G-MW's Human Resources (HR) Group coordinates payroll, HR and learning and development within G-MW. The Group is responsible for ensuring G-MW has the capacity and capability to deliver on its objectives through its people, in terms of culture, skills development and aligning staff to the Corporate Plan.

Strategic Plan Aligns Staffing with Future Needs

G-MW is developing a five-year Strategic Human Resources Plan to position G-MW as an employer of choice, and to ensure the Corporation has the right staffing and employee support to deliver on its objectives as outlined in the Corporate Plan and Water Plan. The Strategic Plan encompasses culture, recruitment and selection, leadership and skills development, remuneration and technology to support decision making.

Attracting And Retaining Future Talent

G-MW has continued to support the Beacon Foundation by holding career events for local students with the purpose of linking schools with business. This year, G-MW hosted 100 Year 10 students who had the opportunity to learn more about G-MW and the water industry, the types of careers available and the pathways into such careers.

Complying with Our Employment Obligations

G-MW undertook a number of programs and inititatives this year to ensure we comply with our obligations as an employer and to meet the legislative requirements of the Disability Act 2006.

This year G-MW worked on reviewing its current services, facilities, practices and policies, and identifying barriers that may exclude people with a disability. State Government guidelines such as Merit and Equity Principles guide our recruitment and selection processes. During the year 37 internal and 61 external applicants filled 98 positions.

Our Employees

G-MW employs 702 staff (excluding Directors and Chairperson), equivalent to 685 full time employees (FTE).

The full time equivalent figure accounts for part time employees as a fraction of full time hours workable. For example, two people each working 2.5 days per week would equal one full time equivalent employee.

Of the 702 staff members 548 are male and 154 are female with 657 staff members employed full time and 45 working varied part time hours. The average age of employees is 42.5 years.

Growth in staff numbers over the past five years has been as a result of fulfilling additional responsibilities relating to asset management, legislative compliance and the delivery, or support, of projects relating to modernisation.

Staff numbers have reduced from 713 FTE in 2009/10 to 685 FTE in 2010/11. This reduction in staff is due to the low volume of activity associated with a return to more normal seasonal conditions, as well as a small impact of the modernised water delivery systems and improved business efficiencies.

Making Our Workplace Safer

During 2010/11, significant milestones were achieved under G-MW's Occupational Health and Safety Management System. This was recognised in April 2011 with certification to AS/NZS 4801:2001- Occupational Health and Safety Management Systems. Accreditation to this standard allows G-MW to demonstrate alignment with industry best practice and performance against established benchmarks for continuous improvement.

G-MW continued with positive performance in the area of workplace incident and injury management during the 2010/11 period. This was achieved through early intervention strategies and proactive Return to Work and Rehabilitation services. Active engagement with treating practitioners and through provision of structured modified and alternative duty arrangements assisted in reducing lost time incurred through workplace injury.

Key initiatives implemented during the 2010/11 period include:

• Certification to AS/NZS 4801: 2001- Occupational Health and Safety Management Systems through external evaluation of the corporations OH&S Management System.
• Implementation of an online incident reporting information system to track, monitor and report OH&S incidents across all levels of the corporation.
• Integration of the Corporation's OH&S and Environment and Sustainability teams helped identify system efficiencies and opportunities to add value within both of our certified management systems.
• Continuation of G-MW's three year Corporate Health and Well-being Strategy with the provision of health awareness seminars and associated health initiatives at key work locations. This was teamed with a Fit and Healthy Step challenge promoting activity inside and outside the workplace.

Return to Work

G-MW has significantly reduced the number of Workcover claims and associated costs over the past year through an intense early intervention program being delivered to our injured workers.

A range of injury prevention programs will be implemented in the coming year to help this trend continue. The number of workcover claims has reduced by 65% while the associated total incurred costs have reduced by 71%. This will have a significant positive impact on G-MW's Workcover premium in the coming years.