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​Australian Public Service employee census 2019​

​​​​The APS employee census collects confidential attitude and opinion information from APS employees on important issues including their health and wellbeing, attendance, performance management, leadership, and general impressions of the APS. It is administered to all APS employees and is an opportunity for employees to tell their agency and Australian Public Service Commissioner what they think about working in the APS.

The 2019 Australian Public Service Employee Census was held from 6 May 2019 to 7 June 2019.

As part of our commitment to open and transparent reporting, we have released the high level results for FSANZ from this year's survey.

Read the results: PDF 516KB​​


Key findings:

82 of our 108 staff participated in this year's survey. As in previous years the survey compares our results with last year's results, with the APS as a whole as well as to regulatory agencies and smaller sized agencies.

Pleasingly, 2019 results showed high levels of staff engagement. Staff are proud to work at FSANZ, believe strongly in the purpose and objectives of the agency, and are willing go the extra mile when required.  

Results also highlighted some areas where FSANZ was not performing as well as it could, in particular staff awareness of health and wellbeing initiatives, collaboration between our senior leadership team, career development and mobility opportunities, and the communication of internal measures relating to corruption and fraud.


Response:

In response to these results we have undertaken a range of activities in collaboration with staff to improve in these areas going forward. They include:

  • Health and wellbeing

We have revised our Safety Management System, introduced a weekly health and wellbeing newsletter and engaged with the ACT Government to develop a Healthier Work Plan for 2020.

  • Senior leadership

In mid-2019 we engaged an external consultant to conduct 360 degree feedback exercises, facilitate a range of workshops, provide individual coaching for staff in senior management roles, and develop action plans. These workshops are designed to explore mechanisms and strategies for collaboration between our senior leaders and section managers.

FSANZ will continue this work into 2020.

  • Career development

We have commenced the development of a Workforce Planning Framework encompassing career pathways and mobility options for FSANZ staff.   

  • ​Awareness of FSANZ procedures

Although observations of potentially corrupt behaviour were minimal, knowledge of procedures and risk mitigation strategies relating to the prevention and management of fraud and corruption were rated below the APS average. In response we have updated our Fraud Prevention Policy and circulated the policy to all staff for discussion and feedback. We will work to further enhance staff information and training relating to fraud and corruption in 2020. ​

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