1979/80

Victoria.

The Honourable R. J. Hamer, E.D. Premier of Victoria.

In accordance with the provisions of Section 18 of the Public Service Act 1974 the Public Service Board hereby furnishes to you for submission to the Governor in Council its Report on the Public Service for the year ended 30 June 1979.

.,.,-Maurice Brown, Chairman.

K. L Hayes, Member.

E. J. Bennett, Member (General Service).

W. J. Kennedy, Member (Mental Hygiene).

February 1980

Ordered by the Legislative Assembly to be printed. By Authority: F. D. Atkinson, Government Printer, Melbourne.

No. 65

Contents

Using Resources Better 5

The Size of the Public Service 6

Total Number of Staff 6

Variations in Staff Numbers 6

Introduction of Monthly Staff Returns 7

The Structure of the Public Service 8

Machinery of Government 8

Productivity and Efficiency 10

Manpower Planning - Ceilings and the Alternatives 10

Management Review 10

Management Services 10

Records Management 11

Legislation 11

Recruitment 12

Staff Development 16

Pay and Conditions 19

The Board and the Board's Office 21

Research and Special Projects 21

Visits and Conferences 21

Overseas Travel Awards 22

Computerized Personnel and Establishment System (PERSYST) 22

Publications 22

Senior Appointments 24

Disciplinary Appeals 25

Honours and Awards 26

Acknowledgements 26

Appendices 27 3

4

Using Resources Better

The year 1978-79, like its predecessor, has been a time of intense financial constraint. The Public Service, with the rest of the community, has been called on to do an expanding job, often with the same or fewer resources.

In a sense this is no bad thing. A climate of constraint obliges everyone to look critically at what programs are feasible, and what priority each should be given. Austerity has a stocktaking air about it.

But at the same time there are problems, and not the least is the problem of confusion. In a time of financial stringency everyone puts for­ward his recipe for a better performance. In May 1978 the government imposed staff ceil­ings to restrain the growth of the Public Ser­vice. Before the election of May 1979 the Pre­mier announced that a Parliamentary Expen­diture Review Committee would be set up; that the Public Service Board would be asked to arrange the setting up of efficiency units in departments; and that "sunset legislation" would be introduced to provide for the period­ical examination of the need to continue cer­tain governmental activities. At the same time departments were examining their objectives and practices to see where improvements could be made; and the Public Service Board was developing its own Management Review Program with a view to promoting better man­agement techniques in the Service at large. There is a danger that these activities, each potentially valuable in itself, will develop sepa­rately and suffer from a lack of co-ordination with the others. lt is for this reason that the Board is suggesting to the government that it should be seen as the servicing and co­ordinating body for a number of these monitor­ing activities.

In the manpower field the Board has suggested to the Premier that a Manpower Advisory Committee should be set up to form a link between government policy and de­partmental needs.

In essence the task is simple. The policies of the government should be made clear; the resources available should be distributed among departments and other agencies in a way which best fits the thrust and balance of those policies; and the obligations of the State to be a good and just employer should be discharged. The Board believes that despite the stress and discomforts of the present period the Public Service is steadily enhanc­ing its capacity to serve the State and the people of Victoria.

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6

The Size of the Public Service

TOTAL NUMBER OF STAFF At 30 June 1979 there were 32,196 full-time and 295 part-time officers and employees in the Victorian Public Service. An additional 7,302 full-time and 811 part-time staff were employed under the exemption provisions of the Public Service Act. Although these "exempt" staff are not covered by the provi­sions of the Public Service Act, the Board remains responsible for determining salaries, wages and conditions of employment of such staff.

The numbers in each of the categories of full-time and part-time employment appear in the following table:

Full-Time Staff: Employment Category, Division and Sex - June 1979

Permanent Men Women Total Permanent Heads and First Division 183 7 190 Second Division 8,438 1,647 10,085 Third Division 8,685 7,577 16,262 Total Permanent 17,306 9,231 26,537

Temporary 2,200 3,459 5,659 Exempt Exempt (4(1)(k)) 5,090 405 5,495 Exempt (40(5)) 674 1,133 1,807 Total Exempt 5,764 1,538 7,302 Total Full-Time Staff 25,270 14,228 39,498

Part-time Staff: Employment Category and Sex - June 1979

Men Women Total Permanent 9 9 Temporary 38 248 286 Exempt 167 644 811 Total Part-Time Staff 205 901 1,106

VARIATIONS IN STAFF NUMBERS Upon the creation of the Health Commission, 148 members of the staff of the Hospital and Charities Commission became officers or employees of the Service. So too, with the absorption of the National Fitness Council into the Department of Youth, Sport and Recrea­tion, the 54 members of the Council's staff came into the Service. The other major staff movement for the year came with the estab­lishment of the Victorian Government Travel Authority in December 1978. 95 of the staff employed by the Authority ceased to be offic­ers or employees of the Service.

After allowance is made, however. for the movement of staff to and from organizations not subject to the Public Service Act, the in­crease in total full-time staff for the year 1978-79 was 1009 or 2.6 per cent. This compares with a growth of 2.8 per cent during the last financial year. The major component of this year's increase was the net increase of 691 staff in the Health area after allowance for the transfer of the Hospitals and Charities Com­mission. Without this growth in Health services the staff increase for the year would have been 0.8 per cent. Departments in which significant changes in full-time employment levels occur­red (other than as a result of transfers of functions between Departments) or in which there were major changes in Department's staff composition together with the main reasons for the changes are listed below.

DEPARTMENT OF AGRICULTURE

An increase of 115 staff mainly due to an escalation in the Tuberculosis and Brucellosis eradication program funded by the Com­monwealth.

DEPARTMENT OF CROWN LANDS AND SURVEY

An net increase of 69 staff employed under the Special Youth Employment Training Program scheme mostly on vermin and noxious weeds control.

EDUCATION DEPARTMENT

An additional 59 staff for clinical guidance and counselling services, internal audit and other support services.

HEALTH DEPARTMENT

An additional 579 staff mainly due to an ex­pansion in community health and community mental health programs.

DEPARTMENT OF STATE DEVELOPMENT, DECEN­TRALIZATION AND TOURISM

A net decrease of 131 staff by the transfer of 95 officers of the Victorian Government Travel Authority outside the ambit of the Public Service Act and the retention of a number of positions vacant pending approval of a re­organization of the Department.

DEPARTMENT OF COMMUNITY WELFARE SER­VICES

An additional100 staff resulting from the filling of current vacancies and newly created posi­tions forming part of the Department's estab­lishment involved in the plan to decentralize and regionalise its activities.

INTRODUCTION OF MONTHLY STAFF RETURNS To meet the need for more efficient and ra­tional management of resources it is essential that the Board and other organizations within the Service concerned with manpower plan­ning have comprehensive and timely man­power statistics.

Accordingly, the Board has introduced a sys­tem of monthly staff returns from Departments designed to ascertain at frequent and regular intervals manpower usage and needs of De­partments. The Board considers that these returns will prove valuable in manpower plan­ning and policy discussed later in the report.

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8

The Structure of the Public Service

MACHINERY OF GOVERNMENT During 1978-79, some of the major changes in the machinery of government were:-

1. The Health Commission of Victoria re­placed the Department of Health, the Hospitals and Charities Commission, the Commission of Public Health and the Mental Health Authority. The new Com­mission operates through three "line" divisions, which are respectively Hospi­tals, Mental Health and Public Health; these are supported by a further five "service" divisions. In establishing the Commission, the staff of the Hospitals and Charities Commission were trans­ferred into the Public Service. Certain of the staff of the Mental Health Authority and those reporting to the Commission of Public Health were already Public Servants. The Commission has authority however to employ certain specialist staff outside the Public Service Act.

2. As outlined in last year's report, the De­partment of Property and Services was established to monitor and check all as­pects of property dealings by Govern­ment Departments and Government Statutory Corporations and to draw to­gether certain administrative functions not central to the prime role of the De­partments in which they were then lo­cated. The latter functions now include the Government Printing Office, the Government Computing Service, Public Record Office, State Electoral Office and Office of the Government Statist and Ac­tuary.

3. The Building and Development Approv­als Committee (BADAC) presented Part 11 of its report on Victoria's building and development controls system. This sec­tion of the report, dealing with planning controls, contains specific recommen­dations for the streamlining of the plan­ning approvals system and for better integration of the planning function. In January, 1979, the Building and De­velopment Control Administration was established by Order in Council to co­ordinate the implementation of BADAC recommendations adopted by the Gov­ernment.

