Sustainability Indicators
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Aim: The aim of the following Sustainability Indicators is to maintain our certified management systems for drinking water quality, occupational health and safety and the environment.
Management System Certification
Where we would like to be:
To retain the systems certification.
To assist this, we have established the following accredited management systems:
- Environmental Management System – ISO14001
- Quality Management System – ISO9001
- Water Quality Management System – HACCP
- Occupational Health and Safety Management System – AS/NZS4801
These systems provide the framework to improve our sustainability performance and help to identify priorities for developing improvement programs and establishing performance targets.
Where we are:
| Management System certification | 2002-03 | 2003-04 | 2004-05 | 2005-06 |
|---|---|---|---|---|
| ü | ü | ü | ü |
Results:
Our certifying organisation, SAI Global, conducted a full recertification audit on all four management systems during March-July 2006. In all four cases they recommended that our certifications should continue.
Where we are headed:
We are committed to enhancing the management of our systems certification through new technology while maintaining accreditation.
Fines and Prosecutions for Public Health and Environmental Offences
Where we would like to be:
To have zero fines or prosecutions for public health and environmental offences.
Where we are:
| Fines and prosecutions received | 2002-03 | 2003-04 | 2004-05 | 2005-06 |
|---|---|---|---|---|
| Actual | 0 | 0 | 0 | 0 |
| Target | 0 | 0 | 0 | 0 |
Results:
City West Water has in place a compliance management program designed to identify the legal and regulatory obligations applying to the company, and ensure that we have appropriate systems and processes in place to comply with these obligations. Of critical importance to ensuring compliance is the maintenance of our certified environmental, quality, occupational health & safety and drinking water quality management systems.
Where we are headed:
We aim to maintain our fully accredited environmental, quality and occupational health and safety management systems to help us manage risks to health and the environment.
Aim: The aim of the following Sustainability Indicators is to demonstrate how we foster a culture where our people are safe, effective and satisfied so that the right outcomes are achieved.
Employee Training
Where we would like to be:
To ensure that employees are supported to undertake training for their individual development and for business requirements.
Where we are:
| Average training expense per employee | 2002-03 | 2003-04 | 2004-05 | 2005-06 |
|---|---|---|---|---|
| Actual | n/a | n/a | $2,106* | $1,202 |
| Target | n/a | n/a | $1,480* | $1,549 |
*figures from 2004-05 have been restated
Results:
Every financial year, staff have access to a development account to use for external training as seen in the above table. Staff have development goals and these can be achieved by undertaking online and externally facilitated training, coaching and mentoring, on-the-job tasks and projects, and secondments.
Where we are headed:
We are committed to the ongoing learning and development of our staff. We offer them the opportunity to participate in a performance development and planning and review process. Development planning helps staff to improve their performance in their current role as well as for future challenges.
We aim to continue to identify employees’ needs in their performance reviews, so we can co-ordinate training needs and accurately determine budget requirements.
Employee Turnover
Where we would like to be:
Retaining quality employees.
Monitoring staff turnover is important to us as it indicates how satisfied our employees are with their workplace and how well we are implementing programs and policies that suit their needs.
Where we are:
| Turnover Rate | 2002-03 | 2003-04 | 2004-05 | 2005-06 |
|---|---|---|---|---|
| Actual | 14% | 11% | 15% | 8%* |
| Target | n/a | n/a | 8% | 8% |
*As of 2005-06 our turnover rate calculation has changed and is based on employees who are replaced.
Results:
Due to significant restructuring that occurred across the business, we had a high employee turnover result this year.
Where we are headed:
It is very hard to set a target for employee turnover. While we want to retain staff for as long as possible, we understand that some staff will want to move on to different career paths from time-to-time. We think 8% is a realistic target.
Employee Engagement Survey
Where we would like to be:
In our Human Resources Strategy we aim to gauge employees’ perceptions, concerns and expectations to assist with strategic management, planning and business improvement.
Where we are:
| % of employees engaged (satisfied) | 2002-03 | 2003-04 | 2004-05 | 2005-06 |
|---|---|---|---|---|
| Actual | n/a | n/a | 44% | 58% |
| Target | n/a | n/a | n/a | >44% |
Results:
Overall, compared to other organisations, this result was better than the average. As a result of our employees’ feedback, we have undertaken a number of initiatives to further improve this result. Click here to view the case study related to this Sustainability Indicator.
Where we are headed:
The 2005 Employee Engagement Survey established a City West Water Engagement Index which will enable future measurement in surveys and comparison of data. We would like to see a year-on-year improvement in the engagement score. The next survey will be next year.
Lost Time Injury Frequency Rating
Where we would like to be:
To have zero injuries in the workplace. We have an OH&S policy that supports the following objectives:
- complying with relevant OH&S legislation and regulations, including the Occupational Health and Safety Act 2004 (Vic)
- ensuring that all employees and contractors understand the health and safety requirements of our company
- the development, implementation and enhancement of our OH&S management system
- systematic auditing and review of our OH&S management system
- implementing risk management processes involving the identification, analysis, assessment, treatment and on going monitoring of risks to the safety of our staff, customers, visitors, contractors and the public
Where we are:
| Lost Time Injury Frequency Rating for City West Water Employees | 2002-03 | 2003-04 | 2004-05 | 2005-06 |
|---|---|---|---|---|
| Actual | 0 | 4.9 | 2.4 | 0 |
| Target | 0 | 0 | 0 | 0 |
Results:
The implementation of our corporate OH&S Strategy and Program and our Corporate Health Awareness Program this year, has assisted us with this result. Click here for our case study on the Health Awareness Program.
Where we are headed:
We will continue to focus on safety through the OH&S Workplace Committee, OH&S Audit Committee, the management system and the intranet. The Corporate Health Awareness Program will also continue next year which contributes to employee awareness of OH&S matters.
