FTE - casual 52.3 30.3 3.0 128.1 n/a 722.5 936.2 Headcount total 1389 126 59 975 38 20,551 23,137 Headcount - permanent 987 37 43 521 29 15,901 17,518 Headcount - temporary 175 25 5 152 9 3196 3562 Headcount - casual 227 64 11 302 n/a 1454 2058 Age (average) 41.9 41.5 50.4 46.9 37.4 42.5 43.4 Length of service (average, 5.8 5.1 6.3 10 5.7 8.6 6.9 Separation rate (average permanent headcount) 11% 11% 13% 5.9% 15.6% 6.2% 10.4% Diversity (FTE, headcount): Aboriginal and Torres Strait Islanders n/a n/a n/a 11.9(FTE) 17(HC) n/a 235.1 (FTE) 253 (HC) 247 (FTE) 270 (HC) People with disability n/a n/a (FTE) n/a (HC) n/a 15.9 (FTE) 22 (HC) 2.0(FTE) 2(HC) 368.7 (FTE) 415 (HC) 387.6 (FTE) 440 (HC) Culturally & linguistically diverse n/a 5 (FTE) 5 (HC) n/a 123.6(FTE) 160 (HC) 17.0(FTE) 17(HC) 3140.4 (FTE) 3453 (HC) 3286 (FTE) 3635 (HC) Female FTE 809.1 44.4 29.1 442.6 18.8 12811.8 Female Headcount 1099 71 34 613 19 N/A = reporting on this data may inadvertently identify individuals or individual cases. 2.22 Overview of the ACT Public Sector
than on-line training) Use of promotional material (e.g. bookmarks, brochures, posters) other than that used as part of induction/orientation 9 9 9 9 Formal sessions on how the Values and Section 9 should operate in practice 8 10 6 7 On-line training 5 6 4 4 Other 4 4 4 4 No training was provided 2 1 3 2 Delivery Methods for Learning and Development – Tracking ACTPS Values and/or Section 9 Executive Staff Non-Executive 2011/12 2012/13 2013/14 2011/12 2012/13 2013/14 Awareness-raising as part of induction/orientation 10 11 9 13 12 13 Information on intranet/website (other than on-line training) 11 9 9 11 9 10 Use of promotional material (e.g. bookmarks, brochures, posters) other than that used as part of induction/orientation 7 5 9 7 5 9 Formal sessions on how the Values and 7 7 8 10 7 10
Formal Performance Management/Development Framework 2. Does your Agency have a formal performance management/development framework? Base: All respondents, n=15. Performance Management System Elements Most commonly, staff participation in formal and informal feedback sessions, and individual performance management plans are used by Agencies. 4. Are any of the following elements included in your Agency's performance management/development framework? Base: All respondents, n=15. Performance Management System Elements - Tracking Included Not included 2011/12 2012/13 2013/14 2011/12 2012/13 2013/14 Staff participation in informal feedback sessions 15 14 15 0 0 0 Staff participation in formal feedback sessions 15 14 15 0 0 0 Individual performance management/development plans linked to the agency business plan 14 14 15 1 0 0 Individual performance/development plans linked to Agency and/or service wide values 12 13 15 3 1 0 Staff participation in the performance management/development system is monitored 12 13 14 3 1 1 Total Participating Agencies 15 14 15 15 14 15 Workforce Planning Activity
