Births Deaths and Marriages: concerns about KPIs and workloads
PSA and local delegate Edwin Garland has met with Births Deaths and Marriages management to discuss member concerns around KPIs and workloads, as identified through the recent member survey.
While a number of respondents were positive about targets, there are still members with concerns around workload and the increase in KPIs.
Management agreed that finding records can be an issue. They advised that the Team Capability Support role is now in place and has had training in how to search to find records. They are able to provide advice and support and are a resource you can use.
We were also advised that the KPIs are targets and that targets vary depending on teams. If the target number of KPIs is too high in your team, it may be worth talking with your team leader about whether there is an opportunity to move to another team with lower KPIs.
A number of members identified disabilities and/or medical conditions which may make targets more difficult to achieve. Management advised that they would like to offer support to anyone in this situation.
If you would like to have a discussion with your manager and don’t feel comfortable or want help to begin the conversation the People and Culture team have offered advice and support which can be requested through
You can also contact your union through or 1800 772 679 and request support on an individual basis.
If you have further concerns in relation to this matter please speak with your local delegate Edwin Garland or contact member support and quote reference number 10002178.
Independent Pricing and Regulatory Tribunal: review of senior executive structure
The PSA has been notified that the Independent Pricing and Regulatory Tribunal (IPART) is commencing a review of its senior executive structure following a request from the Premier’s Department.
As part of this request, IPART is required to reduce senior executive numbers to 19 full-time equivalent (FTE) positions by June 2026. Currently, the senior executive FTE stands at 22.6.
IPART has committed that this review will be managed thoughtfully and transparently, with a strong focus on minimising change where possible.
Importantly, there will be no job losses for non-executive employees as a result of this process. While some realignment of reporting lines may be necessary they will aim to keep disruption to a minimum.
Members who have feedback or concerns please forward to and quote call number 2103269 or 1800 772 679.
Your end of term wrap up: professional learning, student records, school buses and more
With Term 3 coming to a close, we hope you all have a well-deserved break over the school holidays.
Throughout the term your PSA industrial representatives and committed delegates have been working hard on the issues and concerns most important to members. Below is a wrap up of the significant issues the PSA and delegates have been working on.
In this update:
School Development Days and Professional Learning
Executive Teaching Time Review – impact on SASS
Student Records Project
WHS – Digital Incident Form
Driving School Buses
School Community Charter – dealing with inappropriate behaviours
Educational Paraprofessional Employment Changes
Move to Online Declaration Process – conflicts, gifts, secondary employment
TWT Tranche 2
eFPT Working Group
School Development Days and Professional Learning
The PSA continues to advocate for School Administrative and Support Staff (SASS) to have better access to face to face and role specific training and will be seeking to raise more specific issues around this with the Secretary. Following improvements to the Teachers Award in 2024 in gaining additional School Development Days (SDD), concerns have been raised that some schools have sought to only commence long-term temporary employment contracts for SLSOs from when the students are in class, reducing their contract and impacting on vacation leave.
The PSA is strongly opposed to this and is seeking to have consistent recruitment practices across NSW public schools and equal training and development opportunities for SASS.
Executive Teaching Time Review
Improvements for teaching staff as a result of the Executive Teaching Time review that are impacting on SASS include a reduction in communications with SASS in some schools. The PSA has provided the department with examples and is waiting on a further response.
Student Records
Following from the last Joint Consultative Committee (JCC), delegates form the Schools Administration Working Group met with the People Leader and Customer Champion who is involved with the digitisation of student records project. Some key points from the meeting were that it was still very much a work in progress and they are committed to ongoing consultation with schools as they design and build the system. The PSA will continue to engage with this. There is no requirement for schools to do anything at this stage. The Department will provide further information when resources are made available for schools.
WHS Digital Incident Form
The PSA was pleased to see, after a successful trial period and extensive consultation, the rollout of the Digital WHS Incident Report Form to all schools, and it is a timely reminder for members to report all incidents when they occur.
