Premiers Department: restructure of Procurement team
NSW Premiers Department and PSA members within Premiers Corporate Services Procurement team commenced consultation on 17 September 2026 in relation to a restructure proposal.
PSA Industrial staff and Corporate Services staff attended an all staff briefing on 18 September. A consultation slide pack SEE HERE was presented as to this proposal. Premiers have also provided a Frequently asked questions pack SEE HERE to provide information to impacted staff regarding this draft proposal.
Feedback
The feedback period for affected staff closes 5:00pm 1 October 2026. The PSA encourages members to have your say regarding this proposal by forwarding your concerns to please quote Case ID C10023255. The PSA will co-ordinate a member submission by close of business 30 September 2026.
The CPSU NSW is aware Life Without Barriers (LWB) have announced a master roster change which impacts members working at Warner Avenue.
Master roster changes require your employer to consult with you regarding your circumstances.
Your employer cannot simply impose a new roster without demonstrating that they have considered what you have put forward.
The Social, Community, Home Care and Disability Services Industry Award sets out the following provisions:
8A. Consultation about changes to rosters or hours of work
8A.1 Clause 8A applies if an employer proposes to change the regular roster or ordinary hours of work of an employee, other than an employee whose working hours are irregular, sporadic or unpredictable.
8A.2 The employer must consult with any employees affected by the proposed change and their representatives (if any).
8A.3 For the purpose of the consultation, the employer must:
(a) provide to the employees and representatives mentioned in clause 8A.2 information about the proposed change (for example, information about the nature of the change and when it is to begin); and
(b) invite the employees to give their views about the impact of the proposed change on them (including any impact on their family or caring responsibilities) and also invite their representative (if any) to give their views about that impact.
8A.4 The employer must consider any views given under clause 8A.3(b).
If you are affected please contact the CPSU, member Support Centre on 1800 772 679 NSW for support, and please quote case C10023095.
University of Sydney undermines bargaining process: urgent CPSU NSW meeting
Today, the University of Sydney blindsided the CPSU NSW bargaining team by presenting a management “package” without proper notice or genuine engagement.
Minutes after unions received the package, the University circulated the package to staff as though it reflected an agreed bargaining position. It does not.
This falls well short of good faith bargaining.
We note that bargaining has been underway for less than six months and not the nine months the University claims. Given significant progress has already been made until this point, the University’s decision to table a settlement misrepresented as an agreed position between all parties now appears designed to pressure unions and staff to accept their proposal rather than progress genuine negotiations.
This is in light of the CPSU NSW not agreeing to weaken consultation rights by allowing up to five positions in a work unit to be made redundant simultaneously without triggering formal consultation obligations.
We also rejected open-ended adoption of artificial intelligence without meaningful safeguards for job security, workload, transparency and staff rights.
CPSU NSW will not agree to provisions that make it easier for management to cut jobs, avoid consultation or undermine secure employment.
We would like to emphasise to members that retaining consultation rights are fundamental and a minimum protection for when management proposes workplace changes, restructures or job losses.
CPSU NSW calls on the University to return to the bargaining table, respect union representatives, and negotiate in good faith for an agreement that protects jobs, strengthens consultation rights and delivers fair outcomes for all staff.
Come to the members meeting to discuss this on Thursday 24 September 2026 at 1:00pm.
School Administrative and Support Staff (Science) update: report back from the PSA online meeting
Thank you to those of you who were able to attend the PSA online meeting on Wednesday, 16 September 2026 to discuss the implementation of the Chemical Safety in Schools (CSIS) program, particularly concerns regarding the proposed Chemical Safety Officer (CSO) role.
The meeting was well attended by PSA members, PSA School Administrative Officer (Science) delegates, Schools Departmental Committee delegates, PSA industrial staff, and a number of non-members.
During the meeting, members raised concerns about the nomination of the CSO and the possibility that the role could be delegated to a School Administrative and Support staff member, most likely a School Administrative Officer working in Science.
The CMIP (Chemical Management Improvement Program) Working Group continues to meet on a fortnightly basis and includes representation from both the School Administrative Officer (Science) and General Assistant Advisory Groups. The program remains one of the most significant pieces of WHS consultation currently underway within NSW public schools.
