Public Sector Review | June 2020

Review Public Sector

Public Sector Review Magazine • JUNE 2020

ZOOMING IN ON WORKPLACE RIGHTS 6

Keeping members informed in challenging times

www.cpsu.asn.au

8

Enterprise Agreements: critical in your working life

10

We Won! PSA and allies save SA Pathology

16

Government must invest in secure jobs

CONTENTS From the General Secretary: 3 We are doing well in extraordinary times From the President: 4 What a first half of the year it has been!

From the Assistant General 5 Secretary: Pandemic Highlights the value of our public sector

INDUSTRIAL NEWS Keeping Members Informed in challenging times Locking Down Our Prisons during the COVID crisis

6

Enterprise Agreements critical in your working life

8

7

We Won! 10 PSA and allies save SA Pathology One Giant Pothole 12 privatising public transport When ‘Not Fair’ is Unlawful

14

Government Must Invest in secure jobs Community Service Order Program Privatisation

16 17

MEMBER NEWS Worksite Representative Profile: Manisha Schrapel Super SA:

are you two-timing your super?

18

APHEDA: Solidarity Raffle

20

Worksite Representative Profile: Renee Edwards

21

WELCOME With COVID-19 still a safety and economic issue, budget cuts and privatisations still taking place, and enterprise bargaining in progress, this issue of the PSA Review covers a wide range of issues of importance to PSA members.

2020 has been a strange and challenging year for PSA members but as you will read, we have all pulled together to keep our union not only functioning but highly effective. Moving to online member meetings and remote delivery of our other member services, we have gained new insights and skills that will help in our future work.

Whether you are still working from home or back on the job face-to-face with your colleagues, let them know it was PSA members who made sure your conditions were protected and ask those who are not already members to join up. We are stronger together.

COVID-19, in particular, has highlighted how important union membership is.

Health and safety, leave entitlements, job security and other basic working

18

MEMBER BENEFITS PSA Holiday Home

23

Training Calendar

24

Review Public Sector

The Public Sector Review is an official publication of the Public Service Association of SA Inc and the Community and Public Sector Union (SPSF Group) SA Branch.

Comments, letters and editorial material to: ‘The Editor’, Public Sector Review Level 5, 122 Pirie Street, Adelaide SA 5000

FEDERAL WEBSITE The website has general interest articles, a links page and specific sections for women, schools, higher education and correctional services.

Selected articles are published electronically on the PSA website at www.cpsu.asn.au Tel: 08 8205 3200 Fax: 08 8223 6509 Toll-Free: 1800 811 457 Email: enquiries@cpsu.asn.au

www.cpsu-spsf.asn.au

2

conditions have all been under threat during the course of pandemic but PSA members worked with Organisers and other PSA staff to protect these hard-won rights.

Public Sector Review Magazine | JUNE 2020

Designed and printed on recycled and sustainably sourced paper by Created 2 Print, 107 Sturt Street, Adelaide SA. www.created2print.com The Public Sector Review’s official publication number is PP565001/0010.

Volume 4, Number 1.

Responsibility for political content in this publication is taken by Nev Kitchin.

Cover Image: The PSA leaderhip team, Nev Kitchin and Natasha Brown, meeting with members on a Zoom call

A message from the General Secretary

WE ARE DOING WELL IN ARE EXTRAORDINARY TIMES by Nev Kitchin

Firstly, I want to acknowledge PSA members’ unwavering commitment to the continuation of the provision of public services which have been so essential for the South Australian community during these exceptional times. I also acknowledge our members’ willingness to be so adaptable in these circumstances in order to provide the services, protection and support our community deserves, requires and expects.

Members from across the public sector have been involved in so many different aspects of both the bushfire recovery and COVID-19 pandemic. Members in Health have persevered in a period of high pressure and demand; members in Housing, Child Protection, Education, CFS, SES, DPTI, Courts, DHS, TAFE and the Arts and Cultural sector to name just a few have all been going above and beyond, as have members in all other departments and agencies.

The reliance of the South Australian community on a strong, committed and well resourced public service has never been made more clear than during these testing times.

The PSA has continued to operate as “normal” (albeit remotely) during this pandemic. Our business continuity plan and our capacity to do what has been required to keep operating at the optimum level has been tested and found to be very effective. Our capacity to be creative and adaptable has been tested and has well and truly passed that test.

www.cpsu.asn.au

Throughout these exceptional times the PSA has continued to advocate for members, to represent individuals and groups of members and to pursue members’ interests tirelessly.

The PSA is in a strong financial position. Never has the importance of cash reserves and cash flow been more important. Thanks to the stewardship of our current and previous PSA Councils we have been well positioned to manage our way through these testing times.

We have seen governments and other employers around the country using COVID-19 as a cover for attempting to reduce or remove hard-won conditions, and even reduce pay rates.

We must be vigilant about this and make sure we stand strongly together to make sure we protect not just our community - but also our hard-won conditions.

Make no mistake – this economic recovery is going to need public servants, not just to lead the recovery, but also to spend their income in their communities supporting their local businesses.

The long term impacts of the pandemic are not known. So many aspects of our lives as individuals and as a community are being, and will be, affected in the short and long term. We don’t underestimate the challenges facing us all. All of us have family, friends, relatives or neighbours who have lost their livelihoods.

This pandemic must put the focus on the need for government – and the public sector – to take the lead towards achieving a fair, just, equitable, supported and protected society. This is one change from this pandemic our community will expect. And PSA members will be critical in delivering that.

3

A message from the President

WHAT A FIRST HALF OF THE YEAR IT HAS BEEN! Thank you and congratulations to all those dedicated PSA members who have put the needs of their community ahead of their own and their families’ needs while they keep the community safe during this pandemic – and while they assist in the recovery from the bushfire emergency which preceded it.

4

Special congratulations to those PSA members in SA Pathology who - despite savage cuts to their staffing and resources – have led the world in protecting their community during the COVID-19 pandemic. And all this under the threat of privatisation, which, following our successful campaign, has now been lifted.

In Corrections we have been involved in intensive efforts to keep COVID-19 out of our prisons and to keep all our members safe so they can go home safely to their families every day. PSA members have made significant concessions and adjustments to processes within prisons in order to protect themselves, the prisoners in their care, and our community from this insidious virus.

by Michael Griffiths Congratulations and thank you to all our dedicated PSA members.

I would also like to take this opportunity to express my sincere appreciation to our General Secretary Nev Kitchin and Assistant General Secretary Natasha Brown who, through their dedication, commitment and strong leadership, have kept the PSA operating seamlessly for members throughout these exceptional times.

OUR VISION

OUR MISSION

A South Australian Public Sector in which PSA members are highly valued and well-resourced, with fair and secure working conditions and entitlements.

