Next steps to recognise the important role of SAS Staff
In PSA member meetings held throughout October, members confirmed that many SAS staff are working beyond their position description and have unreasonable workloads.
Recently, to help protect SAS Staff from unnecessary stress, the PSA secured a commitment from the Department that LMBR and LSLD will not be rolled out to schools beyond the 229 sites until there is confidence the rollout will run smoothly.
However, there is still considerable work to be done to ensure that SAS Staff are properly supported and recognised for work undertaken.
We know from meeting with over 400 PSA members across more than 50 meetings throughout October that many School Administrative Managers are already performing similar, or in some cases, the same work as a Business Manager, but without the proper pay or recognition.
This needs to be recognised and addressed.
Feedback from members also highlighted the need for the PSA to address similar issues on behalf of all SAS staff.
We also know that the introduction of LMBR and LSLD has impacted considerably on the way all SAS Staff in the 229 schools operate with many working way beyond what is detailed in their position description.
As one member explained “We are already doing so much more than what we get paid for and our hours are longer than they’ve ever been. It’s all been changing so fast. It’s time the department took a deep breath and thought about what they are asking of us and how much they are wanting us to do without being paid for it.”
This sentiment is reflected in many other comments by members across all the SAS Staff classifications, including General Assistants.
That is why the PSA will now, with your support, be calling on the Department to evaluate all SAS Staff classifications and pay what’s fair.
We are in the process of seeking legal advice on how this can best be progressed.
We will also be seeking advice on how this review of classifications intersects with a possible pay equity case for SAS Staff.
Once this information is received, PSA Industrial Staff will then examine the advice and, in consultation with members and delegates, determine the way forward.
As members know, PSA staff provided our lawyers with significant material and statements from members to assist in determining whether a pay equity case should be pursued.
The lawyers found that on the face of it, such a case could indeed be run, but it was best to wait to see the effects of the LSLD and LMBR roll out on the work performed.
Further updates will be provided.
