The PSA Industrial Officer and Organiser for the Office of the Children’s Guardian (OCG) met on Tuesday 3 June 2026 with the Director, People and Culture and other officers of the OCG.
The purpose of this meeting was to discuss a range of current organisational matters, including workforce planning, policy updates, and upcoming system and operational changes affecting staff and members.
This engagement forms part of broader efforts to ensure ongoing communication between the OCG and the PSA on behalf of members, and to support clarity and consistency across People and Culture functions and operational areas.
Organisational Functional Review
The Office of the Children’s Guardian is undertaking a functional review examining how services are structured and delivered across the organisation.
The review is considering how current functions operate, including reportable conduct, Working With Children Check, and general counsel. These functions have developed over time and in most cases operate with separate systems and processes, which can result in duplication and inconsistency.
A key focus of the review is improving coordination and consistency across the organisation and strengthening how work is allocated and managed.
One concept being explored is the potential establishment of a centralised intake function, where matters would be received and triaged before being directed to the appropriate area.
At this stage:
- No decisions have been made regarding structural changes or staffing impacts
- Consultation is not expected to commence for approximately two months; however the PSA will be included in the consultation process when this begins and will provide members with further updates.
Workload Management
The PSA raised the concerns from members regarding workload issues emphasising that staff are burnt out and changes need to be made now.
The OCG has advised that workload management practices are being reviewed as part of broader organisational improvement work.
Feedback from OCG staff has highlighted variation in how workload is measured and managed across different areas.
Work is underway to:
- Develop a more consistent approach to workload measurement
- Improve transparency around workload expectations and allocation
- Support more consistent workforce planning across the organisation
This work is progressing alongside the functional review, and the PSA will continue to advocate on behalf of members for meaningful action to address workload concerns.
Phone Recording Functionality
PSA Members raised concerns that the call recording function had been switched off.
From 15 June 2026, service desk phone line changes for the OCG will take effect and the call recording function has been reinstated.
Abusive Clients Policy
The draft policy is currently with the WHS Committee for review and feedback, with responses due by 19 June. “Accidental Counsellor” training is expected to be rolled out to support staff.
Complaints and Grievance Policy
The Complaints and Grievance Policy remains under review. The Department has advised that progress has been delayed due to limited resources, which are currently focused on the implementation of myWorkZone. The matter has been placed on the agenda for the next Joint Consultative Committee (JCC) meeting with your union and the OCG.
The PSA will obtain feedback from members regarding the policy in due course.
myWorkZone Implementation
- myWorkZone is part of the Government’s Shared Services Optimisation Program, intended to deliver a single platform for HR, payroll, finance, and procurement across agencies.
- Go-live is scheduled for early July
- We have been advised that the first pay in July 2026 will be processed under the new system.
- The PSA acknowledges that some challenges may arise during the early stages of implementation, consistent with the experience of other government departments that have adopted the system. It is important that all issues are logged with OCG to support timely resolution and continuous improvement of the system.
Members are advised to:
- Keep manual records of time worked.
- Take screenshots of accrued leave balances
- Check membership ID and superannuation details.
- Review annual salary carefully during transition (including tax and pay changes)
- Note that if a membership ID is missing, superannuation may be held in a central account until resolved.
- Stay up to date with intranet updates and training materials.
myWorkZone learning hubs are available on the OCG intranet and provide training resources and guidance.
Remuneration Updates
Upcoming remuneration changes include:
- A 3 per cent pay increase effective from the 16 July 2026 pay period which the PSA negotiated.
- A Cost-of-Living Allowance (COLA) of $1000 (plus superannuation) to be applied in a later pay cycle. The PSA negotiated this one off, taxable payment should the Sydney Consumer Price Index (CPI) exceed 4 percent in the second or third year of the deal.
Workplace Adjustments Policy
The PSA identified the need for a Workplace Adjustments Policy. This has been acknowledged, and consideration is being given to developing the policy in line with existing arrangements across the Department of Communities and Justice (DCJ)
Hybrid Work Model
The PSA has submitted feedback based on meetings and discussions held with our members on the “Hybrid Working Model” and Flexible Working Policy. Feedback from members is currently being consolidated by the OCG.
Key points include:
- Once the OCG provides further communication regarding the feedback the PSA will provide members with a further update.
- We have been advised that the model will include flexibility and is not expected to impose rigid attendance rules (e.g. fixed “3 days in office”)
- OCG has committed to maintaining flexibility within the model
The PSA expressed concerns from members regarding Interstate employees and the Hybrid Model. The OCG have advised that staff will be expected to attend the office, with an average attendance target of approximately 50% over a four-week period, rather than fixed weekly requirements.
Interstate and remote work arrangements will continue to be considered on an individual case by basis, depending on operational requirements and personal circumstances.
There is also consideration of allowing staff to work from other offices where capacity permits.
AP Psychology
Reports have now been distributed to Directors, who are required to discuss outcomes with their respective teams as soon as possible.
Most Directors have nominated an 11/12 officer to act as a change champion and developed a refined action plan, including timeframes, priorities, and accountabilities.
The three key themes identified to strengthen workplace culture are:
- Leadership and Change
- Workload Management
- Workplace Culture
Further communications will be distributed to staff and the PSA regarding implementation plans and related activities.
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