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2018-19 ARPC’s People

ARPC’S People

ARPC’s people make it what it is, enabling ARPC to deliver to its insurer customers. ARPC is committed to promoting diversity across all areas and is proud to support Australia’s indigenous traineeship program through Career Trackers. ARPC acknowledges the dedication and commitment of its 22 staff and thanks them for their continuing efforts.

ARPC is a small organisation with an efficient and cost-effective organisational structure and has all the functions to fulfil its role. In its recent performance audit of ARPC, the ANAO concluded that ARPC has a suitable organisational structure in place to support the scheme’s operations. ARPC staff manage core functions while specialist advice is sourced on areas such as specialist legal advice and the purchase of retrocession reinsurance.

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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.

Dr Christopher Wallace ARPC CEO
Dr Christopher Wallace

Chief Executive

BEc (Hons) PhD (Econ) AMP (INSEAD) ANZIIF (Fellow) CIP GAICD

Dr Christopher Wallace is an insurance executive with experience in general insurance, workers compensation, health insurance and reinsurance. He has worked extensively in insurance underwriting and claims management roles within insurers and as a consultant to the insurance industry.

Chris is also a non-executive director of MIPS Insurance Pty Ltd, a medical indemnity insurer. Through his role with ARPC, Chris is also a member of the OECD High Level Advisory Board for the Financial Management of Large-Scale Catastrophe Risks. Previous professional roles include being General Manager Workers Compensation at GIO, Executive Director at Ernst & Young, and General Manager Benefits Management at HCF.

Chris has a doctorate in economics, specialising in general insurance pricing and general insurance strategy. He is a Fellow and Certified Insurance Professional (CIP) with ANZIIF and a Graduate of the Australian Institute of Company Directors.

Janice Nand ARPC acting COO
Janice Nand

Acting Chief Operating Officer1

BA (Hons) LLB (Hons) LLM Grad Dip Applied Corporate Governance PGCert UK & European Copyright Law FGIA FCIS MAICD

Ms Janice Nand is a lawyer with 30 years’ experience, specialising in employment and administrative law. Janice joined ARPC in February 2019. Janice has extensive experience in corporate governance. Before joining ARPC, Janice’s previous roles included Director – Report for the Royal Commission into Misconduct in the Banking, Superannuation and Financial Services Industry; Partner with HWL Ebsworth, Sparke Helmore and Moray Agnew Lawyers; and in-house counsel with Boeing. Janice spent the early years of her career in various roles in the Australian Public Service. Janice is currently overseeing the governance and compliance, communications and information technology functions.

Janice holds a Bachelor of Arts (honours), Bachelor of Laws (honours) and a Master of Laws from the Australian National University, a Postgraduate Certificate in UK & European Law of Copyright from King’s College, University of London, and a Graduate Diploma in Applied Corporate Governance from the Governance Institute of Australia. Janice is admitted as a Solicitor of the Supreme Court of England and Wales, has an unrestricted practicing certificate in New South Wales, is a Fellow of the Governance Institute of Australia, Fellow of the Chartered Institute of Secretaries, and Member of the Australian Institute of Company Directors.

John Park ARPC CFO
John Park

Chief Financial Officer

BEc MBA (Exec) CA ANZIIF (Fellow) CIP GAICD

Mr John Park is a Chartered Accountant and has 25 years’ experience as a finance executive in the insurance and reinsurance industry. John joined ARPC in June 2016. John’s career includes previous roles as Finance Manager for General Re, Financial Controller for HCF, CFO for MGIC, and Financial Controller for Munich Re Australia’s direct insurance business, having commenced his career as an auditor with Deloitte.

John oversees the finance, investments, enterprise risk and crisis response, insurance audit and human resources teams.

John holds a Bachelor of Economics from Macquarie University and an Executive MBA from AGSM at the University of New South Wales. He is also a Chartered Accountant, a Fellow and Certified Insurance Professional with ANZIIF and a Graduate of the Australian Institute of Company Directors.

Michael Pennell PSM ARPC CUO
Michael Pennell PSM

Chief Underwriting Officer

BE AMP (Wharton) ANZIIF (Fellow) CIP GAICD

Mr Michael Pennell has almost 30 years industry experience, having held reinsurance management roles with Swiss Re and General Re prior to his role at ARPC. He started his early career as a civil engineer.

