You are here: Skip breadcrumbAttorney-General's Department >> Publications >> Annual reports >> Annual Report 2016-17 >> Management and accountability

 Management and accountability

Previous page Next page

Our people

A capable, engaged and agile workforce that excels in a complex and ever-changing environment is key to the department’s ability to achieve its objectives. By investing in our people, we aim to deliver results that improve productivity and enhance our ability to deliver high-quality, responsive support and advice to our ministers.

Staff profile

As at 30 June 2017, the department had 2,128 employees engaged in ongoing functions. Further information is provided in Table 14.

Table 14 : Staffing trends at 30 June 2016 and 2017

Ongoing 1,640 1,723
Non ongoing 301 337
Irregular/intermittent/casual 53 68
Average age (years) 38 38
Average length of AGD service (years) 3.9 3.9
Proportion female (%) 67.1 67.2
Proportion male (%) 32.9 32.8
Proportion part time (%) 16.4 16.7
Proportion Indigenous (%) 1.1* 1.6*
Proportion with a disability (%) 1.0* 1.1*
Proportion from a non-English-speaking background (%) 3.9* 4.5*
SES 176 184
EL1 and 2 equivalent 753 731
APS 1–6 equivalent 1,065 1,213
Total excluding casuals 1,941 2,060

*Diversity calculations are based on total headcount.
Note: Classifications are based on substantive positions.

Staff turnover and retention

During 2016–17, the department's ongoing separation rate was 7.1%. The rate includes all separations for ongoing staff and consists of terminations, redundancies, resignations and retirements. It does not include movement of ongoing staff to other agencies or machinery of government transfers.

Table 15 provides the full-time equivalent figures for substantive classifications (with the exception of casuals) for 2016 and 2017. Figure 3 shows staff totals by gender and location as at 30 June 2017 and 2016.

Table 15 : Staffing by classification as at 30 June 2016 and 2017

Substantive Classification Females Males 2016 Total Females Males 2017 Total
Cadet 1.0 0.0 1.0 2.0 0.0 2.0
APS 1-2 7.6 8.8 16.4 5.0 6.2 11.2
APS 3 38.4 24.0 62.4 31.8 17.6 49.4
Graduate 23.0 9.0 32.0 32.0 16.0 48.0
APS 4 160.4 43.0 203.4 175.4 58.0 233.4
APS 5-6 468.4 199.8 668.2 534.5 227.6 762.1
Executive Level 1 278.2 157.9 436.1 279.3 148.7 428.0
Executive Level 2 172.0 94.6 266.6 160.6 94.5 255.1
SES1 72.0 61.3 133.3 72.2 63.3 135.5
SES2 6.0 23.9 29.9 7.0 23.9 30.9
SES3 2.0 4.0 6.0 3.0 4.0 7.0
Total 1,228.0 626.3 1,854.3 1,302.9 660.6 1,963.5

Notes: Figures include all APS full-time equivalent staff with the exception of casuals.

Figure 3: Staff totals by gender and location as at 30 June 2017 (2016)

Map of Australia showing state and territory boundaries. Each state and territory has staff total numbers relating to gender for 2017 and then 2016 in brackets. Total staff 1,965 (1,854). WA females 22 (22), males 9 (8). NT females 16 (5), males 4 (0). QLD females 31 (31), males 19 (22). NSW females 209 (207), males 87 (88). ACT females 923 (872), males 508 (468). Vic females 82 (70), males 23 (30). SA females 16 (16), males 6 (5). Tas females 2 (2), males 1 (0). Overseas 7 (8).

Staff remuneration

Consistent with the relevant enterprise agreement, salary ranges related to employment classification are provided in Table 16.

