Human Resource Management
Workforce planning, staff turnover and retention
NTSCORP management conducts regular strategic planning sessions. These sessions include Human Resources needs and are followed by ongoing assessments during the year according to the circumstances. The Company plans its recruitment of potential candidates bearing in mind relationships and tenure. This is, unfortunately, not always achievable. The main constraints are:
- Funding: our level of funding means it is not possible for us to compete with the commercial industries on a dollar per dollar basis
- Professional goals: most professionals see this industry as a stepping stone to their careers and plan to stay only for a short period
- Industry perception: this industry is recognised as a highly political arena and therefore is perceived as providing unstable employment
- Levels of stress: as resources are limited, employees are often forced to work very long hours to perform their duties, this often impacts on their performance and drives them to seek better resourced employment
Despite these constraints, NTSCORP recognises the importance and benefits of retaining corporate knowledge and makes every effort to minimise the risk of losing good employees, using FaHCSIA funds and other sources of income.
NTSCORP offers its employees substantial benefits to compensate them for their long hours and dedication in pursuing the company’s goals.
Training and development
NTSCORP provides its employees with extensive training and professional development opportunities and makes every effort to assist employees to develop their own capabilities in their respective fields. NTSCORP provides in-house and external training to its board members and employees as required. The organisation ensures that all employees are able to participate in training activities regardless of seniority or position.
NTSCORP pays particular attention to the needs of its professionally qualified staff to complete their CPD / MCLE compulsory requirements. The organisation also encourages the participation of employees in the NTRB Annual Conference which provides substantial professional development opportunities. This event is also useful for networking and helps staff to understand other organisations’ contributions to progressing native title.
Impact and features of certified agreements and AWAs
NTSCORP does not have certified agreements or AWAs in place. The organisation believes that individual contracts give the company and the employee an opportunity to negotiate an agreement based on the individual’s capacity, skills and performance. Nevertheless, NTSCORP accepts that employees may be covered under the State Award legislation and complies at all times with relevant legislation relating to wages and entitlements.
Occupational health and safety performance
NTSCORP has developed an OH&S policy and procedures to reduce its exposure to accidents at work. Though not required by law, the organisation has appointed an OH&S Committee that reports directly to the board of directors.
In the reporting year, NTSCORP recorded one OH&S incident in which an employee was involved in an accident whilst travelling to work. The organisation reported the incident to WorkCover.
Staffing statistics
NTSCORP had 35 employees throughout the 2008 – 2009 financial year, including the CEO.
Indemnities and insurance premiums for officers
Directors and Company Officers are fully insured for professional indemnity purposes.
NTSCORP lawyers are covered by compulsory professional indemnity insurance from LawCover, including top-up insurance. The cover includes all other employees who assist lawyers with their work such as administration and operations staff.
Consultants and competitive tendering and contracting
Competitive tendering and contracting practices are currently pursued in accordance with Section 29 – General Terms and Conditions for funding agreements relating to Native Title. NTSCORP does not enter into any tenders or contracts in excess of $80,000.