Special Employment Arrangements (SEAs) 11 79% 12 80% Flexible work hours 8 57% 10 67% Commencement above base salary 6 43% 7 47% Development opportunities (e.g. awards, fellowships, secondments) 3 21% 4 27% Work placements/rotations 0 0% 2 13% Provision of studies assistance 4 29% 2 13% Graduate programs 3 21% 2 13% Health and wellbeing programs 2 14% 1 7% HR support case managers for trainees and apprentices 1 7% 1 7% Support for Transition to Retirement 1 7% 0 0% Other 3 21% 4 27% Total Participating Agencies 14 100% 15 100% Targeted Initiatives to Retain Specific Groups The following graph illustrates the breakdown of initiatives (targeted and not targeted) for each of the specific groups. The most targeted initiatives were for professional employees (10) and Aboriginal and Torres Strait Islanders (8). 10. In 2013/14, did your Agency employ any specific and targeted initiatives to attract and/or retain any of the following groups? Base: All respondents, n=15. Targeted Initiatives to Retain Specific Groups - Tracking
Targeted Not targeted 2011/12 2012/13 2013/14 2011/12 2012/13 2013/14 Professional Employees 11 11 10 4 3 5 Aboriginal and Torres Strait Islanders (ATSI) 10 11 8 5 3 7 Entry level employees 9 9 7 6 5 8 People with disability 6 8 6 9 6 9 People from culturally and linguistically diverse backgrounds 3 5 6 12 9 9 Trades Employees 3 5 4 12 9 11 Young employees (under the age of 35) 6 4 4 9 10 11 Employees 6 2 3 9 12 12 Women 3 2 2 12 12 13 Part-time employees 1 2 1 14 12 14 Mature employees (over the age of 45) 2 2 1 13 12 14 No specific initiatives 0 0 0 0 0 15 Men 1 1 0 14 13 15
support to people conducting investigations Use of Shared Services Centre 8 9 9 3 1 1 Detailed procedures available to people conducting investigations 8 7 9 3 3 1 External panel trained to conduct investigations 9 8 9 2 2 1 Investigations referred to Senior Executives Responsible for Business Integrity Risk (SERBIR) 9 7 8 2 3 2 Service/Client Charters 4 5 6 7 5 4 Investigations referred to Commissioner for Public Administration 2 3 5 9 7 5 Internal panel trained to conduct investigations 6 5 5 5 5 5 Central unit conducts all investigations 7 7 5 4 3 5 Measures to Ensure Sanctions are Imposed
Specialised training for contact staff 14 93% 14 100% 15 100% with staff about bullying and harassment procedures and policies 15 100% 14 100% 15 100% Option of additional support from an external provider (e.g. EAP) 15 100% 14 100% 15 100% Accessible and effective reporting system(s) 14 93% 13 93% 14 93% Use of promotional material (e.g. posters, brochures) 13 87% 12 86% 13 87% External investigator 12 80% 11 79% 9 60% Other 5 33% 2 14% 2 13% Total Participating Agencies 15 100% 14 100% 15 100% Employee Assistance Provider 21. Does your Agency have an Employee Assistance Provider? Base: All respondents, n=15. Provider # of mentions 8 Converge International 2
Preventing Work Bullying Guidelines 14 93% 14 100% 13 87% Total Participating Agencies 15 100% 14 100% 15 100% Tools to Promote RED Framework A total of 15 Agencies include information on bullying and harassment in their induction program and 13 Agencies utilise RED Resources. 31. of the following tools has your Agency used to promote the RED framework? Please select all that apply. Base: All respondents, n=15. to Promote RED Framework - Tracking 2011/12 2012/13 2013/14 Inclusion of information on bullying and harassment in induction program 12 13 15 RED Resources (Framework folders & brochures) 14 12 13 Inclusion of information on bullying and harassment in staff surveys (exit and climate surveys) 10 8 10 Regular team 9 9 10