Table 16 : Salary ranges as at 30 June 2017

Classification Salary range under Schedule 1 of the Attorney-General's Department Enterprise Agreement 2016
(employees other than AGS employees)
Salary under Schedule 2 of the Attorney-General's Department Enterprise Agreement 2016
(AGS employees)
Salary ranges under Section 24(1) determinations
SES Band 3 n/a n/a $280,616 - $353,379
SES Band 2 n/a n/a $203,940 - $329,333
SES Band 1 n/a n/a $146,162 – $262,974
Executive Level 2 $119,252 - $205,826 $114,800 - $195,700 n/a
Executive Level 1 $98,009 - $128,157 $90,603 - $139,202 n/a
APS Level 6 $80,888 - $120,002 $73,308 - $123,600 n/a
APS Level 5 $71,128 - $95,177 $61,800 - $113,300 n/a
APS Level 4 $63,768 - $81,955 $49,650 - $79,210 n/a
APS Level 3 $57,217 - $69,647 $48,695 - $66,656 n/a
Graduate APS $56,794 - $58,211 $56,794 - $67,043 n/a
APS Level 2 $51,240 - $56,819 $44,833 - $62,857 n/a
APS Level 1 $45,276 - $50,037 $40,642 – $50,307 n/a
Cadet APS (practical training) $44,388 - $49,055 n/a n/a
Cadet APS (full-time study) $24,217 n/a n/a

Notes: Where a salary level for a particular classification appearing in column two or three exceeds the maximum salary applicable to a classification set out in Schedule 1 or 2, respectively, of the AGD Agreement, this is the result of an employee in receipt of supplementary salary under an IFA under clause 3.55 of the AGD Agreement or through their salary being maintained on movement from another agency under clause 3.13 or 3.14 of the AGD Agreement. IFAs that convert a percentage of superannuation contributions to salary have not been included. The AGD Agreement does not cover SES employees.

SES remuneration

Remuneration for the department's SES employees is established through collective and individual determinations made under section 24(1) of the Public Service Act 1999 (Cth). There are two collective determinations in place covering SES employees – one covering those within AGS (other than casual SES employees) and another for those outside AGS.

Additionally, three casual SES employees in AGS are covered by individual determinations made under section 24(1) of the Public Service Act 1999 (Cth). The Chief Executive Officer of the Royal Commission into Institutional Responses to Child Sexual Abuse is also covered by an individual section 24(1) determination.

Salary levels for SES employees are generally set at rates within a salary band applicable to each SES classification. SES employees within AGS were, prior to 7 February 2017, covered by the provisions of the Australian Government Solicitor Enterprise Agreement 2012. On 7 February 2017, all SES employees within AGS moved to coverage by the AGD Agreement by a section 24(1) determination.

At 30 June 2016, there were 172 SES employees covered by the collective section 24(1) determinations.

Employment programs

The Graduate Development Program is a major workforce initiative to equip the department with future leaders and a broad capability. In January 2017, 47 graduates completed the 2016 program and in February, another 47 graduates commenced the 2017 program. The 2017 graduate cohort includes five Indigenous graduates recruited through the APSC Indigenous Graduate Program.

The program focuses on three stages of learning: gaining confidence in the department and the APS, building capability, and developing future technical capability and leaders. It ensures that graduates have the capabilities to transition to practising lawyers and well-rounded policy, legal and project officer roles at the end of the program. Much of the learning is experiential, being on-the-job learning and through exposure to networks and external expertise. The program is reinforced by the support of graduate supervisors who play a vital role in coaching and developing graduates.

At the end of 2016, three Indigenous trainees successfully completed the APSC Indigenous Traineeship Program. In addition, we participated in the Department of Employment Indigenous Australian Government Development Program for the first time with three participants commencing in September 2016. The 15-month program includes learning on-the-job, exposure to departmental networks (including the Indigenous Employee Network) and education through a Diploma in Government (Project Management) qualification.

From November 2016 to February 2017, we conducted a Summer Intern Program in which 22 university students completed a 12-week placement program. During the same period, we engaged three students as part of the ‘Stepping Into …' program facilitated by the Australian Network on Disability for university students with disability.

Diverse workforce

The department has a culture that embraces diversity, flexibility and inclusion. We recognise and promote a diverse workforce that is innovative, productive and delivers better organisational outcomes. We provide a safe and inclusive work environment where staff are respected, valued and supported.

