❓ A WA parliamentary question seeks details about the Ombudsman's appointment, remuneration, leave, staffing, and efforts to improve staff morale. The Leader of the House provides detailed answers, highlighting a stable workforce and new HR initiatives.
AnsweredQoN 22Legislative Council
QuestionView source ↗
OMBUDSMAN — APPOINTMENT
(1) On what date was the current Parliamentary Commissioner for Administrative Investigations—the Ombudsman—appointed? (2) What is the term of the appointment and the current salary and other remuneration payable to the Ombudsman? (3) To whom does the Ombudsman lodge annual leave, sick leave and other leave requests? (4) What annual, sick or other leave has the Ombudsman taken since his appointment? (5) How many persons have left the employment of the Office of the Ombudsman since the appointment of the current Ombudsman? (6) What action is being taken to improve staff morale at the Office of the Ombudsman since the appointment of the current Ombudsman? Hon NORMAN MOORE
(1) On what date was the current Parliamentary Commissioner for Administrative Investigations—the Ombudsman—appointed? (2) What is the term of the appointment and the current salary and other remuneration payable to the Ombudsman? (3) To whom does the Ombudsman lodge annual leave, sick leave and other leave requests? (4) What annual, sick or other leave has the Ombudsman taken since his appointment? (5) How many persons have left the employment of the Office of the Ombudsman since the appointment of the current Ombudsman? (6) What action is being taken to improve staff morale at the Office of the Ombudsman since the appointment of the current Ombudsman? Hon NORMAN MOORE
AnswerView source ↗
I thank the honourable member for some notice of the question. (1) The current Ombudsman was appointed on 26 March 2007. (2) Appointment is for a period of five years. Remuneration is that for a group 3 minimum, non-tenured, classification as determined by the Salaries and Allowances Tribunal. The current salary is $239 029, the vehicle allowance is $22 000 and superannuation of nine per cent amounts to $23 493, a total package of $284 522. (3) Forms are lodged with the senior human resources consultant, Ombudsman, then forwarded to the Department of the Premier and Cabinet payroll for processing. (4) Thirty nine days’ leave has been taken. (5) The Ombudsman’s office has experienced a very stable workforce since March 2007. In approximately 18 months, seven permanent staff members and five staff members employed on fixed-term contracts ceased employment. (6) Internal career opportunities have improved significantly following an office restructure. Staff amenity rooms and facilities have been improved in an accommodation refit, necessitated by the impending implementation of the child death review jurisdiction. Flexible work arrangements have been enhanced, including work-from-home arrangements and part-time work, resulting in the attraction and retention of staff. A customer service excellence award was introduced to recognise outstanding customer service and is presented by the Ombudsman at monthly staff meetings. Study assistance for staff undertaking appropriate courses of study has also been introduced. More generally, for the first time the Ombudsman’s office is currently developing a comprehensive human resources strategy incorporating all aspects of best practice, attraction, retention, training, development, benefit and wellbeing programs and practices. This strategy will be implemented in early 2009.
(2) What is the term of the appointment and the current salary and other remuneration payable to the Ombudsman? (3) To whom does the Ombudsman lodge annual leave, sick leave and other leave requests? (4) What annual, sick or other leave has the Ombudsman taken since his appointment? (5) How many persons have left the employment of the Office of the Ombudsman since the appointment of the current Ombudsman? (6) What action is being taken to improve staff morale at the Office of the Ombudsman since the appointment of the current Ombudsman? Hon NORMAN MOORE replied: I thank the honourable member for some notice of the question. (1) The current Ombudsman was appointed on 26 March 2007. (2) Appointment is for a period of five years. Remuneration is that for a group 3 minimum, non-tenured, classification as determined by the Salaries and Allowances Tribunal. The current salary is $239 029, the vehicle allowance is $22 000 and superannuation of nine per cent amounts to $23 493, a total package of $284 522. (3) Forms are lodged with the senior human resources consultant, Ombudsman, then forwarded to the Department of the Premier and Cabinet payroll for processing. (4) Thirty nine days’ leave has been taken. (5) The Ombudsman’s office has experienced a very stable workforce since March 2007. In approximately 18 months, seven permanent staff members and five staff members employed on fixed-term contracts ceased employment. (6) Internal career opportunities have improved significantly following an office restructure. Staff amenity rooms and facilities have been improved in an accommodation refit, necessitated by the impending implementation of the child death review jurisdiction. Flexible work arrangements have been enhanced, including work-from-home arrangements and part-time work, resulting in the attraction and retention of staff. A customer service excellence award was introduced to recognise outstanding customer service and is presented by the Ombudsman at monthly staff meetings. Study assistance for staff undertaking appropriate courses of study has also been introduced. More generally, for the first time the Ombudsman’s office is currently developing a comprehensive human resources strategy incorporating all aspects of best practice, attraction, retention, training, development, benefit and wellbeing programs and practices. This strategy will be implemented in early 2009.