meeting discussions regarding RED RED overview sessions (separate to RED training sessions) 8 8 10 survey includes questions on bullying and harassment 4 6 9 A RED network that meets quarterly or more frequently 7 9 7 Other 6 6 3 Total Participating Agencies 15 14 15 Access to RED Folder and Other Resources 32. Do all managers and teams have access to a RED folder and other resources? Base: All respondents, 2011/12; n=15, 2012/13; n=14, 2013/14; n=15. 2011/12 2012/13 2013/14 Have access to RED folder 13 13 14 Do not have access to RED folder 1 1 1 Unsure 1 0 0 Total Participating Agencies 15 14 15 Method of Providing Staff Access to RED Resources
Assist employees across the to build disability confidence as managers and hirers of People with Disability and provide practical ideas and tools to make a difference on the ground 7 3 4 8 11 11 Promote and recognise International Day of People with Disability 7 6 4 8 8 11 Ensure jobs are advertised in both mainstream and disability publications and/or to specialist Disability employment services 3 1 2 12 13 13 Total Participating Agencies 15 14 15 15 14 15
Proportion of ACT population[24] 4.4% 4.5% 4.6% 4.7% 4.8% Headcount Headcount (end FY) 17917 18599 19331 20017 20551 Proportion of ACT population[25] 5.0% 5.1% 5.2% 5.3% 5.3% Executives (end FY) FTE 175.4 183.6 186.0 196.7 211.5 Proportion of workforce 1.1% 1.1% 1.1% 1.1% 1.2% Headcount 178 185 187 197 213 Proportion of workforce 1.0% 1.0% 1.0% 1.0% 1.0% Employment modes (proportions of workforce, based on headcount, end FY) Permanent 79.3% 78.2% 77.9% 77.6% 77.4% Temporary 12.9% 14.5% 15.3% 15.3% 15.6% Casual 7.7% 7.3% 6.8% 7.1% 7.1% Full-time 70.3% 70.2% 70.4% 70.5% 70.1% Part-time 22.0% 22.5% 22.8% 22.4% 22.9% Table 2: ACT Public Service workforce characteristics (2009-10 to 2013-14) Remuneration (base salaries) Full-time (average) $71,730 $73,832 $77,191 $80,023 $82,059 Increase year-on-year 2.2% 2.9% 4.5% 3.7% 2.5% Full-time (median) $65,886 $67,470 $69,153 $71,578 $74,082 Part-time $64,152 $65,893 $69,055 $71,970 $74,328
Part-time load (average) 0.70 0.69 0.69 0.69 0.69 Gender pay gap 2.4% 2.2% 3.2% 2.9% 1.7% Commencements and separations (permanent staff) External appointments as a proportion of total appointments 39.9% 41.0% 40.9% 34.7% 27.2% Separation rate[26] 7.1% 9.2% 8.3% 6.8% 6.2% Age and length of service (average in years, end FY) Age (includes casuals) 42.7 42.7 42.6 42.4 42.5 Length of service (excludes casuals) 8.5 8.4 8.4 8.4 8.6 Generations (proportions of workforce, based on headcount, end FY Generation Y 18.5% 21.2% 24.0% 26.9% 29.2% Generation X 36.4% 36.4% 37.0% 37.4% 37.5% Baby boomers 42.8% 40.5% 37.6% 34.6% 32.5% Pre-baby boomers 2.3% 1.9% 1.4% 1.1% 0.8% Leave usage[27] Annual leave (average in days) 18.8 18.8 18.4 19.3 19.5 Personal leave (average in days) 11.4 11.4 11.1 11.9 11.5 Personal absence rate 4.7% 4.8% 4.7% 4.7% 4.5%
