Where, When and How I Work Policy – PSA Consultation Update

Members in Department of Primary Industries and Regional Development (DPIRD) are some of the most exposed to any negatives of the NSW Premier’s edict to return staff to office-based locations. This is due, in part, to the previous Government’s drive to regionalise  Department of Regional NSW (DRNSW) with the taking of jobs from Sydney to Regional Hubs, as well as the subsequent structural changes where DPIRD administer virtually based Statewide programs from many various locations.

In the first instance, the PSA has asked DPIRD to make every effort to align their policies with other NSW Government agencies so that there isn’t the incentive for staff to seek employment in those agencies with a better more flexible policy and understands the needs of regionally based employees.

The PSA has asked for material to formulate our commentary on the proposed policy including:

1. The desk spaces in each and every office under their control;
2. The number of offices where staff co-locate with other Government agencies;
3. The contracts of employment and whether staff have a designated headquarters in their letters of offer.
4. The commitments made to staff who transferred their city-based employment to regions as part of the previous Government’s Regional Hubs program.
5. The provision of regionally based childcare facilities.
6. The number of staff who administer duties face to face in communities.
7. The number of staff who have made application (and approved) to work inter-state.
8. The number of staff that have an already approved plan.

 

From an industrial standpoint, public servants working for DPIRD have a contract of employment that states a designated headquarters. There is no legislated entitlement for staff to work from home, so the negotiation of such activities takes place at the business unit and individual level according to the provision of the negotiated policy.

The policy as it currently reads is not particularly descriptive for obvious reasons to cater for a varied workforce. However, this enables interpretation and the eventual re-interpretation to become a significant issue for now and into the future.

Matters of Concern

The PSA with assistance from the membership, has identified some 20 issues with the proposed policy.

Take the time to tick off which ones could affect your circumstances.

1. Stunted Career Progression and Regional Disparities
2. Inadequate Support for Career Breaks
3. Office Overcapacity and Workspace Concerns
4. Ineffective Approval Process for the Negotiation and Agreement of Flexible Work
5. Comparative Departmental Policies and Talent Retention
6. Lack of Evidence Supporting Policy Change
7. Virtual Collaboration as the New Norm
8. Increased Costs and Safety Concerns for Employees
9. Poor Office Conditions and Infrastructure Issues
10. Transition to Retirement and Policy Completeness
11. Disappointment with Government Treatment of Public Servants
12. Devastating Impact of New Work-from-Home (WFH) Policies
13. Lack of Justification for Changes to the Current Administration
14. Concerns About Office Environments and Conditions
15. Financial Implications and Disadvantage for Regional Staff
16. Inequitable & Unreasonable Approval Process for Flexible Work
17. Impacts on Caregivers and Work-Life Balance
18. Inadequate Infrastructure and Resources for Office Work
19. Value of Remote Collaboration Tools
20. Concerns About Mental Health and Wellbeing

However, its still not too late to provide your input if there are matters not mentioned. Speak to your local workplace delegates or Industrial Officer on 1800 772 679.

What Else To Think About?

Another side issue to the Where, When and How I work Policy is the administration of the current flex regime. Staff who were employed at the time of COVID would remember that as part of the activation of the emergency arrangements in the Flexible Working Hours Agreement, the PSA agreed to a suspension of the core time and bandwidth. This provided significant assistance to staff juggling caring arrangements, schooling and professional development.

The PSA and members will need to re-visit those arrangements with this policy in mind.

Reading this and not a member? Its time that you joined.