ANNUAL REPORT 2021-22

16 ANNUAL REPORT 2021-22 ANNUAL REPORT 2021-22 Our people Graduate Mechanical Engineer, Steven Sawyer, with Graduate Electrical Engineer, Aidan Routledge, at Weddell Power Station. Our people are critical to the Territory in many ways. While generating units power the grids, it's Territory Generation's people who power the continued safe, reliable and cost-effective electricity services to the Territory. If the pandemic has taught us anything, it's that our people cannot be overvalued. We strive to support and develop our staff to be the best they can be. LEADERSHIP DEVELOPMENT PROGRAM Territory Generation has developed a leadership program designed to support our staff to develop leadership skills. The four program focus areas are emerging leaders, upcoming leaders, leadership diversity and inclusiveness, and 360-degree communications. The program is being delivered by a local business and includes monthly face-to-face sessions and coaching sessions. Territory Generation believes in a diverse and inclusive workforce that represents the communities in which we operate. Staff from diverse groups are therefore included in the leadership program and succession planning. CAREERS, RECRUITMENT AND APPRENTICESHIPS Territory Generation strives to recruit locally and give Territorians a pathway to a rewarding career. During the 2021-22 financial year, three Territory Generation staff members and one hosted apprentice completed their apprenticeships. We currently have six hosted apprentices, including one who started in 2022. In the first half of 2022, Territory Generation recruited two local engineering graduates - one electrical engineer and one mechanical engineer. Both are from the Northern Territory. We are investing time, resources and effort into developing our graduates to become the next generation of technical leaders. Their progress is supported by a structured graduate program designed by Engineers Australia. SUCCESSION PLANNING Succession planning is under development with a focus on identifying necessary training. Emerging leaders are being identified and moved into what are considered "critical roles" when key members of our team go on holiday or leave the business. EMPLOYEE ENGAGEMENT The Northern Territory Public Service-wide employee engagement People Matter survey collated feedback on aspects of its workforce, including human resources, safety and bullying. From the survey results, Territory Generation identified areas for improvement and implemented a range of tailored initiatives. Our 'Pulse' staff engagement survey was then rolled out in April 2022 to assess and track progress achieved from the People Matter survey. These results showed improvements from the People Matter Survey and highlighted new areas where attention can now be focused. RECOGNITION In May 2022, Territory Generation staff were recognised at the GTNT Group Awards, with electrical apprentices Brieanna McSweeny and Kalina Price being awarded Outstanding Apprentice of the Year Stage 3 and Hot100 Commendation respectively. Territory Generation was also very proud to receive the Host Business of the Year award at this event. In total, we received five finalist nominations at the 2022 GTNT awards. This significant achievement is reflective of the dedication and commitment of our apprentices and supervisors and the calibre of our apprentice program. Administration Assistant, Shirley Ballesteros, at Channel Island Power Station. ENTERPRISE AGREEMENT Enterprise agreement negotiations began in March 2022. An offer is expected in the new financial year. The negotiations have been carried out in good faith and with mutual respect. FTE AND DIVERSITY We continue to focus on full-time equivalent (FTE) employees in line with Northern Territory Government requirements, while delivering safe, reliable and cost-effective electricity services. We remain focused on achieving a diverse workforce, as highlighted by our improved Equal Employment Opportunity (EEO) results in the 2021-22 financial year. SPECIAL MEASURES Territory Generation has implemented a Special Measures Plan which provides priority recruitment consideration of Aboriginal and Torres Strait Islander candidates. The aim of the Special Measures Plan is to improve diversity and inclusion in our business and increase participation of suitably qualified and experienced Aboriginal and Torres Strait Islander candidates. 17

View entire presentation