. Administrative costs and an employer subsidy (on a dollar-for-dollar basis) were met for employees who contributed to the IRP or SSRSS schemes. At 30 June 2004, 61 per cent of employees received employer contributions to superannuation.
Seminars on financial planning and retirement preparation were offered to staff.
DPMC maintained its OSH programme – ergonomic furniture and equipment for staff who use computers, occupational safety advice, or eye-testing for those exposed to computer screens for prolonged periods, and an annual workplace hazard audit. New staff, and those moving to new offices, received an ergonomic assessment as well as training in the correct use of desktop computers.
DPMC’s two health and safety committees operated across the department’s three locations: the Beehive, Reserve Bank Building and Government House. The department also has a representative on the health and safety committee for the wider Parliamentary complex. The committees have actively reviewed DPMC’s health and safety policies and are preparing for an ACC audit. Committee members attended health and safety representative training during the year.
Staff were encouraged to maintain a good level of physical fitness, and the department offered a subsidy for approved fitness-related programmes. The personal physical fitness fees subsidy was increased from $260 (less PAYE) to $500 (less PAYE) a year to better reflect the cost of gym membership.
DPMC operated an employee assistance programme and continued to administer
a group health insurance scheme for staff, through Southern Cross Healthcare.