The Australian Public Service (APS) Employee Census is an annual survey administered by the Australian Public Service Commission (APSC). The survey is used to collect confidential attitude and opinion information from APS employees on issues in the workplace.

The ANAO recognises the survey provides an opportunity for employees to share their experience of working within our organisation and the public service — and for the ANAO to respond to this feedback. In responding, the ANAO seeks to create strategies to both improve the operations of our organisation and the experience of our people.

As outlined within our Corporate Plan 2024–25, the ANAO is committed to upholding an organisational culture that is driven by our values — integrity, respect and excellence — and focused on providing a positive working experience for our people.

In 2024, the APS Employee Census was conducted from 6 May to 7 June. The ANAO had a response rate of 93 percent, with 400 of 432 eligible employees responding to the survey. ANAO staff participation in the survey compared favourably with the APS more generally, which reported a response rate of 81 per cent. A high response rate gives the ANAO assurance that the results are representative of how staff feel about their work and the workplace.

Overall, the ANAO results were positive, reflecting a workforce that is committed to the purpose of our organisation. The ANAO scored strongly against the indices of ‘Employee engagement’; ‘Leadership-SES’; and ‘Leadership-Immediate supervisor’ — receiving index scores of 75 or higher. These results demonstrate that we have maintained high performance in these areas over the past 12 months, and that the ANAO sits above the overall APS scores in these areas. These areas remain key strengths and will continue to be a focus as we move forward in the way we work.

Table 1: ANAO Census Results 2023–24

The ANAO received an index score of 69 for ‘Wellbeing policies and support’ and 62 for ‘Enabling innovation.’ While these scores are comparable to the overall APS, they are lower than those in other key areas for the ANAO. As a result, the ANAO will prioritise efforts to improve staff experience in these areas.

Our Executive Board of Management (EBOM) has agreed that the two focus areas for the ANAO Census Action Plan 2024–25 will be ‘Supporting the health and wellbeing of our staff ‘ and ‘Diversity and inclusion to drive innovation.’

ANAO Census Action Plan 2024–25

Overview

The ANAO Census Action Plan 2024–25 has been developed with the aim of implementing several actions over the next 12 months. Aligned with our Corporate Plan 2024–25, we understand that sustained investment in developing our people and fostering our culture is key to achieving our purpose.

Building and sustaining meaningful organisational improvement is a gradual process. We are committed to this change, and this will be clearly reflected in our future census action plans and ANAO corporate plans. The ANAO Census Action Plan 2024–25 focuses on maintaining and improving our current scores, while also identifying opportunities to further enhance these results in the years ahead.

Future action plans will take a longer-term approach, aligned with the four-year horizon of our corporate plan, outlining the initiatives we will implement to drive change and support our people over time.

Focus area: Supporting the health and wellbeing of our staff

Auditing is an important profession, and we recognise that our people are our most valuable asset.

The demanding and cyclical nature of our work means that our people work in a challenging environment, to deliver quality products in a timely manner, to meet the accountability and transparency requirements for the Parliament. Wellbeing is, and will continue to be, a key priority of the ANAO in supporting our people.

In 2024, the ANAO demonstrated positive improvement against the ‘wellbeing policies and support’ index — with a one percent improvement compared to the 2023 results (2023:68, 2024:69). Our result in this area remains slightly behind the APS index of 70 percent.

In 2025, we will continue to focus on supporting the health and wellbeing of our staff.

Focus area: Supporting diversity and inclusion to drive a more innovative and cooperative workplace

The ANAO is a professional organisation of people with strong specialist and technical skills. The nature of our work means we need a diverse range of people — from different backgrounds, experiences and professions — to foster the leadership, problem-solving and decision-making required to deliver quality audits to the Parliament.

Supporting diversity, inclusion, and innovation is a key priority for the ANAO, enhancing both the experience of our people and the quality of our work.

In 2024, the ANAO did not show improvement against the ‘innovation engagement’ index — with a one percent decline compared to the 2023 results (2023:63, 2024:62). Our result in this area also remains slightly behind the APS index of 64 percent.

In 2025, we will engage with our workforce to create opportunities for our people to engage, share and learn from one another.

Monitoring and reporting on the ANAO Census Action Plan 2024–25

The ANAO Census Action Plan 2024–25 has been endorsed by the Auditor-General. The plan will be monitored by the Chief Operating Officer and reported on to the People and Change Committee (P&CC) and Executive Board of Management (EBOM). Results against this plan will be included in the next Census Action Plan.

The ANAO made progress in implementing the Census Action Plan 2023–24, achieving key milestones across all outlined initiatives. Each action was delivered across the period of the plan, reflecting our commitment to enhancing employee experience and workplace culture.

Through coordinated efforts across the organisation, we implemented the actions set out against the objectives in the two key focus areas of the plan: wellbeing and innovation. These actions were delivered through consultation with relevant teams, groups, the People and Change Committee and the Executive Board of Management.

To continue the positive results achieved in 2023–24, the initiatives for 2024–25 will remain consistent — reinforcing our commitment to building on the progress already made and the opportunities that exist to improve our employee experience. This continuity will allow us to deepen the impact of current initiatives and sustain momentum, enabling further gains in employee engagement, wellbeing, communication.