Under the direction of the Diversity Council and Diversity Committee, our employee-led network groups cover matters related to women, disability, cultural and linguistic diversity, Indigenous and gender identification. These networks support and promote inclusion in the department through a variety of events, initiatives and advice on departmental policy.

Diversity strategy

The department's Diversity Strategy demonstrates the commitment to a culture that builds respect, fosters inclusiveness and embraces the unique skills and qualities of staff. In October 2016, we launched the Flexibility and Inclusion Plan that outlines the actions we are taking to achieve this. It seeks to provide an environment where everyone can perform to their full potential. The plan is targeted at all staff, regardless of their personal or professional circumstances and showcases stories that highlight the successes and challenges of flexible work opportunities.

As a member of the APS Secretaries Equality and Diversity Council, we actively work to remove any barriers to provide an inclusive and respectful workplace for everyone.

In May 2017, we launched a guide, In the Loop, to build on our inclusive culture and support staff as they prepare for, undertake and return from long-term leave.

Gender equality

Our Gender Equality Action Plan is guided by the Balancing the future: The Australian Public Service gender equality strategy 2016–19. The plan is based on the five action areas in the strategy and sets out the gender equality targets for the department, including a target of 50:50 at the SES Band 2 level by 2021.

Supporting Indigenous employees

In support of the APS Indigenous Employment Strategy 2012–16, the department is improving the attraction and retention of Aboriginal and Torres Strait Islander staff through a suite of actions. This includes participation in two Indigenous employment programs coordinated within the APS; the Indigenous Australian Government Development Program and the Australian Government Indigenous Graduate Program.

In early 2017, a Reconciliation Action Plan working group was established to identify ways to embed cultural awareness and understanding of Aboriginal and Torres Strait Islander cultures and improve Indigenous employment outcomes, now and into the future.

We have a senior SES-level Indigenous champion who advocates for Aboriginal and Torres Strait Islander employees and is a member of the Indigenous Champions Network, led by the Department of Human Services.

Further information is available on the department's website.

Supporting employees with disability

The National Disability Strategy 2010–20 sets out a 10-year, national policy framework to improve the lives of people with disability, promote participation and create an inclusive society. A high-level, two-yearly report tracks progress against each of the six outcome areas of the strategy and shows how people with a disability are faring. These reports are available on the Department of Social Services website.

Under the direction of the As One: Making it Happen, APS Disability Employment Strategy 2016–19, we identify options to support and improve the employment experiences of people with disability.

We continue to participate in the RecruitAbility scheme that aims to attract and develop applicants with disability. The scheme allows applicants with disability who have opted in to the scheme and meet the minimum requirements of the advertised role, to advance to a further stage in the selection process. Merit remains the basis for engagement and promotion.

The department is a gold member of the Australian Network on Disability (AND); a not-for-profit organisation that aims to include people with disability in all aspects of business. This has improved our ability to support staff with disability and to develop their careers through participation in our mentoring program, Positive Action towards Career Engagement.

Multicultural access and equity

We are committed to improving our understanding of Australia's culturally and linguistically diverse population in order to reflect their needs in the development and delivery of policy, programs and services.

The department is a member of the Multicultural Access and Equity Network. We contributed to the Multicultural Access and Equity in Government Services Report 2013–15 that was tabled in the Parliament in June 2017. The report detailed our membership with the National Anti-Racism Partnership that provides input to the Australian Human Rights Commission National Anti-Racism Strategy.

Further information is available on the Attorney-General's Department website.

Supporting LGBTI staff

In March 2017, we participated in the Australian Workplace Equality Index survey; Australia's definitive national benchmark on lesbian, gay, bisexual, transgender and intersex (LGBTI) workplace inclusion. The survey is conducted by Pride in Diversity of which the department is a member. The survey gauges the overall effect of inclusion initiatives on organisational culture. The survey review outlined initiatives we could action to strengthen support of LGBTI colleagues.

Learning and development

Under our Learning and Development Strategy 2016–2020, we implement programs and activities that support a culture of learning using the experience, exposure and education model.

