What it means to work at BP

Size: px
Start display at page:

Download "What it means to work at BP"

Transcription

1 What it means to work at BP

2 What do you want from BP? We believe core values have the power to unite us BP s beliefs reflect my own BP reflects the community in which it operates Helps me look after my health and wellbeing BP is active in supporting the community We believe in creating opportunities that lead to growth BP will support my career and development BP respects my life outside work Some other facts We believe in rewarding people for success A competitive reward package Rewards should be focused on results for the long term Not forgetting on the spot recognition If you like working with us, your friends might too Disclaimer: The benefits and programs outlined in this document are accurate as at time of print (September 2013). They apply to permanent employees and are subject to the rules and policies governing those benefits. This document does not imply a right to any benefit outlined. Please see the BP People Portal for eligibility criteria and policy. BP reserves the right to change its benefits and programs at any time. 2

3 BP s beliefs reflect my own We are united by shared values Our Values and Behaviours are integrated into all we do. At BP the how is as important as the what. Through the implementation of our Operating Management System (OMS) we ensure we deliver safe, compliant and reliable operations. In the long term it is the foundation for excellence in our operation. BP is committed to providing an open environment where our employees, contractors and stakeholders are comfortable speaking up whenever they have a question. One avenue available to us is the Open Talk helpline. Last year 26 cases were raised through Open Talk in Australia. Safety Respect Excellence Courage One Team 3

4 BP reflects the community in which it operates We have an environment where people feel valued and respected for their contribution. We are continually working to ensure this is the case through our Meritocracy, Diversity and Inclusion plans. Three key focus areas include: Age BP ANZ has a Working Group addressing our ageing workforce challenges and opportunities. The Working Group has analysed internal and external demographic data and its objective is to help BP become an age friendly workplace, which will help ensure workforce resource sustainability. We recognise that there is an opportunity to retain mature age workers for longer, to engage or re-engage them through different ways of working and eventually transition them to retirement in a planned and dignified way. In ANZ 1 in 4, of the FVC workforce is over the age of years 31.4 years The average joining age in the ANZ FVC is rising, in the last 3 years it has risen from 31.4 years to 35 years Gender We have been awarded Employer of Choice for Women status 2 years running. Before that we had achieved Affirmative Action recognition. Paul Waterman was named as a finalist in the 2013 AHRI Diversity awards in the category of Diversity Champion CEO. 15.5% of our group and senior leaders are women. Our goal across BP is to increase this to 25% by the end of BP Womens International Network (BP WIN) aims to foster, develop and retain talented women in BP. It gives women the opportunity to share experiences and learning around career development and building personal confidence in the workplace. To date 564 of our First Level Leaders have attended our Inclusive Leadership Program. The program focusses on understanding and tackling unconscious bias. 4

5 Cultural Awareness Opal Fuel Supporting Indigenous Businesses Pathway to Employment Indigenous In 2011 we made a public commitment to a Reconciliation Action Plan which focuses on Cultural Awareness training for BP people, Opal fuel, using our corporate spend to support Indigenous businesses and creating pathways to employment. In 2012, we entered into a $1million partnership with the Australian Indigenous Education Foundation. Through this investment talented indigenous students will receive scholarships at quality schools and universities. BP is commencing its partnership with Career Trackers with four summer interns who will work with us from November 2013 to February Career Trackers is a national non-profit organisation that works with Indigenous university students and private sector companies to create career pathways through structured internships. The Australian Indigenous Education Foundation (AIEF), is a private sector led, non-profit organisation focused on empowering Indigenous children in financial need to build a future through quality education and careers. BP Australia has invested $1million into the AIEF Scholarship Fund and in 2013 partnered with AIEF to launch the successful Mentor and Tutor Program. 11 BP people (4 Mentors and 7 Tutors) are involved in this program for Indigenous students on AIEF scholarships from Melbourne Grammar School. By signing the Australian Employment Covenant BP has committed to: Providing Aboriginal Mentoring to each employee from Indigenous heritage Providing 300 job opportunities over ten years BP in partnership with stakeholders developed Opal fuel (a low aromatic fuel). After consultation with 10 Aboriginal and Torres Strait Islander communities across Central Australia, Opal was introduced in 2005 into 37 remote communities across the Northern Territory, South Australia and Western Australia. Since then the number of communities supplied with Opal is over 100. Since its inception Opal has assisted in reducing the incidence of petrol sniffing by up to 94% in affected communities. 5

6 Helps me look after my health and wellbeing BP is active in supporting the community We can make a difference in our community Give as you earn to charity organisations by having deductions made from your pay. Matched Giving will match your lump sum or Give as you Earn contribution of money, time or effort to eligible community organisations up to the value of $5,000 per year. $4.67m was given in donations and sponsorships in the last year by the Australian Business. We support your heath and wellbeing Our larger sites have access to a selection of health and wellbeing initiatives, flu shots, exercise opportunities, health check, seminars and massage to name a few. Many of these educational opportunities can be accessed via teleconference. Use your 2 days of Volunteer Leave to make a difference to your chosen charity or not for profit organisation. Through the BP Education grants program we provided over $80,000 to 13 secondary schools in Western Australia and Queensland to develop projects that add value to the school, community and business environments. The Project New Dawn programme moves long term unemployed homeless persons to accommodation in a shared house and employment through the BP retail network for up to 18 months. BP currently leases 5 houses around Australia, each with two participants and a lead tenant. Project New Dawn graduates can stay on with BP or look to other opportunities. Our Employee Assistance Program (EAP) provides counselling services for employees and families at no cost. 90 employees volunteered at the pilot program of a Volunteer Week in October last year. We downed tools for a day and headed to community and not for profit organisations to lend a hand. 6