(3) To whom does the Ombudsman lodge annual leave, sick leave and other leave requests? (4) What annual, sick or other leave has the Ombudsman taken since his appointment? (5) How many persons have left the employment of the Office of the Ombudsman since the appointment of the current Ombudsman? (6) What action is being taken to improve staff morale at the Office of the Ombudsman since the appointment of the current Ombudsman? Hon NORMAN MOORE replied: I thank the honourable member for some notice of the question. (1) The current Ombudsman was appointed on 26 March 2007. (2) Appointment is for a period of five years. Remuneration is that for a group 3 minimum, non-tenured, classification as determined by the Salaries and Allowances Tribunal. The current salary is $239 029, the vehicle allowance is $22 000 and superannuation of nine per cent amounts to $23 493, a total package of $284 522. (3) Forms are lodged with the senior human resources consultant, Ombudsman, then forwarded to the Department of the Premier and Cabinet payroll for processing. (4) Thirty nine days’ leave has been taken. (5) The Ombudsman’s office has experienced a very stable workforce since March 2007. In approximately 18 months, seven permanent staff members and five staff members employed on fixed-term contracts ceased employment. (6) Internal career opportunities have improved significantly following an office restructure. Staff amenity rooms and facilities have been improved in an accommodation refit, necessitated by the impending implementation of the child death review jurisdiction. Flexible work arrangements have been enhanced, including work-from-home arrangements and part-time work, resulting in the attraction and retention of staff. A customer service excellence award was introduced to recognise outstanding customer service and is presented by the Ombudsman at monthly staff meetings. Study assistance for staff undertaking appropriate courses of study has also been introduced. More generally, for the first time the Ombudsman’s office is currently developing a comprehensive human resources strategy incorporating all aspects of best practice, attraction, retention, training, development, benefit and wellbeing programs and practices. This strategy will be implemented in early 2009.
(4) What annual, sick or other leave has the Ombudsman taken since his appointment? (5) How many persons have left the employment of the Office of the Ombudsman since the appointment of the current Ombudsman? (6) What action is being taken to improve staff morale at the Office of the Ombudsman since the appointment of the current Ombudsman? Hon NORMAN MOORE replied: I thank the honourable member for some notice of the question. (1) The current Ombudsman was appointed on 26 March 2007. (2) Appointment is for a period of five years. Remuneration is that for a group 3 minimum, non-tenured, classification as determined by the Salaries and Allowances Tribunal. The current salary is $239 029, the vehicle allowance is $22 000 and superannuation of nine per cent amounts to $23 493, a total package of $284 522. (3) Forms are lodged with the senior human resources consultant, Ombudsman, then forwarded to the Department of the Premier and Cabinet payroll for processing. (4) Thirty nine days’ leave has been taken. (5) The Ombudsman’s office has experienced a very stable workforce since March 2007. In approximately 18 months, seven permanent staff members and five staff members employed on fixed-term contracts ceased employment. (6) Internal career opportunities have improved significantly following an office restructure. Staff amenity rooms and facilities have been improved in an accommodation refit, necessitated by the impending implementation of the child death review jurisdiction. Flexible work arrangements have been enhanced, including work-from-home arrangements and part-time work, resulting in the attraction and retention of staff. A customer service excellence award was introduced to recognise outstanding customer service and is presented by the Ombudsman at monthly staff meetings. Study assistance for staff undertaking appropriate courses of study has also been introduced. More generally, for the first time the Ombudsman’s office is currently developing a comprehensive human resources strategy incorporating all aspects of best practice, attraction, retention, training, development, benefit and wellbeing programs and practices. This strategy will be implemented in early 2009.
(5) How many persons have left the employment of the Office of the Ombudsman since the appointment of the current Ombudsman? (6) What action is being taken to improve staff morale at the Office of the Ombudsman since the appointment of the current Ombudsman? Hon NORMAN MOORE replied: I thank the honourable member for some notice of the question. (1) The current Ombudsman was appointed on 26 March 2007. (2) Appointment is for a period of five years. Remuneration is that for a group 3 minimum, non-tenured, classification as determined by the Salaries and Allowances Tribunal. The current salary is $239 029, the vehicle allowance is $22 000 and superannuation of nine per cent amounts to $23 493, a total package of $284 522. (3) Forms are lodged with the senior human resources consultant, Ombudsman, then forwarded to the Department of the Premier and Cabinet payroll for processing. (4) Thirty nine days’ leave has been taken. (5) The Ombudsman’s office has experienced a very stable workforce since March 2007. In approximately 18 months, seven permanent staff members and five staff members employed on fixed-term contracts ceased employment. (6) Internal career opportunities have improved significantly following an office restructure. Staff amenity rooms and facilities have been improved in an accommodation refit, necessitated by the impending implementation of the child death review jurisdiction. Flexible work arrangements have been enhanced, including work-from-home arrangements and part-time work, resulting in the attraction and retention of staff. A customer service excellence award was introduced to recognise outstanding customer service and is presented by the Ombudsman at monthly staff meetings. Study assistance for staff undertaking appropriate courses of study has also been introduced. More generally, for the first time the Ombudsman’s office is currently developing a comprehensive human resources strategy incorporating all aspects of best practice, attraction, retention, training, development, benefit and wellbeing programs and practices. This strategy will be implemented in early 2009.