To grow, engage and empower our membership by working collectively to effectively represent, protect and actively advance PSA members’ interests.

Public Sector Review Magazine | JUNE 2020

A message from the Assistant General Secretary

PANDEMIC HIGHLIGHTS

by Natasha Brown

THE VALUE OF OUR PUBLIC SECTOR

The coronavirus pandemic has put the focus on what we need for a resilient and safe society. It has become more obvious than ever that the needs of our community must override ideological obsessions.

Privatising, deliberately underfunding, and cutting the staffing of our public services erodes our public sector’s capacity and makes our society more vulnerable. Tax cuts and budget surpluses can no longer be prioritised over the government taking responsibility for the provision of high quality public services.

We cannot rely on the private sector protecting us in a crisis. No-one has suggested privatising our response to the pandemic or looking to the private sector to protect our community and keep us safe through it. This is indisputably a role for government. And it requires a public sector of sufficient size, capacity and resources.

For too long our governments have been focused on the cost of public services, rather than the value of public services.

They obsess over the costs of running the service and demand budgets be cut to the bare minimum required for the service to operate (or if it is all too hard, simply privatise it). Politicians often announce such decisions as if they have done our community a favour, proudly claiming that under their stewardship public sector budgets have been “restrained” and made “more efficient”.

Yet this misguided approach to public sector management does nothing to protect or assure our community.

www.cpsu.asn.au

Too many public services have already been undermined to the point that they struggle to cope with even normal dayto-day societal needs. When community demands increase, for example in times of crisis, under-resourced public services simply lack the capacity to respond effectively and the community suffers.

Tragically, we can see examples of this around the world in countries where public services have been either overwhelmed with community demand, or where widespread privatisation has put help out of reach for most citizens.

“

For too long our governments have been focused on the cost of public services, rather than the value of public services.

”

South Australia has so far managed well in keeping the coronavirus pandemic contained, in large part thanks to the strength and resilience of our public sector and PSA members. But we cannot afford to ignore the lessons this

pandemic has made clear. Privatised and under-funded public services are simply unfit to serve our community in times of crisis. To make our society safe and resilient, we must commit to prioritising and building capacity in our public sector.

This pandemic has shown that the concept of “small government” being essential for a wealthy country is a fantasy. Australia is, and will remain, one of the wealthiest countries in the world.

We can afford – and need – an economic recovery in which our public sector plays a central role.

Our public service has demonstrated it can adapt to changed circumstances.

We at the PSA could not be more proud of our members who have continued to protect and support our community’s most vulnerable in these difficult circumstances. But you must be supported, and your agencies must be properly funded.

We are very proud to advocate for all our dedicated PSA members, as you continue your great work for the South Australian community, and we will continue to campaign for a wellresourced public sector which is so essential for a civilised society.

5

KEEPING MEMBERS INFORMED IN CHALLENGING TIMES With strong direction from the PSA leadership team, we have found new ways to make sure PSA members are being protected.

Like all of you in your own workplaces, at the PSA office we have adapted to a new way of working. Despite these changes to our lives, the COVID-19 pandemic has brought PSA members together in union stronger than ever before.

When we think union we often think of meetings, rallies, and other physical displays where we come together. COVID-19 put a stop to all of these. The public health requirement to physically distance was taken on board and we are all doing our bit to halt the pandemic.

PSA General Secretary Nev Kitchin identified the potential for a COVID-19 shutdown early and put contingency plans in place very quickly as a result. PSA staff

6

quickly adapted to working in ways that would keep our members safe from the spread of COVID-19. By the end of March we had shifted all meetings to phone or video calls where possible, and were using creative actions and strategies where we would previously have come together in person. We have used this opportunity to provide our training online and create new professional development and training sessions, all run remotely.

The COVID-19 pandemic has brought upon us the largest work, health and safety (WHS) issue ever presented to our union. PSA staff worked with members to make sure all workers were safe. We met regularly with Health and other public sector agency management to advocate for workplace safety for our members.

Members campaigned to protect vulnerable workers, for access to PPE, to initiate safe distances in the workplace, flexible work arrangements, to work from home, and against unreasonable management decisions.

Public Sector Review Magazine | JUNE 2020

Although not always easy, we worked together and achieved some great outcomes. For many members, COVID-19 revitalised a passion for WHS, and reminded many people why our WHS and structures are imperative and workers need to be active and involved.

Representatives “ Worksite have been at the forefront, demonstrating great leadership in keeping PSA members strong on the ground

”

Secure jobs This crisis exposed casualisation and job insecurity for what they are — unfair and unjust working conditions that leave the most vulnerable workers exposed. The price of the erosion of protections and conditions, like job security, has been laid bare.

LOCKING DOWN OUR PRISONS

DURING THE COVID CRISIS A different kind of lockdown, and focus on health and safety from PSA members has helped to keep our prisons safe during the pandemic.

As of mid June, nearly 1,200 inmates and 134 staff working in Arkansas prisons tested positive for COVID-19. 11 inmates died of COVID-19 in the state’s oldest prison. With so many people in close confinement and a poor response to the initial outbreak of the pandemic, prisons across the United States quickly became epicentres for COVID-19. These alarming statistics reveal the incredible vulnerability of Correctional Officers and inmates in prisons.

In Australia, and South Australia in particular, we’ve done much better. At the time of writing there have been no COVID-19 cases in any of our correctional facilities. PSA Department of Correctional

Thousands of union members across the country, including our own casual and contract members in some areas, were left with little to fall back on when their workplace shut down. We cannot allow such conditions to continue. It is our responsibility as union members to encourage non-members to join so we can build a future that sees more workers in secure jobs.

Wins

Services (DCS) Worksite Representatives have been highly active in ensuring COVID-19 health and safety practices, which the PSA played a strong role in creating, have been implemented and adhered to from the outset.

Members act early From the minute it was clear South Australia wasn’t going to escape COVID-19, there was concern from PSA members about the lack of Personal Protective Equipment (PPE) — there simply wasn’t enough to ensure staff and prisoners would be safe.

And with a couple of suspected COVID-19 cases entering the system, effective PPE was a must. PSA members put constant pressure on the Department to get the PPE to worksites and eventually it was provided and COVID-19 kits were made up for use in designated areas, though not without some debate about the type and quality of equipment needed.

Of course, we must celebrate the enormous win that SA Pathology remains in public hands. After years of campaigning, this was a joyous celebration for all of our strong members working in SA Pathology.

General Secretary “ PSA Nev Kitchin identified the potential for a COVID-19 shutdown early.

”

For workplaces that temporarily closed, such as BreastScreen SA, workers in the Arts sectors, and workplaces such as Wiltja Boarding, SA Dental Service, and schools, the PSA negotiated for workers to be reassigned and for the conversion of contract staff to permanent where possible.

