TAFE Managers Enterprise Agreement 2015 8 October 2015 Full proposal TRANSFORMATION WWW.TAFENSW.EDU.AU WITHOUT PREJUDICE 1
WHAT IS OUR PURPOSE? We want to work with our employees to create a high performance PURPOSE culture and lead major change. This proposal is part of TAFE’s strategy to support a leadership culture of high performance, providing more opportunity for career development CHALLENGE and support. We’ve considered the feedback from bargaining representatives and revised the proposal. PROPOSAL SUPPORT WWW.TAFENSW.EDU.AU WITHOUT PREJUDICE 2
THE CHALLENGE OF CHANGING OUR LEADERSHIP CULTURE Change is real and it’s here to stay. PURPOSE If we expect the organisation to learn from change, we’re going to need to make some changes of our own. TAFE NSW needs to embrace modern employment practices that encourage and recognise high performance in our teams. CHALLENGE Our teams need engaged, well informed, capable and motivated leaders, who are committed to meeting the changing needs of our customers. And we need to retain, attract and develop the right leaders to guide us PROPOSAL through this change. SUPPORT WWW.TAFENSW.EDU.AU WITHOUT PREJUDICE 3
THE PROPOSAL What won’t change? Changes for Permanent Managers • • No change to leave entitlements Permanent status is retained for existing PURPOSE permanent Institute (TAFE) Managers • No change for accrual of FACs leave • Permanency stays with the individual, not the position Changes for all managers Changes for Temporary Managers • Classification now TAFE Managers CHALLENGE • All new TAFE Managers will be appointed • Introduction of level 6 TAFE Manager to specified term contracts upon business • Removal of time in lieu reform or new positions • Hours of work 38 hours per week • Existing temporary managers will retain • Removal of locality allowances their current entitlements • PROPOSAL Full salary packaging arrangements be • 13 weeks notice/payment in lieu of notice available to TAFE Managers • Access to “IM” vehicles under the • Annual performance development and Institute Manager packaging capability development plans arrangements • Deferred salary scheme available to SUPPORT managers on 5 year contracts Everyone will get 2.5% pay increase each year for 2 years from January 2016 if proposed reforms are agreed. WWW.TAFENSW.EDU.AU WITHOUT PREJUDICE 4
THE BENEFITS The benefits of this proposal are: PURPOSE • 2.5% increase in salary each year for 2 years 2016 and 2017 • Current permanent Institute (TAFE) Managers retain their permanent status through business reform or successful application to a new TAFE Manager role CHALLENGE • Ability to attract and retain new TAFE Managers on specified term contracts by extending the existing employee benefits to these employees: IM vehicles, salary packaging and deferred salary scheme PROPOSAL • Option for Institute/Executive Directors to directly appoint an existing Temporary Institute (TAFE) Manager who has undertaken merit based selection to a specified term contract • Option for Institute/Executive Directors to “priority assess” an employee SUPPORT on a specified term contract for a second contract if the position is to be continued and the employee has met their performance requirements • Greater focus on development and tools to support this. WWW.TAFENSW.EDU.AU WITHOUT PREJUDICE 5
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