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Forest NSW Annual Report 2012

Statutory appendices Consultants Women’s Employment Strategy As part of the commitment to the NSW DPI’s $50 000 or more Women’s Employment Strategy 2009–12 Poyry Management Consultants Management Services 56 400 and to Forests NSW Women’s Employment Robert McCormack 76 125 Action Plan, the program to increase the skillsManagement Services – Forest Optimisation Project and potential of women continued during $132 525 2011–12 with three women participating in the $50 000 or less Supervisor Development Program, three women During the year there were 18 consultancies of less than $50 000 participating in the Introduction to Management Engineering 39 253.92 Program and three women participating in Architect/Surveyor 17 431.30 Community Engagement Training. Environmental 9 377.28 Marketing 104 509.09 Aboriginal Employment Management Services 142 091.07 Strategy Human Resources/Safety 10 372.65 In 2011–12, the Forests NSW Aboriginal $323 035.31 Employment Strategy has seen great results. The Total $455 560.31 trainee in North East Region has successfully Credit card certification Equal employment Growing and Management. In addition, thecompleted a TAFE Certificate III in Forest Corporate credit card use is monitored on a opportunity trainee was successful in gaining a 12-month monthly basis. Only eligible staff are issued temporary appointment as an Assistant SFO for with corporate credit cards to facilitate travel, Forests NSW continues to build on its strong equal North East Region. As a result of their hard work accommodation and limited purchases. The employment opportunity (EEO) culture through its the trainee was also awarded the North Coast Chief Executive Officer or relevant senior Code of Conduct and a revised induction program Aboriginal and Torres Strait Islander Trainee of the Year Award. The Indigenous Trainee program manager approves all expenses associated implemented during the year. Included in this is continuing into 2012–13 with the Aboriginal with card use. program is a ‘Working for Forests NSW’ information Employment Strategy and Forests NSW working Credit card use has been in accordance with guide which details our commitment to all key together to engage two trainees in Southern the Premier’s Memoranda and Treasurer’s elements of EEO principles and the professional Region to complete the TAFE Certificate III Forest Directions. standards expected of all employees. Growing and Management. Trends in the representation of EEO groups EEO Group Benchmark/Target 2010 2011 2012 Women 50% 17.4% 17.6% 17.7% Aboriginal People and Torres Strait Islanders 2.6% 8.2% 9.3% 7.9% People whose first language spoken as a child was not English 19.0% 2.7% 1.7% 9.0% People with a disability N/A 15.3% 15.5% 14.0% People with a disability requiring work-related adjustment 1.5% 3.1% 0.4% 14.0% Trends in the distribution of EEO groups EEO Group Benchmark/Target 2010 2011 2012 Women 100 111 105 105 Aboriginal People and Torres Strait Islanders 100 71 73 74 People whose first language spoken as a child was not English 100 124 N/A 118 People with a disability 100 78 80 79 People with a disability requiring work-related adjustment 100 86 N/A 79 Note 1: A Distribution Index of 100 indicates that the centre of the distribution of the EEO group across salary levels is equivalent to that of other staff. Values less than 100 mean that the EEO group tends to be more concentrated at lower salary levels than is the case for other staff. The more pronounced this tendency is, the lower the index will be. In some cases the index may be more than 100, indicating that the EEO group is less concentrated at lower salary levels. Note 2: The Distribution Index is not calculated where EEO group or non-EEO group numbers are less than 20. Forests NSW Annual Report 2011–12 Social, Environmental and Economic Performance 119


Forest NSW Annual Report 2012
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