Annual Report 2016-17

Judicial Commission of NSW – Annual Report 2016–17 68 Remuneration of senior management The Commission determines senior executive remuneration in accordance with section 6 of the Judicial Officers Act 1986. Remuneration packages are equivalent to the NSW Public Service Senior Executive Bands. Figure 17 shows the number of executive positions at the Commission and their equivalent remuneration levels for Public Service Senior Executives. Table 13 shows the average total remuneration package for senior executives within the appropriate band and includes a percentage indicating what amount of the Commission’s employee- related expenditure in 2016–17 was related to senior executives. A comparison is made with the percentage rate in 2013–16. 2 2 1 Equivalent to the NSW Public Service Senior Executive Bands. 1 1 1 Band 1 Band 2 Band 3 2015–16 2014–15 2015–16 2014–15 2015–16 2014–15 2 1 1 2016–17 2016–17 2016–17 * 1 female and 1 male in Band 1 Table 13. Senior executive remuneration Band Range Average remuneration 2013–14 2014–15 2015–16 2016–17 Band 3 320,901–452,250 366,850 373,748 383,092 392,669 Band 2 255,051–320,900 261,300 266,213 272,868 279,690 Band 1 178,850–255,050 209,800 213,744 219,088 224,565 24.05% of the Commission’s employee-related expenditure in 2016–17 was related to senior executives, compared to 25% in 2015–16. Ensuring a safe working environment The work health and safety (WHS) of our employees is a high priority. The Commission adopts a risk management approach to identifying and assessing health and safety risks in the workplace: this approach is reflected in our work health and safety policy available on our intranet (see p 78). Our Audit and Risk Management Committee oversees our work, health and safety compliance: see p 74. This year, we focused on: • identifying hazards • minimising risks • conducting the yearly emergency evacuation drill • reviewing the contents of first aid kits maintained in the workplace. We have a trained WHS representative who conducts quarterly safety inspections of the premises. Five employees are trained as fire wardens with training being regularly updated by the building management. All staff participate in evacuation drills. Three employees are trained to deliver first aid, CPR and defibrillation. Our first aid kits are well maintained. There was: • no workplace injury claim lodged this year (last year: 1) • no work-related illnesses or prosecutions under the Work Health and Safety Act 2011 (last year: none). • no grievance complaint lodged (last year: 1). We encourage staff to receive influenza immunisation and reimburse the cost of the booster. Ergonomic assessments of workstations in the new premises were undertaken to help staff tailor and use their new stand- up desks effectively. Employee Assistance Program Our Employee Assistance Program (EAP), initiated last year, facilitates professional counselling to help staff deal with a range of issues like trauma experienced during the course of business and learn ways of dealing with stress, anger and passive aggression. The Commission is committed to providing an EAP for employees if the need arises. Employees also have access to the EAP provider’s monthly e-flyer and portal, which gives interactive information on a number of wellbeing tools such as a Wellbeing Screener and a Smoking Cessation Planner. The newsletter addresses a number of important holistic issues such as how to tackle stress at home and at work. Communicating with our employees Round table meetings for all staff are held throughout the year and are an opportunity for staff to learn about work-related activities and developments. A staff member usually gives a presentation about business developments or special projects. Minutes of the meetings are published on our intranet. Our employees are informed about policies and procedures via our intranet and notice boards. Directors have an open- door policy and publish monthly reports about their department’s progress. Departmental managers have regular meetings with employees to discuss workflow and work-related issues. As noted in our yearly staff survey, how we communicate at the Commission will be reviewed. We will be looking at implementing a monthly staff newsletter and a suggestion box for people to suggest ways of engaging with each other more effectively. Figure 17. Executive positions 2014–17