School Buses
PSA restated our concern regarding the lack of clear responsibly and procedures for driving school buses. We have previously raised concerns that GAs are maintaining and driving school buses while not engaged under the Driver- General Assistant classification, and we are increasingly hearing of SLSOs who have obtained valid driver’s licences who are now driving school buses, something that the department maintained they were not aware of.
PSA reiterated its concern about the potential risks to students and the community, requesting information about the number of schools with one bus or more, and the number of engaged Driver GAs. We will continue to advocate for the Department to better consider the potential risks and provide clarification around responsibility for this duty.
School Community Charter
The proposed School Community Charter includes a ‘Code of Conduct for School Communities’ and a ‘School & Community Partnership Commitment’ document to clarify appropriate behaviour and dispute resolution for situations where the Codes of Conduct for Students and Staff do not apply.
These documents have been developed by the Department in consultation with the PSA to ensure staff feel confident in responding to challenging and/or unacceptable behaviour where those involved are not students or staff. The documents make clear that respectful communication and behaviour includes social media and any form of online interactions.
PSA has been engaged early in this consultation process, as the Department acknowledges the value of PSA Schools Delegate feedback to the development of these resources, as it is often SASS who are the first to experience this behaviour.
Educational Paraprofessionals
The PSA has been advised that as of 1 January 2026, Educational Paraprofessionals (EPs) will transition from the Teaching Services Act to SASS.
There will be no impact on the current pay or conditions of employment for EPs. Their duties (providing in and out of classroom support to teachers) will remain unchanged.
With EPs becoming SASS, they will be eligible to join the PSA, and for those SLSOs on the Grow Your Own Program who are in their final year of the program, transition to being an EP will enable them to continue their PSA membership.
Online declaration via SAP
The Department has advised the PSA that SASS will now be able to make declarations for conflicts of interest, gifts, benefits or hospitality, private and secondary employment and private interests online through SAP ESS from 25 August replacing the paper-based process.
Temporary Workforce Transition (TWT) Tranche 2
While there were some hopeful signs in 2024 that the department might be looking to a second round for the Temporary Workforce Transition (TWT Tranche 2), this unfortunately did not eventuate. However, until such time that we have a pathway towards permanency for long-term temporary employees, the PSA will continue to advocate for long-term temporary conversion to permanency, be it by TWT or other means.
The PSA will be meeting with the Secretary in Term 4 to discuss this, along with other significant claims to the SASS Award, such as the staffing formula and professional learning.
In the absence of a TWT, the PSA will revert to unfair dismissal applications to the NSW Industrial Relations Commission where possible to support members.
EFPT Working Group
PSA Schools delegates have met with key Department stakeholders from Schools Planning, Budgeting & Reporting, and Finance, Strategy & Performance, to discuss ongoing concerns with the eFPT. We will continue to advocate for improved resources, genuinely simplified processes, and clarity around the responsibility for various budgeting tasks. We are pleased that, through consultation, further enhancements are being investigated, however these are not likely to be ready to ease members’ workload in time for the preparation of 2026 budgets.
Two easy things you can do to support your union:
Support the work of the PSA and delegates by asking your colleagues to JOIN their union. And remind them of all the member benefits that are available to PSA members!
If members you work with have not received this bulletin and are already members forward this bulletin to them and ask them to update their details through our MEMBER PORTAL
If you have any questions about this bulletin, please email
Ministry of Health Joint Consultative Committee meeting: report on 10 September 2025 meeting
The quarterly Joint Consultative Committee (JCC) meeting was held on Wednesday 10 September 2025 with PSA industrial staff and Ministry of Health (MOH) delegates and the MOH senior leadership team.
Matters raised on behalf of PSA members:
Recruitment and workforce update
Over the past quarter, there has been a noticeable increase in activation within the recruitment and talent pool. This positive trend presents new opportunities for both recruitment and internal mobility across the organisation.
In alignment with the Ministry of Health’s strategic workforce planning objective to reduce reliance on contractors, there has been a significant decline in contractor numbers—from a peak of 100 during the COVID-19 period to just 12 currently.
