confirm their desire to be registered as an employee affected by workplace change for priority transfer and/or redeployment and help them understand the process under the SEAWC directive.
Agencies are responsible for registering every employee requiring placement internally and maintaining appropriate records for reporting.
When the case management process begins, the employee will need to provide a current resume to their allocated case manager to help with matching of vacancies. Agencies are responsible for submitting a request to the Public Service Commission (PSC) by email to firstname.lastname@example.org to request the case manager be registered for access to the eJobs employee placement system (eJobs). Each week the case manager will receive a link to current vacancies to identify potentially suitable roles for the affected employee.
As a case manager, you can provide employees with career advice and planning resources to explore possible career pathways before beginning to match for roles.
Case managers, employees and their supervisors have a shared responsibility to identify reasonable training and development opportunities to support placement.
Case managers can help employees:
refine their personal brand. This includes:
updating their resume, creating a digital portfolio, or developing an 'elevator pitch' to showcase what they can offer
contact the person on a posted job vacancy for more information about the role
refer employees to vacancies suitable to their skills, capabilities and experiences; and, with their permission, consider them for vacancies in regional or alternate locations
work with the employee to develop a standard suitability statement additional to their resume which outlines their skills, capabilities, experiences, strengths, goals and achievements. An example statement for sharing with hiring managers would be:
'Harry has over 10 years' experience with the Queensland Government working across multiple agencies. Harry is a brilliant communicator—writing and editing briefs, public speaking and listening to client needs. Harry has a strong understanding of government policies and processes and is able to communicate to team members in a way that everyone can understand the intent. Harry would work well in a team where daily tasks vary as he thrives working in fast-paced and challenging environments. Harry would like to join a cross-functional team to help develop a greater understanding of whole-of-government legislation.'
To support the placement process, employees can:
highlight elements of their suitability with their case manager when agreeing to be referred to a role
apply for roles outside of eJobs—this shows they are actively engaged.
A suitability assessment is used when an affected employee is to be considered for a vacant position within a public service agency. The receiving agency needs to carry out an assessment within 7 business days, from referral of the possible match to advice of outcome. The assessment should consider if the employee has the knowledge, skills and abilities to perform the duties required or ability to learn the duties required.
As a case manager, you will need to work with the employee's line manager or supervisor to ensure the employee is engaged and has been allocated meaningful duties.
Meaningful duties refers to duties that are equal with the substantive classification level of the affected employee.
You should identify and, where appropriate, facilitate temporary placements of the employee to develop experience and skills that are considered meaningful duties. This may include releasing department funding for short-term placements in other agencies or external organisations.
You will need to be mindful that employees may feel isolated when placed in a new area and may require additional support, including clear scope of meaningful duties.
Under the SEAWC directive, case managers are required to conduct a review of the actions taken to place an employee within 4 months of being registered. The review report must:
set a further review date (no later than 4 months)
identify actions to be taken by the releasing agency and employee during this period.
A review outlines the steps the case manager, agency and employee has taken to place the employee in a new role. Keeping a comprehensive case file from the beginning of the placement process is necessary.
Exit strategy discussions may arise at reviews. This may include:
The PSC Chief Executive may consider involuntary redundancy only under exceptional circumstances.
Agencies must keep their own register of employees affected by workplace change.
Agencies are required to:
complete quarterly reporting on the implementation of the SEAWC directive as required by the Public Service Commission (PSC), including providing information on the number of voluntary redundancies and employees registered for placement under the directive
complete an annual self-assessment of actions taken under the SEAWC directive including the effectiveness of case management.