All the latest news and views from the CPSU team

Friday Wrap: Your week in review

Hello from the Royal Hobart Show!

CPSU staff and members spent Thursday at the show to talk to Tasmanians about our public services and how the Hodgman government must fund them properly.

The stall had lots of people stopping by for a chat and telling us where they would like Will Hodgman’s $62 million surplus to be spent.

Our hospitals were a clear winner in the ball stunt – perhaps Hodgman should take note?


PSUWA meetings start next week

DESPITE the just-released Auditor General’s recommendations and its astonishing alignment with your PSUWA claim – Premier Will Hodgman still refuses to discuss or negotiate around these very issues, preferring to force you into accepting an offer that means we can’t address the important issues facing the public sector until after June 2019.

Our next move will be decided by you not him, so have your say at one of next week’s statewide Member meetings where you’ll get to decide which option will be then be put to a vote, and our response to the identical ‘offer’ put to Allied Health Professionals will also be decided.

The State Service Management Office has approved attendance at meetings in paid time. Let your manager know in advance you’re attending so coverage can be arranged.

Click the link to see details for meetings in the South and North+NorthWest.

Non-members can have their say too as long as they join any time before, or at, the meetings. Joining is as simple as clicking here.

Workforce Planning in the State Service

THE Auditor General’s report ‘Workforce Planning in the State Service’ was released this week and all of his recommendations align with your PSUWA16 Log of Claims.

You can read the full 80 page document here but the following quotes from the report sum it up pretty well:

“A number of observations from this review indicate improvement is required in order to increase the state of readiness of the Tasmanian State Service to deal with, and effectively manage, the challenges relating to demographic and workforce profile changes.”

“The workforce planning that is occurring does not include a clear advancement plan. We recommend that agencies create an advancement plan with the purpose of identifying high potential and emerging talent, progression pathways, and opportunities for the development of staff. Elements to be addressed in advancement plans include succession, development opportunities for staff and the use of a range of programs that provide experiential learning and development. Advancement plans should ensure the merit principle is upheld.”

“This review also concludes that a coordinated whole-of-Tasmanian State Service entry-level level recruitment and development program would greatly assist in attracting and retaining entry-level staff members within the public sector. We recommend that the TSS adopt a whole-of-system approach to entry-level level recruitment including Graduates, Trainees, Interns and Cadets. This approach can be developed formally through the SSMO or through collaboration between agencies and can be applied on an occupational basis as appropriate.”

“The development of HR capability would also benefit from a greater focus on ‘communities of practice’; that is sharing HR knowledge, resources and approaches to improve HR capability across the Tasmanian State Service.”

“We have concluded that the key elements of a strategic workforce plan do not exist in full within the Tasmanian State Service.”

People Matter Survey

THE whole-of-service results are in for the People Matter survey and unsurprisingly they’re not good – In the past 12 months positive responses in almost every key criteria have fallen with worse outcomes on communication, consultation, leadership and skill development.

These things won’t improve without action, and to get improvements the government would need to sit down with its workforce, discuss the issues and implement changes.

This is exactly what we’ve tried to do in our PSUWA negotiations but instead of talking the Premier’s issued an ultimatum and threatened that if we want to continue to negotiate these important issues he’ll withhold any wage increase.

Change requires leadership and the leadership shown by the Premier and his Ministers is sending people the wrong message.

In 2015 71% of respondents felt they’d be protected from reprisal for reporting improper conduct but that’s dropped to just 46% and the Premier’s handling of the recent allegations of inappropriate behaviour by the Police Minister is unlikely to convince anyone to have more confidence they would be protected.

Even the flagship issue of the Hodgman Government – family violence – has received a worrying response with less than 50% of respondents agreeing their organisation was supportive of employees experiencing family violence.

Taking action on important issues like this requires more than the Premier simply naming himself the Family Violence Ambassador – it starts with genuinely respecting the people who work for you.

The whole-of service data is interesting but we’re keen to see the individual reports provided to agencies and to work with them to address some of the issues highlighted.

The first step to fixing a problem is acknowledging it exists – Staff have acknowledged there are problems and agencies often acknowledge the problems, so hopefully this report will encourage the government to also acknowledge there are problems so we can begin to fix them.

Click here to see the 2016 People Matter Survey

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