7 BP will support my career and development We provide opportunities and challenges to take you far BP respects my life outside work Family Access world class Learning and Development, face to face workshops, online learning, mentoring and virtual libraries. Our Parental Leave policies are flexible and gender neutral. They cover child birth and adoption. Our Education Assistance policy can be used to develop your skills and education, it covers up to 75% of agreed course and text book costs for learning related to your work. Our targeted talent development programs ensure our future leaders get the stretch they need. They include the graduate program, emerging talent and career acceleration program. On the birth of a child we offer leave at full pay for 6 weeks to mothers and 2 weeks to fathers. An additional 12 weeks leave at full pay is offered if you are the primary care giver of that child, regardless of your gender. Our Personal Development Planning process ensures there is focus on your development. 7

8 Flexibility Agile Working is about finding the best way to get work done for the business and for individuals. Its more than being part time or working from home. Our Reward structure is based on performance, demonstrated behaviours and effective delivery, not by time in the office. BP pays superannuation over the level mandated by the government. We each have an opportunity to cash in extra contributions. If you prefer the cash in your pocket this might be an option for you. Purchase up to 6 weeks additional leave. Access to corporate discount schemes through Work Life NAB. Movie tickets, gift vouchers, and travel are just some of the items BP people have saved money on. PARTNA is the Part Timers Network Australia, through this network we aim to: Provide opportunities for part time BP people to connect with each other and the wider BP Australia network Raise awareness of the number and diversity of jobs with flexible work arrangements in BP Australia Sharing of best practice and learning s between the network members and key HR and leadership representatives. 8

9 Some other facts* There are over 100 people across the FVC engaged in formal mentoring programs. Over 70 of our people are now working overseas, we have around 45 international assignees working in Australia. 160 plus ANZ BP people are using our parental leave scheme. More than 140 ANZ BP people work part time. 100 ANZ BP people have taken up the offer to cash in their extra superannuation entitlement. We recruited 80% more graduates this year. We expect to increase our intake by a further 12% next year. We have 14 people who work primarily from home and many more who take the option to work from home regularly. BP people saved $5,000 on movie tickets and $4000 on gift vouchers purchased through Work Life NAB. We invested $6.4m in employee training and capability in The overall gender make-up of our graduates for 2014 is 52% male, 48% female. This is the greatest representation of female graduates that we have had in one cohort. The intake for the BP Graduate Program has doubled since 2011 (14 to 28, or 100% increase). Applications for the BP Graduate Program have increased by 50% since employees in the Downstream business are currently participating in our Emerging Talent Development Program. *At the time of print 9

10 We believe in rewarding people for success Annual Cash Bonus (ACB) is paid in April, its calculation is transparent. As soon as you know your performance rating, BP group and BP Australia s rating you can calculate your bonus. 5 weeks annual leave. 22.5% leave loading is paid on our 5 weeks of leave. It s paid in December, just in time for holidays. Discount fuel is available at BP Service Stations. Level G and above employees get 100% discount, level H and below get 25% discount. We offer competitive salaries and a great benefit offer which benchmarks us well against the external market. A competitive reward package Superannuation is paid at 12% of BASE and BONUS, that s above the minimum government requirement. If you are sick, injured or unable to work for more than 90 days BP s Salary Continuance insurance will pay you a benefit of 75% of your salary for up to 2 years.* As a member of the BP Superannuation fund you have the security of knowing a Death or Total and Permanent Disability benefit will be paid as a lump sum. This is the equivalent of 19% of your salary times the number of years until you would have reached 65 years of age.* You may be eligible for an additional card which has a discount of 25%. Rewards should be focused on results for the long term We each have the opportunity to become BP shareholders through the Employee share plan offer. Buy one and BP will chip in another free. Last year that was worth up to $3,400 to participants. Through the share value plan 20% of employees (level G to J) are awarded bonus BP shares to recognise their performance. Easter Tuesday as a extra public holiday sometimes called Oil Tuesday. Not forgetting on the spot recognition Line managers have access to several mechanisms to reward in the moment performance. These include spot bonuses and Red Balloon gift vouchers. If you like working with us, your friends might too Refer a previous colleague or friend for a role at BP and receive up to $4,000 if they are successful. *Subject to the terms and conditions of the relevant insurance policy 10

Employee Benefits. Financial Reward. Work Flexibility. Your Wellbeing. Development and Recognition

Employee Benefits. Financial Reward. Work Flexibility. Your Wellbeing. Development and Recognition Employee Benefits Financial Reward Work Flexibility Your Wellbeing Development and Recognition At CBH, benefits come in many forms. You work hard for us, so we want to offer ways of making your life that

More information

Workforce Strategic Plan 2011 2014

Workforce Strategic Plan 2011 2014 Workforce Strategic Plan 2011 2014 Foreword The Department of Education and Training, supported by a workforce of approximately 80,000 people, delivers world class services to Queensland across the education,

More information

07 Our people and our corporate governance

07 Our people and our corporate governance 07 Our people and our corporate governance The department is committed to creating a capable, agile and innovative workforce to meet current and future business needs. To achieve this, the department has

More information

Staff benefits. Make a splash

Staff benefits. Make a splash Staff benefits 2011 Make a splash The benefits of working for Sydney Water Sydney Water is a world leader in an industry that is as essential to our community as the water it delivers. We do this by using

More information

KIWISAVER. Death and Permanent Disability Insurance. The Company contribution is 7% of your earnings

