2015 Local Government Remuneration Survey (54/2014)

 

2015 Local Government Remuneration Survey 

Are your employee remuneration packages competitive in the Local Government sector? Are your turnover rates high or low in comparison to other Local Governments? If you’re creating a new position for an employee, do you know what the average pay rates are for employees in that position across Local Government?
 
Local Governments in Western Australia and the Northern Territory are invited to participate in the 2015 Local Government Remuneration Survey. The survey data is being collected earlier than usual this year so that we can release the results of the survey earlier to assist those Local Governments who are embarking on the metropolitan Local Government structural reform process.
 
The Local Government Remuneration Survey is the only sector-specific survey conducted for Local Governments in Western Australia and the Northern Territory. If a survey of this type was commercially created, it would normally cost several thousand dollars. The success of the survey relies on high levels of participation amongst Local Governments throughout Western Australia and the Northern Territory. To encourage responses we offer participating Local Governments who are subscribers to the WALGA Employee Relations Service a complimentary report containing the outcomes of the survey. A summary of fees for non-participants and non-subscribers is outlined below. These fees are exclusive of GST.
 

WALGA EMPLOYEE RELATIONS SERVICE SUBSCRIBERS (INCLUDING NT)

Survey participants

One complimentary copy

Survey non-participants
 

$500

NON-SUBSCRIBERS

Survey participants

$500

Survey non-participants

$1,000

 
The survey results provide an invaluable resource to assist Local Governments with the planning and implementation of salary structures, and to help guide workforce planning. The survey covers over 130 common Local Government positions as well as a wide range of useful human resources information. Please ensure you complete entries for all of the data required in the survey accurately. Incomplete or inaccurate data may result in your Local Government’s information not being included in the report containing the outcomes of the survey.
 
To be involved, please complete the worksheet here and email a copy to survey@walga.asn.au prior to 13 February 2015. Please also see a table outlining the abbreviations to be used when recording the additional benefits provided to employees here. Please note that we are in the final stages of reviewing the position descriptions that are used in the survey, and they will be uploaded on the website in the near future.  
 
Once the survey data is compiled into a report, those Local Governments who have participated in the completion of the survey or who have purchased the survey will be posted a USB containing a copy of the report. We are electing to use a USB for the report as part  of WALGA’s wider commitment to sustainability.
 
Please email WALGA Employee Relations or call (08) 9213 2052 if you have any queries about the 2015 Local Government Remuneration Survey.

Structural Reform FAQ's (46/2014)

 

Structural Reform FAQ's

WALGA Employee Relations provides support to member Local Governments through the metropolitan structural reform process through a range of materials, seminars and services. WALGA Employee Relations has recently released a set of answers to frequently asked questions (FAQs) that we have received from the sector over the last six months. 

As the FAQs provide brief answers, if you would like further details, or if you have a specific question about reform that is not covered in the FAQs, please contact a member of WALGA Employee Relations and we can provide you with further advice. The FAQs are intended to be a ‘live’ document, and we will look to expand the FAQs if we receive further questions from the sector. You can give feedback on the FAQ's, or ask further questions about structural reform, at the following link FAQS and structural reform  or by emailing employeerelations@walga.asn.au

In addition to the FAQs, WALGA Employee Relations has provided the following services to support member Local Governments through the metropolitan structural reform process:

  • Hosting seminars on the impacts of Structural Reform;
  • Working on the development of the Reform Toolkit;
  • Representing the interests of member Local Governments on the MetRIC HR Subcommittee;
  • Organising Keynote Speakers on the topic of Local Government reform at HR Seminars;
  • Providing human resources and industrial relations advice to WALGA ER subscribers;
  • Holding discussions with relevant stakeholders about reform such as the Department of Local Government and Communities and unions which advocate for the interests of Local Government employees; and
  • Updating template policies and procedures  (which are available either through the WALGA Employee Relations website or by contacting a member of the WALGA Employee Relations team).

WALGA Employee Relations is also exploring further ways that we can support member Local Governments through the metropolitan structural reform process.

R U OK Day - 11 September 2014 (39/2014)

 

WALGA Employee Relations recognises the importance of promoting good mental health and supportive relationships. That’s why on Thursday, September 11 we will be asking our colleagues, friends and family R U OK?

