Workforce Planning Performance Indicators
The following are the preliminary indicators and targets that will inform the development of the workforce profile at CSU:
- Every Faculty, Division or Office will have a workforce plan in place which is aligned to its annual operational plan.
- Participation rates for newly appointed staff who are required to complete the online Induction and Development Program. [2006 results: 86%]
- Participation rates for all eligible staff who are required to have a Performance Management Plan in place.
- Participation rates in professional development activity which is aligned to annual Performance Management planning.
- Staff responses in staff exit data in relation to their experiences of working at Charles Sturt University.
[Climate Survey - Employee Engagement Index Indicators]
- Job Satisfaction [2006 results 80%]
- Organisational Commitment [2006 results: 75%]
- Intention to Stay [2006 results: 67%]
[University Strategy 2007 -2011 indicators]
- An increase in the proportion of CSU academic staff with a doctoral degree [Target: to be above 60% by 2011]
- An annual increase in the number of state, national and international awards received for teaching, research or service
[ CSU Employment Equity Plan 2007- 2011 indicators]
- Indigenous Australians to represent 2.0% of all staff by 2007, progressing towards 3% by 2011.
- People whose first language was not English to represent 9% of all staff by 2011.
- People with a disability who require work related adjustments to represent 3.0% of all staff by 2011.
- The percentage of women in continuing academic appointments increases to 45% by 2011.
- By 2011 the percentage of women increases at: Academic level C - to 35% Academic levels D&E - to 25% HEW levels 10+ - to 40% Senior staff - to 30%.
- By 2011 there is an increase in the proportion of academic women holding PhDs.