Employment at WorkVenturesAll job vacancies are advertised both internally and externally. In 2010 WorkVentures reviewed its company induction and recruitment program, recognising that to build on our successes to date, we need the right people with the right skills in the right place, performing well.
In early 2010 we revised our Code of Conduct Policy incorporating a guide for supervisors. Our grievance policy is incorporated in the staff collective agreement and within the Employment Conditions Policy. All discrimination claims or complaints are taken seriously and acted on respectfully. Claims or complaints are reported to the CEO and Board and are treated with the utmost confidence.
Employees are encouraged to negotiate their terms and conditions of employment to incorporate flexible work practices. WorkVentures employs working mothers and fathers and has adapted to their needs at the workplace, where possible. Work from home arrangements are available in positions where it does not adversely affect business.
Examples of flexible work practices under review include regular 'work from home days', adjusted hours, part time work, unpaid leave, emergency leave, mobile work options such as from client sites, job sharing and negotiating office-based hours.
We have recently converted to an annualised performance and remuneration review process. This is to ensure consistency across the company. It also ensures all salary recommendations are scrutinised and benchmarked internally and externally. Fair Pay practises were applied across the entire company. WorkVentures also contributes to the Hewitt annual remuneration survey and the Enterprise Care Remuneration Report.
In 2011 WorkVentures will conduct research into effective staff recognition programs aimed at supporting the company’s mission, increasing the engagement of its employees and adding to its appeal as an employer of choice. WorkVentures' retention rate for 2011 was 89%, stable compared with our 2010 rate of 88%, which was a significant increase in our rates in 2008 and 2009 of 75%.
Individual employees’ training and development needs are assessed as part of the annual performance review cycle. WorkVentures aims to provide its staff with learning and development activities that enhance both their individual potential and our organisational performance. WorkVentures has a significant investment in its staffs’ training needs, which are primarily identified during the staff performance review process. Employees are encouraged to self-manage their professional development and seek out further training opportunities, the support of their supervisor or Human Resources.
WorkVentures offers a Tertiary Reimbursement Policy and 'Work outside of scope’ opportunities to its entire permanent staff. Staff are also entitled to leave for training that assists in the development of skills in an area specific to present job requirements or aligned to a Division's plan.
We have entered into a trial with Ultimo TAFE, funding two females and three males in an Electronics Certificate with support from their direct Supervisor, the Operations Manager and the Human Resources Manager. The trial is developing a course supplement with the expectation of study time being made available, proactive support to apply theory in the workplace environment, and feedback from the participants to encourage them to act as a ‘buddy’ to the next round of applicants.
In the technical divisions, women are introduced to work experience opportunities through interim increase in workloads. This is to encourage participation in further training by having a practical and hands on experience.
WorkVentures is working with one of our supporters, the AMP Foundation, which has generously provided mentoring opportunities for three of our executive team. WorkVentures Board members also make themselves available to senior staff and actively participate in business development plans.
Considerable research has been conducted as a result of our 2009 risk review, leading to a Workforce and Staff Succession Plan that will start in 2011. The company’s people management strategies will be formally incorporated into the Employee Development Program and the measure of effective of people management systems to identify areas of future priority and to contribute to continuous improvement within our Quality Management System.
All employees from the CEO down are reviewed annually by their direct supervisor, using a standard process across the organisation. Each member of the executive team is reviewed by the CEO, and the CEO is reviewed by the Board.
The performance appraisal process offers the opportunity to review individual performance, the position description, personal aspirations, training and future goals. Additional reviews may be requested by a manager or supervisor if required.
All employees are reviewed against key performance indicators that were agreed between themselves and their supervisor twelve months previously. Once the performance reviews are complete, individual employee ratings are reviewed by the executive team for consistency. All employees then agree their performance indicators and targets for the coming twelve months. Recomendations for an annual salary review for all staff occur following the completion of the performance review process.
WorkVentures runs annual Staff Awards, with four awards being presented each year. There are two categories (exemplary leader and exemplary employee), across our two main operational areas (WorkVentures and our SIRC operations). In November each year employees are invited to nominate fellow employees for each of the two categories within their own operational area. The executive team reviews and confirms the short list of finalists, and all employees are invited to vote in each category.
The organisation also presents several CEO Awards, which are discretionary awards supported by recommendations from the executive team. Usually, one award is presented for each of our WorkVentures and SIRC operational areas.
WorkVentures also acknowledges long-serving employees with service awards for 10, 15 and 20 years of service.
These awards are presented at WorkVentures’ end of year celebrations.
WorkVentures has a WHS Consultative Committee in place that reviews the risk register on a monthly basis. New company policies on health, safety and the welfare of employees and contractors have been developed, with a significant component included in the staff induction process.