KIWISAVER. Death and Permanent Disability Insurance. The Company contribution is 7% of your earnings Staff Benefits ...we are committed to providing our employees with a benefits package that acknowledges and supports their contribution and the value they add to our Company. Jo Oakes - HR Manager KIWISAVER

More information

STAFF BENEFITS WESTERN NSW LOCAL HEALTH DISTRICT

STAFF BENEFITS WESTERN NSW LOCAL HEALTH DISTRICT STAFF BENEFITS WESTERN NSW LOCAL HEALTH DISTRICT The benefits of working for the Western NSW Local Health District The Western NSW Local Health District provides you with a healthy career choice with many

More information

the reason employees choose to Stay, Say and Strive at Link Housing

the reason employees choose to Stay, Say and Strive at Link Housing the reason employees choose to Stay, Say and Strive at Link Housing Link Housing is a client centred, service orientated community housing provider with a vision for providing a better future for those

More information

The how to guide to employer-provided paid parental leave Adapting or introducing entitlements to complement the Government s Paid Parental Leave

The how to guide to employer-provided paid parental leave Adapting or introducing entitlements to complement the Government s Paid Parental Leave The how to guide to employer-provided paid parental leave Adapting or introducing entitlements to complement the Government s Paid Parental Leave scheme Introduction Employer-provided paid parental leave

More information

It s great to be working for a bank that helps build a future for local business and industry.

It s great to be working for a bank that helps build a future for local business and industry. Total Reward Terms and conditions apply please refer to the BNZ Intranet or your People Leader for full details. All benefits contained in this document are not part of the terms and conditions of employment.

More information

ATTRACT REWARD RETAIN

ATTRACT REWARD RETAIN LABORATORIES ATTRACT REWARD RETAIN My Benefits at IDEXX ATTRACT, REWARD, RETAIN My Benefits at IDEXX At IDEXX, our Mission is 'to be a great company by creating exceptional longterm value for our employees,

More information

Aboriginal Human Resources Development Plan. A message from the Director-General

Aboriginal Human Resources Development Plan. A message from the Director-General DRAFT Aboriginal Human Resources Development Plan 2012-2017 Our priorities The priorities outlined in the Plan provide a framework for committed action and innovative responses from our workforce to meet

More information

Aboriginal and Torres Strait Islander Health Workers / Practitioners in focus

Aboriginal and Torres Strait Islander Health Workers / Practitioners in focus Aboriginal and Torres Strait Islander Health Workers / Practitioners in focus i Contents Introduction... 1 What is an Aboriginal and Torres Strait Islander Health Worker?... 2 How are Aboriginal and Torres

More information

WORKFORCE ENGAGEMENT. Workplace productivity will continue to be an issue for the business and is a key component of the transformation strategy.

WORKFORCE ENGAGEMENT. Workplace productivity will continue to be an issue for the business and is a key component of the transformation strategy. WORKFORCE ENGAGEMENT Toyota Australia is undergoing a whole of business transformation in order to create a sustainable future. The company is working with employees to ensure they understand the vital

More information

AMP Graduate Program 2017: Global Distribution & Business Management

AMP Graduate Program 2017: Global Distribution & Business Management AMP Graduate Program 2017: Global Distribution & Business Management The AMP Promise The AMP Promise is Helping people own tomorrow, which means delivering the right balance of security and performance.

More information

Employing Military Spouses

Employing Military Spouses Employing Military Spouses A guide for employers Incorporating: 1. Introduction The UK has approximately 100,000 military spouses 1 with the important job of supporting a partner in the armed forces, which

More information

Reconciliation action plan 2010 13

Reconciliation action plan 2010 13 Reconciliation action plan 2010 13 COMMONWEALTH OF AUSTRALIA 2010 This work is copyright. Apart from any use as permitted under the Copyright Act 1968, no part may be reproduced by any process without

More information

DRAFT. Strategic Human Resources Plan. Our priorities 2012-2017. Students and communities at the centre of what we do.

DRAFT. Strategic Human Resources Plan. Our priorities 2012-2017. Students and communities at the centre of what we do. DRAFT Strategic Human Resources Plan 2012-2017 Students and communities at the centre of what we do World class education and training and strong, sustainable communities are what students and communities

More information

Case study. Research showcasing leading practice at the Commonwealth Bank GENDER P Y EQUITY

Case study. Research showcasing leading practice at the Commonwealth Bank GENDER P Y EQUITY Case study Research showcasing leading practice at the Commonwealth Bank GENDER P Y EQUITY Contents Foreword 2 Executive Summary In brief Context and history Step 1: Awareness Step 2: The business case

More information

Pay and benefits at Regent s College

Pay and benefits at Regent s College Pay and benefits at Regent s College Regent s College is changing Dear Colleagues Only a few years ago we were an affiliation of schools and colleges. Now we are moving towards being a single, coherent

More information

TOTAL REWARDS PROGRAM

TOTAL REWARDS PROGRAM TOTAL REWARDS PROGRAM Total Rewards Program Why work at Bridge Housing as opposed to somewhere else? We offer you the opportunity to be engaged in work which makes a difference to people s lives. Bridge

More information

NATIONAL FRAMEWORK FOR RURAL AND REMOTE EDUCATION

NATIONAL FRAMEWORK FOR RURAL AND REMOTE EDUCATION NATIONAL FRAMEWORK FOR RURAL AND REMOTE EDUCATION DEVELOPED BY THE MCEETYA TASK FORCE ON RURAL AND REMOTE EDUCATION, TRAINING, EMPLOYMENT AND CHILDREN S SERVICES 1 CONTENTS Introduction... 3 Purpose...