Following consultation meetings, the PSA has written to the Department outlining members’ concerns and has written regarding the following:
Escalation of Assigned Duties, the Chemical Safety Officer Role, and Preventing Duty Creep
The PSA raised concerns that due to the nature of schools, duties relating to chemical safety could unreasonably be delegated to School Administrative Officers working in Science that does not comply with the Statement of Duties (SoD).
School Administrative Officer (Science) should not be nominated as the CSO
The PSA clearly stated its position that a School Administrative Officer working in Science should not be appointed as a CSO as this carries a significant level of responsibility, accountability, coordination, and compliance oversight that extends beyond the scope of the current School Administrative Officer (Science) Statement of Duties.
The Statement of Duties clearly outlines that School Administrative Officer (Science) staff perform their work under the supervision and direction of a teacher. In contrast, the CSO role involves specialist oversight, coordination, and compliance responsibilities that are not reflected within the School Administrative Officer (Science) classification.
The Department’s proposed resources indicate that a CSO would, where possible, hold a science-related degree. This highlights a clear distinction between the CSO role and the current School Administrative Officer (Science) classification, which has no essential qualification or certification requirements.
PSA advice to members
As a School Administrative Officer (Science), you must receive appropriate training before undertaking science support duties. At a minimum, this includes chemical safety training.
Your role includes:
Providing technical assistance in the operation of the science laboratory under the supervision of a teacher, including where some discretion and judgement is required.
Assisting with the evaluation and selection of equipment and supplies.
Providing guidance to students in the safe use of laboratory equipment.
Preparing materials and resources for science lessons in accordance with relevant safety protocols, including the safe disposal of materials, as directed by the teacher.
Testing and demonstrating experiments under the guidance and supervision of a teacher.
Please ensure your duties are carried out within this framework and that appropriate supervision, direction and training are provided.
You Statement of Duties – School Administrative Officer (Science) can be found HERE
If you have any questions or require assistance, please email or contact your PSA Schools Organiser through PSA Member Support on 1300 772 679.
Next steps
The PSA will hold further members only online meetings as consultation progresses. Members will be advised of the date and time as soon as it is confirmed.
Now is the time to have your voice heard. Support your Union. Support your Delegates. Support yourself.
Are you working in Science and need to let the PSA know? Please emails so we can update your classification on our records.
Government Technology Platforms restructure: Department refuses PSA request for key documents while pushing job cuts
Your union, the PSA, met with senior representatives from the Department of Customer Service (DCS) on Monday, 21 September 2026, for a briefing regarding the proposed Government Technology Platforms (GTP) Restructure Management Plan (RMP).
Department meeting and embargo on revised proposals
During the meeting, Department representatives presented an overview indicating some minor revisions and adjustments to the proposed structure resulting from member feedback and PSA advocacy.
However, the Department has placed this information under strict embargo pending internal executive approval.
Because of this embargo, the PSA is currently prevented from releasing the specific details and role breakdowns to you. The PSA made it clear to management that genuine consultation cannot occur while the union is restricted from sharing full information with affected staff to seek your informed feedback and instructions. We have requested the immediate release of an unembargoed document.
Core ongoing concerns
Despite discussions regarding potential revisions, the core issues in this restructure remain unresolved:
Permanent job destruction: the Department continues to target significant numbers of permanent public sector roles for elimination without providing verified business cases or financial models.
Casualisation by stealth: ongoing, core public sector functions are still slated for conversion into insecure temporary contracts ending in July 2027, breaching the Premier’s Core Work Policy (Circular C2025-05) and the Government Sector Employment Act 2013.
Protection of costly contractors: DCS continues to spend thousands of dollars each week on external contractors in senior roles without justifying why this ongoing work is not insourced to permanent staff.
Unmitigated workload & burnout: slashing permanent roles while keeping all service deliverables intact guarantees severe workload intensification for a workforce where 60 per cent already report acute burnout, creating severe work health and safety risks.
Withheld evidence: DCS continues to assert that it has met its legal consultation obligations while maintaining a blanket refusal to disclose fundamental financial and operational records.
Escalating to the Industrial Relations Commission for arbitration
Because the Department refuses to provide critical documentation and maintains that consultation is finished, the PSA will now approach the NSW Industrial Relations Commission (IRC) to request an urgent relisting of the dispute before an IRC Commissioner and seek referral of the matter to compulsory arbitration under Section 136 of the Industrial Relations Act 1996.
