The Workforce Composition report provides headcount and full time equivalent (FTE) information by employment types, e.g. permanent full-time/part-time, temporary teacher full-time/part-time.
Executive Directors and Directors of Public Schools can view all schools within their Principal Network.
How will these reports benefit me?
The workforce composition report gives managers visibility over their current employee and position/role mix. They are particularly useful in informing short, mid and long term workforce planning processes.
This report shows the number of staff within a school by headcount, Staff FTE (either including or excluding overtime worked by staff), SASS Entitlement, Teacher Entitlement by Employment Level. The report can be used to track changes in FTE by Month. It can also be used to ensure that changes to staff employment such as hours of work (e.g. change from full-time to part-time or vice versa) are kept up to date.
What does the Workforce Composition report provide?
This one page report provides the following information:
Staff FTE by Month, Year, and Employment Type
- This chart shows how the staff FTE of a school has changed on a month by month basis. It is a line chart with one line per employment type. It allows you to view the staff FTE for each employment type separately, e.g. permanent full-time or temporary part-time. To include the overtime hours worked by the staff in a position, select the ‘Include Overtime’ in the Staff FTE slicer. Note: including overtime hours may show the staff FTE more than 1.0 depending on the overtime worked by the staff member in the position.
Staff Head Count
- This tile displays the current head count of staff at the school, i.e. all unique individuals regardless of FTE.
- This tile displays the current FTE of staff at the school. This includes the overtime hours worked by the staff in a position, if the ‘Include Overtime’ is selected in the Staff FTE slicer.
- This tile displays the actual SASS entitlement for the school for this calendar year. Entitlements can be revised after actual entitlements are published. Principals should refer to OMSEE for published revised entitlements.
- This tile displays the actual teacher entitlement for the school in FTE for this calendar year. Entitlements can be revised after actual entitlements are published. Principals should refer to OMSEE for published revised entitlements.
How can I use the Workforce Composition report to support my school self-assessment?
In the Leading domain of the School Excellence Framework (SEF), School Resources states in schools that excel, succession planning, leadership development, and workforce planning are designed to drive whole-school improvement.
What should I look for?
- Refer to the charts to answer questions around staff employment types and how they have changed over time. For example there may be a trend to have more or less temporary staff if the school enrolment is unpredictable. This will assist in workforce planning.
- Monitor headcount and FTE as recorded in the department’s HR systems.
- Ensure that changes to employment factors such as hours of work (e.g. change from full time to part time) are kept up to date.
- Determine the start and end dates and length of service of temporary employees. Anticipate the end of temporary contracts and plan for future needs.
- Examine and plan for seasonal workload and cyclical demand for temporary or casual employees.
- Monitor and measure employee uptake of flexible work arrangements.
- Ensure data integrity – FTEs shown here reflects the information from the HR systems. Schools to report any incorrect FTEs reported here to get rectified in the source systems.
Where does this data come from?
HR information systems (HRIS), PEPS, PERS, CEPS and SAP HR.
How frequently is data updated?