Organisational structure and accountability

Tabled Report 17: 2016–17

Tabled date

2017-05-31

Report year

2016-17

Whole of government

Entities audited

Not identified in the published HTML audit scope.

Recommendations

1. QAO's text Addressed to: the Public Service Commission

   monitors and provides regular advice to agencies on the workforce profile required to meet future demands, and considers if current structures and classifications remain appropriate. (Chapter 2)

2. QAO's text Addressed to: the Public Service Commission

   supports agencies in their development of strategic workforce plans, providing guidance on how best to anticipate the changing nature of work, workers and workplaces. (Chapter 2).

3. QAO's text Addressed to: all government departments

   enhance strategic planning approaches by

   • integrating a review of their organisational structure and strategic workforce plan, to ensure they have the right structure and the right people to deliver their strategic objectives, now and over the period of the strategy
   • linking their strategic plan to operational plans, and cascading its strategic direction into the activities required across divisions
   • clearly aligning activities, projects, programs and strategic initiatives to Queensland Government objectives, and better explain how the department plans to deliver or contribute to these
   • better demonstrating alignment of strategic objectives with the risks that may impact their achievements. (Chapter 2)

4. QAO's text Addressed to: all government departments

   establish clear alignment between accountability and strategic objectives by

   • formally assigning strategic and operational objectives to individual accountable departmental officers with appropriate authority
   • agreeing specific performance measures and targets for each objective
   • measuring performance against specific targets and better incorporating performance monitoring into governance frameworks. (Chapter 3).

5. QAO's text Addressed to: review delegations of authority in relation to organisational structure design by obtaining and documenting appropriate approval for all decisions regarding staffing structures. This

   review delegations of authority in relation to organisational structure design by

   • obtaining and documenting appropriate approval for all decisions regarding staffing structures. This should document staffing needs, including how they link to the delivery of operational and strategic objectives, in the department's operational plan, or in individual divisional business plans

   • ensuring that there is appropriate justification and documentation to demonstrate a link between strategy and organisational structure. (Chapter 3)

6. QAO's text Addressed to: calculate and review staffing structures and workforce profiles to ensure that the department allocates its employees efficiently and effectively to deliver the department's strategic objectives. Agency workforce planning

   calculate and review staffing structures and workforce profiles to ensure that the department allocates its employees efficiently and effectively to deliver the department's strategic objectives.

   Agency workforce planning should effectively consider and anticipate the changing nature of work and future demands. (Chapter 2) 

Authoritative report — Queensland Audit Office

Report PDF on QAO