Territory Stories

Annual Report 1986/1987 Public Service Commissioner for the Northern Territory

Details:

Title

Annual Report 1986/1987 Public Service Commissioner for the Northern Territory

Other title

Tabled Paper 390

Collection

Tabled Papers for 5th Assembly 1987 - 1990; Tabled Papers; ParliamentNT

Date

1988-05-18

Description

Deemed

Notes

Made available by the Legislative Assembly of the Northern Territory under Standing Order 240. Where copyright subsists with a third party it remains with the original owner and permission may be required to reuse the material.

Language

English

Subject

Tabled papers

File type

application/pdf

Use

Copyright

Copyright owner

See publication

License

https://www.legislation.gov.au/Details/C2021C00044

Parent handle

https://hdl.handle.net/10070/297600

Citation address

https://hdl.handle.net/10070/388330

Page content

51 This study, also based upon Interpers data, involved an analysis of the characteristics of employees leaving the service, and the inter-relationship of factors which affect the propensity to leave. Highlights of the study include: Descriptive: The attributes which have the greatest relationship to propensity to resign from the Northern Territory public sector are as follows: , Whether or not the employee has a nominal position; Tenure status; Number of nominal promotions; Number of temporary promotions; How staff members were recruited; Actual employment category, eg., uniform, Chief Executive Officer/Executive, etc, and Gender. Where a staff member was recruited from has no relationship whatsoever to propensity to resign. Resignation Rates in the Northern Territory public sector: Resignation rates of permanent staff in the Northern Territory public sector are high relative to the resignation rates of permanent staff in the Australian Public Service. Resignation rates are inversely related to length of service and age. Staff with no nominal position and limited tenure staff have very high resignation rates. The actual employment categories uniform and Chief Executive Officer/Executive have low resignation rates, whereas the other manual, professional and nurses/hospital categories tend to have high resignation rates. Chief Executive Officer/Executive and professional display quite different resignation rate patterns, however for the length of service period - greater that four to five years - both display an unexpectedly high resignation rate. Cessations in the Public Service


Aboriginal and Torres Strait Islander people are advised that this website may contain the names, voices and images of people who have died, as well as other culturally sensitive content. Please be aware that some collection items may use outdated phrases or words which reflect the attitude of the creator at the time, and are now considered offensive.

We use temporary cookies on this site to provide functionality.
By continuing to use this site without changing your settings, you consent to our use of cookies.