CSIRO DIVISION - CPSU NEWSLETTER JOINT REMUNERATION WORKING GROUP By the time you receive this Newsletter, a draft report prepared by the Joint Union/Management Remuneration Working Group (RWG) will have been completed and distributed to all staff. This will allow consultation with all staff, which will include presentations in most cities and some regional centres. This draft report describes three remuneration systems which could be used to meet CSIRO's future needs. In addition to the general consultations with staff by the RWG, the union will determine a position separately in consultation with members. In the main, this will occur through work site meetings of members from which Sub-Division Committees and, ultimately, Council will consider the outcomes and adopt a position which will be put to CSIRO. Documentation will be developed by the union and distributed to members prior to the conduct of workplace meetings. The three remuneration system options outlined in the draft report and Council's current view on each are: 1. Maintenance of the status quo - keeping the nine level paid rates award with stipulated salary steps, and with improved management of performance assessment processes. Adjustments to the salary scale would be made as a result of bargaining between the union and CSIRO. Council supports paid rates arrangements for reasons of transparency (i.e., what is available is known to all) and equity (i.e., outcomes for similar performance are the same across the Organisation). 2. Modified status quo - adding to the top of each level a step which may be accessed by staff who are assessed as performing in an outstanding manner, but who have not demonstrated the competencies at the higher level. As with 1 above, improvements to the management of the assessment process would be introduced. Feedback from members indicates that this system has support. Given that it is a paid rates arrangement, it is unlikely that Council would oppose its introduction. However, a key reservation is that money for the performance steps will be taken from a fixed pool, which will reduce the capacity for promotions. 3. Minimum Rates Arrangement - introduction of a new system based on nine salary points representing an hierarchy of competencies. Officers would be placed in a band between 90% and 110% of the stipulated salary points. They will be assessed annually and may move upwards within that band, but not to a prescribed step, or they may remain at the same salary. Adjustments to the stipulated salary points could be made by either applying an index, such as the non farm GDP Deflator, or by assessing generic jobs within each level against the external market using a point factor analysis. This is a modified version of what was put to members by CSIRO in the enterprise bargaining in November 1995, which was rejected strongly by members. Council is still opposed to this not only because it is a minimum rates arrangement, but because it will result in enormous unnecessary change in the Organisation, will necessitate more excessive management and increase the potential for favouritism and inequity. A majority of RWG members oppose this option. Several key subsidiary matters will be canvassed during this process. Firstly, in order to address external market pressures for individual positions or classes of classification, the union is giving positive consideration to extending the range of the (Senior) Specialist category, which is limited now to Levels 7 and 8. For this to occur, it will necessary for the union to have a direct role in each application in order to ensure that the case is genuine. Secondly, rationalisation of the gap between levels and steps within levels is being considered. One other important recommendation from the RWG is that the current prohibition on promotion above level 6 for non-science function areas be abolished, after the development of appropriate competencies at levels 7 and 8. DISCRIMINATION CASE CONCLUDES Following lengthy proceedings in the Human Rights and Equal Opportunity Commission (HREOC) and appeals to the Administrative Appeals Tribunal, a claim of racial discrimination by a member and former employee of the Division of Minerals has been settled on satisfactory terms. The terms are confidential apart from the public apology the Division was required to make on behalf of CSIRO. Our member, Ms Teresa Ssali, thanks the many members who provided much needed support and comfort during her employment within the Division and the legal action. The apology provided by the Chief of Division, Dr R LaNauze, states: Dear Ms Ssali, The CSIRO, on behalf of the Division of Minerals, acknowledges that it has been found by the Human Rights and Equal Opportunity Commission to have engaged in indirect discrimination against you while you were employed as a Librarian by CSIRO, and apologises for this conduct and any distress and loss which it may have caused you. Yours sincerely, R.LaNauze Chief of Division The evidence presented in the course of the hearing, including that from the former CSIRO Manager, Equal Opportunity, indicated that the Division had little appreciation of EEO principles. The union intends to follow up on these issues to ensure the Division takes steps to improve its performance. MEMBERSHIP SERVICES - HOME LOANS CPSU Advantage has joined with AIDC Ltd to offer CPSU members fee free, discounted home loans. This service to members - the OPAL Mortgage Program - is sponsored and serviced by AIDC Ltd which is a wholly owned company of the Commonwealth Government. Twelve months of research has gone into the development of this service, which is backed by the National Executive of the PSU Group. AIDC Ltd has the financial strength to access funds at a extremely competitive interest rates. Also, as operating costs are kept to a minimum, AIDC Ltd is able to offer approved applicants interest rates that are generally below the rates offered by competitors. Brochures for the OPAL Mortgage Program have been forwarded to all Delegates. Members of the CPSU receive a further discount off the public rate and must quote their membership number to access this benefit. For information, see your Delegate or ring the toll free number 1800 622 720 for more details on this program. JOB SECURITY NEGOTIATIONS Job security issues have been subject to further discussion with Corporate Human Resources management. This includes improvements to the Redundancy Award and to strengthening of employment tenure. At this point, Council is developing an initial response to some propositions put by Management. The object is to have further negotiations with CSIRO prior to our next in-face Council Meeting (15&16 June). The Council Meeting will then decide on propositions for consideration by members. The key issues proposed by CHR and being considered by Council are: A. Redundancy Provisions (i) to delete retention and substitute with income maintenance for either 7 or 13 months, (ii) redundant officers to have internal applicant status for advertised vacancies (not preferential status as is the current case), (iii) access to a standard out-placement package (detail not identified), (iv) provision of resources by Divisions, on a case by case basis, to enable completion of work important to the redundant officer; e.g., research papers, and (v) access to an appeal, but failure would result in the redundant officer having access to income maintenance only. Please note that it was reiterated by the CSIRO representative that the CSIRO Executive Committee sees no reason to increase the current fast track benefits of 2 weeks pay for each year of service. B. Improvement to Tenure To extend maximum possible term is beyond five years to accommodate CRC appointments and rollover of terms. This proposition is inconsistent with our claim to reduce term appointments and rollovers. Our counter- proposition, which CSIRO is considering, is to apply a loading to all term positions to compensate for the lack of long service leave and termination entitlements. The purpose is to reduce the financial disincentive to engagement of indefinite officers, and create more equitable entitlements for term employees. Your comment on these matters will be appreciated. Following the Council Meeting, a comprehensive consultation process with members will occur. MEMBERSHIP SERVICES - MOVIE TICKETS The union has discounted movie tickets for the Greater Union/Village cinemas. The cost of an adult ticket is $7.00 and children $5.00. This is considerably cheaper than the normal retail price of cinema tickets( except for Victoria where there is a reduction in Adult admission at present). We have a number of children's tickets which have an expiry date of 25 September 1996. With school holidays coming around in July in most States, we are offering these children's tickets to members for $3.00 each. Please contact Barbara McGann ((03) 9 206 2288) if you wish to purchase movie tickets. TRAVEL The Joint Travel Trial Evaluation committee met to finalise its report to CSIRO and the union on 15 & 16 May. This meeting was very positive with broad agreement on recommendations. A more detailed report on the proposals will be issued shortly. BRICKBATS A brickbat to the Division of Exploration & Mining for its use at redeployment obligations in a recent case. The union is consulting with members in the area, before deciding whether to take the matter to the IRC. IN THIS ISSUE Joint Remuneration Working Group.......................................page Discrimination Case Concludes..........................................page Membership Services - Home Loans.......................................page Job Security Negotiations....................................... Discrimination Case Concludes............................................... Membership Services - Movie Tickets.... Brickbats No. 4 MAY 1996