Regional Staffing
Concerns have been raised about the workload of regional CenITex staff and how this problem could diminish further leading to fears about job security as some Departments were re-hiring IT staff directly (which could impact on the work available to CenITex employees) but CenITex indicated that there is little that they can do about this.
 

While there is a Service Level Agreement, this would not prevent Departments from engaging their own IT staff and/or purchasing their own hardware.

The Service Level Agreement provides for a level of customer service that CenITex claims can generally be done remotely.

 

Clearly not everything can be fixed remotely and there will an ongoing requirement for Field Technicians.

While CenITex currently considers there is an over-resourcing issue in the regions, any reductions in numbers is being managed by natural attrition.

CPSU did ask about the ‘Growing Victoria Together policy and how that may impact on regional staffing.

CenITex responded that although they acknowledge the policy and its aim to retain and enhance employment opportunities in regional areas, other Government policies require Departments to reduce expenditure wherever possible.

For instance, in creating CenITex, the Government is seeking to generate savings of about $40 million a year while delivering superior IT Services.

CPSU will continue to discuss this issue with CenITex and we welcome feedback from members on this issue.

GPS Tracking of Staff

CPSU raised concerns about the possible introduction of GPS Tracking for CBD staff.

CenITex states that this will not proceed due to privacy concerns and that the GPS is not reliable in the CBD where tall buildings can impair the signal strength.

Management stated that the thinking behind the initial consideration was to enhance the customer service to clients where the Service Agreement requires a response within an hour and GPS might have been able to indicate who was nearby.

Fixed-term employment

CenITex indicated that the rationale for offering 12 month fixed-term contracts is that they want to move from Contractors to VPS employment as soon as possible but feel that they cannot offer ongoing positions until the structure of CenITex is resolved.

The structure of CenITex should be known within 12 months.

While CPSU considers the basis of employment in the VPS should be on an ongoing basis, we can understand the potential cost savings that can be achieved by replacing Contractors with VPS employment.

While there may be an initial reduction in the take-home pay when converting to VPS conditions, this may average out over a year when issues of paid leave and other benefits available under our Victorian Public Service Agreement are considered.

Some other issues relating to this were covered in the meeting –

• There will be a probationary period of 3 months.
• Staff on VPS Fixed-term employment will be eligible for progression payments (annual increments).
• Contractors transferring to a VPS Fixed-term contract will have their years of service considered when
determining which pay point applies within a band.
• The positions will be graded and this will form the basis of the offer (not what a contractor is currently
earning).
• There is some enhanced security with the Fixed-term contracts in that if there are performance issues
during the contract, CenITex will apply the provisions of performance management to assist the employee meet the required standard.

Police Checks

Management advised that there is a policy in place for Police Checks but it has not been applied consistently.

The process for Police Checks will change in the future, partly as a result of DHS and DoJ becoming clients of CenITex and partly due to CenITex needing to demonstrate that it can securely manage the data for the Victorian Government.

All new employees will require a Police Check prior to commencing employment and in the next Financial Year existing employees will be required to sign a Criminal Record Form (and advise CenITex if this changes).

Management are keen to ensure that staff are aware that the presence of a Record does not automatically disqualify you from employment with CenITex. Such information will be assessed against the requirement of the job and if there is no correlation, there should not be any problems.

Management will continue to consult with CPSU on this issue.

If you have any concerns or question please see your CPSU Workplace Delegate, Dale Robinson, or contact your CPSU Industrial Organiser, Andrew Lester – 9639 1822 or alester@cpsuvic.org.

Please distribute this bulletin and ask your colleagues to join CPSU to have their voice heard and views represented.

Our 7 day a week, 24 hours a day, 365 days a year industrial protection ensures you have the principal public sector organisation looking after your working rights, winning wage increases, protecting your conditions, and providing personal industrial assistance when you need it.

CPSU MEMBERSHIP IS PROTECTION FOR YOUR MOST IMPORTANT ASSET. YOUR JOB.

Speak to a colleague today about the benefits of CPSU membership and have them contribute to our successes rather than just enjoying the benefits.

CPSU - 125 in 2010.

When 1,000 colonial public servants crammed into the Athenaeum Hall in Collins Street on 17 June 1885 to form the Victorian Public Service Association they had no idea that we d be still here and turning 125 this year.

TOGETHER WE DO BETTER!

http://www.cpsuvic.org/public_docs/Work-Can-Change-membership-flyer.pdf
http://www.cpsuvic.org/public_docs/memform.pdf


KAREN BATT
Victorian Branch Secretary

Monday 1 February 2010