CPSU @ UWS

TRANSITION UPDATE

The CPSU has provided its feedback to the University on the change proposals associated with the current round of restructures. As well, the CPSU met with the University representatives on Friday 9/12/11 as part of the transition consultation process.

As most Schools appeared to be moving forward without major concerns, the main focus of the discussion was on the School of Business and the CPSU’s response to that change proposal, and in particular the process of placing staff within the School.

The CPSU expressed concern with the use of generic position descriptions in this and other Schools. The University’s position is that the generic PDs opened more opportunities for staff in the amalgamating Schools. It was felt that the use of generic PDs would reflect what people do, but still allow for some flexibility.

The CPSU raised the concern that there were some people who have identified that their position was either under evaluated or were awaiting reclassification, and therefore could be placed in positions that where not at the correct level for the work that they are currently undertaking.

The University confirmed that as of late last week all affected position reclassifications that had been received by the Office of People and Culture had been evaluated and signed off by the DVC (Corporate Services).

They also said that they wanted to deal with any future re-classifications in a timely manner and would continue to look at positions as they were submitted.

The CPSU stressed the need for a review of the changes. It was agreed by all parties that a review of the changes will be critical in 2012, however, it was important that it would not lead to yet another round of wholesale changes. It was also agreed that the elements, which should be reviewed, should be looked at early in 2012 and the CPSU welcomed the opportunity to take part in that process.

The CPSU stressed that the placement of staff in the School of Business must accord with the General Staff Enterprise Agreement and identified those areas where it was arguable that the processes might not conform, particularly in relation to the options available to displaced staff, which includes voluntary redundancy.

The University believes that in this round of restructures no one will be truly displaced as they will be offered other positions.

The CPSU believes that as soon as all positions in a School are considered new, then those staff in the affected schools are displaced.

The University said that if there could be a case for redundancy, then individual cases would be dealt with, as and if they arose. Whilst the CPSU advocates job security, it was pointed out that there was a concern that employees had been given the impression that the provision relating to redundancy was not available to staff, due to the phrasing of the staffing paper released by the University early in the restructuring process.

It was agreed that staff should be reminded again that the University has stated that the processes will follow the General Staff Enterprise Agreement. The CPSU suggestion for a staged or phased process is being considered by the University.

Where staff identified that they were willing to be placed in other positions in the Divisions or another School, if they were displaced, then this may alleviate the need to go to interview or move to the Expression of Interest stage. The University said that ring fencing positions was not possible as the positions were different.

A MESSAGE FROM KATHY KYLE, CPSU UWS BRANCH PRESIDENT

Dear Members,

This has been a very busy year with organisational changes in just about every school, college and division of the University. Our delegates and industrial staff have been run off their feet. I would like to thank them all for their contributions. Happily, we were able to provide advice and support to many members who had concerns.

We have asked the UWS executive to consider keeping to a minimum any further organisational changes, so that employees can settle into their positions, develop and fine-tune all of their working systems, and focus on providing the highest level of support.

I hope that you and your families have a Merry Christmas and a Happy New Year, and that 2012 brings you health and happiness.

CPSU - The General Staff Union - Stronger Together

Our current General Staff Agreement expires in December 2012 which means enterprise bargaining isn’t too far away. The more members we have, the stronger we are. Please ask you colleagues to
join the UWS CPSU online