Encouraging a rewarding work environment
Conditions of employment
Collective Agreement
FSANZ’s Collective Agreement came into effect on 1 July 2007 after more than six months of internal negotiation. It replaces the previous Certified Agreement and will expire on 30 June 2010. The Agreement covers all staff, other than the FSANZ Executive. The Agreement provides for pay increases of 4.2% in each of the three years and for a range of modified employment conditions.
Australian Workplace Agreements
Some 35 senior staff, representing 24% of employees, have negotiated an individual Australian Workplace Agreement with FSANZ and are eligible for additional payments, depending on levels of performance. This compares with 25 (19%) last year.
Occupational Health and Safety
FSANZ continued to place a high priority on occupational health and safety. In addition to the new Workplace Wellness Program, we maintained a proactive approach to training, workplace inspections and workstation assessments and continued to provide reimbursements for eyesight testing. We also provided free on-site influenza vaccinations, with 56 employees taking up the option this year (46 in 2005-06).
Our strong commitment to occupational health and safety matters has contributed to a low number of workplace incidents and claims for compensation. There were seven reports of injury during the year, nearly all involving accidents on the way to or from work. Two claims were lodged with Comcare, only one of which was accepted in full. This record is reflected in the relatively low insurance premium that we pay to Comcare (0.62% premium rate), which is substantially below the rates for organisations of a similar size (1.77%). Comcare estimates our premium rate for 2007-08 at 0.49% versus 1.55% for combined agencies.
We commenced work on the preparation of a consolidated Health and Safety Management Agreement and a set of procedures for both our Canberra and Wellington offices. The agreement is designed to implement changes to Australian legislation, while reflecting New Zealand’s specific arrangements. Our Occupational Health and Safety Committee considered matters such as the Business Continuity Plan for a Pandemic Influenza, air conditioning in the Canberra premises, and reporting on time lost through injuries that result from workplace incidents.
Workplace Harassment Policy
We revised FSANZ’s Workplace Harassment Policy to incorporate information on best practice contained in Comcare’s publication Bullying in the workplace: a guide to prevention for managers and supervisors. Several staff members raised matters of concern with harassment contact officers in the agency and the human resources manager during the year, but no case of harassment was formally reported.
Assistance measures for staff
Through the services of an external provider, we offer a confidential Employee Assistance Program for staff and their immediate families. During the year, 11 people availed themselves of the service for the first time, while there were 23 on-going counselling appointments. Some 73% of appointments concerned personal matters and 27% were considered to be work related.
Commonwealth Disability Strategy and workplace diversity
FSANZ’s policies and practices continue to reflect the objectives and principles of the Commonwealth Disability Strategy. For example, applicants for positions in the agency are invited to discuss any special needs they might have with the contact officer, and selection advisory committees are required to meet any reasonable needs that an applicant might have. Our staff learning and development programs, particularly the sessions on communication and negotiation skills, also address the requirements for, and benefits from, implementing diversity in the workplace.
As well as reinforcing FSANZ’s commitment to a discrimination-free workplace, our Collective Agreement sets out specific measures for enhancing workplace diversity. For example, managers are required to incorporate workplace diversity objectives into their recruitment and people-management processes. An assessment of their performance includes this criterion.
In providing access to the public and stakeholder groups, we are mindful of the needs of people with disabilities. For example, our website complies with Human Rights and Equal Opportunity Commission and W3C accessibility standards.
Flexible working arrangements
We endeavour to be responsive to employee needs through the provision of flexible working arrangements. These include part-time work arrangements, the extension of maternity leave on half pay and access to the 48/52 provisions that allow for additional unpaid leave while averaging salary payments over the year.
Rewards and recognition
FSANZ operate a Staff Rewards and Recognition Scheme. It is an in-house program that draws attention to individuals or teams who have achieved a level of performance in their work over and above that expected of them. Nominations for these awards can come from any level of the agency. The nominations are assessed by a panel comprising representatives from each Branch of FSANZ. In that respect, the awards are a peer recognition of achievement.
Chairman’s Award– an annual award bestowed on an individual or team demonstrating excellence and outstanding achievement in a work-related activity. Jane Cook received the award in 2005-06 for her management of complex relationships with State and Territory jurisdictions in relation to the application of food safety standards to vulnerable populations. During this time Ms Cook also chaired the Staff Forum.
Annual Development Award – to recognise one-off contributions or achievements by a team or individual, which were significant to FSANZ. This award provides funding for the recipient to further his or her expertise, usually through an overseas placement. The 2006-07 recipient will be announced later in 2007.
