|Aboriginal and/or Torres Strait Islander employees
Employees who identify as being of Aboriginal or Torres Strait
Islander descent and who are accepted as such by the community in
which they live.
|Annual reference period
The annual reference period starts on the day following the last pay
date of the previous financial year and ends on the last pay day of
the current financial year.
The annual salary or salary package that an employee would receive if
they worked full-time. It excludes overtime, allowances and lump sum
payments. It is different to actual earnings, which are affected by
factors such as part-time work, overtime, allowances and lump sum
Australian and New Zealand Standard Classification of Occupations
(ANZSCO ABS Cat. No. 1220.0). ANZSCO is a skill-based classification
used to classify all occupations and jobs in the Australian and New
Zealand labour markets.
ANZSCO has five hierarchical levels: major group, sub-major group,
minor group, unit group and occupation. Occupations are the most
detailed level of classification. They are grouped to form unit
groups, which in turn are grouped into minor groups. Minor groups
are aggregated to form sub-major groups, which in turn are
aggregated at the highest level to form major groups.
|ANZSCO major group
ANZSCO organises occupations into progressively larger groups on the
basis of their similarities in terms of skill level and
specialisation. The ‘major group’ level provides only a broad
indication of skill.
Major groups are:
- the broadest level of ANZSCO
formed using a combination of skill level and specialisation to
create groups that are meaningful and useful for most (statistical
and administrative) purposes.
|ANZSCO minor group
ANZSCO minor groups are:
- subdivisions of the ‘sub-major group’ classification
distinguished from other minor groups in the same sub-major group
mainly on the basis of skill specialisation.
The census date is the last pay day of the annual reference period.
||The last pay fortnight of the reference period.
|Commuting ratio (out-to-in)
The number of employees who commute out of a region to another
region for work compared to the number of employees travelling into
the same region for work.
For example, the Illawarra region has a commuting ratio of 3.4 in
2018, which means 3.4 workers commute out of the region for every
worker commuting in.
The number of applications for ‘open’ or ‘filled’ I work for NSW
requisitions where the latest application completion date is in the
Workforce diversity initiatives in the government sector aim to build
a workforce that reflects the diversity of the wider community. Under
the Government Sector Employment Act 2013, diversity groups include
Aboriginal and Torres Strait Islander people, women, people from
culturally and linguistically diverse backgrounds, and people with
disability. The Act also provides flexibility to encompass a broader
spectrum of diversity, including mature workers, young people and
Shows whether an agency meets the diversity response rate threshold of
65%. The estimate is calculated by dividing the number of diversity
group members counted by the number of respondents to at least one
diversity question in any given year and then multiplying by the total
number of employees.
|Diversity response rate
Calculated by taking the number of employees who identify as belonging
to any combination of diversity group classification, including
‘English not first language spoken’, ‘racial, ethnic, ethno-religious
minority group’, ‘disability’ and ‘Aboriginal and/or Torres Strait
Islander’, and dividing by the total number of employees.
A non-casual employee’s work arrangement, classified by full-time or
Defined according to the nature of a worker’s employment contract
with an agency. Categories include:
ongoing – employed on a continuing basis to perform ongoing
temporary – non-casual employees who do not have ongoing
conditions of employment or individual employment contracts, and
who are employed for a specific period of time
casual – employees engaged to perform work ‘as required’ and who
are paid at an hourly rate equal to the relevant classification of
the position, with a loading
executive – includes Public Service senior executives employed
under contracts starting before the implementation of the
Government Sector Employment Act 2013 (GSE Act); senior executives
employed under Division 4 of Part 4 of the GSE Act; and other
public sector senior executives under contract arrangements,
including Health, Transport and Police executives. Excludes senior
officers and their equivalents
contract – employees (non-executive) who are employed via a
fixed-term individual contract. Excludes contractors and
consultants engaged on a fee-for-service basis
other – all other employment categories, including cadets,
trainees, apprentices, retained staff, sessional workers, seasonal
workers and statutory appointees.
Employees who usually work 35 hours or more a week. See Australian
Bureau of Statistics, Labour Statistics: Concepts, Sources and Methods
(cat. no. 6120.0).
|Full-time equivalent (FTE) workforce
A standardised way of describing the size of the workforce based on
the total number of ordinary time paid hours worked (excluding
overtime and unpaid work). ‘FTE workforce’ describes the total
number of full-time employees required to account for all ordinary
time paid hours worked. It is not a count of the number of
employees. For example, two employees who both work half the
standard number of full-time hours will together be counted as one
The FTE workforce can be measured during a period, such as the last
pay period of the financial year (census period).
Since the same method of counting can be applied to each agency, FTE
staffing figures provide the most accurate indication of resource
levels within the NSW public sector.
|Gender pay gap
Calculated according to a method devised by the Organisation for
Economic Co-operation and Development and defined as the difference
between the median salary of males and females relative to the median
salary of males. Employee salary is the full-time base remuneration of
the role, regardless of whether the employee is working part-time or
Total number of employees at a given time.
