The annual report provides information about the department, how it is governed and its activities, performance and future direction. Our annual report provides an overview of the department's financial and non-financial performance and key achievements for 2010–11.
Annual Report 2011-12
The department's 2011-12 Annual Report is available as a single complete document, or in sections.
- Annual Report 2011–12 ( 9.51 MB)
For downloading on slower connections, use the sections below.
Annual report compliance checklist
The annual report compliance checklist 2011–12 ( 35 KB) is provided for use by the department's accountable officers, and outlines the governance, performance, reporting compliance and procedural requirements of the Financial Accountability Act 2009 and the Financial and Performance Management Standard 2009. This checklist provides guidance to ensure the department's annual report complies with all requirements under the legislation and other reporting requirements, and enables informed decision-making.
Additional annual report information
Good recordkeeping practices assist the department to efficiently capitalise on departmental knowledge and experience. It also supports consistency, continuity, efficiency and productivity in customer service and in program delivery, management and administration.
The ongoing use and maintenance of best practice records management policy, procedures and systems (including an electronic document records management system - the Source) will enable DSDIP to capture, maintain and protect the accuracy and reliability of its records for as long as they are required to support business, regulatory, social and cultural needs.
Our department is committed to meeting our responsibilities under the Public Records Act 2002. Our Recordkeeping Policy, updated in May 2012, ensures that departmental records are the basis for organisational accountability, current and future policy formation and management decision-making. It supports compliance with legislative and regulatory requirements and documentation of departmental activities, developments and achievements. Records protect the interest of the department and the rights of employees and customers. Records kept as archives also form part of the state's cultural heritage.
Our records management approach includes:
- • implementing and maintaining a Records Management Framework that includes clear and concise policy, procedures and work instructions
- • managing programs and record keeping systems that comply with legislation and government directives
- • establishing realistic performance goals and effective monitoring programs
- • creating supportive recordkeeping awareness resources and system training to provide proactive staff assistance, guidance and awareness of legislative responsibilities
- • retention and disposal of public records in accordance with the Public Records Act 2002 and the General Retention and Disposal Schedule for Administrative Records.
On occasion, the department hires consultants in instances where specialist skills are required to implement projects and internal staff are unable to provide the necessary capabilities or capacity.
Actual expenditure - end of financial year
Consultancies Consultants - Management $211,576 Consultants - Human resources management $208,553 Consultants - Communications $8,875 Consultants - Finance/accounting $22,222 Consultants - Professional/Technical $3,382,889 Consultants $3,834,115
The consultancy expenditure above is reported is for the former DEEDI for the period 1 July 2011 to 30 April 2012 as well as the consultancy expenditure for DSDIP for the period 1 May 2012 to 30 June 2012.
Consultancy expenditure for former DEEDI business areas which are not now part of DSDIP, for the period 1 May to 30 June 2012, is reported in the respective agency annual report.
Energy conservation and waste management initiatives are implemented by the department under the principles of economy, feasibility and practicality. Suitable initiatives are used to address potential waste generated by the activities of staff and other processes associated with performing department operations.
The department applies a hierarchy of preferred options to minimise the impacts of waste generation. These are to:
- Avoid - prevent or reduce generating waste
- Reuse waste - without substantial change to the product
- Recycle - treat waste to produce new, useable products
- Recover energy generated from waste
- Dispose - in a way that causes the least harm to the environment.
Activities that are actively focused on are:
- • Paper use reduction and reuse
- • Reuse of general stationery equipment
- • Waste recycling
- • Energy conservation including personal computers, photocopiers and electronic office equipment.
The department's waste management plan includes actions to implement relevant whole-of-government initiatives.
The Department of State Development, Infrastructure and Planning supports the government's vision of a low-waste Queensland and the goals of Queensland's Waste Reduction and Recycling Strategy 2010-2020 of reducing waste and optimising recovery and recycling.
The Department of State Development, Infrastructure and Planning was not responsible for any construction or demolition building or civil infrastructure projects completed during the 2011-12 year, and reporting as required under the Recycling Policy is not applicable.
The Department of State Development, Infrastructure and Planning is committed to playing its part to reduce the level of greenhouse gas emissions associated with Queensland Government departments when they deliver government services to the community.
The Queensland Government has previously established minimum greenhouse gas emissions reporting requirements for departments covering their main greenhouse gas emitting business activities; namely those linked to (i) vehicle use, (ii) electricity consumption and (iii) air travel. These activities are sources of both direct and indirect greenhouse gas emissions, which are reported as carbon dioxide equivalent emissions.
