Here is the latest news from the University of Sydney CPSU NSW Branch Committee.
This Draft Change Plan (DCP) involves a major modification to the structure of Information and Communications Technology (ICT) and the re-design of many roles. Dozens of positions will be spilled, and many others will simply disappear. Although overall staffing numbers will not decrease, this DCP weakens vital elements of ICT service and seeks to remove technical specialisation and introduce significant role generalisation.
Both the CPSU NSW and our members are extremely concerned about the change and have consistently made representations to the university about the failure of ICT management driving this change to answer crucial questions put to them during the consultation process. Despite members clearly and repeatedly asking key questions since November 2024, particularly concerning the introduction of a proposed generalist role, ICT management has either given unsatisfactory answers or no answers to the concerns raised.
Recently we have raised these issues via the University’s Joint Consultative Committee and are awaiting response.
While the university has placed a temporary halt on most new change processes (see next article), it has argued that the SCM change process must progress on the basis that they need to introduce the proposed new teaching and learning space in Parramatta as soon as possible due to running out of space in the buildings on Macquarie Street in the Botanical Gardens.
CPSU NSW Branch Secretary, Holly Eades, works from the Conservatorium and has taken the lead in relation to this change plan. We strongly encourage any members who have issues, questions or concerns to reach out to Holly to report them.
We are pleased to note that the change process does not involve staff redundancies, but we nevertheless need to be vigilant to ensure that staff feedback is properly considered such as scheduling and travelling requirements for workers who are required to work in the new space, practical requirements of the new spaces, and the needs of members who may be required to occupy that new space.
After years of the CPSU NSW raising disputes and requesting responses to clear failings of the way the university currently implements the Enterprise Agreement’s consultation processes and its historical failure to meaningfully respond to staff feedback during change, the University has finally agreed to review the way it undertakes institutional change.
We are currently undergoing a brief halt in new change processes (with a few exceptions) so that a ‘change summit’ can take place.
We hope that this will lead to a university more willing to listen and act on the feedback of our members, who very often understand what the negative operational consequences of change proposals will be but have been traditionally unable to break through the ‘thinking’ of drivers of change who often don’t appear willing to let anyone interfere in their ‘vision’. Too often the university has also made claims that it has followed the requirements of the Enterprise Agreement’s consultation clauses but treated these as the minimum procedural requirements rather than engaging in genuine considered consultation with workers.
You will soon receive a survey on your experiences of change at the university.
The CPSU NSW Branch Committee strongly encourages you to respond to the survey indicating where you see the problems and strengths of current change process methodology. If you agree that consultation does not appear genuine through these processes, please make this very clear to the University, as well as why they are not demonstrating a genuine approach to consultation.
SafeWork NSW defines a Psycho-Social Hazard as aspects of work and situations that may cause a stress response, which in turn, can lead to psychological or physical harm. Examples include bullying, work overload, lack of role clarity, and exposure to traumatic events among many circumstances. For more information about Pyscho-Social Hazards, see the SafeWork NSW website.
If you suffer a Pyscho-Social Hazard at work, you should not only inform your union delegate, but you should also report it in RiskWare. When you lodge it in RiskWare, there is an option members can tick to make it Confidential, this will ensure that it bypasses your manager and goes direct to Star Health, who handle these complaints.
Having a workplace conversation in relation to a WHS risk, including Psyhco-Social Hazards, can be positive, but unless something is in writing taking formal action to hold the University or a University representative or staff member accountable is very difficult. If you make a Riskware report, this creates an official record. If the University does not respond usefully, there may be liability issues for the University if there has been no adequate response and significant issues do arise. This is why making a Riskware report is extremely important. If you have any doubts about making a Riskware Report, get in touch with a CPSU NSW Delegate!
Moving Chemicals
Recently, a member advised us that their supervisor made them move chemicals between two buildings. As the chemicals were in uncovered containers, the member expressed concern about the safety of undertaking such a task. In the event you are asked to perform such a task, keep the following in mind:
If you feel uncomfortable about performing such a task, first raise your concerns with the person requesting the work. If they are not adequately addressed contact your local Health and Safety Representative (HSR) or your union delegate.
Lighting Audit
As a result of our lobbying at Health & Safety Consultative Committee Meetings, an audit was done on University external lighting across Camperdown/Darlington campus and Camden campus during October. The review looked at the lighting readings and identified where lighting was not working in some locations of the campus and lighting across 8 buildings was fixed following this review. The area around Grose Farm Lane was identified as having insufficient lighting, and Campus Operation Services and University Infrastructure are working to uplift lighting in the area which will require new lighting to be installed.
As a member of the CPSU NSW, you are entitled to a membership with Union Shopper. With the holiday season upon us, take advantage of discount savings with groceries (Woolworths, IGA, or Coles), petrol (Ampol, United), travel (Webjet), holiday accommodation (Airbnb), electronic devices (Apple, JB Hi-Fi), and white goods (GoodGuys), to name a few categories. For more information see www.unionshopper.com.au
Recently, the branch committee lost long time delegates Rachelle Downe and Ivan Coates, due to them both leaving the university. Rachelle also served as the Women’s Officer for a number of years, whilst Ivan was Vice-President on a number of occasions.
The branch would like to thank them both for their outstanding service and wish them every success in their future endeavours. We have also recently lost Branch Vice President Ruth Livingstone who has retired from the university after many years of service. Thanks go to Ruth too, for the work she has done for the Branch Committee over many years.
On a positive note, the branch has just welcomed back Norton Roughley as a delegate. Norton gives the branch solid representation in the ICT/AV areas and will join Branch President Grant Wheeler as a CPSU NSW Representative to the University Joint Consultative Committee.
Soon you will receive an invitation to attend the CPSU NSW University of Sydney Branch AGM, to be held in the final week of May.
Due to the Branch Committee members who have left the university, this will be a very important AGM. We hope you can attend – we are aiming to schedule the AGM at 1pm on Wednesday 28 May 2025.
When a DCP is issued, Clause 468(k) of the current Enterprise Agreement states that:
“proposals to address any anticipated changes to workloads, potentially including cessation or reduction of work; demonstrable efficiencies in processes, information technology, or similar; and/or the redistribution of any remaining work.”
This means that workload and efficiencies is a factor that must be addressed in any change plan.
We have highlighted a section of the above excerpt because, due to the CPSU NSW successfully arguing for changes to the Enterprise Agreement in the last negotiation process, there is now a greater onus on the University to demonstrate with evidence that changes, particularly those involving reducing staffing levels overall or in certain functions, will not add to workload for the staff that remain.
Vague statements that technological improvements and improved ways of working will introduce efficiencies that will mitigate against increases in workload when staffing numbers are decreased should now be backed up with evidence that supports such statements.
Please let us know if this is not happening in any formal change process you are involved in.
Montserrat Vigo Montes Asst. Secretary
Branch Delegates
The CPSU NSW encourages you to talk to your non-union professional staff colleagues about the ways the CPSU NSW has advanced your rights and conditions as well as fighting to retain jobs to show them how your union works for you.
