Email 11 November 2012
Placement process Q and A
To: NSW Teachers Federation members,
Officers, Consultants and Advisers Association (OCAA)
The information in this email pertains most directly to OCAA members in the State Office Schools Portfolio. These members were provided with placement process correspondence last Tuesday 5 November. This was the same day that the proposal to replace the regional model and cut 300 positions was provided to members and the union.
The members in State Office Schools Portfolio positions were informed in personal correspondence that they had five days to seek a ‘review’ of the matching process decision for their position.
In response to concerns raised by members regarding transparency and consistency, the Federation sought clarification from the Department regarding a number of matters. This email deals with various questions summarised here in relation to:
- Matching Process Reviews
- Pool assessment timeline
- EOI timeline
- Panel membership
- Within 5% salary matching
- Other matters
- Matching process reviews.
1.1 Question: What has been the methodology used for the matching process and who did the matching?
DEC written response: A comparative analysis of the existing and new statements of duties/position descriptions was conducted by Human Resources in conjunction with Public School Portfolio Senior Managers to determine whether the duties and key responsibilities are the same, similar or substantially different to positions in the new structure.
Examples of where positions would not match include:
- Different selection criteria, including qualifications requirements
- Different focus
- Broader scope of the new position
- Specific specialisation in the new position.
- Question: Who will be doing the reviews?
DEC written response: Review Requests will be considered by an independent and experienced Human Resources representative who has not been involved in the matching process.
Staff are able to request a review of the matching outcome if they consider that they should have been matched to a position in the new structure. Staff are also able to request a review if they have been matched to a position in the new structure which they consider is dissimilar to their existing position.
- Question: What will be the timeline for the commencement of pool assessments and when will this timeline be advised?
DEC written response: The pool assessments will commence when the review requests submitted by staff have been considered and staff have been advised of review request outcomes. The timing will be dependent on the number of review requests received. At this stage it is anticipated that the pool assessment process could commence during the week 19 November 2012. Staff will receive advice on the timeline as soon as practical.
- Question: What will be the timeline for the commencement of the Expression of Interests (EOIs) and when will this timeline be advised?
DEC written response: The Expression of Interest process (Step 2 of the placement process) will commence progressively after the review requests submitted by staff have been considered and staff have been advised of the review request outcomes. This will also be dependent on the number of review requests received. It may also be dependent on the outcomes of pool assessment processes and specific grades/classifications. At this stage it is anticipated that the Expression of Interest process will commence from the week of 26 November 2012. Staff will receive advice on the timeline as soon as practical.
- Question: Will senior officers with knowledge and expertise of the position be convening panels?
DEC written response: The Public Schools Portfolio will nominate appropriate senior officers/managers to convene the pool assessment and priority assessment panels.
- Question: What does it mean for non schools based teaching service officers to able to be considered for positions within 5% salary under Step 2 as follows?
- “to positions that differ to the award classification of your current Non School Based Teaching Service position, providing that the following two criteria are met:
- The maximum salary in the award classification salary range of the matched position must be within 5% of the maximum salary of the award classification salary range of your current Non School Based Teaching Position.”
DEC written response: The above guideline applies to self matching in Step 2 of the placement process and salary matching across award classifications eg. from a Non Schools Based Teaching Service classification to a Public Service classification.
- Other matters:
There are ongoing discussions between the Federation and the Department in regards to the restructure process. Current matters subject to discussion include the right of return provisions to school based positions for permanent non school based teaching service officers and salary maintenance provisions for non school based teaching service officers when required.
Thank you to members who raise matters with the Department and provide information to the Federation. The Federation appreciates and relies on the quality information provided by members, including CC of emails sent to the DDG Schools. Members can email all information to firstname.lastname@example.org .
NSW Teachers Federation