It is noted that due to data collection limitations in previous years, the reporting period has been the twelve-month period from 1 April of the preceding year to 31 March of the year for which the annual report was prepared. Some of the past data collection limitations have now been addressed. To enable a transition for the reporting period to a standard financial year, as a once-off exercise this annual report (i.e. for the 2011-12 financial year) will additionally outline the emissions data for the preceding three month period of 1 April 2011 to 30 June 2011. For clarity the data for the two periods is presented in each section of the table below as two adjacent figures; namely data for the twelve-month period 1 July 2011 to 30 June 2012, followed by data for the three-month period 1 April 2011 to 30 June 2011 (shown in brackets).
Reporting of greenhouse gas emissions by departments is limited due to the complexity of the operational boundaries within the public sector, especially in situations where internal government shared services providers are used. While the best available data has been used, in some instances estimates have had to be reported due to the shortcomings of data collection processes or systems. For example, in those government-owned office buildings where there are multiple government agency tenants and the electricity usage cannot be solely attributed to any one particular agency, the electricity usage by the tenant agencies may be distributed proportionally based on the floor area they occupy.
Importantly, any attempted comparison of emission levels with those of previous periods must first ensure that all the relevant parameters are exactly the same, and relevant emissions information has not been affected by changes such as differences in the configuration and make-up of the department's building portfolio; changes to building functionality and/or occupancy levels; or changes to the emissions conversion factors used (which can vary each year as published in the Australian Government.
The following table outlines the emissions relating to the Department of State Development, Infrastructure and Planning for (a) the twelve-month period 1 July 2011 to 30 June 2012, and (b) for the preceding three-month period 1 April 2011 to 30 June 2011 (shown in brackets).
Greenhouse Gas Emissions in tonnes of CO2-e Activity GROSS
Notes Vehicle usage QFleet leased & department owned vehicles 741 t (204 t) 200 t (109 t) 540 t (94 t) 1 Hired vehicles 28 t (10 t) 17 t (10 t) 11 t (0 t) 2 Electricity consumption Government-owned buildings 454 t (73 t) 3 Leased privately-owned buildings 623t (134 t) 4 Air travel Domestic air travel on commercial airlines 224 t (71 t) 147 t (71 t) 76 t (0 t) 5 International air travel on commercial airlines 81 t (24 t) 42 t (24 t) 39 t (0 t) 5
Figures shown in brackets are the emissions calculated for the 3-month period 1 April to 30 June in 2011 only, which falls outside the 12-month reporting period of 2011-12.
- These emissions are those attributable to fuel usage in government vehicles, including vehicles owned by this department, as well as any it leases from QFleet. The Queensland Government Chief Procurement Office has provided departments with available fuel procurement data to enable the departments to calculate their emissions. All emissions reported represent emissions associated with four primary fuel types: unleaded petrol, diesel, liquefied petroleum gas (LPG) and E10. The emissions offsets relate to the national Greenhouse Friendly™ certified carbon offsets purchased for those government vehicles that did not comply with the minimum Greenhouse Vehicle Guide (GVG) ratings. Vehicle emissions offsetting undertaken by this department since 1 July 2010 relates to the Queensland Government's commitment to offset 50% of vehicle emissions from 2010.
- The hire car vehicle emissions figures are attributable to Avis Australia vehicles booked under the Standing Offer Arrangement for vehicle hire managed by the Queensland Government Chief Procurement Office. The emissions have been calculated by Avis Australia. The emission offsets figure relates to purchased national Greenhouse Friendly™ certified carbon offsets.
- Emissions related to electricity consumption in Government-owned buildings are calculated based on available building-related electricity consumption records. The emissions reported are limited to those linked to the electricity consumed by this department in buildings it owns, or in space it leases within other government buildings. Incomplete electricity consumption records have been apportioned and/or extrapolated where necessary. For example, in those government office buildings that do not have separate electricity sub-metering for departmental tenants, the electricity consumption and associated emissions have been apportioned 45% to the landlord, and 55% to the tenants – in line with historical benchmarking. Emissions have been calculated by converting relevant electricity consumption using the Scope 2 conversion factor of 0.88 kg CO2-e/kWh as published in the National Greenhouse and Energy Reporting (Measurement) Amendment Determination 2011 (No.1).