A focus this year was continuing to strengthen leadership and middle manager capability. We refined and delivered the Manager Essentials Program, Emerging Leaders Program and a range of support tools, resources and activities.

We offered more than 233 events via our refined learning calendar including new starter inductions, core skills training and activity-based learning. We also produced an eLearning program to build capability in grant administration. This year we supported our portfolio agencies by offering our formal training to their staff. Our programs are regularly evaluated to ensure they meet the needs of the department and employees.

Our employees can access study assistance and scholarship programs to complete studies and gain formal qualifications. Departmental support is in the form of financial reimbursement and study leave.

Performance management

The department's performance management framework facilitates effective performance conversations. Ongoing monitoring of staff performance and development ensures we have the skills and capabilities we need as an organisation into the future. This is outlined in our strategic workforce plan Broader Horizons: Agile Global Diverse.

Our Program for Performance Improvement applies to all staff and includes mid-cycle and quarterly check-ins, as well as an end-of-cycle review and rating. We also encourage regular, informal performance conversations. In 2017, we reviewed our performance management frameworks. The review considered employee and manager capacity to engage effectively in performance conversations. We have commenced implementing outcomes from the review.

In 2016–17, the department, along with seven APS agencies, was subject to an ANAO audit on managing underperformance in the APS (refer to External Audit).

Workplace agreements

The Attorney-General's Department Enterprise Agreement 2016 (AGD Agreement) commenced on 7 February 2017 and nominally expires on 6 February 2020.
The AGD Agreement provides for the remuneration and conditions for all non-SES employees including those who were previously covered by the Australian Government Solicitor Enterprise Agreement 2012.

The AGD Agreement provides for individual flexibility arrangements (IFAs) where remuneration arrangements, superannuation, working hours, leave, allowances, overtime rates and penalty rates may be tailored to an employee's circumstances. As at 30 June 2017, 1,944 employees were covered by the AGD Agreement. Of these, 97 employees were covered by IFAs.

Non-salary benefits

The department, through its industrial arrangements with employees, permits flexible packaging of remuneration to combine monetary and non-monetary benefits. The main non-salary benefits an employee may choose include motor vehicles accessed through novated lease arrangements and additional employer superannuation contributions.

Performance pay

Employees within AGS may earn or be awarded performance pay in accordance with the AGD Agreement (for non-SES employees). In addition, section 24(1) of the Public Service Act 1999 (Cth) provides for the remuneration and other conditions to apply to SES employees within AGS. There are four types of performance-based bonuses:

  • Net production bonus: employees designated as a Lawyer or Paralegal with a fee earning target are eligible to receive a net production bonus equivalent to 20% of the employee's net production above their net production target. The bonus is only paid where the employee's overall performance is assessed as at least ‘satisfactory' under the performance management program.
  • Discretionary bonus: AGS has a pool of funds of up to $150,000 per year available to award to employees who are eligible for the net production bonus. The bonus is paid at the Secretary's discretion, having regard to any other bonuses the employee may be entitled to receive, the employee's responsibilities and their overall contribution. There is no requirement to expend funds each year.
  • Percentage-of-salary bonus: outposted lawyers, graduate APS employees and others, as determined by the Secretary, are eligible to earn up to 10% of salary in a percentage-of-salary bonus. The bonus is only paid where the employee's overall performance is assessed as above ‘satisfactory' under the performance management program.
  • AGS profitability bonus: under the former Australian Government Solicitor Enterprise Agreement 2012, a pool of funds was distributed evenly to eligible employees where their overall performance was assessed as 'met requirements' or 'exceeded requirements' under the AGS performance management program and who were employed by AGS at the time the bonus was paid. The profitability bonus is no longer provided under the AGD Agreement. The amount was equivalent to 10% of that part of AGS gross legal services trading profit that exceeds $2.5 million, plus an additional 10% of that part, if any, of AGS gross legal services trading profit that exceeds the dollar value of 8.5% of AGS revenue from legal service trading in that year.

