Update: The City’s transformation program

Tuesday, 31 October 2017

City of Greater Geelong CEO, Kelvin Spiller:

How has the council improved its culture and governance in the past 18 months?

The City has achieved a tremendous amount in the past 18 months, including: the development of an organisational purpose and values; great strides in improving our culture; our massive community engagement effort to create the clever and creative 30-year vision; and the Transformation Project to modernise our organisation – of which a number of projects will be ongoing for some time.

The organisations has achieved all this in a time-pressured environment. The Commission of Inquiry said it would take us at least four years to be ready for the return of an elected council; however, Parliament reduced that timeframe to just 18 months – with no change in the expectations of the work to be done.

Certainly, it’s not been an easy period, as rapid change can be challenging. The  Executive Leadership Team and I are extremely proud of the huge amount of work that has been done by staff right across the organisation in the last 18 months.

Has the rate of bullying and harassment been reduced? Does it remain a problem?

When the Complaint Review Panel was established there was an increase in complaints, largely historic issues, and we have now resolved the majority of these. We recognise that, like any organisation employing 2,700 people, complaints will be made from time to time. We are committed to treating all complaints seriously and managing them appropriately. 

How many complaints have been resolved by the Complaint Review Panel and how many remain active investigations?

The City’s new Workplace Relations Team now manage the majority of complaints, with oversight from the Complaints Review Panel (CPR). The CRP is currently handling a small number of investigations.

What is the rate of turnover of senior staff in that period?

In 2016 -17, the staff turnover rate was nine per cent. The rate of senior staff turnover was 23 per cent, which included a restructure in the senior leadership team.

How many deeds of release / settlements has the council signed in that period?

As far as personnel matters are concerned, I am legally bound by the privacy requirements of our 2,700 employees. I do not discuss or disclose confidential individual staffing matters.

How many complaints have been lodged with IBAC during that period?  

The City is not aware of any matters lodged with IBAC.

How many staff are currently on stress leave?

In 2016-17 the organisation had 39 lost time injuries; a very small percentage of these were stress related.

What is the reason behind Joanne Moloney's exit from COGG? 

As far as personnel matters are concerned, I am legally bound by the privacy requirements of our 2,700 employees. I do not discuss or disclose confidential individual staffing matters in relation to information about personnel.

Did the council sign a deed of release / settlement with Ms Moloney?

As far as personnel matters are concerned, I am legally and ethically bound to respect the privacy of our 2,700 employees. I do not discuss or disclose confidential individual staffing matters in relation to information about personnel.

Was a complaint made to IBAC about the handling of Ms Moloney's exit?

The City is not aware of any matters lodged with IBAC.

Why are there issues with multiple staff in the finance and strategy department?

We are working positively in this area across the organisation with our culture improvement program.

In the council's annual report, under employee costs there is a sub-section called 'Other'. What is included in 'Other'?

Rostered days off and time in lieu that was accrued by staff  but not taken.

When was the position of Executive Manager People & Organisation Development created? Can you please point out where it was advertised and how many people applied for the position?

This is not an additional or new senior officer position. The Commission of Inquiry recommended that the Manager, People and Organisation Development become a member of the Executive Team and the position title was amended accordingly.