Considering accepting that “pay offer”? Not so fast – it’s not as much as you think
When the university released its overall Enterprise Agreement package and comparisons to other universities recently, it skimmed over some important details.
The Consumer Price Index and Wage Price Index comparisons provided are Australia-wide, which not the best measure for our members who live in one of the most expensive cities in the world.
The university has put forward an 11.52 per cent salary increase compounded over the life of the Agreement. Meanwhile, Western Sydney University just agreed a 14.92 per cent increase from 2026-2030. We think the University of Sydney can do better. Much better. Our ‘sector-leading’ gap is closing.
Join your union
Having a union representative sitting beside you in a meeting and standing up for you when the university questions your worth is invaluable. Yet a CPSU NSW membership costs around the same as two coffees per week. And it’s tax deductible.
We’ve been working hard on issues that matter to our members, such as fair access to leave and adjustments for conditions that impact reproductive systems. Whether diagnosed or being investigated, no-one should be asked to spend extra time and money proving their needs at work. Our members told us this is an issue for them, so we’re working to resolve this by bargaining, in good faith. To see the issues that matter to you addressed join CPSU NSW.
We’ve already fought for several improvements to conditions and have successfully reached in-principle agreement with the university. From access to volunteering leave, to an increase in available funds in the Professional Staff Development Fund, to fairer treatment when acting in higher duties and more equitable access to FDV leave for casuals – the CPSU NSW has already bargained our way to improved conditions for all staff.
Northcott State-wide Members Meeting Have Your Say
The CPSU NSW is inviting all Northcott members to attend an upcoming state-wide member meeting to hear important updates about the commencement of bargaining with Northcott.
This meeting is an important opportunity for members to:
Hear the latest information about the bargaining process.
Understand what happens next.
Raise issues and concerns that matter to you; and
Have your voice and input heard as we work through negotiations.
Your participation matters.
Strong member involvement is essential to ensuring the issues that matter most to Northcott employees are reflected in bargaining.
Meeting Details
Date:
Wednesday 14 October 2026
Time:
2:30pm – 3:30pm
MS Teams Link
MS Teams Meeting ID: 441 054 101 308 052 Passcode: Qb7TT6f4
Northcott members, this is your time to get involved!
Come along, hear the latest updates, and make sure your voice is part of the bargaining process.
If you cannot attend, please reach out and email your enquiries or concerns to:
The Public Service Association has been advocating for a workload planner tool to be introduced for Child Protection Workers due to long standing excessive workload issues.
We have supported many of you with an excel spreadsheet WLP which has demonstrated the excessive workload allocated to you. However, we accept that it’s not the best solution, and an integrated WLP would be better.
After many years of the PSA advocating for an integrated WLP, DCJ have developed a tool for Caseworkers that is integrated with their systems, and this is currently in trial.
DCJ raised some questions about the uptake and implementation within the trial groups.
As the PSA is invested in seeing our members allocated reasonable and manageable workloads, we would like to hear from you.
If you are participating in the trial, what has been your experience?
What works and what does not work?
Do you have any other suggestions for the integrated WLP?
The PSA remains committed to working with DCJ to create a WLP Tool that is:
Both user friendly, well-integrated and
Has the smallest impact on your workload possible?
Again, the PSA wants to know from you on any roadblocks you may be experiencing.
We woould like to hear about any concerns you have, particularly around how the policy could affect:
disciplinary processes or potential disciplinary action
training and support for employees using AI
workload and expectations arising from the use of AI
Your feedback will help the CPSU NSW understand how the policy may affect members in practice and identify any issues that need to be raised with NSW Land Registry Services.
To provide feedback, contact the Member Support Centre on 1800 772 679 and quote case C10023102
Screen NSW restructure – have your say by 29 September
Screen NSW has proposaed a new organisation structure that could affect functions, reporting lines and roles across the agency.
Consultation is now open and the PSA wants to hear from you about how the proposed changes could affect your role, your team and how you perform work.
At the Town Hall meeting on 15 September 2026 attended by PSA representatives, management outlined a proposed structure based on three core functions;
Production and Content Investment
Industry and Audience Development
Infrastructure and Operations
Management indicates the proposed structure is intended to provide clearer accountabilities, strengthen executive oversight, support more effective decision making and service delivery.
What should you look at?
Members are encouraged to review the proposal that can be obtained in the button below, and conisder whether you have any concerns or feedback about:
the proposed new functions
the organisational structure
role descriptions
the change management plan
how the changes may affect your role, workload, responsibilities or reporting arrangements
Consultation closes at 5:00pm Tuesday September 2026.