As we have said all along, you are essential. It is clear the community will not stand for privatisation and every single member who signed a petition, took action, or spoke out about this, contributed to this win. Let’s celebrate this achievemnet together when it is safe to do so!

In one Arts organisation, we achieved conversions to permanency for twentyseven contract workers.

We want to recognise the dedicated work of all Worksite Representatives.

Organisers have been meeting with

www.cpsu.asn.au

Thanks to PSA member action, adequate hand sanitiser was made available and proper cleaning procedures implemented to assist in keeping sites safe. Thermal cameras and hand held temperature checking devices were also introduced as a screening measure.

Changes to the processing of new admissions to the Adelaide Remand Centre and regional institutions were implemented as another layer guarding against the possible transmission of COVID-19. Importantly, public visits to inmates were quickly stopped and confined to video link-up.

Supporting members The PSA has been in constant contact with DCS to discuss any matters that arise and to adapt safety practices where required. The PSA will continue to support members in making sure prisons, and all workplaces, are using correct health and safety procedures.

If members have any concerns that WHS procedures are not being followed, the first point of contact is your worksite Health and Safety Representative (HSR). If your local HSR isn’t available, call your PSA Organiser, or the PSA Members’ Rights Hotline on 8205 3227.

Worksite Representatives regularly and remotely through this period. Worksite Representatives have been at the forefront, demonstrating great leadership in keeping PSA members strong on the ground through a period of uncertainty.

The strength and solidarity PSA members have shown through the pandemic has been a beautiful thing to be a part of.

We are so proud of the work you have done to keep public services running. We are proud of how you have supported yourselves, your colleagues and the public. This is powerful. The COVID-19 pandemic demonstrates that only a strong public sector can get us through a crisis.

We must continue to fight for our public services, for what they achieve and for what they represent – a society where we care about each other.

Top left page: The PSA leaderhip, Nev Kitchin and Natasha Brown, connecting with members remotely.

7

ENTERPRISE AGREEMENTS

CRITICAL IN YOUR WORKING LIFE Some PSA members may not be fully familiar with why enterprise agreements are so important to their working lives.

Here we identify a few key concepts about enterprise agreements and the enterprise bargaining process.

The PSA salaried members’ enterprise agreement (SAMPSEAS) is currently under negotiation. When the current agreement was approved in January 2018, it covered approximately 39,000 employees.

An enterprise agreement: • Sets out many of the terms and conditions that apply to employment • Sets out many rights and responsibilities employers and employees are required to adhere to • Sets out many principles and specific terms that apply to the employment relationship

8

• Importantly for members, is a statement of the level of respect and dignity underpinning the employment relationship

“Agreement” is the key word • Sometimes people overlook the key word in “enterprise agreement”, i.e. “agreement”.

This means that PSA members collectively decide the terms and conditions they are willing to accept will apply in their relationship with their employer.

Importantly, through enterprise agreements, union members also collectively determine the level of respect and dignity they are willing to accept will underpin their relationship with their employer.

There is no enterprise agreement unless the employees covered by the agreement collectively agree.

Public Sector Review Magazine | JUNE 2020

The PSA is the principal negotiator for the salaried agreement Under the state Fair Work Act (the legislation under which enterprise agreements are made) unions have rights to negotiate enterprise agreements on behalf of their members.

The PSA is the principal representative and therefore the principal negotiator on behalf of salaried employees in the SA public sector.

The PSA negotiates with representatives of the government who in turn take their direction from the elected government.

Determining the PSA’s negotiating position Members tell us what is important to them about their conditions of employment. Unions are democratic organisations responsible and accountable to their members.

Throughout the life of the current agreement, PSA leadership and staff have consulted with members extensively. We embarked on a comprehensive survey of all members, held membership meetings throughout our membership, and discussed enterprise bargaining with PSA Worksite Representatives at their regular meetings and in many other forums. We have provided information and sought feedback from members through many other mechanisms and opportunities. We have held, and continue to hold, training sessions for members and Worksite Representatives.

“ The government

wants to pursue its agenda of removing members’ job security and reducing key conditions.

”

We also took into account our experiences as PSA Organisers and Industrial Officers in supporting members in matters arising since the implementation of the current agreement.

While theoretically negotiations can start with a blank sheet of paper, the starting point for the PSA is the current agreement. The current agreement represents the achievements of the generations of PSA members who came before us and is an illustration of the 135 years of PSA members campaigning for respect and dignity at work. Today’s PSA members in turn will leave a legacy for future PSA members. The enterprise agreement is an opportunity to determine what that legacy looks like.

Each enterprise agreement negotiation has its own context, environment and dynamics In addition to the considerations of what members are willing to accept by way of employment conditions, and the level of respect and dignity inherent in those terms and conditions, each enterprise bargaining negotiation takes place in its own unique context and

www.cpsu.asn.au

circumstances. The process is subject to the specific dynamics that apply at the time of negotiating, and judgments about circumstances that will apply during the life of the agreement. The state of the economy and the policy approach of the incumbent government are also important – especially for state government employees.

Reaching agreement Usually in-principle agreement is reached through the enterprise agreement negotiation process between the government and the PSA. Following PSA Council and Worksite Representative consideration the PSA makes recommendations to members, including identifying the key things members should take into account when considering any proposed agreement.

A draft proposal then goes to all the employees covered by the agreement for a vote as to whether they are willing to agree to it or not.

Duration of agreements Under state legislation agreements can be for a nominal period of up to three years. However, agreements remain in place until they are replaced. That means an agreement such as the current salaried agreement (SAMPSEAS), which had a nominal duration of two years, and for which the nominal expiry date was in January this year, remains in place and all the conditions contained within it continue to apply and remain enforceable. This means the job security, RRR, consultation and grievance resolution provisions all continue to apply.

‘Rolling over’ the current agreement The current agreement could be rolled over, and this is something members have raised with the PSA. Rolling over the current agreement simply means retaining all current conditions. The importance to members of retaining all current conditions is something the PSA has repeatedly made crystal clear to government in every meeting we have had.

However, rolling over the current agreement requires the employer’s agreement — and at the moment the government is not willing to agree to retain all your current conditions. The government wants to pursue its agenda of removing members’ job security and reducing key conditions.

“ …make sure your

colleagues are aware of what is at stake during enterprise agreement negotiations

”

The government’s current position is on the “bargaining” part of “enterprise bargaining”. They want PSA members to exchange their job security and RRR provisions for a modest pay rise. This is not something PSA members are saying they are willing to do.

Rolling over an agreement is not a novel or particularly creative idea. It is simply retaining what we currently have — but without the modest improvements we have indicated we are seeking. Rolling over an agreement can make sense in some circumstances — for example, the circumstances brought about by the coronavirus. But it does require the agreement of both the employer and employees.

