Review of annual reports
2.1
This chapter examines selected annual reports in greater detail.
2.2
The following reports under the Employment, Skills, Small and Family
Business portfolio are discussed in this chapter:
- Department of Employment, Skills, Small and Family Business
(DESSFB);
- Australian Building and Construction Commission (ABCC);
- Fair Work Commission (FWC);
2.3
After that analysis, the following reports under the Education portfolio
are discussed:
- Department of Education;
- Australian Institute for Teaching and School Leadership (AITSL);
and
- Australian Curriculum, Assessment and Reporting Authority (ACARA).
Employment, Skills, Small and Family Business portfolio
Department of Employment,
Skills, Small and Family Business
2.4
During the 2018–19 reporting year, as a result of the May 2019 AAO, the
department's name was changed from the Department of Jobs and Small Business to
DESSFB.[1]
Under these new arrangements, the department gained responsibility for skills
and vocational education and training, including apprenticeships functions from
the former Department of Education and Training. Responsibility for workplace
relations, including work health and safety, rehabilitation and compensation
functions, and seven related portfolio agencies moved from the department to
the Attorney-General's Department.[2]
2.5
DESSFB's annual report has been prepared according to the nomination of
annual reporting responsibilities by the Department of Finance on 21 June 2019,[3]
and thus covers workplace relations (including work health and safety,
rehabilitation and compensation) functions.[4]
2.6
DESSFB has two outcomes:
- Outcome 1—‘Foster
a productive and competitive labour market through employment policies and
programs that assist participants into work, meet employer needs and increase
Australia's workforce participation’;[5]
and
- Outcome 2—‘Facilitate
jobs growth through policies and programs that promote fair, productive and
safe workplaces, and facilitate the growth of small business’.[6]
2.7
In the department's analysis of its performance against its purpose for
the 2018–19 reporting period, it achieved 31 of its 34 performance measures.
This is an increase on the 26 of the 34 performance measures that were achieved
in the previous 2017–18 period.[7]
2.8
For 2018–19, the jobactive program under Outcome 1 exceeded its target
for both overall and Indigenous job seekers. The proportion of job placements
that were sustained to at least 26 weeks was 42.9 per cent for overall
jobseekers and 34.8 per cent for Indigenous jobseekers. The proportion of
participants who remained in employment three months after participating in jobactive
was 48.6 per cent for overall jobseekers. These results exceeded the target of
30 per cent of jobs placements converting to 26-week employment for 2018–19 and
a 45 per cent target for those employed three months after participation in the
jobactive program.[8]
2.9
Of the jobseekers employed three months after participating in jobactive,
the employment rates varied. While the employment rates for sole parents and
refugee participants improved and remained relatively stable for Indigenous
participants, there was a small decline for a number of disadvantaged
participant cohorts, including: long-term unemployed participants, culturally
and linguistically diverse participants, ex-offenders, homeless participants
and people with a disability.[9]
2.10
In 2018–19, DESSFB implemented the Targeted Compliance Framework (TCF). Introduced
on 1 July 2018, the TCF applies to jobseekers with mutual obligation requirements
who received services in jobactive, Disability Employment Services and
ParentsNext.[10]
The department reported data collected in the reporting period which indicated that
the program was working as intended—'to
deter deliberate and wilful non-compliant behaviour while protecting and
providing safeguards for jobseekers through capability review'.[11]
From 1 July 2018 to 30 June 2019, the department reported an increase in
jobseekers' attendance at appointments with employment services and a 90 per
cent reduction in financial penalties compared to the previous compliance
framework.[12]
2.11
In 2018–19, the department reported that many jobseekers found
employment following participation in the Work for the Dole program. Over the
period from 1 January 2018 to 31 December 2018, 24.8 per cent of
participants surveyed who had exited the program were engaged in employment
three months later.[13]
Survey respondents provided positive feedback on the program, including 76.4
per cent of participants who reported that they were satisfied with the quality
of the activity, while 70.6 per cent of participants reported an improvement in
work-related skills.[14]
2.12
The Seasonal Work Incentives Trial, which was introduced on 1 July 2017,
ceased on 30 June 2019. It offered incentives for eligible jobseekers to
undertake short-term seasonal work in the horticulture sector. During the
reporting period, only 201 jobseekers participated in the trial. This take-up was
lower than expected despite the department's 'considerable effort' to promote
the program. An evaluation of the trial is expected to provide insight into the
low participation rate.[15]
2.13
In 2018–19, the department's financial position remained sound. Although
it reported a deficit before depreciation and amortisation of $7.9 million,
this deficit was attributed to technical loss consisting of adjustments in
leave provisions and impairment of assets. Excluding this technical loss, the
department recorded a surplus of $0.6 million (0.2 per cent of the department's
total expenses).[16]
