NSW public sector at a glance

Source: Workforce Profile (2011–20), census period

Sources: Workforce Profile (2015-20); ABS(2020a)

# Examples of other Crown services include the TAFE Commission, School Administrative and Support Staff, and Sydney Trains.

* Under the GSE Act, State owned corporations are included in the government sector for certain, specified purposes. In this report, they are treated as part of the public sector but not the government sector.

** The PSC does not collect data on these employees.

Under the GSE Act, NSW universities are part of the government sector for certain, specified purposes. The PSC does not collect data on the employees of NSW universities. They are not considered part of the public sector or government sector in this report.

The public sector is structured into nine clusters to coordinate related services.

Source: Workforce Profile (2020), census period

Note: Percentages indicate the contribution of the cluster FTE to total public sector FTE.

Source: Workforce Profile (2019, 2020), census period

Sources: Workforce Profile (2020); ABS (2020b)

Source: Workforce Profile (2011–20), census period

Note: The ‘Other’ category includes employees whose employment category is Contract Executive, Contract Non-Executive, Statutory Appointee, Transport Senior Manager or Other.

Source: Workforce Profile (2011, 2016, 2020), census period, non-casual only.

Note: To provide a whole-of-sector perspective, remuneration has been aligned with the non-executive grades defined in the Crown Employees (Administrative and Clerical Officers – Salaries) Award 2007. The GSE Act provides for the Premier to determine the bands in which senior executives are employed. There are currently four bands.

Source: Workforce Profile (2014–20)

Most public sector employees live in Sydney. However, the sector contributes relatively more to overall employment in regional areas of NSW than it does to employment in the city.

Sydney regions

Greater NSW

Sources: Workforce Profile (2020); ABS (2020a)

Median agency tenure, 2020 vs 2019

Source: Workforce Profile (2019, 2020), non-casual only

Source: People Matter Employee Survey (2020)

Notes: All diversity statistics are based on self-disclosed information. Throughout this report, ‘Aboriginal peoples’ is used to refer to all Aboriginal and Torres Strait Islander peoples. The government sector is a subset of the public sector. LGBTIQA+ representation is based on the People Matter survey, which had a response rate of 47.3% in 2020.

Source: Workforce Profile (2011–20), non-casual only

Source: Workforce Profile (2016, 2020), non-casual only

Source: Workforce Profile (2020), non-casual only

Women in senior leadership

Aboriginal people in senior leadership

People with disability
 

Source: Workforce Profile (2014–20), non-casual only.

Note: Senior leaders are non-casual government sector employees with a salary equal to or higher than $165,750 in 2020, excluding Health roles of a specialist or technical nature with no leadership or managerial responsibilities, and Justice roles with a statutory or institutional character (such as judges, magistrates and barristers).

Customer satisfaction for consumers and businesses, 2020 vs 2019

Source: Customer Satisfaction Measurement Survey (2019, 2020)

Government sector net worth

Source: NSW Treasury Budget Statement 2020–21 (2020)

Government sector employee-related expenses as a percentage of general NSW Government expenditure, 2020 vs 2019

Sources: NSW Treasury Budget Statement 2019–20 (2019); NSW Treasury Budget Statement 2020–2021 (2020)

Source: Workforce Profile (2019, 2020)

Note: The increase in median salary reflects the pay increase that came into effect on 1 July 2019.

Source: Workforce Profile (2010–20)

Median salary by gender

Source: Workforce Profile (2020)

Note: Employee salary means the full-time base renumeration for the role, regardless of whether the employee is working part time or full time.

Gender pay gap, 2020 vs 2019

Source: Workforce Profile (2019, 2020)

Note: Employee salary means the full-time base remuneration of the role, regardless of whether the employee is working part time or full time.

Rates of self-reported experienced and witnessed bullying, 2020 vs 2019

Source: People Matter Employee Survey (2019, 2020)

Employees with a performance plan, and who have informal and scheduled feedback conversations, 2020 vs 2019

Source: People Matter Employee Survey (2019, 2020)

Hours of paid unscheduled absence per FTE, 2016–20

Source: Workforce Profile (2016–20), annual reference period

Employees working flexibly and satisfied with their flexible work arrangements, 2020 vs 2019

Source: People Matter Employee Survey (2019, 2020)