The PSA will also seek interim status quo orders to freeze all implementation actions—including direct assignments and excess declarations—until the Commission hears and determines the dispute.
Member action: submit your feedback
Your feedback continues to drive our industrial strategy before the Commission. Please forward any updated concerns, questions, or workplace impacts to the PSA Member Support Centre:
Email:
Telephone: 1300 764 679
Call Reference: Please quote C10021066 in all communications.
All feedback is treated with strict confidentiality.
Community Corrections Joint Consultative Committee and Community Corrections Delegates Committee member update
The Joint Consultative Committee and Community Corrections Delegates Committee continue to advocate on behalf of Community Corrections members across a range of operational, workplace and employment matters.
This bulletin provides members with an update on matters currently being progressed, including issues relating to induction, workplace flexibility, hub operations, technology, staffing, wellbeing and career progression.
Members are encouraged to remain engaged and raise any concerns with their local delegate or the relevant contact person identified below.
Integrated Induction
Background
Concerns have been raised by members regarding the implementation of the Integrated Induction process, including the accuracy and consistency of administrative data being used to inform decision-making and reporting.
Current Update
The matter remains open.
Concerns have been raised regarding incorrect administrative data being supplied.
Additional clarification and review of the data provided have been requested.
Contact: Suzi Tubner.
Suzi will continue to follow up the matter and report back to the committee.
Administrative Handbook
Background
The Administrative Handbook is currently under review to ensure it remains current, accurate and reflective of operational requirements and expectations for all staff.
Current Update
The matter remains open.
Ongoing review and consultation continue.
Suzi Tubner.
Hubs and Hub Concerns
Background
Members continue to raise concerns regarding the operation of hub locations, staffing arrangements, resource allocation, officer attendance requirements, workplace flexibility and safety, and the potential impact of these arrangements on service delivery.
Current Update
The matter remains open and ongoing.
Discussions have acknowledged the upcoming organisational restructure and its potential impact.
Concerns have also been raised regarding administrative staff attendance requirements and the broader impact on hub operations.
Further consideration will occur following finalisation of the organisational restructure on 1 October 2026.
The matter is currently with the Assistant Commissioner (AC) for follow-up following the restructure.
Converge consultant cessation on sites
Background
The committee has received feedback from members regarding the cessation of on-site Converge consultant services and the potential impact this may have on employee wellbeing and access to support services.
Current Update
The matter remains open.
The committee is awaiting a formal report regarding the cessation of on-site Converge consultant services.
A significant number of members have raised concerns regarding the removal of on-site consultation services.
A member survey is expected to be distributed to assist in gathering further feedback.
Contact: Dane Kasunic for further information and updates.
Goulburn Correctional Centre – Victorian Wings closure
Background
The Victorian Wings at Goulburn Correctional Centre are scheduled to close at the end of September 2026. Concerns have been raised regarding the level of consultation provided to Community Corrections staff and any potential impacts arising from the closure.
Current Update
The matter remains open.
Correctional Centre staff have been consulted regarding the closure.
Limited consultation has occurred with Community Corrections staff.
Members seeking information regarding the closure and associated staffing impacts should contact Dane Kasunic.
Work flexibility
Background
The committee continues to advocate for fair and consistent access to flexible work arrangements across Community Corrections.
Members have raised concerns regarding the application process and inconsistencies in the application of flexible work arrangements across multiple locations.
Current Update
The matter remains open.
A new work flexibility application form is currently being reviewed by the Industrial Officer and the Assistant Commissioner.
Further updates will be provided once the review process has been completed.
Contact: Blake Langelar.
Non-Custodial Community Corrections: Dress Manual
Background
Members have requested clearer guidance regarding dress standards within Non-Custodial Community Corrections.
A review is being undertaken to determine whether updated guidelines are required to provide greater clarity and consistency for staff and managers. Some example includes court appearances and entry to correctional centres.
Current Update
The matter remains open.
A working group is being established to progress review and consultation.
The committee is seeking clear dress-standard guidelines to assist staff and managers.
Contact: Ashley Gannon.
Senior progression
Background
The PSA and committee members strongly supported the review of senior progression processes and actively advocated for improvements to create a fairer and more transparent progression pathway for eligible staff.