Australian Building and
Construction Commission
2.14
The ABCC was established by the Building and Construction Industry
(Improving Productivity) Act 2016 (BCIIP Act) and began its operations on
2 December 2016. It is an agency within the Attorney-General’s portfolio.
The ABCC is an independent office holder who reports to the Attorney-General
and
Minister for Industrial Relations, the Hon Christian Porter MP.
2.15
Prior to 29 May 2019, the ABCC was an agency within the
Department of Jobs and Small Business and reported to the Minister for Small
and Family Business (from 1 July 2018 to 27 August 2018) and the Minister for
Jobs and Industrial Relations (from 28 August 2018 to 28 May 2019). The ABCC
has reported to the Attorney-General and Minister for Industrial Relations
since 29 May 2019.[17]
2.16
The ABCC has a single outcome as well as an associated program.[18]
The outcome is to ‘enforce workplace relations laws in the building and
construction industry and ensure compliance with those laws by all participants
in the building and construction industry through the provision of education,
assistance and advice’.[19]
The associated program is that of 'education, compliance and enforcement—to
educate building industry participants in order to promote compliance with
workplace laws'.[20]
2.17
The ABCC achieved all seven of its performance criteria over the 2018–19
reporting period. Achievements included:
- 100 per cent of surveyed clients indicated that they found the
agency's presentations, advice or materials improved their understanding of
workplace rights and responsibilities;
- 168 formal presentations delivered to 4,618 stakeholders;
- 1,382 visits to building and construction worksites across
Australia;
- 554 building code inspections and audits were undertaken; and
- 98 per cent of surveyed stakeholders reported they were satisfied
or highly satisfied with the quality and timeliness of advice and assistance
provided.[21]
2.18
Over the 2018–19 reporting period, the ABCC reported a decrease in the
number of enquiries received—5,998 enquiries compared to nearly 7,000 during 2017–18.
Possible reasons for this decrease included the introduction of the agency's
website, which made information more accessible to industry stakeholders so
there was less need to contact the ABCC, and the fewer calls received in the
lead-up to the federal election. [22]
A majority of enquiries received by the ABCC related to general code
information, code assessment and code advice.[23]
2.19
During 2018–19, the ABCC commenced 206 new investigations into suspected
breaches of workplace laws. This was an increase from the previous reporting
period of 131 investigations.[24]
New investigations were undertaken into matters including right of entry,
unlawful industrial actions, coercions, and wages and entitlements.[25]
2.20
Since 2 December 2016, the ABCC has had responsibility recovering the
unpaid wages of building and construction workers. During the reporting period,
the ABCC recovered $823,724 for 1,376 employees.[26]
2.21
The total income for the ABCC was $32.564 million. In 2018–19, it
recorded $32.854 million in total expenses, which is a loss of $0.290 million. Expenses
incurred included employee benefits, legal expenses, and accommodation. Legal
costs during this period increased by $0.632 million compared to 2017–18. The
agency noted that the size of its legal expenses was subject to volatility
depending on the nature and complexity of legal matters.[27]
Fair Work Commission
2.22
The FWC is Australia's national workplace relations tribunal. It was
established by the Fair Work Act 2009 and is responsible for
administering its provisions.[28]
2.23
The FWC's performance framework includes one outcome — ‘simple, fair and
flexible workplace relations for employees and employers through the exercise
of powers to set and vary minimum wages and modern awards, facilitate
collective bargaining, approve agreement and deal with disputes’.[29]
The outcome includes an associated program—dispute resolution, minimum wage
setting, orders and approval of agreements.[30]
The FWC met or exceeded all 12 performance criteria set out in this framework
during the 2018–19 reporting period.[31]
2.24
Performance criteria measuring the FWC's reputation and standing in the
community were all exceeded. For example, 83 per cent of parties in individual
matters surveyed following a staff conference or conciliation reported being
satisfied that their conference conciliator was even-handed (exceeding the
target of 80 per cent).[32]
2.25
Similarly, all criteria measuring the FWC's accessibility were met or
