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CPA : CPA Sustainability Report 2009
18 | CPA Australia Sustainability Report 2009 Professional development CPA Australia staff have access to a large range of continuing professional development (CPD) activities (some 3,000 per annum) as well as networking and inspirational events conducted for members. CPD content covers finance, accounting, business issues along with personal development and leadership from which staff can benefit. Financial literacy and learning CPA Australia offers all staff the opportunity to access and complete the independent online 'Money for Life' program which is designed to assist staff gain the financial skills and knowledge to better manage their money through their working life. Flexible work Recognising the need for day-to-day flexibility, our focus is on supporting staff to get the job done, be that in 'normal' hours or at times more suitable to their changing commitments. We offer flexible work hours, and, where it can be accommodated and meets business needs, work from home arrangements and we support team members who work part-time or job share. Leave We greatly appreciate that many of our employees work very hard -- but we stress the importance of leave and encourage people to use it! Our leave entitlements include annual leave, personal leave, long service leave and six weeks paid maternity leave as well as leave for paternity/family reasons, study and volunteering. We take a flexible approach to accommodate both business and individual needs. Employee assistance Recognising that everyone experiences personal or work challenges and difficult times, CPA Australia offers employees and immediate family in these circumstances direct access via a confidential hotline to specialist short-term assistance and support, all of which is done in strict confidentiality. Career pathways In 2009, CPA Australia provided more ways for people to become a CPA from a variety of educational backgrounds. Graduates from other disciplines, and candidates with gaps in their core knowledge, now have more options to fill in the gaps in their core accounting, finance and business knowledge to work towards CPA status. We also launched phase one of a Career Guidance System that features an online self- assessment tool for use by professionals and employers to identify areas for development and suggested CPA Australia knowledge resources. Our performance review and development process for employees promotes discussion about career aspirations and individual development and concrete ways to reach career goals. Our jobs board located on the intranet also promotes all internal vacancies. Managing career transitions CPA Australia employs the services of a third party consulting service to assist staff whose roles have been made redundant by offering them a career transition service in which individuals are assisted in finding the right new position within the context of a total career strategy, in the shortest possible period of time. Focussed on empowering individuals to build skills for life by developing their job search skills and a planned approach to their job search, individuals engage with the market with a higher level of confidence, which contributes to their successful transition and ongoing development. Creating a constructive culture Leadership behaviours CPA Australia has articulated the behaviours we expect of our leaders. They must: create and inspire the future; coach and develop the team; and drive for results. Underpinning these behaviours are clearly articulated actions and these are measured through the performance review and development process. In-house training programs In addition to our leadership development courses, CPA Australia offers a range of courses in areas like conflict resolution, negotiation and interviewing skills. External educational suppliers are used where an identified training need is not met by the internal program. Induction Induction is an ideal way of introducing new staff members to a new organisation where they can meet management and learn more about the organisation's vision, mission and values as well as meeting key contacts in a friendly, welcoming environment. In 2009 CPA Australia held seven workshops and inducted 88 employees. Culture survey and workshops The Human Synergistics culture survey was a tool used to assess our current working culture and the culture our staff have identified that we should aspire to. This desired culture is referred to as a "constructive" culture and culture development project has been designed to help move our culture in a constructive direction. Once the survey was completed, all teams took part in a facilitated culture workshop by members of our Operational Effectiveness team. These workshops briefed staff on the results of our culture survey and worked through initiatives that teams felt they could implement at the grass roots level to improve our working culture. We have run 30 team workshops across the business and have generated a culture report for each team. These reports have been sent to leaders to allow them to work through the initiatives with their teams. LA12 Percentage of employees receiving regular performance and career development reviews CPA Australia's performance review and development (PRD) process, a key component of our People Strategy, aims to provide employees with clear and measurable achievement and developmental goals that are linked to our strategic objectives. The process promotes discussion about career aspirations and individual development and concrete ways to reach career goals. Development activities are delivered through special opportunities or assignments, secondments, internal programs or through appropriate external educational suppliers. In 2009, all employees (except casuals) undertook the PRD process.