Negotiations are continuing Make sure you keep abreast of the latest enterprise bargaining developments by reading the PSA Member Updates, keeping in touch with your PSA Worksite Representative and Organiser. Most importantly, make sure your colleagues are aware of what is at stake during enterprise agreement negotiations and if they are not members, the importance of joining the PSA.

9

“ SA Pathology is

respected around the globe for its high quality service, its research capabilities and first class training.

WE WON!

”

PSA AND ALLIES SAVE SA PATHOLOGY FROM PRIVATISATION Only weeks prior to his election as Premier, Steven Marshall told PSA members at a union forum that a Liberal government led by him did not have a privatisation agenda. But by the time his first state budget came around, just months after the election, that promise was proven empty.

Along with the privatisation of the Adelaide Remand Centre and substantial budgets cuts, the state government set SA Pathology a budget savings target that was unachievable without cutting hundreds of jobs. And hanging over SA Pathology’s head was the threat of privatisation — if they didn’t make the savings they would be sold off to a private for-profit operator.

From the minute the state government announced it was considering the privatisation of SA Pathology, the PSA re-energised its campaign to keep the service public.

PSA staff researched other jurisdictions where public pathology had been privatised, and it became apparent very quickly there were only tales of woe.

10

From just over the border in Victoria to the Irish capital of Dublin, we identified a trail of destruction and scandal. Private pathology providers have a significant track record of cutting the workforce, sending tests interstate and even offshore for analysis, and have been guilty of numerous scandals where catastrophic mistakes had cost lives.

slow turnaround times, higher fees, and cherry-picking the simpler, more profitable tests.

Community pressure

”

The PSA’s efforts to save SA Pathology was based around community awareness raising and included a strong media and communications strategy that tied in with our ‘SA Not For Sale’ campaign. At every opportunity we made comment in the mainstream media, but importantly we engaged members and wider public through social media, campaign leafleting at strategic locations, and as part of a targeted radio campaign highlighting the perils of privatisation.

We were not going to accept the same for our state’s public pathology service and neither were our dedicated members and the general public. We knew that in SA Pathology we had a service that was second-to-none. SA Pathology is respected around the globe for its high quality service, its research capabilities and first class training. Private pathology providers, on the other hand, are renowned for sacking experienced scientists, closing down laboratories,

Over the course of the campaign the PSA reached more than one third of the SA population with our message. We highlighted scandals like the incorrect analysis of hundreds of cervical cancer tests which has led to the death of dozens of women in Ireland and numerous local examples of downsizing that has led to inferior health care for Australians. And we made the community aware of what they would lose if their public pathology service fell into private hands.

“ Over the course of

the campaign the PSA reached more than one third of the SA population with our message.

Public Sector Review Magazine | JUNE 2020

Our narrative was simple: only public pathology services can ensure all South Australians are provided with the healthcare they deserve. SA Pathology, like other public services, has been paid for over decades by South Australians through our taxes and no government has a mandate to sell off these assets to wealthy multinationals. This message resonated with the community who were highly engaged in our posts on Facebook.

In total our Facebook posts reached 355,000 South Australians and generated significant engagement.

We also started a petition during the COVID-19 outbreak, in which SA Pathology’s world class credentials shone through. The petition gained thousands of signatures in a matter of days. PSA members were active in sharing our message and making comments on news and politicans’ Facebook pages.

Leading the world Our ‘SA Not For Sale’ campaign is showing that there is clear support in our community for public services.

www.cpsu.asn.au

The state government, despite being ideologically wedded to privatisation, is well of aware of this fact. When it became clear SA Pathology was leading not only the nation but the world in its response to COVID-19, the state government was full of praise for the agency they were once considering selling off. Barely a day went by where the Premier wasn’t telling the media how well SA Pathology was managing our testing regime and talking about its innovative strategies. It was never going to be popular to sell off a public service.

a major role in saving this critical public health service and we should all be proud of this achievement.

The PSA welcomes the state government’s announcement that they will build a new SA Pathology headquarters. We call on them to provide more funding to ensure SA Pathology has the human and technical resources to continue to provide world class public pathology to the South Australian community.

To date, SA Pathology has tested more than 100,000 South Australians and has managed to reduce the test result turnaround times to a matter of hours. There is no doubt that SA Pathology’s performance during the pandemic and the efforts of SA Pathology staff to keep the ship afloat in the face of devastating budget cuts helped in the outcome, but PSA members and the South Australian community played

11

ONE GIANT POTHOLE PRIVATISING PUBLIC TRANSPORT AND THE MANAGING OF SOUTH AUSTRALIANS ROADS — WHAT COULD POSSIBLY GO WRONG? In an ideological push that makes little economic or practical sense, the state government is intent to shift the work of the public sector in running, managing and planning the whole of the transport system in our state, into private hands.

Road Maintenance is one of those areas where PSA members in the Department of Planning, Transport and Infrastructure (DPTI) go quietly about their work every day to keep the community safe.

Safety a big question

with local knowledge, experience and skills. PSA members know the road system. They have kept our roads well maintained and safe for a long time and understand the requirements of the law, the national and state standards and regulations. They won’t cut corners to make money.

Trams, trains, the safe maintenance of the roads on which we drive, the level crossings, bridges, traffic lights and street lights, are all being handed over to corporations who are only motivated by making profits, not the public good.

Although some of the road system is built and managed by federal and local government, a large number of roads, including all of the outback unsealed roads, are maintained by hard-working state public servants

The Marshall Government is willing to let our driving conditions deteriorate for just $9 million a year – loose change when compared to the overall state budget. The plan is to divide the

12

Public Sector Review Magazine | JUNE 2020

construction industry is renowned for sub-contracting, which removes many legal and employment protections.

Privatisation would see many skilled and experienced workers lost to the state, more unemployment, lower wages, poor conditions and less job security.

All this at a time when our economy is already struggling from the impact of COVID-19 and unemployment is at its highest level for many years.

The companies likely to be given the contracts by the state government are some of the biggest players in Australia and the world. One of these is Downer, which has enormous market dominance in Australia and New Zealand. It owns 88% of Spotless and is involved in construction, mining, energy and defence. They have a finger in virtually every pie.

Downer hold a number of bus contracts and have just been awarded the Hills bus run. They are front-runners for the road maintenance contracts and the rail privatisation contracts.

state up into four areas. Each area would have a separate private operator maintaining the roads. These companies will cherry-pick from the current workforce to offer them jobs, but as yet the Government will not say how many.

Skilled workers lost to cheap labour There is currently a big question about whether current staff who are transferred to new private providers would maintain their current pay and conditions. This is largely because the www.cpsu.asn.au

Interestingly, it is on the public record that a Downer Group executive general manager is a former staffer to Prime Minister Scott Morrison and former Federal Treasurer Joe Hockey. He has also kept contact for some years with the previous Shadow Transport Minister and current Industry and Skills Minister, as well as the current DPTI Minister.

