Employment opportunity programs

Annual Report 2021-22

Employment opportunity programs

Program name	Performance
Apprenticeship Pilot Program	The Authority’s Apprenticeship Pilot Program is facilitating the creation of jobs in the building and construction industry. 237 apprentices were engaged, to 30 June 2022, by the five Group Training Organisations appointed to deliver the program.
Employment Pathways Program	The Employment Pathways Program aims to create employment, traineeship, and apprenticeship opportunities across various sectors for social housing customers. In 2021-22, the program was delivered to over 550 participants.
Skilling SA Public Sector Project	The Authority continued its coordination in Skilling SA Program to build the workforce capability for the Authority and providing career opportunities for new and existing talent. Through Pathway 1, one new graduate commenced employment with the Authority through vocational education and training (Government and Homelessness). Through Pathway 2, one trainee was hosted by the Authority in the contact centre space (Business). An additional nine existing staff, via Pathway 3 were upskilled through vocational education and training (Leadership and Management and Procurement).

Program name

Performance

Apprenticeship Pilot Program

The Authority’s Apprenticeship Pilot Program is facilitating the creation of jobs in the building and construction industry. 237 apprentices were engaged, to 30 June 2022, by the five Group Training Organisations appointed to deliver the program.

Employment Pathways Program

The Employment Pathways Program aims to create employment, traineeship, and apprenticeship opportunities across various sectors for social housing customers. In 2021-22, the program was delivered to over 550 participants.

Skilling SA Public Sector Project

The Authority continued its coordination in Skilling SA Program to build the workforce capability for the Authority and providing career opportunities for new and existing talent.

Through Pathway 1, one new graduate commenced employment with the Authority through vocational education and training (Government and Homelessness).

Through Pathway 2, one trainee was hosted by the Authority in the contact centre space (Business).

An additional nine existing staff, via Pathway 3 were upskilled through vocational education and training (Leadership and Management and Procurement).

Agency performance management and development systems

Performance management and development system	Performance
Performance Development Performance management and development conversations occur throughout the year, laying the groundwork for good practice. Reviews are conducted between managers and staff members twice every year and are recorded in the Human Resources Management System.	As of 30 June 2022, 459 out of 791 active employees had Performance and Development Plans, giving a compliance rate of 58%. 52 new employees completed the refreshed Induction program. The Authority’s Organisational Development team developed the Leadership Roadmap and Capabilities to support and develop our leaders in discovering their strengths and opportunities for growth.

Performance management and development system

Performance

Performance Development Performance management and development conversations occur throughout the year, laying the groundwork for good practice. Reviews are conducted between managers and staff members twice every year and are recorded in the Human Resources Management System.

As of 30 June 2022, 459 out of 791 active employees had Performance and Development Plans, giving a compliance rate of 58%.

52 new employees completed the refreshed Induction program.

The Authority’s Organisational Development team developed the Leadership Roadmap and Capabilities to support and develop our leaders in discovering their strengths and opportunities for growth.

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Work health, safety and return to work programs

Program name	Performance
Health Safety and Wellbeing Governance	Seven Local Health Safety and Wellbeing Work Groups (LHSWWG) have been established. These work groups comprises Managers, Health and Safety Representatives and employees. The LHSWWG promotes consultation and encourages local ownership of health and safety matters. The LHSWWG has a Wellbeing Champion who the Authority Wellbeing Consultant communicates and shares information with. Matters that are not resolved at the local level are able to be progressed to the Health Safety and Wellbeing Committee that is chaired by the Chief Executive.
Health, Safety and Wellbeing Programs	The Authority provides specialist health, safety and wellbeing consultancy to managers and employees to minimise physical and psychological impacts. Safety in the field has been an important focus and has resulted in changes to the Connect system to make safety information more accessible; a review of procedures so that safety protocols are imbedded into operational practice and the procurement of safety monitoring technology for employees to use while conducting work out in the field. The three-year Psychological Health and Wellbeing Action Plan / Road Map ends in December and is under review. Visits to metropolitan and country-based employees to provide information on Employee Assistance Program services delivered by provider CHG were conducted. A review of the Employee Assistance Program data over the last 12 months highlighted key trends: A decrease of utilisation by managers, employees and immediate family members in comparison to 2020-21 financial year. Access to the program for personal reasons relate to relationship issues, family issues, anxiety and depression, loss and grief, and stress. Access to the program for work-related reasons relates to workload, nature of work, and interpersonal conflict.
Training	Draw the Line for Safety as well as Vicarious Trauma training have been developed and rolled out to leaders and employees in customer facing roles.

Program name

Performance

Health Safety and Wellbeing Governance

Seven Local Health Safety and Wellbeing Work Groups (LHSWWG) have been established. These work groups comprises Managers, Health and Safety Representatives and employees. The LHSWWG promotes consultation and encourages local ownership of health and safety matters. The LHSWWG has a Wellbeing Champion who the Authority Wellbeing Consultant communicates and shares information with.

Matters that are not resolved at the local level are able to be progressed to the Health Safety and Wellbeing Committee that is chaired by the Chief Executive.

Health, Safety and Wellbeing Programs

The Authority provides specialist health, safety and wellbeing consultancy to managers and employees to minimise physical and psychological impacts.

Safety in the field has been an important focus and has resulted in changes to the Connect system to make safety information more accessible; a review of procedures so that safety protocols are imbedded into operational practice and the procurement of safety monitoring technology for employees to use while conducting work out in the field.

The three-year Psychological Health and Wellbeing Action Plan / Road Map ends in December and is under review.

Visits to metropolitan and country-based employees to provide information on Employee Assistance Program services delivered by provider CHG were conducted.

A review of the Employee Assistance Program data over the last 12 months highlighted key trends:

A decrease of utilisation by managers, employees and immediate family members in comparison to 2020-21 financial year.
Access to the program for personal reasons relate to relationship issues, family issues, anxiety and depression, loss and grief, and stress.
Access to the program for work-related reasons relates to workload, nature of work, and interpersonal conflict.

Training

Draw the Line for Safety as well as Vicarious Trauma training have been developed and rolled out to leaders and employees in customer facing roles.

Workplace injury claims	Current year 2021-22	Past year 2020-21	% Change (+ / -)
Total new workplace injury claims	9	18	-50%
Fatalities	0	0	0%
Seriously injured workers ¹	0	0	0%
Significant injuries (where lost time exceeds a working week, expressed as frequency rate per 1000 FTE)	4	7.27	-45%

¹ number of claimants assessed during the reporting period as having a whole person impairment of 30% or more under the Return to Work Act 2014 (Part 2 Division 5).

Work health and safety regulations	Current year 2021-22	Past year 2020-21	% Change (+ / -)
Number of notifiable incidents (Work Health and Safety Act 2012, Part 3)	1	2	-50%
Number of provisional improvement, improvement and prohibition notices (Work Health and Safety Act 2012 Sections 90, 191 and 195)	0	0	0%

Return to work costs ²	Current year 2021-22	Past year 2020-21	% Change (+ / -)
Total gross workers compensation expenditure ($)	848,127	819,108	3.54%
Income support payments – gross ($)	304,441	250,475	20.34%

² before third-party recovery

Data for previous years is available at: www.data.sa.gov.au/data/south australian housing trust annual report-work health and safety and return to work

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