Your representatives (Willie Cochrane, Beven Hanlon and Brian Davies) met with PPS today to begin discussions on the current recruitment and retention problem. The meeting was held pursuant to the provisions of the understanding reached between the parties during the recent “muster crisis” negotiations.

Now call me old fashioned if you will, but as ownership of the recruitment and retention problem lies fairly and squarely with the employer, I attended with the expectation that they would present us with some draft proposals to address what is clearly an extremely serious issue. Accordingly, I was somewhat surprised to discover that they were, in fact, looking for answers from us! However, we were, as always, prepared for all contingencies and we proceeded to document some legitimate comparisons for their consideration.

In the past it has been common practice for the Department to compare us with other core Public Sector Departments for the purpose of job sizing and associated salary scale development. On this occasion, however, we were determined to be proactive and ensure that we were “comparing apples with apples”. As the Kiwi dollar is currently almost identical to the Aussie dollar in value, we deemed it appropriate to document some similarly structured Corrections Officers’ salary scales that are currently applicable to our comrades across the ditch.

By using Victoria and Tasmania as examples, we were able to supply the following annualised salary scales (all based on an 80 hour fortnight) for PPS’s consideration:

Victoria
Corrections officer (starting) $35,759
Corrections officer (maximum) $45,921

There are 15 steps between entry level and maximum salary and progression is via the attainment of clearly identified modules and objectives in accordance with individual performance agreements. The system works on a similar basis to the current Level 3 and Level 4 qualifications in our CEA and progression is, by and large, in the hands of the individual.

Senior Corrections Officer (starting) $46,926
Senior Corrections Officer (maximum) $53,962

There are 8 steps in the SCO scale and progression is attained in the same manner as for COs.

Principal Corrections Officer (starting) $54,967
Principal Corrections Officer (maximum) $59,397

There are 5 steps in the PCO scale with progression as above. It should be noted that they have just settled a new three-year agreement and all salaries will increase by 3% p/a commencing on 1 January 2005.

Tasmania
Corrections Officer (starting) $42,249
Corrections officer (maximum) $46,127

There are four steps in the CO grade and progression is by annual increment subject to satisfactory performance.

Senior Corrections Officer (starting) $46,620
Senior Corrections Officer (maximum) $48,621

Progression between steps one and two is via the attainment of internal modular qualifications.

Principal Corrections Officer (starting) $52,810

Progression beyond this point is via attainment of PMS objectives and via negotiation with the site Superintendent.

We are in the process of collating information from other Australian States and will be presenting them to PPS advocate Tony Teesdale by the end of next week as part of a comprehensive proposal. The proposal will also contain relevant comparisons in New Zealand (Police, Phsych. Nurses etc.) as additional supporting evidence.

At this point, however, it is important to point out that some of the general comments made by PPS were not particularly encouraging. They drew our attention to the fact that current statistics suggest that recruitment and retention in PPS compares favourably with other core Public Sector Departments. They also suggested that salaries in PPS are higher than the Public Sector median. Our response to these comments were quite simple; they are currently 300 officers below the required FTE and their own projections clearly establish that if the current trend continues, the figure will increase to approximately 1500 by the time of completion of the planned new Institutions.

Of even greater concern, however, was the “what’s in it for us” question posed by PPS! There were no specifics, but there was a clear implication that they may well be seeking permanent concessions on muster levels and/or eradication of scale “B” in exchange for any proposed salary increase.

This may, of course, have been a simple fishing exercise and we responded by making it very clear that these are “no go” areas unless or until directed otherwise by our membership. These are, after all, terms and conditions that we have fought very hard to retain and we have no intention of sacrificing them at this stage, especially when the current object of the exercise is supposed to be the addressing of their recruitment and retention problem!

The way forward for us is now relatively simple! We will continue our “good faith” commitment to the provision of documented evidence in support of an adjustment to the salary scale in order to assist PPS in their endeavours to attract and retain Corrections Officers. Your National officers will be meeting next week to finalise a draft proposal for presentation to PPS and we await their response with interest!

In closing I would remind all concerned that the “good faith” approach comes to an end on 24 November and the clock starts ticking!

Regards

Brian Davies
Senior National Organiser