4. The year was also marked by the deci­sion to abolish the oldest Department in Victoria's Public Service, that of the Chief Secretary. Its history can be traced back

to the Colonial Secretary's Office through which the entire business of government, either directly or indirectly, was channelled from the establishment of the Colony of Victoria in 1850 until the introduction of Parliamentary Govern­ment. As other Departments were created to undertake specific tasks the Chief Secretary's Department was' left with a residue of diverse functions.

5. A new Ministry for Police and Emergency Services will now have responsibility for emergency, fire-fighting and police ser­vices, including the Motor Registration Branch. The Road Safety and Traffic Au­thority has also moved to this Ministry.

6. The abolition of the Chief Secretary's Department, the creation of the new Ministry and the establishment of its functions were accomplished by Order of the Governor in Council under Section 21 (3) of the Public Service Act, with ef­fect from 1 July, 1979. This was the first occasion on which Section 21 has been used to deal with the functions of a De­partment, as well as its creation.

7. Other functions of the Chief Secretary's Department are to be allocated as fol­lows: The State Insurance Office to Treasury; the Liquor Control Commis­sion and the Motor Accidents Board to the Department of Labour and Industry; the State Classification of Publications Board, Crimes Compensation Tribunal, Government Shorthand Writers Office, Motor Accidents Tribunal, Raffles and Bingo Permits Board, Registry of Friendly Societies, Benefit Associations and Industrial and Provident Societies, and management of Boards and Com­missions of Inquiry to the Law Depart­ment; the State Electorial Office and the Government Statist and Actuary to the Department of Property and Services; and the Seamens Welfare Advisory Council and Seamens Welfare Trust Committee to the Department of Com­munity Welfare Services.

8. 1978-79 also saw the restructuring of the Ministry of Housing and of the Housing Commission. The Ministry provides for the housing needs of people in the lower income groups and of pensioners; the re-development of sub-standard hous­ing areas; decentralized housing; and the management of general housing policies in Victoria. Following its restruc­ture the Ministry consists of five "line" divisions and an administrative and fin­ance division. The line divisions are Property Search and Sales. Housing Development, Neighbourhood Rede­velopment, Estates Management and Teacher Housing, and Home Finance. The Home Finance Division has also re­cently been the subject of a manage­ment review conducted by the Research and Special Projects Division of the Board's Office.

9. The staff of the I'Jational Fitness Council was absorbed into the Department of Youth, Sport and Recreation. Staff sup­porting the Council now form a new Divi­sion within the Department called the Recreation Development Division. In ef­fecting this change, 54 members of staff were placed under the Public Service Act.

The Board welcomes the establishment of the two new Departments as reflecting more ra­tional administrative arrangements. At the same time the Board emphasizes that there is still much to be done in the machinery of government field. The very large number of statutory authorities in Victoria is a continuing source of concern to the Board. The fragmen­tation and rigidity which their existence im­poses are major obstacles to improving the quality of the State's public administration.

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10

Productivity and Efficiency

MANPOWER PLANNING - Ceilings and the Alternatives At a time when governments and communities are looking to the public official to increase and improve the services he provides. and to do it without allowing costs to increase, the utmost efficiency in the use of manpower is clearly critical. The Board is therefore de­veloping a manpower budget approach to staffing matters. On the one hand it is neces­sary to know the government's wishes and policy, and on the other hand it is necessary to know what staff departments need to do their job. Rigid staff ceilings, which the government imposed in May 1978, take account of neither of these considerations. and the Board has recently advised the setting up of a Manpower Advisory Committee. This Committee would comprise the heads of the Public Service Board, the Treasury, and the Department of the Premier. and would discuss with depart­ments during each financial year what staff they would need to carry out functions desired by the government in the next

MANAGEMENT REVIEW In the Board's report of 1977-78, the objec­tives of the Board's Research and Special Project Division were set out in so far as these related to its implementation of Management Review Programs. This year saw the full scale introduction of the Management Review Pro­gram. In August 1978, the Public Service Board convened a meeting of Permanent Heads to discuss the areas in which they considered a management review would achieve substantial progress towards more efficient resource management The Program was then introduced in accordance with their suggestions.

Initially there have been two types of review undertaken. The first are Management Synopses which are overview investigations, lasting. approximately one month, of a De­partment or a major portion of a Department. They are prescriptive where possible and so aim to identify further action necessary to sec­ure improvements. The second type, that of Corporate Management Review, is a thorough investigation of the corporate efficiency. effec­tiveness and economy of a Department or a major part thereof. lt is of four months duration to the reporting stage and has a heavy em­phasis on prescriptive recommendations. Two other types of review are envisaged, viz.

• Review of a functional area within a De­partment

• Review of a function or program which spans a number of Departments.

The review methodologies all have twin emphases of intensive staff consultation and empirical analysis of organisational perfor­mance. The programs themselves will be evaluated in terms of their benefit and their cost.

· The first two review projects were in the Fisheries and Wildlife Division of the Ministry for Conservation and the Central Administra­tion of the Law Department The reports of those projects are now being considered by the Permanent Heads before implementation is discussed with the Board.

Other reviews in hand or planned are set out below-

Corporate Management Reviews Housing Home Finance Division Treasury - Stamp Duties Office Labour and Industry

Operational Management Reviews Local Government - Weights and Mea­sures Branch

Management Synopses Public Works Planning Arts - National Museum

During the year the Board has approved further reviews in the Ministry of Water Re­sources and Water Supply, the Department of Youth, Sport and Recreation, and the Public Record Office. Department of Property and Services.

MANAGEMENT SERVICES Among the systems reviews undertaken by the Management Services Division, there were several which involved joint assistance being provided by that Division and other Divisions of the Board. in addition to the nor­mal contribution made by departmental offic­ers. At the close of the period under review the Board was about to change the title of the Division handling this activity from Manage­ment Services to the Management Systems Division.

The principal systems reviews involved ac­counting, data processing, micrographies, records management and word processing. Examples of the wide range of reviews are as follows:-

• Chief Secretary. Assisting in the de­velopment of a computer based system and related procedures for licensing, administration and fee collection by the Liquor Control Commission.

• Chief Secretary. Assisting in the de­velopment of improved records man­agement systems for Police administra­tion, including possible computerization.

• Local Government. Assisting in the instal­lation of word processing systems and equipment, initially to improve adminis­trative support services for the Building Regulations Committee.

• Treasury. Assisting in the development of procedures for a computer based system for Land Tax administration.

• Treasury. Asssisting in the development of a computer based system and related procedures for Payroll Tax administra­tion.

RECORDS MANAGEMENT Last year's report mentioned the appointment of a Task Force of senior officers from the Board, the Public Record Office and Depart­ments to develop effective records manage­ment practices in the Service.

The Task Force has recently completed its work and expects that its report will com­prise:-

Volume 1 - Report and recommendations.

2 - Results of a survey of records management in departments.

3 A Registry Practices Manual.

4 An Operational Guide to the Correspondence Registry.

5 - General Disposal Schedules for:

• Accounting Records • Personnel Management

Records • Stores Records • Transport Records

Legislation

In consequence of machinery of government decisions referred to already in this report, a series of amendments to the list of Depart­ments comprising Schedule Two to the Act and to the list of statutory office holders with permanent head status comprising Schedule Three (as well as other consequential amendments) were effected by the Health Commission Act 1977, the Community Wel­fare Services Act 1978, the Housing (Amend­ment) Act 1978 and by three Orders in Council made pursuant to the powers contained in sections 21 and 22 of the Act.

The Consultative Committee on the Public Service Act 1974 continued to examine and report on specific proposals for the amend­ment of the Act referred to it.

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Recruitment

The Public Service Act makes the Board re­sponsible for two main forms of recruitment to the Service. The first of these is base-grade recruitment. For this the Board (through its Recruitment and Staff Development Division) conducts selection examinations and inter­views for base-grade administrative, clerical and support positions, and arranges medical examinations for successful applicants. All aspects of base-grade recruitment are care­fully monitored to assess the effectiveness of recruitment and selection procedures, and to ensure that the principle of selection by merit is upheld.

The second main area of recruitment for which the Board is responsible is that of persons from outside the Service to positions above the base-grade, known generally as lateral recruitment. Appointment to these positions is made by the Board following a recommenda­tion from the Permanent Head. In these cases, the Board has to be satisfied that there is no available officer in the Service as capable of filling the vacancy as the recommended out­sider. To assist the Board in making these decisions, officers of the Board participate in many departmental selection interviews that involve outside applicants.

