2014 Remuneration Survey Update (33/2013)

 

Local Government Workplace Solutions wishes to inform local governments that the collection of data for the 2014 survey will be occurring a little later than in previous years whilst we update the data collection process.

We have decided that now is an appropriate time to make improvements to the survey and as part of this process we are seeking feedback from the local government sector. This is your opportunity to tell us what information you would like to see in your Remuneration Survey. We have attached the current list of positions and would welcome suggestions for any additions or changes.

Further to this, we would like your feedback on employment data or reports that could potentially be included in the survey.

We will need you to get your thinking caps on and send your suggestions to us by 4pm on 24 October 2013 at survey@walga.asn.au.

If you have any questions about the 2014 Remuneration Survey, please contact a member of the Workplace Solutions Team on 9213 2014.

National LG HR Conference ! Early Bird Extended to 11 October! (31/2013)

 

National LG HR Conference – Early Bird Extended to 11 October!

National Local Government Human Resources Conference

WALGA and LGANT members are invited to attend the National Local Government Human Resources Conference, HR and Workforce Challenges – “Getting the Job Done”. This event will be held 6-8 November 2013 in the Gold Coast and has an exciting programme of HR topics and is a great opportunity to network with your colleagues in other States and Territories.

Please click here for a copy of the flyer.

We hope to see you there!!

“HR and Workforce Challenges - Getting the job done”

Like other spheres of government in Australia, Local Government finds itself facing serious challenges from an increasingly demanding constituency and reformist state and federal governments, amidst times of unprecedented and growing financial pressures and continuing change. Councils are necessarily and understandably looking to their corporate entities for ways to improve efficiencies and enhance productivity through organisational change, innovation and maximum performance of the organisation.

This two-day Conference (from noon 6 November until 12.30 pm 8 November) will address these challenges and what they mean and entail for the management of Council’s workforce for the benefit of HR, IR, L&D and WH&S practitioners.

Conference Information
Where RACV Royal Pines Resort, Benowa, Gold Coast
Date(s) 6 - 8 November 2013
Regsitration

The Conference is targeted at practitioners at all levels including CEOs, HR professionals, safety professionals, personnel and payroll staff as well as learning and development professionals.

Unlike other conferences, this HR conference has been designed by Local Government practitioners for Local Government practitioners, and by your Local Government Associations for its member councils.

Bron Browning
Events Coordinator/Executive Assistant
bron_browning@lgaq.asn.au
P: 07 3000 2220

Carolyn McSweeney
Trade Liaison
carolyn_mcsweeney@lgaq.asn.au
P: 0437 822 142

National LG HR Conference (27/2013)

 

WALGA and LGANT members are invited to attend the National Local Government Human Resources Conference, HR and Workforce Challenges – “Getting the Job Done”. This event will be held 6-8 November 2013 in the Gold Coast and has an exciting programme of HR topics and is a great opportunity to network with your colleagues in other States and Territories.

We have attached a copy of the flyer and placed some further details below. We hope to see you there!!

National Local Government HR poster

“HR and Workforce Challenges - Getting the job done”

Like other spheres of government in Australia, Local Government finds itself facing serious challenges from an increasingly demanding constituency and reformist state and federal governments, amidst times of unprecedented and growing financial pressures and continuing change. Councils are necessarily and understandably looking to their corporate entities for ways to improve efficiencies and enhance productivity through organisational change, innovation and maximum performance of the organisation.

This two-day Conference (from noon 6 November until 12.30 pm 8 November) will address these challenges and what they mean and entail for the management of Council’s workforce for the benefit of HR, IR, L&D and WH&S practitioners.

Conference Details
Where RACV Royal Pines Resort, Benowa, Gold Coast
Date(s) 6 - 8 November 2013
Registration

The Conference is targeted at practitioners at all levels including CEOs, HR professionals, safety professionals, personnel and payroll staff as well as learning and development professionals.

Unlike other conferences, this HR conference has been designed by Local Government practitioners for Local Government practitioners, and by your Local Government Associations for its member councils.

