The Annual General Meeting for the PSA’s National Parks Vocational Branch was held on Tuesday 11 November 2025, followed by the quarterly meeting of the National Parks Vocational Branch Executive. The following matters were discussed:

Vacancy on the NPVB Executive

We thank Aimee Poole for her contribution in her role as the admin delegate over the past 12 months. Which leaves a vacancy for an admin representative for National Parks and Wildlife Service, hence the PSA is seeking to fill this important role.

PSA industrial staff report

There are currently 562 PSA members in National Parks and Wildlife Service. The PSA’s industrial team dealt with more than 70 individual matters over the past year – a busy year. Across the sector, job cuts continue to have an impact in regional areas. This creates many social and psychological issues for our members.

Policy sub committee

It was noted at the meeting that the policy sub committee of the department’s Joint Consultative Committee no longer exists, and so new human resource policies are being introduced without consultation with the PSA. Other policies have been cancelled without replacement or notification to staff, though some of these (e.g. the Compassionate transfer policy) are still available on various intranets or CS Connect. It is a confusing muddle for members and there is a risk that some policies do not correctly represent your entitlements. At the upcoming NSW Department of Climate Change, Energy, the Environment and Water Joint Consultative Committee, the PSA will be requesting a full audit of all human resource policies currently on these platforms and the re-initiation of formal consultation with unions on all HR policies.

My Work Zone (MWZ)

There remain a significant number of issues yet to be resolved with MWZ. These are far too many to name here but adverse impacts on productivity and staff mental health due to frustration cannot be ignored. It is concerning that duplicate systems to replace the somewhat dysfunctional financial and rostering systems are being adopted. Work-arounds are often not fit-for-purpose or add significantly to the administrative burden of all involved, particularly those who supervise 5/7 workers.

Members with more than one role did not have the appropriate amount of tax withheld from their take-home pay since MyWorkZone was introduced in October. This problem was not acknowledged until some members – many in low-paid clerical roles – complained to the PSA about receiving large bills from the ATO. The PSA is disappointed that NSW Department of Climate Change, Energy, the Environment and Water is not pushing for a re-programming in MWZ so that it, like MySAP and Aurion, focuses on an individual rather than just roles. We understand no apology is yet forthcoming to the affected staff members. This is not good enough. While the work-around (of informing payroll to remove the tax-free threshold from one of the roles) works for some, it does not work for all casuals.

Law enforcement 

The PSA is concerned at the uncertainty regarding next year’s training calendar for authorised officers and the delay in finalising the revised National Parks and Wildlife Service Compliance Strategy. These issues are due to the unknown implications of the Conservation and Heritage Regulator’s creation in Conservation Programs, Heritage and Regulation Wildlife Licensing Unit is leaving National Parks and Wildlife Service; it and the Specialist Investigation Unit are going to Conservation Programs, Heritage and Regulation. And there is no clear advice on who will carry out the associated compliance and premises inspections, and what law enforcement training will be offered to rangers and other staff.

Women’s issues

The meeting heard a report back on the PSA Women’s conference. Key points included mental health issues and suicide prevention policy enacted by the NSW Government. The large and increasing computer-based work-load and widespread use of MS Teams contribute to mental health issues, prompting calls for better training for staff to help them cope with this significant change in the workplace.

There is a continuation of complaints regarding the agency’s implementation of policies for domestic and family violence leave and parental (maternity) leave. The PSA is pursuing improvements in the handling in these areas.

Work Health and Safety

Some new telecommunications systems to improve staff safety are available but are yet to be introduced in National Parks and Wildlife Service. These include new direct-to-device satellite technology that provides text services in areas remote from mobile phone towers using a standard smartphone. The delay in making this essential improvement to member safety will be raised at the next Joint Consultative Committee meeting in December.

Your delegate team

Andy Leach Parramatta and park programs members

Anita Zubovic West Branch and Greater Sydney Branch

Annie Thompson Aboriginal staff representative

Ben Owers South Coast

Campbell Young all non-field staff in Southern Ranges Branch

Jacq Reid Hunter Central Coast Branch

Janet Cavanaugh North Coast Branch

Jules Bald Northern Inland Branch

Naomi Goosen Blue Mountains Branch and women members

Pete Mylan Field staff, Perisher/Waste point/ Snowy

Steve Carter Field staff, Blowering, Tumut and Yarrangobilly

PSA Staff

Michael Sinclair Industrial Officer

Ivan Coates A/g Industrial Officer

Kim de Govrik Organiser