exceeded:
- 83 per cent of survey respondents in individual matters surveyed
following a staff conference or conciliation found that information provided by
the FWC was easy to understand (exceeding the target of 80 per cent);[33]
and
- 79 per cent of such survey respondents were satisfied with the
information provided by the FWC about its processes (exceeding the target of 75
per cent).[34]
2.26
Criteria measuring the FWC's efficiency, accountability and transparency
included:
- An annual wage review which was completed on 30 May 2019, in time
for it to become operative on 1 July 2019. This pre-empted the targeted
publication date of 30 June 2019 by one month.[35]
- The median time elapsed from lodging applications to finalising
conciliations in unfair dismissal applications was 32 days. This exceeded the
target for 2018–19 of 34 days, but was five days longer than the median time
for unfair dismissal conciliations in 2017–18.[36]
- The median agreement approval time for agreements approved without
undertakings was 30 days, exceeding the target of 32 days.[37]
This greatly improved upon the 2017–18 reporting period median of 76 days.[38]
2.27
The FWC considered that these performance measures indicated that it had
overcome the 'timeliness' issues experienced during the preceding reporting
period, which it attributed primarily to an increase in applications assessed
as non-compliant or incomplete.[39]
The FWC made significant changes to its operational practices to address this matter,
including streamlining communication with parties, increasing resources and
providing additional information materials. These measures were beginning to
have a positive impact by the end of the previous reporting period.[40]
This trend has continued; there are currently fewer than 550 applications in
progress, compared to a peak of 2,063 in January 2019.[41]
2.28
Access to justice was a significant focus for the FWC during 2018–19.
The Commission launched its national pro bono program, the Workplace Advice
Service, on 30 July 2018.[42]
The service provides up to one hour of free legal advice to eligible employees
and small business employers with the aim of helping parties to make informed
decisions and better understand the implications of pursuing an unpromising
claim.[43]
The service currently operates in New South Wales, Victoria, Western Australia,
South Australia and Queensland, with plans for expansion to cover all capital
cities and some regional locations.[44]
2.29
Other activities undertaken by the FWC to increase access to justice
included a major review of all its correspondence, notices and guidance
materials with the aim of ensuring all information provided is 'easy to find
and in plain, clear language'.[45]
This measure was prompted by research undertaken by the FWC which revealed that
many self-represented employers and employees experienced uncertainty and
confusion during the unfair dismissal process.[46]
Over 90 template letters and notices sent in relation to unfair dismissal
matters have been reviewed and redrafted to date.[47]
The FWC will next begin revising materials relating to other application types,
and work to improve the plain language capabilities of its staff in
client-facing roles.[48]
2.30
The FWC's total revenue for 2018–19 was $77.016 million, comprising
$74.84 million operating revenue from government and $2.176 million in
own-source revenue. It ran a funded deficit of $1.519 million (excluding
depreciation and amortisation). The Commission attributes this to the impact of
the movement of bond rates resulting in higher employee provision balances and
higher-than-anticipated remuneration costs.[49]
Education portfolio
Department of Education
2.31
As a result of the May 2019 AAO, the department's name was changed from
the Department of Education and Training to the Department of Education.[50]
In accordance with the AAO changes, responsibility for vocational education and
training, as well as apprenticeships, moved to DESSFB. Responsibility for the
Adult Migrant English Program was transferred to the Department of Home
Affairs.[51]
2.32
The 21 June 2019 nomination by the Department of Finance under subsection
17A(4) of the PGPA Rule assigned responsibility for preparing the annual report
and performance statements for the 2018–19 reporting period to the entity with
responsibility for functions during the majority of that period.[52]
Therefore, the Department of Education's 2018–19 annual report covers the
above-mentioned portfolio responsibilities which have since been transferred to
other departments.