Bron Browning
Events Coordinator/Executive Assistant
bron_browning@lgaq.asn.au
P: 07 3000 2220

Carolyn McSweeney
Trade Liaison
carolyn_mcsweeney@lgaq.asn.au
P: 0437 822 142

National Local Government HR Conference 2013 Flyer

2013 National Local Government HR Conference - 'HR and Workforce Challenges - Getting the job done' (25/2013)

 

2013 National Local Government HR Conference - “HR and Workforce Challenges - Getting the job done”.

Like other spheres of government in Australia, Local Government finds itself facing serious challenges from an increasingly demanding constituency and reformist state and federal governments, amidst times of unprecedented and growing financial pressures and continuing change. Councils are necessarily and understandably looking to their corporate entities for ways to improve efficiencies and enhance productivity through organisational change, innovation and maximum performance of the organisation.

This two-day Conference (from noon 6 November until 12.30 pm 8 November) will address these challenges and what they mean and entail for the management of Council’s workforce for the benefit of HR, IR, L&D and WH&S practitioners.

Conference information
Where RACV Royal Pines Resort, Benowa, Gold Coast
Date(s) 6 - 8 November 2013

The Conference is targeted at practitioners at all levels including CEOs, HR professionals, safety professionals, personnel and payroll staff as well as learning and development professionals. Unlike other conferences, this HR conference has been designed by Local Government practitioners for Local Government practitioners, and by your Local Government Associations for its

member councils.

Full program details and a formal invitation to register for the Conference will be available in the near future.

In the interim please review the date claimer and add the National HR Conference to your diary now.

This conference is a joint initiative of the Local Government Associations of all states and Territories of Australia and is the 5th biennial conference of this type.

Key speakers from Government including local government as well as the corporate sector will facilitate a broad spectrum of presentations, workshops and discussions to assist Councils maximise their workforce management to achieve their business and service objectives. With the conference being convened in Queensland, the Local Government Association of Queensland will be taking the lead role of organising the conference on behalf of and in collaboration with other state Associations.

For any questions about the National Local Government HR Conference please contact:

Bron Browning
Events Coordinator/Executive Assistant
bron_browning@lgaq.asn.au
P: 07 3000 2220

2013 Human Resources Seminar (15/2013)

 

Local Governments and Associate Members are invited to attend the annual Human Resources Seminar as part of the Local Government Convention.

The Seminar will be held at the Perth Convention and Exhibition Centre on Friday the 9th of August 2013 (9.30am to 5.00pm).

This year’s Seminar will cover the following key areas.

Employee out of work conduct: Contemporary and future challenges

Presented by Commissioner Danny Cloghan, Fair Work Commission

Technological change and the push for flexible work practices will mean that Local Governments will face further challenges dealing with the out of work conduct of their employees. Commissioner Danny Cloghan will discuss the current legal position when dealing with employees out of work conduct and give us an insight into how this may evolve in the future.

Structural Reform: Learning lessons from the Queensland experience

Presented by Tony Goode, Workforce Strategy Executive with LGAQ

The Local Government sector in Queensland underwent a large scale local government reform process which predominantly occurred across 2007 and 2008. Tony Goode was employed by the Local Government Association of Queensland as an Executive providing strategic workforce advice during this time. Tony will outline the experiences he faced when assisting Local Governments with the various workforce and operational issues that arose from the widespread amalgamations.

Managing sick and injured employees

Presented by Erica Hartley, Partner with Herbert Smith Freehills

Local Governments have an ever increasing responsibility to manage sick and injured employees in the workplace, especially as claims based on ‘stress’ are becoming more prevalent. Erica Hartley from Herbert Smith Freehills will outline some practical strategies on how to manage both sick and injured employees and mitigate your industrial risks.

Presenting your change message with confidence

Presented by Andrea Burns, Presenter and Course Facilitator with Andrea Burns Communications

Everybody involved in managing change will be required to present information or offer explanations to others. Whether presenting to a large audience in a formal setting or to a small, sometimes informal, group of colleagues, Award Winning TV Journalist Andrea Burns will help you recognise the ingredients of how a good presentation can help you to persuade and influence stakeholders.

