People

Organisational capability and capacity

Developing Staff Potential | Attracting and Retaining Staff | Learning and Development

Attracting and Retaining Staff

Introduction
Remuneration Strategy
Rewards and Recognition
Staff Survey

Introduction

ASDA was effective in attracting and retaining high quality staff. The Agency retained 98 percent of its staff, well above the targeted 80 percent.

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Remuneration Strategy

ASDA’s Remuneration Strategy provided a highly flexible and responsive framework for performance management, growth and development.
The Strategy’s key principles are:

flexibility in staff placement;
commitment to remunerating staff at a level that attracts and retains them;
recognising and rewarding staff who demonstrate the Agency’s core values and behaviours; and
motivating and rewarding staff that produce high quality outcomes.

As part of its Remuneration Strategy, ASDA implemented:

annual salary adjustments based on the Agency’s performance and affordability;
base salary reviews linked to individual performance and contributions;
a job evaluation process; and
rewards and recognition programs.

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Rewards and Recognition

The Agency implemented a rewards and recognition program to better recognise valuable contributions from its employees. The program operated via:

a peer recognition program (11 staff were rewarded and recognised);
an individual performance bonus; and
an Agency wide performance bonus scheme.

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Staff Survey

ASDA conducted one staff survey during the reporting period. The staff survey measured a range of employee satisfaction criteria.

The survey was conducted immediately following the organisational restructure and may have been influenced by this process.

The survey indicated 68 percent of ASDA staff were satisfied with the Agency’s work conditions.

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