Table 3: ACT Public Service FTE and headcount by classification group (June 2012, 2013 and 2014) Classification FTE Headcount Jun-12 Jun-13 Jun-14 Administrative Officers 4130.3 4280.4 4357.5 4737 4895 4983 Ambulance Officers 189.4 203.8 200.7 201 216 215 Bus Operators 575.9 597.3 586.3 648 674 658 Correctional Officers 159.5 163.0 172.4 169 173 183 Dentist/Dental Officers 10.9 13.5 14.7 14 17 18 Disability Officers 237.6 251.4 249.8 262 283 283 Executives 186.0 196.7 211.5 187 197 213 Fire Brigade Officers 334.4 347.5 345.5 336 349 348 General Service Officers and Equivalent 977.3 1027.8 1058.6 1060 1103 1137 Health Assistants 42.8 56.1 72.5 47 64 85 Health Professional Officers 1126.9 1182.7 1211.6 1286 1333 1380 Information Technology Officers 147.5 163.5 170.2 151 166 173 Judicial Officers 10.7 10.0 13.0 12 15 15 Officers 75.7 89.5 86.3 83 95 91 Legal Support 13.9 15.8 14.6 15 16 15 Linen Production 63.9 57.2 53.2 67 60 56
Independent Competition and Regulatory Commission 8.6 8.0 7.5% Capital Metro Agency 18.0 0.0 0.0% Commerce and Works 1098.4 1048.1 4.8% Community Services 1230.6 1219.0 1.0% Economic Development 217.0 208.3 4.2% Exhibition Park Corporation 10.9 13.9 -21.7% Gambling and Racing Commission 30.6 27.6 10.9% Land Development Agency 99.6 89.2 11.7% Education and Training 5136.6 5027.1 2.2% Environment and Sustainable Development 423.2 452.3 -6.4% Health 5979.9 5749.1 4.0% Justice and Community Safety 1844.7 1820.6 1.3% Territory and Municipal Services 1903.0 1894.3 0.5% Total 18280.9 17848.5 2.4% Table 5: Headcount by Directorate and employment mode (June 2014)
Directorates Permanent Temporary Casual Total Chief Minister and Treasury 219 59 1 279 Long Service Leave Authority 10 1 0 11 Independent Competition and Regulatory Commission 6 4 0 10 Capital Agency 12 6 0 18 Commerce and 901 219 2 1122 Community Services 1085 181 65 1331 Economic Development 190 28 11 229 Exhibition Part Corporation 9 2 1 12 Gambling and Racing Commission 28 6 0 34 Land Development Agency 93 11 0 104 Education and Training 4485 830 855 6170 Environment and Sustainable Development 391 55 3 449 Health 5076 1331 390 6797 Justice and Community Safety 1658 240 36 1934
Production and Maintenance $49,065 $39,770 57.1% 17.3% $0.83 Medical Officers $118,705 $109,118 46.8% 11.7% $0.88 Nursing and Midwifery $76,632 $76,606 88.9% -3.6% $1.04 Professional Officers $79,457 $76,625 66.3% 2.8% $0.97 Prosecutors $98,775 $89,302 63.2% 22.8% $0.77 Rangers $60,349 $61,484 25.6% -4.3% $1.04 School Leaders $114,702 $106,438 72.5% 2.9% $0.97 Senior Officers $110,124 $100,902 52.2% 1.2% $0.99 Statutory Office Holders $239,647 $270,213 46.2% -0.1% $1.00 Teachers $82,618 $92,216 77.4% 1.1% $0.99 Technical Officers $63,847 $62,384 52.2% 16.1% $0.84 Trainees and Apprentices $36,958 $38,009 22.2% -14.0% $1.14 Transport Officers $84,090 $85,918 8.2% 0.4% $1.00 ACT Public Service averages $80,137 $76,606 64.8% 1.7% $0.98 *Note: this data excludes Senior Officers, Professional Offices and Administrative Officers in AuditorGeneral's Office and Canberra Institute of Technology. Table 10: Annual leave usage by classification group and gender (2013-2014)
