Territory Stories

Northern Territory Electoral Commission annual report 2006-2007



Northern Territory Electoral Commission annual report 2006-2007


Northern Territory Electoral Commission reports; Reports; PublicationNT




Made available via the Publications (Legal Deposit) Act 2004 (NT).




Northern Territory Electoral Commission -- Periodicals; Elections -- Northern Territory -- Periodicals

Publisher name

Northern Territory Electoral Commission

Place of publication




Copyright owner

Check within Publication or with content Publisher.

Parent handle


Citation address


Page content

KEY RESULT AREAS NTEC ANNUAL REPORT 2006-07 PAGE 27 OF 48 Over the reporting period, the office has been staffed by officers on short-term contracts which have further highlighted the need to finalise a revised feasibility plan for the Alice Springs office. A more clearly defined role, larger premises, an enlarged staffing structure and better integration of service delivery with the AEC are required to meet the special needs of electors in central Australia. 5.4 HUMAN RESOURCE MANAGEMENT 5.4.1 Equal Opportunity The NTEC employs merit based employment criteria for the selection of staff. The Commission has a central employment strategy for the selection of casual staff for static polling places and mobile polling team leaders and members at elections. Mobile polling manuals outline clearly the criteria for the recruitment of electoral assistants in communities. These include requirements for a gender balance to facilitate the dialogue and appropriate interactions that are necessary with both male and female electors in polling and public awareness activities. 5.4.2 Management Training No management training was undertaken. 5.4.3 Staff Development During the reporting period, operational staff attended Bridge training, on electoral processes, and Proof of Identity presentations by the AEC. All staff of the Commission attended a strategic planning and team workshop over two days facilitated by a consultant. No formal performance management development (PMD) program exists. The Commission will be examining the opportunities for course attendance to upgrade skills of all staff in the next reporting year. 5.4.4 Occupational Health and Safety (OHS) OH&S is mentioned in all training manuals for team leaders and members and features in training sessions. During the year, advantage was taken of an equipment review to purchase lightweight signage and more readily transportable tables and chairs for field activities in remote areas. Mobile polling and Commission staff travelling in remote areas by vehicle are given satellite phones and an emergency positioning radio beacon; 4WD service levels are maintained. The Commission will also be looking at the OH&S criteria recommended by Government for electrical appliance testing.