Health and safety
The most recent Health and Safety Committee meeting was held on 3 September 2025, with only one incident reported—a slip/trip event.
Workers compensation
MoH has appointed Allianz Insurance as its new workers compensation provider. Existing claims currently managed by QBE will be transitioned to Allianz over a six-month period. PSA raised concerns that some members had not been informed of this change. MoH has committed to ensuring that all affected staff are appropriately notified. All new claims will now be managed by Allianz.
PSA members experiencing any issues during this transition are encouraged to contact their PSA senior organiser for support. If you are injured at work, your PSA membership entitles you to:
Legal support through our affiliated lawyers, McNally and Jones
Restructuring processes are currently underway within the Health Systems Strategy and Patient Experience (HSSPE) branch, which has been under formal consultation since 28 August 2025, and within the newly established Regulation and Enforcement branch of the Centre for Population Health, which commenced consultation on 22 August 2025.
The Ministry of Health has reported receiving positive feedback regarding these restructures, while also acknowledging the challenges and uncertainty they may present for affected staff.
The PSA raised queries regarding a potential restructure within the Centre for Alcohol and Other Drugs, particularly concerning staff in contract roles originally scheduled to conclude in December 2025. MoH has since confirmed that these positions have been extended until March 2026, and committed to issuing formal communication to all impacted staff.
If you are a PSA member affected by these restructures and require information or support, please contact industrial officer Graydon Welsh for assistance.
Core Work Policy and Strategic Procurement Review
The Ministry of Health (MoH) has reiterated its openness to receiving feedback from the PSA regarding the ongoing Core Work Policy and the Strategic Procurement Review, for which Deloitte has been engaged to lead the overarching review process.
PSA representatives and Delegates emphasised the importance of retaining the skills, knowledge, and experience of existing staff. Serious consideration should be given to converting temporary roles into ongoing positions to ensure workforce stability and continuity.
In response to PSA’s request for data on temporary-to-permanent role conversions, MoH has committed to gathering this information through Employment Relations Business Partners, who currently have access to dashboards tracking expiring temporary contracts. There is potential for this data to be integrated into broader workforce planning processes.
If you are a PSA member employed in a temporary contract, we encourage you to contact your PSA senior organiser. PSA will continue to advocate for the conversion of temporary roles into ongoing employment opportunities.
PMES Survey results
The PSA raised concerns that some teams and branches have not yet received the results of the People Matter Employee Survey (PMES). The PSA has formally requested that Branch Heads ensure results are shared with their respective staff.
The Ministry of Health has committed to following up with appropriate communications regarding the survey outcomes. If results are not shared within your team or branch, please contact your PSA delegate or PSA senior organiser for support.
Policy communication
The PSA raised concerns on behalf of members regarding the ineffective communication of policy and procedure updates across the organisation. Members have reported instances where they were unaware of recent changes impacting their work.
In response, the Ministry of Health has committed to engaging with the MoH Policy Team to explore more efficient and streamlined methods for communicating updates. The goal is to ensure that all staff are kept well-informed and up to date on relevant policy and procedural changes.
1RR Building and Facilities update
Converge Contract – The existing contract with Converge has been extended for an additional 12 months. This extension was made without proceeding to tender, and it remains unclear whether alternative service providers were considered during the decision-making process.
Social Club – The 1RR Social Club remains active and is currently welcoming new members. Staff are encouraged to join and participate in upcoming events.
Building Tours – Weekly building tours continue to be offered as part of staff orientation. These tours provide valuable insights into the facilities and services available at 1RR.
Live Music Events – Live music performances are held on the second Friday of each month, offering a vibrant and engaging atmosphere for staff.
Electric vehicle charging stations – A total of 16 EV charging stations are now available on-site, supporting staff with electric vehicles.
Staff parking – due to increased demand, staff parking has been extended to include the B2 level. Parking is available at a rate of $17 per day, and bookings can be made via the BaseUp App.