How to conduct workplace investigations

Presented by Peter Burgess, Workplace Investigator

Conducting an effective and appropriate workplace investigation is an important skill for Line Managers/Supervisors and Human Resources practitioners. Workplace Investigator Peter Burgess will outline some practical investigative techniques and provide valuable tips on the process of carrying out an investigation.

Registrations

Please visit www.walga.asn.au – LGC13 Convention link

Further details are included in the attached flyer.

2013 Local Government Remuneration Survey (13/2013)

 

2013 Local Government Remuneration Survey

The 2013 Local Government Remuneration Survey has now been published and sent to participating Local Governments. This year’s survey covers salary information for over 120 different position types along with workforce planning reports. The survey contains valuable data from 122 Local Governments across Western Australia, New South Wales, Northern Territory, Queensland, South Australia, Tasmania and Victoria. Local Governments who have not participated but are interested in purchasing a CD version of the survey are invited to contact Local Government Workplace Solutions.

For further information, please contact Brianna Akesson, Workplace Solutions Support Officer on 9213 2092 or email bakesson@walga.asn.au.

Employees brought back down to Earth with a thud! (Successful Workplace Solutions case)

(9/2013)

 

Local Government Workplace Solutions have been successful in an industrial claim in the Fair Work Commission relating to the interpretation of the City of Kalgoorlie-Boulder Union Collective Workplace Agreement 2011 (“the Agreement.”)

The City negotiated a single enterprise agreement to cover both the inside and outside workforce of the City. This required that outside employees be transitioned from the existing classification structure to a new classification structure on the commencement of the 2011 Agreement.

The Applicants, Mr Alan Markof and Mr Don Marr, were employed as Level 6 General Hand/Plant Operators at the time of transition to the 2011 Agreement. On transition to the 2011 Agreement, the Applicants were appointed to a Level 3 Step 1 classification.

As a consequence of an internal appeal provision within the 2011 Agreement, the Applicants:

  • had sought and were successful in gaining reclassification of Level 3 Step 1 to Level 3 Step 2; and
  • following further consultation with the Employer, were reclassified to Level 3 Step 4 from 9 May 2011.

However, Messrs Markof and Marr, sought through proceedings in the Fair Work Commission to be reclassified to Level 4 Step 1 from 9 May 2011. The Employer disputed the Applicant’s claim and asserted that Messrs Markof and Marr had been correctly classified in accordance with the transitional arrangements and appeal provisions.

The issue turned on the interpretation of Clause 10.1.3 of the 2011 Agreement (referenced below):

10.1.3 On the signing of this Agreement, the Outside Workforce will transition from the salary scale of the previous EBA on to the nearest higher salary and step of the new salary scale as detailed below

Salary Scale information
Salary Scale (Previous EBA 2006) New Salary Scale (2011)
Level 3 Level 2 Step 2
Level 4 Level 2 Step 3
Level 4A Level 3 Step 1
Level 5 Level 3 Step 1
Level 6 Level 4 Step 1
Level C8 Level 3 Step 1
Level C6 Level 4 Step 1
Level C5 Level 4 Step 1

At a negotiation meeting on 9 March 2011, Mr Don Burnett, the Chief Executive Officer of the City distributed an Outside Staff Transition document which set out where outside employees would transition to in the proposed 2011 agreement. The document stated, that with the exception of two unidentified employees, Level 6 employees would transition to Level 4 Step 1 in the proposed 2011 agreement. The Outside Staff Transition document included an asterisk stating “two level 6 positions will transition to level 3 not 4. Supervisors will speak to the affected employees about their matter”. The Outside Staff Transition document was provided to all bargaining representatives and a copy was also subsequently sent out with the minutes of the meeting.

Mr Markof and Mr Marr advanced the argument through their union advocate that the wording of the 2011 Agreement clearly established that they should transition to Level 4 Step 1 of the 2011 Agreement. Local Government Workplace Solutions submitted on behalf of the City that there was ambiguity in subclause 10.1.3 of the 2011 Agreement and it was necessary to consider extrinsic material in resolving its meaning. Local Government Workplace Solutions further submitted that Mr Markof and Mr Marr were transitioned to the “nearest highest salary” and were never intended to be transitioned pursuant to the salary schedule in clause 10.1.3 of the 2011 Agreement

Commissioner Cloghan agreed with the position of the City and held that the clause was susceptible to more than one meeting and consideration of extrinsic material was necessary. Commissioner Cloghan adopted the words of Burchett J in Short v Hercus in finding it was pertinent to examine the “soil” from which subclause 10.1.3 once “grew” before being transplanted into the 2011 Agreement.