During the year staff ceilings have again meant that promotions and separations of of­ficers have largely controlled the patterns of recruitment and promotion within the Service. Accordingly there has been a continued de­velopment and refinement of recruitment pro­cedures and a better response to demands for career information and counselling. Both these emphases will improve the job satisfac­tion of the base grade recruit and improve the satisfaction of Departments with their new re­cruits. Each applicant is undergoing more intensive selection procedures which, in gathering additional information about poten­tial recruits, assists in better matching of re­cruits to positions. As to the positions them­selves, Departments are being encouraged to specify the type and level of recruits they need, again to ensure job and person are better matched following tests and interviews.

FIRST DIVISION Ten appointments to the First Division were made from outside the Service to the following offices:

Director. National Museum - Ministry for the Arts. Assistant Director (Research)- Ministry for Conservation.

Director, Hospitals Division - Health Commission. Director of Geriatrics - Health Commis­sion. Director, Mental Health Division Health Commission. Director. Division of Planning and Research

Health Commission. Group Manager, Projects - Ministry of Housing. Group Manager, Construction- Ministry of Housing. Director, Energy Division - Department of Minerals and Energy. Director, Support Staff, Victorian Employ­ment Committee- Department of the Pre­mier.

SECOND DIVISION

BASE GRADE

380 base grade administrative officer ap­pointments were made during the year. Of these, 339 were made from candidates at the general Administrative Examinations and 41 under the Graduate Recruitment Scheme.

The year has seen a continuation of the major change in the nature of new base grade ad­ministrative officers first noted in 1977 and commented upon in last year's report.

The average age of those appointed from the Administrative Examination was a little over 22 years (compared with about 1BY2 years in 1976) and the average level was just over two years of tertiary study (compared with an av­erage of a little above Form 5 in 1976). Very few people now apply to sit the examination with the minimum educational pre-requisite of Higher School Certificate: only 134 (16%) for the examination held in June 1979 were so qualified. All other applicants had either at least one year of work experience as well as H.S.C., or all or part of a tertiary qualification, or both work experience and some tertiary studies.

This steep rise in the age, education and maturity of young people coming into the Ser­vice has been going on consistently for more than two years, and there can be no doubt that it will raise the quality of every part of the administration.

The Board welcomes this rise. lt believes that the insights and experience gained by officers before entering the Service will ass1st in the promotion of an efficient and effective Public Service. At the same time however it is impor-

tant to improve career paths for young officers so as to retain their interest and preserve their morale. The Board. in line with its emphasis on resource management. believes that staff de­velopment and career counselling have a sig­nificant role to play here.

ADMINISTRATIVE EXAMINA110N

Administrative Examinations were conducted in Melbourne in March 1979 and June 1979 and in thirteeen regional centres between July and November of 1978. 3,320 applications were received for the Examination and. of these. 2,061 candidates presented them­selves for examination. 850 satisfied the examination requirements and 48% of these were female.

Analysis of Results of Administrative Officer Examinations 1978-79

Qualification

Completed H.S.C. in year immediately preceding year of Exam. H.S.C. plus work experience or part degree/diploma Graduates Total

Candidates Successful Candidates

983 4 7% 329 38%

850 42% 357 42%

228 11% 164 20% 2061 100% 850 100%

GRADUATE RECRUITMENT SCHEME

1050 applications were received from graduates of universities and colleges of ad­vanced education for appointment to base­grade administrative positions under the Graduate Recruitment Scheme. Of the 41 graduates appointed, fifteen held honours degrees, one held a Master's degree and four held two Bachelor's degrees. The proportion of graduates with honours or higher degree is significantly larger than that observed in any previous year. As in previous years. appoint­ments were made from a range of disciplines which are indicated in the following table.

Arts Economics Law Science Total Commerce Business

23 8 8 6 45* *4 Graduates held two degrees There were substantially fewer recruits ap­pointed in this way in 1978-79 than in the previous year when there were 92 appoint­ments. Staff ceilings and a reduced resigna-

lion rate caused by employment difficulties may be among the causes. Fourteen depart­ments appointed graduates to undertake a wide variety of administration functions, the Public Service Board (13), and the Law De­partment (8} accounting for approximately half the appointments.

CADETSHIPS

The Cadetship Scheme aims to provide a future supply of qualified people in fields where a shortage is expected. Sixty cadet­ships were awarded this year. The following table shows the decline in cadetship awards.

CADETSHIPS AWARDED 1978·79 Number Number Awarded Awarded

Field De~artment 1978/79 1977/78 Accounting Auditor

General 4 4 Landscape Housing Design Quantity Housing Surveying Surveying Water

Commission 0 Physiotherapy Health

Commission 2 2 Occupational Health Therapy Commission 6 3 Speech Health Therapy Commission 6 1

21 12 Dental Health Science Commission 3 3 Dental Health Therapy Commission 40 50

43 53

Although cadetships in Dental Science and Dental Therapy have been awarded since 1976, they have not been mentioned in pre­vious Annual Reports.

THIRD DIVISION The Clerical Assistants Selection Test, the in­troduction of which was described in the last report, has been in regular use for the whole of the year and computerised marking has greatly improved timeliness of its results.

During the year forty test sessions were ar­ranged for the 3869 (3279 last year) applic­ants who sought appointment as Clerical As­sistant. 321 (471 last year) were appointed.

Of the apppointees 61% were female, com­pared with 41"k last year. This increase has

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14

resulted from the high proportion (59%) of females applying for appointment.

The average age of the appointee was 20.9 years (23.5 last year}. The average level of qualifications was 5.5 years of secondary schooling compared with 4.9 years last year.

These changes may have resulted from the introduction of the Clerical Assistants Selec­tion Tests, but it must be kept in mind that the number of registered unemployed in Victoria has increased substantially over the last twelve months. The extent to which these changes are a result of the test or a result of further deterioration in the employment situa­tion cannot be determined.

Base grade recruitmentto other Third Division positions has continued steadily. Among those appointed were for example, 231 typists, 110 stenographers, 31 machinists and 28 telephonists.

WOMEN IN THE SERVICE A number of initiatives have been taken to assist women in their careers in the Service. The Board's relaxation of the barriers between Second and Third Division was noted in the previous report. Tutoring in Higher School Certificate subjects was undertaken in the 1979 school year to aid officers interested in qualifying to move from the Third to the Sec­ond Division.

Women have continued to be involved in de­partmental staff development programmes and have taken part in the Board's Internal and Departmental Action Learning Program­mes.

There is no significant difference between the performance of males and females in en­trance examinations for base-grade adminis­trative officer positions. A total of 19 females (4% of female applicants} were successful in gaining employment through the Graduate Recruitment scheme compared with 22 males ( 4% of male applicants}. During the year there were 268 successful female candidates (36% of female applicants) who sat the Administra­tive Officer Examination compared with 286 successful male candidates (43% of male applicants).

PUBLICITY AND CAREERS INFORMATION Once again the Board continued its campus recruitment activities. These included partici­pation seminars organized by the Universities and Colleges of Advanced Education to pub­licize the opportunities available in the Service

and campus interviews and career counsel­ling concerning Public Service employment Officers of the Board also attended numerous schools and careers functions organised by community organisations.

EQUAL OPPORTUNITIES IN EMPLOYMENT The Service has a responsibility to provide employment opportunities for members of disadvantaged groups. To this end, special sittings of selection tests have been held dur­ing the year. Sixteen people with various dis­abilities have been tested and of these three have been successfully placed.

SEPARATIONS On a service-wide basis separation rates have been increasing:

Separations of permanent staff have grown from 4.6 per cent in 1976-77 to 5.1 per cent in 1977-78 to 8.2 per cent in 1978-79.

Invalidity retirement continued to show a slow increase. lt grew from 0.72 per cent of permanent officers in 1977-78 to 0.81 per cent in 1978-79. Invalidity retirements were 8.66 per cent of total retirements in 1977 and 9.38 per cent in 1978.

During the 1978 calendar year, the latest year for which details are available, the principal medical conditions resulting in invalidity re­tirements continue to be cardiovascular, or­thopaedic. and psychological disorders. The following table contains numbers of invalidity retirements by medical condition for the last three years.

