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Roberta ryan webcast presentation

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  • 1. A career in Local Government Presented by Associate Professor Roberta Ryan
  • 2. ABOUT ME • Joined UTS:CLG and ACELG as Director beginning of 2013 • Expertise in social policy, organisational evaluation and learning, policy and program evaluation, stakeholder engagement, applied policy research and advice • Research partnership between UTS and NSW Department of Planning and Infrastructure around planning reforms focusing on community participation in new system
  • 3. • Commenced operation 1991 – Australia’s largest and longest serving dedicated Centre for Local Government • 3 core strands – Research – Training and Professional Development – Research Consultancy • Learning programs – PhD Program and Masters of Local Government – Graduate Diploma in Local Government Management – Graduate Certificate in Local Government Leadership – Graduate Certificate in Development Assessment – Executive Certificate for Elected Members – launching in October
  • 4. • Commenced operation 2009 • Federal Government funded consortium (UTS:CLG, UCanberra, ANZSoG, LGMA National, IPWEA) • 6 program areas – Research and Policy Foresight – Innovation and Best Practice – Governance and Strategic Leadership – Organisation Capacity Building – Rural/Remote/Indigenous LG – Workforce Development • LGMA National prepared Local Government National Workforce Strategy in partnership with the sector for ACELG – Upcoming release of Australian Local Government Workforce and Employment Data Set
  • 5. • • • Government’s at all levels have recognised the increasing importance of local government to society and the need for a resilient workforce in order to ‘future-proof’ local government Strategic objective 3 promotes local government as a placebased employer of choice through offering flexible working arrangements To promote local government as a place-based employer, local governments often have innovative working arrangements and HR approaches including 9 day fortnights, tele-working and shared services
  • 6. AUSTRALIAN LOCAL GOVERNMENT WORKFORCE AND EMPLOYMENT DATA
  • 7. AUSTRALIAN LOCAL GOVERNMENT WORKFORCE AND EMPLOYMENT DATA • Undertaken to support implementation of National Workforce Strategy • Survey instrument piloted with councils around Australia • Survey launched November 2012 – closed late January 2013 • 232 metro, regional and rural councils participated – Representing over 67,000 employees, about a third of estimated total LG workforce (ABS – 192,500) – Participating council staff numbers: largest 2,433 / smallest 18 • Results compared with other sources to confirm accuracy (i.e. ABS, NSW Division of Local Government) • Poor representation from some jurisdictions - underscores importance of taking nationally consistent approach
  • 8. QUESTIONS ABOUT • • • • • • • • Total employees Age / gender Occupation Employment status and hours Managerial occupations Workforce planning Diversity planning Culturally and linguistically diverse, disability and indigenous status • Education and training (including apprenticeships, in-house training and training budgets) • Vacancies, new starters and staff turnover
  • 9. Rural (%) Regional (%) Urban (%) Local Government State Government Federal Government Education Health Care and Social Assistance Mining Agriculture WORKFORCE DISTRIBUTION • • LG also more evenly distributed when compared to large government service delivery industries and traditional regional and rural industries. So, the industry that provides the best employment opportunities where you live may in fact be local government!
  • 10. WORKFORCE DISTRIBUTION • Workforce distribution analysis also identifies: – On average, local government employees represent 5% of LGA workforces – More than 60 regional and rural LGAs where local government employees make up over 10% of the total local workforce – 25 regional and rural LGAs where local government employees make up over 20% of the total local workforce – 7 regional and rural LGAs where local government employees make up over half the total local workforce, and – 17 regional and rural LGAs where local government is the major employer within the community • So, there are careers for everyone, everywhere!
  • 11. 18-24 25-34 35-49 Local government workforce - ABS Census 50-59 60+ National Labour force AGE • • LG workforce older than national workforce (particularly 50-59 year cohort) This means future career progression opportunities will open up as current employs retire
  • 12. Female 46.2% Male GENDER • Local government needs more females! 53.8%
  • 13. Male Female 34.7% 30.5% 30.2% 21.1% 19.8% 15.4% 14.0% 10.9% 5.0% 4.3% 4.7% 2.7% Postgraduate Degree Level Bachelor Degree Advanced Diploma Graduate Diploma Certificate Level Level and Diploma Level and Graduate Certificate Level High school only EDUCATION LEVELS • Local government employs people with a diverse range of educational qualifications!
  • 14. Full time % 69.77% Part time % Away from work % 24.27% 5.96% EMPLOYMENT STATUS • Local government offers flexible working conditions (part time often suits new parents wanting to start a family, so local government is a family-friendly employer!)
  • 15. NT Tas SA WA Qld Vic NS W 0% 10% 0-9hrs 20% 30% 10-14hrs 40% 15-19hrs 50% 60% 20-24hrs 70% 80% 25-34hrs 90% 100% 35-40hrs HOURS WORKED • • More flexible working arrangements in NT and, in particular, Victoria Looking at working hours per week – local government provides a range of part time roles range for 0-9 hrs through to 25+ hours
  • 16. Corporate services 36.98% Engineering / infrastructure 28.44% Human / community services Planning 20.85% 12.73% OCCUPATION STREAMS More staff employed in core business streams (Corporate services and Engineering / infrastructure) Significance of Human / Community Services workforce reflects increasing provision of these services by LG
  • 17. 84.6 62.8 64.0 54.0 46.0 37.2 36.0 15.4 Corporate service governance Male Engineering/Infrastructure Human and community services Environment/Planning Female GENDER REPRESENTATION BY OCCUPATION STREAM • • Relatively even gender balance in Corporate Services / Governance Corporate Services / Governance encompasses the majority of senior management positions – so both males and females have the opportunity to progress through to senior management levels!