More information

Workforce Plan Case Study. City of Melville - Western Australia. Dr Shayne Silcox Chief Executive Officer

Workforce Plan Case Study. City of Melville - Western Australia. Dr Shayne Silcox Chief Executive Officer Workforce Plan Case Study City of Melville - Western Australia Dr Shayne Silcox Chief Executive Officer The City has a clear People approach and deployment that is measured and continuously improved. The

More information

Evaluating the effectiveness of Reconciliation Action Plans Report prepared by Auspoll

Evaluating the effectiveness of Reconciliation Action Plans Report prepared by Auspoll Evaluating the effectiveness of Reconciliation Action Plans Report prepared by Auspoll REPORT PREPARED BY: David Stolper Senior Research Partner d.stolper@auspoll.com.au T/ 02 9258 4462 Nick Wyatt Consultant

More information

MANAGEMENT PLAN. Equal Employment Opportunity & Workforce Diversity

MANAGEMENT PLAN. Equal Employment Opportunity & Workforce Diversity MANAGEMENT PLAN Equal Employment Opportunity & Workforce Diversity Final Version: 1.0 Identifier CCS 5.1.7 Policy Section: HR Management Date Adopted: 8 November 2012 Review Date: November 2015 Author:

More information

To keep things running smoothly requires the combined efforts of a highly talented team one we hope you ll be joining soon.

To keep things running smoothly requires the combined efforts of a highly talented team one we hope you ll be joining soon. 19 November 2015 Family Mosaic Ocean House 87-89 London Road St Leonards On Sea East Sussex TN37 6BD T: 01424 839626 Dear Candidate, Thanks for your interest in working for Family Mosaic. In addition to

More information

Recruitment and Selection. Guide to Employee Benefits

Recruitment and Selection. Guide to Employee Benefits Recruitment and Selection Guide to Employee Benefits CONTENTS 2 1 INTRODUCTION OVERVIEW 3 2 WORKING FOR GLASGOW CITY COUNCIL EQUAL OPPORTUNITIES 4 ERNITY & ADOPT PAY & GRADING STRUCTURE 4 ION 3 CODE OF

More information

A message from John McFarlane

A message from John McFarlane A message from John McFarlane With the announcement of ANZ s interim financial results today, we are also releasing a concise report of on our Customer, People, Community and Environment goals for the

More information

Conditions of employment and additional benefits at UBS in Switzerland. Your advantages with UBS.

Conditions of employment and additional benefits at UBS in Switzerland. Your advantages with UBS. Conditions of employment and additional benefits at UBS in Switzerland Your advantages with UBS. We reward your personal performance. At UBS we recruit and employ the best staff members you. You can also

More information

Australia. Old Age, Disability, and Survivors. Australia. Exchange rate: US$1.00 equals 1.32 Australian dollars (A$). Qualifying Conditions

Australia. Old Age, Disability, and Survivors. Australia. Exchange rate: US$1.00 equals 1.32 Australian dollars (A$). Qualifying Conditions Australia Exchange rate: US$1.00 equals 1.32 Australian dollars (A$). Old Age, Disability, and Survivors First laws: 1908 (old-age and disability) and 1942 (widows). Current laws: 1991 (social security),

More information

Gender Diversity in Corporate Pakistan

Gender Diversity in Corporate Pakistan Gender Diversity in Corporate Pakistan The participation of women in professional organisations in Pakistan and the Middle East is challenges for organisations that recognise the value companies in Pakistan

More information

A RESPONSE TO SHAPING OUR FUTURE A DISCUSSION STARTER FOR THE NEXT NATIONAL STRATEGY FOR VOCATIONAL EDUCATION AND TRAINING 2004-2010

A RESPONSE TO SHAPING OUR FUTURE A DISCUSSION STARTER FOR THE NEXT NATIONAL STRATEGY FOR VOCATIONAL EDUCATION AND TRAINING 2004-2010 A RESPONSE TO SHAPING OUR FUTURE A DISCUSSION STARTER FOR THE NEXT NATIONAL STRATEGY FOR VOCATIONAL EDUCATION AND TRAINING 2004-2010 March 2003 1 This response to Australian National Training Authority

More information

Application for Bond Loan and Rental Grant assistance

Application for Bond Loan and Rental Grant assistance Office use only (application number) Bond Loan Rental Grant Application for Bond Loan and Rental Grant assistance The Department of Housing and Public Works provides Bond Loans and Rental Grants to people

More information

HR Enabling Strategy 2012-2017

HR Enabling Strategy 2012-2017 This document is yet to be put into corporate format but this interim version can be referred to for the time being. Should you have any queries, please refer to Sally Hartley, University Secretary, x

More information

EMPLOYEE CONDITIONS AND BENEFITS

EMPLOYEE CONDITIONS AND BENEFITS EMPLOYEE CONDITIONS AND BENEFITS Working at the City of Perth Nobody can go back & start a new beginning, but anyone can start today & make a new ending Maria Robinson (First female president of Ireland)

More information

2015 TEACHING WORKFORCE SUPPLY AND DEMAND

2015 TEACHING WORKFORCE SUPPLY AND DEMAND 21/09/15_19195 September 2015 PEO PLE A N D SERV I CES DI REC TO R AT E 2015 TEACHING WORKFORCE SUPPLY AND DEMAND NSW Department of Education 2015 Teaching Workforce Supply and Demand www.dec.nsw.gov.au

More information

The benefits of working at the WATER CORPORATION

The benefits of working at the WATER CORPORATION The benefits of working at the WATER CORPORATION Our purpose is the sustainable management of water services to make WA a great place to live and invest. It is what we seek to do every day, no matter where