Current Update
The matter remains open, with progression pathways continuing to be monitored.
While some initial issues were identified, the process is generally progressing well.
Most employees appear to be receiving outcomes within approximately six weeks.
The committee remains supportive of the changes and will continue advocating for ongoing improvements where required.
Concerns or queries should be directed to:
Amy Riddle
Bart Gale
Field Officers and permanency review
Current Update
The PSA and Corrective Services NSW are involved in workshops following a successful test case in which it was determined that a casual Field Officer was, in effect, a permanent employee due to working regular shifts and hours.
These workshops are aimed at transitioning eligible Field Officers into permanent positions.
Discussions include identifying suitable duties, career pathways, sustainable workforce planning, date of effect, Xmas break and public holidays.
Any significant updates, information or offers will be communicated directly to affected members and we are waiting on a written response from Corrective Services NSW which we will review and obtain legal advice.
While these processes are underway, no Field Officer should lose shifts or hours.
Where a shift cannot be undertaken, suitable alternative duties should be provided.
If there are issues with your shifts and times, please contact the PSA Member Support on 1800 772 679 and quote case number C10016951
Field Officer access to laptops and OIMS
Background
The committee continues to advocate for all Field Officers to have appropriate access to computers, technology and operational systems required to undertake their duties effectively.
Current Update
The matter remains open.
All Field Officers should have access to appropriate computer resources to effectively undertake their duties.
The committee has requested that Field Officers be provided with appropriate access to OIMS to allow case noting, review of allocated cohorts and improved operational awareness.
If Field Officers do not have access to a dedicated computer resource.
Contacts: Gary Kennedy
Delays in psychological workload (SOSA)
Background
Concerns continue to be raised regarding psychological workload pressures and delays associated with the completion of assessments and reports, particularly where these delays impact operational outcomes and service delivery.
Current Update
The matter remains open.
Ongoing discussions continue with the Industrial Officer regarding workload concerns and associated delays.
The committee continues to monitor the issue and advocate for appropriate workload management strategies.
Telematics
Current Update
Recommended for closure.
Officers should now be fully operating under telematics processes.
Staff who are not currently operating under telematics should contact:
Their local administration team; or
Their workplace delegate.
Vehicle folders may still remain at some locations as a contingency measure.
Paper-based processes should generally no longer be required where telematics is functioning correctly.
General member engagement
The Joint Consultative Committee and Community Corrections Delegates Committee continue to receive feedback and inquiries from members across multiple operational areas.
Members are encouraged to raise concerns through their local delegates or the relevant contact officers identified in this bulletin.
Your feedback is important in ensuring workplace issues are identified, discussed and progressed through the appropriate Joint Consultative Committee and Community Corrections Delegates Committee forums.
If you have a workplace concern, don’t assume someone else has raised it: speak with your delegate.
Contacts
Joint Consultative Committee and Community Corrections Delegates Committee delegate contacts
Community Corrections Delegates Committee Executive
Bart Gale Chair, CCDC
Region: Central West Region
Email:
Suzi Tubner Vice Chair, CCDC
Region: Admin Metro District
Email:
Korie Buck Secretary, CCDC
Region: Admin Regional
Email:
Sonya Mantle Assistant Secretary, CCDC
Region: Central West Region
Email:
Delegates
Garry Kennedy Field Officer – Statewide
Email:
Ashley Gannon Region: Hunter Region
Email:
Blake Langelaar Region: Hunter Region
Email:
Diana Ghali Area: Electronic Monitoring
Email:
David Young Region: Metro District
Email:
Madelin Thomas Region: Metro District
Email:
Roman Chizhov Region: Metro District
Email:
Thomas Pearce Region: Metro District
Email:
David Weir Region: Metro District
Email:
Mark Wisnewski Region: North Coast Region
Email:
Amy Riddle Region: North Coast Region
Email:
Shelley Hadlow Region: South East Region
Email:
Dane Kasunic Delegate
Region: South East Region
Email:
Hannah McGinty Delegate
Region: South West Region
Email:
Current delegate vacancies
Following this year’s election, there are currently several delegate vacancies:
1 × Admin Metro
1 × Admin Regional
3 × Metro
1 x Hunter
1 × Northwest – Tamworth PSA Office
Interested in becoming a delegate?