NUMBER OF INVALIDITY RETlREMENTS BY MEDI­CAL CONDITION: 1976 TO 1978

MEDICAL CONDITION Cardiovascular Orthopaedic Respiratory Neurological Psychological Neoplasms Other

TOTAL

1976 1977 1978 29 27 33 33 30 30 3 5 6 5 5 5

75 59 72 6 10 2

24 20 39 175 156 187

PROMOTION APPEALS

The relevant statistics for the year ended June 30, 1979, are as follows:

APPEALS IN RESPECT OF fiRST DIVISION OFFICES (HEARD BY THE PUBLIC SERVICE BOARD)

77-78 78-79 Number of positions for which officers could appeal 16 32 Number of positions where no appeals were lodged 10 18 Number of positions where appeals were lodged 6 14 Number of appeals lodged 9 24 Number of positions where

were allowed Nil Nil

APPEALS IN RESPECT OF SECOND AND THIRD DI­VISION OFFICES (HEARD BY PROMOTIONS APPEAL BOARD)

77-78 78-79 Number of positions for which officers could appeal 2,057 1,667 Number of positions where no appeals were lodged 1,581 1,257 Number of positions where appeals were lodged 476 410 Number of appeals lodged 855 717 Number of positions where appeals were allowed 44 39

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Staff Development

The philosophy of the Board's staff develop­ment programs is that managers are best developed by causing them to act as their own management consultants. All staff develop­ment programs are therefore oriented towards improvements in productivity. Emphasis is also placed upon the implementation of ideas.

MANAGEMENT DEVELOPMENT PROGRAM One Management Development program was conducted each month for Second Division officers; and one program was held during the year for First Division officers. On each pro­gram representatives from outside the Service have been included, to broaden the range of problems and solutions.

The First Division officers' program which was held for the first time in November is worthy of special mention. lt is customary for a Minister or Senior Member of the Opposition to ad­dress an opening session of a program for Second Division officers: in this instance the Premier spoke informally to the fifteen First Division officers included in the program. The organization of this program was similar to the one tor Second Division officers, outlined in last year's report.

MANAGEMENT DEVELOPMENT FOR PERMANENT HEADS Management development opportunities are available to many groups of officers within the Service through internal and external man­agement development programs. Permanent Heads recently made it known to the Chair­man of the Board that they would welcome an opportunity to enhance their own manage­ment skills.

The Chairman convened a series of meetings during the year which were attended by two groups of about half a dozen Permanent Heads. The conversations at those meetings were uninhibited and wide-ranging, covering subjects from the use of personal time to financial management.

Following these meetings, the Permanent Heads Conference held in June 1979 agreed that Permanent Heads should arrange a special study day several times a year when they all might meet specifically to exchange views on their common problems and chal­lenges. The Chairman undertook to oversee the study day planning.

Arrangements have been made to hold the first such study day on 30 August 1979.

ACTION LEARNING As outlined in last year's report, the Board has continued to conduct three separate Action Learning programs. These have functioned this year as follows:

EXTERNAL ST AFFEXCHANGEACTION LEARNING

This program involved four officers with the potential for promotion to very senior positions from four different organisations. These offi­cers were asked to tackle a serious manage­rial problem in one of the other organisations. They were required to diagnose the problem, prepare recommendations for change and, where possible, take steps to implement these recommendations before the end of the ex­change period. The distinctive feature of this program as in other years was the undertaking of an unfamiliar task in an unfamiliar environ­ment, where professional expertise must be set aside in tackling a problem. One day each week the four participants met with an adviser to help each other develop strategies for change. The program lasted for tour months.

The participants in the 1978-79 program were:-

(i) Mr. D. D. Bosley, Head of Section, En­gineering Design, Explosives. Factory, Australian Department of Productivity. He worked in the Victorian Department of Crown Lands and Survey, and con­sidered the long time taken to survey proposed Crown Land alienations.

(ii) Dr. M. C. Frazer, Assistant Director (Pol­icy), Recruitment and Staff Develop­ment Division, Public Service Board of Victoria. He examined the costs and benefits of outdoor advertising at air­ports for the Victoria-Tasmania Region of the Australian Department of Trans­port.

(iii) Mr. R. P. Liggett, Manager, Manpower and Organisation Studies, Telecom­munications Commission. He examined the reasons tor the small number of women in Administrative/Managerial positions within the Shell Company of Australia Ltd.

(iv) Mr. J. W. Peel, Radio Installation, Victoria-Tasmania Regional Office, De­partment of Transport, Australia. He examined the structure and effective­ness of the Major Consultancy Section of the Australian Telecommunications Commission.

INTERNAL AcnoN LEARNING

This is a secondment program for middle level administrative officers who occupy supervis­ory managerial positions. lt involves action learning in one's own job - the solving of a familiar problem in a supported situation. An outline of the program appeared in the 1977-78 report. Departments which participated in this pro­gram included Premier's, Conservation, Chief Secretary's, Education, Law and Public Works.

DEPARTMENTAL AcnoN LEARNING

This program, which is another version of action learning in one's own job, continued during the year. lt is for first and second line supervisors but does not involve any ex­change or secondment. The four participants meet over a six week period for about 1 Y2 hours per week, to improve the quality of supervision in their respective work units. A number of programs took place in December 1978-January 1979, involving six Depart­ments.

After evaluation of this program a new area of need was defined. In response to this, a new program has been developed, which is a con­certed effort to improve the standard of super­vision in the Service. The program has a simi­lar thrust to the Management Development program, but it is specially tailored to the needs of supervisors and involves the co­operation and continued commitment of man­agement in improving supervision.

REGIONAL STAFF DEVELOPMENT Three Staff Development Working Parties are engaged in advising on the development needs of the 6,000 officers and employees who are located outside the metropolitan region.

Surveys have been made and needs analysed with the assistance of the Board. Computer facilities were made available. Courses have been arranged to meet a variety of needs: in-plant servicing and preventative maintenance, report writing and computer operation, amongst others.

The Board members visited Bendigo in Feb­ruary 1979 and had discussions with the Work­ing Party and officers from the region. The members of the Board were encouraged by the initiatives undertaken and are currently examining ways in which the efforts of the working parties can be facilitated.

SPECIAL INTEREST GROUPS The Board's officers have sponsored meet­ings of special interest groups, including re­cords managers, staff development officers, and personnel officers. Plans are under way to bring together other special interest groups, such as finance officers, stores officers and accountants.

Board officers have assisted in a variety of programs including an Instructional Techniques Workshop for the Office of the Auditor-General, an Orientation program at Education, an Instructional Workshop in Cleri­cal Task Training, and a supervision course and workshops at Crown Lands.

PLAIN ENGLISH After a meeting with departmental officers in February 1979, the Chairman set up a working party to advise on the best uses of the Plain English booklet, as part of an overall program to improve the standard of English used in the Public Service.

WELFARE PROGRAMS The Board has taken an interest for some time in the problems associated with alcoholism and drug dependence. A policy statement on these matters was adopted after consultation with permanent heads, the Public Service Medical Centre Liaison Committee, staff associations, the Victorian Foundation on Al­coholism and Drug Dependency, and the Chairman of the Health Commission. The pur­pose of the statement is to ensure that there prevails throughout the Service a proper un­derstanding of the means by which alcohol and drug-based problems can be identified and dealt with in the most sympathetic and effective way.

PRE-RETIREMENT PLANNING A marked growth of interest in pre-retirement planning put great pressure on the four re­tirement planning seminars conducted during the year. Participants are invited to attend a full day of lectures and discussions at the Staff Development Centre. Guidance is given on financial, medical, superannuation, emotional and legal aspects of retirement by speakers of wide experience.

STUDY ASSISTANCE Study leave is approved for officers with proven work performance. academic capac­ity and career potential, to help them gain qualifications and enhance their perform­ance.

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Full time study leave with pay was granted to 131 officers from 15 Departments. 61 of these are undertaking post-graduate studies.

EXTERNAL MANAGEMENT COURSES During the year eleven officers from eight departments were nominated to attend man­agement training courses conducted by the Graduate School of Business Administration in the University of Melbourne, the Australian Administrative Staff College and the Institute of Administration in the University of New South Wales.

Pay and Conditions

Under Section 42 of the Public Service Act the Board determines all pay and conditions of employment for persons in the Public Service with the exception of Permanent Heads.

In the exercise of these powers, the Board dealt with numerous submissions from de­partments and from the three approved staff associations the Victorian Public Service Association. the Hospital Employees Federa­tion of Australasia, Victorian No. 2 Branch and the Printing and Kindred Industries Union.

