Regarding the PTQ restructure
Your union has received an email from Leanne Matheson Senior Director, Human Resource Services regarding a proposed restructure to be conducted at the Public Trust Office.
An entitlement union members have secured is the requirement for the Public Trustee to consult with you regarding these changes. This is a key clause in our certified agreement where you as Together members are a party to the agreement, as is the government and in turn the Public Trustee.
The Certified Agreement requires that consultation occur between the parties, and that this occur at the Public Trust Consultative Committee. Further, that the parties need to comply with the provisions of the State Government Entities Certified Agreement 2015 which union members have secured through enterprise bargaining particularly these relevant clauses:
7.3 Organisational Change and Restructuring
9.2 Consultative Committees (CC)
PART 12: UNION ENCOURGEMENT
PART 15: PREVENTION AND SETTLEMENT OF DISPUTES
PART 16: WORKLOAD MANAGEMENT
APPENDIX 24: EMPLOYMENT SECURITY POLICY
APPENDIX 25: QUEENSLAND GOVERNMENT POLICY ON THE CONTRACTING-OUT OF SERVICES
The consultation process only applies to union members and only union members have a chance to influence the decision making through your collective voice.
The ability of union members to influence the outcomes can often be dependent on how many members get involved and I would recommend you ask others to join your union here so that you have the weight of numbers to influence the decision making process.
If you have any issues, thoughts or concerns or wish to put forward any position that will form part of the Together position on the restructure, you can contact me at email@example.com.
As the Public Trust Office embarks on the proposed restructure, the Together union requires that the following question be answered during the review process to best protect members' interests:
- Is this restructure due to the recommendations of the Bushell & Cornish review?
- If no, who conducted the review?
- What were the review terms?
- Which staff were consulted / involved in the review (Bushell Cornish or other)?
- Will a report of the review be tabled at the ACC or otherwise be made available. If not;
- What are the findings?
- What are the recommendations?
- Is the PT going to adopt all of the recommendations?
- If not, why?
- Was a business case developed or is the agency relying on the recommendations of a review? If so, will staff be provided with a copy of the business case?
- Who are the decision makers?
- What is the intent of the proposed restructure and how do the changes facilitate that intent?
- Will there be a spill and fill of positions? Will an EOI be called for every vacant / newly established position?
- How does the proposed Organisational Structure compare to the current Organisation Structure? Is there a before and after overlay available?
- What Business Drivers have identified for the Organisational Change?
- How does the Change proposal demonstrate clearly that the restructure will meet these business drivers.
- What are the proposed Timelines for change?
- What is the impact on current staffing positions and levels both filled and unfilled?
- Has there been any reduction in substantive positions to the organisational structure in the preceding 12 months? If so, what positions? Why were these positions removed? Was the union consulted in the removal of these positions? Who is now responsible for the workload of these removed positions?
- Names and areas where staff work?
- Staff position profiles including position levels:
- Number of F/T and P/T Permanents;
- Number of Temps/Casuals and Agency staff;
- Number of trainees;
- The number of staff working in higher duties and their associated timeframes;
- Number of staff on secondments and their associated timeframes;
- Number of current vacancies and their levels.
- It appears from the proposed structure that there are additional managerial positions along with new business units, and we have recently seen several new positions created/filled (some of which may be temporary) including:
- Executive Director, Office of the CEO
- Senior Director, Office of the CEO
- Senior Director, Strategy and Planning, Office of the CEO
- Manager Strategic Stakeholder Relations, Office of the CEO
How are the positions being funded? Are these current positions being transferred/redeployed from within the business?
- In relation to temporary workers it needs to be established how long these people have been temporary? Have they been doing a similar role?
- Can staff who may meet the Temporary Employment Directive criteria be converted to permanent work, or be upgraded prior to the change process occurring?
- Which positions will remain unchanged?
- Which positions will be new?
- Have role descriptions for the new structure been developed?
- Will there be job losses including temporary appointments?
- If staffing numbers are reduced, how will the Department cater for increased workloads i.e. reduce job roles – increase staffing?
- Will there be any geographic changes to workplaces? If so, how will this be handled?
- What process will be used to fill positions that have not translated at level?
- Will the Chief Executive be executing his powers under section 133 of the Public Service Act 2008 to transfer or redeploy affected staff?
These questions are designed to ensure union members rights are met, as is the requirement under the various industrial instruments union members have campaigned for and secured.
Your Together Union delegates and I will work closely to ensure we have all the latest information to provide to you and once we have received a response to the above questions we will advise union members so members can provide feedback in a meaningful and timely way.
Please done hesitate to contact me or your local Together Union delegate if you have any questions or you would like to add any further questions to the above list.
For those members who may have concerns on how the proposed changes may impact them individually, please contact me at firstname.lastname@example.org in the first instance and I will ensure your views are reflected as part of the consultative framework or refer you to an Industrial Officer for expert industrial advice.
Organisational change can be difficult and challenging however if we work together we can make sure union members are heard and their interests protected in this process.
We will keep you informed every step of the way.