If you are interested in representing your area and becoming involved in advocating for your colleagues, please send your details to Chris Auld and Stewart Burkitt.
Your details will then be shared with the committee.
Your PSA Organiser and delegates will be onsite at Create NSW for a members meeting, providing an opportunity for you to share any questions, concerns, or ideas you would like raised at the upcoming Joint Consultative Committee (JCC) meeting with management.
This is a great opportunity to connect with your PSA staff and delegates, learn more about the important role the PSA plays in your workplace, and discuss how your union can best support you and your colleagues.
If you know any non-members who would like to learn more about your union, please invite them to attend.
Members’ meeting details
Date:
Thursday 24 September 2026
Time:
12:30pm – 1:15pm
Location:
If you are onsite, please join us in person, or use the link below to join on Teams.
Small Creative Hub, Create NSW Level 1 80 George St The Rocks
Do you work in Child Protection and Permanency at Wagga, Albury, Griffith, Leeton and Cootamundra Community Services Centres?
The PSA is progressing a critical campaign to address systemic failures in domestic and family violence (DFV) response across regional NSW. Regional Organiser Tom Hooper, Community Services Organiser Andrea Cartwright and Senior Organiser Belinda Tsirekas will be visiting you.
The DV Needs Public Services campaign is calling for a coordinated, publicly delivered system that ensures consistent, accountable, and effective support for victim-survivors, replacing the current fragmented approach.
To strengthen this work, we are inviting all members from Child Protection and Permanency to attend a member meeting to discuss the campaign, share insights from the workplace, and identify actions we can take together.
Agenda
Provide an overview of the PSA DV campaign and its objectives
Discuss key issues affecting members working in DFV and related services
Gather member feedback to inform campaign strategy and advocacy
Phase 3 of System Reform for Child Protection and Permanency (CPP)
With the announcement that many CPP staff who have been working in various teams are being returned to frontline Casework, it makes it clear that the Department is oblivious to its own structure and has to continue to “rob Peter to pay Paul” to undertake its statutory responsibility.
These changes highlight the serious issues with recruitment and retention of staff. Even with the wage increase for many Caseworkers, the Department of Communities and Justice continues to be unable to recruit and retain staff.
The PSA has grave concerns that, with these proposed changes, many CPP staff will leave the Department. This will lead to greater workloads and vacancies, meaning less service and support to children, young people, families and carers.
The Department needs to listen to its staff, take their feedback seriously and give it proper consideration. You are the people performing the work. You are the people caring for children and young people. You are the people supporting families and carers. Come along and raise your voices!
Save the Dates! Your union, the PSA, will visit Community Services Centres as follows:
Wagga Community Services Centre
Date:
Tuesday 29 September 2026
Time:
12:00pm-2:00pm
Location:
In person at Wagga Community Services Centre and online via MS Teams. All members are welcome to jump on regardless of location or role
In person at Griffith Community Services Centre and Leeton Community Services Centre, and online via Teams. All members are welcome to jump on regardless of location or role
In person at Cootamundra Community Service Centres and for Tumut Community Services Centre, and online via Teams. All members are welcome to jump on regardless of location or role
Child Protection and Permanency Workplace Safety lunch-time PSA members’ meeting
Child Protection and Permanency PSA members who work at Hawkesbury Community Services are invited to join Organiser Andrea Cartwright, Senior Organiser Belinda Tsirekas, WHS Officer and Educator Wade Appleby, and Industrial Officer Graydon Welsh for lunchtime members’ meeting.
The PSA is holding an in person and online meeting to discuss member issues.
Agenda
This is a great opportunity for members to:
Learn the grievance process at Department of Communities and Justice – Let’s Talk, Safety Suite and CAPS
Discuss current issues such as safety in the workplace and out in the field
Get advice from the PSA’s WHS Officer, Wade Appleby
Put your questions to your Industrial Officer Graydon Welsh
Whether you have something specific to raise or just want to stay informed, we’d love to see you there! If you know any non-members that would like to learn more about your union, invite them to attend.