WAGE INDEXATION In its consideration of group salary submis­sions, reclassification proposals and submis­sions relating to conditions of employment and allowances, the Board has continued its practice of examining the applicability of the wage determination principles associated with wage indexation.

Following the September 1978 Wage Fixation Principles decision of the Full Bench of the Australian Conciliation and Arbitration Com­mission, the Board amended its guidelines relating to the consideration of salary, wages and related matters to take account of the revised principles enunciated by the Full Bench. New guidelines were included to pro­vide for resolution of any inequities which might exist where employees performing simi­lar work are paid dissimilar rates without good reason and to clarify the ways of looking at allowances and new work which has not pre­viously been assessed by the Board.

NATIONAL WAGE CASES All salaries iri the Public Service were affected when the Board applied the December 1978 and June 1979 National Wage Case increases to Public Service rates, as follows:

4% with effect from 17 December 1978 3.2% with effect from 1 July 1979

CLAIMS RECEIVED Details of the claims submitted during the year by the approved associations are shown in Appendix 12.

Salary matters were the subject of 11 claims and the remainder related to requests for vari­ations in allowances or conditions of employ­ment. Board decisions were made on 28 claims, including some not finalised in the previous year. Of the claims resolved 5 related to salary matters.

NEW PROCEDURES FOR CLAIMS The Board developed new procedures for the

handling of claims to provide greater involve­ment of the approved associations in the pro­cesses leading to the Board determination of claims presented by the associations. The relevant association can elect to have a member of its staff present during inspections of work to ensure that the matters relevant to its claim are brought to notice.

The Board sees the need to avoid the de­velopment of an adversary situation within the Victorian Public Service industrial system the absence of the adversary situation being, in the Board's view, a major advantage of the present arrangements. To this end, the Board has agreed to advise the associations of the reasons for its decisions and the various is­sues examined in cases where the decisions are less favourable than those sought by the associations. This was in addition to an earlier undertaking to indicate the cases where the application of wage determination principles was the determining factor in refusing the claim.

OTHER CONDITIONS OF EMPLOYMENT Certain conditions of employment were also reviewed on the basis of departmental sub­missions or because of internal considera­tions. New allowances were determined for field officers in the State Forests Department and the Ministry for Conservation who are required to be on stand by during peak danger periods.

EQUAL OPPORTUNITY The Board sought and obtained two exemp­tions (one for a period of one year only) from the provisions of the Equal Opportunity Act 1977. The exemption for one year was granted in relation to the provision of transport for female staff who are required to work after 8.00 p.m. An exemption for two years, with the possibility of further extension, was obtained in respect of the employment of females as Cottage Mothers in the Department of Com­munity Welfare Services. The Board is rep­resented on a steering committee established to oversee a research project examining the feasibility of providing a welfare training course for Aboriginals. One of the aims of the proposed course would be to provide qualifi­cations acceptable for appointment to certain positions in the Public Service.

EDUCATION (SCHOOL COUNCILS) ACT 1975 The Board made a number of determinations relating to rates of pay and conditions of employment of non-teaching staff employed

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20

by school councils. Officers of the Board and Departments acted as chairmen of various Boards of Reference established to hear ap­peals by non-teaching staff against their dis­missal from employment with school councils.

VICTORIAN GOVERNMENT TRAVEL AUTHORITY As was mentioned in last year's report the Board issued decisions under the Victorian Government Travel Authority Act relating to conditions of employment and rates of pay for officers and employees of the Authority.

ALLOWANCES FOR USE OF PRIVA"fE VEHICLES The allowances paid to compensate public servants for using their vehicles on official business have been based on a formula which has operated for almost 40 years without change. Although the rates are determined by the Board, account is taken of recommenda­tions made to it by an expert group called the Distance Rates Conference. That conference comprises a Chairman from the Department of the Premier, who is also Chairman of the Vic­torian Government Transport Committee, and representatives from the Treasury, Teachers' Tribunal, Police Service Board, Country Roads Board and Public Service Board.

The Conference formed a view that the long standing formula for calculating distance rates should be modified to take account of changes in car usage, ownership and costs. The Board, after considering these views, de­cided that a more appropriate formula should be used to calculate the rates for compensat­ing officers for the use of their vehicles and that the new formula would need to be phased in over a suitable period. The first steps to­wards phasing outthe old formula have been taken.

The Victorian Public Service Association made representation to the Board on this question and one proposal made was that the long standing formula for calculating distance rates should be retained. The Board has not adopted this proposal as it considers the old formula is not appropriate to present day cir­cumstances of vehicle use and costs.

The Board and the Board's Office

RESEARCH AND SPECIAL PROJECTS During the year under review, the Board's Research and Special Projects Division came into full operation. The major programs for which the Division is responsible - the Man­agement Review Program, the Manpower P_l9;nning an~ Research Program and the pro­VISion of adv1ce to the Board on machinery of government matters - are now integral parts of the Board's work. Each major program re­flects a recommendation of the Board of In­quiry into the Victorian Public Service, and in aggregate, the creation of the Division is re­garded by the Board as a significant response to Sir Henry Bland's recommendations.

The Management Review Program is a service-wide attempt to review, audit and im­prove the efficiency and effectiveness of major organizational units in the Service. The Reviews are approached on a consultative basis, and pay particular attention to the an~lysis of organizational performance, and efflc1ency and effectiveness indicators are used and developed during the Review. The Review process involves the re-assessment of objectives, strategies and structures and the participative process extends from the Minis­ter to the most junior staff. The Program has achieved wide acceptance, and its progress is mentioned elsewhere in the report.

The Manpower Planning and Research Pro­gram is also developing and providing the Board with new capacity to deal with the com­plex pr~blems ~f coping with the manpower estlmatmg reqUirements of a public sector with relatively shrinking resources to meet ever growing community demands.

The development of a more flexible total scheme of manpower resource allocation is receiving priority attention accordingly, and the announcement of new measures in this area is to be expected early in the next finan­cial year. The Manpower Planning and Re­~earch Program is also. developing quantita­tive manpower planmng techniques and manpower statistics relevant both to the needs of the Board and to those of Depart­ments. The development of departmental capacity in these areas is an important part of the Program. As well, the Program includes the ca~rying out of research and the provision ~f adv1ce to the Board on manpower policy tssues. Some of these issues - like that of technological change -are vitally important to the community and ~re the subject of empir­Ical research and policy development within this Program.

The machinery of government- the structure of departments and agencies - in Victoria is notoriously fragmented and in need of com­prehensive re-thinking. The Board is anxious to use its influence when it can to assist in moves towards more rational macro­administrative structures, and the Board has cre?ted a. L!n!t in its Research and Special Projects D1v1s1on to advise it on these matters. ManaQement Reviews are also producing many 1nstances of scope for structural im­provement. The Division's work in this area addresses a fundamentally important prob­lem, though it is one where the Board's efforts alone will not be effective without the aware­ness and support of the government.

The Board has staffed the Research and Spe~ial Pr'!jects Division with a capable mult1-dtsc1phnary team, drawn from a variety of work. backgrounds, and expects that sig­nificant Improvements in the overall effective­ness of the Service will come about as a dividend from this investment.

VISITS AND CONFERENCES PUBUC SERVICE COMMISSIONERS' CONFERENCE

The.Chairman of the Board, together with Mr. K. L. Hayes, Board Member, and the Chief Public Service Inspector attended the Twenty-Second Australasian Public Service Commissioners"·Conference hosted by the Tasmanian Public Service Board in Hobart in October, 1978. In addition to representatives from all Australian Public Service Boards, rep­resentatives from Fiji, New Zealand and Papua New Guinea participated in the Con­ference.

P~per.s prese~ted to the Conference by the V1ctonan Public Service Board dealt with the relationship between Public Service Boards and Governments, the review of Public Ser­vice legislation, the identification and use of unusually gifted members of the Service and Public Service promotion appeal tribunals. Tw~ Confer~nc~ topics widely discussed, whtch have Implication for all the Public Ser­vices represented were-

• The modified roles of central personnel authorities, mainly stemming from the im­plementation of recommendations of var­ious enquiries into the Public Services.

• The likely impact on Public Service opera­tions of new working arrangements, such as work sharing and flexible working hours.

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VISITS TO DEPARTMENTS

During the year the Board continued to pay personal and informal visits to departments. Since Board members began to make these visits in April 1978 they have been the guests of all major departments in the metropolitan region ·and have inspected several country installations.

