PSA Demands a Better Consultation Process for the DTTI Restructure

05 June 2019

PSA members have raised concerns about the current process of consultation being undertaken by DTTI about the proposed new structure.

The previous restructure process was put on hold pending the outcome of the Joyce Review and now a new structure has been proposed. The PSA is concerned that consultation is occurring rapidly in small groups and teams without a picture of the whole organisation structure and other information which will enable genuine consultation to occur.

Clause 34 of the South Australian Modern Public Sector Enterprise Agreement: Salaried 2017 states how consultation should occur:

34. CONSULTATIVE PROCESSES

34.1 The parties commit to the following consultative principles.

34.1.1 Consultation involves the sharing of information and the exchange of views between employers and persons or bodies that must be consulted and the genuine opportunity for them to contribute effectively to any decision making process. This includes consultation with the applicable union whose members are affected.

34.1.2 Employers and Agencies consult in good faith, not simply advise what will be done.

34.1.3 It is an accepted principle that effective workplace relationships can only be achieved if appropriate consultation between the parties occurs on a regular basis.

34.1.4 Workplace change, including any restructure/reorganisation (however described) that will affect employees should not be implemented before appropriate consultation has occurred with employee representatives.

34.1.5 Employee representatives will be given the opportunity to adequately consult with the people they represent in the workplace, in relation to any proposed changes that may affect employees’ working conditions or the services employees provide.

The PSA has written to DTTI management seeking the following by COB Thursday 6 June 2019:

Extension to the Timeframe
The time frame is not appropriate for this consultation to occur. The PSA has sought an extension of the time frame in order to receive the information required and to enable us to consult effectively with members. Two weeks is needed to consult with members once the appropriate information has been provided.

Information about the proposal

  •  An outline of the rationale for the proposed structure based on the Joyce Report
  •  The current and proposed organisational charts
  •  Outline of impact on staff - ongoing, contract, classifications of staff impacted
  •  Job descriptions for the new proposed structure
  •  HR / transition principles for consultation
  •  Time frames for implementation including clarification of whether this is a final restructure
  •     Workload assessment of the proposed changes