  • 18. Total Male Directors Female Managers Coordinators / Team leaders MANAGERIAL OCCUPATIONS • • Mostly male, particularly in senior management Higher female representation in lower level management
  • 19. AGE BY OCCUPATION • Occupations with highest • Occupations with lowest number of employees aged number of employees aged 50+ 50+ – CEO / General Managers – Labourers / plant operators – Community transport operators / bus drivers – HACC / child care / community services – Works / infrastructure managers – Finance / payroll – Communications / media – Urban planners / environment – Community engagement – Lifeguards / fitness instructors / pool attendants – IT / GIS – Greenkeepers – Arts / culture
  • 20. 11.8 Have an established workforce plan which is in place throughout the council 10 17.3 Have developed and are implementing our work force plan Have substantially completed a workforce plan 46.4 14.5 Have commenced work on a workforce plan Not planning to do a workforce plan at present WORKFORCE PLANNING Councils in NSW more likely to have established or implementing workforce plan – this is the kind of good practice the National Workforce Strategy is building on and why many local governments are recognised as employers of choice
  • 21. Ageing workforce/impending retirement Legislative requirements/Training/skills not avaliable locally Competition for recruitment Limited HR/Workforce planning resources Staff retention Leadership/development at team leader and coordinator level Insufficient funds/councils not able to afford additional staff Knowledge management/transfer Competition with city councils Succession planning Attracting younger workers Population growth/increased expectations Development of a skills audit/matrix to inform future training … Investment required in new equipment for ageing … High cost of living/housing locally Lack of consistant, sector wide data Threat of amalgamation WORKFORCE PLANNING TOP ISSUES
  • 22. Indigenous employees as proportion of total workforce Total 4.62% Northern Territory Tasmania Western Australia South Australia 55.29% 2.70% 3.65% 1.66% Queensland Victoria New South Wales 7.11% 0.57% 2.92% INDIGENOUS WORKFORCE • • • CoAG public sector indigenous employment target – 2.6% by 2015 Around a third of the LG indigenous workforce are employed through Community Development Employment Projects So you have the opportunity to work with a diverse range of people with interesting backgrounds and experiences!
  • 23. VACANCIES • Around 13 vacancies per council at time of data collection • Around a third of vacancies not currently being advertised • Significantly higher long term (+6 month) vacancies in Qld and NSW • Vacancies most likely for the following occupations: – – – – – – – Engineering (16%) Design/survey/drafting (10%) Childcare/early childhood development (10%) Director/senior management (10%) Planner (7%) Leisure/pools/gym attendant (6%) Ganger/general hand (5%)
  • 24. IMPLICATIONS • LG plays a leading and active role to enhance regional and rural community outcomes • LG provides you with the opportunity to influence the services that respond to your community’s unique needs • Given LG makes up about 5% of local workforces, LG is a key employer in every community – meaning you have a great work/life balance by working close to home • Local government employees people across the full spectrum of educational qualifications
  • 25. IMPLICATIONS • Local government is looking to increase gender equity and the number of females in Engineering/Infrastructure roles, and males in Human/Community Services roles • Highly educated females in senior management roles, means LG will be a future leader in gender equity • LG leading the way in attracting and retaining talent through continued offering and promotion of flexible working arrangements
  • 26. IMPLICATIONS • Large proportion of Engineering/Infrastructure workforce approaching retirement – so there are a range of jobs opening up in these fields • LG leading the way in terms of indigenous employment and offer the opportunity to work with a range of people from diverse and interesting backgrounds • But, vacancies are not as readily advertised – so you will need to approach your local government directly through their website. – Local government employment opportunities are also often advertised in newspaper careers sections
  • 27. What’s great about working in local government?
  • 28. What is great about working in local government? • ADMIN/CLERICAL - An experience smorgasbord and career springboard • PLANNING - Play Sim City in the real world • ENGINEERING/BUILDING - Shaping our whole environment with your own hands • ENVIRONMENTAL HEALTH/COMMUNITY SERVICES Guardians of our 21st century lifestyle • CORPORATE SERVICES - Achieve something greater than profits for shareholders • Love where you live? A career in local government lets you get close to your community and help understand and influence what makes it such a great place to live
  • 29. What are the benefits of working in local government? • The diverse activities of local government means there are careers for everyone – meaning you can do what you love! – It also means that no one day is the same – helping to build your skills across a range of areas and increase employability! • Local governments are significant employers in regional and rural areas – so there are careers for everyone, everywhere! • Local government offers opportunities for career progression – many local government staff are approaching retirement and as they do, opportunities for progression will open up • Local governments are a range of sizes – from small rural shires to the 7,000 strong workforce of Brisbane City Council – so there is an organisation that suits everyone • Many local governments are already considered ‘Employers of Choice’ – for example, Parramatta and Brisbane City Councils
  • 30. What are the benefits of working in local government? • Local government provides a significant number of part time roles and offer flexible working environments, particularly for working parents • Many local governments have been recognised for providing extensive ongoing training and professional development opportunities – helping to increase long term employment prospects • The National Local Government Workforce Strategy envisages future incentives for working in regional and rural local governments • Local government senior executives – of whom many have decades experience in local government – are ideal mentors for those wanting to start a long term career in local government
  • 31. Local government employees shape the world!