PTA people

PTA people are dedicated to the delivery of safe, customer-focussed, integrated and efficient transport services to the WA community, a commitment which was confirmed in the 2011-12 EOP (employee opinion poll). The PTA recognises the importance of attracting, developing and retaining the right people in the right jobs to maintain and exceed the high standards of service delivered each year.

The PTA Strategic Plan reflects our commitment to managing our people effectively. The People component sets four core strategic outcomes - Workforce Capacity, Organisational Performance, Strategic Leadership, and one PTA Culture - all underpinned by our values. The plan guides the organisation in decisions affecting our people. All people strategies, initiatives and actions are aligned to the achievement of one or more of the four outcomes. We expect and seek the best from our people and recognise the importance of rewarding effort and supporting development in achieving that aim. We also promote and support a positive work environment.

As well as following public sector standards in human resource management, the PTA has achieved higher levels of transparency, consistency and efficiency through the review and streamlining of processes as part of the onePTA program. This was launched in 2010 and continues to deliver improvements for the PTA - the workplace experience impacts on employee engagement, motivation, commitment and performance.

The onePTA program promotes a united purpose for PTA employees and supports a strong culture of safety, respect, recognition, integrity and sustainability. In 2010-11, improvements focussed on processes and systems - streamlining recruitment, improving performance reviews and development planning, and increasing employee access to information. In the current year, the focus shifts to management skills and capabilities, and the influence of corporate and individual values on employee behaviour and the workplace environment.

In March and April we conducted our third EOP. The majority of respondents reported feeling positive about working at the PTA - a full analysis is being undertaken and will be used to assess the impact of the actions initiated through the onePTA program and future improvements opportunities.

The PTA is engaged in a broad range of activities and employs a diverse workforce. Job roles and career paths are offered in direct transport service provision, front-line customer service, planning, infrastructure design and delivery, maintenance, trades, project and contract management, security and a wide range of professions. As at June 30, the PTA employed 1462 people.

Strategic People Management

Workforce planning and development are a key focus. Planning provides a strategic framework to identify future needs and the challenges we face in attracting and retaining a skilled workforce. In this context the PTA develops strategies to attract and recruit new employees and develop the capabilities of the existing workforce.

The Graduate Recruitment Program is an important vehicle to attract and retain high-calibre people for eventual appointment to key leadership roles in the PTA. The program started in 2002 and has provided a pool of talented employees. It will be maintained as a key strategy in a competitive employment market. This year we introduced a complementary, undergraduate program to provide people who seek vacation work at the PTA a structure through which they might enter the PTA graduate program.

Learning and Development

Building on the foundations established in 2010-11, the Learning and Development (L&D) branch increased its service offerings to the wider PTA in 2011-12, by enhancing relationships with key stakeholders across the organisation, and more clearly identifying the avenues to increased workforce capability.

In this “back to basics” approach, a role matrix is being used to define training requirements. Roles are reviewed to identify what mandatory training is needed to ensure competency. This has generated a number of initiatives.

• Phase two of the new development review process includes the introduction of behaviours analysis.
• A number of leadership skills pilot courses have been delivered to enable L&D to capture the essence of what is required for our future leaders.
• Training records are being collated and recorded to provide a single information repository.
• A PTA-specific procurement program.
• Microsoft training is being processed following the new review MAP sessions.
• A new undergraduate program is being introduced, providing people who join the PTA as vacation students a structure which can lead to the PTA graduate program.
• Scoping and launching a special program to identify the critical safety training required for each role and the frequency with which such training should be conducted.

The PTA RTO (registered training organisation) continues to monitor and improve its service offerings with internal audits and detailed analysis of evolving job requirements. This year there have been changes to several of our training qualification packages, which has resulted in a review and update of all training materials. Achievements include:

• Three transit officer schools, involving 54 trainees
• Continuation of the OHS supervisor courses - 28 attendees
• Review and implementation of the Transwa Journal, which led to the RTO scope being amended
• RPL (recognition of prior learning) templates were compiled, enabling our overhead catenary staff to work towards competency requirements
• Development of a structured program for trainee overhead catenary maintainers
• Research and scope of available options to enable competency mapping of all signal technicians.

Labour Relations

The remuneration and employment conditions for PTA employees are governed by registered industrial agreements and, in the case of railcar drivers, an Enterprise Order. The Labour Relations branch has continued to undertake a key role in dispute resolution, policy development and strategic advice in relation to work reform matters.

A process to review and standardise a range of employment conditions, practices and outstanding interpretation issues came out of the last round of negotiations - this will enable the PTA to enter into future industrial agreement negotiations from a clear base.

Diversity

The PTA continues to implement initiatives to meet its representation and distribution objectives for each diversity category in its Equity and Diversity Management Plan 2010-2012. Through a Reconciliation Action Plan, we continue to contribute to reconciliation by raising the organisational profile and awareness of indigenous issues to improve respect, relationships and opportunities for Indigenous Australians.

The PTA also engages with the Public Sector Commission and Rocky Bay Employment Service to employ people with disabilities.

Health and Lifestyle

The PTA has a comprehensive health and lifestyle program for all employees. This concentrates on changing habits and educating employees to make healthy lifestyle choices. Components include good eating habits, food and health awareness, physical activity for employees and their families, and sponsorship of participation in community events.