On 2 July PSA members and Industrial staff attended a briefing by the NSW Electoral Commission (NSWEC) regarding the 2025-26 budget and a proposed restructure.

A copy of the Consultation Change Management Plan has been provided to the PSA and placed on the NSWEC intranet please see HERE.

The Commission has had an increase in its budget which will result in an increase in roles – total ongoing roles (excluding Electoral Commissioner) current (165) proposed (218).

There will however be a reduction in roles within the Integrity and Safeguards group currently (44) proposed (42), impacting 2 staff.

Key points for filling roles within the new structure

NSWEC proposes that once the structure is finalised and approved, the following process will take place:

1. Confirmation of ongoing substantive roles in the new structure

Where there is no substantial change or impact to an ongoing employee’s substantive role, the employee will receive written confirmation that they will remain in their substantive ongoing role. This includes where the employee’s role may have been moved to a new business unit or group in the new structure.

2. Direct appointment

Where there is a substantial change or impact to an employee’s substantive role, the Electoral Commission will seek to redeploy the impacted employee to a suitable alternative role by direct appointment where possible.

3. Appointment to an ongoing role through an EOI process

Where there is a substantial change or impact to an employee’s substantive role and direct appointment is not considered appropriate, an employee may be invited to submit an Expression of Interest (EOI) for an alternative role/s. An example of this may be where there is more than one impacted employee who may be suitable for an available role.

Employees’ suitability will be assessed using a merit-based selection process compliant with GSE Rules.

4. 4. Internal advertising

Any roles remaining vacant after an internal EOI process will be advertised internally to all employees (including temporary officers). Priority will be given to ongoing employees first and then to temporary employees. A merit-based selection process compliant with GSE Rules will apply.

5. External advertising

For remaining vacant roles.

 The PSA supports the NSWEC intention to exhaust all internal placement pathways prior to advertising roles externally. The PSA has an expectation that impacted staff should be matched to suitable roles internally as there has been an increase in the roles proposed in the revised NSW EC organisational structure. The possible use of the NSW Government mobility placement process should only be an absolute option of last resort. The PSA will be monitoring the placement process and advocating internal placement on behalf of impacted members throughout the entire placement process.

 Next steps:

The PSA intends to provide feedback to the NSWEC prior to the end of the proposed consultation period on 29 July 2025.  A members meeting will also be held prior to this date, separate meeting notice will be forwarded to members advising of details.

Any member who has concerns or has feedback in relation to this CMP proposal please forward to or for Industrial Support call 1800772679.  Please quote C10007797.

 Your Industrial Team:

 PSA Organiser Claudia Bianchi

 PSA Senior Industrial officer