*Note: this data excludes Senior Officers, Professional Offices and Administrative Officers in AuditorGeneral's Office and Canberra Institute of Technology. Table 11: Age and length of service by classification group and gender (June 2014) Classification Female Male Age (average) Female Male Length of Service (average) Administrative Officers 42.1 39.2 41.4 7.4 6.8 7.3 Ambulance Officers 37.6 41.1 39.9 8.2 9.1 8.8 Bus Operators 46.1 48.9 48.7 7.8 10.2 10.0 Correctional Officers 43.0 44.2 43.9 7.5 7.1 7.2 Dentists/Dental Officers 38.6 41.4 39.4 8.9 5.2 7.9 Disability Officers 46.2 45.2 45.7 9.4 8.9 9.1 Executives 49.7 50.3 50.0 12.4 11.8 12.1 Fire Brigade Officers 39.6 44.2 44.1 11.9 16.5 16.4 General Service Officers and Equivalent 45.5 45.5 45.5 10.1 9.2 9.4 Health Assistant 37.2 27.7 36.0 5.9 1.6 5.4 Health Professional Officers 39.5 40.4 39.7 7.1 6.8 7.0 Information Technology Officers 37.8 36.0 36.2 6.4 5.9 6.0 Judicial Officers 57.3 59.9 58.7 9.9 11.7 10.9
Long Service Leave Authority 72.7% 36.4% 0.0% 0.0% Independent Competition and Regulatory Commission 30.0% 0.0% 20.0% 0.0% Capital Metro Agency 55.6% 11.1% 0.0% 0.0% Commerce and Works Directorate 46.3% 20.2% 2.9% 1.0% Community Services 67.2% 15.9% 3.2% 2.9% Economic Development 52.4% 7.0% 3.1% 0.4% Exhibition Park Corporation 33.3% 0.0% 0.0% 0.0% Gambling and Racing Commission 52.9% 0.0% 0.0% 2.9% Land Development Agency 50.0% 12.5% 3.8% 2.9% Education and Training 77.5% 10.1% 1.4% 1.0% Environment and Sustainable Development 53.2% 14.3% 2.9% 1.3% Health 75.6% 24.2% 2.1% 1.0% Justice and Community Safety 42.6% 8.8% 1.2% 1.4% Territory and Municipal Services 25.7% 21.5% 2.3% 1.4%
Directorate Permanent Temporary Casual Total Chief Minister and Treasury 212.1 56.1 0.7 268.9 Long Service Leave Authority 10.0 1.0 0.0 11.0 Independent Competition and Regulatory Commission 5.0 3.6 0.0 8.6 Capital Metro Agency 12.0 6.0 0.0 18.0 Commerce and Works 885.3 212.4 0.7 1098.4 Community Services 1016.6 166.6 47.5 1230.6 Economic Development 186.5 26.2 4.3 217.0 Exhibition Park Corporation 8.8 2.0 0.1 10.9 Gambling and Racing Commission 25.8 4.8 0.0 30.6 Land Development Agency 88.8 10.8 0.0 99.6 Education and Training 4080.5 681.4 374.6 5136.6 Environment and Sustainable Development 371.0 50.8 1.4 423.2 Health 4546.2 1222.3 211.4 5979.9 Justice and Community Safety 1613.9 220.7 10.2 1844.7
10 to 19 years $90,720 $88,437 $89,791 20 years or more $94,851 $88,787 $91,835 Table 18: Part-time employee salaries by generation and gender (June 2014) (average per annum) Generation Female Average salary Female Average part time load Male Average salary Male part time load Average salary Average part time load Generation Y $ 70,853 0.67 $ 59,470 0.69 $ 68,986 0.67 Generation X $ 77,156 0.69 $ 76,582 0.70 $ 77,086 0.69 Baby Boomers $ 72,416 0.72 $ 79,068 0.69 $ 73,602 0.71 Pre-Baby Boomers $ 79,443 0.60 $ 70,191 0.59 $ 76,225 0.59 Aggregate $ 74,442 0.69 $ 73,686 0.69 $ 74,328 0.69 19: Separation rate by generation (2013-14) Generation Female Male Aggregate Generation Y 7.0% 6.9% 7.1% Generation X 3.9% 4.1% 4.1% Baby Boomers 8.4% 7.3% 8.3% Pre-Baby Boomers 20.6% 23.1% 25.0% Separation rate 6.3% 5.3% 6.2% Table 20: Separation rate by Directorate (2013-2014) Directorate Separation rate
