Port Stephens Council leads, manages and delivers valued community services in a responsible way.
Our role is to deliver community wellbeing for Port Stephens. Read our vision, purpose and values.
Local governments in Australia are created by acts of state parliaments - in NSW this is the Local Government Act 1993. Local government has no constitutional recognition in Australia. There are more than 700 local government entities across Australia and 128 in NSW.
Our governance framework is based on the Australian Public Service Commission's principles of public sector governance — accountability, transparency, integrity, stewardship, efficiency and leadership.
Integrated planning and reporting
- Community Strategic Plan — 10 years
- Council's Delivery Program — 4 years
- Operational Plan — 1 year
- Find out more about the Integrated Planning and Reporting Framework and view our current plans and reports.
We pride ourselves on running a financially sustainable organisation which is fit for the future. As such, financial sustainability is one of our 7 key performance metrics to enable us to achieve the goals of our Community Strategic Plan.
- Read the Long Term Financial Plan available as part of our Integrated Plan.
Enterprise Risk Management
- risk management
- work health and safety
- environmental management.
Council's expenditure on legal matters is continually monitored closely by Council's Executive Team to ensure strict adherence to requirements for accessing legal services. Council manages its legal services function in-house for the day-to-day matters and engages a panel of law firms through a tender process to manage larger and more complex matters.
Effective communication is key to managing Council's reputation and is integral to our ability to engage meaningfully with our community and stakeholders. We can help with:
- Responding to media requests — the Mayor is generally Council's spokesperson for all policy matters. In their absence, the Deputy Mayor assumes this responsibility. The General Manager is generally Council's spokesperson for operational issues but this may be delegated to employees according to their area of expertise. Councillors may be asked to make comment to the media as a citizen or may be assigned to speak about a Council issue which they have a particular interest in. If you are contacted by the media and need assistance, please contact the Communications Section.
- Publicity opportunities — Councillors should refer to the Communications Section any issues they believe are worthy of publicity.
- Reputation management — promoting and defending the Council is a job for all staff and Councillors. As Councillors are often 'the council' in the eyes of many residents, it is important to understand the effect negative public comment has on the reputation of Council as a whole.
- Issues or crisis management — it is important to manage issues before they become crises. If Councillors are aware of an issue that has the potential to impact negatively on Council publicly, they should notify the General Manager immediately.
- Website and digital marketing, including social media — our digital channels are a vital connection between Council and the community. We use them to inform, educate, engage, celebrate and have conversations.
We are responsible for a large and diverse asset base including roads, bridges, footpaths, drains, libraries, childcare centres, halls, parks, pools, wharves, sporting facilities, land, commercial properties and investments.
Over time, we have greatly increased our net assets which has consequently increased depreciation, operating and maintenance costs to an already large and ageing assets base. Council's Asset Management Plan demonstrates our commitment to developing, managing, maintaining and operating assets to an agreed level of service with our community, as well as optimising life cycle costs.
We employ about 500 people to deliver a broad range of valued services for our community. It's important to have the right people in the right places with the right skills doing the right jobs so that we can meet the long-term goals of our Community Strategic Plan.
Our Workforce Strategy is the roadmap for how we will achieve our Community Strategic Plan, including what type of organisation we need to be and what resources we require to be effective and efficient.
- Read the Workforce Strategy as part of our Integrated Plans
- United Services Union
- Local Government Engineers Association
- Development and Environmental Professionals Association.
All unions participate in our Consultative Committee — a forum for consultation between Council and its employees on matters affecting the workforce, including enterprise agreement, training, restructures, job redesign, salary systems, communication and performance management systems. Our enterprise agreement negotiation process and Consultative Committee models are recognised within local government and in the industrial relations profession as best practice.
- people from culturally diverse backgrounds
- Aboriginal Australians
- people with disabilities
- people who identify as lesbian, gay, bisexual, trans and intersex
- mature age workers.
We are committed to applying the principles of workplace governance that underpin the Code of Conduct. We have designed a Business Operating System (BOS) to communicate clear and common methods of work for all staff. This aligns our work practices and enables us to better manage our scarce resources to achieve our community's vision. In all instances, the Business Excellence philosophy underpins how we go about our work. It is all about doing the right things in the best way.
We take advantage of regional resource sharing through the Hunter Joint Organisation. By partnering with other councils in the Hunter region, we have greater access to staff training, procurement and other intellectual property.
We want our employees to be accountable, meaning 'doing what I say I will do' and continually behaving in a way that demonstrates our organisational values. Our Individual Work and Development Plan is our performance management system which assists staff in knowing what is expected of them by Council. It also contains a learning and development plan for each employee.
- Service delivery
- Customer satisfaction
- Employee engagement
- Risk management
- Financial sustainability
We are dedicated to meeting the present and future needs of our community in a cost effective, accountable and collaborative way. We do this by continuously improving the way we go about our business using the Australian Business Excellence Framework — doing the right things, the best way.
Service review program
To create a sustainable and future-proof organisation, we developed a service review program. This ensures we deliver services demanded by the community in the most efficient and best way possible.