R U OK day is an annual day dedicated to remind people to ask family, friends and colleagues the question, "R U OK?", in a meaningful way, because connecting regularly and meaningfully is one thing everyone can do to make a difference and even save lives. Regular face-to-face conversations can help people to build and maintain strong relationships with friends and family. Research demonstrates that people with strong relationships are more likely to cope with the ups and downs in life.
 

Starting these conversations will help Local Governments to:

  • Provide a safe and healthy workplace.
  • Further promote Employee Assistance Providers.
  • Make a real difference to any Local Government employees going through a tough time by knowing that they have the support of their peers.

 

Local Governments may consider the following initiatives:

  • Ask someone well known at the Local Government to send out an initial email with information about R U OK day. It’s a good way to ensure all employees read it.
  • Put up posters from the R U OK website, as people need to see a message a few times for it to sink in.
  • Include a story about R U OK day in an employee newsletter (a heartfelt endorsement by an employee is always good).

 

For further information please visit the R U OK website: https://www.ruok.org.au/newsroom/index/R-U-OK-at-Work

WALGA HR Seminar (36/2014)

 

WALGA HR Seminar

 

The WALGA Employee Relations Human Resources Seminar held on Friday 8 August was a great success. Feedback from the participants indicated that everyone really enjoyed the exciting presentations and gathered a lot of practical and relevant information that will assist them.

 

The full day Seminar offered a practical guide to contemporary and future human resource issues within the Local Government sector. HR Seminar participants readily took up the opportunity to network with colleagues and they were also treated to the red carpet screening of the Shire of Westralia interactive video.

 

Seminar presentations from Fair Work Commissioner Bruce Williams, and Lyn Russell, the CEO of the City of Canning, can be viewed by following the link below:

http://www.walgaemployeerelations.asn.au/training-events.aspx

4 Yearly Award Review Update - Annual Leave Loading on Termination (34/2014)

 

4 Yearly Award Review Update - Annual Leave Loading on Termination

 

In Employee Relations Alert 32/2014 (sent on 15 July 2014), WALGA Employee Relations outlined that all the State and Territory Local Government Associations  (“the LGA’s”) would support Australian Chamber of Commerce and Industry  (“ACCI”) submissions on cashing out of annual leave and directing employees to take excessive accrued annual leave.

 

The Australian Council of Trade Unions (“ACTU”) has made a subsequent submission seeking to insert the requirement to pay out annual leave loading on untaken accrued annual leave upon termination into 118 modern awards, including the Local Government Industry Award 2010 (“the LGIA”).  The ACTU has based this proposed insertion on its view of the operation of section 90(2) of the Fair Work Act 2009. Section 90(2) is set out below.

 

90 (2)  If, when the employment of an employee ends, the employee has a period of untaken paid annual leave, the employer must pay the employee the amount that would have been payable to the employee had the employee taken that period of leave.

 

ACCI is seeking to oppose the insertion of the requirement proposed by the ACTU. ACCI contends that the position of the ACTU involves a misconceived application of section 90(2).  The position of ACCI is that rather than analysing the text, context and purpose of section 90(2), the ACTU has instead adopted a narrow interpretation of the section which conflicts with the established principles of statutory construction.

 

Due to the short timeframe that a response is required to this submission, the LGA’s have elected to support the submissions that ACCI is intending to make in response to the ACTU submission. 

 

The advice that WALGA Employee Relations has provided in respect of annual leave loading upon termination for employees covered by the LGIA remains unchanged. This advice is that it is prudent to pay annual leave loading upon termination of an employee covered by the LGIA. This advice is primarily because the Fair Work Ombudsman has interpreted that section 90(2) of the Fair Work Act requires that annual leave loading is to be paid upon termination.

 

Please contact WALGA Employee Relations on (08) 9213 2014 should you have any questions about the LGIA review process.

4 Yearly Award Review - District Allowances (33/2014)

 

The Fair Work Commission (FWC) 4 yearly review of modern awards is now dealing with further common issues. FWC will be considering the sunset clause in the Local Government Industry Award (2010) (LGIA) for district allowances in Western Australia and the Northern Territory.

 

The effect of clauses16.1 and Section 16.2 of the LGIA is to preserve entitlements to district allowances under previous awards which would have applied before the LGIA commenced on 1 January 2010. Clause 16.2 preserves district allowances in Western Australia. Clause 16.1 preserves district allowances in the Northern Territory.  Clause 16.3 (a sunset provision) prescribes that district allowances will not be payable after 31 December 2014.

