Flexibility and work design • Organisation-wide flexible work programme • Continued with the development and refinement of the Electronic Document and Record Management System and intranet, including migration to a Cloud-based server enabling effective remote access • Business continuity plan revised and implemented Recruitment, induction and selection • Robust recruitment and selection processes in place to ensure diversity of age, ethnicity, gender and disability • Working towards incorporating the accessibility charter into the recruitment and appointments process Remuneration, recognition and conditions • Reward and recognition programme 'Living our Values' implemented and staff were recognised in 2017-18 acknowledging individual performance and contribution • New remuneration framework developed linked to individual performance and aligned with remuneration practice in the state sector. Annual remuneration review for the year in question has enabled all eligible staff to move into a zone that is within 3% of the mid-point. • A simplified collective employment agreement negotiated with the PSA until 2020, which supports enhanced productivity, is operating effectively Harassment and bullying prevention • Strong values-based working environment • Values and behaviours framework in place • Employee code of conduct and relevant policies available on intranet Safe and healthy environment • Participation, including PSA engagement, as part of health and safety policy and training • New online portal implemented to record hazards • Zero lost-time workplace injuries • Wellbeing initiatives – Employee Assistance Programme (EAP), ergonomic workstation assessments and onsite flu vaccinations Annual Report 2018 49