- Emissions related to electricity consumption in leased privately-owned buildings are based on available building-related electricity consumption records (Note: The data provided will not include emissions where the occupant of the private-owned building pays an electricity retailer directly). The emissions reported are limited to those linked to the electricity consumed by this department in space leased within buildings other than government-owned (i.e. in privately-owned buildings). Electricity usage has been calculated or estimated using actual electricity records or lease charges received from landlords. Incomplete electricity consumption records have been apportioned and/or extrapolated where necessary.
- Air travel includes all flights recorded by the Queensland Government Chief Procurement Office (QGCPO), specifically:
- international air travel on commercial airlines; and
- domestic air travel on commercial airlines.
These emissions are calculated by QGCPO using the kilometres flown from data provided by the relevant commercial airline and applying a methodology based on International Civil Aviation Organisation criteria. This methodology uses an averaged consumption of fuel per passenger for flights, which can then be converted into tonnes of CO2.
The emission offsets figure for air travel relates to purchased national Greenhouse Friendly™ certified carbon offsets.
The Mothers and Work booklet was developed by the department to provide information on a range of Queensland Government and government-funded agency services available to support mothers.
The below table illustrates the representation of women on boards:
Department/Statutory authority/Statutory body board name Total number of appointees during 2011-12 Percentage of total appointees who are women Number of appointees as at 30 June 2012 Percentage of appointees as at 30 June 2012 who are women Gladstone Economic and Industry Development Board 9 22% 8 25% Infrastructure Queensland 10 10% 10 10% Board for Urban Places 37 24% 37 24%
The department recognised the effort and dedication of its staff members that are carers. Carers provide a vital service to those they care for and the department has a number of actions and strategies to support them in their roles.
The department's current Diversity and Equity Strategic Plan 2010-12 shows our commitment to building a workplace where all are given the opportunity to contribute effectively. As a result of this plan, a diversity and equity framework has been developed demonstrating commitment to the creation of an inclusive environment where we value, respect and treat others equitably, embracing diversity.
Strategies and actions that supported the Carers (Recognition) Act 2008 included:
- • a Diversity and Equity Committee in development to provide a forum for discussions, awareness and education to all staff across the department on equity and diversity matters including issues relating to Carers
- • celebrating Carers' Week to assist with promoting awareness and education of the valuable role that carers play in our community along with the opportunity to ignite the conversation about carer issues
- • staff consultation on Human Resource policies to allow for feedback on policy decisions that impact them
- • the promotion and maintenance of a complaints management system accessible to carers and the community, with:
- o all complaints received actioned appropriately and feedback analysed to inform amendments or improvements to departmental service delivery
- o the implementation of an Appeals Policy for all employees who believe they have been treated unfairly or were the subject of an unfair process in relation to their employment within the department
- • the availability of flexible work practices for all employees, including providing options to help achieve a better work and family balance, with:
- o managers encouraged to consider different employment arrangements other than traditional permanent full-time placements, through the flexible work arrangements policy, including: job share, part-time employment, phased employment, telecommuting, purchased leave, career break/extended leave/part-year employment, staggered hours and a compressed work week
- • the implementation of a Carers Leave Policy to provide employees with information on the conditions and entitlements with respect to carer's leave, with carer's facilities available to assist carers to meet commitments.
The Queensland Government Reconciliation Action Plan 2009-2012 (RAP) - implementation progress Initiative National Aboriginal and Torres Strait Islander reforms Action The Queensland Government will work actively with Aboriginal and Torres Strait Islander peoples to achieve the Council of Australian Governments national Closing the Gap targets and strategies, including in the key areas of early childhood, schooling, housing, health and economic participation. DSDIP's Implementation progress in 2011-12 Working with other Queensland Government agencies, the department trialled a number of approaches to implement the inclusion of Indigenous Employment, Training and Supplier Plans in a selection of government procurement projects across Queensland. The projects include capital works and service delivery grants, for example; the construction of state high school buildings and cyclone shelters. The results of the pilot projects, including evaluation findings, will inform policy development to further strengthen procurement policy to increase Indigenous employment and the use of Indigenous businesses. Responsibility for this pilot now lies with the Department of Aboriginal and Torres Strait Islander and Multicultural Affairs.
The department also continued to provide advice on planning scheme processes and timeframes to meet state interest and legislative requirements for nine Indigenous local governments.
