Understanding the labour profile and developing strategies to respond
17th March 2011
Nerina Di Lorenzo
Director City Infrastructure
Moreland City Council
Workforce Planning in VLG
Study Aims
Is it really an issue?
How big ?
Which Service areas ?
Quantitative data
Employee demographic survey
Qualitative data
36 Interviews
How are we positioned to respond?
VLG characteristics that are Barriers
& Enablers to change
Stay Tuned
Today
Method
6 Metro Councils:◦2 Outer Metro◦3 Inner Metro◦1 Central
Method
7,228 Data Records
19% VLG Workforce
Method
7,228 Data Records
19% VLG Workforce
<15 15-19 20-24 25-34 35-44 45-54 55-59 60-640.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
VLG AWF F M
<15 15-19 20-24 25-34 35-44 45-54 55-59 60-640.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
VLG AWF F M
Age
31% under 35 45% over 45
= 14% points
38% under 35 39% over 45
= 1% point
<15 15-19 20-24 25-34 35-44 45-54 55-59 60-640.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
VLG AWF F M
Age
<15 15-19 20-24 25-34 35-44 45-54 55-59 60-640.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
VLG AWF F M
30% under 35 43% over 45
= 14% points
28% under 35 48% over 45
= 20% points
Age
<15 15-19 20-24 25-34 35-44 45-54 55-59 60-640.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
VLG AWF F M
<15 15-19 20-24 25-34 35-44 45-54 55-59 60-640.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
VLG AWF F M
Youth & Leisure
Arts & Culture
Children’s Services
Youth & Leisure
Children’s Services
Asset Maintenance
Asset Maintenance
Waste & Cleansing
Civic Safety & Amenity
Aged & Disability
Children’s Services
Civic Safety & Amenity
Age
Ageing Services
•Aged & Disability 6.9: 1
•Civic Safety & Amenity 6.2 : 1
•Waste & Cleansing 5.6: 1
•Finance 2.8: 1
•Asset Maintenance 2.4: 1
•Hall keepers 1.6: 1
Younger Services
•Youth & Leisure 3: 1
•Urban Planning 2.2: 1
•Environment 2: 1
•Family & Health 1.6: 1
•HR 1.4 : 1
•Entertainment Centres & Major Facilities
1.2: 1
•Performance 1.2: 1
Gender
Females63%
Males37%
VLG women outnumber men by 1.7 to 1
In the Australian Workforce, men outnumber women by 1.2 to 1
Men were older than Women 38% men in Physical Services Men were longer serving
29% > 10 yrs service Men twice as likely to be Full
Time (68% of men) VLG men more likely to be
part time than men in the Australian Workforce
Females63%
Males37%
Most women were in the middle and younger age brackets
68% of women in Social Services
Women were more mobile – 36% < 2 yrs with current employer
Women 2.5 times as likely to be Part Time (43% of women)
VLG women slightly less likely to be PT than women in the Australian Workforce
Gender
F M
Gender
F M
Gender
Less than half of the VLG workforce is Full Time
More full time staff are men (54% men, 46% women)
81% of part time staff and 72% of casual staff are women
Employment Status
FT45%
PT33%
CAS22%
Most FT staff in Physical Services –Asset Maintenance (18%)
Most PT & Casual staff in Social Services – 33% of PT Staff in Aged & Disability and 33% of Casual Staff in Youth & Leisure
Employment Status
FT45%
PT33%
CAS22%
Length of Service
<1 1-2 3-5 6-10 11-20 20+0%
5%
10%
15%
20%
25%
AWF VLG
<1 1-2 3-5 6-10 11-20 20+0%
5%
10%
15%
20%
25%
AWF VLG
Length of Service
Recently Employed staff:
Slightly more women than men
Predominantly full time or casual
Overwhelmingly within the Social function, with Statutory
and Physical functions a distant second
Length of Service
Established staff:
Slightly more women than men
Predominantly full time – least likely to be casual
Overwhelmingly within the Social function, with Statutory
and Physical functions second but less pronounced gap
Length of Service
Long serving staff:
More likely to be men – the longer serving and older the
more likely
Predominantly full time – the longer serving the more likely
Within the Physical functions – the longer serving the more
likely
CORPORATE 12%
PHYSICAL 18%
SOCIAL54%
STATUTORY 15%
ECONOMIC 1%
More than half of the VLG workforce is in a Social Function
Over three quarters of Social Function staff are Part Time or Casual so EFT is less than graph
Service Functions
Service Types•Youth & Leisure14%
•Children’s Services13.5%
•Aged & Disability13.3%
•Civic Safety & Amenity10.7%
•Asset/Infrastructure Maintenance9.2%
•Arts & Culture6.6%
Over 67% VLG employees in the top 6 services
Remaining 33% split between 18 services
Workforce Ageing is an issue in targeted service areas; chronic in a small handful but less pronounced or non existant in others
Responses should range from long term strategy implementation in the chronic areas, to localised solutions in others
Timescales for responses also range in different services and this should mean our efforts are staged appropriately
What might this mean?
Four “chronic” areas needing specific focus; ◦ Aged & Disability ◦ Waste & Cleansing and Asset Maintenance◦ Finance
Physical injury key risk in the short term Tendency for older and longer serving
workers (males) to remain Full Time is at odds with retirement transition proposals
Trade apprenticeships and Traineeships would play a strong role in this response – particularly in replacing the older male workforce
What might this mean?
“Young” Services face a different set of challenges
In the youngest service, casual employment status prevails
Somewhat more white collar/professionally qualified staff in remaining “young” services
Professional mentoring a key requirement to ensure good judgement is developed and executed
Opportunities exist to target these younger groups for development and broadening of knowledge of the business
What other professions do we need to nurture ?
What might this mean?
In terms of gender split, women “have the numbers”, and current trends would amplify this
Range of factors influencing this attraction, but suggests Part Time arrangements are not the strongest attractor
Potential attraction of Part Time arrangements to VLG men – offers an opportunity
Female numbers don’t necessarily translate into senior positions
Strategies to attract younger men and develop women into senior roles are a key focus
What might this mean?
VLG has some unique competitive advantages over other sectors; ◦ An enormously diverse set of service offerings◦ A collaborative not competitive sector◦ A “branch near you” offering geographic diversity
and complementing family and environmental balance imperatives
Target our efforts on a smaller group of more critical issues/areas and bring our competitive advantages to bear
What might this mean?
Example presentation title Page 27