(6) What action is being taken to improve staff morale at the Office of the Ombudsman since the appointment of the current Ombudsman? Hon NORMAN MOORE replied: I thank the honourable member for some notice of the question. (1) The current Ombudsman was appointed on 26 March 2007. (2) Appointment is for a period of five years. Remuneration is that for a group 3 minimum, non-tenured, classification as determined by the Salaries and Allowances Tribunal. The current salary is $239 029, the vehicle allowance is $22 000 and superannuation of nine per cent amounts to $23 493, a total package of $284 522. (3) Forms are lodged with the senior human resources consultant, Ombudsman, then forwarded to the Department of the Premier and Cabinet payroll for processing. (4) Thirty nine days’ leave has been taken. (5) The Ombudsman’s office has experienced a very stable workforce since March 2007. In approximately 18 months, seven permanent staff members and five staff members employed on fixed-term contracts ceased employment. (6) Internal career opportunities have improved significantly following an office restructure. Staff amenity rooms and facilities have been improved in an accommodation refit, necessitated by the impending implementation of the child death review jurisdiction. Flexible work arrangements have been enhanced, including work-from-home arrangements and part-time work, resulting in the attraction and retention of staff. A customer service excellence award was introduced to recognise outstanding customer service and is presented by the Ombudsman at monthly staff meetings. Study assistance for staff undertaking appropriate courses of study has also been introduced. More generally, for the first time the Ombudsman’s office is currently developing a comprehensive human resources strategy incorporating all aspects of best practice, attraction, retention, training, development, benefit and wellbeing programs and practices. This strategy will be implemented in early 2009.
Hon NORMAN MOORE replied: I thank the honourable member for some notice of the question. (1) The current Ombudsman was appointed on 26 March 2007. (2) Appointment is for a period of five years. Remuneration is that for a group 3 minimum, non-tenured, classification as determined by the Salaries and Allowances Tribunal. The current salary is $239 029, the vehicle allowance is $22 000 and superannuation of nine per cent amounts to $23 493, a total package of $284 522. (3) Forms are lodged with the senior human resources consultant, Ombudsman, then forwarded to the Department of the Premier and Cabinet payroll for processing. (4) Thirty nine days’ leave has been taken. (5) The Ombudsman’s office has experienced a very stable workforce since March 2007. In approximately 18 months, seven permanent staff members and five staff members employed on fixed-term contracts ceased employment. (6) Internal career opportunities have improved significantly following an office restructure. Staff amenity rooms and facilities have been improved in an accommodation refit, necessitated by the impending implementation of the child death review jurisdiction. Flexible work arrangements have been enhanced, including work-from-home arrangements and part-time work, resulting in the attraction and retention of staff. A customer service excellence award was introduced to recognise outstanding customer service and is presented by the Ombudsman at monthly staff meetings. Study assistance for staff undertaking appropriate courses of study has also been introduced. More generally, for the first time the Ombudsman’s office is currently developing a comprehensive human resources strategy incorporating all aspects of best practice, attraction, retention, training, development, benefit and wellbeing programs and practices. This strategy will be implemented in early 2009.
I thank the honourable member for some notice of the question. (1) The current Ombudsman was appointed on 26 March 2007. (2) Appointment is for a period of five years. Remuneration is that for a group 3 minimum, non-tenured, classification as determined by the Salaries and Allowances Tribunal. The current salary is $239 029, the vehicle allowance is $22 000 and superannuation of nine per cent amounts to $23 493, a total package of $284 522. (3) Forms are lodged with the senior human resources consultant, Ombudsman, then forwarded to the Department of the Premier and Cabinet payroll for processing. (4) Thirty nine days’ leave has been taken. (5) The Ombudsman’s office has experienced a very stable workforce since March 2007. In approximately 18 months, seven permanent staff members and five staff members employed on fixed-term contracts ceased employment. (6) Internal career opportunities have improved significantly following an office restructure. Staff amenity rooms and facilities have been improved in an accommodation refit, necessitated by the impending implementation of the child death review jurisdiction. Flexible work arrangements have been enhanced, including work-from-home arrangements and part-time work, resulting in the attraction and retention of staff. A customer service excellence award was introduced to recognise outstanding customer service and is presented by the Ombudsman at monthly staff meetings. Study assistance for staff undertaking appropriate courses of study has also been introduced. More generally, for the first time the Ombudsman’s office is currently developing a comprehensive human resources strategy incorporating all aspects of best practice, attraction, retention, training, development, benefit and wellbeing programs and practices. This strategy will be implemented in early 2009.
