- Title page
- Commissioner's Overview
- Our Strategic Direction
- The Role of the State Services Commission
- Delivering Better Public Services
- Organising for the Future
- Responding to Changing Needs
- Our Success in 2016/17
- Strategy and Policy
- Integrity, Ethics and Standards
- System and Agency Performance
- Workforce and Talent Management
- Corporate Services
- Report on Strategic Intentions
- End-of-Year Reporting
- Statement of Responsibility
- Independent Auditors Report
- Statement of Performance
- Statement of Budgeted and Actual Departmental and Non-departmental Expenses and Capital Expenditure Incurred Against Appropriations
- Financial Statements and Schedules
- Departmental Financial Statements
- Notes to the Departmental Financial Statements and Non-departmental Schedules
- Non-departmental Schedules
- List of Acronyms
Workforce and Talent Management
We support agencies to develop workforce strategies that address current needs and align service priorities and targets. These workforce strategies are a key part of the planning process and have been successful in lifting agencies' focus and capability.
This year we have taken a more holistic view of the Public service workforce and appropriate directional development required to support increased mobility and succession planning for senior leaders.
Diversity and inclusion
We have improved understanding of diversity and inclusion across the State Services by working with agencies to identify, develop and invest in data and analytics, research and evidence-based advice. This includes building system-wide tools, facilitating networks of practice and developing strategic advice or thought leadership.
The Commission is supporting the employment of disabled people. Resources are now available through the Ministry of Social Development and the Commission. In the coming year our focus will be increasing the accessibility of information, increasing the provision of paid internships and seeking our chief executives' commitment to lifting the employment of disabled people and their voice in related strategy and service delivery.
Gender pay gap
We published for the first time, data on the gender pay gap for all Public Service agencies. This successfully raised the profile of the issue and provided a baseline measure for corrective action. The data provide agencies with better understanding of what drives their gender pay gap and supports the delivery of remedial action. We are also supporting each agency to implement their action plans to decrease their pay gap.
The Commission leads on strategic employment relations issues such as implementation of the pay equity principles that were announced by the Government in November 2016. At a whole-of-system level, we encourage collaboration and effective communications between agencies to build consistency and capability across the system. We work with agencies to ensure that their overall workforce strategy guides their approach to employment relations to achieve good outcomes for agencies, and for current and future employees.
Leadership Development Centre
As of 1 July 2017, the Leadership Development Centre (LDC) will join the Commission as a branded business unit. This will encourage better alignment, integration and delivery of talent and leadership development across the system. In joining the Commission, the LDC will continue to provide a focus on the development of people to ensure that the right people, with the right skills, are placed into the right roles at the right time.