SA Health | CALHN | Employee Relations Restructure | Update Regarding Outstanding Information for Consultation

23 October 2019

The initial date for closure of consultation for the employee relations restructure was 30 September 2019. However PSA members raised concerns regarding consultation closing despite:

  •  No workload assessments in relation to the proposed structure had been provided for consultation, as required under Clause 15 of the South Australian Modern Public Sector Enterprise Agreement: Salaried 2017 (SAMPSEAS);
  •  Current Role Descriptors had not been updated with the substantive incumbents, as required under Appendix 1 of the SAMPSEAS; and
  •  Without updated RDs, the PSA and members are unable to compare to the proposed RDs in terms of changes.


The PSA met with CALHN management to discuss these concerns. CALHN has now confirmed that:

  •  Workload assessments will be undertaken;
  •  The process to update current RDs with substantive incumbents will be undertaken; and
  •  Once all of the above is complete and provided to the PSA and members, a further two week consultation period will be provided so that the PSA and members can provide fully informed feedback with all information available.


Feedback on the proposed restructure can continue to be provided to PSA by email.

The process for updating current RDs is critical in terms of comparison to proposed new RDs; the matching/translation and other processes that may occur as part of restructures; and depending on the final updated document, it may mean that the role should actually be a higher classification in some cases.

The PSA provides the following advice to members in relation to this process:

  •  Managers must provide employees who hold substantive roles their current RD. Managers may provide the RD as it currently stands; or they may provide one with their own suggested amendments.
  •  Employees must have adequate time, allowing for current workloads and responsibilities, to review and provide input regarding their current role, duties and responsibilities.
  •  RDs must be based on current roles, not on roles in a proposed new structure. While the format for the RD may at times be an updated template comparing it with the current RD, if it is currently a role with more specific duties, the RD must still capture those specific requirements related to that role.
  •  If managers do not accept an employee’s proposed changes there must be clear reason given as to why those changes have been rejected.
  •  Consideration must also be given as to whether the amended RD may now meet a higher classification. This can be ascertained by comparing the RD to the higher level RD or Work Level Descriptors. If employees believe this to be the case, they can request that the classification for the proposed updated current RD be reviewed.
  •  PSA members should contact the PSA Members’ Rights Hotline on 8205 3227 to seek industrial advice and discuss options if their manager does not agree with the inclusion of matters that an employee believes are part of their current role/duties, or if a manager does not agree that an amended RD requires a classification review despite evidence to the contrary.
  •  PSA members on leave, and those seconded to other areas who hold a substantive role within CALHN employee relations must also be included in this process.