 

As part of the modern award review process, employer groups and unions have expressed different views on the removal of district allowances. The Australian Chamber of Commerce and Industry have advocated that district allowances should cease to operate on 31 December 2014. The Australian Council of Trade Unions have advocated that the sunset provision (Clause 16.3) should be deleted so that district allowances in the LGIA continue to operate.

 

The position of WALGA Employee Relations will be guided by feedback from the local government sector.  The preliminary view of WALGA Employee Relations is that if district allowances should cease to operate on 31 December 2014, this will provide Local Governments with the discretion to pay the allowances that they see fit to attract and retain employees.

 

Should you have any feedback please provide this to  employeerelations@walga.asn.au by Wednesday 27 August 2014.

4 Yearly Award Review Update - Excessive Annual Leave and Cashing out Submissions (32/2014)

 

In Employee Relations Alert 22/2014 (sent on 9 May 2014), WALGA Employee Relations sought your feedback on whether to make submissions to amend the current Local Government Industry Award (“LGIA”) clause that outlines the right of an employer to direct an employee to take annual leave where the employees accrued leave is excessive.

 

WALGA Employee Relations received mixed feedback from local governments on how to address the current clause. A common thread to the majority of the feedback was that local governments identified the value of having a clause that would allow them to more effectively reduce leave liability whilst having employees retain an appropriate leave balance for their voluntary use.

 

Your feedback was considered by all the State and Territory Local Government Associations (“the LGA’s”). This feedback was discussed with the Australian Chamber of Commerce and Industry (“ACCI”) as were the initial submissions made by WALGA Employee Relations on behalf of the local government sector seeking inclusion of annual leave cashing out terms in the LGIA. It was decided that the LGA’s would support ACCI submissions as the discussions indicated that the submissions would align with the position taken by the majority of the local government sector.

 

The submissions of ACCI flagged that the model clause to be proposed is that employers would only be able to direct the taking of annual leave where:

a)      employees have 6 or more weeks of annual leave accrued;

b)      4 weeks notice is given for the requirement to take leave; and

c)       the employee retains a balance of at least 4 weeks of accrued annual leave after the direction is given by the employer.

 

The submissions of ACCI propose an identical model clause to facilitate cashing out of annual leave to the one proposed in the submissions made by WALGA Employee Relations on 20 March 2014.

 

The matter is now listed for a hearing before the Full Bench of the Fair Work Commission on Thursday 14 August and if necessary on Wednesday 20 and Thursday 21 August 2014. WALGA Employee Relations will send out an Alert as soon as there are further developments.   

 

The ACCI submissions and related expert accounting report can be viewed at the following links:

 

http://www.fwc.gov.au/documents/sites/awardsmodernfouryr/common/AM201447_sub_ACCI_200614.pdf

http://www.fwc.gov.au/documents/sites/awardsmodernfouryr/common/AM201447-report-ACCI-AIG-020714.pdf

 

Please contact WALGA Employee Relations on (08) 9213 2014 should you have any questions about the LGIA review process.

Important Updates (31/2014)

 

WALGA HR Seminar

 

Please ensure that you register for the upcoming WALGA HR Seminar being held on Friday, 8th August 2014 at the Perth Convention & Exhibition Centre. We are very excited about the presentations for the day and it promises to be an informative opportunity to learn and network with other HR practitioners and senior Managers.  Further details of the Seminar are contained in the attachment to this Alert.  

 

Registrations for the seminar are closing on 25 July 2014. To register, please CLICK HERE.

 

New Executive Manager for WALGA Employee Relations

 

WALGA Employee Relations is pleased to inform you that Tony Brown is the new Executive Manager of the team.

 

Tony has over 30 years’ experience in the Local Government sector including roles in the Finance, Administration and Community Services portfolios together with experience as a Chief Executive Officer at the Shire of Wyndham-East Kimberley. The majority of Tony’s appointments have been in the country regions, however, he has worked at 2 metropolitan Local Governments. Tony’s current position is Executive Manager Governance & Strategy with WALGA, a position he has held since October 2006.

 

In addition to Local Government sector experience, Tony has had experience in owning and operating 2 businesses in the hospitality sector.

 

Supported Wage Increase

 

Further to the Annual Wage Review decision, the Fair Work Commission (“FWC”) has made a further order that applies to the terms of the Local Government Industry Award 2010 (“LGIA”).

