1. Northern Territory Public Sector HR/IR Skills Audit

2. Background Audit Start and Completion Processes (including scoping, surveying, validations and reporting) Sample Size (small, medium and large categories) Results/Products

3. Size Cohort NTPS Agency Average Dec qtr 2010 FTEHead Count Small up to 300 Auditor General 4 5 NT Electoral Commission 14 11 Ombudsman 20 21 Commissioner for Public Employment 30 31 Aboriginal Areas Protection Authority 33 36 Darwin Port Corporation 97 100 Legislative Assembly 107 120 Tourism NT 127 134 Treasury 179 188 Chief Minister 278 292 Medium 300 to 999 Construction & Infrastructure 428 437 Resources 439 460 Children & Families 543 598 Lands & Planning 550 582 Housing, Local Govt & Regional Svcs 623 705 Business & Employment 737 768 Natural Res, Envt, Arts & Sport 897 980 Power & Water Corporation 965 978 Large 1000 plus Justice1 212 1 272 Police, Fire & Emergency Services1 860 1 930 Education & Training4 265 4 652 Health & Family Services5 2345 801 TOTAL18 64220 101

4. Demographic Profile Average Age (42) Gender (82% F, 18% M) Average years to retirement (19) Number of years experience in HR/IR (9) Number of years with the NT Public Sector (12) Location: Darwin (81%)

5. Job Levels and Appointments AO6 (21%) AO7(15%) SAO1(16%) Nominal (69%) Temporary (24%) Temporary transfers (7%)

6. Educational Profile (HRIR/Non HRIR) Undergraduate Degree (80 – 30/50) Certificate IV (75 – 38/37) Diploma (64 – 37/27)

7. Main Area of Operation HR Consultancy (20%) Learning and development/Organisational development (17%) HR Management (16%) IR Specialists (3%) IR as part of function (66%)

8. Training and Development Needs Technical Performance Management Recruitment and Selection Workforce Planning and Succession Management Discipline Advice and interpretation of employment legislative framework (IR) Generic Negotiation and mediation skills Report writing Change management Coaching or mentoring

9. Training Activity & Type Activity Yes (68%) No (32%) Type Northern Territory Government Short Course (56%) Other professional development (56%) Accredit VET (23%)

10. Training Barriers No time in the workplace due to workload (42%) No barriers (25%) Cost of training (24%) Staff not available to backfill (24%) Availability of training (24%)

11. Training Method Preference Classroom / workshops (smaller groups) (80%) On-the-job (49%) Seminars / conferences (larger groups) (42%) Online (32%)

12. Attraction Career and promotional opportunities (45%) Suited to personal interests and abilities (40%) Ability to build skills in a particular area (36%) The people they would be working with (31%)

13. Employment Commitment and General Comments I intend to remain with the NT Public Sector for the next 2 years (80% Agree, 15% Unsure) I intend to continue employment with my current department/agency for the next 2 years (57% Agree, 33% Unsure) I would like to continue working in a HR/IR related role (77% Agree, 16% Unsure) I would recommend HR and IR as rewarding and sustainable career options to others (73% Agree)

14. Questions and Comments