(1) The current Ombudsman was appointed on 26 March 2007. (2) Appointment is for a period of five years. Remuneration is that for a group 3 minimum, non-tenured, classification as determined by the Salaries and Allowances Tribunal. The current salary is $239 029, the vehicle allowance is $22 000 and superannuation of nine per cent amounts to $23 493, a total package of $284 522. (3) Forms are lodged with the senior human resources consultant, Ombudsman, then forwarded to the Department of the Premier and Cabinet payroll for processing. (4) Thirty nine days’ leave has been taken. (5) The Ombudsman’s office has experienced a very stable workforce since March 2007. In approximately 18 months, seven permanent staff members and five staff members employed on fixed-term contracts ceased employment. (6) Internal career opportunities have improved significantly following an office restructure. Staff amenity rooms and facilities have been improved in an accommodation refit, necessitated by the impending implementation of the child death review jurisdiction. Flexible work arrangements have been enhanced, including work-from-home arrangements and part-time work, resulting in the attraction and retention of staff. A customer service excellence award was introduced to recognise outstanding customer service and is presented by the Ombudsman at monthly staff meetings. Study assistance for staff undertaking appropriate courses of study has also been introduced. More generally, for the first time the Ombudsman’s office is currently developing a comprehensive human resources strategy incorporating all aspects of best practice, attraction, retention, training, development, benefit and wellbeing programs and practices. This strategy will be implemented in early 2009.
(2) Appointment is for a period of five years. Remuneration is that for a group 3 minimum, non-tenured, classification as determined by the Salaries and Allowances Tribunal. The current salary is $239 029, the vehicle allowance is $22 000 and superannuation of nine per cent amounts to $23 493, a total package of $284 522. (3) Forms are lodged with the senior human resources consultant, Ombudsman, then forwarded to the Department of the Premier and Cabinet payroll for processing. (4) Thirty nine days’ leave has been taken. (5) The Ombudsman’s office has experienced a very stable workforce since March 2007. In approximately 18 months, seven permanent staff members and five staff members employed on fixed-term contracts ceased employment. (6) Internal career opportunities have improved significantly following an office restructure. Staff amenity rooms and facilities have been improved in an accommodation refit, necessitated by the impending implementation of the child death review jurisdiction. Flexible work arrangements have been enhanced, including work-from-home arrangements and part-time work, resulting in the attraction and retention of staff. A customer service excellence award was introduced to recognise outstanding customer service and is presented by the Ombudsman at monthly staff meetings. Study assistance for staff undertaking appropriate courses of study has also been introduced. More generally, for the first time the Ombudsman’s office is currently developing a comprehensive human resources strategy incorporating all aspects of best practice, attraction, retention, training, development, benefit and wellbeing programs and practices. This strategy will be implemented in early 2009.
(3) Forms are lodged with the senior human resources consultant, Ombudsman, then forwarded to the Department of the Premier and Cabinet payroll for processing. (4) Thirty nine days’ leave has been taken. (5) The Ombudsman’s office has experienced a very stable workforce since March 2007. In approximately 18 months, seven permanent staff members and five staff members employed on fixed-term contracts ceased employment. (6) Internal career opportunities have improved significantly following an office restructure. Staff amenity rooms and facilities have been improved in an accommodation refit, necessitated by the impending implementation of the child death review jurisdiction. Flexible work arrangements have been enhanced, including work-from-home arrangements and part-time work, resulting in the attraction and retention of staff. A customer service excellence award was introduced to recognise outstanding customer service and is presented by the Ombudsman at monthly staff meetings. Study assistance for staff undertaking appropriate courses of study has also been introduced. More generally, for the first time the Ombudsman’s office is currently developing a comprehensive human resources strategy incorporating all aspects of best practice, attraction, retention, training, development, benefit and wellbeing programs and practices. This strategy will be implemented in early 2009.
(4) Thirty nine days’ leave has been taken. (5) The Ombudsman’s office has experienced a very stable workforce since March 2007. In approximately 18 months, seven permanent staff members and five staff members employed on fixed-term contracts ceased employment. (6) Internal career opportunities have improved significantly following an office restructure. Staff amenity rooms and facilities have been improved in an accommodation refit, necessitated by the impending implementation of the child death review jurisdiction. Flexible work arrangements have been enhanced, including work-from-home arrangements and part-time work, resulting in the attraction and retention of staff. A customer service excellence award was introduced to recognise outstanding customer service and is presented by the Ombudsman at monthly staff meetings. Study assistance for staff undertaking appropriate courses of study has also been introduced. More generally, for the first time the Ombudsman’s office is currently developing a comprehensive human resources strategy incorporating all aspects of best practice, attraction, retention, training, development, benefit and wellbeing programs and practices. This strategy will be implemented in early 2009.