The visits have proved extremely valuable and enjoyable. The Board has had the pleasure of meeting literally hundreds of people who ac­tually do the work of the Service, and the opportunity to be introduced to departmental procedures and to learn about present and prospective problems at first hand.

The Board appreciates the cordial co­operation it has received from departments and it looks forward to expanding its visit itinerary next year by travelling to other coun­try locations.

OVERSEAS TRAVEL AWARDS The Board's Overseas Travel Award Scheme aims to provide Administrative Officers with an opportunity to increase their expertise by gain­ing a broader knowledge of administrative procedures in overseas organizations and in­stitutions.

Three officers were granted an award for 1978-79. They were- Mr. D. A. Collard, Chief Administrative Officer, Division of Animal Health, Department of Agriculture; Mr. D. J. Hourigan, Director, Administration Division, Public Service Board; and Mr. L. V. Marchesi, Deputy Commissioner for Corporate Affairs (Investigations), Law Department

Mr. Collard visited the U.S.A. and Canada to examine the organization and operation of administrative services in agricultural estab­lishments. Mr. Hourigan and Mr. Marchesi went to the U.S.A., Canada and the U.K., Mr. Hourjgan visiting Federal and State public service Central Control Agencies and Mr. Marchesi investigating methods to combat corporate crime.

COMPUTERIZED PERSONNEL AND ESTABLISHMENT SYSTEM (PERSYST) As discussed in previous reports, departmen­tal and Board establishment records have been reconciled and placed within the Board's computer data base. A similar pro­cess is now being undertaken with manually compiled personnel records which, when completed, will mean that all departmental and Board records setting out significant common personal details of staff will be on a

computerized data base. This will assist more effective personnel management and policy formulation.

To ensure the accuracy of the data held, printed copies of officers' and employees' personnel details have been distributed. This enables staff members to not only see the information gathered on them, but where necessary, to advise the Board and their De­partments of any necessary amendments.

The Board, as foreshadowed in last year's report. has placed its existing manual records on microfilm so that these may allow ready access until the new computerized establishment and personnel system be­comes fully operational.

As to the proposed extension of PERSYST, a Steering Committee in January 1979 com­menced extensive consultations with De­partments to determine the additional informa­tion which might be included on the data base.

PUBLICATIONS During the year, the following articles were prepared by the Board or Board's officers and have now been published.

• A Conference on Technological Change regarding - "The Management of Technological Change within the context of Public Administration with particular reference to the role of the Public Ser­vice Board". The conference was held in July 1979 and participants and speakers representative of almost all Australian Public Services attended together with a number of representatives from the larger statutory authorities. The Research and Special Projects Division of the Board arranged the conference and the papers presented have been published under the aegis of the Board.

• Mr. L. R. Brown, Secretary, Public Service Board delivered a paper entitled "Re­cords Management Developments within the Victorian Public Service and the Rela­tionship between Records Management and Archives" to the Australian Society of Archivists Conference of 1979. This paper has subsequently been published as part of the Conference proceedings.

• Dr. Murray C. Frazer, Assistant Director (Policy), Recruitment and Staff Develop­ment Division had a monograph entitled "Changing Educational Levels and Pub-

lie Service Recruitment in Victoria" pub­lished in the Australian Journal of Public Administration, Volume XXXVII, No. 4, December 1978.

• Dr. Roy V. Gilbert, formerly Director, Re­cruitment and Staff Development Division but now Chief General Manager, Ministry of Housing had a monograph entitled "Organizational Change in a Public Bureaucracy through a Staff Develop­ment Programme" published in Human Resource Management Australia, Sum­mer 1978.

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Senior Appointments

The following appointments to the First Division were made during the year-

Department of Agriculture

Ministry for the Arts

Chief Secretary's Department Ministry for Conservation

Department of Crown Lands and Survey

Health Department

Ministry of Housing

Law Department

Local Government Department

R. Luff, Chief of Division of Agricultural Education, vice T. H. Kneen, retired. B. R. Wilson, Director, National Museum, vice J. McNally, retired. M. Walsh, Deputy Under Secretary, vice W. K. Nevin, retired. Dr. P. Rudman, Assistant Director (Research), vice T. L. Linton, resigned.

R. E. Holmes, Surveyor-General, vice J. E. Mitchell, deceased.

Dr. G. L. Lipton, Director, Mental Health Division, new office. Dr. R. B. Scotton, Director, Division of Planning and Research, new office. Dr. D. N. Fearon, Director of Child Health (Medical), vice Dr. P. J. Stretton, promoted. Dr. S. B. Fish, Senior District Health Officer, vice Dr. A. Palmieri, resigned. Dr. D. Ashton, Superintending School Medical Inspector, vice Dr. K. Bain, resigned. Dr. J. H. Bartholomeusz, Clinical Tuberculosis Officer, vice Dr. A. Bolza, retired. A. P. Clifford, Director, Finance Division, new office. P. J. Daly, Director of Personnel, new office. J. H. Hicks, Director, Division of Building and Services, new office. Dr. S. R. McKay, District Health Officer, Grade I, vice Dr. J. Harrison, promoted. Dr. C. E. Pereira, Tuberculosis Officer, vice Dr. C. G. Price, transferred. Dr. C. G. Price, Clinical Tuberculosis Officer, vice Dr. J. H. Bartholomeusz, transferred. Dr. R. V. Gilbert, Chief General Manager, reclassified new office. A B. Hicks, General Manager, Housing Development, reclas­sified new office. A B. Hicks, Group Manager, Projects, reclassified new office. J. W. Jungwirth, General Manager, Home Finance. reclassified office. J. D. Cullen, General Manager, Finance and Administration, reclassified new office. A O'Connor, General Manager, Estates Management and Teacher Housing, reclassified office. T. L. Sweeney, Group Manager (Construction), reclassified new office. K. J. O'Connor, Chief Stipendiary Magistrate, vice L. T. Griffin, retired. A X. Lyons, Registrar-General and Registrar of Titles, vice C. P. Alien, retired. A. Vale, Deputy Chief Stipendiary Magistrate, vice E. J. Danaher, retired. J. E. Delves. Deputy Registrar and Chief Examiner of Titles, vice P. T. Spencer, appointed by Governor-in-Council as Pub­lic Trustee. J. M. Buckley, Officer-in-Charge, Criminal Law Branch, reclas­sified office. J. V. O'Donoghue, Deputy Secretary, vice J. A. Ryan, ap­pointed member of the Health Commission.

Department of Minerals and Energy

Department of the Premier

Department of the Premier, Public Service Board Department of Property and Services

Public Works Department

State Forests Department

Treasury

Dr. D. Spencer-Jones. Deputy Secretary, new office. B. V. Millane, Director, Energy Division, new office. J. L. Knight, Director of Geological Survey, vice D. Spencer­Jones, promoted. J. P. Kilmartin, Chief Inspector of Explosives, Gas Examiner and Chief Inspector of Inflammable Liquids, vice R. F. Buckley, retired. W. P. Russell, State Mining Engineer and Chief Mining Inspec­tor, vice R. J. Elllott, transferred. D. L. Young, Director, Support Staff, Victorian Employment Committee, new office.

H. Brzezinski, Chief Computer Adviser, new office.

J. R. Thomas, Director, Land Purchases and Sales Monitoring Division, new office. G. K. Williams, Assistant Director-General, reclassified office. J. F. Swan, Director of Building, vice G. K. Williams, transferred. L. B. Williams, Chief of the Division of Economics and Market­ing, vice G. Griffin, appointed Commissioner of Forests. R. A. Livingston, Assistant Director of Finance {Accounting), vice J. F. McCorkell, retired.

Disciplinary Appeals

During the year tribunals were established under Section 63 to deal with two disciplinary appeals. In each case the appeal was dismis­sed but the penalty varied.

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Honours and Awards

The following honours and awards were conferred during the year-Or. R. G. Downes Companion of the Order of Director of Conservation the Bath (C.B.) (retired 11/4/79) E. F. Bennett, Director of Family Welfare, Department of Community Welfare Services

Officer of the Order of the British Empire (O.B.E.)

(retired 17 /4/78) G. V. W. Lewis, Secretary, State Rivers and Water Supply Commission (retired 24/11/77)

Member of the Order of the British Empire (M.B.E.)

A. J. A. Gardner, Chairman, Public Service Board

Companion of the Imperial Service Order (I.S.O.)

