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Estimates related Questions and Answers Written Questions No.213 to No.237 2011 Estimates



Estimates related Questions and Answers Written Questions No.213 to No.237 2011 Estimates

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Tabled paper 1803


Tabled papers for 11th Assembly 2008 - 2012; Tabled papers; ParliamentNT




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AN SW ER S TO ESTIMATES C O M M ITTEE-R ELATED W RITTEN QU ESTIO N S 2011-12 Notes: Calculating Staff Turnover: Staff Turnover is a percentage that expresses the relative amount of staff exits - those leaving the agency - to the average number of FTE staff in the agency over the period. It is calculated using the following formula: Cessations + Transfers (exits) x 100 = turnover % Average FTE for period Simple example: A period has one resignation, three contract cessation and five employees transferred to another agency (total of nine exits at this classification). Average FTE for this classification over this period was 36 for this agency. Four Separations + five Transfers x 100 = 25% (turnover for the period) 36 FTE Complex example: A new classification 8888 spans 20 pay periods. The first three pays only have FTE recorded for two employees, the remainder have one employee. The calculated average for this classification for this period is 23/20 (23 FTE divided by 20 pays) = 1.15. Nil Separations + one Transfers x 100 = 86.96% (turnover for the period) 1.15 FTE. High Turnover Percentage: High turnover values can indicate extreme turnover, but will more likely indicate part-time or short-term occupancy history that will reflect abnormally low FTE average. Situations that may reflect an abnormally low FTE average include short-term casual employments for specific projects or tasks, or part-time arrangements where there very few employees at that level. This will affect turnover at the classification level only; agency calculations are statistically valid. Special notes: Machinery of government changes impact on the above Staff Turnover rates. Transfers due to the creation of new agencies or the movement of functional units between agencies are included, and thus raise the calculated turnover rate. Staff Turnover is an 'apparent' measure based on activity totals and cannot be used to derive Staff Retention. Agency Staff Turnover includes transfers between departments therefore this data cannot be aggregated to derive whole-of-government staff turnover figures. 8. DLP currently have 150 vacant positions. The vacant positions are due to: Strategy not to increase FTE. Some vacant positions are being considered for abolishment. Staff on Higher Duties Allowance (HDA) or Temporary Transfer (TT) and the position has not been backfilled. Recruitment action in progress but not finalised. Some positions are used to fill casual positions at MVR. 9. The average length of time taken for recruitment from advertising to successful applicant for DLP is 60.33 days. 10. DLP have a total of 121 staff who are employed on a temporary contract. 11. in the period 30 March 2010 to 30 March 2011, the following temporary contracts have been extended, broken down by level and the number of times extended: 515

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