Please see below summary of the agenda items discussed at the first Joint Consultative Committee meeting of 2023.
Community SAPOs
The PSA raised the issue of SAPOs coming into Community Corrections following the community/custodial split announced as part of the current restructure. CSNSW referred to the announcement of 23 February 2023. The content of the email can be found here and members can provide feedback to the PSA which will be sent to CSNSW.
Domestic Violence Electronic Monitoring industrial issues, community safety and policy change
Data is being reviewed by the OPP team and will look at broader workload issues. Jason Hainsworth is finalising a review following analysis of workload data.
This unit will move out of Community Corrections (as part of the current restructure). CSNSW will provide a further update at next meeting.
Talent Pools
The PSA raised the fact that management are not utilising talent pools. Rather it appears that candidates are being sourced from job advertisements. Also, the PSA reported that individuals are ‘tapped on the shoulder’ and that the EOI processes are not entirely transparent.
The PSA highlighted that recruitment, faith in management and transparency of process are major issues for members as CSNSW itself has identified in its PMES results.
In response, CSNSW advised that there no reason why Community Corrections could not discuss why a particular process in recruitment is taken, this should be easy to undertake. CSNSW agreed that talent pools are not always accessed and that CSNSW need to ensure that the talent pools are up to date for recruiting managers. CSNSW will consider some basic communication to managers regarding the issue.
IT issues
The PSA raised that the time that members must wait to speak to IT is extraordinarily long. CSNSW acknowledged that there are longer delays than what they would like and CSNSW acknowledged that IT currently have unfilled roles.
CSNSW then further advised that addressing IT issues was high on the Commissioner’s agenda. The PSA considers filling vacant positions as a place to start.
Language used to refer to Administration members
The PSA raised the issue of staff referring to admin officers as ‘admin girls’ etc. CSNSW advised that they saw such language as unprofessional. Further CSNSW advised that language is important, and members should expect a level of professionalism. In addition, CSNSW advised that they were keen on focusing on staff and their well being. All staff managers will have a staff well-being KPI.
Field Officer training
The PSA raised the fact that FOs were not paid sometimes for training, made to manage training on their own and given a dead line by CSNSW. Further the PSA stated to CSNSW that it was hard to organise training when FOs are in the office for very limited periods during their shifts.
In response, CSNSW advised that information has previously been given to managers regarding training. Directors were told training would be paid and scheduled.
While the distribution of information is a start, there needs to be a focus on ensuring that training is actually being delivered, which ultimately is to the benefit of everyone.
CSNSW also advised that they were open to suggestions regarding the sort of training FOs need.
Training for Administration members
The PSA raised the issue of academy training for administration members which has been suspended for some time and why it was important. In particular, OIMS is not easy to operate without training and all other Community Corrections staff are trained at the academy.
In response, the new Assistant Commissioner advised that currently training across Community Corrections is being considered as part of the overall future of the agency. In response to this, the PSA questioned why all other staff of the agency go to Brush Farm for training but not Administration members.
The PSA raised the ad hoc training currently being run without consultation with the PSA despite the issue being continually raised by members. The PSA made clear that there is no opposition to training as such, but rather maintained that there should be uniformity across the board for Administration members so no one is disadvantaged.
Issues at Grafton Community Corrections
The PSA raised that members have been told they cannot access the provisions of the flex agreement. The PSA also requested further information regarding the recruitment over FTE at the location in conjunction with the restructure and potential changes to the inmate population at Clarence Correctional Centre which have made members concerned about job security and being forced to transfer.
In response CSNSW advised the flex agreement applies to members in Grafton, and changes to the inmate mix was requested by CSNSW, not Serco who currently run the Centre. Also the Centre will not close unless there is a significant reduction in the prison population. CSNSW also stated that recruiting over FTE was necessary due to the attrition rate of staff at Grafton Community Corrections.
Your PSA Industrial Staff:
Monika Wunderlin – Industrial Officer