(5) The Ombudsman’s office has experienced a very stable workforce since March 2007. In approximately 18 months, seven permanent staff members and five staff members employed on fixed-term contracts ceased employment. (6) Internal career opportunities have improved significantly following an office restructure. Staff amenity rooms and facilities have been improved in an accommodation refit, necessitated by the impending implementation of the child death review jurisdiction. Flexible work arrangements have been enhanced, including work-from-home arrangements and part-time work, resulting in the attraction and retention of staff. A customer service excellence award was introduced to recognise outstanding customer service and is presented by the Ombudsman at monthly staff meetings. Study assistance for staff undertaking appropriate courses of study has also been introduced. More generally, for the first time the Ombudsman’s office is currently developing a comprehensive human resources strategy incorporating all aspects of best practice, attraction, retention, training, development, benefit and wellbeing programs and practices. This strategy will be implemented in early 2009.
(6) Internal career opportunities have improved significantly following an office restructure. Staff amenity rooms and facilities have been improved in an accommodation refit, necessitated by the impending implementation of the child death review jurisdiction. Flexible work arrangements have been enhanced, including work-from-home arrangements and part-time work, resulting in the attraction and retention of staff. A customer service excellence award was introduced to recognise outstanding customer service and is presented by the Ombudsman at monthly staff meetings. Study assistance for staff undertaking appropriate courses of study has also been introduced. More generally, for the first time the Ombudsman’s office is currently developing a comprehensive human resources strategy incorporating all aspects of best practice, attraction, retention, training, development, benefit and wellbeing programs and practices. This strategy will be implemented in early 2009.
(2) What is the term of the appointment and the current salary and other remuneration payable to the Ombudsman? (3) To whom does the Ombudsman lodge annual leave, sick leave and other leave requests? (4) What annual, sick or other leave has the Ombudsman taken since his appointment? (5) How many persons have left the employment of the Office of the Ombudsman since the appointment of the current Ombudsman? (6) What action is being taken to improve staff morale at the Office of the Ombudsman since the appointment of the current Ombudsman? Hon NORMAN MOORE replied: I thank the honourable member for some notice of the question. (1) The current Ombudsman was appointed on 26 March 2007. (2) Appointment is for a period of five years. Remuneration is that for a group 3 minimum, non-tenured, classification as determined by the Salaries and Allowances Tribunal. The current salary is $239 029, the vehicle allowance is $22 000 and superannuation of nine per cent amounts to $23 493, a total package of $284 522. (3) Forms are lodged with the senior human resources consultant, Ombudsman, then forwarded to the Department of the Premier and Cabinet payroll for processing. (4) Thirty nine days’ leave has been taken. (5) The Ombudsman’s office has experienced a very stable workforce since March 2007. In approximately 18 months, seven permanent staff members and five staff members employed on fixed-term contracts ceased employment. (6) Internal career opportunities have improved significantly following an office restructure. Staff amenity rooms and facilities have been improved in an accommodation refit, necessitated by the impending implementation of the child death review jurisdiction. Flexible work arrangements have been enhanced, including work-from-home arrangements and part-time work, resulting in the attraction and retention of staff. A customer service excellence award was introduced to recognise outstanding customer service and is presented by the Ombudsman at monthly staff meetings. Study assistance for staff undertaking appropriate courses of study has also been introduced. More generally, for the first time the Ombudsman’s office is currently developing a comprehensive human resources strategy incorporating all aspects of best practice, attraction, retention, training, development, benefit and wellbeing programs and practices. This strategy will be implemented in early 2009.
(3) To whom does the Ombudsman lodge annual leave, sick leave and other leave requests? (4) What annual, sick or other leave has the Ombudsman taken since his appointment? (5) How many persons have left the employment of the Office of the Ombudsman since the appointment of the current Ombudsman? (6) What action is being taken to improve staff morale at the Office of the Ombudsman since the appointment of the current Ombudsman? Hon NORMAN MOORE replied: I thank the honourable member for some notice of the question. (1) The current Ombudsman was appointed on 26 March 2007. (2) Appointment is for a period of five years. Remuneration is that for a group 3 minimum, non-tenured, classification as determined by the Salaries and Allowances Tribunal. The current salary is $239 029, the vehicle allowance is $22 000 and superannuation of nine per cent amounts to $23 493, a total package of $284 522. (3) Forms are lodged with the senior human resources consultant, Ombudsman, then forwarded to the Department of the Premier and Cabinet payroll for processing. (4) Thirty nine days’ leave has been taken. (5) The Ombudsman’s office has experienced a very stable workforce since March 2007. In approximately 18 months, seven permanent staff members and five staff members employed on fixed-term contracts ceased employment. (6) Internal career opportunities have improved significantly following an office restructure. Staff amenity rooms and facilities have been improved in an accommodation refit, necessitated by the impending implementation of the child death review jurisdiction. Flexible work arrangements have been enhanced, including work-from-home arrangements and part-time work, resulting in the attraction and retention of staff. A customer service excellence award was introduced to recognise outstanding customer service and is presented by the Ombudsman at monthly staff meetings. Study assistance for staff undertaking appropriate courses of study has also been introduced. More generally, for the first time the Ombudsman’s office is currently developing a comprehensive human resources strategy incorporating all aspects of best practice, attraction, retention, training, development, benefit and wellbeing programs and practices. This strategy will be implemented in early 2009.