More information

Employee Benefits. * Benefits will vary depending on which Kainos location you are based

Employee Benefits. * Benefits will vary depending on which Kainos location you are based Employee Benefits * Benefits will vary depending on which Kainos location you are based It s much more rewarding to work at Kainos. Your benefits package has been designed to reward you and help with your

More information

Joining the Marathon Oil Team

Joining the Marathon Oil Team A Rewarding Challenge Joining the Marathon Oil Team Thank You for Your Interest in Marathon Oil Marathon Oil is committed to fostering an environment of inclusion and mutual respect that promotes individual

More information

SELF AUDITING TOOL FOR HUMAN RESOURCE MANAGEMENT THE UNIVERSITY OF WESTERN AUSTRALIA

SELF AUDITING TOOL FOR HUMAN RESOURCE MANAGEMENT THE UNIVERSITY OF WESTERN AUSTRALIA SELF AUDITING TOOL FOR HUMAN RESOURCE MANAGEMENT THE UNIVERSITY OF WESTERN AUSTRALIA Aim of the Self Auditing Tool To help Schools and other University work areas become more accountable in relation to

More information

Organisational and Leadership Development at UWS

Organisational and Leadership Development at UWS Organisational and Leadership Development at UWS Context The University of Western Sydney s (UWS) leadership development framework is underpinned by the recognition that its managers and leaders have a

More information

Workforce Diversity Plan 2009-2011

Workforce Diversity Plan 2009-2011 Workforce Diversity Plan 2009-2011 The Department of Education and Training (the department) is committed to diversity and inclusion in providing high quality education and training services to our students

More information

Manager briefing. Gender pay equity guide for managers GENDER P Y EQUITY

Manager briefing. Gender pay equity guide for managers GENDER P Y EQUITY Manager briefing Gender pay equity guide for managers GENDER P Y EQUITY Manager briefing Gender pay equity guide for managers Managers play a vital role in addressing pay equity as they are responsible

More information

Human Resources Report 2014 and People Strategy

Human Resources Report 2014 and People Strategy 24 February 2015 Council 5 To consider Human Resources Report 2014 and People Strategy Issue 1 The annual report on Human Resources issues and a proposed People Strategy. Recommendations 2 Council is asked

More information

Improving ACT Public High Schools and Colleges

Improving ACT Public High Schools and Colleges Improving ACT Public High Schools and Colleges A discussion paper to generate ideas Better schools will only come when those in schools dare to have dreams and work to make them a reality Caldwell and

More information

South Australian Women s Health Policy

South Australian Women s Health Policy South Australian Women s Health Policy 1 2 South Australian Women s Health Policy To order copies of this publication, please contact: Department of Health PO Box 287 Rundle Mall Adelaide SA 5000 Telephone:

More information

REPORT TO: THE MORAY COUNCIL: WEDNESDAY 18 APRIL 2007

REPORT TO: THE MORAY COUNCIL: WEDNESDAY 18 APRIL 2007 PAGE: 1 REPORT TO: THE MORAY COUNCIL: WEDNESDAY 18 APRIL 2007 SUBJECT: BY: EMPLOYEE BENEFITS HEAD OF PERSONNEL SERVICES 1. REASON FOR REPORT 1.1 To ask Committee to consider The Moray Council offering

More information

Senate Standing Committee on Education Employment and Workplace Relations. QUESTIONS ON NOTICE Additional Estimates 2012-2013

Senate Standing Committee on Education Employment and Workplace Relations. QUESTIONS ON NOTICE Additional Estimates 2012-2013 Senate Standing Committee on Education Employment and Workplace Relations QUESTIONS ON NOTICE Additional Estimates 2012-2013 Outcome 2 - Schools and Youth DEEWR Question No. EW1014_13 Senator Back asked

More information

Human Resources Report 2014

Human Resources Report 2014 Item 7 Item # Council CounciRemunerationl 3 February Date19 2015 March 2013 Human Resources Report 2014 Purpose of paper Action Public/Private Corporate Strategy 2013-15 Decision Trail Recommendations

More information

Nursing our future. An RCN study into the challenges facing today s nursing students in the UK

Nursing our future. An RCN study into the challenges facing today s nursing students in the UK Nursing our future An RCN study into the challenges facing today s nursing students in the UK Nursing our future An RCN study into the challenges facing today s nursing students in the UK Royal College

More information

Westpac Future Leaders Scholarship. 2015 Funding Guidelines

Westpac Future Leaders Scholarship. 2015 Funding Guidelines Westpac Future Leaders Scholarship 2015 Funding Guidelines Contents 1. Introduction to the Westpac Bicentennial Foundation... 3 2. The Westpac Future Leaders Scholarship... 3 2.1 Overview... 3 2.2 Scholarship

More information

April 2011. Human Resources Strategy 2011-15 1

April 2011. Human Resources Strategy 2011-15 1 Human Resources Strategy 2011-15 April 2011 Human Resources Strategy 2011-15 1 Message from the Human Resources Manager In order to be successful, Ruapehu District Council (RDC) has to develop its human

More information

FUNDED COURSES TRAINING & ASSESSMENT. TAE40110 Certificate IV in Training and Assessment

FUNDED COURSES TRAINING & ASSESSMENT. TAE40110 Certificate IV in Training and Assessment FUNDED COURSES TRAINING & ASSESSMENT TAE40110 Certificate IV in Training and Assessment Kiama Community College 7 Railway Pde, Kiama NSW 2533 P 02 4232 1050 F 02 4232 1051 E info@kcc.nsw.edu.au W www.kcc.nsw.edu.au

More information

NSW Public Service Commissioner NSW Health Good Health Great Jobs Stepping Up Forum 2015

