PSA bulletin and meeting notice – DFSI – Better Regulation – Customer Experience

Sep 18, 2017

DFSI – Better Regulation – Customer Experience – Sept 2017 (PDF version)

KPIs for managers to reduce your unplanned leave

Concerns have been expressed by members across Customer Experience, and raises particular concern for the PSA, on the implementation of KPIs for managers.  One KPI encourages managers to reduce your rate of unplanned leave. In essence, a manager’s performance is being measured against how much of your unplanned leave they are able to reduce.

This is wholly inappropriate. Implementing such KPIs for managers will inevitably lead to management practices which conflict with sick leave and FACS leave entitlements.

Examples of this practice have recently been brought to the attention of the PSA, including examples of staff being pressured to use a portion of recreation leave in instances where they have applied for a period of carers/FACs leave.

If your manager has pressured you in this way please notify your union delegate.

Recreation leave exceeding 25 days

Also, some members have been requested by their managers to make provision to reduce their recreation leave balance when it exceeds 25 days.

Members should be aware that the only time Management can direct you to take recreation leave is when your accrued balance reaches six weeks.

The relevant Clause of your Award states:

Cl 77.2.3   The Department Head shall notify the staff member in writing when accrued recreation leave reaches 6 weeks or its hourly equivalent and direct staff to take at least 2 weeks recreation leave within 3 months of the notification at a time convenient to the Department.

The PSA will be holding a members’ meeting this Thursday, 21 September to discuss and sort through these issues.

From:       12:30-1:30pm

Address:  Customer Experience

Level 8, Room MQT08-M01-16V

Macquarie Tower

10 Valentine Avenue, Parramatta



DFSI Corporate Procurement and workplace survey

Jul 31, 2017

DFSI Corporate Procurement and workplace survey – July 2017 (PDF version)

Dear member,

The Restructure Management Plan (RMP) for the Corporate Procurement and Workplace group proposes relocating positions and changing hours of work.

The PSA is interested to know how these proposals affect you.

PSA survey

The survey is designed to give members an opportunity to provide information on the RMP proposals in confidence to the PSA. Information collected will be de-identified and used to give DFSI a better understanding of the impacts of their proposals.

Please answer the survey only to the extent that you are comfortable. There are no compulsory questions in the survey.

The PSA will report the de-identified results of the survey in a bulletin to members, and with the employer at a meeting to discuss the RMP.

Please contact the PSA’s Work Health Safety Unit at if you would like discuss the relocation proposal.

The survey is HERE and will close at midnight on Monday 7 August 2017.

Maitland MP Jenny Aitchison and PSA petition to stop 40 Office of State Revenue jobs moving from Maitland to Gosford – The Maitland Mercury

Jul 24, 2017

The PSA’s fight to stop 40 Office of State Revenue jobs moving from Maitland to Gosford has been taken up by the Maitland Mercury.

Red the full The Maitland Mercury article HERE.

Long Service Leave Corporation Bulletin – 18 July 2017

Jul 18, 2017

Long Service Leave Corp – Resturcture update – July 2017 (PDF version)

On Wednesday last week the PSA met with NSW Treasury representatives Vicki Telfer, Brigitte Fairbank and Kathy Skuta. We requested a two-week extension for the deadline for the PSA’s feedback, based on the fact management had not provided us with all of the role descriptions. Particularly, we sought the release of the RDs for ALL 7/8 roles, ALL 9/10 roles as well as the new Senior Project Officer role – which didn’t exist in old structure.

Management has since provided the requested RDs and has granted the PSA until the end of this week (Friday 21 July) to submit our feedback.

We are currently working on our submission, which covers a number of points raised by members, and can update shortly.

Members with specific questions or wanting industrial advice should approach their delegate or contact PSA Industrial Officer Matthew Drake-Brockman directly

Finally, we sought clarification from management on whether the restructure is in part due to the positive organisational report about the Corporation, such as the PosOrg report, and requested a right of reply to anything negative or incorrect in it. Vicki Telfer advised by return email that the proposed restructure has nothing to do with the work about culture undertaken by PosOrg, and more to do with “enhancing the overall efficiency and effectiveness of LS Corporation by ensuring a structure that is fit for purpose”.



ICARE Award balloting of staff

Jun 29, 2017

ICARE Award balloting of staff – June 2017 (PDF version)

Dear members,

You would be aware that the PSA and ICARE have entertained a process to create an ICARE-specific, state-based Award as a consequence of the assented NSW Insurance & Care Act 2015.

Since 2015, the PSA and ICARE agreed to a Memorandum of Understanding that provided a commitment to staff that conditions would not change until such time as a new instrument (the Award) was negotiated to take the place of the current state based Awards.

After numerous discussions and negotiations between ICARE and the PSA representatives and delegates committee, the PSA now has an in-principle agreement for the ICARE Award.

For a complete version of this proposed Award Click HERE.

As part of the democratic processes that exist within your union, PSA members have a vote whether to accept or decline the proposed agreement. It is important to note non-members have no say in the Award-acceptance processes.

The PSA endorses this agreement because:

  1. it enshrines your current conditions in a concise document;
  2. it provides for a line of sight to the Crown Employees (Public Sector – Conditions of Employment) Award and Crown Employees (Public Sector Salaries) Award, in that if changes are made to either of these Awards, there is provision for those changes to flow to the ICARE Award;
  3. it is consistent with the Memorandum of Understanding signed by the PSA in 2015, whereby the conditions of employment are not diminished by the creation of this Award.

The ballot is to take place via Survey Monkey and all responses are to remain confidential.

Click HERE to enter the survey.

The PSA encourages all members to take the two minutes to vote in this ballot.

DFSI PSA action opposing forced relocations

Jun 26, 2017

DFSI PSA action opposing forced relocations – June 2017 (PDF version)

Maitland and Newcastle members will be aware of the recent media interest that has been generated in the Hunter press in relation to the impact that the forced relocation of 39 Office of State Revenue, Fees & Fines roles to Gosford will have on the local Maitland economy.

See NBN and Newcastle Herald articles HERE and HERE.

The PSA is in communication with the office of Maitland state MP Jenny Aitchison. We will continue to share information with her office and coordinate around further actions that can be taken to stand up for the residents of Maitland, their families and the local economy.

The PSA will also be approaching Shadow Finance Minister Clayton Barr MP, and local Newcastle representatives in the coming days about how we might collaborate.

Gosford relocations CC

PSA staff and your delegates met with OSR Director Stephen Brady and other management representatives on Monday 19 June to discuss various updates on the relocation to Gosford, and also to push our position that we are opposed to any forced relocation of any staff from Parramatta (OSR or Fair Trading Contact Centre), Maitland or Newcastle, to Gosford.

We want Stephen Brady to explore other options with the union.

Option 1

On 6 June DFSI Secretary Martin Hoffman announced the Department would embrace flexible work options, and invited DFSI staff to register an expression of interest (EOI) if they wished to work in Gosford. The PSA put it to Stephen Brady that we want DFSI to relocate roles through this process and not by way of forced relocations of OSR and Fair Trading Contact Centre staff. Management was not closed to this idea, but was cautious in giving any false hope that this could occur. It would be dependent on the uptake and suitability of the EOIs. Management also confirmed this EOI is not limited to staff in Sydney but is open to anyone, anywhere. It agreed to issue further communications to verify this.

Option 2

In the alternative, other flexible work practices may be considered by the Department in certain circumstances. This may include commuting to the ‘home office’ in Gosford two or three days per week, and working from another location closer to your home on the other days, or indeed, working from home on a day or two, if possible.

We will provide a further update to members shortly.


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