 

This decision increases the minimum payable amount for a supported wage employee from $78 to $80 under the LGIA.

 

WALGA Employee Relations will seek a position from the FWC as to whether there is an intention to make determinations about any other expense related allowances contained within the LGIA. Once we have that information, we will be able to provide an updated wage schedule to our local government clients.

 

Promoting productive enterprise agreements project

 

The Fair Work Commission is inviting all employers, employees and their representatives to submit enterprise agreement clauses that they believe are productivity enhancing or innovative to be considered for inclusion in a Commission research project.

Participation in the project is an opportunity for employers, employees and their representatives to showcase productivity and innovation achievements in agreements. However, nominations can also be made confidential on request. 

A selection of submitted clauses, including findings from interviews with submitting parties, will be part of a report to be published by the Fair Work Commission this year.

This report will provide Australian businesses with a resource to assist in developing best practice provisions for enhancing productivity in their workplaces.

To participate, the relevant clauses (or the entire agreement with the relevant clauses clearly identified) should be submitted via the online nomination form by 8 August 2014. More information is available on the Fair Work Commission website. Local Governments and clients who wish to participate can elect to send their clauses to WALGA Employee Relations and we will provide these to the Fair Work Commission on your behalf.

 

Inquiries about participation in the research project can also be made to the Fair Work Commission by email to research@fwc.gov.au or on (03) 8661 7024.

2014 Human Resources Seminar (24/2014)

 

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, 8th August 2014.

 

WALGA Officer Session: HR Seminar for Local Government

 

This full day Seminar offers a practical guide to contemporary and future human resource issues within the Local Government sector. Presentation topics include:

-       Anti-bullying applications

-       How HR can engage positively with their workforce during times of change

-       Managing mental illness in the workplace; and

-       An interactive case study

 

For more information on the program, please refer to the attached flyer.

 

Date:    Friday, 8th August 2014

Time:    8.45am for 9.15am – 4.30pm

Venue:  Perth Convention & Exhibition Centre    

              21 Mounts Bay Road, Perth

Cost:    $330.00 (incl. GST)

RSVP:   Friday, 25th July 2014

 

Registrations can be completed online -  CLICK HERE to be taken to the registration page.

For more information please contact Ulla Wolter, Marketing & Events Officer on (08) 9213 2000 or email registration@walga.asn.au

 

Feedback on annual leave submissions – Direction to take annual leave (22/2014)

 

Feedback on annual leave submissions – Direction to take annual leave

 

WALGA Employee Relations will soon begin the process of drafting comprehensive submissions relating to the annual leave common issues to be heard as part of the 4 year review of the Local Government Industry Award 2010 (“LGIA”).

 

WALGA Employee Relations is your seeking feedback on whether to make submissions to amend the current clause that outlines the right of an employer to direct an employee to take annual leave where the employees accrued leave is excessive.

The current wording of subclause 25.5 of the LGIA provides that an employer may require an employee to take annual leave by giving at least four weeks’ notice where more than eight weeks’ leave is accrued, provided that the employee retains a balance of at least eight weeks.

WALGA is seeking feedback on the position of your local government to the following options:

 

Option A: Make no submissions to amend the subclause;

 

Option B: Make submissions to amend the subclause so that the LGIA will provide that an employer may require an employee to take annual leave by giving at least four weeks’ notice where more than eight weeks’ leave is accrued, provided that the employee retains a balance of at least four weeks;

 

Option C: Make submissions to amend the subclause so that the LGIA will provide that an employer may require an employee to take annual leave by giving at least four weeks’ notice where more than eight weeks’ leave is accrued, provided that the employee retains a balance of at least six weeks.

 

Please provide feedback on the position of your local government by 5:00pm on Tuesday 27 May 2014, via return email to this address.

 

Cashing out of Annual Leave

 

WALGA Employee Relations has already made an initial submission on behalf of the local government industry in Western Australia and the Northern Territory seeking inclusion of annual leave cashing out terms in the LGIA because of the large volume of enquiries received by local governments where employees have made requests seeking to cash out their annual leave.

 

WALGA HR Seminar – Friday, 8 August 2014 (21/2014)

 

The 2014 WALGA HR Seminar is a must attend event for HR Practitioners and Senior Managers in Local Government. This year, the Seminar will build on previous years events and incorporate more interaction with your colleagues than ever before! This full day event will have excellent presenters covering topics that are essential to HR practices in Local Government. The full Seminar program will be released soon.