2.33
The department has two outcomes:
Outcome 1—Improved early
learning, schooling, student educational outcomes and transitions to and from
school through access to quality child care, support, parent engagement,
quality teaching and learning environments; and
Outcome 2—Promote growth in economic productivity and social
wellbeing through access to quality higher education, international education,
and international quality research, skills and training.[53]
2.34
With regard to the first outcome, the department's performance was
mixed, achieving or being on track to achieve six of its nine identified
targets.[54]
A significant number of these targets related to the July 2018 implementation
of the Commonwealth government's new child care package which is designed to
increase access to affordable early learning and child care through the new
Child Care Subsidy (CCS).[55]
A key goal of the package is the targeting of child care support to vulnerable
and disadvantaged families and communities through the Child Care Safety Net
(CCSN).[56]
The achievement of targets relating to this goal indicates that the new child
care package is reaching those communities and families for which it is
intended. One hundred per cent of the CCSN went to support vulnerable and
disadvantaged families and communities: a total of $104 million was allocated
to 963 services assessed as eligible, and in the three quarters to March 2019,
40,760 children (27,200 families) had accessed the Additional Child Care
Subsidy available under the package.[57]
The target of transitioning at least 90 per cent of families to the CCS was
achieved. This achievement also entailed an overall increase in the amount of
families using child care: 1.02 million families had performed the necessary
steps to access the CCS on 2 July 2018, compared with 882,540 using child
care during the June quarter 2018.[58]
These statistics suggest that the introduction of the CCS widened child care access.
2.35
The department's positive assessment of its implementation of the new
child care package[59]
was generally supported by the Australian National Audit Office (ANAO).[60]
The ANAO's audit report found the department's design and governance of the
package to be 'largely effective'.[61]
It commended the department's consideration of impacts on key stakeholders in
the package's design, effective engagement strategy, and provision of
appropriate advice to the Commonwealth government at key stages of design and
implementation, as well as its effective management and oversight of the
transition to the new system.[62]
2.36
However, the ANAO report also identified a lack of focus on key policy
objectives. It noted that the department failed to consistently foreground the
objectives that were developed at the outset in line with the Commonwealth
government's policy objectives.[63]
This was evident in departmental documents, which did not consistently or
accurately state the package's original objectives, the focus on which
'diminished over time'.[64]
2.37
Under both outcomes, the Department of Education noticeably underperformed
in respect of targets related to Indigenous children and students. Targets for
'Closing the Gap' between Aboriginal and Torres Strait Islander students and non-Indigenous
students in reading, writing and numeracy, and in school attendance were both
unmet.[65]
While 'gains were made' in respect to the former target, school achievements
for a disproportionate share of Indigenous children remained below the national
minimum standards for all subjects measured.[66]
Performance was worse with respect to school attendance, with the gap between
Indigenous and
non-Indigenous students actually increasing between 2014 (9.7 percentage
points) and 2018 (10.2 percentage points).[67]
2.38
Another target for 2018–19 was that 95 per cent of the Indigenous
children who are enrolled in early childhood education in the year before
commencing
full-time school would be enrolled for 600 hours per year. This target was met—however,
the overall percentage achieved represented a reduction compared to the
previous year (95.6 per cent in 2018 compared to 96.7 per cent in 2017), after
a consistent upward trend each year from 2013.[68]
The department did not include this point in its analysis of the performance
measure despite the data being adequately ascertainable from the graph
provided.[69]
2.39
For Indigenous students at the other end of their schooling, however,
the trend is more positive. The department considers its target of halving the
gap between Indigenous and non-Indigenous people aged 20 to 24 years in
attainment rates of Year 12 or equivalent by 2020 as ‘on track’.[70]
Australian Bureau of Statistics (ABS) data shows the gap has narrowed steadily
between 2006 (37.6 percentage points) and 2016 (25 percentage points), giving
the department confidence that the 2020 target of 18.8 percentage points is on
track to be reached.[71]
2.40
Under outcome 2, all targets measuring the performance criterion of
improving participation in higher education for students from previously
disadvantaged groups were achieved, except that relating to Indigenous people.[72]
However, while targets were met for participation rates for low socioeconomic
status students measured by both postcode[73]
and ABS Statistical Level 1,[74]
in both cases the proportion of these students in higher education decreased in
2018. In contrast, despite falling just short (1.9 per cent) of the target of
two per cent of the higher education student population, the Indigenous proportion
did actually increase. The department notes that this demonstrates a
‘continuing steady improvement in Indigenous access to higher education in
recent years’.[75]
While it refers to the department's Higher Education Statistics Collection as a
source for its analysis, the report itself does not provide any statistical
evidence for this ‘steady improvement’.