Michael assists insurers and brokers to understand the Scheme and is responsible for negotiating and implementing ARPC’s annual retrocession program. Michael also leads various projects that enable ARPC to develop and enhance its loss estimation modelling capabilities.

Michael is the Chair of the Reinsurance Faculty Advisory Board of the Australian and New Zealand Institute of Insurance and Finance and teaches reinsurance at the Institute’s annual Reinsurance Study Course Seminar.

Michael holds a Bachelor of Engineering from the University of Technology, Sydney, has completed the Advanced Management Program at University of Pennsylvania (Wharton School), is a Fellow and Certified Insurance Professional with ANZIIF, and a Graduate of the Australian Institute of Company Directors.

Michael was awarded the Public Service Medal as part of the Australia Day 2017 Honours List for outstanding public service in the development of the terrorism insurance scheme.

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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;
  • remuneration and benefits;
  • engagement and enablement;
  • performance planning and review;
  • organisational development;
  • learning and development; and
  • safety and wellbeing.

The Treasury provides payroll functions under its Memorandum of Understanding (MoU) with ARPC.

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WORKFORCE COMPOSITION

ARPC is comprised of 22 employees who contribute toward the achievement of strategic objectives through a blend of general professional and specialised skills and experience.

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 2019, 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 figure displays the workforce composition by organisational level (classification), gender, cultural background and tenure as at 30 June 2019.

Figure 5.1: Number of permanent on-going employees by organisational level (classification) and gender as at 30 June 2019This chart illustrates the split of males and females employed at Senior Executive level, as Executive Leaders, and as Staff. There are three male Senior Executives, three male Executive Leaders, six female Executive Leaders, three male APS Staff and six female APS Staff. As at 30 June 2019, ARPC had one vacant position at the Senior Executive level. Included in the above figures is an indigenous-identified internship position.
At 30 June 2019, ARPC had one vacant position at the Senior Executive level. Included in the above figures is an indigenous-identified internship position.

Figure 5.2: Length of service as at 30 June 2019 Age Diversity as at 30 June 2019Figure 5.3: Age Diversity as at 30 June 2019This pie chart illustrates that as at 30 June 2019 19% of ARPC staff belonged to the baby boomer generation; 38% were Gen X; 38% were Gen Y; and 5% were Gen Z.Figure 5.4: Cultural Diversity as at 30 June 2019This pie chart illustrates that as at 30 June 2019 67% of ARPC staff were third generation plus Australian; 19% were second generation Australian; and 14% were first generation Australian.

Strong Employee Performance

The 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 Human Resources, 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’). A satisfactory rating of 3 is required for salary advancement.

In 2018-19 all employees met performance expectations and the majority of employees met standard to a high degree or exceeded standard.

Employee engagement

ARPC measures employee engagement annually, and in 2018-19 achieved an overall employee engagement score of 67 percentile within Gallup’s overall global database with an overall satisfaction score of 85 per cent. This was the first year of utilising the Gallup survey to measure employee engagement. Subsequent to 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.

Executive remuneration

Figure 5.5 shows remuneration information for key management personnel in respect of the year to 30 June 2019. Key personnel comprise Board members and senior executives. Senior executives (SES) receive company superannuation contributions of 9.5 per cent of base salary. Senior executives who demonstrate outstanding performance or contribution are eligible to receive a performance bonus of up to 10 per cent of fixed remuneration. Employment terms and conditions for senior executives are set out in individual contracts.

Figure 5.5: Remuneration for key management personnel ($)

Name

Position

Short Term Benefits

Long Term Benefits

Total Remuneration

Base Salary

Bonuses

Other Allowances

Superannuation Contributions

LSL

Ian Carson*

Chair

27,720

5,737

3,170

36,627

Janet Torney*

Member

13,870

4,135

1,717

19,722

Mike Callaghan*

Member

13,870

6,193

3,059

23,122

John Peberdy*

Member

13,870

6,193

1,893

21,956

Elaine Collins*

Member

13,870

5,164

1,814

20,848

Robin Low*

Member

13,870

5,164

1,814

20,848

Karen Payne**

Member

11,705

4,116

1,503

17,324

Christopher Wallace

CEO

391,325

27,218

39,529

10,419

468,491

Michael Pennell

CUO

289,931

20,000

29,144

8,691

347,766

John Park

CFO

264,717

46,049^

29,850

6,856

347,472

Michaela Flanagan***

COO

207,612

46,900^

20,379

(9,965)

264,926

1,262,360

140,167

36,702

133,872

16,001

1,589,102

* The remuneration for the Chair and Members includes back pay for increases in Remuneration Tribunal determinations.