Commissioner Cloghan held that:

  • The approach of the City, in making its decision to transition leading hands to Level 4 classification, on the basis of supervisory responsibility was reasonable and without any malice towards Mr Markof and Mr Marr.
  • The City did not intend to mislead or deceive Mr Markof and Mr Marr in the translation process.
  • The “soil” in which subclause 10.1.3 of the 2011 Agreement grew from, had the clear intention to transition Level 6 leading hands to Level 4 in the common structure.
  • However, the City did not want to transition Mr Markof and Mr Marr to level 4 in the 2011 Agreement because they did not have the same supervisory responsibilities and had intended for Mr Markof and Mr Marr to transition to their actual nearest highest salary and step, which was Level 3 Step 1.

The Commissioner ultimately came down in favour of the City and concluded that Mr Markof and Mr Marr were transitioned to the “nearest highest salary” and were never intended to be transitioned pursuant to the salary schedule in clause 10.1.3 of the 2011 Agreement.

The Commissioner did consider that the City should have acted more carefully and ensured that Mr Markof and Mr Marr were provided with sufficient information about the proposed transitioning arrangements. Given this statement, it is important that all Local Governments take careful steps to ensure that any information relied on during enterprise agreement negotiations that is material to employees covered by the proposed agreement is provided and clearly explained to affected employees.

The full decision is available at http://www.fwc.gov.au/FWAISYS/isysquery/03179d33-16b3-4f85-b7f9-efe99a66e5ae/1/doc/

If you require some clarification or wish to seek some expert industrial relations advice, please contact the team at Local Government Workplace Solutions.

Metro Local Government Structural Reform ! Contingency Planning for the HR Impact (7/2013)

 

Event Details
Forum Metro Local Government Structural Reform – Contingency Planning for the HR Impact
Date:  Thursday 18 April 2013 (9.00am to 4.30pm)
Venue:  City of Vincent,  1st Floor Administration Building
Cost:  No Charge

 **Copies of the presentations are available here

Members would be aware of the State Government’s Robson Report into the structure of metropolitan based local governments, and that there has been a commitment to implementing reform by the re-elected Liberal/National State Government. Whilst the State Government has yet to announce how or when this will occur, the potential for change is significant.   As such, there is an undoubted need for HR practitioners to be proactively advising their Chief Executive Officer’s and senior executive management about the potential impact on their operations.  Simply put, any degree of change will have an impact on people working within a local government.

WALGA Workplace Solutions will be conducting a forum to provide an overview of the prevailing situation and to address some key areas. The areas that will be addressed include:

  • the actual ‘on the ground’ impact of reform on local government (drawn from the Queensland experience);
  • how Workforce Plans will assist as an important tool in the process;
  • the industrial impacts on existing collective agreements;
  • any transfer of business implications;
  • redundancy processes and recruitment outcomes; and
  • support mechanisms available to member Councils.

There will be a range of speakers, including representatives from Herbert Smith Freehills, Ingrid Bishop (Alchemy Corporate Consulting Services), Andrew Brien (Chief Executive Officer, City of Bunbury) as well as senior WALGA and Workplace Solutions Industrial staff.

A flyer with more details will be sent to your local government soon. However, in the meantime, please book out Thursday 18th April and start making preparations for the possibility of a new look local government sector in Western Australia.

For further information about the forum please contact the WALGA Workplace Solutions team on 9213 2028 or lgws@walga.asn.au

Bookings for the forum are essential, to secure your place please contact Marketing and Events Officer, Ulla Wolter on 9213 2043 or email uwolter@walga.asn.au

When booking for the forum please provide the following details:

  • Name:
  • Position Title:
  • Local Government:
  • Email address:
  • Any dietary requirements: