57,'/5(/($6( (+3 - dnrme.qld.gov.au · authored name: jenny rogan position: principal...
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Authored Name: Jenny Rogan Position: Principal Communications Officer, B&CP Tel No: 07 3898 0670 Date: 13/08/2012
Cleared by Name: Peter McKay Position: DDG CS, DAFF & DTESB Tel No: 07 3227 6131 Date: 16/08/12
Cleared by Name: Danielle Anderson Position: DDG, CS, EHP & NPRSR Tel No: 07 3224 2653 Date: 16/08/12
Recommended by Name: Kate Callaghan Position: Group Executive, CS, DNRM & DEWS Tel No: 07 3405 4128 Date: 16/08/12
Our Ref: CTS [CTS No.]
Business and Corporate Partnership
BRIEFING NOTE TO: Corporate Partnership Public Sector Renewal Board
FROM: Group Executive, Business and Corporate Partnerships, DNRM and DEWS
SUBJECT: Collective six-agency Human Resources response to the EMP/ERP process RECOMMENDATION It is recommended that the Board:
• note the outlined collective six-agency approach to the EMP/ERP process. BACKGROUND • Directors-General of the six agencies serviced by the Business and Corporate Partnership requested
a consistent Human Resources response to the EMP/ERP process. • The Partnership’s Human Resources Network formed a working group with representatives from
each corporate hub to develop standard information, tools and resources for staff. KEY ISSUES • The process has established a precedent for HR collaboration across the six agencies. • The Working Group approached this task equitably, dividing resources equally across the three hubs
to review and develop consistent materials. • Focus has been on a consistent approach to all facets of the EMP/ERP process (e.g. common
application of legislation, united approach in relation to union negotiations). • Work will continue on providing a common set of support materials for staff and managers involved
in EMP/ERP processes and to collectively fine tune any materials based on the experiences and feedback of managers and staff.
• The collective approach allows for some flexibility in: o the selection and implementation of alternative placement options at a business area
level o the use of selection tools to facilitate suitability assessment processes o Internal HR business processes
• Materials were approved through normal internal channels and posted to intranets as follows: o EHP and NPRSR – Wednesday 8 August o DAFF, DTESB, DNRM, DEWS – Friday 10 August
• The standard tools are: o Employees Requiring Placement Procedure o Guide for Managers o ERP Case Manager Role Statement o FAQs for Voluntary Redundancy o Suitability Report (which includes a guide to undertaking suitability assessment process
and provision to outline why an officer is deemed unsuitable) o Role Profile (which includes details of key capabilities and the facility to invite employees
to apply) o ERP Flowchart o Complaints Management Process Information Sheet
• The six agencies have also agreed to use the following PSC templates to support the agreed process:
o Letters o Referee Report o Resume o Registration form o Factsheets o ERP FAQs
Approved Not Approved Noted
Further information required
BOARD: …………………….……..…
Dated: / /
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Authored Name: Jenny Rogan Position: Principal Communications Officer, B&CP Tel No: 07 3898 0670 Date: 13/08/2012
Cleared by Name: Peter McKay Position: DDG CS, DAFF & DTESB Tel No: 07 3227 6131 Date: 16/08/12
Cleared by Name: Danielle Anderson Position: DDG, CS, EHP & NPRSR Tel No: 07 3224 2653 Date: 16/08/12
Recommended by Name: Kate Callaghan Position: Group Executive, CS, DNRM & DEWS Tel No: 07 3405 4128 Date: 16/08/12
• EHP/NPRSR has elected to use an additional ERP FAQ due to the specific business learning from a recent workplace change process for the Office of Climate Change.
RESOURCE CONSIDERATIONS
• Human Resources anticipates: o Potential reduction in confusion or complaints relating to the processes given the union
consultation; the development of standardised information to staff; and the focus on supporting managers (e.g. specific manager guides).
o More effective use of HR resources, with ongoing shared workloads across the Partnership (this process has clearly shown we can all benefit from collective wisdom and specific areas of experience across the Partnership).
CONSULTATION
• Unions have been consulted on the final documents and, where appropriate, feedback has been incorporated.
CORPORATE PARTNERSHIP PUBLIC SECTOR RENEWAL BOARD COMMENTS
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