2.41
An area under outcome 2 in which the department excelled in 2018–19 was
in relation to the international education sector. All targets measuring this
performance criterion were met or exceeded.[76]
Eighty-nine per cent of international students surveyed reported feeling
satisfied or very satisfied with studying and living in Australia, citing the
reputation of Australia's teaching and qualifications and confidence in
personal safety as reasons for choosing to study in Australia.[77]
The target of an average annual growth rate of 3 to 5 per cent was admirably
exceeded, with 16 per cent growth in international education export earnings
between 2017 and 2018.[78]
2.42
The Department of Education reported an operating profit of $2.8 million
(adjusting for depreciation and amortisation expense) in 2018–19.[79]
This is an improvement on the $14 million deficit reported in 2017–18.[80]
The department administered $39.2 billion in payments, including $29.5 billion
in grants. These were delivered within budget.[81]
Australian Institute for Teaching
and School Leadership
2.43
AITSL was established in 2010 as a Commonwealth company under the Corporations
Act 2001. It is wholly owned by the Commonwealth of Australia and is
a public company limited by guarantee. Its purpose is to ‘provide national
leadership for Commonwealth, state and territory governments in promoting
excellence in the profession of teaching and school leadership’.[82]
2.44
During the 2018–19 reporting period, AITSL achieved all of its agreed
milestones within its Work Plan. The agency reported that awareness of its Australian Professional
Standard for Teachers increased from 91 per cent of respondents in 2016 to
97 per cent in 2019. Awareness among surveyed respondents of the Australian
Professional Standard for Principals and the Leadership Profiles was
steady at 62 per cent.[83]
There was also an increase in the agreement of surveyed respondents that
AITSL's work was strongly evidence-based, with 62 per cent giving a rating of
seven or higher out of ten in 2019, compared to 54 per cent in 2016.[84]
2.45
AITSL undertook a number of activities during the reporting period. The
following activities are of particular note:
- AITSL's work to strengthen the standards and procedures for
accrediting initial teacher training (ITE) programs. Improvements to programs
were based on research and consultations with stakeholders undertaken in 2017–18.[85]
This has seen an increase in the number of nationally certified Highly
Accomplished and Lead Teachers (HALTs).[86]
- The appointment of a Senior Advisor, Aboriginal and Torres Strait
Islander Education, as well as the establishment of the Advisory Group for Aboriginal
and Torres Strait Islander Education with the aim of improving the cultural
competency of teachers and school leaders. The advisory group has met twice
during the reporting period, first in Melbourne and then in
Cabbage Tree Island in NSW. Alongside this work, AITSL has also
developed its own cultural competency with a number of staff engaged in
professional learning. This cultural competency learning is important to supporting
the agency's work with Indigenous and non-Indigenous stakeholders.[87]
- AITSL developed the sixth edition of the Initial Teacher
Education (ITE) Data Report, which provides key insights into the future of
teaching. The report is ‘the only comprehensive publication that brings
together aggregate, national data on ITE’, and provides data on the
characteristics and study of undergraduate and postgraduate ITE students.[88]
The 2019 edition will be released in late 2019.[89]
2.46
AITSL reported an operating surplus of $4.0 million for the reporting
period. The total income of about $20.7 million for 2018–19 increased from
$15.7 million in 2017–18.[90]
Total expenses increased from $14.0 million in 2017–18 to $16.7 million in 2018–19.
The majority of expenses comprised of employee benefits, and administration and
program costs.[91]
Australian Curriculum, Assessment
and Reporting Authority
2.47
ACARA is an independent statutory authority and corporate Commonwealth
entity established under the Australian Curriculum, Assessment and Reporting
Authority Act on 8 December 2008.[92]
It has been operational since 28 May 2009.[93]
ACARA's purposes are set by its charter or further determined by the Council of
Australian Government (COAG) Education Council, and relate to their functions of
providing curriculum, assessment, data and reporting, and collaboration and leadership
at the national level.[94]
2.48
Performance during the reporting period was measured against criteria
according to these purposes. The agency assessed all but one of the performance
criteria as either achieved or partially achieved.[95]
Those performance criteria that were achieved consisted largely of ACARA's
ongoing and regular assessment and reporting functions. In 2018–19, the agency
published several reports, including:
- the Monitoring the Effectiveness of the Foundation – Year 10
Australian Curriculum 2017–18 report, published in January 2019. Feedback
from departmental, school and curriculum authorities in most states and
territories indicated ‘broad satisfaction’ with the Australian Curriculum.
