The NSW Public Sector ITAB represents an estimated workforce of 235,000 paid staff and 145,000 voluntary staff from the following sectors:
Sectors
Commonwealth Government
About 239,000 Australians work in the public sector at a federal level, of which 164,600 are employed by the Australian Public Service (APS) across 105 agencies. Within NSW, 60 Commonwealth agencies operate as part of the Australian Public Service (APS) with an estimated workforce of 30,300 or 18.4% of the total APS workforce.
The State of the Service Report 2009-10 (6MB) contains a detailed analysis of the APS workforce and a description of the activities and human resource practices of agencies.
State Government
The NSW Government comprises over 130 agencies clustered under 12 Principal Departments and the NSW Police Force. In 2010 State Government agencies employed over 386,200 people or 11% of all employed persons in NSW. However within the State Government workforce, the ITAB’s focus is government administration employees who represent approximately 4% of the total NSW workforce (or 134,500 people). More information on the workforce of the NSW Public Sector is available from 2010 Highlights Report and 2010 Snapshot Tables.
Local Government
In NSW there are 152 general purpose councils and 14 county councils who collectively employ 51,000 staff.
Local government plays an essential role in the development and maintenance of local community infrastructure and services. Its responsibilities include:
- compliance with building regulations
- planning and asset protection
- community and infrastructure development
- public and environmental health
- construction and maintenance of local roads and pathways
- parks and recreational facilities
- libraries and cultural centres
- refuse disposal and recycling
- and local emergency management and safety arrangements.
Public Safety
The public safety sector includes:
- defence (Army
- Navy and Air Force)
- fire
- police
- emergency services
- and aquatic search and rescue.
This sector is made up largely of Government organisations that employ 42,000 paid staff and 145,000 volunteer staff.
Water
The Water Industry in NSW has an estimated workforce of over 13,000, many of whom are employed with State agencies such as Sydney Water (3,000) or with local government.
The Water Industry includes the major sectors of:
- water collection
- supply and distribution
- wastewater
- stormwater and drainage
- and water monitoring and measurement.
The industry in NSW comprises three State owned corporations (Sydney Water, Hunter Water and State Water Corporation), Sydney Catchment Authority, three Water Supply Authorities, over 100 local water utilities and many contractors and specialists such as hydrographers, environmental advisers and systems designers.
Correctional Services
State and privately run correctional facilities employ approximately 7,200 staff in NSW.
The correctional services sector is responsible for the care, safety and security of offenders and detainees. The main functions are custodial supervision of offenders and detainees, community supervision, offender programs and support, and transport of offenders. In NSW these services are provided by Corrective Services NSW and GEO Group Australia.
There are a number of factors that are influencing the decisions of government organisations in regard to recruitment and retention of staff.
Key drivers of recruitment and skills development in the public sector
Its ageing workforce
All tiers of government are over-represented by older workers. Whilst the median age of employed persons in NSW is 40, the median age of the NSW Public Sector is 45 years, the Australian Public Service is 42 years and Local Government in NSW is 47 years. In the water industry, research indicates that 50% of all water utilities staff will retire over the next 5–10 years.
An ageing workforce poses significant concerns about corporate memory loss and skills gaps, particularly at supervisory and management levels. For example, 70% of the Commonwealth’s Senior Executive Service will be eligible for retirement in the next 10 years. An ageing workforce has implications for recruitment and retention strategies (including talent management and succession planning) as workplaces attempt to attract younger people and retain existing staff to replace those that are nearing retirement.
The ageing population also has implications for the public sector beyond the replacement of its own workforce. The demand on services provided by governments (state and local, in particular) will increase as there is growing demand for services required by older people, e.g. health care, aged care, library and recreational services. Consequently, governments will need to recruit and/or train sufficient staff to cope with demand in these expanding fields.
Skills shortages
These are apparent in most government sectors, particularly in local government where planners, engineers and environmental health professionals are in short supply and in the water industry which is in urgent need of more technical staff (such as water and wastewater treatment plant operators) and engineers (water operations engineers, civil engineers).
Within the Australian Public Service, the most commonly reported skills shortages are in the areas of information and communication technology, high-level policy/research, accounting and financial management.
The NSW Public Sector has identified skills gaps at the leadership and management level and in areas such as customer service and policy development. Commonwealth agencies report skills gaps in strategic thinking and strategic policy capability, people management and the capacity to steer and implement change.
Climate change
Climate change will create new jobs and alter existing jobs in all sectors of government. New jobs are being established where organisations are responsible for the development and implementation of policies and programs that mitigate the effects of climate change. Awareness of environmentally sustainable practices is becoming a core requirement of many job roles, and the vocational education and training system has a major role in identifying and developing the necessary skills and knowledge required.