Fire Brigade Officers 2.0% 350 General Service Officers and Equivalent 5.1% 856 Health Assistant 6.3% 48 Health Professional Officers 9.8% 1114 Information Technology Officers 3.7% 135 Judicial Officers 0.0% 12 Legal Officers 7.8% Legal Support 10.6% 9 Linen Production and Maintenance 8.7% 58 Medical Officers 4.2% 263 Nursing and Midwifery 7.1% 2268 Professional Officers 9.0% 111 Prosecutors 16.4% 31 Rangers 2.9% 35 School Leaders 5.1% 739 Senior Officers 6.2% 1929 Statutory Office Holders 0.0% 3 Teacher 6.2% 2479 Technical Officers 5.2% 252 Trainees and Apprentices 9.7% 10
Transport Officers 4.6% 44 ACT Public Service Separation Rate and Average Headcount 6.2% 15734 Table 22: Headcount of Generation and Gender (June 2014) Generation Female Male Total Generation Y 4,084 1,918 6,002 Generation X 4,927 2,781 7,708 Baby Boomers 4,201 2,468 6,669 Pre-Baby Boomers 95 77 172 Total 13,307 7,244 20,551 Table 23: Age and Length of service by directorate and gender (June 2014) Directorate Female Male Age (Average) Female Male Length of Service (Average) Chief Minister and Treasury 40.4 42.9 41.4 7.2 8.2 7.6 Long Service Authority 45.4 50.7 46.8 7.3 12.1 8.6 Independent Competition and Regulatory Commission 42.7 42.4 42.5 4.0 4.0 4.0 Capital Metro Agency 33.9 42.9 37.9 3.2 6.9 4.8 Commerce and Works 40.3 41.2 40.8 8.7 8.1 8.4
Community Services 42.0 43.6 42.5 7.7 8.1 7.8 Economic Development 39.3 43.3 41.2 7.9 8.6 8.2 Exhibition Park in Canberra 46.0 52.5 50.3 1.6 1.9 1.8 Gambling and Racing Commission 37.9 49.1 43.1 4.8 11.1 7.7 Land Development Agency 39.2 45.2 42.2 7.4 9.7 8.5 Education and Training 43.5 42.7 43.3 9.5 9.7 9.6 Environment and Sustainable Development 40.3 44.4 42.2 8.3 9.4 8.8 Health 41.5 40.7 41.3 7.8 6.5 7.4 Justice and Community Safety 40.0 43.7 42.1 7.5 10.8 9.3 Territory and Municipal Services 44.3 46.6 46.0 8.6 10.3 9.9 ACT Public Service Averages 42.1 43.2 42.5 8.4 9.0 8.6 Table 24: Annual Leave usage by Directorate and Gender (FTE days) Directorate Female Male Aggregate (average days per person) *processing lag time Chief Minister and Treasury 20.2 17.8 19.2
ACT Public Service annual leave usage 18.4 19.6 19.5 *Note: Independent Competition and Regulatory Commission appeared under the Chief Minister and Treasury Directorate structure until April 2013. Results only reflect the period from April to June 2013.**Note: Capital Metro Agency appeared under the Economic Development Directorate structure up until March 2014. Table 25: Personal Leave Usage and absence rate by classification group (2013-2014) Classification group Female Male Total days Total Absence Rate Administrative Officers 11.9 11.3 11.8 4.8% Ambulance Officers 13.3 15.7 14.8 6.0% Bus Operators 19.0 13.6 14.1 5.7% Correctional Officers 12.7 12.5 12.6 4.8% Dentists/Dental Officers 9.1 5.9 8.3 4.0% Disability Officers 15.3 13.3 14.3 5.5% Executives 9.2 11.5 10.5 4.1% Fire Brigade Officers 25.6 14.6 14.8 5.7% General Service Officers and Equivalent 11.9 12.8 12.6 5.1% Health Assistants 15.1 12.1 14.8 6.2% Health Professional Officers 9.5 10.7 9.8 4.2% Information Technology Officers 11.4 10.4 10.6 4.1% Judicial Officers 24.3 7.7 15.3 5.9% Legal Officers 8.1 7.3 7.8 3.2%
