Appendixes

Appendix 1: Workforce statistics

Appendix 2: Occupational health and safety

For the purposes of the Occupational Health and Safety Act 1991 (the OHS Act), the department and the Australian Quarantine and Inspection Service (AQIS) are recognised as separate employing authorities. For the purposes of the OHS Act, Biosecurity Australia is part of the department.

Amendments to the Act, effective from March 2007, required agencies to review, specify and formally document their health and safety management arrangements (HSMAs).

The department

The department’s OHS Committee met three times during 2007–08, and also met regularly with health and safety representatives (HSRs) and deputy HSRs, many of whom were newly elected in July 2007 and subsequently completed health and safety training. The representatives carried out quarterly workplace inspections in all divisions, helped to identify OHS matters arising from our relocation to new premises, and promoted staff participation in such corporate events as the Global Corporate Challenge and the Walk for Life.

The department’s HSMAs were drafted after consultation with the OHS Committee. At the end of the financial year, the draft was being circulated to staff for comment. The new arrangements were finalised by 15 September 2008.

The HSMAs enable cooperation between the department and employees to develop and promote OHS measures, and include strategies to review the effectiveness of those measures.

The OHS and rehabilitation unit in the Human Resources Branch began a comprehensive review of all health and safety policies and procedures to ensure compliance with the Occupational Health and Safety Code of Practice 2008.

The unit continued to liaise closely with employees and managers to ensure early intervention and successful return to work.

The department’s Employee Assistance Program provided counselling for staff and their families on workplace and personal issues, including through an online support service. The online service is also available to provide professional support to managers at all levels.

In other OHS work during 2007–08, we:

• reviewed the department’s incident reporting system to improve its efficiency
• arranged ergonomic workstation assessments for all staff after the relocation to new premises and the introduction of new ergonomic furniture
• promoted information on bullying and harassment as an emerging issue identified across the Australian Public Service.

Australian Quarantine and Inspection Service

HSMAs for AQIS were drafted in 2006–07. In 2007–08, they were circulated for comment and finalised by 15 September 2008.

AQIS implemented OHS software acquired the previous year. The new system allows the agency to track OHS incidents effectively at the national level, and to identify areas for further project work to reduce compensation costs.

Notification and reporting of accidents and dangerous occurrences

In accordance with section 68 of the OHS Act, Table 48 details accidents and dangerous occurrences reported during the year.

Investigations and notices

Table 49 shows investigations, directions and notices under the OHS Act during 2006–07 and 2007–08.

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Appendix 3: Commonwealth Disability Strategy

The Commonwealth Disability Strategy is a policy and planning framework for Australian Government departments and agencies to improve access to their policies, programs and services for people with disability.

The department’s Disability Strategy 2008–10 replaces the Disability Action Plan 2004–07. The strategy was developed in consultation with all divisions and several peak disability service providers, including the Australian Employers Network on Disability, to meet the requirements of the Commonwealth Disability Strategy. The department’s strategy outlines our approach to increasing employment opportunities and accessibility for people with disability, increasing disability awareness, and ensuring that people with disability are consulted when we develop policies and programs that might affect them.

The strategy is based on the eight key objectives identified in the Management Advisory Committee report, Employment of people with disability in the APS (the MAC 6 Report):

• a culture that values diversity and actively promotes the employment of people with disability
• flexible recruitment strategies that are accessible to applicants with disability
• accessible training, cadetship and mentoring opportunities for people with disability
• special employment measures to employ people with intellectual disability
• accessible premises, workplaces and supportive work environments for people with disability
• reduced complexity, cost and risk for managers employing people with disability
• consistent conceptual framework for defining disability
• continuous improvement in recruiting and retaining people with disability.

Biosecurity Australia participates fully in the Disability Strategy 2008–10.

The department continues its commitment to the employment of people with disability and strives to provide a supportive environment. We are drafting a departmental reasonable adjustment policy to remove barriers to workplace participation and to establish effective mechanisms for responding to the individual adjustment needs of existing and potential employees.

The Commonwealth Disability Strategy groups the roles of government agencies into five broad categories: policy adviser, regulator, purchaser, provider and employer. Each category applies to at least one of our divisions or agencies. Our performance in the employer role is now reported through the Australian Public Service Commission’s State of the service report.