The next JCC is scheduled for 10 December 2025. Keep an eye out for upcoming member meetings.
The Supreme Court settlement, Monthly Attendance Returns, and Hours of Work Policy
It has now been almost two months since the introduction of the new Hours of Work Policy and time-recording requirements in Monthly Attendance Returns (MAR), which commenced on 1 August 2025 following the Supreme Court settlement with the Rural Fire Service (RFS).
In the month of August, members were required to work 147 hours across 21 days. However, multiple members have already reported working well in excess of the required 147 hours, with some members reportedly having their request for Overtime refused.
The PSA needs to fully understand the impact of these new arrangements on your workload, entitlements, compliance with the Award and the Supreme Court settlement.
Please take the time to complete our survey by clicking on this link: Complete Survey Here
Why this matters!
Your feedback is critical. The PSA will use this information to:
Hold the RFS accountable for proper application of overtime.
Ensure compliance with the Award.
Verify that the terms of the Supreme Court settlement are being honoured in practice.
Please complete the attached survey by Friday, 17 October 2025.
PSA achieves historic win: Child Protection Award finalised
After years of campaigning by your union, Child Protection Workers finally have a new Award.
Your new Award was finalised and “made” in the Industrial Relations Commission (IRC) on 22 September 2025. This followed intensive negotiations since members endorsed the making of a standalone Crown Employees (Child Protection) Award in July 2025.
What does this mean?
Now the Award is finalised, the salary transition members endorsed can take effect. The transition allows for existing Caseworkers to progress up to three increments, resulting in pay increases of between 3 per cent and 19 per cent over the next 12 months. The advancement will be backdated to July 2025, which means an increase in pay going forward, as well as a “lump sum” amount of backpay to take into account the period of July through to the making of the Award.
You can review the offer documentation from back in July below.
An additional pay increase next year A further pay increase of 3 per cent in July 2026
No more forfeited hours Where hours worked exceed the carry forward balance for the settlement period, and those hours worked cannot reasonably be taken as flextime or otherwise reduced before the end of the settlement period, overtime rates will apply. This will either reduce the amount of hours members are working, as the Department would need to pay overtime, or result in the extra work you perform being paid (at overtime rates) rather than forfeiting those hours and essentially working for free. These changes will come into effect at the commencement of the next settlement period (6 October 2025).
200 additional Caseworkers A commitment from the NSW Government to recruit 200 new caseworkers.
The creation of a Leading Caseworker position Department of Communities and Justice will create an additional 100 leading caseworker roles. This role will be remunerated at a rate equivalent to Clerk Grade 8.
New grading for Manager Casework The Manager Casework grading will be revised from a salary equivalent of a Clerk Grade 9 to a salary equivalent of a Clerk Grade 9/10.
New Award highlights the power of being in the PSA
This would not have happened without a strong union, the Public Service Association of NSW (PSA) fighting on your behalf.
The making of the standalone Child Protection Award is the result of years of campaigning from PSA executive, staff, delegates and members to highlight a system in crisis. Whether you attended one of the many PSA rallies, participated in industrial action in 2024, assisted us with responding to various surveys, or attended a meeting to discuss your concerns, your actions have helped force the NSW Government to finally put Child Protection front and centre and make the largest ever investment in child protection and out-of-home care in the state’s history.
While there is always more work to do, the making of the Award is a historic win for PSA members.
The PSA CPSU NSW is holding two training courses for members in Southwestern NSW. All members are invited to apply for union training.
Morning tea and lunch is provided for attendees at both courses.
Workplace Health and Safety Training
Dates 27-28 October 2025 Time 9:00am-5:00pm Venue Stanley Room, Commercial Club, 618 Dean Street, Albury Facilitators WHS Training Officer Marco Petrovic and Regional Organiser Tom Hooper
Role of the Delegate Training
Date 29 October 2025 Time 9:00am-5:00pm Venue Stanley Room, Commercial Club, 618 Dean Street, Albury Facilitators Senior Organiser Belinda Tsirekas and Regional Organiser Tom Hooper
Courses are free and members are usually able to take paid Union Training Leave under their Award or Enterprise Agreement. You can check with the Member Support Centre if you are unsure about your leave entitlements for training.