Chief Minister and Treasury 11.7 8.2 10.3 3.6% Long Service Leave Authority 10.7 15.8 12.3 4.8% Independent Competition and Regulatory Commission 12.0 3.7 6.2 2.5% Capital Metro Agency 25.4 7.0 15.7 6.5% Commerce and Directorate 13.9 10.1 11.9 4.2% Community Services 12.6 10.8 12.1 4.9% Economic Development 9.3 6.8 8.1 3.2% Exhibition Park in Canberra 7.9 3.1 5.4 2.2% Gambling and Racing Commission 16.6 7.6 11.8 4.8% Land Development Agency 11.1 7.7 9.4 3.8% Education and Training 9.4 9.2 9.4 3.9% Environment and Sustainable Development 13.7 11.3 12.6 5.1% Health 11.6 9.6 11.1 4.7% Justice and Community Safety 12.4 13.1 12.8 5.1%
Territory and Municipal Services 14.0 12.9 13.2 5.3% ACT Public Service Average Personal Usage 11.2 10.9 11.5 4.5% Table 27: Diversity by classification group (June 2014) Classification Females Culturally and Linguistically Diverse People with Disability Aboriginal and Torres Strait Islanders Administrative Officers 75.6% 14.4% 2.7% 2.1% Ambulance Officers 34.0% 2.3% 0.5% 0.9% Bus Operators 9.3% 40.1% 0.2% 0.9% Correctional Officers 19.7% 8.7% 1.1% 0.0% Dentists/Dental Officers 72.2% 50.0% 0.0% 5.6% Disability Officers 50.5% 19.4% 3.2% 0.7% Executives 43.2% 6.6% 2.3% 0.9% Fire Brigade Officers 2.0% 1.4% 0.3% 1.1% General Service Officers and Equivalent 21.4% 22.0% 3.5% 1.7% Health Assistant 87.1% 23.5% 3.5% 1.2% Health Professional Officers 79.6% 16.8% 2.0% 1.2%
Information Technology Officer 14.5% 18.5% 1.2% 1.7% Judicial Officers 46.7% 0.0% 0.0% 0.0% Legal Officers 63.7% 12.1% 0.0% 0.0% Legal Support 86.7% 26.7% 0.0% 0.0% Linen Production and Maintenance 57.1% 5.4% 1.8% 0.0% Medical Officer 46.8% 31.2% 1.2% 0.1% Nursing and Midwifery 88.9% 26.6% 1.9% 0.7% Professional Officers 67.3% 19.0% 2.0% 0.7% Prosecutors 63.2% 10.5% 0.0% 2.6% Rangers 25.6% 4.7% 2.3% 0.0% School Leaders 72.5% 8.2% 1.8% 0.9% Senior Officers 51.9% 13.6% 2.5% 1.3% Statutory Office Holders 41.7% 0.0% 0.0% 0.0% Teacher 77.4% 9.7% 1.3% 0.8% Technical Officers 53.7% 20.7% 2.4% 0.3% Trainees and Apprentices 22.2% 2.2% 8.9% 8.9% Transport Officers 8.2% 32.7% 0.0% 2.0% ACT Public Service 64.8% 16.8% 2.0% 1.2% *Note: This data excludes Professional Officers, Senior Officers and Administrative Officers from Auditor and Canberra Institute of Technology. Table 28: Time-to-hire statistics Financial Year 2013/2014 Panel Selection
Directorate (excl. Processing by Shared Services and Gazettal) (incl. Processing by Shared Services and Gazettal) Capital Metro Agency 15.2 35.5 Chief Minister and Treasury 33.3 50.7 Commerce and 32.5 49.4 Community Services 39.3 55.1 Economic Development 25.6 41.6 Education and Training 27.3 43.6 Environment and Sustainable Development 28.1 44.0 Health 38.3 72.6 Justice and Community Safety 35.1 52.0 Territory and Municipal Services 30.9 45.6 Time-to-hire 33.7 56.6 In relation to the time-to-hire information please note the following; ACTION is included in Territory and Municipal Services; Canberra Institute of Technology and Auditor-General's Office are not separated from the overall time-to-hire statistics due to system limitations; and Health directorate has a separate online application system A total of 2011 vacancies were advertised during 2013-14.