DPTI to monitor service contracts

to the community for the condition of our roads. To this end there will be some people left in DPTI to monitor the contracts and the work being done.

Imagine the insult of having to watch over work that you once did yourself to a high level. Worse, the number of staff the government is proposing to monitor the work of the private construction industry is totally inadequate.

On July 5, the trams paid for by our taxes will be handed over to a private company so they can make profit for shareholders. The successful bidders for the state’s road maintenance are expected to be announced in mid-July, with handover in November. By early 2021 the government hopes to have privatised our trains.

We need to act We cannot just stand by and let this happen. Providing public transport and keeping our roads safe is one of the fundamental roles of the public sector.

When we look across the world at similar experiments, when these private companies fail, and they regularly do, the public again has to pick up the cost and the management.

Under the cover of COVID-19, the Marshall Government has quietly continued the privatisation plan in DPTI. As a union we need to stand up for the jobs of our members, the retention of expertise, experience and skills in our state, and the safety of the public.

When governments privatise, they lose control and accountability but still have to clean up the mess. The state government is ultimately responsible

13

WHEN

‘NOT FAIR’

IS UNLAWFUL

There are times at work when the employer does something that makes you think ‘that’s not fair.’ It happens to everyone at some time during their working life but when is ‘not fair’ unlawful?

One answer is - when it is discrimination.

The PSA finds occasions where public sector agencies do not consider potential discrimination when making employment decisions. Recently your union has sought the help of the Equal Opportunity Commission to resolve some of these matters.

Discrimination has a legal definition. In South Australia we have the Equal Opportunity Act 1984 that defines the grounds for unlawful discrimination. There is also federal legislation that describes discriminatory behaviour that is unlawful.

UNLAWFUL DISCRIMINATION CAN OCCUR ON A NUMBER OF GROUNDS: • age • sex • gender identity • sexual orientation • intersex status

14

• race • disability • marital or domestic partnership status • identity of spouse or domestic partner

Public Sector Review Magazine | JUNE 2020

• pregnancy • association with child • caring responsibilities • religious appearance or dress.

Discrimination is against the law in certain contexts - the workplace is one of these.

Let’s consider some examples of discrimination because of a temporary disability.

Perhaps a worker has an injury that leaves them temporarily impaired. It might have happened at work or it might have happened outside of work. Their doctor provides a clearance to return to work on full duties, even though they may still have some pain or have a small limitation until completely healed. The treating doctor believes resuming normal duties is without risk.

The worker notifies their employer they are ready to return to work and provides a doctor’s clearance. Suddenly though, the employer decides that the worker cannot return to work until they have a clearance from one of their own doctors.

The employer will often cite section 19 of the Work Health and Safety Act 2012 on Duty of Care as their reason for not allowing a return to work.

PSA MEMBER BENEFITS AND

MEMBERSHIP ENQUIRIES For information on PSA Member Benefits, Holiday Homes, and for all of your membership enquiries contact the PSA between 8:45am – 5:00pm Monday to Friday.

Phone: (08) 8205 3200 E: enquiries@cpsu.asn.au

www.cpsu.asn.au While the worker waits for the appointment with the medical practitioner nominated by the employer, the department makes them use their own accrued leave. All the worker wants to do is get back to work and their doctor has given the all clear.

Where a worker is declared fit for work by their doctor but the department wants further reassurance – and the worker is being penalised by the refusal to allow a return to work and being forced to take personal leave while waiting for the employers doctor to do another assessment - the PSA argues that this may be discrimination on the grounds of disability.

The PSA believes this may be unreasonable action and could be unlawful. Employees must be permitted to return to work when they are fit to do so. If the employer wants some further reassurance, (even though managers or Human Resources departments are usually not trained medical professionals) workers should never be forced to use their own leave in these situations.

www.cpsu.asn.au

The PSA has had success with this argument.

Another example the union sees is around returning to the workplace after injury or illness when the workspace needs some modification due to a disability. The PSA has seen people experience unacceptable delays in agencies following through on their obligations to undertake what are, quite often, very minor modifications to allow a worker to return to their job.

There are cases where this becomes unlawful discrimination. The PSA will have no hesitation in taking unlawful discrimination to the Equal Opportunity Commission to seek resolution.

The PSA often hears members talk about discrimination in situations that do not fit the criteria of being unlawful. Unlawful discrimination in the workplace can occur around any of the grounds listed in this article. The ones the PSA comes across most frequently are disability, sex, race and age.

The Equal Opportunity Commission website has some great resources to aid understanding about discrimination and spending some time reviewing their website is a great way to learn more.

www.eoc.sa.gov.au

WE ARE HERE TO HELP For information and advice on your working and employment conditions, contact the PSA Members’ Rights Hotline between 8:45am – 5:00pm Monday to Friday.

P: (08) 8205 3227 E: enquiries@cpsu.asn.au

www.cpsu.asn.au 15

“ Contract and

casual workers are always vulnerable, as the COVID-19 pandemic has clearly shown. They often find themselves between various insecure jobs and underemployment or unemployment.

”

GOVERNMENT MUST INVEST IN SECURE JOBS In Australia today, more people are employed on short-term contracts or as casuals than ever before. Many of these workers are working full-time hours in positions that are rolled over year in year out. Governments have been part of this trend of moving from secure, permanent employment toward a model that is exploitative, with workers carrying the burden of cost cutting, outsourcing, and privatisations.

However, there is no evidence that shows employers with high numbers of staff on short-term contracts or with more casual staff provide better services.

The opposite is true.

The rise in short-term contract and casual labour coincides with a consistent decrease in service quality. A number of studies over the past decade have shown Australians, in the main, believe service standards have been in steady decline.

Unions like the PSA understand that job security contributes to higher living standards and better quality services for the community.

Contract and casual workers are always vulnerable, as the COVID-19 pandemic has clearly shown. They often find themselves between various insecure jobs and underemployment or unemployment.

16

They miss out on the benefits permanent work provides — career progression, holiday pay, sick pay and family leave, adequate superannuation, and more.

Workers in insecure jobs get stuck in the rent cycle, unable to afford or secure a mortgage.

They have little hope of saving because they don’t have disposable income and can’t access finance when needed. Taking holidays is often difficult, and in some cases workers are literally living hand to mouth.

“ Unions like the PSA

understand that job security contributes to higher living standards and better quality services for the community.

”

Studies show that insecure work impacts on wellbeing. People who don’t see a better future are more likely to lose confidence and suffer both physical and metal health issues. The socio-economic costs to society are significant.

The PSA has been successful in achieving ongoing employment for many of its members.