(4) What annual, sick or other leave has the Ombudsman taken since his appointment? (5) How many persons have left the employment of the Office of the Ombudsman since the appointment of the current Ombudsman? (6) What action is being taken to improve staff morale at the Office of the Ombudsman since the appointment of the current Ombudsman? Hon NORMAN MOORE replied: I thank the honourable member for some notice of the question. (1) The current Ombudsman was appointed on 26 March 2007. (2) Appointment is for a period of five years. Remuneration is that for a group 3 minimum, non-tenured, classification as determined by the Salaries and Allowances Tribunal. The current salary is $239 029, the vehicle allowance is $22 000 and superannuation of nine per cent amounts to $23 493, a total package of $284 522. (3) Forms are lodged with the senior human resources consultant, Ombudsman, then forwarded to the Department of the Premier and Cabinet payroll for processing. (4) Thirty nine days’ leave has been taken. (5) The Ombudsman’s office has experienced a very stable workforce since March 2007. In approximately 18 months, seven permanent staff members and five staff members employed on fixed-term contracts ceased employment. (6) Internal career opportunities have improved significantly following an office restructure. Staff amenity rooms and facilities have been improved in an accommodation refit, necessitated by the impending implementation of the child death review jurisdiction. Flexible work arrangements have been enhanced, including work-from-home arrangements and part-time work, resulting in the attraction and retention of staff. A customer service excellence award was introduced to recognise outstanding customer service and is presented by the Ombudsman at monthly staff meetings. Study assistance for staff undertaking appropriate courses of study has also been introduced. More generally, for the first time the Ombudsman’s office is currently developing a comprehensive human resources strategy incorporating all aspects of best practice, attraction, retention, training, development, benefit and wellbeing programs and practices. This strategy will be implemented in early 2009.
(5) How many persons have left the employment of the Office of the Ombudsman since the appointment of the current Ombudsman? (6) What action is being taken to improve staff morale at the Office of the Ombudsman since the appointment of the current Ombudsman? Hon NORMAN MOORE replied: I thank the honourable member for some notice of the question. (1) The current Ombudsman was appointed on 26 March 2007. (2) Appointment is for a period of five years. Remuneration is that for a group 3 minimum, non-tenured, classification as determined by the Salaries and Allowances Tribunal. The current salary is $239 029, the vehicle allowance is $22 000 and superannuation of nine per cent amounts to $23 493, a total package of $284 522. (3) Forms are lodged with the senior human resources consultant, Ombudsman, then forwarded to the Department of the Premier and Cabinet payroll for processing. (4) Thirty nine days’ leave has been taken. (5) The Ombudsman’s office has experienced a very stable workforce since March 2007. In approximately 18 months, seven permanent staff members and five staff members employed on fixed-term contracts ceased employment. (6) Internal career opportunities have improved significantly following an office restructure. Staff amenity rooms and facilities have been improved in an accommodation refit, necessitated by the impending implementation of the child death review jurisdiction. Flexible work arrangements have been enhanced, including work-from-home arrangements and part-time work, resulting in the attraction and retention of staff. A customer service excellence award was introduced to recognise outstanding customer service and is presented by the Ombudsman at monthly staff meetings. Study assistance for staff undertaking appropriate courses of study has also been introduced. More generally, for the first time the Ombudsman’s office is currently developing a comprehensive human resources strategy incorporating all aspects of best practice, attraction, retention, training, development, benefit and wellbeing programs and practices. This strategy will be implemented in early 2009.
(6) What action is being taken to improve staff morale at the Office of the Ombudsman since the appointment of the current Ombudsman? Hon NORMAN MOORE replied: I thank the honourable member for some notice of the question. (1) The current Ombudsman was appointed on 26 March 2007. (2) Appointment is for a period of five years. Remuneration is that for a group 3 minimum, non-tenured, classification as determined by the Salaries and Allowances Tribunal. The current salary is $239 029, the vehicle allowance is $22 000 and superannuation of nine per cent amounts to $23 493, a total package of $284 522. (3) Forms are lodged with the senior human resources consultant, Ombudsman, then forwarded to the Department of the Premier and Cabinet payroll for processing. (4) Thirty nine days’ leave has been taken. (5) The Ombudsman’s office has experienced a very stable workforce since March 2007. In approximately 18 months, seven permanent staff members and five staff members employed on fixed-term contracts ceased employment. (6) Internal career opportunities have improved significantly following an office restructure. Staff amenity rooms and facilities have been improved in an accommodation refit, necessitated by the impending implementation of the child death review jurisdiction. Flexible work arrangements have been enhanced, including work-from-home arrangements and part-time work, resulting in the attraction and retention of staff. A customer service excellence award was introduced to recognise outstanding customer service and is presented by the Ombudsman at monthly staff meetings. Study assistance for staff undertaking appropriate courses of study has also been introduced. More generally, for the first time the Ombudsman’s office is currently developing a comprehensive human resources strategy incorporating all aspects of best practice, attraction, retention, training, development, benefit and wellbeing programs and practices. This strategy will be implemented in early 2009.