Australia Day Achievement Medallion – provided to acknowledge an individual or team contribution to FSANZ’s work, demonstrating achievements beyond the expectations of their role. In 2007, the recipient was our Chief Scientist, Dr Marion Healy, for her outstanding contribution to national and international evidence-based food standards.
Quarterly Awards –available to individuals or teams to acknowledge their contribution to the organisational goals of FSANZ. The recipients for 2006-07 were Peter Keegan, Michael Larkins, Jennifer Schneider, David Waddell, the Information Technology team, and the Strategic Science and Surveillance team of Merilyn Crofts, Kim Roper and Shari Tompsett.
Organisational structure
Our Chief Executive Officer leads the agency and works closely with the other members of a five-person Executive: Chief Scientist, General Manager Risk Assessment Branch, General Manager Food Standards (Canberra) Branch, General Manager Food Standards (Wellington) Branch, and General Manager Operations Branch.
The Food Standards Branch in Canberra is largely responsible for risk management in relation to compositional and food safety standards in the Food Standards Code and for coordinating Australia-wide responses to food incidents. The corresponding Branch in Wellington is responsible for the development of labelling standards and contributing to other areas of the agency’s work when necessary.
Our Risk Assessment Branch carries out the scientific evaluation of risks to human health through food, including the collection of compositional information, dietary modelling and evaluations of the effectiveness of food standards.
At 30 June 2007, our work was organised in the following Sections (see Figure 1 in Corporate Overview):
- Communication
- Corporate
- Food Composition, Evaluation and Modelling
- Food Safety
- Labelling and Information Standards
- Office of Legal Counsel and Secretariat
- Planning and Capability
- Product Safety Standards
- Public Health Nutrition Standards
- Risk Assessment - Chemical Safety
- Risk Assessment - Microbiology
- Risk Assessment - Public Health Nutrition
- Strategic Science and Surveillance
In addition, three units reported directly to the General Manager Food Standards (Canberra): Consumer and Social Sciences; International and Consultation; and Regulatory Analysis.
Senior management
The Executive’s role is to provide leadership, stewardship and control of the agency. It manages the implementation of the statutory functions of FSANZ in line with the strategic priorities set by the Board.
A Management Group, comprising Section Managers and the Executive, facilitates the two-way information between Sections and the Executive on our progress against strategic directions, day-to-day management and the coordination of section activities. Section Managers, and their General Managers, are responsible for supervising the activities of staff to ensure milestones are met, budgets and staffing resources are appropriately utilised and the Section outputs contribute effectively to our goals and outcomes.
During the year, 4 senior executive (SES) staff received performance bonuses totalling $64,211 and 21 managers received payments totalling $156,304.
At 30 June 2007, our Executive team comprised:
Melanie Fisher – Acting Chief Executive Officer
As Chief Executive Officer, Ms Fisher is responsible to the Board for the efficient administration of the agency and, in conjunction with the FSANZ Board, for the corporate and strategic directions of FSANZ. She is also an ex officio member of the Board.
Dr Paul Brent – Acting Chief Scientist
As Chief Scientist, Dr Brent has executive responsibility for FSANZ’s scientific work, data collection activities and development of collaborative relations with scientific institutions and the program that evaluates the impact of our standard setting activities. He also coordinates our scientific relations with international agencies, especially Codex.
Deon Mahoney – Acting General Manager
Mr Mahoney is General Manger Risk Assessment, a role that gives him executive oversight of the agency’s risk assessment activities involving chemical, microbiological and nutritional analyses. He is also responsible for the agency’s work on food composition analysis, dietary modelling and evaluations.
Jenny Hazelton – Acting General Manager
As General Manager Food Standards (Canberra), Ms Hazelton is responsible for the risk management functions associated with the development of food standards that primarily address health and safety matters, including standards for the primary industries, as well as for the agency’s communication, social sciences, regulatory impact and international activities. She is also responsible for coordinating our relations with food regulatory bodies in the Asia-Pacific region.
Dean Stockwell – General Manager
Mr Stockwell is General Manager Food Standards (Wellington). He is responsible for the risk management functions associated with the development of food standards that primarily address labelling and information matters. He is the senior FSANZ representative in New Zealand and is responsible for managing our relationships with consumers, industry, government and other stakeholders in that country.
Kent Brown – Acting General Manager
As General Manager Operations, Mr Brown and has senior management responsibility for all corporate services, including a library, human resources and IT functions, financial management and corporate governance arrangements. Mr Brown also has oversight of the agency’s planning processes and the Office of Legal Counsel. He is secretary to the Board’s Finance, Audit and Risk Management Committee.