 

HR Practitioners and Senior Managers from all Local Governments and Associate Members are invited to attend.

 

Make sure you save the date in your calendar. We would love to see you there!

 

Metro and Regional HR Forums in May! (17/2014)

 

 May HR Forum at WALGA

  

You are invited to attend the May WALGA Employee Relations Human Resources Forum.  Please note that places are limited, so make sure you get in fast!

 

Date:                    Friday 2 May 2014

 

Time:                   9:00am to 11:45am – a light morning tea will be provided

 

Venue:               WALGA Offices – Boardroom A and B, Level 1, 170 Railway Parade, West Leederville.  Parking details will be provided along with a confirmation closer to the date

 

Topics covered:

 

  1. Overview of Employee Relations in the Local Government sector – presented by Scott Roffey, Employee Relations Manager, WALGA;

     
  2. How to have the tough HR conversations – presented by Dorothy Lavell, Company Director, Oars Across the Waters Pty Ltd;

     
  3. Employee Relations Matters: Lessons to learn from case law – presented by Jon Lord, Employee Relations Advisor, WALGA;

     
  4. API Leisure and Lifestyle: The leader in employee benefit programs – presented by Sarina Pearson, Business Development Manager, API;

     
  5. WALGA’s preferred supplier panel for labour hire – presented by Dale Chapman, Business Development Manager, WALGA.

 

To RSVP please email employeerelations@walga.asn.au with the following details:

 

  • Name
  • Position
  • Local Government
  • Contact Details
  • Any dietary requirements
  • Whether attendance is in person or via teleconference*

 

*Any Local Governments who cannot attend in person are invited to attend the Forum by teleconference.

 

 

 

 

 

May Southwest HR Forum – Shire of Katanning

 

You are invited to attend the WALGA Employee Relation Southwest HR Forum at the Shire of Katanning. Please note that places are limited, so make sure that you get in fast!

 

Date:                     Thursday 8 May 2014

 

Time:                     10.30am to 2.00pm – Lunch will be provided.

 

Venue:                 Katanning Saleyards, Lot 500 Katanning – Nyabing Road, Katanning, WA, 6317

 

Topics covered:

 

  1. How to protect your organisation against bullying - presented by Brendan Taylor, Employee Relations Advisor, WALGA;

     
  2. Clauses and Trends in Enterprise Agreement Negotiations - presented by Davina Hunter, Employee Relations Advisor WALGA;

     
  3. Navigating the new Flexible Working Arrangements and what it means for your organisation - presented by Davina Hunter, Employee Relations Advisor WALGA;

     
  4. Employee Relations Matters – Lessons to be learned from Case Law - presented by Brendan Taylor, Employee Relations Advisor, WALGA.

 

To RSVP please email employeerelations@walga.asn.au with the following details:

 

  • Name
  • Position
  • Local Government
  • Contact Details
  • Any dietary requirements
  • Whether attendance is in person or via teleconference*

 

*Any Local Governments who cannot attend in person are invited to attend the Forum by teleconference.

 

LGIA Annual Leave submissions (15/2014)

 

The 4 year review of the Local Government Industry Award 2010 (“LGIA”) process has progressed to the stage where “common issues” that relate to the operation of all modern awards are being canvassed by the Fair Work Commission (“FWC”).

 

WALGA Employee Relations has made a submission on behalf of the local government sector in Western Australia and the Northern Territory seeking inclusion of annual leave cashing out terms in the LGIA. These submissions were made in conjunction with the other State and Territory Local Government Associations. The submission can be downloaded at the bottom of this alert.

 

WALGA Employee Relations has made this submission on behalf of the local government sector because of the large volume of enquiries received by local governments where employees have made requests seeking to cash out their annual leave. The current situation where there is no ability under the LGIA for an employer and employee to agree to cash out annual leave has created inflexibility for both employees and employers within the local government sector.

 

Other employer associations and stakeholders have also provided submissions to FWC which support the position of WALGA Employee Relations to seek inclusion of  terms providing for cashing out of annual leave in a number of modern awards.

 

The submission is likely to be referred to a Full Bench of FWC for determination in the near future. WALGA Employee Relations will keep you posted on any developments in this matter and any other matters that arise in respect of the 4 year review of the LGIA.