If you have feedback, questions or concerns, please send them to and quote Case ID C10022924.
Your feedback will help the PSA identify issues affecting members and form our response during the consultation process.
The PSA will also organise a member meeting during the consultation period so members can discuss the proposal together. Details will be provided in a separate bulletin.
PSA Members Support
Member Support Centre
1800 772 679
Moving Forward Towards a Final Psychologists Award
With the ratification of the Interim Award, our focus now turns to the industrial process for achieving a Final Award.
The goal has always been clear: Psychologists deserve fair, competitive salaries and promotional structures that recognise the important work they do.
A successful outcome is about more than salary increases. It is also about ensuring the departments you work for are able to attract and retain skilled professionals, provide the best possible services to our communities, and support the positive reforms currently underway.
Interim Award – Payment Update
As a reminder, the Interim Award consists of two components:
Component 1 – $9,000 salary component
$9,000, operating for 12 months.
To be paid fortnightly from 1 July 2026.
This amount will count as salary for all purposes.
Component 2 – 3 per cent salary increase
A 3 per cent increase to salaries, effective from the first full pay period on or after 1 July 2026.
We have been advised by DCJ Employee Relations that a request has been made to Payroll to process these payments. Members should start receiving their payments shortly, including any applicable backpay.
We would like to thank all our delegates and members who have given their time, energy and commitment to contributing to this outcome. This is a win for PSA members and a strong demonstration of what we can achieve when we stand together as a union.
Final Award – Next Steps
The PSA has attended a Directions Hearing at the Industrial Relations Commission (IRC), and the following timetable has been established:
25 September 2026 – PSA to file and serve evidence-in-chief and outline of submissions.
6 November 2026 – Industrial Relations Secretary (IRS) to file and serve evidence-in-chief and response to PSA evidence.
27 November 2026 – PSA to file and serve its response to IRS evidence.
February 2027 – Hearing of evidence and submissions, with 29 and 30 April 2027 available if required.
Conciliation Continues
Importantly, conciliation will continue throughout this process as we work towards achieving a successful outcome.
Any offers made during this process will be put to members for consideration and endorsement.
The PSA and our legal teams are currently working closely with our witnesses to prepare the evidence required to be lodged by the September deadline.
A Stronger Future for Psychologists
There is still important work ahead, but the process is moving forward.
The Interim Award was an important step, and the PSA remains committed to achieving a fair and competitive Final Award that recognises the expertise, professionalism and value of Psychologists and supports the delivery of high-quality services to our communities.
We will continue to keep members informed as the process progresses.
We encourage members to reach out to their delegates with any feedback, ideas or information they would like to contribute. Your experiences and perspectives help strengthen our campaign and ensure members’ voices remain at the heart of the process.
PSA Members’ Meeting Notice – State Library of NSW
Your PSA Organiser and Delegates will be onsite at the State Library of 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.
Agenda Items:
$1000 Cost-of-living payment update
PSA Salaries Work Value Case 2026–2027
Union member giveaways (May–December 2026)
Agenda items for the upcoming Joint Consultative Committee meeting
Please forward any additional agenda items you would like discussed to
If you know any non-members who would like to learn more about your union, please invite them to attend.
Meeting Details
If you are onsite, please join us in person, or use the link below to join on Teams.
Do you work in Child Protection from the 6 Parramatta Square? The PSA is holding an in person and online members’ meeting. Whether you’re in the office or working from home Industrial OfficerGraydon Walsh, Organiser Andrea Cartwright will be available to discuss member issues.
The PSA continues to receive reports from members regarding excessive workloads, increasing work demands and ongoing workplace pressures impacting staff health, safety, and well-being. This is your opportunity as a PSA Member, to come along to the lunch time meeting and:
Get to know who your PSA workplace Delegates
Raise concerns about the current Child Protection and Permanency Reforms
Learn more about the PSA’s role in your workplace.
Share ideas on how your union can best support you and your colleagues.
Health Professional Councils Authority Member Education Update
Understand your rights around consultation and dispute resolution is an important part for ensuring workplace issues are addressed fairly and effectively
The Crown Employees (Public Service Conditions of Employment) Reviewed Award 2009 sets out important protections for employees when workplace changes are being considered and when grievances, disputes or difficulties arise.
While consultation and dispute resolution are closely related, they serve different purposes. Consultation is the genuine opportunity to be informed, contribute and have your views considered before decisions are made. Dispute resolution provides a formal pathway for addressing issues when a problem has already arisen.
This bulletin explains the key provisions of the Award, what they mean in practice, and the steps members can take to ensure their rights are exercised.