NSW Public Service Commissioner NSW Health Good Health Great Jobs Stepping Up Forum 2015 NSW Public Service Commissioner NSW Health Good Health Great Jobs Stepping Up Forum 2015 Our Aboriginal workforce The Australian Bureau of Statistics figures from 2011 estimate that 2.9% of the NSW population

More information

Global Security Manager

Global Security Manager Global Security Manager Introduction from the Head of International People Management Thank you for taking the time to read this information pack. This is a really exciting opportunity to join WaterAid

More information

2015 / 2016 STRATEGIC DIRECTIONS AND OPERATIONAL PLAN

2015 / 2016 STRATEGIC DIRECTIONS AND OPERATIONAL PLAN 2015 / 2016 STRATEGIC DIRECTIONS AND OPERATIONAL PLAN Contents THE APPA NARRATIVE FOR PRIMARY SCHOOL EDUCATION...3 THE AUSTRALIAN EDUCATION CONTEXT...4 CORE PURPOSE...5 APPA S CORE BUSINESS IS TO BE:...6

More information

PEN CONFERENCE 9 JUNE 2015 FEEDBACK FROM THE WORKSHOP WHAT ELSE CAN WE DO TO ATTRACT, RETAIN AND DEVELOP PEOPLE IN THE CARE SECTOR?

PEN CONFERENCE 9 JUNE 2015 FEEDBACK FROM THE WORKSHOP WHAT ELSE CAN WE DO TO ATTRACT, RETAIN AND DEVELOP PEOPLE IN THE CARE SECTOR? PEN CONFERENCE 9 JUNE 2015 FEEDBACK FROM THE WORKSHOP WHAT ELSE CAN WE DO TO ATTRACT, RETAIN AND DEVELOP PEOPLE IN THE CARE SECTOR? The feedback from this workshop will inform the Workforce Strategy 1.

More information

Your Employee Benefits at Asciano

Your Employee Benefits at Asciano Your Employee Benefits at Asciano Toolkit for Salaried Employees Your complete guide on how to access a great range of benefits Contents PAGE 2 Message from Alex Badenoch 3 How to use this resource 4

More information

How To Set Up A Successful Women In Engineering Program

How To Set Up A Successful Women In Engineering Program Women in Engineering Industry Blueprint of Successful in-house Professional Women s Programs Introduction Engineers Australia s Women in Engineering National and Division Committees have been approached

More information

University of Canterbury Staff Benefits Human Resources. www.canterbury.ac.nz

University of Canterbury Staff Benefits Human Resources. www.canterbury.ac.nz University of Canterbury Staff Benefits Human Resources www.canterbury.ac.nz A Balanced Life At UC we offer our staff more than just a job we offer them an opportunity to be part of a dynamic, world class

More information

Health and Community Services Industry Workforce Action Plan 2010-2014

Health and Community Services Industry Workforce Action Plan 2010-2014 Health and Community Services Industry Workforce Action Plan 2010-2014 Together, supporting South Australians health and wellbeing through a skilled and innovative health and community services workforce.

More information

Cambridge Judge Business School Further particulars

Cambridge Judge Business School Further particulars Cambridge Judge Business School Further particulars JOB TITLE: REPORTS TO: SENIOR MBA PROGRAMME COORDINATOR MBA PROGRAMME HEAD Background Established in 1990, Cambridge Judge Business School is a relatively

More information

Claim for Approved Child Care payments

Claim for Approved Child Care payments Claim for Approved Child Care payments an annual lump sum payment for the 2014 2015 financial year Online Services When to use this form When to Claim Filling in this form Use our online services You do

More information

Supporting our teachers

Supporting our teachers Recognise. Respect. Value. Policy direction overview Discussion paper two Better schools Better future Supporting our teachers We can all recall a teacher who made a difference a teacher who inspired us,

More information

Gary Cooke Cabinet Member for Corporate & Democratic Services Amanda Beer Corporate Director Engagement, Organisation Design & Development

Gary Cooke Cabinet Member for Corporate & Democratic Services Amanda Beer Corporate Director Engagement, Organisation Design & Development By: Gary Cooke Cabinet Member for Corporate & Democratic Services Amanda Beer Corporate Director Engagement, Organisation Design & Development To: Personnel Committee Date: 4 November 2015 Subject: Classification:

More information

Financial planning guide For teachers who are approaching retirement

Financial planning guide For teachers who are approaching retirement Financial planning guide For teachers who are approaching retirement Financial planning guide 1 2 Contents Think ahead 4 When did you join? 5 Different rules, at different times 6 What kind of member are

More information

NATIONAL STRATEGY FOR FOOD SECURITY IN REMOTE INDIGENOUS COMMUNITIES

NATIONAL STRATEGY FOR FOOD SECURITY IN REMOTE INDIGENOUS COMMUNITIES NATIONAL STRATEGY FOR FOOD SECURITY IN REMOTE INDIGENOUS COMMUNITIES Council of Australian Governments A Strategy agreed between: the Commonwealth of Australia and the States and Territories, being: the

More information

HAVING REGARD to Article 5 b) of the Convention on the Organisation for Economic Cooperation and Development of 14 December 1960;

HAVING REGARD to Article 5 b) of the Convention on the Organisation for Economic Cooperation and Development of 14 December 1960; THE COUNCIL, HAVING REGARD to Article 5 b) of the Convention on the Organisation for Economic Cooperation and Development of 14 December 1960; HAVING REGARD to the 1976 Recommendation of the Council on

More information

About CatholicCare. Serving the whole community... CatholicCare

About CatholicCare. Serving the whole community... CatholicCare About CatholicCare Serving the whole community... CatholicCare 2 About CatholicCare Contents About CatholicCare...5 Ageing, Dementia and Disability...7 Employment, Training and Support Services...8 Family

More information

Insurance. Insurance. My home is insured. What should I do first?

