DADHC – 24 hour strike on 14 October

The DADHC Disability Services Departmental Committee has called the 24 hour strike in protest against the proposed changes to the management of Group Homes and Respite Services.

The strike will commence from start of 1st shift on 14th October to Start of 1st shift on 15th October.

The PSA has been negotiating in good faith with the Department on a new management structure for Disability Services. The negotiations were based on understandings and agreements reached with the Department.

Recently the Department chose to change the framework under which we believed the negotiations would occur. In particular, the following matters have caused much concern amongst members and delegates.

Network proposals for Accommodation and Respite Services

The Department has advised the PSA that it will create 100 permanent networks across the State and 20 temporary networks which were to be reassessed after 12 months and brought into the permanent networks.

Based on the modelling done by the Regional Managers, there is a clear requirement for at least 120 permanent networks. To reduce this to 100 in 12 months would mean that some networks would be too large to manage effectively. There could be no guarantee under these circumstances of adequate support for staff in these units.

Up until recently, and at all the staff briefings, the Department stated that the networking criteria would be based on reasonable distance/time, staff management and would be balanced for complexity. These guidelines were widely distributed and were to form the basis of consultation between the union and regional management on their proposals.

We are now informed that the numbers of networks has been decided by budgetary constraints. The PSA was advised and promised consultation on the number of networks in each Region based on the criteria. We are now told that 120 networks would be tabled for consultation and from these we are to negotiate down to 100 permanent networks.

The PSA rejects this proposition.

Level 3 RSW position

It has been the view of the PSA from the outset of discussions on the restructure, that in order for networking to be viable, it is essential that the appropriate number of Level 3 RSW positions be created in each unit to provide appropriate support for staff and clients in the absence of the House Manager.

Members would be aware that as part of the negotiations on the revised Award, the PSA and the Department agreed on the criteria for establishing more than one RSW Level 3 in each Unit. This criteria was developed after extensive consultation with staff by both the PSA and the Department and was endorsed by PSA members along with the new Award late last year.

The Department had agreed that it was critical for these positions to be created prior to the rollout of the networks. Not only for its essential support and "Senior Clinical" role, the RSW 3 positions form critical redeployment options for displaced House Managers.

We have now been advised that the Department will not honour the agreement previously reached with the PSA on the creation of Level 3 RSW positions and, in fact, has stated that it does not recall any such agreement.

This week, they have tabled another proposal for the creation of Level 3 RSW positions. The proposal is attached to this bulletin and is based on one RSW 3 position in each Unit with the rest of the redeployed House Managers and current RSW Level 3s to be "pooled" and rostered flexibly across the network. The numbers of RSW Level 3s would then be reviewed in 12 months. The proposal states that RSW 3s may be rostered to work in more than one home in any one shift.

The PSA totally rejects this proposition.

PSA's DADHC Departmental Committee decision

At a meeting of the Departmental Committee held on Monday, 22nd September, representatives of the Department advised PSA delegates that it intends to commence the advertising of the Network Manager positions on 29th September 2003.

The Department decided to renegotiate the establishment of RSW Level 3 positions. The Department made the decision to limit and cut back on the Regions' proposed network numbers. These two matters impacted on the PSA's ability to enter into meaningful consultation with the regions which was promised by the Department.

We have not been given the opportunity to have discussions about the network proposal, yet the Department is planning to move on regardless.

The PSA has requested the Department resolve these matters by honouring previous undertakings and agreements.

We have asked that:

1. the Department enters into negotiations with the PSA on a minimum of 120 permanent networks;
2. the previously agreed to criteria for creating Level 3 RSW position be honoured and negotiations commence as this is a matter of urgency; and
3. there be no further rollout of the new structure until these matters are resolved and constructive consultation has occurred on network proposals.

In the event that the Department not accede to our request, all PSA members are directed to stop work on 14th October 2003.

For further information, contact the PSA on 9220 0968 or 9220 0961.

PRINCIPLES

• The primary reason for employing RSW3s is to support/mentor/coach other staff in relation to the management of clients with complex needs.
• The criteria for allocation of RSW3s will be primarily based on the formally assessed level of risk represented by the complexity of a client's need - this includes risk to self, risk to other clients, risk to staff and risk to the public.
• RSW3s have additional skills and experience and these skills need to be used flexibly across the Network and through flexible use of the available hours to meet the needs of clients and other staff.
• The way in which RSW3s are rostered within the houses and the Network will be designed to maximise their capacity to support other staff and assist clients with the most complex needs.
• The distribution process will reflect the increased level of support provided in the structure through the expanded BIS Unit, the Regional Co-ordinators Behaviour Support and the System Support roles.
• The Department needs to review the staffing costs in Group Homes in view of Commonwealth and State concerns regarding the relative costs across Australia and NSW's position as among the highest cost providers.

IMPLEMENTATION

• Establish one RSW3 in each Group Home and Respite Centre.
• Establish Regional Pools of remaining available RSW3s (including excess House Managers) to provide a flexible regional capacity for client and staff needs.
• Use the "Risk Assessment Tool" to determine the use of the pool but this will not necessarily mean that an RSW3 will spend the entire 19 shifts/month in any one home. That is, Regions will review client need risks to determine the use of the pool.
• Formal review of staffing levels and rostering requirements to be undertaken with the outcomes to be implemented 12 months after the appointment of Network Managers.

PROCESS

• Make the Award.
• Appoint Network Managers.
• Redistribution of RSW3/excess House Managers to substantive RSW3 position (one per home) in accordance with the proposed EOI process. Remaining staff to be appointed to the regional pool.
• Remaining RSW3/excess House Managers notionally attached to "pool".
• Risk assessment undertaken by Regions.

POOL ARRANGEMENTS

• The RSW3 will be rostered when other staff are on duty in order to provide the maximum support, mentoring/coaching, etc and at high need times.
• The RSW3 will be rostered flexibly across the Network and may be rostered across other Networks.
• The RSW3 may be rostered to work in more than one Home in any one shift - any travel to be undertaken during working time.