The Crown Employees (Public Service Conditions of Employment) Reviewed Award 2009 provides important rights for employees in relation to consultation and the resolution of workplace disputes.
CONSULTATION — CLAUSE 65
Clause 65 of the Award requires effective consultation, both formal and informal, between management and the Association on matters of mutual interest and concern.
The Award also requires management to consult with the Association before the introduction of technological change.
Consultation and dispute resolution are different processes.
If you have a grievance, dispute or difficulty concerning the Award, clause 9 provides a process for attempting to resolve the issue.
The process
Notify your immediate manager in writing Under clause 9.2, an employee is required to notify their immediate manager in writing:
of the substance of the grievance, dispute, or difficulty.
request a meeting to discuss the matter; and
if possible, state the remedy sought.
Keep a copy of your written notification and any response you receive.
Meeting to resolve the issue
The immediate manager or appropriate officer is to convene a meeting to attempt to resolve the matter within two working days, or as soon as practicable.
Escalate if unresolved
If the matter is not resolved, the employee can request a meeting with the next level of management. The matter can progress through successive levels of management where required.
Union representation
An employee may request to be represented by the Association at any stage of the dispute resolution process.
Written response
Where the matter remains unresolved, the process provides for a written response concerning the action to be taken or the reasons for not taking action.
NSW Industrial Relations Commission
If the matter remains unresolved after the dispute-settling procedures have been used, the matter may ultimately be referred to the NSW Industrial Relations Commission, in accordance with clause 9.
CONSULTATION AND DISPUTE RESOLUTION — KNOW THE DIFFERENCE
Consultation is about having an opportunity to participate and have a say when a workplace change or matter of mutual interest and concern is being considered.
Dispute resolution is the process for dealing with a grievance, dispute or difficulty when an issue has arisen and cannot be resolved.
Remember
If you have a dispute, put it in writing.
State the issue clearly and, if possible, the remedy you are seeking.
You can request union representation at any stage of the dispute process.
Your PSA Organiser and Delegates will be onsite at Museums of History NSW, The Mint, 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. Your delegates, organiser, and Senior Industrial Officer attend the JCC and raise issues on behalf of the membership.
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.
Agenda Items
$1000 Cost-of-living payment update
Union member giveaways (May–December 2026)
EOIs for Delegates
Agenda items for the upcoming Joint Consultative Committee meeting
Please forward any additional agenda items you would like discussed to
If you know any non-members who would like to learn more about your union, please invite them to attend.
If you are onsite at The Mint, please join us in person or use the link below to join on Teams.
National Parks Vocational Branch Industrial Bulletin
Delegates on the National Parks Vocational Branch (NPVB) Executive held their quarterly meeting on Tuesday 12 May 2026. The meeting identified priority matters to raise with the NPWS executive and DCCEEW Industrial Relations (IR) and Human Relations (HR) staff at the Joint Consultative Committee (JCC) meeting of 18 June 2026.
MyWorkZone (MWZ)
MWZ programming errors were raised at the NPVB and JCC meetings, including delays in resolving those issues, productivity impacts, and concerns that all memos/advice admitting problems close with recommending contact with EAP (as if the stress created by MWZ can be solved by a psychologist). Several related actions were identified, including escalation through WHS forums.
There is a known conflict between the set workhours of Shift Planner and the ability to claim overtime before 4pm. However, this matter is identified as ‘resolved’ because the problem is not being reported. The PSA advises members not to utilise the previous recommended workaround of falsifying hours on timesheets. Delegates are also hearing reports of leave loadings not being paid or being underpaid.
It is important that any MWZ issues are raised through a CS Connect ticket so that they can be recognised as a systemic issue and prioritised for fixing. Any unsatisfactory response to a CS Connect ticket should be followed up with the relevant NPWS team listed on ParkSite’s myWorkZone page.
Negotiating variations to awards
The PSA will be lodging certain variations to the awards. This will include the 11 per cent pay rise of field supervisor positions. Delegates highlighted that the provisions for excess travel time should be prioritised for change – it is not compensated at overtime rates for travel on weekends and is paid out within 30 days at a lower capped rate than overtime. Further, there are widespread reports of inconsistent application of the award’s existing overtime provisions, and the PSA has requested improved guidance to be provided on ParkSite and CS Connect, to clearly outline what is ‘directed’ work.
Establishment of the Biodiversity and Heritage Regulator (BHR)
NPWS executive’s responses to the 2022 Risk-e Business Consultants’ review of NPWS’s safety management system for law enforcement had identified the training and support provided by the specialist investigators as measures to reduce safety risks. The PSA identified that reduced support by the specialist investigators, now they are in the BHR, posed a significant safety risk. At the JCC, Alex Graham made some positive remarks about additional resourcing in this area but with no details. The PSA is pleased with the subsequent announcement of 3 compliance specialists in NPWS but maintains the position that each Park Operations Branch should have a specialist compliance officer (with at least a Cert IV in Government Investigations).