However, further clarification, advice and support materials in several areas,
such as the Digital Technologies curriculum and ICT capability, as well as
literacy and numeracy ‘would be welcomed by teachers and schools’;[96]
- a report of key findings from international comparative studies
conducted by ACARA, published in February 2019. These findings inform ACARA's
provision of evidence-based advice to the Australian Education Senior Officials
Committee (AESOC) on refinements to the Australian Curriculum;[97]
and
- the National Report on Schooling in Australia 2017.[98]
2.49
New projects, reviews or expansions of ongoing functions, undertaken
during the reporting period were assessed as partially achieved. The agency
aimed to publish portfolios of work samples for the published curriculum by the
end of 2018–19. Work samples demonstrate student knowledge, skills and
understandings in relation to the achievement standards of the Australian
Curriculum. This was partially achieved, with work samples for some languages
and the revision and replacement of existing samples for English, Mathematics,
History and Science, yet to be completed.[99]
2.50
A planned review of National Assessment Program – Literacy and Numeracy (NAPLAN)
Online processes, with the aim of identifying enhancements for future
implementation, was also partially achieved.[100]
Enhancements to NAPLAN Online that were implemented during the reporting period
included improved access for students with audio and/or visual disabilities.[101]
Those aspects of the review which were not completed so as to render an
assessment of 'partially achieved' are not made readily apparent from the
agency's report.
2.51
ACARA also undertook a review of the Measurement Framework for Schooling
in Australia. The aim of defining the scope of revisions required to be made to
the Framework in accordance with agreed national measures was partially
achieved. While a revised draft Measurement Framework was endorsed by the ACARA
Board and submitted to AESOC in May 2019, AESOC deferred submitting the draft
to the Education Council, 'pending decisions on related matters'.[102]
2.52
The National Assessment Program (NAP) was delivered, with NAPLAN tests
administered in both paper and online modes in May 2019.[103]
During 2019 there was significant progress in the transition of NAPLAN from
paper to online delivery. Approximately 50 per cent of students (670,000) participated
online, compared to 15 per cent in 2018, and the Northern Territory and
Tasmania participated in NAPLAN Online for the first time.[104]
However, the decision taken during the reporting period to extend the
transition period from 2020[105]
to 2021[106]
was not noted by the agency in its report. Nor did it note that this was a
further extension of the original transition end date of 2019.[107]
Under the PGPA Rule, ACARA is required to ensure that information included in
its annual report is balanced, and should include 'any additional matters as
appropriate'.[108]
Such a decision taken during the reporting period has a necessary impact on the
context and interpretation of performance measures relating to the progress of
the NAPLAN Online transition, and as such is likely to be an additional matter
that is appropriate to include, and thereby ensure the provision of 'balanced'
information.
2.53
The Education Council has commissioned an investigation into the cause
of technical disruptions affecting the online writing test on the first day of
testing in 2019 so that they may be addressed before future assessments.[109]
These technical problems were apparently a reason for the decision to extend
the transition period for NAPLAN Online, though the agency does not note this
in its report.[110]
2.54
A performance criterion that was not achieved was in relation to ACARA's
operational capability: the agency failed to achieve a staff turnover rate
consistent with turnover and retention benchmarks.[111]
ACARA experienced a high level of turnover of ongoing staff during the
reporting period—20.83 per cent (amounting to ten officers) of its ongoing
staff departed in 2018–19. This is more than twice the turnover benchmark set
according to the overall Australian Public Service rate of 9.5 per cent.[112]
The agency ruled out any particular event as a cause, and does not consider it
a cause of concern based on exit surveys.[113]
It noted that the departure of a high number of senior leadership personnel during
the reporting period had a 'cascading effect' within the affected units of the
organisation.[114]
ACARA also failed to meet the staff turnover and retention benchmarks over the 2017–18
reporting period, when it reported a staff turnover rate of 14.58 per cent.[115]
2.55
ACARA reported a deficit of $0.61 million for the 2018–19 financial
year.[116]
The agency notes that this reflects additional costs associated with the NAPLAN
2019 paper test development, due to the extended implementation of the
transition to NAPLAN Online, and that the deficit is accommodated by savings
generated from the unused NAPLAN Online writing marking funds in 2017–18.[117]
Senator
the Hon James McGrath
Chair
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