The right workforce composition is a key attribute of high performing organisations. Good workforce planning practices help ensure an agency has the right mix of non-ongoing employees, contractors, labour hires, part-time and casual employees at any given time.
- “Women represent over 63% of non-ongoing APS employees”
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At June 2015 there were 15,932 non-ongoing employees in the APS. This represents over 10% of all APS employees. Over the past 10 years the number of non-ongoing employees has steadily increased. This is a healthy sign and reflects the change in the nature of public sector work. It is consistent with the goal of achieving more agile and responsive workforces that align with government priorities and workforce management models.
There are three categories of non-ongoing employment in the APS: specified term, specified task and irregular/intermittent. Between 2014 and 2015 the proportion of specified term employees increased while the proportion of irregular/intermittent employees decreased. This represents a departure from the longer term trend since 2001 of an increase in the use of this employment category.
Non-ongoing employees: Employment type, June 2001 to June 2015
Learn more about this chart: view data and full question set for Figure 1.
The representation of non-ongoing employees is generally concentrated at lower classification levels. The proportion of non-ongoing employees decreases as classification level increases. At 30 June 2015, over 84% of non-ongoing employees were at the APS 1 classification level. Only 3.6% of EL and SES employees were employed on a non-ongoing basis.
In the private sector it is common to find a more even spread of ongoing and non-ongoing workers across all levels of an organisation. These practices ensure companies have the flexibility to refresh workforces in line with evolving business needs. There is a risk in the public service where employment is, by default, ongoing that capability will fall over time as the impetus for creativity is muted. More generally, a balanced use of different employment models, combined with good talent and mobility practices is likely to benefit both agencies and individual employees.
Non-ongoing employees: Employment type by classification level 30 June 2015
Learn more about this chart: view data and full question set for Figure 2.
Over the past 15 years the proportion of women employed on a non-ongoing basis has been consistently greater than the proportion of non-ongoing men. Women represented over 63% of non-ongoing employees at 30 June 2015. With the exception of the APS 2 classification, men represent a larger proportion of non-ongoing employees in the higher classification levels of APS 6 to SES.
Non-ongoing employees: Men and Women by classification level 30 June 2015
Learn more about this chart: view data and full question set for Figure 3.
Non-ongoing employees are typically younger than ongoing employees. At 30 June 2015, over 35% of all non-ongoing employees were aged 29 years or younger. This compares to around 10% of all ongoing employees. The only other age group where non-ongoing employees had a higher representation was in the 60 years and over age group. They make up over 10% of the non-ongoing workforce compared to around 7% of the ongoing workforce.
Non-ongoing employees: Employment category by age group 30 June 2015
Learn more about this chart: view data and full question set for Figure 4.
The largest agencies have the lowest representation of non-ongoing staff. Small and medium agencies are much more likely to rely on the use of non-ongoing employees to achieve outcomes.
Non-ongoing employees: Proportion by agency size 30 June 2015
Learn more about this chart: view data and full question set for Figure 5.
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Read the State of the Service Report 2014–15 on the APSC website.