The Committee assists the Board to fulfil its governance responsibilities in relation people, health and safety related strategies.

(Date of effect: 1 July 2018)


The purpose of the Board People, Health & Safety Committee is to assist the Board to fulfil its governance responsibilities in relation to organisational development, people‐related activities and health and safety.

The Committee will monitor at a strategic level, the delivery of the people‐related strategic plans and activities of the CSIRO's strategy, and provide strategic advice, as required.

Specific responsibilities

In fulfilling its purpose, the Committee will:

1. People

  • Review the implementation of People strategies to attract, retain, develop and train the people required by CSIRO to maintain and enhance its capabilities and capacity, including the implementation of robust and integrated workforce and capability plans.
  • Review and make recommendations to the Board in relation to principles underpinning the CSIRO Enterprise Agreement including broad strategic issues and options.
  • Ensure the Organisation has appropriate employment conditions and a competitive remuneration structure.
  • Approve the CSIRO Code of Conduct and review implementation of strategies to embed the CSIRO Code of Conduct in CSIRO's practices and processes, and continue to build a oneCSIRO culture of of innovation, diversity and inclusion based on leadership, transparency, empowerment with accountability, collaboration and agility.

2. Health and safety

  • Review CSIRO's Health & Safety strategy and make related recommendations to the Board, as required.
  • Review the implementation, and monitor performance, of CSIRO's Health & Safety strategy and related initiatives.
  • Ensure that the organisation has appropriate and effective people, health and safety systems, processes and procedures in place including processes for receiving and considering information regarding incidents, hazards and risks and responding in a timely way to that information.

3. Remuneration and performance

  • Make recommendations to the Board on the remuneration and performance of the Chief Executive including possible key result areas and performance targets.
  • Review the decisions of the Chief Executive in respect of the remuneration and performance assessment of Executive Team members, and ratify these recommendations if thought appropriate.
  • Exercise oversight of the executive remuneration policy of the Organisation including the senior executive banding structure (focus on positions, not individuals) and with references to the market.
  • Specifically oversee negotiations with the Chief Executive or nominee regarding terms and conditions of appointment.

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