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CYJMA BARGAINING 2023
Interest One: Pay, Classifications, and Career Progression
Wages and Classifications need to attract and retain employees: the department has lost its appeal as the employer of choice, resulting in the departure of experienced workers and their valuable skill sets. Other government departments and Non-Governmental-Organisations are offering better pay and conditions.
High turnover is causing existing staff to take on the additional responsibility of training and mentoring new staff without recognition or compensation, ultimately leading to increased workloads and decreased ability to meet legislative requirements and community expectations, which directly impacts vulnerable populations.
Interest Three: Improving Culture, Flexibility, Health and Safety in the Department
The Department's workplace culture is causing staff morale, productivity, and well-being issues, resulting in high levels of stress and low consultation on issues impacting the workforce, which is affecting its ability to deliver effective services.
Further, the Department's approach to flexible work and achieving work-life balance varies from office to office and lacks transparency, which has made it challenging for staff due to high workloads. As a result, excessive amounts of accrued time off are being forfeited by employees due to inconsistent support.
There is a need for a renewed focus on building a healthy, diverse, safe, and inclusive workplace culture, reflected in management practices throughout the Department.
Interest Two: Training and Professional Development
The Department does not provide consistent and effective training or professional development opportunities to its staff. This in turn has created a major obstacle to achieving our mission of becoming an employer of choice and providing high-quality service delivery to our clients.
Without a more comprehensive and consistent approach to staff development, we risk falling short of our ability to deliver the best support for our community and clients.
Interest Four: Improving frontline services and lowering workloads
Queensland’s most vulnerable communities, children, young people, and families are not receiving effective service from the department due to insufficient resourcing and excessive workloads, red tape, and bureaucracy. This means that we can’t do the job the way we want to and our health and well-being is negatively impacted.
Interest Five: Cultural Safety for Aboriginal and Torres Strait Islander Employees
Aboriginal and Torres Strait Islander Employees feel culturally unsafe working in and for the Department.
Systemic Racism as acknowledged by the Department still exists.
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