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Unlocking Public Sector Skills


RECRUITMENT & PROMOTION IN THE PUBLIC SECTOR IS BROKEN


IT TAKES months to fill a job, competent staff often lose the job they love when seeking reclassification and many of you work at a higher band every day for no additional pay.

It’s time to change the rules so you’re supported to use your skills and so your dedication is encouraged and rewarded.


 

In 2016 your employer, the Hodgman Government, agreed to review a range of processes and policies regarding State Service employment – changes that would make reclassification easier, allow progression through broad-banding and improve your career opportunities – but nothing’s happened yet.

Due to this inaction the Community & Public Sector Union is hosting an inquiry into recruitment and promotion in the State Service and we need the real experiences of real people to build a case to change the rules.


To #changetherules and strengthen our public sector share your story here.

 

 

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4

T - April 11th, 2018, 11:57PM

The HR dept in Health needs a total overhall - how can a SOD take 12 months to change a paragraph on, how can EOI's take one person on our teams sole focus for a month and then be rejected. The HR obviously have blocks in place politically, but its ridiculous and causing such angst.

3

G - April 11th, 2018, 11:34PM

I have bounced between contract and relief work for over 8 years, constantly missing out on permanent and higher band positions by the smallest of margins. I have been told I will not be hired where I am in a permanent or higher band level despite my years of service and suitability for the job. It is about the preference for a specific type of person regardless of my suitability. I have been told that my only option is to move and wait for a position elsewhere or leave the service altogether. This is not an isolated case and we have lost a lot of extremely capable people due to this issue. Relief are at a greater disadvantage due to the fact they are not considered part of the organisation nor are they treated as full staff and this makes it extremely difficult to gain the necessary skills to help in any recruitment process. The service does not allow for people to work their way through the organisation by gaining the necessary skills and experience and leaves them at a disadvantage compared to people from outside the public sector.

2

Shirley - April 11th, 2018, 11:23PM

I applied for a supervisor's position. I have extensive experience and qualifications and a bookfull of certificates, diploma and professional training in all the critera and was the assistance supervisor. The successful applicant has no qualifications, no long term experience and didn't meet all the criteria (as per her referee's report). She did however visit the Panel chairman several times in his office prior to interview. She had expressed a desire to myself and others, that she wished to return to the city as she had gotten a higher level position in the south and she preferred working in Hobart. She stayed in the supervisory position less than 12 months and moved to another department with more "prestige" as she liked to call it. I have not applied for any other position within my substantive area as I believe the Manager is not trustworthy nor professional in his role. He knows how to manipulate the govt recruitment process to look as if he is doing the right thing on paper. At a post selection interview, he said that I was not chosen because I had a spelling mistake in my application and didn't talk long enough answering questions in my interview...???????

1

Melanie - March 23rd, 2018, 2:36AM

I have moved from 20 years in Education to CSS and find that there is little value placed on my previous role, education and experience. My wage had dropped by $40,000 in a role that is extremely demanding, basically grants 3 1/2 weeks leave (Christmas/New Year break comes out of our 4 weeks leave) and I am working about 15 hours a week longer (though have to work secretly as I'm only allowed to accrue very minimum TOIL). This is due to the incredibly high caseload and lack of resources, staff and support. If I take a day off, my client suffers as there is no one who can step in as 'relief' in the same way as in other job sectors. It is incredibly hard to have a work/life balance as to take the leave I have a right to, impacts directly on children and families in need. Often when a worker takes leave, their cases are moved to a new worker and this is very difficult for families and creates resentment for them toward our department. I therefore find it a struggle to 'leave my clients in the lurch' As a result, there are some people who don't take holidays. We are 'encouraged' to take care of our mental health but if we are compassionate workers, we don't wish to put ourselves before the people most at risk.
In order to progress in wages, we must 'jump' through bureaucratic hoops and fill out ridiculous paperwork to move up a level. Other sectors (such as teaching) move wage installations each year due to experience. I was offered the same starting wage as a worker with no university degree (I have 2 and am in the middle of my third) and little experience in the industry. I do not understand the inability to respect the professionalism of my work and pay (and offer working conditions) in accordance. It is only due to the caring and compassionate nature of the people who seek employment in this industry that we stay (though many leave in the first few months).