Overall radiotherapy services are managed in a reasonably efficient and effective manner. Much is being done to further improve efficiency and effectiveness, and more can be done. While New South Wales has a number of well-established radiotherapy treatment centres, the high capital cost limits their availability in all hospitals. Some patients need to travel long distances and be away from their homes for up to seven weeks. The projected growth in demand for radiotherapy services will further challenge NSW Health and it needs to more clearly demonstrate how it will have the right facilities in the right place at the right time.

Parliamentary reference - Report number #188 - released 23 June 2009

Notwithstanding the considerable effort, it is not apparent that the Government's vision can be fully achieved without increased efforts. Based on the current position, to ensure that the Government's vision can be achieved the Audit Office is of the view that the following key issues need to be urgently addressed: 

• more robust mechanisms are needed to monitor, review and report publicly on progress and benefits

• a greater emphasis should be placed on central coordination to ensure that agencies act in a more uniform and integrated manner  

• the achievement of significant reform of business processes will require a substantial strengthening of accountability mechanisms and more comprehensive, rigorous and systematic approaches to e-government project and risk management. 

• despite an array of guidance material and support provided by central agencies, line agency needs for assistance do not seem to be being met to sufficiently advance matters across the sector at the pace and scope desired

• the Government’s e-government aspirations and funding are not always effectively harmonised. Agencies typically have limited resources available to trial or experience new technologies, and display an aversion to the associated risks.

Parliamentary reference - Report number #87 - released 19 September 2001

This performance audit indicates that the Service has considerable work to do to reach its aspirations of being recognised amongst leading examples of best practice services. The commitment of the Service to serving the community and the professionalism of the Service's officers is not in question. It is, however, apparent that a number of barriers to performance will need to be overcome for the Service to perform as well as it would wish.

Parliamentary reference - Report number #80 - released 7 March 2001

The Audit Office is of the opinion that there are several features of the current Senior Executive Service (SES) model, or its application, which hinder the capacity of the SES to operate effectively in line with the Government’s stated objectives. The ultimate effect of these features is to reduce the capacity or perceived capacity of the SES to meet the Government’s objectives for the operation of the SES.

Taken overall, difficulties in the SES identified by the audit included: uncertainty caused by the way some contracts have been applied in practice, removal for reasons other than poor performance, informal strategies such as using restructuring to “terminate contracts and to move people in and out of positions regardless of their formal reported performance” (Section 5.4), inconsistently applied rules about selection/recruitment, appointment and removal of the SES, an imbalance between CES responsibility to the Minister as the employer/reviewer with their responsibility not to act in a political or partial manner, apparent lack of rigour in, value of and Ministerial accountability for CES performance review processes and failure to implement an adequate system of rewards and sanctions related to performance.

Parliamentary reference - Report number #59.1 - released 17 December 1998

This Performance Audit Report, prepared by the University of Technology, Sydney (UTS) on behalf of The Audit Office of New South Wales (NSW), is a study of the NSW Senior Executive Service (SES).

It found the dissonance between where optimal executive performance might take place on a performance spectrum, encompassing the formal SES and less formal political arenas, is canvassed. The critical point here is that this arena, between the informal political actions and the application of formal SES structures, where much of the important decision making takes place, will always be difficult to manage. Transparency in decision making processes where non partisan and partisan actions are clearly defined seems a primary essential element of performance if the integrity of the NSW SES is to be maintained.

Parliamentary reference - Report number #59.2 - released 17 December 1998

The NSW model of rural fire fighting is complex, and requires an extensive amount of coordination and cooperation to function properly. This has inherent risks. In general, the model has been made to work quite well and much improvement in rural fire fighting has been achieved over the past decade. The efforts of all concerned should be recognised and applauded especially since any change must be developed cooperatively between a number of agencies and groups.

Nevertheless, past tensions and difficulties have left pockets of disagreement and resistance. The rural fire fighting culture which was developed over the course of a century has always been highly dedicated, as it is today. However, changed organisational, technical, legal, financial and environmental factors have necessitated major and continuing changes.

Parliamentary reference - Report number #57 - released 2 December 1998

This audit was initiated following concerns expressed by the Department of Agriculture about the Police’s handling of a suspected fraud that it had first reported in 1996. The Department’s main concern related to the long delays before a full Police investigation took place.

Nevertheless, the current review highlighted a number of areas that, in the opinion of The Audit Office, require closer examination and resolution by the Police Service in implementing their changes. This report highlights those areas and provides recommendations for the Police to consider in its implementation of its reforms. Key areas requiring attention include: service standards are not clearly defined for the police response to fraud, without which it is difficult to ensure that police objectives and public expectations are met; restrictive employment arrangements which limit management’s ability to obtain the appropriate mix of people with skills to investigate fraud and inadequate information systems to support operational, tactical and strategic decision-making.

Parliamentary reference - Report number #53 - released 14 October 1998

Information relating to the NSW public sector wide sickness absence levels, unlike in some other states, are presently not maintained or monitored centrally. The salaries and wages paid to individuals whilst on sickness absence on a public sector wide basis in 1996-97 was estimated to be $368.3m. This estimate does not take into account any flow -on effect resulting from sickness absence, eg overtime or other replacement cost.

Improved management of sickness absence provides an opportunity for the NSW public sector to gain benefits, including the reduction of salary costs associated with people on sickness absence. The salary differential between the sickness absence level currently existing and the sickness absence level reported for the private sector, is around $123m per annum. To assist with the management of sickness absence within the NSW public sector, The Audit Office of NSW developed a Better Practice Guide. This Guide has been referred to the Premier’s Department for consultation as a prelude to its completion and release.

Parliamentary reference - Report number #52 - released 27 August 1998

This Volume, Volume Two: The Survey - Detailed Findings, is the second of a two part Performance Audit Report on Management of Sickness Absence New South Wales Public Sector. The first volume, Volume One: Executive Briefing, identifies the main issues of sickness absenteeism identified during the audit.

This Report Volume, Volume Two: The Survey - Detailed Findings, presents the more detailed findings of the audit which were gathered from:

• the review and analysis of responses received from agencies to The Audit Office’s management of sickness absence survey

• fieldwork visits to selected public and private sector organisations, during the course of the audit, which supplemented the survey. 

Parliamentary reference - Report number #52 - released 27 August 1998

At the request of the Department of Gaming and Racing, the audit reviewed the efficiency and effectiveness of the organisation and management of casino surveillance undertaken pursuant to the Casino Control Act, 1992 (the Act).

Implicitly the Act requires an effective level of cooperation and coordination between the agencies to achieve their statutory roles and responsibilities. However, The Audit Office is of the opinion that this has not been achieved. As a consequence, the efficiency and effectiveness of the surveillance roles and processes carried out under the Act can be improved.

Revision is required to the surveillance methodology and its implementation, to the skills base within Director of Casino Surveillance (DCS) and the underlying working and to organisational arrangements between and within DCS and the New South Wales Casino Control Authority. Until such revision has been finalised, it is not possible to determine the level of resources or type of surveillance that needs to be undertaken and funded.

Parliamentary reference - Report number #50 - released 10 June 1998