Table 17: Performance payments made in 2016–17 to AGS staff

Classification Number of employees who received performance pay Aggregate amount of performance pay Average amount of performance pay Range of performance payments
SES Band 3 3 $104,557 $34,852 $1005 - $68,995
SES Band 2 17 $469,456 $27,615 $437 – $81,494
SES Band 1 107 $1,194,051 $11,159 $191 – $47,826
Executive Level 2 91 $669,068 $7,352 $10 - $38,090
Executive Level 1 88 $344,255 $3,912 $30 - $38,677
APS 6 69 $291,672 $4,227 $80 - $31,605
APS 5 120 $161,249 $1,344 $30 - $13,992
APS 4 81 $58,622 $724 $30 - $1,737
APS 3 22 $17,173 $781 $10 - $1,005
Graduate APS 15 $21,783 $1,452 $382 - $4,005
APS 2 15 $4,661 $311 $40 - $1,005
Total 628 $3,336,549 $5,313 $10 - $81,494

Notes: AGS performance bonuses are typically paid in August and September of each year, based on performance in the previous financial year. The data in the table above reflects payments made in 2016-17 for performance in 2015-16. This includes payments for individuals who commenced with or left AGS during the financial year. The average amount of performance pay is the average for those who received a bonus. The range of performance pay is the range for those who received a bonus.

Work health and safety

We are committed to providing and maintaining a safe and healthy workplace for all employees and to meeting our obligations under the Work Health and Safety Act 2011 (Cth) (WHS Act) and the Safety, Rehabilitation and Compensation Act 1988 (Cth).

The department's Health and Safety Committee met four times during 2016–17.

Reporting incidents and enforcement measures under the WHS Act

No notifiable incidents were reported under section 38 of the WHS Act.

No enforcement measures or improvement notices were issued under Part 10 of the WHS Act being Improvement Notices, Prohibition Notices, Non-disturbance Notices, Remedial Action and Injunctions.

No enforceable undertakings under Part 11 of the WHS Act applied to the department's operations.

Other initiatives

A key focus for the Health and Safety Committee was on mental health initiatives. The department is the first APS agency to sign up to beyondblue's Heads Up initiative. This was successfully launched during our Mental Health Week activities in October 2016. The Heads Up resources provide useful tools for managers and staff about healthy workplaces.

In April 2017, the Secretary launched our Health and Wellbeing at Work awareness material. This new material details the department's commitment to a healthy workplace. Staff received information about the support, training, policies and networks available in the department.

We maintain an Employee Assistance Program that provides free, confidential and professional counselling services for all employees. This includes trauma and critical incident debriefing to help resolve work and other issues that may affect an employee's work performance or wellbeing.

This year Health and Safety Representatives conducted regular workplace inspections that identified hazards and potential risks. This was an opportunity to improve safe work practices. Trained Health and Safety Representatives conducted workstation assessments and external providers undertook more complex assessments. During 2016–17, 285 workstation assessments were conducted, with 45 conducted internally by Health and Safety Representatives.

Employee influenza vaccination was conducted in April 2017 with a record number of 900 employees electing to receive the vaccination. Financial reimbursement options for eyesight testing, quit smoking solutions, health and wellbeing related equipment were available to employees under the health and wellbeing program.

Workers' compensation performance

In February 2017, Comcare issued the department with a Worker's Compensation Performance Report that indicated the department is tracking well in the management of compensation claims.

The focus in 2016–17 was on preventing psychological injury claims by implementing early intervention strategies. Specific support and advice was offered to managers to promote early engagement with staff to address and resolve issues as they arise.

The workers' compensation premium for 2016–17 was a favourable result, being 0.83% of payroll costs. Table 18 compares our result to the APS average.

Table 18: Premium rates comparison 2013–14 to 2016–17

Premium Rate (%) 2013–14 2014–15 2015-16 2016-17
Attorney-General's Department 0.68 0.62 0.70 0.83
All agencies (average) 1.81 2.12 1.85 1.72

Compliance with the Carer Recognition Act 2010

The department promotes an awareness and understanding of the Statement for Australia's Carers. The statement is included on the department's intranet and available to all employees. The department is cognisant of, and has regard to, the statement in reviewing internal human resources policies. The department's human resource policies are consistent with the statement.

