Overall our employee costs are $1 million under budget for 2018-19
Our turnover rate is significantly lower than the average for all Victorian Councils (8.48% compared to 10.4% statewide average in 2018-19)
There is no correlation between bullying and harassment procedures and the over budget expenditure on supplementary labour
The following comments are to be attributed to City of Greater Geelong CEO Martin Cutter.
The number of employees who have left the organisation this financial year is 168, including 104 resignations.
The City of Greater Geelong staff turnover of 10.9 per cent in 2017–18 was significantly lower than the average of 13.2 per cent for all Victorian councils.
The City’s 2018-19 staff turnover forecast is 8.48 per cent compared to 10.45 per cent for all councils in Victoria.
The City’s employment costs, including permanent and supplementary labour, will be $1 million under budget for 2018-19, which is a positive result for the City.
A number of external drivers impact our staff turnover and drive the composition of our workforce, including:
- Uncertainty surrounding the federal government’s review into the future of Aged Care Services has led to a higher requirement for temporary employment arrangements
- Our rapidly growing municipality, requiring increased resourcing in our planning, engineering and social infrastructure service areas
- More local job opportunities than ever before in many professional roles
There is no correlation between our bullying and harassment procedures and the significant over budget expenditure on supplementary labour.