Hon NORMAN MOORE replied: I thank the honourable member for some notice of the question. (1) The current Ombudsman was appointed on 26 March 2007. (2) Appointment is for a period of five years. Remuneration is that for a group 3 minimum, non-tenured, classification as determined by the Salaries and Allowances Tribunal. The current salary is $239 029, the vehicle allowance is $22 000 and superannuation of nine per cent amounts to $23 493, a total package of $284 522. (3) Forms are lodged with the senior human resources consultant, Ombudsman, then forwarded to the Department of the Premier and Cabinet payroll for processing. (4) Thirty nine days’ leave has been taken. (5) The Ombudsman’s office has experienced a very stable workforce since March 2007. In approximately 18 months, seven permanent staff members and five staff members employed on fixed-term contracts ceased employment. (6) Internal career opportunities have improved significantly following an office restructure. Staff amenity rooms and facilities have been improved in an accommodation refit, necessitated by the impending implementation of the child death review jurisdiction. Flexible work arrangements have been enhanced, including work-from-home arrangements and part-time work, resulting in the attraction and retention of staff. A customer service excellence award was introduced to recognise outstanding customer service and is presented by the Ombudsman at monthly staff meetings. Study assistance for staff undertaking appropriate courses of study has also been introduced. More generally, for the first time the Ombudsman’s office is currently developing a comprehensive human resources strategy incorporating all aspects of best practice, attraction, retention, training, development, benefit and wellbeing programs and practices. This strategy will be implemented in early 2009.
I thank the honourable member for some notice of the question. (1) The current Ombudsman was appointed on 26 March 2007. (2) Appointment is for a period of five years. Remuneration is that for a group 3 minimum, non-tenured, classification as determined by the Salaries and Allowances Tribunal. The current salary is $239 029, the vehicle allowance is $22 000 and superannuation of nine per cent amounts to $23 493, a total package of $284 522. (3) Forms are lodged with the senior human resources consultant, Ombudsman, then forwarded to the Department of the Premier and Cabinet payroll for processing. (4) Thirty nine days’ leave has been taken. (5) The Ombudsman’s office has experienced a very stable workforce since March 2007. In approximately 18 months, seven permanent staff members and five staff members employed on fixed-term contracts ceased employment. (6) Internal career opportunities have improved significantly following an office restructure. Staff amenity rooms and facilities have been improved in an accommodation refit, necessitated by the impending implementation of the child death review jurisdiction. Flexible work arrangements have been enhanced, including work-from-home arrangements and part-time work, resulting in the attraction and retention of staff. A customer service excellence award was introduced to recognise outstanding customer service and is presented by the Ombudsman at monthly staff meetings. Study assistance for staff undertaking appropriate courses of study has also been introduced. More generally, for the first time the Ombudsman’s office is currently developing a comprehensive human resources strategy incorporating all aspects of best practice, attraction, retention, training, development, benefit and wellbeing programs and practices. This strategy will be implemented in early 2009.
(1) The current Ombudsman was appointed on 26 March 2007. (2) Appointment is for a period of five years. Remuneration is that for a group 3 minimum, non-tenured, classification as determined by the Salaries and Allowances Tribunal. The current salary is $239 029, the vehicle allowance is $22 000 and superannuation of nine per cent amounts to $23 493, a total package of $284 522. (3) Forms are lodged with the senior human resources consultant, Ombudsman, then forwarded to the Department of the Premier and Cabinet payroll for processing. (4) Thirty nine days’ leave has been taken. (5) The Ombudsman’s office has experienced a very stable workforce since March 2007. In approximately 18 months, seven permanent staff members and five staff members employed on fixed-term contracts ceased employment. (6) Internal career opportunities have improved significantly following an office restructure. Staff amenity rooms and facilities have been improved in an accommodation refit, necessitated by the impending implementation of the child death review jurisdiction. Flexible work arrangements have been enhanced, including work-from-home arrangements and part-time work, resulting in the attraction and retention of staff. A customer service excellence award was introduced to recognise outstanding customer service and is presented by the Ombudsman at monthly staff meetings. Study assistance for staff undertaking appropriate courses of study has also been introduced. More generally, for the first time the Ombudsman’s office is currently developing a comprehensive human resources strategy incorporating all aspects of best practice, attraction, retention, training, development, benefit and wellbeing programs and practices. This strategy will be implemented in early 2009.