Transport for NSW dispute update: IRC conciliation continues
The PSA was in the Industrial Relations Commission (IRC) on Friday 19 September 2025, continuing conciliation on the TfNSW proposal to meet a “savings target” by cutting 950 jobs. The PSA and other unions are seeking to influence the decision making in how the stated $414 million in labour related savings (of which TfNSW declare $279 million will be saved through job cuts) is actually achieved.
PSA puts forward alternative savings plans from members
The PSA has put forward a number of alternative plans directly from members, that could drastically reduce the need for mass job cuts, including:
• A reduction of the amount spent on consultant and contractors, separate from labour hire.
• A reduction in the number of Transport Senior Service Executives (TSSEs), and in particular the number of TSSEs that have no direct reports, or that report to each other.
• Gaining efficiencies from procurement practices
• Reviewing office leasing expenses
TfNSW confirms high number of Professional Service Contractors (PSCs)
While TfNSW has already made a commitment to reduce the number of labour hire employees (see PSA bulletin HERE), before cutting any direct permanent employees, they confirmed there were also additional Professional Service Contractors (PSCs) in the TfNSW establishment.While TfNSW claim that PSCs provide specialist services and skill sets and are generally used in a program/project/ad hoc capacity, there will be a further meeting this week to review these contractors and identify whether further savings can be made from this group.
High number of TSSEs reporting to each other
It was revealed that there are a number of “intraband” Transport Senior Service Executives (TSSEs) – which includes directors reporting to each other. Bizarrely this includes TSSEs that have zero direct reports. The PSA cannot accept that TfNSW should continue to allow senior executives that have nobody reporting to them to continue receiving their extremely generous pay packets of between $230,000 and $648,220 a year.If TfNSW want to make savings from their workforce, this is the first place to start. This matter will continue to be a point of discussion this week, as the PSA have a number of specific examples of where duplicated Executive roles could be deleted to stop the need for a Transport Senior Service Manager (TSSM) or Award role from being cut.
Procurement expenses not part of $414 million savings target
While there are savings that can be made, and should continue to be made, from procurement practices, it was confirmed in the IRC that savings from this area are not the subject of the current dispute, as they are not part of the $414 million TfNSW are seeking to save from Labour related practices. While procurement practices and office leasing expenses should continue to be a point of discussion, the PSA will take the guidance from the IRC in this regard, and focus on the alternative plan to gain savings from reducing Labour Hire, PSCs and TSSE roles.
Branch detailed design continuing, includes reductions in labour hire won through dispute
In the consultation meetings held so far, information on the number of labour hire positions has been included (for those branches that have such positions), and for any roles that will continue they are being graded and available for affected employees that are “unplaced”. This is having a twofold affect – when these positions are removed they are contributing to the savings target (and saving the need to cut a direct permanent employee), and when they plan to continue, they will be available for affected employees to be placed in to.
The PSA is back in the IRC on Thursday 25 September to continue conciliation of the dispute.
Contacts
TfNSW @ PSA mailbox (for general savings plans and feedback on the operating model) –
Member Support Centre (for specific individual industrial matters you need assistance with)–
Speak up for a safer workplace: complete the PSA Occupational Violence Survey
The Public Service Association (PSA) is conducting a survey of Service NSW staff to better understand the scope and impact of occupational violence across all workplaces. Your experiences, whether recent, past, or ongoing, will help us advocate for safer workplaces across Service NSW.
Occupational violence is more than just physical assault, it includes any instance where a worker is abused, threatened, harassed, or intimidated while doing their job. This can take many forms, such as verbal abuse, aggressive behavior, sexual harassment, or bullying by customers, members of the public, co-workers and/or management.