** Effective 6 May 2019 Ms Payne was appointed to the full-time office of Inspector General of Taxation and remuneration for the part-time office of Member of ARPC ceased.

*** Ms Flanagan was employed for the period 1 July 2018 to 12 April 2019.

^ The CFO and COO received a one-off additional bonus of 10% fixed remuneration in respect of the successful integration of the additional functional areas assigned to them through the April 2018 restructure. Under the restructure the number of senior executives was reduced by two and the CFO assumed responsibility for enterprise risk management and crisis response and the insurance audit functions and the COO assumed responsibility for governance and compliance.

Non-executive staff

The ARPC Enterprise Agreement 2019-22 (the agreement) which sets out the employment terms and conditions for non-executive staff, came into effect on 3 May 2019. In addition to base salary, non-executive staff receive company superannuation contributions at 15.4 per cent of base salary. The base salary classification framework for non-executive staff can be found on the website at www.arpc.gov.au/resources-2/ips/arpc-pay-and-grading-structure-2019-2022/. Non-executive staff who demonstrate outstanding performance or contribution are eligible to receive a performance bonus of up to 10 per cent of fixed remuneration.

Figure 5.6 shows remuneration for other highly paid non-executive staff.

Figure 5.6: Remuneration for other highly paid non-executive staff ($)

Remuneration
Band

No. of Senior Executives

Short Term Benefits

Long Term Benefits

Total
Remuneration

Average Base Salary

Average Bonuses

Average Other Allowances

Average Superannuation Contributions

Average LSL

Average
Total Remuneration

220,001-245,000

1

177,642

12,300

600

35,392

1,505

227,439

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 staff during the year include:

  • Internal ARPC policy awareness sessions;
  • Introduction to Reinsurance Workshop;
  • Insurance Accounting for Insurance Professionals;
  • Reinsurance Study Course (Australian and New Zealand Institute of Insurance and Finance (ANZIIF);
  • Leading from within (Australian Graduate School of Management – UNSW);
  • Reinsurance Discussion Group Seminars and Events;
  • Governance Summit (Australian Institute of Company Directors);
  • The Role of the Chair (Australian Institute of Company Directors);
  • IFTRIP Conference;
  • Financial Services Accountants Association Conference;
  • Biological Risk Workshop (Nuclear Threat Initiative);
  • Executive Assistant Course (University of Newcastle);
  • Compliance, culture, regulation and conduct risk for the financial services (International Business Review Conferences);
  • APSC – Appearing before Parliamentary Committees;
  • Cyber Security Leadership (GSLC) Certification;
  • St John’s first aid;
  • AGD PSPF Forum;
  • Gartner Security & Risk Management Summit 2018;
  • Optimising your Cloud Journey;
  • Rethink Security, Whole of Government Security Conference;
  • Insurance Council of Australia Annual Forum; and
  • 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);
  • Post Graduate Certificate in Public Sector Management (Flinders University);
  • AHRI Practising Certification Program (Australian Human Resources Institute);
  • Bachelor of Science (University of New South Wales); and
  • Post Graduate Certificate 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 2018-19. 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.

In addition, ARPC is committed to the wellbeing of staff through a range of initiatives including:

Wellbeing Committee

A staff-led Wellbeing Committee supported by HR coordinates a range of activities each quarter addressing topics of physical and mental wellbeing, professional and personal development and community service. In 2018-19 employees participated in a number of activities including futsal team, basketball team, Clean Up Australia Day and Australia’s Biggest Morning Tea.

Employee assistance program

Confidential counselling and support services are available to all staff and immediate family members through the Employee Assistance Program (EAP).

Lifestyle payment

Non-executive staff 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 staff participating in a range of fitness and wellbeing activities.

Resilience

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 twice a year;
  • Conducting all staff offsite sessions three times per year which include:
  • Team building
  • Self-actualisation
  • Enhancement of soft skills such as self-awareness, emotional intelligence and communication.

Promoting an ethical working environment

ARPC continues to promote ARPC’s Values and Code of Conduct.

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Footnotes

  1. Effective 7 August 2019 Janice was appointed in an ongoing capacity as General Counsel and a member of the Senior Executive Team.

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