(2) Appointment is for a period of five years. Remuneration is that for a group 3 minimum, non-tenured, classification as determined by the Salaries and Allowances Tribunal. The current salary is $239 029, the vehicle allowance is $22 000 and superannuation of nine per cent amounts to $23 493, a total package of $284 522. (3) Forms are lodged with the senior human resources consultant, Ombudsman, then forwarded to the Department of the Premier and Cabinet payroll for processing. (4) Thirty nine days’ leave has been taken. (5) The Ombudsman’s office has experienced a very stable workforce since March 2007. In approximately 18 months, seven permanent staff members and five staff members employed on fixed-term contracts ceased employment. (6) Internal career opportunities have improved significantly following an office restructure. Staff amenity rooms and facilities have been improved in an accommodation refit, necessitated by the impending implementation of the child death review jurisdiction. Flexible work arrangements have been enhanced, including work-from-home arrangements and part-time work, resulting in the attraction and retention of staff. A customer service excellence award was introduced to recognise outstanding customer service and is presented by the Ombudsman at monthly staff meetings. Study assistance for staff undertaking appropriate courses of study has also been introduced. More generally, for the first time the Ombudsman’s office is currently developing a comprehensive human resources strategy incorporating all aspects of best practice, attraction, retention, training, development, benefit and wellbeing programs and practices. This strategy will be implemented in early 2009.
(3) Forms are lodged with the senior human resources consultant, Ombudsman, then forwarded to the Department of the Premier and Cabinet payroll for processing. (4) Thirty nine days’ leave has been taken. (5) The Ombudsman’s office has experienced a very stable workforce since March 2007. In approximately 18 months, seven permanent staff members and five staff members employed on fixed-term contracts ceased employment. (6) Internal career opportunities have improved significantly following an office restructure. Staff amenity rooms and facilities have been improved in an accommodation refit, necessitated by the impending implementation of the child death review jurisdiction. Flexible work arrangements have been enhanced, including work-from-home arrangements and part-time work, resulting in the attraction and retention of staff. A customer service excellence award was introduced to recognise outstanding customer service and is presented by the Ombudsman at monthly staff meetings. Study assistance for staff undertaking appropriate courses of study has also been introduced. More generally, for the first time the Ombudsman’s office is currently developing a comprehensive human resources strategy incorporating all aspects of best practice, attraction, retention, training, development, benefit and wellbeing programs and practices. This strategy will be implemented in early 2009.
(4) Thirty nine days’ leave has been taken. (5) The Ombudsman’s office has experienced a very stable workforce since March 2007. In approximately 18 months, seven permanent staff members and five staff members employed on fixed-term contracts ceased employment. (6) Internal career opportunities have improved significantly following an office restructure. Staff amenity rooms and facilities have been improved in an accommodation refit, necessitated by the impending implementation of the child death review jurisdiction. Flexible work arrangements have been enhanced, including work-from-home arrangements and part-time work, resulting in the attraction and retention of staff. A customer service excellence award was introduced to recognise outstanding customer service and is presented by the Ombudsman at monthly staff meetings. Study assistance for staff undertaking appropriate courses of study has also been introduced. More generally, for the first time the Ombudsman’s office is currently developing a comprehensive human resources strategy incorporating all aspects of best practice, attraction, retention, training, development, benefit and wellbeing programs and practices. This strategy will be implemented in early 2009.
(5) The Ombudsman’s office has experienced a very stable workforce since March 2007. In approximately 18 months, seven permanent staff members and five staff members employed on fixed-term contracts ceased employment. (6) Internal career opportunities have improved significantly following an office restructure. Staff amenity rooms and facilities have been improved in an accommodation refit, necessitated by the impending implementation of the child death review jurisdiction. Flexible work arrangements have been enhanced, including work-from-home arrangements and part-time work, resulting in the attraction and retention of staff. A customer service excellence award was introduced to recognise outstanding customer service and is presented by the Ombudsman at monthly staff meetings. Study assistance for staff undertaking appropriate courses of study has also been introduced. More generally, for the first time the Ombudsman’s office is currently developing a comprehensive human resources strategy incorporating all aspects of best practice, attraction, retention, training, development, benefit and wellbeing programs and practices. This strategy will be implemented in early 2009.
(6) Internal career opportunities have improved significantly following an office restructure. Staff amenity rooms and facilities have been improved in an accommodation refit, necessitated by the impending implementation of the child death review jurisdiction. Flexible work arrangements have been enhanced, including work-from-home arrangements and part-time work, resulting in the attraction and retention of staff. A customer service excellence award was introduced to recognise outstanding customer service and is presented by the Ombudsman at monthly staff meetings. Study assistance for staff undertaking appropriate courses of study has also been introduced. More generally, for the first time the Ombudsman’s office is currently developing a comprehensive human resources strategy incorporating all aspects of best practice, attraction, retention, training, development, benefit and wellbeing programs and practices. This strategy will be implemented in early 2009.
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