The survey takes about five minutes to complete and will inform how the PSA engages with management to push for stronger policies, and support for members on the ground.
University of Sydney: CPSU NSW September newsletter
University Change Summit update – doing change better!
CPSU NSW provided extensive feedback into the University’s Change Summit, held recently. As a result of ongoing union pressure, the University ran a summit involving CPSU NSW, the academic union, and a significant number of management reps responsible for recent change programs. The Summit was a dialogue designed to improve change processes and outcomes and, from our perspective, rectify problems identified by CPSU NSW (such as non-genuine consultation) as leading to sub-optimal change outcomes, and degradation of staff moral.
We have been informed that, as a result of the Summit, there is likely to be a smaller number of significant formal change processes at the University in future. CPSU NSW has long called for an ‘evolution, not revolution’ approach to change, and we are hopeful the University is now moving down this pathway.
We hold hopes that the Summit will result in fewer and gentler change processes in future, which place staff at the centre of the process and recognise them as human beings rather than ‘resources’, but only time will tell.
CPSU NSW Influence and the ICT Change Program
The ICT Change process, ushering in ‘generational change’ has now been underway for considerably more than a year. Along the way CPSU NSW has worked hard on behalf of our members, and our ICT members have been highly active in providing strong feedback and maintaining resistance in response to some elements of the change plan that have been almost universally rejected by members and staff.
Very recently, and, in our view, very likely as a result of that resistance, the Chief Information Officer, sponsor of the change program, has resigned from the University.
Our continued pressure, along with that of our ICT members, has led to the University dropping the highly unpopular ‘Universal Technician’ model. The revised RCP has very recently been released and we will be meeting with affected members in the near future.
Enterprise Bargaining negotiations
The University of Sydney Enterprise Agreement 2023-2026 is a set of rules negotiated between the University and the unions. These rules, binding upon staff and the University, form the basis of our working conditions and are of vital importance.
CPSU NSW bargains exclusively on behalf of Professional Staff. As a member of CPSU NSW you have a say in your working conditions through this process. As the time for negotiating the next Agreement moves closer, we will be in touch!
It won’t be too long before your Branch Committee Bargaining Team will be starting preparations towards negotiating improvements to our current Agreement.
Now is the time to start considering where you believe improvements to our current working conditions might be desirable. This might be in relation to workplace flexibility, better opportunities to work from home, improved complaint processes, better leave conditions, better ways to manage change programs, and, of course, better pay – there are many areas where we can fight on your behalf to improve our working lives.
Spread the word!
The moral authority at the negotiation table that comes with having an ever-growing membership makes us more effective at negotiating positive outcomes. You can help to grow our union!
During Enterprise Bargaining negotiations (the only periods where strikes are protected by law) CPSU NSW is reluctant to engage in industrial disputes and strikes because we know it costs our members financially – and we know the cost of living is bad enough as it is. We will only advise our members to vote for and participate in strike action if we believe it is the only way to protect Professional Staff working conditions or win vital improvements – and, as always, it remains our members’ call. The academic union has, many times previously, started Enterprise Bargaining negotiation processes with threats of strike action and is much more likely to strike – often in the interests of academic working conditions.
If you have Professional Staff work colleagues who are not in the union, let them know they can have a voice in the formulation of their working conditions via joining CPSU NSW.
CPSU NSW Member Support Centre
Should you require individual support in relation to a workplace matter, of course you should feel welcome to contact Branch President Grant Wheeler, or any of our workplace Delegates. See the end of this newsletter for relevant contact details.
However, you can also contact the CPSU NSW Member Support Centre who can advise and support you through your issue. Call the MSC for assistance on 1800 772 679.
Employment Conditions You May Not Know – updating Position Descriptions
Do you feel as though, over time, you have slowly moved away from the duties and responsibilities outlined in your Position Description? The annual Professional Staff Performance and Development program is supposed to prevent this.
Clause 422 of the Enterprise Agreement says:
As part of the initial stages of a P&D review for a Professional staff member, the Supervisor and staff member will review the position description to ensure currency, and update it if necessary.
