Clarence Valley’s Human Resources Department has been working overtime to develop a new set of employment conditions and a new salary system to meet the needs of Council. Extensive consultation with staff through every stage of the Agreement’s evolution has meant that a new Enterprise Agreement will soon be signed off.
Director Corporate Services, Ross Bryant, said Council greatly values its staff and has created a supportive corporate environment to reflect this.
“The process of creating a new Enterprise Agreement has allowed everyone to be engaged in a process and feel a part of the organisation,” he said. “We have provided equal opportunity for everyone and fair conditions across the board.”
Manager Human Resources, Kathleen O’Sullivan, said the organisational structure has undergone a review, with the new organisational arrangement comprising four Directorates (Corporate, Community and Cultural Services, Environment and Planning, Engineering) and three units (Economic Development, North Coast Water, Floodplain Services).
“Importantly there is a commitment to training and development across all areas of operations, with a protocol being developed that will provide staff with opportunities to broaden their skill base and advance their careers.”
Council and the HR Department has set up a number of consultative mechanisms, including committee structures, and staff are actively encouraged to contact supervisors or the HR Department directly with any concerns and ideas during this period of transition.
Communication is a critical issue in the management of change on this scale. HR Roadshows, delivered at Council depots and administration centres, involving presentations by General Manager, Stuart McPherson; Training and Development Coordinator, John Douglas; and Kathleen O’Sullivan have proven to be valuable information exchange mediums.
Significant progress has been made with many issues, including the development of protocols for lateral transfer, employee communication and consultation, induction, recruitment and selection, secondment and the employee assistance program.
Recruitment to fill positions in the new organisational structure is progressing well, with a number of Directorates now achieving optimum resourcing.
The management of Council’s staff during this period has been fundamental in moving the organisation forward. A substantial investment has been made in supporting staff across all operations of Council.
Council’s significant achievements would not have been possible without the dedication of staff members to the task at hand.