Focus area: Wellbeing

Summary of results: Wellbeing

In 2024, the Australian National Audit Office (ANAO) achieved a one percent improvement in our wellbeing index score compared to the results from 2023, successfully meeting our established target (2023:68, 2024:69). This improvement reflects our ongoing commitment to fostering a positive workplace environment and prioritising the health and wellbeing of our employees.

Improve communication on wellbeing initiatives

In collaboration with Work Health and Safety representatives, Diversity Contact Officers, and the Workplace Consultative Forum, we developed a ANAO Wellbeing Communication Plan for the period of February 2024 to November 2024. The plan included a monthly focus on specific wellbeing themes, each supported by targeted communication strategies. These strategies actively engaged employees in wellbeing initiatives, encouraged participation in related programs, and provided valuable resources to enhance their overall health.

Improve direct support for staff who are managing wellbeing issues

The People team also coordinated increased onsite, in-person support from the ANAO’s Employee Assistance Program (EAP) to support staff and managers during peak audit periods. This support was further strengthened by the increased engagement of the Human Resources Business Partnering (HRBP) team, who provided continuous assistance to managers and staff at all levels throughout the organisation, addressing a wide range of people-related matters.

Focus area: Innovation

Summary of results: Innovation

Despite efforts and a range of actions implemented to enhance innovation within the ANAO, the targeted maintenance in ‘enabling innovation’ (2023:63, 2024:62) and ‘my agency inspires me to come up with new/better ways of doing things’ (2023:52, 2024:50) scores were not achieved. This summary outlines the actions taken in two key areas: enhancing understanding of automated tools (particularly artificial intelligence) and fostering collaboration on workspace innovation.

Improve the ANAO’s understanding of the impacts of automated tools, including artificial intelligence, in the public sector

The ANAO has been proactive in engaging with artificial intelligence (AI) initiatives to enhance staff understanding and capabilities:

• Systems Assurance and Data Analytics (SADA): SADA has kept staff informed about emerging AI policies and trends, particularly in the context of public sector use. This includes exploring the impact of AI on audit processes. Additionally, SADA introduced a new strategic pillar focused on AI auditing as part of the SADA Strategy 2024–27, aimed at strengthening auditing capabilities in AI both now and in the future.
• Financial Statements Audit Services Group (FSASG): Over the past two years, FSASG has conducted surveys to gather data on AI usage among audited entities. This data has been instrumental in shaping future strategies.
• Corporate Management Group (CMG): CMG led a successful pilot of Co-Pilot, an AI assistant integrated into Microsoft tools. The pilot received positive feedback, prompting consideration of a second trial. CMG also developed internal guidelines on the use of publicly available AI tools, educating staff on their safe and appropriate use.
• Collaboration with ACAG: Throughout 2023, the ANAO explored opportunities to collaborate with the Australasian Council of Auditors-General (ACAG) on AI, not only within the audit sector but also in broader business operations.
• LearnFest 2023: AI was a key theme at LearnFest 2023, where expert-led discussions provided staff with valuable insights into emerging technologies and encouraged knowledge sharing.

This ongoing engagement with AI is helping to build a more informed, capable workforce and positioning the ANAO to navigate the evolving landscape of audit and public sector operations. The ANAO will continue to support staff in understanding the impact of automated tools, including artificial intelligence, within the public sector

Create opportunities for staff to collaborate on, and contribute to, innovative ways to use and improve our workspace

The ANAO is committed to fostering collaboration and innovation in our workspace, creating opportunities for staff to contribute to the development and improvement of our work environment. Several key initiatives have been implemented to enhance this effort:

• Workplace Review Survey (May 2023): A voluntary survey was conducted to gather staff feedback on workstations and meeting spaces. This input is being used to inform future planning and improvements to our workplace layout.
• Audio-Visual (AV) Upgrade Initiative (May 2024): Staff were actively involved in providing feedback on proposed AV upgrades, helping to enhance technology in meeting rooms and training spaces to better support collaboration and communication.
• Workspace Reconfiguration Survey (April 2024): An all-staff survey was conducted to gather preferences for workspace reconfiguration, with 262 responses contributing to the final design plan for upcoming workplace refurbishments. Staff were encouraged to share their thoughts on the proposed changes, ensuring that their needs were reflected in the final plan.
• Ways of Working Committee: The reestablishment of this committee provides oversight for accommodation adjustments and revisions to our approach to in-office work, ensuring that our workplace strategy aligns with the evolving needs of our staff.
• Communication Strategy on Activity-Based Working: A comprehensive communication strategy was rolled out to educate staff on the principles of activity-based working, covering respectful behaviours, workspace etiquette, and best practices for working effectively across different workspaces.

These initiatives aim to create a more dynamic, flexible, and collaborative environment, empowering staff to contribute to the continuous improvement of our workspace and workplace culture. The ANAO will continue to prioritise creating opportunities for staff to collaborate on and contribute to innovative solutions for improving our workspace, as part of our ongoing commitment to supporting our people.