Enterprise Bargaining 2013

The nominal terms of the current Enterprise Agreements expire on 30 June 2013.  The Agreements nevertheless continue in force until such time as they are replaced.

The University has commenced Enterprise Bargaining negotiations to replace the current Agreements.

Enterprise Bargaining Update 14 August 2013

Dear colleagues,

A significant element of our Enterprise Agreement is our Performance Development Framework (PDF). The University is keen to ensure that the PDF supports staff and management in achieving the outcomes required to meet our institutional aspirations.  Among the elements we are seeking are:

  • A flexible and useful framework that clearly identifies goals and expectations
  • A framework that helps all staff take a professional approach to their roles and responsibilities
  • A framework that will allow for productive discussions to occur between staff and their line managers.

At our recent Enterprise Bargaining meeting held on 30 July 2013, bargaining representatives continued to discuss the University's PDF.

University representatives explained that the PDF is critical for establishing expectations, managing performance and developing staff to achieve and align individual and University goals and objectives.

A comprehensive review of the current PDF highlighted the following key points:

  • The University's current PDF has features that represent good practice, with room for improvement in how it is optimally used
  • A key objective in the PDF review is to move the PDF conversation from an annual 'one-off' event to a series of interactions between a staff member and supervisor to effectively set and monitor goals, and shape development needs. Staff commitment and engagement will be important in achieving this
  • There is a need for the PDF to focus on both performance and development. Consideration is being given to holding the development planning discussions and the performance planning discussions at different points during the annual cycle. This will ensure that attention is given to all elements of performance development
  • Alignment between individual and institutional goals is important for success. The University also needs a practical and realistic approach to goal setting where a staff member's goals are related to their day-to-day responsibilities
  • A link should be established between the PDF and the leadership framework, particularly in relation to development planning and training. This will increase the effectiveness of the PDF in helping all staff contribute to the University's goals.

In the interest of continuing to make progress, bargaining representatives discussed the priorities for discussion at future Enterprise Bargaining meetings. The priorities established included the following:

  • The University's budget position - including a presentation by the Chief Financial Officer
  • Aboriginal and Torres Strait Islander Employment
  • Classification structure and review
  • Domestic violence (further discussion)
  • Performance and conduct (further discussion)
  • Staff development

We will continue to provide further updates throughout the Enterprise Bargaining process.

The University Enterprise Bargaining Team:

Andrew Parfitt

John Germov

Tina Crawford

Paul Munro

Greg Kerr