Embedding the APS Values: Case studies and other supporting material

Please note: These documents are for reference purposes only and are no longer considered by the APS Commission to be current. They may contain good practice advice and/or advice on the transitional arrangements between the 1922 and 1999 Public Service Acts.

globe Useful references

Case study 24:
Department of Defence:
Employees' certified agreement

Background

There was extensive consultation with staff and employee representatives in the lead-up to implementation of Defence Employees' Certified Agreements (DECAs). Communication and consultation strategies developed during the planning stages of each DECA ensure that employee consultation remains a key component for identifying issues to be addressed in developing each agreement.

Extensive promotional campaign avenues for communication resulted in high attendance levels at consultative forums, and high-volume and quality employee contributions. There is a strong sense of employee ownership of recent certified agreements, demonstrated by their wide acceptance when put to the vote.

The current agreement, DECA 2002-03, incorporates ongoing arrangements for consultation after the completion of the agreement-making process. Consultation has already begun for the next Defence certified agreement.

Description

DECA 2002-03 was developed through an extensive consultation process involving Defence employees, leaders and staff associations. The communication strategy encouraged the involvement of staff in the development process, providing opportunities for input through initiatives such as workshops and seminars, online query options, and the DECA hotline.

The agreement was well received by staff and was voted in with a very strong 'yes' vote of 89%. This success was largely due to the high level of staff involvement in developing the agreement and the continuous flow of information back to staff on the progress of negotiations.

DECA 2002-03 is a principles-based certified agreement. It includes an ongoing commitment to consultation and the introduction of change based on the principle that: 'Employees will be consulted on matters affecting their workplace and will have an opportunity to have their views considered on changes that impact directly or indirectly on their employment'.

The principle is supported by initiatives that include mechanisms for local, group and national consultative meetings between staff and managers. Defence commits in the DECA to providing appropriate facilities for the conduct of these meetings, such as reasonable time off without deduction of salary, access to appropriate learning, and access to office equipment and accommodation.

The current agreement provides some of the key building blocks for enabling Australian public servants in Defence to do their best through a Results through People philosophy, and to meet their obligations to adhere to the Values of the APS. The following principles underpin all provisions in the agreement:

communicating, consulting and seeking input from employees on matters affecting their workplace
valuing and rewarding good performance and providing honest feedback
aligning people's performance with what Defence does
improving organisational competency by developing Defence's people
providing appropriate, equitable remuneration and reward for a diverse public sector workplace
assisting employees to balance their work and private commitments
providing a safe, secure and fair environment
respecting and valuing diversity, preventing discrimination, ensuring freedom of association and behaving honestly.

The next certified agreement

The process for the next certified agreement, which began in February this year, is designed to build on the successes of the 2002-03 negotiations. Employee contributions, as well as the commitment to engaging in open and constructive discussion with employees, are pivotal to its development.

In preparing for the next certified agreement, Defence Workplace Relations (DWR) is hosting a series of 45 consultation workshops across Australia to gain a better understanding of employee attitudes and opinions. The objective of the workshops is to identify the key issues concerning staff and to develop proposals for further consideration. Key components to this strategy include:

a focus on disseminating printed and electronic information bulletins ensuring access by all civilian employees
phone, fax, e-mail and postal avenues by which staff can submit ideas and opinions to DWR
national staff workshops to discuss issues and forward proposals for inclusion in the negotiations
negotiations with staff associations that represent approximately one-third of all departmental employees before the draft agreement goes to the vote
departmental communications to all employees encouraging them to demonstrate their support or otherwise for the proposed DECA through the voting process.

Key APS Value

The APS establishes workplace relations that value communication, consultation, cooperation and input from employees on matters that affect their workplace. (s. 10(1)(i) of the PS Act)

For more information please contact:

DAVID NOCKELS
PHONE 02 6266 3255
david.nockels@defence.gov.au