Insurance. Insurance. My home is insured. What should I do first? Insurance This chapter has information for people with insurance queries who experienced loss because of the February 2009 Victorian bushfires. It also has information on financial and other help. My home

More information

Swinburne University of Technology Gender Equality Strategic Action Plan 2015-2016

Swinburne University of Technology Gender Equality Strategic Action Plan 2015-2016 Swinburne University of Technology Gender Equality Strategic Action Plan 2015-2016 Page 1 of 8 1. Introduction 1.1. Context and Swinburne s HR Strategic Planning Framework Swinburne has established its

More information

Centrelink payments and entitlements, pension bonus scheme and work bonus

Centrelink payments and entitlements, pension bonus scheme and work bonus Centrelink payments and entitlements, pension bonus scheme and work bonus 1 January 2014 While there are many different Centrelink payments and entitlements available, in this flyer we have outlined the

More information

Delivering for Seniors

Delivering for Seniors 1 Delivering for Seniors DELIVERING FOR SENIORS Federal Labor s Delivering for Seniors package will support and encourage older Australians in the workforce, tackle age discrimination, support grandparent

More information

Career transition guide. We empower you. westernpacific.com.au

Career transition guide. We empower you. westernpacific.com.au Career transition guide We empower you. westernpacific.com.au Contents Introduction 3 Coming to terms with redundancy 3 Assessing your financial position 4 Securing employer payments 5 Redundancy and your

More information

Suncorp Funeral Plan. Product Disclosure Statement

Suncorp Funeral Plan. Product Disclosure Statement Suncorp Funeral Plan Product Disclosure Statement Prepared on: 14 February 2014 Effective date: 12 March 2014 Important information This is the Product Disclosure Statement (PDS) for Suncorp Funeral Plan.

More information

Women in Engineering. Industry Blueprint of Successful In-House Professional Women s Programs - Supplemental

Women in Engineering. Industry Blueprint of Successful In-House Professional Women s Programs - Supplemental Women in Engineering Industry Blueprint of Successful In-House Professional Women s Programs - Supplemental Introduction Creating a Business Case for an In-House Professional Women s Program In 2012, Engineers

More information

RECRUITMENT INFORMATION FOR CANDIDATES for Countries in Africa; Asia and the Middle East; Latin America and the Caribbean

RECRUITMENT INFORMATION FOR CANDIDATES for Countries in Africa; Asia and the Middle East; Latin America and the Caribbean CONTENTS RECRUITMENT INFORMATION FOR CANDIDATES for Countries in Africa; Asia and the Middle East; Latin America and the Caribbean OVERVIEW... 2 CONTRACT OF EMPLOYMENT... 2 ROLE PROFILES... 3 PAY AND PAY

More information

QUEENSLAND University Degree Location Support Recognition of Prior Learning (RPL) Central Queensland University

QUEENSLAND University Degree Location Support Recognition of Prior Learning (RPL) Central Queensland University QUEENSLAND University Degree Location Support Recognition of Prior Learning (RPL) Central Queensland University On- campus or distance OP: 18 SR: 61 ATAR: 4 6.45 Bundaberg Mackay Rockhampton Office of

More information

Indigenous Education Strategy 2015 2024

Indigenous Education Strategy 2015 2024 Indigenous Education Strategy 2015 2024 The painting that forms the basis for the design of this strategy and accompanying documents was provided by Jannette McCormack. Jannette initially provided her

More information

Information for recruitment of Fundraising and Database Administrator

Information for recruitment of Fundraising and Database Administrator Information for recruitment of Fundraising and Database Administrator June 2012 1 Contents Job Description and Person Specification 3 What we do 5 The Fundraising Team 7 Organogram 8 Key challenges 8 TSN

More information

Human Resource Change Management Plan

Human Resource Change Management Plan Structural Reform in Western Australian Local Governments Human Resource Change Management Plan A resource for the progression of your workforce through the structural reform process Contents Human Resource

More information

Appointment of Executive Director, Services and Support

Appointment of Executive Director, Services and Support Appointment of Executive Director, Services and Support 1 Executive summary More than 100,000 people live with multiple sclerosis (MS) in the UK. Every one of them shares the uncertainty of life with MS.

More information

Private Health Insurance Ombudsman

Private Health Insurance Ombudsman Private Health Insurance Ombudsman Reconciliation Action Plan for 2010-2012 Our vision for reconciliation Our vision is that the Private Health Insurance Ombudsman (PHIO) be recognised as the independent

More information

Key Findings ASIC Report 419. Australian Financial Attitudes and Behaviour Tracker Wave 1: March August 2014

Key Findings ASIC Report 419. Australian Financial Attitudes and Behaviour Tracker Wave 1: March August 2014 ASIC Report 419 Wave 1: March August 2014 Australian Securities and Investments Commission December 2014 Contents INTRODUCTION 3 KEY FINDINGS 9 Financial attitudes 10 Keeping track of finances 11 Planning

More information

AN ENTERPRISING BUSINESS SCHOOL

AN ENTERPRISING BUSINESS SCHOOL AN ENTERPRISING BUSINESS SCHOOL WITH MORE THAN 40,000 ALUMNI OUR IMPACT SPANS EVERY CONTINENT CITY WEST CAMPUS IN ADELAIDE S DYNAMIC WEST END IS HOME TO THE UNISA BUSINESS SCHOOL WELCOME It s an exciting

