Goal 6
Developing a safe, capable, committed workforce

Skills shortages and an ageing workforce are challenges facing many businesses. To counter the skills shortages, Sydney Water's focus in 2006-07 continued to be on improving workforce capability.

Competency programs were rolled out that aligned existing job skills and knowledge to national standards. There was also an emphasis on traineeships and apprenticeship programs.

Graduates, apprentices and trainees

Sydney Water offers graduates learning and development opportunities by combining rotational placements, formal training and coaching over three to four years. Sydney Water recruited 15 graduates in February 2007. The graduate program at the end of 2006-07 had 41 people.

Graduate Camp
Graduate Camp

 

 

 

 

 

 

 

 

 

 

 

 

During 2006-07, Sydney Water took on 15 new apprentices, bringing the total to 24. Apprentices gain work experience while they complete in-class training and development.

Sydney Water also enrolled over 100 Civil Maintenance and Construction staff on a traineeship program. Two years on-the-job training will provide them with nationally recognised qualifications and the opportunity to progress to higher employment levels.

Employee relations

Sydney Water entered into agreements with the Australian Services Union, the Association of Professional Engineers, Scientists and Managers, Australia, and the Australian Manufacturing Workers' Union for pay increases over the period 2006 to 2009. This provides staff with confidence that their efforts will continue to be recognised.

Staff profile

Sydney Water's workforce has declined over the past 10 years. There are now about 3,100 staff. During 2006-07, staff numbers fell by 1.7 per cent. This was mainly due to restructures, a voluntary separation offer and natural attrition.

Sydney Water has a consistently low voluntary turnover rate - currently about 4.3 per cent a year. The industry average is almost seven per cent.

The profile of the workforce remained relatively constant. The number of women working in Sydney Water increased slightly to 25 per cent. Sydney Water continued to raise the profile of women working at Sydney Water. A key initiative this year was its Women @ Work Achievement Award.

Workforce numbers
Human resources 2004-05 2005-06 2006-07
FTE - permanent 3,132 3,022 2,936
FTE - temporary 62 45 80
FTE - part-time 111 120 118
Total 3,305 3,187 3,134
Other
Agency personnel 115 135 151
Redundancies 152 102 220
Appointments 151 137 463
Average turnover 2.6% 3.0% 4.3%
Unplanned absences 3.4% 3.7% 3.0%

* Workforce numbers are calculated by apportioning the full time equivalent (FTE) hours worked to the actual head count employee numbers


Number of Senior Executive Service equivalent officers
  2003-04 2004-05 2005-06 2006-07
Female 17 13 15 12
Male 82 66 100 108
Total 99 79 115 120

Improving safety and performance

Sydney Water's goal is to have zero lost time injuries. Sydney Water staff have put great effort towards meeting this target.

Sydney Water staff presented $10,000 to CanTeen.
Sydney Water staff presented $10,000 to CanTeen.

In August 2006, when Sydney Water reached its then lowest lost time injury frequency rate (LTIFR) ever recorded of 8.2, $10,000 was donated to the Children's Hospital at Westmead. The money was for a new ventilator to help over 8,000 children a year breathe while under anaesthetic.

In February 2007, for the first time for an entire month, Sydney Water recorded no lost time injuries. To celebrate, Sydney Water gave $10,000 to CanTeen, a charity that supports children with cancer. The money enabled young people to attend a weekend camp.

By the end of 2006-07, Sydney Water achieved an LTIFR of 6.6. This was the best result ever achieved.


Case study: Giving Through Safety

Sydney Water launched its Giving Through Safety Program in January 2007 for its field-based teams. The program provides incentives for staff to work safely. Dollar amounts are set to safety targets. Staff select a charity to support through their donations.

This initiative was well received by the 15 teams involved. Most achieved their safety targets and a number also achieved zero lost time injuries over a six-month period. As a result, Sydney Water donated over $60,000 to 10 charities. Due to its success, this program will now involve all staff.

