Annual report 2003-2004, Department of Corporate and Information Services
Department of Corporate and Information Services annual report 2003 - 2004
Northern Territory. Department of Corporate and Information Services
E-Publications; E-Books; PublicationNT; Department of Corporate and Information Services annual report; Annual report
Made available by the Library & Archives NT via the Publications (Legal Deposit) Act 2004 (NT).
Northern Territory. Department of Corporate and Information Services -- Periodical
Northern Territory Government
Department of Corporate and Information Services annual report; Annual report
Attribution International 4.0 (CC BY 4.0)
Northern Territory Government
Our People 84 Staff Turnover A significant impact on our succession management plan is the high rate of staff turnover. Staff turnover runs at over 30% each year. A significant % of turnover is at the lower levels within the organisation. The talent pool of future leaders is lost, to other agencies or to the private sector. To address this enigma we have introduced a number of strategies. These include a new orientation program focussing on staff learning about the organisation and facilitating a smooth transition into the organisation. We continue to embrace a Work Life Balance culture. We encourage our supervisors to mentor their staff. We have introduced a staff involvement strategy aimed at encouraging staff to participate, contribute and take responsibility. We have introduced an Exit Interview program to try better to understand why staff leave. Retention of talented staff is a key objective of our workforce planning and we will improve. The graph shows turnover for each of the last two years as a % of staff across administrative groups or salary equivalent. The aggregate for 2002/03 was 32% rising to 35% in 2003/04. The A01 to A03 group have the biggest turnover at 47%, up 5% from the previous year, indicating the strategies have not yet impacted positively on turnover. Capability Development Plan The capability plan is aimed at building and enhancing corporate capability. It is a tool essential to the successful outcome of our Workforce Strategy and contributes towards the positive outcome of all 5 key result areas. It is developed from corporate training requirements The graph shows the number of males and female staff grouped by age for each year over the last 2 years.48% of staff are over 40 years of age 0 20 40 60 80 100 120 140 160 2002/03 Females 2003/04 Females 2002/03 Males 2003/04 Males 16-25 26-35 36-45 46-55 56-65 >65 0% 10% 20% 30% 40% 50% 2002/03 2003/04 A01-A03 A04-A05 A06-A07 A08-E01 E02
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