Asset management, purchasing and grants

Asset management

Management of the department's assets is governed by the Secretary's Instructions on asset management and aligns with government best practise. We undertake a three-year rolling stocktake to verify accuracy. The department's fixed assets include office fit outs, purchased and internally developed software, computer equipment, infrastructure and centrally held library materials.


Our procurement policies and practices reflect the principles in the Commonwealth Procurement Rules (CPRs). We focus on:

  • value for money
  • encouraging competition
  • the efficient, effective, economical and ethical use of government resources
  • accountability and transparency
  • compliance with other Australian Government policies.

A central procurement hub within the department provides advice to staff undertaking procurement and contract management activities. The hub undertakes quality assurance testing of procurement activities and periodically reviews procurement-related documentation and training material to ensure consistency with the CPRs and other policies. The department uses a procurement module within its financial management information system to enhance administrative workflows and procurement compliance.

Small-to-medium enterprises

The department supports small business participation in the Australian Government procurement market. Small and medium enterprises and small enterprise participation statistics are available on the Department of Finance website.

The department recognises the importance of ensuring that small businesses are paid on time. The results of the Survey of Australian Government Payments to Small Business are available on the Treasury's website.

The department supports the use of small and medium enterprises through:

  • an electronic invoice processing system used to facilitate on-time payment performance
  • use of Commonwealth Contracting Suite template contracts for both low-risk and higher-risk procurements
  • compliance with the government's Supplier Pay on Time or Pay Interest Policy
  • small and medium enterprises being able to request payment by credit card for procurements valued at $10,000 or less.


Annual reports contain information about actual expenditure on contracts for consultancies. Information on the value of contracts and consultancies is available on the AusTender website.

The department engages consultants where it lacks specialist expertise or when independent research, review or assessment is required. Consultants are typically engaged to investigate or diagnose a defined issue or problem; carry out defined reviews or evaluations and provide independent advice, information and develop creative solutions to assist in the department's decision-making. Prior to engaging consultants, the department takes into account the skills and resources required for the task, the skills available internally and the cost effectiveness of engaging external expertise. The decision to engage a consultant is made in accordance with the Public Governance, Performance and Accountability Act 2013 (Cth) and related regulations including the CPRs and relevant internal policies.

During 2016–17, the department entered into 35 new consultancy contracts, involving total actual payments of $2.835m (inclusive of GST). In addition, 8 ongoing consultancy contracts were active, involving total actual payments of $0.797m (inclusive of GST).

Table 19: Expenditure on consultancy

Financial year
2015–16 2016–17
Expenditure ($m) 3.756 3.632

Contracts – ANAO access clauses

During 2016–17, all departmental contracts contained ANAO access clauses. The department's standard contract templates include clauses allowing the ANAO access to a contractor's premises.

Contracts – AusTender exempt

Departments are required to advise if any contract in excess of $10,000 (inclusive of GST) or a standing offer has been exempted by the Secretary from being published on AusTender on the basis that it would disclose exempt matters under the Freedom of Information Act 1982 (Cth) (FOI Act). The fact that the contract has been exempted and the value of the contract or standing offer must be reported to the extent that doing so does not in itself disclose the exempt matters. During 2016–17, the department had no contracts that were exempt from being published on AusTender on the basis that to do so would disclose exempt matters under the FOI Act.

Advertising and market research

Under section 311A of the Commonwealth Electoral Act 1918 (Cth), the department is required to disclose payments of $12,565 or more (inclusive of GST) to specific types of organisations. These organisations are advertising agencies, market research organisations, polling organisations, media advertising organisations and direct mail organisations.

During 2016–17, the department conducted one campaign (see Table 20). Further information on advertising campaigns is available at the department's website and in the reports on Australian Government advertising prepared by the Department of Finance. Those reports are available on the Department of Finance website.