If this doesn’t happen, let us know! It is perhaps one of the most ignored management obligations in the Enterprise Agreement.
If it is happening and you want to ensure that you are not disadvantaged by it, let us know!
If you have an outdated Position Description, but the P&D process is not imminent, the Enterprise Agreement provides other ways of ensuring that your position description is updated, and sometimes this can lead to reclassifications if, on balance, you have been performing duties at a higher level than your current PD obliges!
If you are worried that your Position Description does not reflect the work you actually do, please let us know.
‘Goat Track’ upgrade
Recently the “Goat Track’, a foot trail running outside of the boundary of oval number 1 from the Susan Wakil Health Building end to the Charles Perkins Centre and Vet precinct via the back of the Centenary Institute building, was the subject of a number of complaints from members to us in relation to its lack of lighting. Members identified use of the track as a risk, particularly after dark. The University’s view was that it should not be used by students or staff because of this. However, the significant additional distance required to walk around the oval by the Western Avenue route made this expectation unrealistic.
Action from CPSU NSW Branch Committee WHS Officer, Steve Simpson, via the University’s Health and Safety Committee has assisted in the development of plans to bring about an upgrade of the Goat Track including an upgrade of lighting.
If you are aware of other WHS issues in or around your workplace that are not being addressed, please let us know!
CPSU NSW President’s long service leave
University of Sydney Branch President Grant Wheeler has taken partial long service leave from his substantive position in the University Library until August 2026. However, he remains active and working as per normal as CPSU NSW Branch President 2.5 days per week across this period. Grant is available for union business on Monday afternoons, Wednesdays and Fridays as per normal across the period.
Should you have an urgent union related matter to raise on Monday mornings, Tuesdays or Thursdays, please contact another CPSU NSW Delegate (see list below), or contact the CPSU NSW Member Service Centre on 1800 772 679.
Contacts
2025 / 2026 University of Sydney CPSU NSW Branch Committee:
Grant Wheeler President – 0434 367 472
Holly Eades Vice President
Tom Forster Secretary
Montse Vigo Montes Asst. Secretary
Tama Woodbury Women’s Officer
Norton Roughley Member Registrar
Steve Simpson WHS Officer
Arj Khan Delegate
Fiona Berry Delegate
Alison Wardman Delegate
Sari Nemoto Delegate
The CPSU NSW encourages you to talk to your non-union professional staff colleagues about the ways the CPSU NSW has advanced your rights and conditions as well as fighting to retain jobs to show them how your union works for you.
Department of Climate Change, Energy, Environment and Water, and National Parks and Wildlife Service NSW: members’ meeting
The PSA has been notified the formal consultation period has begun for the proposed changes in the Department of Climate Change, Energy, Environment and Water – Conservation Programs, Heritage and Regulation branch. The proposed changes will establish a Conservation and Heritage Regulator. This far-reaching and complex change impacts our members already within CPHR and some of our members within National Parks and Wildlife Service performing regulatory functions.
The PSA understands some impacted staff haven’t been engaged, and from conversations with members there are concerns about consultation being held during school holidays.
Meeting details
Date Monday 22 September
Time 12:30-1:30pm
Location L01.04, The Store, Newcastle and Teams online
We’re stronger together. Organisational change doesn’t only impact PSA members. Consider joining to ensure you’re supported throughout the change process and beyond. Become a member today.
Troy Wright, Assistant General Secretary of the Public Service Association, on the invasive species announcement
“Today’s faux announcement was an audacious attempt to trick the agricultural sector into believing 200 staff were going to be hired to help combat fire ants, varroa mite and other biohazards.
“Coming only a month after sacking 165 staff this seemed curious.
“On closer inspection we see the Agriculture Minister is simply planning to train some of the department’s few remaining staff to take on the duties of those she’s just sacked.
“Our members have been concerned about the impact of these cuts on the state’s agricultural sector and this confirms their concerns.”
