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The management of PTA employees is undertaken in accordance with public sector standards in human resource management, approved public sector policies and procedures, and best practice approaches. Good people management practices are adopted by the agency and are recognised as being important in attracting, developing and retaining employees and creating a productive workforce.

By ensuring compliance with statutory requirements as well as sound human resource policies and processes, the PTA strives to maintain a discrimination-free work environment, effective employee performance and a workplace that encourages active staff participation and engagement in decision-making processes.

Strategic people management

Workforce planning and development remain a key focus to ensure the continuing operation of an efficient and effective public transport system for Western Australia. A strong emphasis is placed on developing and engaging with staff in various cross-divisional groups and committees. This ensures a consultative process with staff from across the organisation and for direct input, particularly where key people strategies are involved. The PTA’s equity advisory group raises the profile of diversity issues.

Competition to recruit staff continues, which means developing our own people remains a priority. Strong leadership and staff capability is critical for the future positioning of the PTA.

The PTA’s graduate recruitment program continues to attract high-calibre applicants and 11 graduates were recruited in 2008/09. The program will be maintained for 2009/10. It is available to students from a broad range of disciplines and is widely advertised at career expos and university career fairs.

Equal opportunity and work-life balance

The diversity of the PTA’s workforce continues to expand as the objectives of its Equity and Diversity Management Plan 2007-2009 continue to be implemented. The accommodation of flexible workplace strategies is highlighted as part of the attraction and workforce planning for staff. These strategies include flexible start and finish times, part-time employment, a wide range of paid leave arrangements, free travel entitlements, family care facilities, peer support, mentoring and other programs.

A mentoring program challenging women to step-up received strong support and will be continued. The PTA sponsored 14 participants for the first intake of the national program and will continue sponsorship in 2009/10.

Reconciliation Australia launched an initiative challenging government, business and industry to formulate strategies to address Indigenous disadvantage through the implementation of reconciliation action plans. The PTA developed its plan in consultation with Indigenous staff members and the Department of Indigenous Affairs. The plan is available for viewing on Reconciliation Australia’s website - www.reconciliation.org.au.

Building future capability

The focus on developing future leaders continued during the 2008/09 financial year, with a concentration on front-line management skills for first-time supervisors and planning for a new leadership development program. New programs will be introduced during 2009/10 within a broader strategic workforce planning framework.

During the year, the PTA continued to coordinate employee access to a wide range of professional development courses and continued its study assistance policy. This policy provides significant support with fees and paid leave for employees to pursue both undergraduate and postgraduate qualifications. The policy includes provision for a Chief Executive Scholarship fund of $20,000 per year.

A suite of development courses is available in-house as part of the corporate training calendar, including computer skills, time management and internal auditor training.

Completion of training for second and third tier management in accountable and ethical decision making was achieved and an online course was developed for all PTA personnel. The PTA has integrated an enhanced learning management system with its payroll system, and will introduce a new performance management module as part of the integration and upgrade process. This will have the benefit of linking performance development planning with workforce development needs, and will provide guidance for future training initiatives.

Healthy living

The PTA’s health and lifestyle program Travelling Well remained popular, providing free, professionally-delivered health and lifestyle advice and gymnasium facilities to employees. This program is complemented with online health promotion information, weekly motivational emails and activity programs such as circuit classes and Pilates sessions.

Flu injections and on-site health consultations and assessments were provided at work sites and generated high levels of demand.

Staff community engagement is demonstrated by encouraging PTA employees to participate in charity-related activities on behalf of the organisation. During the year, approximately 250 staff participated in activities/events such as Activ Foundation City to Surf, Salvation Army Christmas Appeal, Asthma Foundation Freeway Bike Hike, Radio Lollipop, and the Red Cross Blood Donations Winter Appeal.

Competency-based training

The PTA received re-accreditation as a Registered Training Organisation (RTO) in 2008/09. The PTA provides quality training and assessment services in compliance with the Australian Quality Training Framework (AQTF2007) and established best practice guidelines.

The RTO is scoped to issue Certificates II, III and IV in Transport and Logistics (Rail Operations) from the TLI 07 Transport and Logistics Training Package. A number of initiatives were undertaken by the RTO in 2008/09:

• Managing the new training contract for TTO
• Re-locating to the refurbished Guildford training centre
• Managing the Recognition of Prior Learning for overhead catenary maintainers
• Securing funding and coordinating, in conjunction with Safety and Strategy, the Workplace English Language and Literacy OHS training for operational supervisors
• Delivering and administering re-qualification training for a number of operational areas
• Providing apprenticeship and traineeship advice to operational divisions
• Implementing new authoring software for online learning
• Training 410 PTA staff and contractors
• Awarding 152 qualifications to PTA staff

The RTO also coordinated, developed, delivered and reviewed a range of competency-based and enterprise-specific training and assessment programs:

• Certificate III in Security Operations to transit officers (new employees and re-qualification)
• Urban railcar driver training (new employees and re-qualification)
• Customer service and passenger ticketing assistant training
• Car park attendants training
• Central Monitoring Room operator training
• PTA radio procedures training
• Emergency management manual
• Training for private sector revenue protection personnel
• Authorised persons training for Transperth bus security contractors

Labour relations

Negotiations to renew enterprise bargaining agreements across PTA employee categories were protracted but delivered positive outcomes for most groups. An agreement was not reached for TTO railcar drivers, who elected to remain under their Award conditions. Agreement was reached with transit officers, salaried employees, engineers, trades people and other categories of railway employees.

Recruitment

Some success was achieved in the recruitment of overseas personnel to fill much-needed signal technician and engineering staff positions. Market forces eased the pressure on recruiting for these positions late in the 2008/09 year. However, targeted recruitment strategies will be required to employ specialist staff for major projects planned for 2009/10.

Promotion of the PTA occurred in a number of forums including rail and transport-focussed magazines, trade expos and graduate exhibitions.

Pooled recruitment activities for railcar drivers and transit officers proved successful and staff numbers in these employment categories were bolstered. Ongoing recruitment activities will continue during 2009/10 for these areas, as will extensive advertising and promotion for engineers and project managers required to undertake major projects scheduled to commence in 2010.

Workers compensation

The number and value of workers compensation claims during the 2008/09 financial year are detailed below. The pre-1997 claims relate to insurance periods before RiskCover was PTA’s insurer.

Compliance with Human Resource Management Standards

In 2008/09 the PTA conducted 142 recruitment processes and received one breach-of-standard claim which was resolved without referral to Office of the Public Sector Standards Commissioner.

The PTA moved to the Candidate Management System during the year. Training for staff on accessing and using the system has commenced and will be supplemented by interviewing techniques and knowledge growth in applicable public sector standards and policies.