The Supporting employees affected by workplace change directive outlines a process which matches employees affected by workplace change to appropriate vacancies.
The Public Service Commission (PSC) works with agencies to identify suitable alternative roles for employees registered as affected by workplace change.
All non-frontline vacancies classified AO3–SO (or equivalent) are referred to the PSC weekly for collation and distribution to agencies for matching against their employees using the eJobs Employee Placement System.
Some frontline roles are also referred to support major workforce change. Agencies must consider affected employees before filling vacancies.
Supporting workplace change
The eJobs Employee Placement System enables agencies to:
- submit vacancies directly into the system
- review sector-wide vacancies available for affected employees.
Agency case managers will support and guide affected employees through the placement process.
Support for case managers beyond the directive has been developed to ensure the best outcomes for agencies and employees.
As of 1 January 2019, vacancies that have been identified for referral to eJobs are:
- all non-frontline AO3–SO equivalent in any location, permanent or temporary greater than 12 months, as per requirements of directive 17/16
- all frontline and non-frontline roles identified to support the transition of the National Disability Insurance Scheme (NDIS), permanent or temporary greater than 12 months. These roles identified for referral correspond to roles impacted by the implementation of NDIS. The relevant roles are:
- Classification (and equivalent):
- AO2 – AO8
- PO2 – PO3
- SmartJobs categories
- Accounting and Finance
- Auditing and Compliance
- Community Care
- Community Engagement and Education
- Counselling and Social Work
- Economics and Statistics
- Facilities/Asset Management
- Health – Allied Health, Clinical Support, Health Service Support (including Psychology, Social Work, Speech and Language Pathology, Occupational Therapy, Physiotherapy)
- HR and Industrial Relations
- Policy and Planning
- Project Management
- Roles excluded under applicable Smart Jobs categories:
- Oral Health
- Radiography and Sonography
- Locations of vacancies:
- Mt Isa
- Classification (and equivalent):
The NDIS is being rolled out in Queensland to help improve the lives of people with disability and create jobs in the disability sector. This growth means there are multiple career options available for Queensland Government employees impacted by the NDIS implementation.
The NDIS workforce strategy assists agencies to manage the workforce impacts of NDIS to Queensland Government employees; and the NDIS implementation support guide assists agencies with the placement of affected employees from the Department of Communities, Disability Services and Seniors, and the Department of Child Safety, Youth and Women.
For permanent employees impacted by NDIS roll out, there are number of career pathways available.
The Support guide for employees on leave provides information for managers about implementing the directive for employees on various types of leave.
The Workforce change strategy implementation support guide assists agencies on how to develop an appropriate workforce change strategy when workplace change is being considered that is likely to result in the displacement of employees.
Clause 18.2 of the directive requires agencies to undertake an annual self-assessment of their actions under the directive, with a particular focus on the effectiveness of case management with the agency.
The completed assessment must be provided to the PSC. The timing of the assessments will be communicated with agencies.