Attraction and retention of staff
In a very competitive and tight employment market, the ANAO continued to experience difficulties in attracting talented and suitably qualified people. In addition to our ongoing advertising and marketing strategies, a range of key initiatives were implemented or maintained. These include:
- engaging an executive search company to identify suitable candidates;
- strengthening relationships with external recruitment agencies;
- expanding our graduate recruitment intake;
- forming part of the APS wide Recruitment of Accountants initiative;
- maintaining our undergraduate program; and
- expanding our secondment program for AASG and PASG staff.
After consultation with staff, our Remuneration Model and accompanying guidelines were released in November 2006. These guidelines were used to conduct a review of remuneration for all our staff in December 2006.
Staff induction
Our existing approach to staff induction is under review to ensure that all newly recruited staff are provided with an appropriate level of information, support and tools to facilitate their smooth and effective induction into the ANAO.
Mature age workforce
We continue to recognise the value and contribution of mature age workers, and over the past 12 months we have recruited a number of older employees who were returning to the workforce. Our existing mature age strategies paper and information brochure is under review to ensure that the requirements of today’s workforce is being adequately assisted by a flexible employment conditions framework.