"By being safe, the Civil Maintenance City East team provided a domestic nursing scholarship for an emergency nurse at the Sydney Children's Hospital, Randwick," said Ernie Romeo, Team Manager City East, Water Services

As part of Giving Through Safety, South Coast Civil Maintenance/Construction and MEM South Coast chose Camp Quality Illawarra. Because of their excellent safety performance, they gave $17,000 - sending 34 children to a Camp Quality camp. As part of Giving Through Safety, South Coast Civil Maintenance/Construction and MEM South Coast chose Camp Quality Illawarra. Because of their excellent safety performance, they gave $17,000 - sending 34 children to a Camp Quality camp.

Improving staff accommodation

Over the next few years, Sydney Water will be providing improved staff accommodation across most of its area of operation.

One of the major changes is the head office move to Parramatta in early 2009. The new office block will accommodate about 1,400 staff, who will relocate from the head office in the CBD and other Sydney Water sites.

Sydney Water is consolidating its depots to improve the way it operates. New depots will be provided at Warriewood (completed), Miranda, St Marys, Daceyville, Seven Hills, Leura and Chatswood. During 2006-07, Sydney Water reduced its depots by six.

Equity and diversity

Sydney Water continued to maintain an equitable and diverse workplace. It celebrated its diverse culture by participating in Harmony Day, International Women's Day, NAIDOC Week and International Day of People with a Disability.

Representation of Equal Employment Opportunity (EEO) groups within salary levels
Salary levels Total staff Total respondents Women ATSI1 REEM2 Language3 PWD4 PWD - RA5
      No. % No. % No. % No. % No. % No. %
< $33,910 5 0 0 0.0% 0 0.0% 0 0.0% 0 0.0% 0 0.0% 0 0.0%
$33,910 - $44,537 252 44 26 10.3% 5 2.0% 21 8.3% 25 9.9% 7 2.8% 2 0.8%
$44538 - $49,781 505 238 139 27.5% 9 1.8% 57 11.3% 67 13.3% 24 4.8% 7 1.4%
$49,792 - $63,006 720 445 247 34.3% 7 1.0% 114 15.8% 116 16.1% 42 5.8% 13 1.8%
$63,007 - $81,478 897 669 234 26.1% 6 0.7% 176 19.6% 173 19.3% 32 3.6% 9 1.0%
$81,479 - $101,849 445 340 87 19.6% 2 0.4% 124 27.9% 124 27.9% 17 3.8% 1 0.2%
> $101,849 389 254 72 18.5% 0 0.0% 61 15.7% 56 14.4% 15 3.9% 3 0.8%
Total 3,213 1,990 805 25.1% 29 0.9% 553 17.2% 561 17.5% 137 4.3% 35 1.1%

Representation of EEO groups**
  2004-05 2005-06 2006-07
  No. % No. % No. %
Women 787 23.2% 775 23.7% 805 25.1%
ATSI1 32 0.9% 36 1.1% 29 0.9%
REEM2 688 20.3% 650 19.9% 553 17.2%
Language3 750 22.1% 805 24.7% 561 17.5%
PWD4 200 5.9% 126 3.9% 137 4.3%
PWD-RA5 57 1.7% 51 1.6% 35 1.1%
Total staff 3,388   3,265   3,213  

** All EEO figures are based on head count employee numbers and do not included casuals. The number of women indicates their actual representation in the Sydney Water workforce. Figures for all other EEO groups for 2006-07 are based on a survey with a response rate of 75 per cent. All percentages indicate the representation of EEO groups against total staff. In some salary bands, this may understate the actual representation due to low survey response rates.


Definitions

1 Aboriginal people and Torres Strait Islanders

2 People from racial, ethnic and ethno-religious

3 People whose first language spoken as a child was not English

4 People with a disability

5 People with a disability requiring work-related adjustment