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Annual Report 06–07
Output 3: CRS Australia—Performance
Supporting our staff and employing the right people
As well as the job seeker survey, which provided highly favourable feedback on staff performance, CRS Australia conducted a poll of 25 per cent of its staff members in 2006–07. The staff survey reported the agency’s strengths to be its direct managers, client focus, use of effective methods of communication and the method of rewarding staff for good performance.
The survey results were provided to senior managers, who are using them to identify areas of improvement in each division and functional area. Strategies to implement improvements will be included in relevant business plans.
CRS Australia aims to provide a family-friendly workplace and relevant professional development opportunities for staff. Significant progress was made in 2006–07 to improve attendance rates and ensure that staff members experiencing personal or work tensions had access to support. Specific strategies reduced unplanned absences from 10.40 to 8.40 days per full-time equivalent by the end of June 2007. This significant change is equivalent to having 16 full-time staff now available to work with and support job seekers. CRS Australia also reinvigorated its occupational health and safety management approaches during the year, ensuring safer workplaces.
Extensive development and testing was undertaken in 2006–07 on the new Employee Self Services (ESS) programme that will enable staff to directly undertake leave and banking transactions and review their personnel profiles online. This initiative will result in the automatic processing of over 18,000 leave applications, thus freeing up staff to better support the organisation’s workforce. The ESS programme will be fully implemented in 2007–08.