Reclassification of Fraud work sees current Centrelink staff miss out

Members are asking how did this happen and what are the implications for this important work and the staff currently undertaking it?

Centrelink’s flawed selection process has only 25% success rate

In March this year we conducted paid time meetings with affected staff to discuss the job descriptions for the new APS5 positions and the process by which staff would apply for these jobs. After staff feedback was taken into consideration, job descriptions were finalised with management and the merit selection process of filling the new positions commenced.

As we reported at the time, management indicated that it expected most staff who applied and were currently undertaking this work, would be successful in their applications. This has obviously not been the case and BI staff have raised the following question about the process:

• Why were staff not given the opportunity to provide their full CVs as a part of their applications?
• Why were referees not contacted?
• Why were some of the interview questions not relevant to the role and not provide opportunity for those interviewed to discuss their skills?
• Why have those on Performance Improvement Plans as well as those on Temporary Performance Allowance (Higher Duties) been rated as unsuitable?
• And why where people advised that they were unsuccessful at the end of the day and in some cases on their way home?

The implications of the poor outcomes of Centrelink’s selection process in BI indicate either serious flaws in the process or that a high percentage of current staff do not have the skills to undertake their current work. We have every confidence in the experience, skills and commitment of current employees. It time for Centrelink to demonstrate their confidence in their staff as well.

More transparency required

Centrelink management need to provide affected staff with some clear indications of their options. Specifically, we want to know exactly how many people have not been successful and where they are, what the redeployment and redundancy options are available and what support affected staff can expect from their management. We also want to know exactly what the new organisational structure in BI will look like and where the new roles will be located.

Next steps

We have already requested information from Centrelink and it is yet to be provided. We are also asking for a meeting with all CPSU workplace delegates to discuss the concerns of affected staff.

Union members standing together to protect their rights is never as important as in times like this. If you are not already a member of your union, join today! You can join online here.