University Change Summit update – doing change better!
CPSU NSW provided extensive feedback into the University’s Change Summit, held recently. As a result of ongoing union pressure, the University ran a summit involving CPSU NSW, the academic union, and a significant number of management reps responsible for recent change programs. The Summit was a dialogue designed to improve change processes and outcomes and, from our perspective, rectify problems identified by CPSU NSW (such as non-genuine consultation) as leading to sub-optimal change outcomes, and degradation of staff moral.
We have been informed that, as a result of the Summit, there is likely to be a smaller number of significant formal change processes at the University in future. CPSU NSW has long called for an ‘evolution, not revolution’ approach to change, and we are hopeful the University is now moving down this pathway.
We hold hopes that the Summit will result in fewer and gentler change processes in future, which place staff at the centre of the process and recognise them as human beings rather than ‘resources’, but only time will tell.
CPSU NSW Influence and the ICT Change Program
The ICT Change process, ushering in ‘generational change’ has now been underway for considerably more than a year. Along the way CPSU NSW has worked hard on behalf of our members, and our ICT members have been highly active in providing strong feedback and maintaining resistance in response to some elements of the change plan that have been almost universally rejected by members and staff.
Very recently, and, in our view, very likely as a result of that resistance, the Chief Information Officer, sponsor of the change program, has resigned from the University.
Our continued pressure, along with that of our ICT members, has led to the University dropping the highly unpopular ‘Universal Technician’ model. The revised RCP has very recently been released and we will be meeting with affected members in the near future.
Enterprise Bargaining negotiations
The University of Sydney Enterprise Agreement 2023-2026 is a set of rules negotiated between the University and the unions. These rules, binding upon staff and the University, form the basis of our working conditions and are of vital importance.
CPSU NSW bargains exclusively on behalf of Professional Staff. As a member of CPSU NSW you have a say in your working conditions through this process. As the time for negotiating the next Agreement moves closer, we will be in touch!
It won’t be too long before your Branch Committee Bargaining Team will be starting preparations towards negotiating improvements to our current Agreement.
Now is the time to start considering where you believe improvements to our current working conditions might be desirable. This might be in relation to workplace flexibility, better opportunities to work from home, improved complaint processes, better leave conditions, better ways to manage change programs, and, of course, better pay – there are many areas where we can fight on your behalf to improve our working lives.
Spread the word!
The moral authority at the negotiation table that comes with having an ever-growing membership makes us more effective at negotiating positive outcomes. You can help to grow our union!
During Enterprise Bargaining negotiations (the only periods where strikes are protected by law) CPSU NSW is reluctant to engage in industrial disputes and strikes because we know it costs our members financially – and we know the cost of living is bad enough as it is. We will only advise our members to vote for and participate in strike action if we believe it is the only way to protect Professional Staff working conditions or win vital improvements – and, as always, it remains our members’ call. The academic union has, many times previously, started Enterprise Bargaining negotiation processes with threats of strike action and is much more likely to strike – often in the interests of academic working conditions.
If you have Professional Staff work colleagues who are not in the union, let them know they can have a voice in the formulation of their working conditions via joining CPSU NSW.
CPSU NSW Member Support Centre
Should you require individual support in relation to a workplace matter, of course you should feel welcome to contact Branch President Grant Wheeler, or any of our workplace Delegates. See the end of this newsletter for relevant contact details.
However, you can also contact the CPSU NSW Member Support Centre who can advise and support you through your issue. Call the MSC for assistance on 1800 772 679.
Employment Conditions You May Not Know – updating Position Descriptions
Do you feel as though, over time, you have slowly moved away from the duties and responsibilities outlined in your Position Description? The annual Professional Staff Performance and Development program is supposed to prevent this.
Clause 422 of the Enterprise Agreement says:
As part of the initial stages of a P&D review for a Professional staff member, the Supervisor and staff member will review the position description to ensure currency, and update it if necessary.
If this doesn’t happen, let us know! It is perhaps one of the most ignored management obligations in the Enterprise Agreement.
If it is happening and you want to ensure that you are not disadvantaged by it, let us know!
If you have an outdated Position Description, but the P&D process is not imminent, the Enterprise Agreement provides other ways of ensuring that your position description is updated, and sometimes this can lead to reclassifications if, on balance, you have been performing duties at a higher level than your current PD obliges!
If you are worried that your Position Description does not reflect the work you actually do, please let us know.
‘Goat Track’ upgrade
Recently the “Goat Track’, a foot trail running outside of the boundary of oval number 1 from the Susan Wakil Health Building end to the Charles Perkins Centre and Vet precinct via the back of the Centenary Institute building, was the subject of a number of complaints from members to us in relation to its lack of lighting. Members identified use of the track as a risk, particularly after dark. The University’s view was that it should not be used by students or staff because of this. However, the significant additional distance required to walk around the oval by the Western Avenue route made this expectation unrealistic.
Action from CPSU NSW Branch Committee WHS Officer, Steve Simpson, via the University’s Health and Safety Committee has assisted in the development of plans to bring about an upgrade of the Goat Track including an upgrade of lighting.
If you are aware of other WHS issues in or around your workplace that are not being addressed, please let us know!
CPSU NSW President’s long service leave
University of Sydney Branch President Grant Wheeler has taken partial long service leave from his substantive position in the University Library until August 2026. However, he remains active and working as per normal as CPSU NSW Branch President 2.5 days per week across this period. Grant is available for union business on Monday afternoons, Wednesdays and Fridays as per normal across the period.
Should you have an urgent union related matter to raise on Monday mornings, Tuesdays or Thursdays, please contact another CPSU NSW Delegate (see list below), or contact the CPSU NSW Member Service Centre on 1800 772 679.
2025 / 2026 University of Sydney CPSU NSW Branch Committee:
Grant Wheeler President
– 0434 367 472
Montse Vigo Montes Asst. Secretary
Norton Roughley Member Registrar
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.
