Please see the below summary of the November Joint Consultative Committee meeting between the PSA and Community Corrections.

Assistant Commissioner’s update

The Assistant Commissioner (AC) advised that reports have been completed on the workload model and that the reports have found that the model is adequate, except regarding the domestic violence electronic monitoring unit. Nevertheless, following Community Corrections’ policy of safety and in line with the AC’s undertaking to map invisible work, further mapping of all offices will be undertaken to determine if resource allocations are correct. In this vein, the AC emphasised that he wanted to establish what is really going on at the ground level at each office.

In relation to issues around recruitment processes and the use of talent pools, the AC advised that Human Resources (HR) has produced an information sheet regarding talent pools for distribution within Community Corrections. This should ensure more consistency and transparency around recruitment decisions.

Accommodation

The PSA requested updates on office accommodation and was provided the following information:

• Burwood office At the meeting Community Corrections advised that there was difficulty in finding accommodation, however, the PSA understands that members are now in a new office. The PSA has raised concerns in relation to the new office with the Department of Communities and Justice (DCJ) transformation team.
• Broken Hill office Work is to commence and finish by March 2024
• Blacktown office Work scheduled for completion in February 2024
• Orange office A new location has been found and work on the site should be completed in June 2024
• Bega office Community Corrections is currently trying to negotiate a lease.
• Coonamble office Community Corrections is currently looking at a centre that will include other DCJ agencies.

Just Connect: Virtual Program Project

The PSA was provided a presentation on the project. Just Connect is designed to streamline the process for Community Corrections to refer an offender to a service and/or a virtual program.

The principles of design include ease of use for all staff, automatic notifications, and the grouping of one system for virtual programs. It is envisaged that there will be capacity to expand the program into the future and include the coordination of in-person programs and services. This will require further program development.  The aim is for the system to go live in May 2024.

Flexible Work Review

The review has been finalised. There will be a new flexible work framework developed in line with the DCJ framework, the current Community Corrections framework is an unnecessary addition to the DCJ framework.

Towards 2030

HR advised that regarding the playbook for the community SAPOs’ role, feedback has been received and once feedback has been considered placement of SAPOs will be determined and further consultation with the PSA will occur. SAPOs will be then asked to put in expressions of interest for the Community SAPO roles.

In some areas there will be more need for programs, in some areas there will be more need for services, or there might be a blend between the two. The locations initially canvased may change after the service/program needs of each location is accessed.

Psychologist roles moving to Community Corrections have been announced and Senior Psychologist roles are open. Until cluster arrangements have been dismantled, Senior Psychologists will still report to the Chief Psychologist. Spans of control and workload will continue to be managed and monitored as part of the transition.

Assignment to Role Transfer v Transfer at Grade Difference in Application

Assignment to Role employee-initiated submissions are called for by Community Corrections in February and September for members who wish to move to another office. Members have to fill out a three-page form under this process. Applicants can only list two locations and applicants need to confirm if the request is for development or a personal reason. In some cases, transfers were not granted because the applicant did not list their desire to transfer in their PDP.

However, Community Corrections also uses a transfer at grade form which is a much less involved process for the same purpose. Transfer at Grade comes out via a Broadcast when there is a vacancy. Applicants only need to supply an up-to-date resume, cover letter, and nominate two referees. If feedback is given on the application, it is recorded in TRIM.

The PSA questioned the disparity between the two processes. Community Corrections will review and come back to the PSA next meeting.

Field Officer review

The review is being considered and is nearing completion. Community Corrections are looking at the definition of what constitutes community service work. Community Corrections would like the definition expanded and submission has been made to Government to reflect this.

Regarding the conversion of field officers from casual to on-going, Community Corrections advised that a response to the PSA is imminent.

First Year Officers in Parole Units

The PSA raised the fact First Year Officers are working in parole units and that work at parole units is usually undertaken by more experienced officers. The AC advised that Brush Farm Academy has guaranteed that people are sufficiently experienced prior to doing parole unit work.

Delegates remain concerned that he academy does not provide parole unit-specific training for the main tasks completed. Trainees only complete one parole specific report training unit.

Campbelltown incident

The PSA raised the recent Work Health and Safety incident at Campbelltown office involving a staff member and an offender. Community Corrections advised the staff member involved is being continually supported. Following the incident there was a report undertaken regarding mitigation strategies and the director will meet with staff.

The Director and the AC are also in discussions regarding operational modification to practice. The situation raises questions of how a disability may give rise to violent behaviors and whether an offender necessarily needs to come into the office. The AC advised that, within the bounds of anti-discrimination law, Community Corrections needs to consider more appropriate means for supervising clients following the incident.

In turn the PSA asked if something would come out from Community Corrections to staff about the incident, and the AC advised that when Community Corrections respond to recommendations in the report, there will be statements issued by the AC regarding safety, to the effect of safety first and work second.

Further updates from Community Corrections will be forthcoming on this issue.

Remote Service Delivery Team review

The AC confirmed that there will be no mandatory rotations until the Community Corrections review of the RSDT is completed and this will take at least 12 months. The review will consider how RSDT fits in with the rest of Community Corrections.

Administrative Supervisor memo

The AC confirmed that where there is no Administrative Supervisor (AS) at a location, support by management is still to be given to the Clerk 1/2 admin. There are 25 locations that do not have a AS. It is incumbent on the Director to follow the memo, the AC is not responsible for the actual support arrangements at the office level. Office Managers in locations without an AS remain responsible for providing training, supervision and support to administration team members.