 

Submission Download

EXTENSION - 2014 Local Government Remuneration Survey (14/2014)

 

As a number of local governments have sought an extension to participate in the 2014 Remuneration Survey, we have extended the date for submitting completed survey spreadsheets until Friday the 21st of March 2014.

 

I am also pleased to announce that all local governments who participate in the 2014 survey will go into a draw to receive a free double pass to the upcoming WALGA Human Resources Forum in August 2014. All local governments who have already participated are automatically in the draw.

 

The Local Government Remuneration Survey is the only sector-specific survey conducted for Local Governments in Western Australia and the Northern Territory. A survey of this type, if commercially created, would normally cost several thousand dollars. The success of the survey relies on high levels of participation amongst Local Governments throughout Western Australia and the Northern Territory. To encourage responses we offer participating Local Governments who are subscribers to the WALGA Employee Relations Service a complimentary report containing the outcomes of the survey. A summary of fees for the survey is outlined below.

 

 

WALGA Employee Relations Service Subscribers (including NT)

 

Participants

One complimentary copy

Non-participants

$500

Non-subscribers

 

Participants

$500

Non-participants

$1,000

 

The survey outcomes provide an invaluable resource to assist Local Governments with the planning and implementation of salary structures and to help guide workforce planning.  The survey covers over 130 common Local Government positions as well as a wide range of useful human resources information.

 

To be involved, complete the worksheet (link below) before emailing it back to us prior to the 21st of March 2014.

 

Downloads

Local Government Position Descriptions

Local Government Remuneration Survey

 

Please email us on survey@walga.asn.au or call 1300 366 956 if you have any queries on the 2014 Local Government Remuneration Survey.

REMINDER - 2014 Local Government Remuneration Survey (12/2014)

 

Don’t forget that if you wish to participate in the 2014 Local Government Remuneration Survey, please complete the attached worksheet before emailing it back to us prior to the 14th of March 2014.

 

Do you know if you pay competitive pay rates?  How many of your employees are close to retirement and how does that compare with the industry? What are others doing to attract and retain employees?

 

Local Governments in Western Australia and the Northern Territory are invited to participate in the 2014 Local Government Remuneration Survey. Some of you may note that the survey is being sent out later than usual. The WALGA Employee Relations & IT teams have invested a significant amount of time creating a new survey worksheet which we believe will be easier to use and more robust. The new and improved survey worksheet is attached along with general descriptions of the positions covered by the survey.

 

The Local Government Remuneration Survey is the only sector-specific survey conducted for Local Governments in Western Australia and the Northern Territory. A survey of this type, if commercially created, would normally cost several thousand dollars. The success of the survey relies on high levels of participation amongst Local Governments throughout Western Australia and the Northern Territory. To encourage responses we offer participating Local Governments who are subscribers to the WALGA Employee Relations Service a complimentary report containing the outcomes of the survey. A summary of fees for the survey is outlined below.

 

 

WALGA Employee Relations Service Subscribers (including NT)

 

Participants

One complimentary copy

Non-participants

$500

Non-subscribers

 

Participants

$500

Non-participants

$1,000

 

The survey outcomes provide an invaluable resource to assist Local Governments with the planning and implementation of salary structures and to help guide workforce planning.  The survey covers over 130 common Local Government positions as well as a wide range of useful human resources information.

 

To be involved, complete the worksheet (see below) before emailing it back to us prior to the 14th of March 2014.

Remuneration Survey

Position Descriptors

Please email us on survey@walga.asn.au or call 1300 366 956 if you have any queries on the 2014 Local Government Remuneration Survey.

 

Regards,

 

WALGA Employee Relations Team.

Work for the Dole - ALGA (11/2014)

 

WALGA CEO Ricky Burges has just recently come back from an ALGA Strategic Planning Meeting where they raised issues surrounding the Commonwealth Government and the relationship with Local Government.  An  issue that has some urgency which has arisen from the meeting is to do with a program around Work for the Dole.   It seems there is a growing appetite from the Commonwealth in relation to developing a program around employment and this creates an opportunity for collaboration with Local Government.

 

There have been a number of work for the dole type programs in the past and the ALGA Board has requested that State Association CEOs gather any information and data that is available from past experience and forward to them so that they might develop a Position Paper and turn that into a submission to the Commonwealth Government.

