Senior executive team
ARPC’s senior executive team is headed by the Chief Executive, who was appointed by the Corporation under the provisions of the TI Act.




Human resources
Human Resources (HR) provides people- related advice and support to ARPC leaders and employees. It develops and implements HR strategic plans and policies including:- leadership
- payroll
- remuneration and benefits
- engagement and enablement
- performance planning and review
- organisational development
- learning and development, and
- safety and wellbeing.
Workforce Composition
ARPC is comprised of 25 employees who contribute toward the achievement of strategic objectives through a blend of general professional and specialised skills and experience. The 25 employees are all based in Sydney and comprise 23 full-time roles, one part-time role and a part-time intern. As at 30 June 2021, there were two vacant positions. ARPC’s Diversity and Equal Employment Opportunity (EEO) policies are provided by the Treasury under the MoU. We strive to provide a workplace that demonstrates diversity and EEO through our recruitment processes and ongoing operational activities. We also provide flexible work-life balance opportunities such as working remotely and within extended hours. As at 30 June 2021, ARPC met the indigenous employment target of 3 per cent set by the Australian Government in response to the Forrest Review through recruitment of an indigenous intern through the Career Trackers program. The following figures display the workforce composition by organisational level (classification), gender, tenure, age, and cultural background as at 30 June 2021.



Strong employee performance
Performance objectives are established by all employees at the commencement of each performance year in alignment with strategic organisational objectives. Performance conversations are held frequently during the year, and formal discussions are held both mid-year and on conclusion of the performance period. The aim of the performance framework is to support an ongoing focus on performance against objectives and to provide timely and meaningful feedback regarding progress whilst also identifying opportunities for improvement, development and growth. The framework appraises employees on an equal weighting of both outcomes and behaviours:- achievement of outcomes against specific role-based objectives, and
- demonstration of organisational level (classification) appropriate behaviours (based on the Australian Public Service Integrated Leadership System) and ARPC’s values Supported by HR, final performance ratings are calibrated and finalised during a collaborative leadership team discussion. Performance for all employees is evaluated based on a five-point rating scale (from 1, ‘not meeting standard’ to 5, ‘exceeds standard’).
Employee engagement
ARPC measures employee engagement annually, and in 2020-21 achieved an overall employee engagement score in the 63rd percentile (vs 60th percentile in 2019-20) within Gallup’s overall global database with an overall satisfaction score of 85 per cent (vs 84 per cent in 2019-20). This was the third year of utilising the Gallup survey to measure employee engagement. Following the survey, all employees participated in action planning sessions to discuss and agree initiatives to support enhanced engagement. Employees contribute to engagement actions throughout the year on the basis that engagement is a shared responsibility. Back to topKey Management Personnel Remuneration
Remuneration for key management personnel ($) shows remuneration information for key management personnel in respect of the year to 30 June 2021. Key management personnel comprise Board members and senior executives. Senior executives (SES) receive company superannuation contributions of 9.5 per cent of base salary. SES employees received no wage increases in 2020-21 in line with the Australian Government’s direction on wage restraint. In accordance with Australian Public Service Commission guidance on performance bonuses published on 13 August 2021 (www.apsc.gov.au/circulars-guidance-and-advice/performance-bonus-guidance), ARPC is not paying any discretionary performance bonus payments for outstanding performance.
Non-executive employees
The ARPC Enterprise Agreement 2019-22 (the agreement) which sets out the employment terms and conditions for non-executive employees, came into effect on 3 May 2019. In addition to base salary, non-executive employees receive company superannuation contributions at 15.4 per cent of base salary. The base salary classification framework for non-executive employees can be found on the website at www.arpc.gov.au/resources-2/ips/arpc-pay-and-grading-structure-2019-2022/. In accordance with Australian Public Service Commission Performance Bonus Guidance published on 13 August 2021 (www.apsc.gov.au/circulars-guidance-and-advice/performance-bonus-guidance), ARPC is not paying any discretionary performance bonus payments for outstanding performance.
