Human relations issues are a vital component in the success of any amalgamation process. A new, larger entity provides numerous benefits for both Council and the community it serves. Not least of these is the opportunity to review all Council operations and how well it does things. It is an excellent time to bring about far reaching change, but it can also be a very threatening and unsettling time for staff.
As a result, the City of Playford has put in place a number of initiatives to assist staff and, at the same time, help them make the most of new opportunities. An Amalgamation Agreement, drawn up in collaboration with the Australian Services Union and Australian Workers Union, is based on no forced redundancies.
If a position is made redundant, a redeployment program is available for staff not wishing to take a voluntary separation package.
“A Joint Staff Liaison Committee, comprising management and union representatives from across the organisation, is overseeing the implementation of the Agreement,” said Mark Whitfield, Corporate Services Manager. “The process will run for two years through to May 1999. This will allow time for the new structure to fully settle.”
From a combined staff of 260 when the two former Councils merged, the aim is to finish with 230 employees, through 30 voluntary packages. Over the next five years, a saving of $2 million is expected from this downsize.
Recognising that the change process can be stressful for both staff and their families, an Employee Assistance Program was established. Counselling services included financial as well as career advice.
“Communication is vital,” Mark Whitfield said. “Regular presentations and a weekly newsletter has kept people fully informed. A series of Managing Change Workshops also helped staff develop self management skills, as well as take the mystery out of change.”
For further information contact Mark Whitfield, telephone (08) 8254 0222.