 

It is very short notice, and we apologise for that, however this is a short survey which will only take a couple of minutes and if you would be kind enough to provide a response we will collate that and send it on to our colleagues in Canberra.  Please note that Ricky has written separately to your CEO advising of this process.

 

Many thanks

Survey Link Below:

https://www.surveymonkey.com/s/CTL3VS8

2014 Local Government Remuneration Survey: Vehicle Values (9/2014)

 

It has come to our attention that the Vehicle Values guide is not displaying correctly in the 2014 Local Government Remuneration Survey spreadsheet. We apologise for this error and have included the information below.  Please use this as a reference when determining the type and use of vehicles under the ‘Positions’ section of the 2014 Local Government Remuneration Survey spreadsheet.

 

We kindly remind you that the completed data must be in by the 14th of March 2014.

 

Please email us on survey@walga.asn.au or call 1300 366 956 if you have any queries about the 2014 Local Government Remuneration Survey.

 

Vehicle Values Local Government Remuneration Survey 2014

 
   
             

Examples

Vehicle Category

Unrestricted Private Use

Restricted
Private Use

Commuting Only

No Usage

 

 

No Vehicle

$0

$0

$0

$0

 

Volkswagen Golf, Toyota Corolla Ascent, Ford Focus Ambiente, Hyundai Elantra Active, Kia Cerato S, Holden Cruze Equipe, Nissan Pulsar, Hyundai i30 Active, Honda Civic, Holden Cruze Equipe, Mazda 3 Neo , Subaru Impreza, Toyota Prius Hybrid

Hatchback/Sedan - Small

$8,688

$6,950

$4,344

$0

 

Honda Odyssey, Hyundai iMax, Kia Grand Carnival S, Toyota Tarago GLi

People Mover

$12,537

$10,030

$6,269

$0

 

Holden Commodore Evoke, Ford Falcon XT(LPI) , Ford Falcon XT Ecoboost, Toyota Aurion AT-X, Ford Falcon XT

Sedan - Large

$12,063

$9,650

$6,032

$0

 

Mitsubishi Mirage, Holden Barina Spark, Suzuki Alto GL, Volkswagen Up!, Nissan Micra, Hyundai i20 Active, Kia Rio, Toyota Yaris, Honda Jazz Gli, Suzuki Swift, Ford Fiesta CL, Hyundai Accent Active, Volkswagen Polo, Holden Barina, Mazda 2 Neo, Honda Jazz Hybrid, Toyota Prius-C Hybrid

Sedan - Light

$6,651

$5,321

$3,326

$0

 

Volkswagen Jetta, Toyota Camry Hybrid, Kia Optima, Suzuki Kizashi Touring, Hyundai i40 Active, Mazda 6 Sport, Toyota Camry Atara, Subaru Liberty, Honda Accord Euro, Ford Mondeo, Mazda 6 Touring, Audi A4, Bmw 320i, Mercedes-Benz C200

Sedan - Medium

$11,847

$9,478

$5,924

$0

 

Nissan Dualis, Kia Sportage Si, Honda CRV VTI, Hyundai Ix35 Active, Subaru Xv, Holden Captiva, Toyota Rav4, Mazda Cx-5, Honda Crv VTI, Mitsubishi ASX Aspire, Subaru Forester, Toyota Rav4 GX, Volkswagen Tiguan, Nissan Dualis Ti-L, Nissan X-Trail St, Mazda Cx-5 Maxx Sport, Mitsubishi Outlander, Nissan X-Trail TS

SUV - Compact

$10,870

$8,696

$5,435

$0

 

Jeep Grand Cherokee Laredo (4x4), Mitsubishi Pajero GLX LWB (4x4), Nissan Patrol ST (4x4) Gu Series, Toyota Landcruiser Prado GXL (4x4), Toyota Landcruiser GXL (4x4), Nissan Patrol ST-L (4x4

SUV - Large

$17,795

$14,236

$8,898

$0

 

Hyundai Santa Fe Active (4x4), Holden Captiva 7 CX (4x4), Kia Sorento Si (4x4), Ford Territory TX (RWD), Ford Territory TX (4x4) , Toyota Kluger KX-R (4x4)

SUV - Medium

$12,622

$10,098

$6,311

$0

 