The PSA is committed to securing ongoing employment in the public sector and has been working hard to reverse the current

Public Sector Review Magazine | JUNE 2020

trend toward insecure employment. The PSA successfully negotiated into the current salaried enterprise agreement for the first time - the commitment that ongoing employment is the primary form of employment in the public sector.

Recently, through the collective efforts of our Organising team, Worksite Representatives, active members, and industrial advocacy, we have achieved the conversion to permanency of hundreds of staff in Housing, SARDI (South Australian Research and Development Institute), Country Arts SA and other agencies. The PSA is working toward similar outcomes with members in numerous other departments.

Speak to your Worksite Representative or PSA Organiser if you think you or your colleagues are being incorrectly described as casual or working in contracts that are consistently rolled over. Together we can help eradicate insecure work in the public service.

For the state government’s part, they must act urgently to undo some of the damage done to the public service, a service which has carried our state through the COVID-19 crisis. Premier Marshall can start by creating secure jobs in the many areas that have suffered budget cuts and those that need additional resources.

COMMUNITY SERVICE ORDER PROGRAM

incorporated learning about culture or connecting better with role models and elders in their own communities.

Around 70 per cent of all young people in the Community Order Program complete their hours of service. This is a significant step in avoiding future offending.

PRIVATISATION

The state government is handing a critical youth justice service to the private sector In February, with only a few hours notice, the Department of Human Services Management called nearly 20 Community Youth Justice members from the Community Service Order program to an urgent meeting and told them their whole program was to be privatised – hived off to the non-government sector.

Members were told they do a wonderful and important job, but that the government believed their work could be done better by a non-government organisation.

These PSA members really care about young people and are committed to making their lives better. Some of them have been working to support young people for years.

During that time they have built effective trusting relationships with them and their families, and have established the goodwill of the communities in which they live.

A fundamental public program This Community Service Order Program is a fundamental part of the youth justice system. The aim of youth justice is to stop young people who have broken the law from entering and being trapped in the cycle of crime and prison. There is special legislation and special programs that focus on this aim and this approach. Our members in Community Youth Justice and those who work in the Adelaide Youth Training Centre focus on building hope and changing lives.

Under the youth justice system, there is an option for young people to be sentenced to do Community Service rather than go into detention. This community service must be organised in a way that young people give back service to either the victim of the crime, or the community in which the crime was

www.cpsu.asn.au

A job for experienced professionals

committed. Our members work with the young person and the community to find a suitable placement that meets these goals, and then work to make this placement a successful experience for both the young client and the organisation.

The program provides a valuable opportunity for Youth Justice clients to reflect on the impacts of their offending, develop positive social relationships, learn new skills and develop social responsibility. Our members’ work is to support young people’s desistence from crime.

Aboriginal young people at greater risk A high and growing number of Aboriginal young people are in detention in South Australia. The Community Service Order program provides culturally appropriate support for young Aboriginal people. There are many stories of success with Aboriginal young people where the program has

This is difficult, complex and sensitive work and requires experience, commitment and ongoing relationships. Young people at risk require stability. That is why youth justice work needs to be provided in the public sector. The NGO sector is renowned for employing workers on low wages in insecure work with high turnover. Qualified youth workers in the public sector have a long term commitment and more support than in the NGO sector.

To privatise this part of youth justice is uneconomical. Why cut a program that keeps young people in the community and out of detention when prevention is cheaper? PSA members would be overseeing the contract of work they once did successfully themselves.

Once again, just like financial counselling in child protection, a successful preventative program that saves lives could be abolished for no other reason than cost cutting and an ideological push to privatise.

PSA MEMBERS’ RIGHTS HOTLINE For information and advice on your working and employment conditions, contact the PSA Members’ Rights Hotline between 8:45am – 5:00pm Monday to Friday.

Phone: (08) 8205 3227 Email: enquiries@cpsu.asn.au

www.cpsu.asn.au

17

Right: Manisha Schrapel holding the letter confirming her conversion to permanency.

MEMBER PROFILE: MANISHA SCHRAPEL

SOCIAL WORKER PSA WORKSITE REPRESENTATIVE

What is your position at Flinders Medical Centre (FMC) and how long have you been in the role?

I’ve been a Social Worker at FMC for two years in the new graduate program.

I’ve worked in a range of areas including paediatrics, general medicine, renal, respiratory, vascular, haematology/ oncology, cardiac and infectious diseases.

I’m currently in ED/AMU. What does a Social Worker do in hospitals?

The role of social work in the hospital is to support patients and their families during the hospital admission, enhancing their strengths and minimising negative impacts.

Our scope of practice includes psychosocial risk assessment, counselling, crisis intervention, advocacy, case management, mediation, education, practical assistance and discharge planning (including referrals).

Why did you choose to become a social worker?

I started out not being really sure about what I wanted to do, but I knew I wanted to help people. I began with my Bachelor and Honours in Psychology, but I felt drawn to a career that promotes social justice, problem solving, empowerment and liberation. I was interested in the various possibilities of social work jobs across many areas, specifically with families and with a particular interest in loss and grief.

I’m currently upskilling by completing my Diploma of Counselling.

What do you like about the work you do and why is it important?

I came to this role by chance as I was randomly assigned hospital social work in my final placement. I had no idea this

18

job existed previously. There is a lot of variation in the hospital social work role – no day is the same. Everybody’s story is so unique and I feel passionate about supporting people during such a stressful and vulnerable time, clarifying their pathways so they can make an informed decision about their health and situation. Humans are complex beings, and during a time of crisis in the acute setting there often needs to be facilitated decision-making around risk reduction on discharge. This is key social work business. The hospital can also be a place where many people receive end-of-life care, which can be traumatising for their loved ones. Social work provides an essential crisis support role.

You were recently made permanent.

How did the PSA help?

The PSA have been campaigning for quite some time to reduce the amount of contract work in the public sector. I had my PSA Organiser and an Industrial Officer advocating on my behalf — they knew what steps to take and worked hard to win permanency for me. It is very hard for workers, particularly young workers, to challenge their employer without support from the union.

What does it mean to you to become permanent?

Becoming permanent has been a big win for myself and the PSA as a prominent employee rights issue. It means a great deal to me to be able to have job security and to be able continue working with my amazing colleagues.

Public Sector Review Magazine | JUNE 2020

Could you have achieved permanency so quickly without PSA support?

I’m fairly confident that I would have never achieved permanency at all without the support from the PSA. I would have no clue about how to challenge my employer or finding out what I was entitled to. This is coming from someone in a profession that holds self-advocacy as a core value!

Why did you decide to become a PSA Worksite Representative?

I was encouraged by a couple of colleagues and our worksite PSA Organiser to become a Worksite Representative. I thought it would be an interesting role. It’s also a role that has previously been missing in the social work department – I wanted to shake things up and promote the PSA. I’m especially eager to engage the social work department to get involved in the next enterprise agreement negotiations.