More information

Smart End of Financial Year Strategies

Smart End of Financial Year Strategies Level 7,34 Charles St Parramatta Parramatt NSW 2150 PO Box 103 Parramatta NSW 2124 Phone: 02 9687 1966 Fax: 02 9635 3564 Web: www.carnegie.com.au Build Guide Protect Manage Wealth Smart End of Financial

More information

PENSIONS AT A GLANCE 2011: RETIREMENT-INCOME SYSTEMS IN OECD COUNTRIES AUSTRALIA

PENSIONS AT A GLANCE 2011: RETIREMENT-INCOME SYSTEMS IN OECD COUNTRIES AUSTRALIA PENSIONS AT A GLANCE 2011: RETIREMENT-INCOME SYSTEMS IN OECD COUNTRIES Online Country Profiles, including personal income tax and social security contributions AUSTRALIA Australia: pension system in 2008

More information

Department of Finance and Deregulation Reconciliation Action Plan Annual Progress Report for the Year 2007/2008

Department of Finance and Deregulation Reconciliation Action Plan Annual Progress Report for the Year 2007/2008 Department of Finance and Deregulation Reconciliation Action Plan Annual Progress Report for the Year 2007/2008 Reconciliation Action Area 1: Employ Aboriginal and Torres Strait Islander people into Finance

More information

Proposed overarching principles for National Standards for Out of Home Care

Proposed overarching principles for National Standards for Out of Home Care Working document Development of National Standards for out of home care Over the last ten years, all Australian governments in strong partnership with the non-government sector have increasingly recognised

More information

Supporting you to be your best. A guide for Corrections staff on benefits and support March 2014

Supporting you to be your best. A guide for Corrections staff on benefits and support March 2014 Supporting you to be your best A guide for Corrections staff on benefits and support March 2014 CONTENTS INTRODUCTION 2 HEALTH AND WELL-BEING 3 PROFESSIONAL DEVELOPMENT 8 STAFF SUPPORT 10 FINANCIAL BENEFITS

More information

To keep things running smoothly requires the combined efforts of a highly talented team one we hope you ll be joining soon.

To keep things running smoothly requires the combined efforts of a highly talented team one we hope you ll be joining soon. 10 th December 2015 Dear Candidate, Thanks for your interest in working for Family Mosaic. Family Mosaic is one of the largest housing providers in London and the South East. We provide affordable homes

More information

2016 Course Prospectus

2016 Course Prospectus RTO ID 88112 2016 Course Prospectus For Certificate IV, Diploma and Advanced Diploma Qualifications Practical. Accessible. Simple to use. PO Box 493, Fyshwick, ACT 2610 T: 02 6188 4320 F: 02 6273 8988

More information

MAURICE BLACKBURN. Reconciliation Action Plan

MAURICE BLACKBURN. Reconciliation Action Plan MAURICE BLACKBURN Reconciliation Action Plan Our Vision Maurice Blackburn strongly supports reconciliation and is committed to working to overcome division and inequality between Aboriginal and Torres

More information

Product Disclosure Statement

Product Disclosure Statement GIO Funeral Plan Product Disclosure Statement This product and Product Disclosure Statement are issued by Suncorp Life & Superannuation Limited ABN 87 073 979 530 AFSL 229880 under the brand, GIO. Important

More information

Our Business - Sales tracking and insight for the retail and technology markets

Our Business - Sales tracking and insight for the retail and technology markets Our Business - Sales tracking and insight for the retail and technology markets GfK Retail and Technology UK Ltd is part of GfK, one of the largest market research companies in the world. It is the world's

More information

Saving with SSRSS and KiwiSaver

Saving with SSRSS and KiwiSaver Saving with SSRSS and This information is based on legislation current at 1 April 2013. Save with SSRSS Effective 1 October 2008 the SSRSS stopped accepting applications for membership. The SSRSS schemes

More information

Drawing by: Hamza Rajab, 13 years old. Our People: Human Resources Development

Drawing by: Hamza Rajab, 13 years old. Our People: Human Resources Development Drawing by: Hamza Rajab, 13 years old Our People: Human Resources Human Resources 44 Drawing by: Hilweh Ayman, 12 years old Putting sustainability at the heart of Aramex culture Key Issue Key Area and

More information

Funeral Plan. Product Disclosure Statement. Rewarding experience

Funeral Plan. Product Disclosure Statement. Rewarding experience Funeral Plan Product Disclosure Statement Rewarding experience This product and product disclosure statement are issued by Suncorp Life & Superannuation Limited ABN 87 073 979 530 AFSL 229880 under the

More information

Client Needs Analysis

Client Needs Analysis Date: YOUR DETAILS: Client Needs Analysis Full name (Client 1): Full name (Client 2): If Company and/or Trust: Company/Trust name: ABN/ACN: Registered address: Business address (if different from above):

More information

NATIONAL PARTNERSHIP AGREEMENT ON EARLY CHILDHOOD EDUCATION

NATIONAL PARTNERSHIP AGREEMENT ON EARLY CHILDHOOD EDUCATION NATIONAL PARTNERSHIP AGREEMENT ON EARLY CHILDHOOD EDUCATION Council of Australian Governments An agreement between the Commonwealth of Australia and the States and Territories, being: the State of New

More information

www.healthcareersinthebush.com Scholarships and Financial Assistance

www.healthcareersinthebush.com Scholarships and Financial Assistance Scholarships and Financial Assistance Section 5: Scholarships and Financial Assistance There are a wide variety of scholarships and grants available both within Queensland and nationally. Below you will

More information