Table 50 outlines the actions, timelines and performance indicators in the Disability Strategy 2008–10. They are designed to meet the eight objectives listed in the MAC 6 Report. In achieving these objectives, we will meet the five performance indicators of the Commonwealth Disability Strategy as they apply to our clients and workforce:

• appropriate consultation with colleagues and stakeholders on disability issues
• assessment of the impact of proposals on individuals with disability
• accessibility of information to all individuals with disability
• compliance of all relevant legislation
• appropriate review mechanisms.

Table 50
DAFF Disability Strategy 2008–2010
Objective 1: A culture that values diversity and actively promotes the employment of people with disability
Achievements to date: We have a clearly articulated Workplace Diversity Strategy that is available on our intranet and in a variety of formats. We celebrate diversity by promoting and participating in events such as the International Day of People with Disability. The department’s accommodation is readily accessible to people with disability and complies with the Disability Discrimination Act 1992. We are a current member of the Australian Employers Network on Disability. We provide assistive technology as required to staff with disability.
Action	Timeline	Performance indicator
Identify an SES ‘Champion’ to provide leadership on working with people with disability.	By May 2008	Champion identified and made known on the intranet and at the launch of the DAFF Disability Strategy. Champion will lead the department on disability issues.
		Achieved
Include information on disability issues and services at departmental induction days.	Ongoing	Slides included in appropriate induction day presentations and disability fact sheets incorporated into learning materials.
		Ongoing
Develop an intranet resource on the employment of people with disability.	By July 2008	Intranet resource made available and feedback sought from resource managers.
		Achieved
Continue to adopt good/better organisational practice on issues of disability, and offer training where available and appropriate.	Ongoing	Measure approval and satisfaction of staff with disability in the department through annual reporting and staff surveys and adapt accordingly.
		Ongoing
Objective 2: Flexible recruitment strategies that are accessible to applicants with disability
Achievements to date: Employment opportunities with the department are advertised on the department’s and APS employment websites, as well as in the print media in some cases. The standard web application for employment with us includes an opportunity for people with disability to make known any special requirements they have for an interview. We advertise on our website (www.daff.gov.au/about/jobs) that the department ‘actively encourages applications from people with disability’.
Action	Timeline	Performance indicator
Investigate and promote the advertisement of appropriate departmental vacancies on disability employment websites.	By January 2009	A significant number of departmental jobs advertised on disability employment websites.
		On track
Raise the awareness of managers and staff undertaking recruitment activities (including interview panel members, HR managers, graduate recruiters and divisional resource coordinators) about the employment of people with disability.	Ongoing	Adjustment made to recruitment practices to better target people with disability.
		Ongoing
Review our employment practices to identify any unintended barriers to recruitment of people with disability.	By July 2009	Review undertaken by Australian Employers Network on Disability, and results presented to appropriate Executive members.
		On track
Objective 3: Accessible training, cadetship and mentoring opportunities
Achievements to date: Appropriate training and development activities are advertised in the staff e-Bulletin. The department’s accommodation caters for the needs of people with disability in its training facilities. When advertising graduate positions, traineeships and Indigenous cadetships, applicants are asked if they have any special requirements should they advance to interview. University Vacation Employment Program and Bureau of Rural Sciences Summer Scholarship programs are open to all students, including those with disability, to gain work experience in the department and the APS. ABARE sponsors scholarships for economics undergraduates, open to all on merit, at Sydney University and the University of New England.
Action	Timeline	Performance indicator
Actively organise opportunities for staff with disability to meet and interact with the SES Champion for disability.	Ongoing	Functions organised at least once per year depending on staff interest.