(retired 18/3/78) N. Hillas, Training Officer, Grade Ill, Department of Community Welfare Services (retired 9/7/78)

British Empire Medal (B.E.M.)

R. James, Supervisor of Industries, Department of Community Welfare Services (retired 18/3/78)

Imperial Service Medal (I.S.M.)

A. C. Willis, Inspector of Lands, Senior, Department of Crown Lands and Survey

Imperial Service Medal (I.S.M.)

(retired 11/1 /78) S. R. Carter, Inspector of Lands, Senior, Department of Crown Lands and Survey

Imperial Service Medal (I.S.M.)

(retired 23/9/77) H. Clarke, Chauffeur, Public Works Department

Acknowledgements

At various times during the year, Mr. R. 0. Kefford, Deputy Director-General of Agricul­ture, Mr. P. B. Wade, First Assistant Director of Finance, Mr. K. J. Anderson, Administrative Officer, Department of Labour and Industry and Ms. T.V. Flannery, Charge Nurse, Health Commission, acted as members of the Board. The Board is grateful for the contribution they made to its work.

The Board is again pleased to be able to record its appreciation of the capable and diligent work of all of its staff during the year, and to recognize the continuing happy work­ing relationship between the Board and the approved employee associations which rep­resent the various groups of Public Service staff.

Imperial Service Medal (LS.M.)

Appendices

1. Number of full-time officers and employees in the various Departments, and salaries and wages paid

2. Number of full-time officers in each Department

3. Summary of full-time persons employed under exemption from the Public Service Act 1974

4. Summary of separations from the Service

5. Number of officers in each Department on study leave

6. Level of courses of study being undertaken

7. Details of part-time staff employed in Departments

8. Recruitment into the Second Division

9. Number of appointments made under Section 32

10. Promotions and transfers

11. Promotions to First, Second and Third Divisions

12. Claims submitted by approved Associations

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Appendix 1. COMPARATIVE STATEMENT SHOWING THE NUMBER OF OFFICERS AND EMPLOYEES AND SALARIES AND WAGES PAID AS REQUIRED BY SECTION 18 OF THE PUBLIC SERVICE ACT 1974

At 30th June, 1976 At 30th June, 1977 At 30th June, 1978 At 30th June, 1979

Salaries and Salaries and Salaries and Salaries and Department Wa~es Paid Wa~es Paid Wa~es Paid Wa~es Paid

No. for inancial No. for inancial No. for inancial No. for inancial Year Year Year Year

1975-76 1976-77 1977-78 1978-79

$ $ $ $ Aglicutture

Officers 1,987 19,817,048 2,097 25,386,756 2,213 28,213,647 2,243 31,070,644 Employees 329 1,860,395 292 2,866,302 163 1,656,523 115 480,789

2,316 21,677,443 2,389 28,253,058 2,376 29,870,170 2,358 31,551,433

Arts Officers 449 3,847,756 491 5,222,607 548 5,408,312 607 7,295.461 Employees 114 827,589 112 571,825 77 1,135,523 60

563 4,675,345 603 5,794,432 625 6,543,835 667 7,295,461

Chief Secretary's - State lnaurence Office Officers 491 5,308,236 607 6,061,954 652 7,775,784 Employees 129 644,251 67 666,076 64

620 5,952,487 674 6,728,030 716 7,775,784

Chief Secretary's -Other Officers 2,134 21,398,606 1,790 19,321,651 2,150 22,170,749 2,168 24,491,314 Employees 829 2,327,877 615 1,561,510 293 1,331,477 248 122,356

2,963 23,726,483 2.405 20,883,161 2,443 23,502,226 2.416 24,613,670

Community Wftlfare Servtcea Officers 1,431 19,067,174 1,654 22,238,108 1,688 25,662,098 1,904 28,023,253 Employees 774 868,700 626 707,569 748 1,784,182 593

2,205 19.955,874 2,280 22,945,677 2,436 27,446,280 2,497 28,023,253

Conaervatlon Officers 693 8,761,056 811 9,096.427 883 9,941,942 877 13,544,494 Employees 94 269,552 100 72,601 70 550,587 39

787 9,030.608 911 9.169,028 953 10,492.529 916 13,544,494

Consumer Affalre Officers 39 395,090 50 579,484 53 653,546 Employees 3 60,252 2 38,908 2 29,351

42 455,342 52 618,392 55 682,897

Crown Landa and Survey 9,482,063 Officers 759 6,923,554 797 8,395,479 803 790 17,541,002

Employees 49 729,654 25 261,788 6 55,259 5

808 7,653,208 822 8,657,267 809 9,537,322 795 17,541,002

Education Officers 1,435 15,898,679 1,655 16,440,018 1,816 20,440,203 1,988 21.168,378 Employees 859 886,577 567 107,972 342 167.494 170 1,827.278

2.294 16,785,256 2,222 16,547,990 2,158 20,607,697 2,158 22.995,656

Heallh Officers 3,738 34.815,976 3,957 44,823,104 4,582 47,299,355 5,409 70.228,481 Employees 4,451 31,144,813 5,094 43,034,048 4,161 46,369,965 3,761 37,659,041

8,189 65,960,789 9,051 87,857,152 8,743 93,669,320 9,170 107,887,522

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APPENDIX 1 - Continued

At 30th June. 1976 At 30th June, 1977 At 30th June, 1978 At 30th June. 1979

Salaries and Salaries and Salaries and Salaries and Department Wages Paid Wages Paid

No. for Rnancial No. for Financial No. Wa~es Paid for inancial No.

Wa~es Paid for inancial

Year Year Year Year 1975-76 1976-77 1977-78 1978-79

Housing Officers 778 7,393,398 891 8.706,495 944 8,503,084 916 8,870,758 Employees 123 1,327,414 70 2,177,949 36 2,365.926 22 2,241,454

901 8,720,812 961 10,884,444 980 10,869,010 938 11,112,212

Labour and Industry Officers 396 4,065.897 414 4,287,743 420 5,257,688 454 5,651,951 Employees 29 215,291 40 422,391 25 95,943 13 268,829

425 4,281,188 454 4,710,134 445 5,353,631 467 5,920,780

Land Conservation Council Officers 16 203,896 19 198,589 15 217,904 17 246,633 Employees 2 1,267 26,923 2 13,428 1 5,661

18 205,163 19 225,512 17 231,332 18 252,294

Law Officers 1,575 13,505,611 1,911 21,215,902 1,893 23,763,109 1,906 25,516,446 Employees 295 2,738,467 156 207,655 143 266,927 82 240,976

1,870 16,244,078 2,067 21,423,557 2,036 24,030,036 1,988 25,757,422

Local Government Officers 217 2,260.353 238 2,731,110 221 3,045,621 231 2,923,112 Employees 21 96,622 2 95,389 16 106,379 4 25,069

238 2,356,975 240 2.826.499 237 3,152,000 235 2,948,181

Minerals and Energy Officers 251 2,756,050 265 3,092,536 272 3,458,093 260 3,799,639 Employees 10 38,503 11 15,697 5 4,586 6 30,985

261 2,784,553 276 3,106,233 277 3,462,679 286 3,830,624

Planning Officers 35 239,530 30 1,857,537 40 462,604 37 493,307 Employees 8 39,471 3 21,337 3 26,307

43 279,001 33 1,878,874 40 462,604 40 519,614

Pramler - Audit Office Officers 126 1,656,094 124 1,760,440 127 1,841,619 Employees 5,602 4 6,619 3 15,104

126 1,661.896 128 1,767,059 130 1,856,723

Pramlar - Public Service Board Officers 256 1,764,120 268 3,657,451 186 2,418,506 Employees 15 2,604 40 4,252 10 175,228

271 1,766,724 308 3,661,703 196 2,593,734

Pramlar -Other Officers 483 4,856,134 199 2,410,324 238 2,961,745 240 3,341,928 Employees 37 861,797 20 19,216 17 2.298 26 2,849

520 5.717.931 219 2.429,540 255 2,964,043 266 3,344,777

29

APPENDIX 1 - Continued

1977 At 30th 1979

Salaries and Salaries and Salaries and Salaries and Department Wa~es Paid wa~sPaid Wa~es Paid Wa~es Paid

No. for inancial No for inancial No. for inancial No. for inancial Year Year Year Year