Meeting details
Date:
Wednesday 23 September 2026
Time:
12:30pm – 1:30pm
Location:
The Tea Room, Level 1, 300 George Street Windsor NSW 2756, or online via Teams meeting
Student Support Officers Term 3 state wide PSA members’ meeting
Your advisory group delegates are committed to meeting with members and as Term 3 comes to a close, they invite you to join them and PSA staff at the next statewide meeting on Thursday 24 September at 4pm.
The update from your delegates will include:
Women’s’ conference update
PSA Domestic and Family Violence Campaign
PSA Training – what’s available free to members
PSA advocacy for professional supervision for Student Support Officers
Reminder: Court Services – one week left to have your say on lost flex hours
Thank you to everyone who has already taken the time to complete the PSA’s Court Services Lost Flex Hours Survey. We appreciate your contribution and the information you have provided.
If you haven’t completed the survey yet, there is only one week left to have your say.
The PSA is gathering information about members who are losing accrued flex hours because operational demands or difficulties accessing flex leave prevent them from taking their hours within the settlement period.
Your response is important
The more members who complete the survey, the clearer picture we can build about what is happening across Court Services and the stronger the evidence we have to raise this issue with the Department.
Have you:
Lost flex hours because you were unable to take your accrued flex leave?
Had difficulty getting approval to use your flex?
Found that operational demands regularly prevent you from managing your flex balance?
If so, please take five minutes to complete the survey before it closes at 4:00pm on Thursday 24 September 2026.
Even if you have only occasionally lost flex hours, your experience matters. Please don’t miss this opportunity to have your say.
Are you interested in becoming a Health and Safety Representative (HSR)?
The PSA is looking for members who would like to step up and become an HSR in their workplace.
HSRs play an important role in representing their colleagues on workplace health and safety matters, raising concerns with management and helping to make sure members have a safe and healthy workplace.
If you’re a PSA member and would like to become an HSR, we’d love to hear from you.
For more information or to express your interest, contact your PSA Organiser.
An update from your Special Education Working Group delegates
The Special Education Working Group met on 25 August 2026 at PSA House in Sydney. School Learning Support Officer (SLSO) delegates, representing all SLSO classifications, worked though issues impacting members in the workplace.
In This Bulletin
Excursion requirements
Role of a Support Person
Thriving Kids – changes ahead
SLSO Facebook information
Delegates contact information
Excursion Requirements
Prior approval for excursions and camps must always be sourced by the Principal and the Director Educational Leadership (DEL) before attendance. School organisation will identify the need for SLSO attendance.
While you are on camp, maintain a daily diary of activities, tasks, hours worked and meal breaks. If on overnight camps, keep a record of sleep breaks. This documentation may be required to support overtime claims. Schools may distribute an Expression of Interest to gather SLSO interest in attending excursions or camps.
SLSO’s should complete the required forms listed below:
Pre-approval form- school internal
Detailed itinerary- drafted ahead of time – school internal
Timesheet tracking- school internal
SAP claim submission- recorded hours are submitted to SAP/HR by the school SAM to process the overtime payment.
The PSA recommends SLSOs keep a copy for your own reference.
Role of a Support Person
The PSA and your delegates are here to support you if you face issues at work. Your PSA Organiser can provide you with support, advice and representation. Just as your PSA representative can provide support so can your local delegate, trusted family member, friend or colleague. This support is in place to ensure that you are protected and afforded natural justice and procedural fairness.
Click HERE to download our support person fact sheet
Thriving Kids
The Public Service Association’s Principal Policy Analyst addressed the Special Education Working Group and gathered information about the Thriving Kids Program being rolled out by the Department. The PSA is establishing how much knowledge schools have about the program and the workload impact. The initial rollout of the program is planned for October 2026 with seemingly little knowledge in schools. The Thriving Kids Program is targeted at students from 0 to 8 years old in government pre-schools and schools with Allied Health Professional support needs, who are not accessing the NDIS.
Did you know the PSA NSW Facebook page is a great place where SLSO’s can share ideas, discuss hot topics, seek assistance, and stay informed and up to date on what is happening around the state.
SLSO’s and PSA members can be confident that the information provided is relevant. Delegates from the PSA Special Education Working Group actively engage in the Facebook page, ensuring feedback delivered is by someone who understands your role and the specifics of your workplace.
You must be an SLSO to join the page and while you do not need to be a member of the PSA to be part of the facebook group, you will need to join the PSA to seek union assistance.