Toyota Hilux SR (4x4) , Nissan Navara RX (4x4) , Volkswagen Amarok TDI420 (4x4) , Isuzu D-Max SX Hi-Ride (4x4) , Mitsubishi Triton GLX-R (4x4) , Ford Ranger Xl (4x4) , Mazda Bt50 Xt (4x4) , Holden Colorado LTZ (4x4)

Ute 4WD

$13,963

$11,170

$6,982

$0

 

Ford Falcon (LPI) , Ford Falcon FG , Holden Commodore VF Utility, Toyota Hilux SR , Ford Ranger Xl

Ute2WD

$8,688

$6,950

$4,344

$0

 

 

 

 

$0

$0

$0

 

 

 

 

$0

$0

$0

 
             
 

Agreed Multipliers

       
 

Usage

Percentage

       
 

Unrestricted Private

100%

       
 

Restricted Private

80%

       
 

Commute only

50%

       
 

No Usage

0%

       
             

New WALGA Employee Relations Website (8/2014)

 

WALGA Employee Relations has a new website www.walgaemployeerelations.asn.au !

 

The website contains information specifically relating to human resources and industrial relations for our subscribers throughout Western Australia and the Northern Territory.

 

Like our previous website, there are sections that can only be accessed by using a login and password. Please note that one nominated officer within your organisation has been provided with these login details.

 

There are sections on the website that allow all organisations free access. These sections include an outline of the representation and advocacy role that WALGA Employee Relations takes on behalf of the local government sector and allows organisations to review the products and services offered by the WALGA Employee Relations team.

 

In the near future, WALGA Employee Relations will be uploading further information onto the website including new template policies and procedures.

 

If you have any questions relating to the website please contact the team on (08) 9213 2092 or at employeerelations@walga.asn.au

2014 Local Government Remuneration Survey (7/2014)

 

Do you know if you pay competitive pay rates?  How many of your employees are close to retirement and how does that compare with the industry? What are others doing to attract and retain employees?

Local Governments in Western Australia and the Northern Territory are invited to participate in the 2014 Local Government Remuneration Survey. Some of you may note that the survey is being sent out later than usual. The WALGA Employee Relations & IT teams have invested a significant amount of time creating a new survey worksheet which we believe will be easier to use and more robust. The new and improved survey worksheet is attached along with general descriptions of the positions covered by the survey.

The Local Government Remuneration Survey is the only sector-specific survey conducted for Local Governments in Western Australia and the Northern Territory. A survey of this type, if commercially created, would normally cost several thousand dollars. The success of the survey relies on high levels of participation amongst Local Governments throughout Western Australia and the Northern Territory. To encourage responses we offer participating Local Governments who are subscribers to the WALGA Employee Relations Service a complimentary report containing the outcomes of the survey. A summary of fees for the survey is outlined below.

Details

WALGA Employee Relations Service Subscribers (including NT)

 

Participants

One complimentary copy

Non-participants

$500

Non-subscribers

 

Participants

$500

Non-participants

$1,000

The survey outcomes provide an invaluable resource to assist Local Governments with the planning and implementation of salary structures and to help guide workforce planning.  The survey covers over 130 common Local Government positions as well as a wide range of useful human resources information.

To be involved, complete the attached worksheet before emailing it back to us prior to the 14th of March 2014.

Please email us on survey@walga.asn.au or call 1300 366 956 if you have any queries on the 2014 Local Government Remuneration Survey.

Downloads

Local Government Position Descriptions

Local Government Remuneration Survey

 

February Human Resources Forum - City of Swan (3/2014)

 

You are invited to attend the first WALGA Employee Relations Human Resources Forum of 2014.  But please note that places are limited, so make sure you get in fast!

 

Date:                     Thursday 27 February 2013

 

Time:                    9:00am to 11:30am   - a light morning tea will be provided

 

Venue:                 City of Swan Administration Centre – 2 Midland Square MIDLAND  (Conference Room 1 & 2).   Registration is required at reception.   Parking details will be provided along with a confirmation closer to the date. 

 

 

Topics covered:

 

  1. How to protect your organisation against bullying claims.
  2. Clauses and trends in Enterprise Agreement negotiations.
  3. Navigating the new Flexible Working Arrangements and what that means for your organisation.

 

To RSVP please email workplacesolutions@walga.asn.au with the following details:

 

  • Name, Position, Local Government, Contact Details and any dietary requirements

 

** Any Regional Local Governments who wish to attend the Forum by teleconference please let us know by sending an email to workplacesolutions@walga.asn.au