		Ongoing
Investigate and identify ways to encourage people with disability to apply for the Graduate Development Program.	By April 2009	Improvement in the number of applications from people with disability for the Graduate Development Program.
		On track
Investigate ways to make other development programs, such as the Traineeship, Indigenous Cadetship and University Vacation Employment programs more accessible and attractive to people with disability.	Ongoing	Ensure that recruitment practices for graduates, trainees, Indigenous cadets and university vacation employment programs are accessible to people with disability.
		Ongoing
Objective 4: Special employment measures to employ people with intellectual disability
Achievements to date: We currently employ people with intellectual disabilities through the Jobmatch Office Support Agency (a division of Koomarri Association).
Action	Timeline	Performance indicator
Provide internal support mechanisms to managers and supervisors of staff with a disclosed intellectual disability.	Ongoing	Managers satisfied with suitable guidance and support provided.
		Ongoing
Objective 5: Accessible premises, workplaces and supportive work environments for people with disability
Achievements to date: The department’s accommodation is readily accessible to people with disability and complies with current accessibility standards. Our publications are available in various formats on request. Workforce planning takes into account people with disability, and staff are asked in the annual survey to disclose confidentially whether they have a disability. We have a supportive occupational health and safety culture, including well-developed ‘return to work’ practices and guidelines. We provide assistive technology as required to staff with disability. We have flexible working practices that allow all employees, including those with disability, to achieve work–life balance.
Action	Timeline	Performance indicator
Develop updated reasonable adjustment policies and procedures for the department.	June 2009	Reasonable adjustment policy and procedures document completed and launched on the intranet.
		On track
Seek expert advice on disability issues where necessary, including consulting with appropriate organisations on policy issues.	As required	Managers and staff satisfied with advice and policy decisions on disability issues.
		Ongoing
Objectives 6 and 7: Reduced complexity, cost and risk for managers employing people with disability and a consistent conceptual framework for defining disability
Achievements to date: We have developed a clearly articulated disability strategy. Australian Public Service Commission resources on the employment of people with disability are available to all staff through the Human Resources Branch. The department has intranet resources on occupational health and safety and up-to-date ‘return to work’ guidelines.
Action	Timeline	Performance indicator
Develop an updated reasonable adjustment policy and related procedures for department (reasonable adjustment means providing an employee with a disability with services or facilities to help them do their job, where this does not impose unjustifiable hardship on the employer).	June 2009	Reasonable adjustment policy and procedures document completed and launched on the intranet.
		On track
Seek expert advice on disability issues where necessary, including consulting with appropriate organisations on policy issues.	As required	Managers and staff satisfied with advice and policy decisions on disability issues.
		Ongoing
Draft and include information on the employment of people with disability in the department’s recruitment guidelines.	June 2009	Guidelines updated to include disability information.
		On track
Objective 8: Continuous improvement in recruiting and retaining people with disability
Achievements to date: Staff are asked in the annual staff survey to disclose confidentially whether they have a disability. All staff undertake an exit survey when leaving the department. We are an active member of the Australian Employers Network on Disability, ensuring continuous improvement in disability recruitment.
Action	Timeline	Performance indicator
Draft an information sheet for the next employee survey, encouraging disclosure of disability and emphasising why it is in the employee’s interest to disclose.	June 2009	Increased disclosure rate.
		On track
Include information about the disclosure of disability at the induction for new staff.	Ongoing	Information included and rate of disclosure increased.
		Ongoing
Draft and include information on the employment of people with disability in the department’s recruitment guidelines.	June 2009	Guidelines updated to include disability information.
		On track

Appropriate consultation

When we reviewed our Disability Action Plan in 2007–08 and replaced it with the DAFF Disability Strategy 2008–10, we consulted closely with groups representing people with disability, particularly the Australian Employers Network on Disability, of which we are a member. This not‑for‑profit organisation works to advance employment opportunities for people with disability.

Assessment of impacts

The department continued to assess policy, program and project proposals for their likely impact on people with disability, and modified proposals accordingly (the DAFF Diversity Officer in the People Development Team is responsible for ensuring that this happens on an ongoing basis). We incorporated diversity objectives into corporate planning and planning for program and service delivery, as appropriate.

Accessibility of premises

Our recruiters and managers applied the principle of ‘reasonable adjustment’, by which we supply special access, equipment or software to employees who need it because of a disability.

In line with the Disability Action Plan, we required all successful tenders to comply with the Disability Discrimination Act 1992.

We ensured that venues for conferences, meetings and launches were accessible for people with physical disabilities. Braille signage was incorporated in bathrooms in the new building.

The fit‑out of our new premises complies with the requirements of the Disability Discrimination Act and Australian Standard 1428, Design for access and mobility. In the new accommodation, we have provided for the continued engagement of Koomarri Jobmatch in the Collie Street facility in Fyshwick.

Information accessibility

To ensure that information on the regulations we administer is available and accessible, we:

• publish a regulatory plan early each financial year on our website (www.daff.gov.au/about/obligations/reg-plan)
• use plain English in preparing regulation impact statements and guidance materials
• use charts and diagrams where appropriate to communicate issues
• offer toll‑free telephone numbers in key areas, such as Exceptional Circumstances assistance.

The department maintained other freecall help lines during 2007–08, including for equine influenza, locust reports, avian influenza, levies, the Australian Quarantine and Inspection Service, and the national Emergency Animal Disease Watch Hotline.

We adhered to the Government Online Strategy, ensuring that online information and services were accessible to all people, regardless of their technical capabilities or disability.

Our website (www.daff.gov.au) meets Australian Government standards for accessibility by incorporating all relevant Priority 1 and most Priority 2 and Priority 3 requirements from the Web Accessibility Initiative of the World Wide Web Consortium (W3C):

• Priority 1 requirements must be satisfied, or some groups will find it impossible to access the information. These are basic requirements for some groups to be able to use web documents (including text equivalents for all non‑text elements, clearly identified captions and readability under all circumstances).
• Priority 2 requirements should be satisfied, or some groups will find it difficult to access the information. These requirements remove significant barriers to web documents.
• Priority 3 requirements may be satisfied. Doing so improves access.

Documents and announcements are made available in Word, PDF and HTML formats to accommodate the greatest range of clients.

Our website has been developed to display on all commonly used browsers and to work effectively with accessibility hardware and software. To accommodate a range of connection speeds, we minimise the size of each page. Our web pages are scalable, to accommodate various common screen resolutions.

To make employment in the department accessible to all, we supplied information to job applicants in a range of alternative accessible formats on request (within one day for electronic formats and two days for printed formats). We provided a 24‑hour answering machine number for people who had difficulty accessing selection documents online. In addition, we made adjustments for people with disability when they attended employment interviews (for example, an applicant with disability was provided with a laptop to enable them to respond to questions).

Centrelink delivers payments on our behalf under drought-related and some other programs, and so comes into close contact with many people with disability. Our purchaser–provider arrangement with Centrelink includes that agency’s use of its own special action plans and facilities for people with disability, including the use of TTY phones, accessible websites, freecall help lines and interpreter services. In response to identified need, Centrelink produces braille publications for clients.

Legislative compliance

During 2007–08, our employment policies, procedures and practices complied with all relevant legislation, including the Workplace Relations Act 1996, the Disability Discrimination Act, the Occupational Health and Safety Act 1991 and the Public Service Act 1999.

The department’s Collective Agreement 2006–09 ensures that our internal policies and procedures will continue to meet the requirements of the Disability Discrimination Act through providing flexible work arrangements and various means to ensure a balance between work and personal life.

Review mechanisms

The Disability Strategy 2008–10 commits the department to a regular review of the strategy, reporting on and identifying areas for further development.

We have a number of mechanisms in place to respond to concerns raised by employees. These include the appointment of an SES Disability ‘Champion’, and a network of trained occupational health and safety, harassment and first aid officers who are available to assist employees with concerns or problems in the workplace.

During 2007–08, other avenues available to our staff to pursue complaints or grievances included:

• the dispute settlement procedures in the department’s Collective Agreement 2006–09
• formal complaint resolution mechanisms under the Public Service Act
• the Australian Industrial Relations Commission, the Human Rights and Equal Opportunity Commission, the Administrative Appeals Tribunal and the Commonwealth Ombudsman.

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Appendix 4: Ecologically sustainable development and environmental performance

Ecologically sustainable development (ESD) is:

… using, conserving and enhancing the community’s resources so that ecological processes, on which life depends, are maintained and the total quality of life, now and in the future, can be increased.
—National Strategy for Ecologically Sustainable Development, 1992

The department’s mission is to contribute to total quality of life now and in the future by:

increasing the profitability, competitiveness and sustainability of Australian agricultural, food, fisheries and forestry industries and enhancing the natural resource base to achieve greater national wealth and stronger rural and regional communities.

It follows that ESD is not an ‘add on’ function of the department, but our core business. We are responsible for administering—solely, principally or jointly—Australia’s major ESD initiatives.

ESD principles

The principles of ESD are as follows:

• Decision-making processes should effectively integrate both long‑term and short‑term economic, environmental, social and equitable considerations.
• If there are threats of serious or irreversible environmental damage, lack of full scientific certainty should not be used as a reason for postponing measures to prevent environmental degradation.
• The present generation should ensure that the health, diversity and productivity of the environment are maintained or enhanced for the benefit of future generations (intergenerational equity).
• The conservation of biological diversity and ecological integrity should be a fundamental consideration in decision making.
• Improved valuation, pricing and incentive mechanisms should be promoted.

Our contributions to ESD through our policies and programs

The policies and programs developed and administered by the department make economic, social and environmental contributions to ESD.

Table 51 lists major policies, programs and initiatives that we manage, and indicates their contribution to ESD. Based on dollar value, approximately 60% of these activities contribute to economic outcomes, 20% to social outcomes and 20% to environmental outcomes.

Table 52 lists legislation, administered by us under the Administrative Arrangements Order, that contributes directly to ESD.

The effectiveness of the department’s policies and programs is reviewed frequently, leading to recommendations for improvements. The ‘Reviews and evaluations’ section in this report details results from such reviews in 2007–08.

Our contributions to ESD through our internal operations

The department participates in the Greenhouse Challenge Plus Program, a voluntary joint initiative between the Australian Government and industry to reduce greenhouse gas emissions and meet international reduction targets. We signed our Greenhouse Challenge cooperative agreement with the Australian Greenhouse Office in 2004.

As part of the Greenhouse Challenge, we monitor the levels of our greenhouse gas emissions and report them annually to the Greenhouse Office through OSCAR (the Online System for Comprehensive Activity Reporting).

In 2007–08, we moved most of our central office staff to new Canberra premises. The two largest premises include energy-saving, water-saving and recycling facilities that are intended to gain the buildings a 4.5 star Australian Building Greenhouse Rating on certification in 2008–09. Initiatives include recycling of paper, cans, glass, plastic and compostable waste; recycling rainwater (estimated to achieve a 30% saving in water consumption); stormwater retention and reuse for irrigation, washdown and cooling towers; waterless urinals and toilets flushed with rainwater; infrared sensors for hand taps (operating only when hands are under the spout); and 4A‑rated toilets (4.5‑litre full and 3‑litre half flush).

The department bought 23 800 reams of paper through the copy centre in 2007–08, a decrease of 21% from the previous year. Of all the paper bought by the department during the year, 80% had a minimum recycled component of 10%. Our copy centre undertakes photocopying for external clients using this paper, and also produces writing pads from recycled paper.

We encouraged staff to use double-sided photocopying where possible. Used printer and toner cartridges were also generally sent for recycling. We continued to use Planet Ark bins to collect used printer cartridges. In 2008–09, a request for tender for the provision of printer and toner cartridges will include recycling.

We estimate that more than 80% of discarded paper was collected for recycling. Double-sided printing is available on photocopiers, which can also be used for printing from the data network. The copy centre estimates that 75% of its orders for photocopying are for double-sided output.

We have also established a car pool register on our internal website to encourage people to share transport, especially to and from work.

The department’s property portfolio comprises 115 sites across Australia and the Torres Strait, taking up approximately 160 000 square metres. The properties range from corporate offices and storage facilities to special-purpose buildings, such as laboratories, quarantine stations and dog kennels. At 47 126 square metres, 18 Marcus Clarke Street and 7 London Circuit in Canberra are the largest of our premises.

We continued to review our environmental management to ensure compliance with international standards, and are now scoping work to develop, implement and maintain an environmental management system for our major sites.

Energy-saving initiatives during 2007–08 included T5 lighting that switches off after hours and in specific areas when not in use, automated blinds to control heat gain and reduce airconditioning costs, external gardens that reduce airconditioning costs, considerable use of bicycles for transport to work, and strong moves towards electronic publishing.

Fuel consumption by the department’s vehicle fleet averaged 12.26 litres per 100 kilometres for AQIS and 13.43 litres per 100 kilometres for the department in 2007–08 (up slightly from 13.37 litres in 2006–07). We encourage drivers on departmental business to purchase ethanol blended fuel (E10) where possible, and in 2007–08 we developed the department’s E10 database to monitor usage of E10 and other fuel products.

Figure 20 shows our total energy use, including fuel, and our net greenhouse gas emissions (total emissions minus offsets) for the four years to 2006–07.

Figure 21 shows greenhouse gas emissions per full‑time equivalent employee and per square metre of premises for the same period.

Figures for 2007–08 were not available from our services providers in time for publication here, but will be reported in next year’s annual report.

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Appendix 5: Freedom of information

This statement is published to meet the requirements of section 8 of the Freedom of Information Act 1982 (the FOI Act).

The FOI Act requires departments and statutory authorities to make available information about their functions, organisation and operations. The body of this annual report contains that information for the department.

Under the FOI Act, we are also required to set out particulars of arrangements for individuals or bodies to participate, through consultative procedures, by making representations or otherwise, in the formulation of departmental policy or the administration of departmental programs. This appendix satisfies those requirements.

Portfolio agencies that publish their own annual reports are not included in this statement.

Table 53 shows freedom of information requests and activity for the five years to 2007–08.

How to lodge a freedom of information request

People may apply for access to any records that fall within the scope of the FOI Act. For more information or to lodge a
request, contact:

The Freedom of Information Coordinator
Australian Government Department of Agriculture, Fisheries and Forestry
GPO Box 858
Canberra ACT 2601
Phone: 02 6272 5651
Fax: 02 6272 5372
Email: FOI Privacy

A request must be in writing, accompanied by a $30 application fee. It must state an address in Australia where we can send notices under the FOI Act. We recommend that the request also include:

• as much detail as possible about the record or records wanted
• a phone number, in case we need to clarify the request.

What records we hold

Many documents are available online or in hard copy. There may be a charge for some publications and audiovisual material. More information about departmental publications is available online at www.daff.gov.au/publications, or by phoning our Information Officer on 02 6272 5120.

Publications and relevant subject areas

Publications about the following subject areas are available from the department’s website (www.daff.gov.au):

• Australian Bureau of Agricultural and Resource Economics
• agricultural industries
• Agriculture Advancing Australia
• animal and plant health
• climate change
• drought
• Australian Plague Locust Commission
• Australian Quarantine and Inspection Service
• Biosecurity Australia
• Bureau of Rural Sciences
• climate change programs
• corporate matters
• crops
• drought assistance
• fisheries
• food, including Australian food statistics
• forestry, including general and technical references
• gene technology
• horticulture
• Indigenous employment
• Indigenous people in rural industries
• National Residue Survey
• natural resource management, including landcare and salinity
• regional forest agreements
• rural policy and innovation
• trade and market access
• wine
• women in rural industries
• young people in rural industries.

Briefs, submissions and reports

Like many other Australian Government agencies, we hold such records as:

• briefing papers and submissions prepared for ministers, parliamentary secretaries, Cabinet and Executive Council (note that these are usually classified documents)
• business papers, briefing notes and meeting records for committees and conferences that we service or participate in
• codes of practice
• documents prepared by international agencies
• documents relating to the development of legislation
• environmental impact statements
• internal administrative documents
• international treaties, memorandums of understanding and international conventions
• legal documents, including legislation, contracts, leases and court documents
• maps and other geographical information
• ministerial responses to parliamentary questions, interdepartmental and general correspondence and papers
• policy documents, recommendations and decisions
• program guidelines, fund and grant administration papers
• register of documents, agreements, approvals, exemptions, permits and licences
• service delivery agreements
• statistics and databases
• technical standards, guidelines, specifications, charts, photographs, drawings and manuals.

A list of the personal information we hold is available at www.privacy.gov.au/government/digest.

Files

The department maintains files on general administrative and specific departmental functions. These contain administrative and working documents such as papers, correspondence, briefings, submissions and reports produced in the performance of departmental functions. Certain files contain records of a more specific nature, including maps, automatically processed data, parliamentary questions, and personnel and finance information.

An indexed list of files can be found on our website (www.daff.gov.au/indexed_files).

Manuals and other documents

To review a list of the manuals and other documents we use when making decisions or recommendations that affect the public, contact any office of the National Archives of Australia or download the list from the National Archives website.

Functions, powers and organisation

The role, functions and organisational structure of the department are described in the ‘Departmental overview’ section of this report.

The legislation administered by the Minister for Agriculture, Fisheries and Forestry is listed in the Administrative Arrangements Order, which is available from the Department of the Prime Minister and Cabinet website (www.pmc.gov.au).

Until the November 2007 election, the minister was supported by the Minister for Fisheries, Forestry and Conservation and a parliamentary secretary for a range of administrative powers under the legislation. Since the election, the Minister for Agriculture, Fisheries and Forestry has had sole responsibility for the portfolio.

The secretary of the department and departmental employees exercise delegated decision-making powers and advise our minister on the exercise of his powers under portfolio legislation and on other matters.

The legislation set out for the department in the Administrative Arrangements Order relates to:

• agricultural, pastoral, fishing, food and forest industries
• soils, and other natural resources
• rural adjustment and drought
• rural industries inspection and quarantine
• primary industries research, including economic research
• commodity marketing, including export promotion and agribusiness
• commodity-specific international organisations and activities
• administration of international commodity agreements
• administration of export controls on agriculture, fisheries and forestry products
• food policy, processing and exports.

Arrangements for outside participation

Formal and ad hoc arrangements for individuals and bodies to participate in the policy formulation and administration of the department take a variety of forms. They include representation on committees, working parties and advisory bodies, attendance at industry meetings, and calls for submissions from industry and other stakeholders to the department.

Individuals and groups can also participate by providing suggestions, complaints and comments in writing to the secretary, and they can write to the minister about general portfolio matters.
General and media inquiries about departmental activities and responsibilities should be directed to our Information Officer on 02 6272 5120.

Specific arrangements for consultation with individuals or bodies outside the department are described throughout this annual report.

Stakeholder consultation in 2007–08

The department’s stakeholders include rural communities; agriculture, fisheries, forestry and food processing industries; natural resource managers; importers and exporters; non‑government interest groups; consumers of research products; travellers; and government organisations at all levels.

During 2007–08, we consulted all those groups to refine our service delivery and to provided an additional conduit for their input into Australian Government policy directions. Table 54 shows a representative sample of our initiatives to foster stakeholder input.

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Appendix 6: Discretionary grants

A discretionary grant allows the portfolio minister or paying agency discretion to determine whether or not a particular applicant receives funding. The payment can be made to an organisation or individual, and the recipient need not provide a service to government in return for the grant.

During 2007–08, the department commissioned a new software application, based on the Clarity project management platform, for managing, tracking and reporting grants expenditure. By centralising all data on recipients, achievement of milestones and payments, the new grants management system reduces paperwork and allows more accurate reporting across all grants programs.

The system will also enable us to more easily comply with a June 2008 order of the Senate, which requires each minister to table a list of all grants no later than seven days before budget estimates, supplementary budget estimates and additional estimates hearings. The list must include, for each grant, the value of the grant, the name of the recipient and the name of the program from which the grant was made.

Table 55 shows the grants approved by the minister in 2007–08, by program.

Details of individual grants are available on request from:

Governance and Planning
Department of Agriculture,
Fisheries and Forestry
GPO Box 858
Canberra ACT 2601
Phone: 02 6272 5807
Email: Annual report contact

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Appendix 7: Advertising and market research

Table 56 sets out particulars of amounts over $10,500 (including goods and services tax) paid by or on behalf of the department to advertising agencies or market research, polling, media advertising and direct mail organisations.

Organisations marked with an asterisk are considered to be consultancies, and therefore also appear in the department’s list of consultancy contracts to the value of $10,000 or more let during 2007–08 (available on our website at www.daff.gov.au/annualreport).

Information is presented in the five categories required in the Requirements for annual reports (Department of the Prime Minister and Cabinet, June 2008), subdivided by output or division.

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