A learning and development organisation
ARPC is committed to providing technical and professional development for all employees to expand their capability and knowledge through a blend of on-the-job learning, exposure and experience and formal learning. Development programs attended by employees during the year include:- Internal ARPC policy awareness sessions
- PID Act training session
- Leader wellbeing and resilience session run by Ben Delta Consulting
- Introduction to Reinsurance Workshop
- Insurance Accounting for Insurance Professionals
- Reinsurance Study Course (Australian and New Zealand Institute of Insurance and Finance (ANZIIF)
- Reinsurance Discussion Group Seminars and Events
- Governance Summit (Australian Institute of Company Directors)
- IFTRIP Conference
- St John’s first aid
- Australian Government Solicitor (AGS) Employment Law Forum
- Risk Frontiers – Risk Modelling and Management Reloaded webinar series
- Australian National Audit Office (ANAO) CFO Forum, and Audit Committee Chairs Forum
- Gartner Security & Risk Management Summit 2019
- Insurance discussions and conventions through the National Insurance Brokers’ Association (NIBA)
Study assistance
ARPC offers a study assistance program for all ongoing employees. Employees undertaking studies which support ARPC’s core business may access study support including financial assistance and paid study days. Participation in the study assistance program during the year included the following courses:- Certificate IV in General Insurance
- Bachelor of Mathematics (University of Technology Sydney), and
- Post Graduate Diploma in Marketing (Charles Sturt University)
Safety and Wellbeing
Work, Health and Safety (WHS) incidents and identified hazards are provided weekly to the Senior Executive Team and regularly to the Board. No significant incidents were reported in 2020-21. ARPC appoints First Aid representatives and Emergency Wardens who are provided with formal training as required. ARPC undertakes the following activities to provide a safe physical working environment:- Provision of a strong protective physical security environment including air locks, alarms, and access controls
- Ergonomic assessments and training
- Appropriate precautions for preventing slips, trips and falls
- Inspection and tagging of electronic devices
- Inspection and testing of fire mitigation systems and equipment
- Hazard awareness training and promotion of a safety conscious culture, and
- Annual office inspection by employee representatives
Wellbeing Committee
An employee-led Wellbeing Committee supported by HR coordinates a range of activities each quarter addressing physical and mental wellbeing, professional and personal development and community service. During the COVID-19 pandemic, with all employees working remotely at times, the Wellbeing Committee was very active promoting both physical and mental wellbeing. The Wellbeing Committee organised the following activities to keep the team engaged, connected, and healthy:- ‘Sharing is caring’ posts – Microsoft Teams channel where team members post photos of what they have been doing as well as memes and items that colleagues may be interested in.
- Trivia
- Daily riddles
- ‘Feet unleashed’ – time to go for a walk – team members then post photos on the ‘Sharing is caring’ channel
- Fun ideas for weekly small group meetings – in addition to the weekly team meeting (hosted by the CEO), the team meets in smaller groups of 7 or so later in the week. The Wellbeing Committee has been designing team building activities for each group
- Wellbeing information communications (emails/Teams messages)
- Virtual team building activities
- Training for all employees to nurture their physical, mental and emotional wellbeing
- Training for leaders on how to support the wellbeing of their direct reports and teams
- Weekly meditation sessions
Employee assistance program
Confidential counselling and support services are available to all employees and immediate family members through the Employee Assistance Program (EAP).Lifestyle payment
Non-executive employees have access to an annual payment towards positive lifestyle expenses through the Enterprise Agreement 2019-22. The lifestyle payment has 100 percent participation and is used by employees participating in a range of fitness and wellbeing activities. Back to topResilience
During the year, ARPC has a strong focus on personal resilience which supports the strategic priority to “enhance and strengthen the resilience and preparedness of our people and organisation”. ARPC undertakes the following activities to support employees to fulfil their personal potential and to be able to effectively perform their role in the event of a declared terrorist incident:- Providing and promoting the Employee Assistance Program
- Actively promoting and encouraging physical and mental health and wellbeing
- Conducting thorough DTI scenario tests at least twice a year, during 2020-21 ARPC conducted 4 exercises.
- Conducting all employee offsite sessions comprising:
- Team building
- Self-actualisation
- Enhancement of soft skills such as self-awareness, emotional intelligence and communication.