Why do you think it’s important that public servants join the union?

Power in numbers! We would not be enjoying the many benefits we have today without years and years of fighting for workers’ rights, and there are always new challenges to negotiate. The discounts and deals are also pretty good.

I’d like to extend my gratitude to the PSA for all of their help, and I’m eager to support other public sector employees facing their own workplace challenges.

It’s important to remember that your rights as an employee matter. Don’t be afraid to challenge the status quo.

ARE YOU TWO-TIMING YOUR SUPER? Super is money. Your money. If you’ve left super at a previous job, having two (or more) super accounts can cost you a lot of that money. You pay two (or more) sets of fees.

You have twice the paperwork. And you may be paying for insurance you don’t need.

By rolling any other inactive super accounts you have into Super SA you’ll – • have more of your money working for your future, because you’re paying fewer fees • save time with only one fund to watch over • benefit from a fund that is 100% focused on members and has a record of delivering strong long-term performance1.

And of course it’s run right here in South Australia.

There are two easy ways to consolidate your super into Super SA and save: • visit www.my.gov.au, or • use the ‘Easy Roll In Form’ from www.supersa.sa.gov.au.

Be aware that while you are employed in the SA public sector, you can’t roll your Super SA account over into an external superannuation fund.

www.cpsu.asn.au

Did you know?

Triple S is a constitutionally protected fund (an untaxed fund). This means that tax is deducted from your super entitlement when it is withdrawn from the scheme, and contributions are taxed differently to taxed funds, which may benefit you. Caps and limits apply to contributions and benefits within Triple S. More information is available at www.supersa.sa.gov.au/consolidation.

You can also salary sacrifice up to 100% of your salary as part of an Early Access to Super (EATS) strategy, also referred to as Transition to Retirement. For more information about EATS and the eligibility conditions read the Early Access to Super fact sheet or watch the EATS videos on the Super SA website. It’s important to seek financial advice to determine if this is suitable for you.

1 It is important to remember that past performance should not be taken as an indication of future performance.

You can find more information about the pros and cons of rolling your super in to Triple S at https://www.supersa.sa.gov.au/rolling_in. We ask that you review the information on this page carefully and seek financial advice if you aren’t sure before you make a decision.

The superannuation schemes administered

by Super SA are exempt public sector superannuation schemes and are not regulated by the Australian Securities and Investments Commission (ASIC) or the Australian Prudential Regulation Authority (APRA). Super SA is not required to hold an Australian Financial Services Licence to provide general advice about a Super SA product. The information in this publication is of a general nature only and has been prepared without taking into account your objectives, financial situation or needs.

Super SA recommends that before making any decisions about its products you consider the appropriateness of this information in the context of your own objectives, financial situation and needs, read the Product Disclosure Statement (PDS) and seek financial advice from a licensed financial adviser in relation to your financial position and requirements.

19

Tickets Only

$5

SOLIDARITY RAFFLE 2020

BUY YOUR TICKETS HERE: BOO KSE PRI LLERS 2ND PRIZE EXTR ZE: AB IKE !

$1,799 BIKE

APHEDA.ORG.AU/RAFFLE

1ST PRIZE

3RD PRIZE

$8,000 TRAVEL VOUCHER

$500 BOOK VOUCHER

YOU COULD WIN A SHARE OF MORE THAN $12,000 IN PRIZES!

RE! E H S T E K TIC APHEDA.ORG.AU/RAFFLE

20

Public Sector Review Magazine | JUNE 2020

For more than thirty-five years, Union Aid Abroad APHEDA has worked with unions and social movements abroad to support their efforts to defend their rights.

In a globalised world, your contribution gives power to workers everywhere. Help continue the fight for global justice by buying and selling raffle tickets today!

WORKSITE REPRESENTATIVE PROFILE:

THE PSA REVIEW INTERVIEWS OCCUPATIONAL THERAPIST

RENEE EDWARDS

Why did you decide to train as an Occupational Therapist and how did you come to work in Mental Health?

I started studying visual arts at university but soon realised I wanted to work with people and combine art and science. Occupational Therapy is a four-year Bachelor of Arts course and comprises a number of broad subjects, from human physiology and biology to psychology, communication and management. I was always drawn to working in mental health. Mental health is a fascinating area – no brain is the same, so it’s very challenging work.

What does an Occupational Therapist do in the area of Mental Health?

Occupational Therapy Australia says, “Occupational therapists provide strengthsbased, behaviourally-oriented and goaldirected services to improve mental health and wellbeing, and to help a person access personally relevant and valued roles in life.

Occupational Therapists offer a holistic, person-centred approach focussed on supporting an individual to function and experience enhanced wellbeing through enabling their participation in the activities and environments of their daily life.”

Occupational Therapists (OTs) work across mental health services in both inpatient and outpatient settings. Within community mental health, OTs work as primary clinicians supporting a group of people as well as providing discipline-specific assessment and therapeutic intervention.

www.cpsu.asn.au

How does your work make a difference to individuals with a mental health condition, and how does it benefit the wider community?

We support people who experience mental illness to lead a fulfilling life in the community and be part of their community. Often the people we see have had significant traumas, are incredibly isolated and disadvantaged.

We support people to have a voice, support them to improve their life.

Every person is a valuable member of the wider community. By assisting our clients, this helps them participate in the community and it has a flow-on effect for the wider community.

Why did you become a PSA Workplace Representative?

I have been a PSA Worksite Representative for over ten years.

I initially became a Worksite Representative as there was a lack of opportunity for staff to have a strong voice as part of the Allied Health organisational development.

As a minority profession within Mental Health, I realised the importance of strength in numbers, and the importance of joining as an Allied Health group and administrative group in order to have a voice and influence change.

I have enjoyed being able to hear my colleagues and take their issues to management. I have particularly loved

working with our PSA Organiser, who I have learned so much from. I’ve seen how they have been instrumental in making changes, representing our issues and influencing management.

CHANGE OF ADDRESS OR PERSONAL

DETAILS

If you have changed residential address, updated your email address or even your employment details, let us know at enquiries@cpsu.asn.au or update them yourself online at www.cpsu.asn.au/contact-us The PSA provides information to members on industrial matters and other member benefits via email so to ensure that you receive the very latest information, please let us know when your details change.

21

PSA HOLIDAY HOME:

PORT VINCENT

ENJOY A PSA HOLIDAY HOME As a PSA member, you can take advantage of your member benefits and book a stay at one of our PSA holiday home units.

Our holiday units are located in some of South Australia’s most popular tourist destinations, giving you the chance to explore more regional experiences: Glenelg / Goolwa / Kangaroo Island / Port Lincoln / Robe / Port Vincent / Wirrina

Enjoy beautiful Port Vincent!