The PSA is satisfied that the current project team has developed a program to transfer responsibility of off-park wildlife matters to the BHR that is as good as could be expected within the timeframes, and is glad there will be monitoring of its implementation. It is unfortunate the DCCEEW Executive had not engaged with relevant NPWS staff and nutted out this transition before deciding to create the BHR.
Threatened species funding
Delegates have been contacted by temporary staff in the Koala Strategy and AIS teams, concerned about their future employment, with most temporary appointments ending in the next few months. Alex Graham assured the JCC that NPWS would retain its current level of resourcing. The PSA has requested that staff that were recruited through an external merit-selection process be appointed as ongoing. We understand that affected staff are being briefed but those briefings have not included the PSA. Any concerned staff should contact the PSA’s member centre.
Women’s issues
The NPVB meeting discussed issues raised by women members, including managerial discretion denying reasonable requests for flexible work (including on return from maternity leave) and the lack of supportive workplace adjustments for domestic violence victim/survivors. Unfortunately, neither of these matters made it onto the JCC agenda but will be raised in other forums with DCCEEW IR/HR.
Donation to the Protected Area Workers Association (PAWA)
Following the creation of MWZ, there was a disruption to the transfer of funds to the NPVB of the additional member contributions through their pay. With the recovery of the owed amounts, the NPVB had sufficient funds to donate $2,000 to PAWA. At the delegates’ request, the PSA will match this donation.
Changes to the NPVB branch charter
With staff moving from NPWS to other parts of DCCEEW but retaining their NPWS identity, in terms of pay, award conditions and uniform, the coverage of the NPVB needs to be made broader to all DCCEEW staff subject to the NPWS-PSA award. This small change, plus some other minor updates to the branch charter, will be presented at a special meeting on 11 August (a meeting notification will be sent out next month).
Admin issues
The PSA is keen to hear of issues and is looking to include NPWS admin staff within a broader wages and salaries case on workloads. At the JCC, the PSA prompted NPWS to release the results of last year’s survey of administrative staff. We understand that role clarity remains an issue for admin staff.
The position of admin representative remains vacant on the NPVB executive. We’d welcome any nominations, noting that all positions on the executive will be declared vacant at the AGM on 10 November.
Your current delegate team is:
Ben Owers – NPVB Branch chair (also contact for South Coast Branch)
Janet Cavanaugh – NPVB secretary (also contact for North Coast Branch)
Peter Mylan – deputy chair (Kosci east field staff)
Naomi Goosen – Women’s representative (contact for Blue Mountains Branch)
Jacqueline Reid – NPVB Treasurer (contact for Hunter Central Coast Branch)
Andy Leach – Park Programs representative (i.e. Business Delivery, CAP, FIOB and 4PSQ)
Campbell Young – contact for Southern Ranges non-field staff
Steve (Stumpy) Carter – delegate (Kosci west field staff)
Jules Bald –contact for Northern Inland branch
Anita Zubovic – contact for West Branch and Greater Sydney Branch
NSW Trustee & Guardian – Workplace Violence: Share Your Experience
Your union the Public Service Association of NSW (PSA) met with your Departmental Committee delegates on 9 July 2026 to discuss a number of workplace issues affecting members at NSW Trustee & Guardian. During the meeting, serious concerns were raised regarding staff safety following a recent incident involving an aggressive client at the Parramatta office.
As a result, the PSA is seeking information from members who have experienced abuse, intimidation, threats, aggressive behaviour or other inappropriate conduct by clients during face-to-face interactions. We are particularly interested in incidents that have occurred within the last six months across all NSW Trustee & Guardian offices, including incidents that occurred in the workplace or when leaving the workplace.
Please note that, for the purposes of this request, we are seeking information about face-to-face incidents involving clients only. We are not seeking reports of abusive or difficult telephone interactions at this time.
This information will be collated via deidentified survey and can be accessed via the button link below
Note: We encourage staff at NSW Trustee & Guardian that may experience issues accessing the survey on a workplace device to use a non-workplace device.
If you have any other information in relation to workplace violence that is unable to be answered in the survey, we also encourage you to contact and include Case Number C10020546 in the subject line.
Please respond no later than Friday, 24 July 2026.
Thank you for taking the time to share your experience. Your feedback will help the PSA continue advocating for stronger workplace health and safety measures, improved processes and better protections for all NSW Trustee & Guardian members.
