Because I directly witnessed defamation by team leader, HR and the EL 1. Not once, not twice...
I also witnessed verbal abuse by a male employee to several other employees. Not once was that man formally reprimanded and to my knowledge he is still abusing.
I heard team leaders slanderising the physical appearance of more attractive females as being... Well, you guess what jealous females say that would be inappropriate language here...
I saw an employee resign the same day that an EL 1 dragged her into a room and verbally abused her over a personal matter, completely unrelated to her wonderful work ethic. She knew there was no point going to HR because once one of these people decide you are their next target they will attempt again, and again, and again, and again to "performance" manage you out. Everyone eventually leaves, regardless of how good they are at their job, because they just have no energy left...
I left because I'd saved enough money and secured enough outside work to not have to out up with them and waste my energy when they decided to turn their malicious, insecure and pathetic gazes on me rather than find some real meaning in their lives.
How long does it take to get hired from start to finish at Australian Taxation Office? What are the steps along the way?
APS6. Was told it would take 2 weeks from verbal offer. Took 2 months and wiped out my savings waiting on their background checks.
What would you suggest Australian Taxation Office management do to prevent employees from leaving?
Teach middle management on how to treat everyone equally, respectfully. Select people who have excellent knowledge and ability on taxation laws, so can save time and money on training in knowledgable new people. Save trained staff members no matter they are permanent or casual improve their insight instead of sending home and train more new people and giving away inside integrity day by day.
The ATO have a selection criteria for each position advertised, there are multiple questions that need to be answered using the Situation Task Action Result (STAR) methodology.
Toxic, micro managing and petty people who are more interested in their titles and how many people are "under" them than the honour it is to serve the public.
Lack of Respect and support from management. Staff leave after no support when returning form injury and mental illness