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Case studies and pilots

Evaluation of pilot flexible working program

In 2015–16, 3 Queensland Government agencies piloted flexible working approaches modelled on Telstra’s ‘All Roles Flex’ program. An evaluation of the pilot (PDF, 1.52 MB) found that, to increase agility and flexibility, the Queensland public sector should:

  • take our employees as we find them and give them the tools to succeed
  • develop inclusive cultures that know how to use flexibility to achieve business advantage
  • reduce system and administrative barriers that impact on the uptake of flexibility.

    The Inclusion Champions of Change sought to measure the outcomes of the pilot by evaluating agencies’ ability to accept and allow routine changes to working hours, places and schedules in order to deliver optimal business outcomes and ensure employee wellbeing and work-life balance.

    The pilot agencies showed significant progress down the path to flexibility however, there is still a long way to go. The pilot demonstrated that traditional, inflexible approaches to work are failing to meet employee and business needs and that flexible working is a strategic imperative to both attract and retain the future workforce.

    The Public Service Commission along with a number of other agencies are progressing 5 game changing ideas to disrupt the status quo and transform traditional approaches to work:

  • Replace the multitude of existing flexible work policies across the sector with a streamlined, principle-based framework called, Flexible by Design.
  • Interrupt the practice of full-time work being the default for recruitment.
  • Gather and share flexible work stories from across the sector to drive culture change.
  • Make sure part-time workers are not left behind by rolling out ‘Path to Parity’ programs.
  • Ensure accountability by monitoring performance.

    Find flexible work arrangements tools and resources to help you implement flexible working in your workplace, or read what employees already taking advantage of flexible work have to say!

Agile working

The Department of Energy and Water Supply is implementing an Agile working program to improve inclusion and diversity, and to get the best out of its employees.

The program includes:

  • rollout of mobile technology
  • senior leaders working flexibly
  • a cultural change program to showcase new thinking, innovation and the benefits of flexible working
  • optional timesheets
  • a leadership program for all employees to improve culture, team building and accountability
  • a Path-to-parity program for part-time employees.

Learn more about the Agile working program.

Email Culture.Strategy@dews.qld.gov.au

All roles flex

The Public Service Commission (PSC) has been implementing an All roles flex approach in which all roles, including senior executives, have access to flexible work arrangements. The use of mobile technology provides greater flexibility for employees, allowing them to work anytime, anywhere. The uptake and variety of flexible working continues to increase across all roles.

Email commission@psc.qld.gov.au

Flexible working arrangements package

The Department of Communities, Child Safety and Disability Services has been working to streamline and promote flexible work arrangements, resources, processes and procedures to enable different ways of working and to improve staff access to relevant information and technology. This approach provides employees with the support they need to balance their work and personal commitments.

Email HRMailIn@communities.qld.gov.au

Microsoft Surface tablets

The Department of the Premier and Cabinet and the PSC have replaced all desktops with tablets to encourage mobility and productivity. This has provided greater flexibility for employees to access departmental networks from a wireless connection anywhere.

Email commission@psc.qld.gov.au

Distributed Work Centre pilot

The Department of Housing and Public Works is piloting a distributed work centres (DWC) in South East Queensland to enable flexible and modern work practices for Queensland Government employees. DWCs available in Ipswich, Gold Coast and the Sunshine Coast allows more than 100 employees to work closer to home rather than travel to the Brisbane CBD. You can access DWCs if you have a residential postcode in the relevant catchment and a CBD-based work postcode.

Talk to your manager or HR representative about participating in the pilot before contacting the DWC pilot manager.

Find out what public servants are saying about the Ipswich DWC.

Deferred Salary Scheme and Purchased Leave Arrangements

The Department of Education, Training and Employment offers a Deferred Salary Scheme or Purchased Leave Arrangements as a flexible workforce management practice allowing employees to manage short or longer periods away from the workplace.

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