Initiative Annual agency planning and reporting Action All Queensland Government agencies will incorporate relevant reconciliation actions in their annual business plans and report on the progress of the implementation of the Queensland Government Reconciliation Action Plan 2009-12 as part of their annual reports. DSDIP's Implementation progress in 2011-12 Reconciliation plan actions were reported against in DEEDI's 2010-11 Annual report. This information forms reporting against DSDIP's progress in 2011-12. Initiative Reconciliation Business Forum Action The Queensland Government will actively promote the Reconciliation Business Forum. DSDIP's Implementation progress in 2011-12 As detailed in the Queensland Reconciliation Action Plan 2009-2012, the former DEEDI undertook to host Reconciliation Business Forums annually for three years. These were hosted in 2009, 2010 and in the first half of 2011. No forums were held during the relevant period for this report. Initiative Aboriginal and Torres Strait Islander cultural awareness and capability Action All Queensland Government agencies will have Aboriginal and Torres Strait Islander cultural awareness and cultural capability strategies in place to enable staff to better understand, respect and appropriately work with and deliver services to Aboriginal and Torres Strait Islander peoples and communities. DSDIP's Implementation progress in 2011-12 Cultural awareness training was part of the department's internal training schedule and will be delivered across the department. There was a two day accredited course and a one day course that expanded on this training. Initiative Queensland Closing the Gap partnerships and Ministerial Champions Action Cross-sectoral partnerships, initially in economic development and education, will be championed by relevant ministers to mobilise key organisations to tackle Aboriginal and Torres Strait Islander disadvantage. DSDIP's Implementation progress in 2011-12 This action's target was: 'By December 2010, two cross-sectoral partnerships will be signed off by relevant ministers and key stakeholders.'
During 2010-11 a cross-sectoral partnership with the Queensland Resources Council and the Australian Government (the Queensland Resources Council Memorandum of Understanding) was agreed. During the reporting period, the North West Queensland Indigenous Resources Industry Initiative Action Plan for 2011-2013 and the Bowen Basin Indigenous Participation Partnership Action Plan were implemented. These action plans further the goals of the Memorandum of Understanding. Actions under the Action Plans include Human Resources and Procurement workshops, and Employment and Training Forums. Responsibility for these agreements now lies with the Department for Education, Training and Employment.
Initiative Public sector employment Action All government agencies will implement Aboriginal and Torres Strait Islander employment action plans to target employment retention and career advancement of Aboriginal and Torres Strait Islander employees, in particular to middle and senior levels. Strategies to support this action include, but are not limited to, trainee, graduate, leadership, coaching, mentoring and mobility initiatives, formal study and professional development. DSDIP's Implementation progress in 2011-12 The former DEEDI's Indigenous Employment Plan 2009-2012, outlined the department's commitment to meeting department goals under Project 2800. As at December 2011, Indigenous employees comprised 2.29% of the department's workforce.
The department is committed to the principles of multiculturalism outlined in the Queensland Government's multicultural policy Multicultural Queensland – making a world of difference. The following table provides an overview of the actions we are taking to assist people from culturally and linguistically diverse (CALD) backgrounds, according to our commitments as outlined in the Queensland Multicultural Action Plan 2011–14.
Queensland Multicultural Action Plan 2011-14: Whole-of-Government core outcomes
Core outcome Performance indicators Measure Improved cultural competence of staff Number of staff that have participated in cultural competence training annually Due to machinery-of-government changes the number of staff is unable to be accurately calculated. The former DEEDI progressed the development of an online multicultural training module during 2011-12. Some DSDIP staff who were formerly staff of DLGP attended the cultural competence training program Culturewise practise. Number of staff that have participated in cultural competence training as a percent of the total number of department staff for the year Improved access to interpreters for clients when accessing services Amount spent annually on interpreters engaged by department and government funded non-government organisations $62,150 Number of interpreters engaged annually by the department and government funded non-government organisations 21 Improved communication and engagement with culturally and linguistically diverse (CALD) communities and/or organisations Number of key information publications translated into languages other than English, annually 12 Number of languages in which publications are available 8 Number of information sessions or workshops held for people from culturally and linguistically diverse backgrounds 0 Number of culturally and linguistically diverse groups, peak bodies and other stakeholders consulted or engaged annually on the development or implementation of department projects, services, policies and programs Our department consults relevant culturally and linguistically diverse groups, peak bodies and stakeholders when developing and implementing projects, services, polices and programs. During 2011-12 the former DEEDI consulted the Diversity and Equity Consultative Committee and the Human Resources Network. Improved recruitment and retention strategies for staff from CALD backgrounds Number and percentage of staff indicating they are from a non-English speaking background 80 (8.16%) Number of complaints about racial discrimination within the department 0
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The official copy of the annual report, as tabled in the Legislative Assembly of Queensland can be accessed from the Queensland Parliament's tabled papers website database.