Confirmed: Extension of Transport Senior Service Managers expressions of interest for early exits
Following the most recent “Sub Group on Change” meeting on Tuesday 12 August, Transport for NSW (TfNSW) confirmed that expressions of interest for an early exit for Transport Senior Service Managers (TSSM) employees assigned to TfNSW will now remain open until 5:00pm on Friday, 22 August 2025.
The Public Service Association (PSA) welcomes this extension. TfNSW reported that the response to the EOI was “strong”. When the PSA pressed for the specific number of responses TfNSW had received, the agency responded it would get back to us.
TfNSW provides further details on how it came to “950 positions”
TfNSW indicated that its estimate on the number of positions needed to be cut to save $279 million was based on roughly 150-200 TSSM roles needing to be cut, and 750-800 Award roles needing to be cut.
If the response to the TSSM early exit is “strong” we would expect that the number who have requested an early exit would be significantly higher than 150-200 TSSM roles, and TfNSW should look to make as much of its savings as possible from the TSSMs who have indicated they would like an early exit.
As TfNSW has said it is looking for a dollar figure ($279 million) every TSSM who chooses to “exit early” prevents the need for an Award employee to have their job cut.
Protection Racket for Senior Executives continues
Noting that TfNSW has only reduced its Senior Executive size by 200 over the previous two years, this means the agency is comfortable with cutting four times more Award staff than Senior Executives before the end of this year in order to find its savings.
The PSA maintains the Government needs to end the protection racket for the more than 1000 Senior Executives that Transport have chosen to keep employed at the expense of TSSM and Award staff.
As previously flagged, the PSA is developing a template letter, which you may wish to amend as you see fit, in order for you to ask your elected Member of Parliament what their position is on the plan to protect Senior Executives, whilst cutting workers across TfNSW. This letter will be distributed in a separate communication.
Common questions from members
The PSA would like to address some common questions we have received throughout our member meetings.
What is the Workforce Mobility Placement (WMP) Policy?
The WMP Policy applies to non-executive (Award employees) and aims to retain staff in the public sector, prioritising ongoing employees who have had their position affected by change, with a view of placing them in vacant roles at the same level within the Government Sector. This occurs through an eight-week redeployment period where a centralised WMP team attempts to identify suitable roles for the affected employee to be matched to.
More detailed info on the mobility program can be found HERE.
If I am in the WMP Program, will I be offered a Voluntary Redundancy?
If after eight weeks, a suitable role is not found, the impacted employee will then be offered a Voluntary Redundancy, as per the usual Managing Excess Employees policy.
I’m a TSSM, why can’t I have access to the WMP?
TSSMs across TfNSW are not eligible for this program, as they are above Award level. Practically, as you are above Award level, there would be very few similar or suitable roles across the wider Government Sector to be placed in. While TSSMs are not eligible for the WMP, there may be opportunities for “mobility” into equivalent roles (Grade 9 and above) within TfNSW that may exist throughout the detailed design process. It is important not to confuse “mobility” in this context, with the WMP Policy.
What are the tax implications for a TSSM “early exit”?
The PSA cannot provide financial advice of this nature, as there are strong penalties for doing so unless an individual or entity holds an Australian Financial Services (AFS) license. We encourage you to review the terms of your contract, which may detail the compensation payable if your position is terminated and seek the relevant tax advice as to how those payments may be considered by the ATO.
Can I withdraw my “EOI” for an early exit if I change my mind?
The PSA is seeking further information for members around this. However, if a TSSM has put their hand up for an early exit, and TfNSW agrees that the position the individual holds is potentially “excess”, TfNSW can enforce the provision of Section 68N of the Transport Administration Act to end their employment, triggering the compensation terms of their contract, and their “early exit”.
How does the RMS No Forced Redundancy protection interact with this process?
The RMS No Forced Redundancy protections (contained within a MoU and the RMS Dissolution Legislation) in relation to the dissolution of RMS back in 2019 is still in place. There was no time limit, other than it remaining in place whilst the RMS Awards remain in place. In the last round of Award discussions, the RMS Award was simply varied to allow that provision to continue.
If a member was in an RMS Award covered role back in 2019, they remain protected from being made forcibly redundant, UNLESS they are now in a TSSM or TSSE role, which does extinguish this protection.
Contacts
Your PSA Delegates
Planning, Integration and Passenger
Angela Carroll
Hayley Dellaca
Leisa Sedger
Varada Shinde
Coordinator General
Adam Carroll
People Communications and Workplace
Joanne Kent
Arshdeep Kohli
Dane Richards
Gloria Nallas
Finance, Technology and Commercial
Gary Sladden
PSA Central Councilor
Lachlan Mercer