There were no payments to direct mail or polling organisations.

Table 20 : Payments to advertising, market research and other designated organisations

Name of organisation Payment – GST inclusive ($) Purpose Key
Australian Public Service 14,701 APS Jobs advertising C
Crime Stoppers Pty Ltd 110,000.00 National Firearms Amnesty public relations C
Iconic Holdings Pty Ltd 109,462.00 National Firearms Amnesty Campaign advertising development A
Dentsu Mitchell Media Australia Pty Ltd 38,357 Non-campaign government advertising C
Mitchell and Partners Australia Pty Ltd 92,000.00 National Firearms Amnesty Campaign advertising C
Trustee for Essence Communications 38,224.00 National Firearms Amnesty Campaign market research B
Dentsu Mitchell Media Australia Pty Ltd 19,530 Resilient Australia Awards advertising C

A: Paid to a creative advertising agency to develop advertising campaign.
B: Paid to a market research organisation.
C: Paid to a media advertising organisation for placing government advertising (both campaign and non-campaign) in the media.


The department manages its grants programs in accordance with the Australian Government’s legislative framework, the Commonwealth Grant Rules and Guidelines and the department’s grant management procedures. Information on grants awarded by the department is available on our website. We have published information on the grants register for 19 departmental grant programs, being:

  • Australia-New Zealand Counter-Terrorism Committee
  • Countering Violent Extremism to Prevent Terrorism
  • Data Retention Industry Capital Assistance
  • Disaster Resilience Australia Package
  • Ex gratia assistance – New Zealand citizens
  • Family Relationships Services Program
  • Financial assistance towards legal costs and related expenses
  • Financial assistance towards legal costs and related expenses – Royal Commission into Institutional Responses to Child Sexual Abuse
  • Financial assistance towards legal costs and related expenses – Royal Commission into the Protection and Detention of Children in the Northern Territory
  • Grants to Australian Organisations Program
  • Indigenous Legal Assistance Program
  • Native Title Respondents Scheme
  • Native Title System
  • One-off grant to support consultation on the Rights of the Child
  • One-off grant to support Emergency Management Volunteer Scholarships
  • Payments for membership of international bodies
  • Payments for the provision of community legal services – legal advice service supporting the Royal Commission into the Protection and Detention of Children in the Northern Territory
  • Proceeds of Crime Act 2002 (Cth) – Safer Streets
  • Safer Communities Fund.

Ecologically sustainable development

In 2016–17, we continued to mitigate the effects of our impact on the environment through:

  • electronic document management systems and web-based information-sharing tools that reduce or eliminate the need to print and retain paper copies of documents
  • videoconferencing to reduce the need for local, interstate and international travel
  • identifying and implementing ways to improve the energy efficiency of our facilities
  • ensuring that new leases entered into comply with the Australian Government’s energy policy
  • procuring energy-efficient equipment and lighting solutions, including a smart lighting system that activates only when work areas are occupied
  • recycling facilities in all work areas.

The integration of energy-efficiency practices into our organisation and planning processes allows us to reduce our energy costs and decrease the consumption of resources.

The Sustainability Network

The department’s Sustainability Network has continued to champion environmentally friendly work practices and initiatives. The Sustainability Network provides the leadership, motivation and information to raise awareness and increase participation in these work practices and initiatives. Activities include:

  • promoting and encouraging environmentally sustainable work practices
  • raising awareness and understanding of environmental issues
  • providing information about environmental initiatives
  • providing a forum for staff to discuss sustainable work practices.

In 2016–17, the Sustainability Network researched the department’s waste management practices and introduced new mixed recycling bins in work areas.

Freedom of information

Information Publication Scheme

Entities subject to the Freedom of Information Act 1982 (Cth) are required to publish information to the public as part of the Information Publication Scheme. This requirement is in Part II of the FOI Act and has replaced the former requirement to publish a Section 8 statement in an annual report. The Section 8 statement and a plan showing the information we publish in accordance with the scheme requirements is available on the department’s website.

Previous page Next page