Erma Ranieri Commissioner for Public Sector Employment Government of South Australia New Redeployment, Retraining and Redundancy Policy 25 February 2015 publicsector.sa.gov.au

My Vision for the SA Public Sector A world-leading public sector that serves South Australians well, does what it says it will do, and to which every public servant is proud to belong.

Integrating Public Sector Reform Key reform features Modern Public Service policy Digital by Default Better Together Simplify Agency-based reform programs. “The era of modern government services has arrived.” The Hon Jay Weatherill, Premier of South Australia

Lifting the standards of professional excellence within our sector

Developing our people to be leaders, not just managers

Changing attitudes, expectations, outcomes and futures with

Redeployment, Retraining, Redundancy Applies to Wages Parity Salaried Enterprise Agreement Does not apply to: government enterprises that have their own Agreement occupations covered by separate Agreements.

The end of ‘no forced redundancy’ “The State Government has announced that, from 2014, employees who have been on the redeployment list for more than 12 months will be able to be separated in accordance with the Public Sector Act This would occur only after other avenues have been pursued, including through better management of temporary contracts, reduced external employment, natural attrition and Targeted Voluntary Separation Packages. A policy that sets out exactly how this will work is currently being developed in consultation with public sector unions.” A Modern Public Service, 3 February 2014

Consultation Important requirement for agencies to comply with Existing organisational change process Information to the Commissioner: significant excess employees regional/remote

How will this work? Reduce the use of term contract and labour hire staff Must consider excess employees for all suitable vacancies Written notice to employees Offering a voluntary separation package

Chief Executive Responsibilities Provide information to Commissioner where a significant number of employees are likely to remain excess for 12 months Notify Commissioner at least three months before an employee’s 12 month redeployment period expires Apply reasonable endeavours to find other suitable duties Part 7 of the Public Sector Act

Separation Payments The new agreement provides that: “Where an employee has not been able to secure a new role by the end of the 12 month period and has declined consideration of an early voluntary separation package during that time, they may be separated with a suitable payment.”

Redeployees Redeployees will will be provided with case managers, access to vacancies, and retraining. A redeployee cannot refuse a placement where it is considered suitable duties. If an employee is placed in an ongoing or term/contract employment of no less than 12 months the employee must be formally advised that they are no longer an excess employee. The 12 month period will include the cumulative effect of extensions in the same funded position.

Deferment of the redeployment period Will occur for employees on parental leave, defence reserves leave or where an employee is in receipt of weekly payments for a compensable workplace injury or illness and, or is subject to a Rehabilitation and Return to Work Plan for such injury or illness. CEs may also approve on the basis of exceptional personal circumstances (subject to advice from the Commissioner).

Current redeployees The 12 month redeployment period will not be applied retrospectively Period of redeployment will commence no earlier than the date of effect of the determination Will receive formal advice in writing New arrangements will apply

Commissioner’s Responsibilities Establish a committee to review, monitor and report on agency strategies Consult with employee associations Provide electronic vacancies to help redeployees access suitable roles in a timely manner Maintain a database of all excess employees

Commissioner’s Committee The committee established by the Commissioner will: report and advise the Commissioner on implementation of consistent and best practice including the placement of employees declared excess provide information sessions for agencies on the requirements for identification and management of excess employees assist Commissioner to develop guidelines that support the implementation of the Determination Terms of Reference are available on website.

Committee’s Priorities Finalise and and publish the new Determination Supporting materials Frequently Asked Questions Templates Best practice guides

Further assistance Human Resources in your agency Online: Superannuation Queries Conduct presentations at worksites Information sessions at various locations

Thank you Erma