Employees with multiple periods of employment in a single agency
during the year are counted only once by most agencies. However, the
payroll systems used by some agencies do not link employment
periods, so these agencies report each period of employment as a
separate employee. Employees with periods of employment in different
agencies during the year are counted as separate employees in each
agency. In the health sector, this also applies to employees working
in more than one Area Health Service.
Headcounts include all employees who worked during a period, even if
they only worked for one day. Total employees (headcount) figures
and full-time equivalent (FTE) figures are both reported because
they provide different perspectives of the workforce. FTE translates
the headcount figures into a proportion of the hours worked by an
FTE staff member. For example, a person working one day per week
would be counted as 1.0 under the headcount and 0.2 under FTE (that
is, they work 20% of the time that a full-time employee works).
Headcount figures therefore provide a picture of how many people
were employed during the period, whereas FTE is a more accurate
indicator of resource levels.
The number of ‘open’ and ‘filled’ I work for NSW requisitions where
the latest application completion date is in the reference period.
Changes in employment status of an employee, including commencement in
an agency, promotion to a higher level, transfer from one agency to
another, and exit from the agency or public sector.
|Language first spoken as a child
The language the person first spoke as a child, as distinct from the
preferred language or language usually spoken at home.
The middle value of a distribution, where half of the values are above
and half are below. The median is often preferred over the mean in
calculating the middle ground in a set of values as it is less
sensitive to extreme values than the mean.
All persons engaged to work in a NSW Government agency and paid via
the agency’s payroll system, excluding employees working for an hourly
rate (casual, sessional, seasonal and retained staff).
|NSW employed persons
The Australian Bureau of Statistics defines employed persons as all
those aged 15 years or over who, during the reference week:
worked for one hour or more for pay, profit, commission or payment
in kind in a job or business, or on a farm (comprising employees,
employers and own account workers); or
worked for one hour or more without pay in a family business or on
a farm (i.e. contributing family workers); or
were employees who had a job but were not at work and were:
away from work for less than four weeks up to the end of the
reference week; or
away from work for more than four weeks up to the end of the
reference week and received pay for some or all of the
four-week period to the end of the reference week; or
away from work as a standard work or shift arrangement; or
- on strike or locked out; or
on workers’ compensation and expected to return to their job;
were employers or own account workers, who had a job, business
or farm, but were not at work.
Those employed on a continuing basis to perform ongoing functions.
The number of available positions for ‘open’ and ‘filled’ I work for
NSW requisitions where the latest application completion date is in
the reference period and the number of openings was less than 99. This
calculation excludes requisitions that were recorded as having
|Paid unscheduled absence
Sum of hours of paid sick leave and paid carers leave hours taken
during the reference period. This includes employees with valid sick
leave entitlement and annual FTE not missing.
Employed persons who usually work less than 35 hours a week. (See
Australian Bureau of Statistics, Labour Statistics: Concepts, Sources
and Methods, cat. no. 6120.0.)
|Person with disability
A person who identifies as having a disability – that is, having one
or more of the following limitations or restrictions:
- a long-term medical condition or ailment
- speech difficulties in their native language
- a disfigurement or deformity
- a psychiatric condition
- a head injury, stroke or any other brain damage
- loss of sight or hearing
- incomplete use of any part of their body
- blackouts, fits or loss of consciousness
- restriction in physical activities or physical work
- slowness at learning or understanding
- any other condition resulting in a restriction.
|Public sector exit rate
The number of employees who left the public sector during the year as
a proportion of the average number of people employed during the year.
|Senior executive cohort
Public Service Chief Executive Service, SES and award-based senior
executives (senior officers and equivalents), and senior executives
employed under Division 4 of Part 4 of the Government Sector
Employment Act 2013.
Government sector employees with a salary equal to or higher than
Senior Officer Grade 1, who lead people and/or services. Excludes
Health Service roles of a specialist or technical nature with no
leadership or managerial responsibilities, and Justice roles of a
statutory or institutional character (for example, judges and
The number of employees who left an agency during the year as a
proportion of the average number of people employed during the year.
Level 4 (SA4)
||Statistical Areas Level 4 (SA4s) are geographical areas within an Australian Bureau of Statistics
(ABS) geographical framework for the collection, analysis and release of regional data. They
are the largest sub-state regions in the Australian Statistical Geography Standard, designed for
the output of such data as the ABS Labour Force Survey data, which reflects labour markets
within each state and territory.
||The number of I work for NSW applications that have a hired date, for ‘open’ or ‘filled’
requisitions where the latest application completion date is in the reference period.
||Non-casual employees who do not have ongoing conditions of employment, do not have
individual employment contracts and who are employed for a specific period of time.
||The length of employment within an agency.
|Time to hire
||The average number of weeks from the latest application completion date to hired date, for
‘open’ and ‘filled’ requisitions with one opening and where the latest application completion
date is in the reference period.
||Staff members whose employment conditions require them to undergo a designated training
program as part of their vocational development.