Intergenerational

People 24 and under

Long-term investment in the employment of people 24 and under and the transfer of corporate knowledge and skills to younger workers is integral to the future of the Western Australian public sector workforce.

In 2015/16 the DEOPE continued to support the Public Sector Commission's traineeship programs which target those who are 24 and under and seeking to 'kick start' their career in the public sector. This provides public authorities with the opportunity to support the public sector's commitment to employing younger people, build their base of skilled and qualified people who are trained in accordance with the authority's operational requirements and access an affordable workforce development solution.

The DEOPE, in partnership with the Public Sector Commission, is currently developing an intergenerational strategy as part of the Time for action commitment. It is envisaged that the strategy will be released in late 2016.

Table 13: Representation of people 24 and under

  Category of employment

Representation (%)

2012

2013

2014

2015

2016

Public sector

Public sector (All staff)

5.4

5.1

4.6

4.7

4.4

Local government authority (LGA)

LGA (Indoor workers)

11.4

14.2

15.5

16.6

16.2

LGA (Outdoor workers)

6.4

7.0

8.5

7.6

6.6

Public universities

Public universities (Academic staff)

2.4

3.3

2.9

2.9

2.4

Public universities (General staff)

8.0

8.3

9.6

9.8

11.0

Other authorities

Other authorities (All staff)

5.6

6.3

6.2

6.3

5.0

Source: EEO surveys and HRMOIR

In focus

Seizing employment opportunities through agriculture in Western Australia

'Water for food' is a $40 million Royalties for Regions funded program, delivered through the Department of Water, which aims to significantly increase irrigated agriculture across the State and prove a clear pathway for pastoralists and investors to obtain more secure tenures for irrigated agricultural development. As a catalyst for increased agricultural and pastoral activity, 'Water for food' also provides greater capacity for local employment, particularly among younger people.

The Mowanjum trainee program, a component of the 'Water for food' initiative, involves full-time work placement with the potential for candidates to undertake formal qualifications, including a Certificate II and/or Certificate III in Rural Operations.

The trainees receive guidance and support from the Mowanjum Aboriginal Corporation, Winun Ngari Aboriginal Corporation, Kimberley Training Institute and Kimberley Group Training. The trainee program was developed after extensive consultation with a variety of stakeholders. In the future, it is intended to extend the program to include school-based traineeships to help transition younger people from school into the workplace.

People 24 and under in the public sector at a glance

Peope 24 and under in the public sector at a glance

There are 6027 people 24 and under in the public sector. 21.9% are men and 78.1% are women. 0.9% are people with disability. 6.3% are Aboriginal Australians. 22.3% work in regional WA; 77.6% work in the Perth metro area. Employment type (rounded to one decimal place): 26.0% permanent; 47.3% fixed term; 26.2% casual; 0.4% other. Percentage across all classification levels (to nearest percent): level 1 26%; level 2 23%; level 3 34%; level 4 14%; level 5 2%; level 6 1%; level 7 0%; level 8 0%; level 9 0%; class 1 and above 0%. The majority of people 24 and under hold Level 1-4 positions.


People 45 and over

As at March 2016 people 45 and over made up 52.6 per cent of the Western Australian public sector workforce. This figure may be attributed to an increase in the average retirement age and the adoption of more flexible practices by organisations for retaining older employees.

The DEOPE recognises the importance of people 45 and over, particularly in regards to knowledge transfer and encourages public authorities to include people 45 and over as part of their workforce planning framework.

The DEOPE, in partnership with the Public Sector Commission, is currently developing an intergenerational strategy as part of the Time for action commitment. It is envisaged that the strategy will be released in late 2016.

Table 14: Representation of people 45 and over

  Category of employment

Representation (%)

2012

2013

2014

2015

2016

Public sector

Public sector (All staff)

51.9

51.9

52.4

52.4

52.6

Local government authority (LGA)

LGA (Indoor workers)

37.2

37.5

40.5

45.3

40.4

LGA (Outdoor workers)

53.3

56.2

53.4

62.6

59.3

Public universities

Public universities (Academic staff)

39.3

40.4

37.4

36.9

40.2

Public universities (General staff)

37.0

35.0

37.3

30.8

31.8

Other authorities

Other authorities (All staff)

45.3

41.6

42.9

41.7

43.5

Source: EEO surveys and HRMOIR

In focus

Intergenerational learning in the public sector

Mr Brian Parrick, 72, is a career public servant with experience spanning more than 40 years. Reinvigorated after a year of retirement Brian was eager to get back into work, but was concerned that he may have difficulty securing a position. Brian was offered a mid- level position at the Public Sector Commission in Finance and Business Services and now plays a vital role in advising the Commissioner on organisational performance. 'Brian provides unique guidance to younger employees and makes an invaluable contribution to the Commission', Commissioner Mal Wauchope said. The Public Sector Commission employs a number of people 45 and over with a wealth of public sector experience and actively encourages these employees to mentor upcoming graduates in the areas of policy, investigations and capability.

People 45 and over in the public sector at a glance

Peope 24 and under in the public sector at a glance

There are 72276 people 45 and over in the public sector. 29.9% are men and 70.1% are women. 2.4% are people with disability. 2.3% are Aboriginal Australians. 25.4% work in regional WA; 74.6% work in the Perth metro area. Employment type (rounded to one decimal place): 78.5% permanent; 10.5% fixed term; 9.9% casual; 1.0% other. Percentage across all classification levels (to nearest percent): level 1 21%; level 2 11%; level 3 7%; level 4 7%; level 5 15%; level 6 22%; level 7 8%; level 8 4%; level 9 2%; class 1 and above 3%. The majority of SES members (approx. 88%) are 45 and over.


Source: HRMOIR


Page last updated 15 September 2016