The Yorke Peninsula offers a wide variety of activities for all ages, and our Port Vincent holiday units are perfectly located for members to experience the best of the region. The units are located in the centre of town and easy walking distance to the Port Vincent foreshore and jetty.

Sleeping up to six people, and featuring an enclosed outdoor entertaining area, the units are great for social gatherings and family getaways.

while nearby Edithburgh has some great scuba-diving and snorkelling opportunities. For a longer day out, Innes National Park is approximately two hours’ drive away, and features remarkable landscapes, fantastic surfing and walking opportunities.

If you’re looking for things to do on the Yorke Peninsula, you won’t have far to go. Port Vincent jetty offers fishing,

For more information on PSA Holiday Homes, check out www.cpsu.asn.au/holidayhomes or contact the PSA at holidayhomes@cpsu.asn.au to make a booking.

PSA

DISCOUNTED CARDS 22

Public Sector Review Magazine | JUNE 2020

Don’t forget, as a PSA member, you are entitled to year-round discounts of 5% off Coles, Foodland and Woolworths gift cards, and 10% off Harris Scarfe gift cards. By taking advantage of your member benefits, over the course of a year your PSA membership can provide you with substantial financial savings.

Take advantage of great prices, from $335 for a weekly stay, or $90 per night when travelling in the same month as booking. Our units are perfect for families, couples and friends. PSA holiday home units are a great way to enjoy a brilliant South Australian holiday year-round, at unbeatable value.

Please see our website for full pricing details and booking conditions.

Alternatively, give our friendly Member Benefit Team a call on 8205 3200.

PSA members can also take advantage of stays at New Zealand holiday homes through our partnership with the PSA of NZ. Members can contact NZ PSA directly via holidayhomes@psa.org.nz for details once COVID-19 restrictions allow.

BOOK YOUR NEXT HOLIDAY TODAY

PSA TRAINING CALENDAR

SESSIONS ARE FREE TO PSA MEMBERS

DUE TO COVID-19 ALL PSA COURSES ARE CURRENTLY BEING RUN ONLINE VIA ZOOM WORKSITE REPRESENTATIVE

TRAINING COURSES

WORKSITE REPRESENTATIVES LEVEL ONE This training is delivered over a three-day course program. This course covers communication skills, the role of the Worksite Representative, interpreting industrial provisions and problem solving skills, union history and much more.

Whether you are a long-serving Worksite Representative or are new to the role, this course will provide you with the knowledge and skills to undertake your role confidently and effectively.

Dates:

11-13 August 2020 17-19 November 2020

Time:

9:00am – 5:00pm

Venue:

Due to COVID-19 all sessions are currently being run via Zoom

WORKSITE REPRESENTATIVES LEVEL TWO This course is available to those Worksite Representatives who have completed the Worksite Representatives Course 1 (or equivalent). The training is delivered over a two-day program. This course develops advanced communication skills as well as leadership skills.

Dates:

13-14 October 2020

Time:

9:00am – 5:00pm

Venue:

Due to COVID-19 all sessions are currently being run via Zoom

REPRESENTING MEMBER SKILLS If you have a particular interest in the skills required to support members with individual issues then this is the course for you! It covers supporting members, negotiation skills and dealing with management.

Date:

24 September 2020

Time:

9:00am – 5:00pm

Venue:

Due to COVID-19 all sessions are currently being run via Zoom

EFFECTIVE MEETING SKILLS Workplace meetings like union meetings and consultative forums offer particular opportunities for Worksite Representatives to address workplace issues. This course looks at how to get the most out of these meetings.

Date:

23 September 2020

Time:

9:00am – 5:00pm

Venue:

Due to COVID-19 all sessions are currently being run via Zoom

www.cpsu.asn.au

PROFESSIONAL DEVELOPMENT AND MEMBER

TRAINING COURSES

BUILDING POSITIVE WORKPLACE CULTURE

RECLASSIFICATION PARTS 1 & 2

TRAINING COURSES

The courses are in two parts with the first part a one-hour lunch and learn. This part will cover the fundamentals of the reclassification process focusing on how to best outline your case.

Change takes time, but we don’t have to be passive participants in that change! Both as a workplace leader and as a team member there are a number of strategies you can engage in at any level to help improve your workplace culture to ensure that you are a part of a productive and effective team.

The second part is a half day workshop for members who have already attended the first session to work through their application with support and peer feedback.

After you have attended the lunch and learn you can attend any future workshop which suits your calendar.

This one-day course will look at a number of strategies to assist in developing a strong workplace culture including, assertiveness, dealing with difficult behaviours, emotional intelligence and strategic thinking.

Registration is essential – you can register online at: www.cpsu.asn.au/training-programs/

Dates:

22 October 2020

Time:

9:00am – 5:00pm

Venue:

Due to COVID-19 all sessions are currently being run via Zoom

Cost:

Nil for PSA Members

PUBLIC SPEAKING SKILLS This one-day course will help you feel comfortable speaking to groups of people and help you to ensure that the message you want to send is the one that is received. Speaking to a group can be very different from one-to-one communication and this course arms you with the skills you will need.

RECLASSIFICATION COURSE DATES: PART ONE - LUNCH’N’LEARN Unsure on whether you qualify for a reclassification?

Not sure how to go about compiling your application? Then this short course is for you. This course is offered both in person and as a video conference online.

18 August 2020 Dates: 27 October 2020 Time:

12:00pm – 1:00pm

Venue:

Due to COVID-19 all sessions are currently being run via Zoom

VIDEO CONFERENCE

Dates:

26 August 2020 21 October 2020

Dates:

19 August 2020 28 October 2020

Time:

9:00am – 5:00pm

Time:

12:00pm – 1:00pm

Venue:

Due to COVID-19 all sessions are currently being run via Zoom

Venue:

Video Conference (session via video link only)

Cost:

Nil for PSA Members

PART TWO - WORKSHOP GETTING THAT JOB! APPLICATION AND INTERVIEW SKILLS This one-day course looks at the key skills in applying for new roles, responding to selection criteria, and interview skills.

Dates:

25 August 2020 20 October 2020

Time:

6:00pm – 7:00pm

Venue:

Due to COVID-19 all sessions are currently being run via Zoom

This workshop is specifically designed to provide time for members to commence preparing their reclassification application. You do need to have undertaken part one of the course before attending and to have gathered all of the materials required as per Determination 5 outlined in the first part of the course.

This course will also provide opportunity for peer review.

27 August 2020 Dates: 15 October 2020 Time:

9:00am – 12:00pm

Venue:

Due to COVID-19 all sessions are currently being run via Zoom

Registration is essential – you can register online at: www.cpsu.asn.au/training-programs/ The workshop session is covered under trade union training leave. Members are entitled to 10 days paid trade union training leave every two years.

23