Union calls for action on redeployment as cuts loom
1 March 2008, 8:12am
Cutting staff = more workplace pressure
The Federal Government is working to establish transitional arrangements to match public servants made redundant as a result of cutbacks in one agency with job vacancies in other agencies, according to the Canberra Times.
A spokesman for the Special Minister of State John Faulkner said the Government was working towards establishing "transition arrangements". A Labor government would not leave people in the lurch, he said.
The comment followed a call by the national secretary of the Community and Public Sector Union Stephen Jones for a redeployment mechanism.
Since the election, agencies have announced that about 3000 positions will be axed as a result of the Government's decision to increase the "efficiency dividend" to 3.25 per cent.
The largest employer in the Commonwealth, Centrelink, with about 27,000 employees, is set to lose about 2000, while other agencies ranging from the Taxation Office, the Australian Bureau of Statistics, cultural agencies and the Department of Foreign Affairs and Trade will cut about another 1000.
At the same time many agencies have vacant positions.
Mr Jones said the Government should not deny itself the opportunity to hang on to skilled, competent and experienced people in the midst of a labour market shortage.
"It means you could have people being made redundant in one agency at the same time as another agency next door is trying to hire people. That just doesn't make sense," he said.
The union wants no involuntary redundancies, a commitment that workloads would be adjusted along with staffing numbers and a commitment that the increase in the efficiency dividend would be a one-off exercise.
"We still oppose it. We don't think it's the best way to find efficiencies. But we're realistic about the fact that the Government has a mandate to implement it."
I'm beginning to think in FaHCSIA that the plan is to force to resign from pure misery, thus avoiding costly redundancy payouts...
Posted by:PC - 28 Mar 2008, 2:41pm
While my branch has weathered MoG changes well, psychopathic management behaviour is emerging in other branches, particularly at the section management level.
One doesn?t have to receive the bucket to be affected, only witness its delivery. At what stage does bullying become voluntary redundancy?
I know of at least one case where pressure as a result of management bullying has emotionally destroyed an employee. She was persuaded to take a redundancy rather than face a poor IPMS (her first in 25 years) and a possible demotion. I have no wish to jeopardise her redundancy or further endanger her health, which is why I suggest you speak to your delegates about the tactics employed to obtain voluntary redundancies.
Posted by:Dazza - 21 Mar 2008, 3:35pm
The Government has made a strong point about no compulsory redundancies with its staff cuts across the public sector. Yet, with the Workplace Authority about to close its offices in Darwin, Adelaide, Hobart and a number of regional centres, all of these staff will be on the streets from 30 June 2008. There are many older public servants in other departments and agencies who would gladly retire with a redundancy. The Government should look closely at offering Workplace Authority staff the chance to "package swap" with some of these older folk.
Posted by:Robert - 7 Mar 2008, 1:57pm
The CPSU should be a central point, when any department or agency is carrying on redundancies.
Firstly, there is the assistance, guidance and support for the individual members involved, currently given by the CPSU.
However, the next step is the use of the CPSU delegate for the impacted department to check with delegates of other government departments as to the possibility of job swaps with those personnel (in another department) who are willing to take a redundancy. In this respect the knowledge of both delegates will be utilised - the delegate for the person wanting to take a redundancy will know which area of that department to contact to find suitable persons or can contact the members to see if anybody is interested. The delegate for the person initially made redundant, can provide information on what the redundancy package would be for any prospective (other department) job swap candidate.
This process would be far more reaching and comprehensive than what may be undertaken by the department initiating the original job cuts. Plus the member would know that every effort is being made on their behalf.
If the CPSU is there for its members, then this should be a priority.
Posted by:Concerned - 7 Mar 2008, 8:21am
Hopefully this is brought in this year so those in IT Support roles in Defence which will lose their jobs to outsourcing will have a chance to remain in the CPS.
I'm beginning to think in FaHCSIA that the plan is to force to resign from pure misery, thus avoiding costly redundancy payouts...
While my branch has weathered MoG changes well, psychopathic management behaviour is emerging in other branches, particularly at the section management level.
One doesn?t have to receive the bucket to be affected, only witness its delivery. At what stage does bullying become voluntary redundancy?
I know of at least one case where pressure as a result of management bullying has emotionally destroyed an employee. She was persuaded to take a redundancy rather than face a poor IPMS (her first in 25 years) and a possible demotion. I have no wish to jeopardise her redundancy or further endanger her health, which is why I suggest you speak to your delegates about the tactics employed to obtain voluntary redundancies.
The Government has made a strong point about no compulsory redundancies with its staff cuts across the public sector. Yet, with the Workplace Authority about to close its offices in Darwin, Adelaide, Hobart and a number of regional centres, all of these staff will be on the streets from 30 June 2008. There are many older public servants in other departments and agencies who would gladly retire with a redundancy. The Government should look closely at offering Workplace Authority staff the chance to "package swap" with some of these older folk.
The CPSU should be a central point, when any department or agency is carrying on redundancies.
Firstly, there is the assistance, guidance and support for the individual members involved, currently given by the CPSU.
However, the next step is the use of the CPSU delegate for the impacted department to check with delegates of other government departments as to the possibility of job swaps with those personnel (in another department) who are willing to take a redundancy. In this respect the knowledge of both delegates will be utilised - the delegate for the person wanting to take a redundancy will know which area of that department to contact to find suitable persons or can contact the members to see if anybody is interested. The delegate for the person initially made redundant, can provide information on what the redundancy package would be for any prospective (other department) job swap candidate.
This process would be far more reaching and comprehensive than what may be undertaken by the department initiating the original job cuts. Plus the member would know that every effort is being made on their behalf.
If the CPSU is there for its members, then this should be a priority.
Hopefully this is brought in this year so those in IT Support roles in Defence which will lose their jobs to outsourcing will have a chance to remain in the CPS.