1975-76 1976-77 1977-78 1978-79

Property and Services Officers 3 8,013 468 6,633,242 Employees 242 393,518

3 8,013 710 7,026,760

Public Works Officers 1,313 12,994,659 1,306 14,797,630 1,468 17,339,255 1,457 19,202,004 Employees 196 2,032,157 242 2,114,274 102 1,532,190 81 687,568

1.509 15,026,816 1,548 16,911.904 1,570 18,871,445 1,538 19,889,572

State Development, Decentralization and Tourism Officers 246 1,329,101 287 3,084,906 293 3,379,753 176 1,990,830 Employees 55 19,637 27 81,786 14 88.062 5 44,701

301 1,348,738 314 3,166,692 307 3,467,815 181 2,035,531

State Foresta Officers 714 7,711,972 756 8,788,105 789 10,104,208 783 10,999,463 Employees 86 556,618 33 554.719 26 129,064 18 54,389

800 8,266,590 789 9,342,824 815 10,233,272 801 11,053,852

Ministry of Transport Officers 27 255,788 33 413,308 36 477,251 38 524,761 Employees 6 39,757 4 23,325 4 26,942 3 17,451

33 295,545 37 436,633 40 504,193 41 542,212

Treasury Officers 884 8.649,320 867 8,696,353 878 10,947,979 614 6,933,272 Employees 328 949,904 321 2.030,520 319 1,240,034 29 438,721

1,212 9,599.224 1,188 10,726,873 1,197 12,188,013 643 7,371,993

Water Resources and Water Supply Officers 1,699 16,467,138 1,736 19,713,609 1,802 21,981,061 1,783 23,085.695 Employees 87 1,622,156 79 813,662 38 687,662 39 324,276

1,786 18,089,294 1,815 20,527,271 1,840 22,668,723 1,822 23,409,971

Youth, Sport and Recreation Officers 82 794,777 91 1,015,458 83 1,1()5,791 133 1,761,402 Employees 10 47,931 11 4,290 25 21,924 9 26,916

92 842,708 102 1,019,748 108 1,187,715 142 1,788,318

Totals Officers 21,342 214,033,473 23,207 261,057,295 25,127 293,750,857 26,537 393,165,742 Employees 8,792 49,502,212 8,597 58.505,457 6.745 60,348,230 5.659

30,134 263,535,685 31 ,804 319.562,752 31,872 354,099,087 32,196 393,165,742

N--1 Figures for the year ending 30 June 1979 Include for the l1rst time Permanent Heads and relale io full-t1me oH1cers and employees 2 Recoups from various sources covenng salaries and wages paid lor the year amounted to $29,232.164 3 Expenditure on ovenime amounted to $16,979,212 (with recoups of $647.094} and on penalty rates to $3.199.180 (with recoups of $72.061) 4 F<?r !he year end1ng 30 June 1976: figures for the State Insurance Off1ce are included wtlh the Ch1ef Secretary's Department and ior the Audit Office and the Pubhc Service Board

w1th the Department of the Prem1er

30

Appendix 2 NUMBER OF FULL TIME OFFICERS IN EACH DIVISION IN EACH DEPARTMENT AT 30 JUNE, 1979

Permanent Heads and

Department First Division Second Division Third Division

Total

Men Women Men Women Men Women

Agriculture 19 1 '129 65 757 273 2,243 Arts 5 121 136 221 124 607 Chief Secretary's ~late Insurance 1 276 104 76 195 652 ~ther 5 450 102 718 893 2,168

Community Welfare Services 6 280 216 1,000 402 1,904 Conservation 5 400 54 280 138 877 Consumer Affairs 32 7 3 11 53 Crown Lands and Survey 5 331 20 357 77 790 Education 3 381 111 115 1,378 1,988 Health 33 5 514 252 2,145 2,460 5,409 Housing 10 345 67 340 154 916 Labour and Industry 2 169 26 180 77 454 Land Conservation Council 1 11 2 3 17 Law 19 2 1,055 153 281 396 1.906 Local Government 3 146 9 33 40 231 Minerals and Energy 8 135 12 87 38 280 Planning 1 13 6 2 15 37 Premier

--Audit Office 2 91 11 7 16 127 -Public Service Board 6 106 36 7 31 186 ~er 8 89 24 64 55 240

PropertW and Services 3 96 13 257 99 468 Public orks 8 676 40 534 199 1,457 State Development 1 103 21 12 39 176 State Forests 7 372 17 275 112 783 Transport 1 20 5 3 9 38 treasuf(; 10 312 60 80 152 614 Water esources and Water Supply 10 729 69 825 150 1,783 Youth, Sport and Recreation 1 56 11 24 41 133

Totals 183 7 8.438 1,647 8,685 7.577 26,537

31

Appendix 3 SUMMARY OF PERSONS EMPLOYED UNDER EXEMPTION FROM THE PUBLIC SERVICE ACT 19741N THE VARIOUS DEPARTMENTS AS AT 30 JUNE, 1979

Exempted Pursuant Exempted Pursuant

Department to Section 4 (I) (k) to Section 40 (5) Total

Men Women Men Women

Agriculture 457 159 77 133 826 Arts 6 7 1 14 Chief Secretary's

-State Insurance 1 1 -Other 41 33 14 5 93

Community Welfare Services 11 34 76 117 238 Conservation 211 5 85 25 326 Consumer Affairs 1 1 Crown Lands and Survey 720 12 68 14 814 Education 8 3 4 25 40 Health 235 652 887 Housing 226 2 4 232 Labour and Industry 6 3 3 12 Land Conservation Council Nil Law 101 12 8 39 160 Local Government 4 6 10 Minerals and Energy 50 5 6 61 Planninljl 5 3 8 Premiers

-Audit Office 2 2 -Public Service Board 4 7 11 -Other 40 13 3 6 62

Property and Services 20 4 2 5 31 Public Works 1,028 22 31 18 1,099 State Development 1 2 3 6 12 State Forests 883 25 6 2 916 Transport 1 1 Treasu~ 17 41 58 Water esources and Water Supply 1,273 69 9 5 1,356 Youth, Sport and Recreation 7 11 4 9 31

Totals 5,090 405 674 1,133 7,302

32

Appendix 4 SUMMARY OF SEPARATIONS FROM THE SERVICE FOR THE YEAR ENDED 30 JUNE, 1979

First Second Third Temporary

Type of Separation Division Division Division StaH

Total Men Women Men Women Men Women Men Women

Retirement AQe 65 1 15 1 83 25 5 4 134 Voluntary Retirement 8 50 1 125 56 2 13 255 Retirement-Ill Health 37 4 98 53 8 21 221 Resignation 370 220 305 634 469 875 2.874 Death 10 1 29 10 1 69 Termination of Service 5 3 116 Other 2 7 8 47

Totals 12 483 229 652 789 554 997 3,716

Appendix 5 NUMBER OF OFFICERS IN EACH DEPARTMENT ON STUDY LEAVE DURING THE 1979 ACADEMIC YEAR

Department With Pay Without Pay

Total Full-time Part-time Full-time Part-time Leave Leave Leave Leave

Agriculture 54 111 2 167 Arts 1 14 2 2 19 Chief Secretary's

-State Insurance 69 70 -Other 57 1 58

Community Welfare Services 16 155 5 176 Conservation 5 99 1 2 107 Consumer AHairs 6 6 Crown Lands and Survey 76 2 78 Education 84 84 Health 8 80 1 89 Housing 1 62 2 65 Labour and Industry 1 42 1 44 Land Conservation Council 1 1 Law 189 2 192 Local Government 22 1 23 Minerals and Energy 27 1 28 Planning 5 5 Premier's

-Audit OHice 29 29 -Public Service Board 2 22 25 --Other 25 25

Property and Services 18 19 Public Works 145 2 148 State Development 17 17 State Forests 34 48 82 Transport 4 4 Treasury 2 49 52 Water Resources and Water Supply 3 122 2 127 Youth, Sport and Recreation 16 16

Totals 131 1,594 23 8 1,756

33

Appendix 6 LEVEL OF COURSES OF STUDY BEING UNDERTAKEN DURING THE 1979 ACADEMIC YEAR

Level of Course of Study Number of Students

Full-time Part-time

Post-graduate 82 148 DrJbee 61 618 Dip ma 10 263 Certificate 1 410 Other 163

Totals 154 1,602

Appendix 7 PART-TIME STAFF EMPLOYED AT 30 JUNE, 1979 BY DEPARTMENT AND SEX

Department

Agriculture

Chief Secretary's -State Insurance Office -Other

Community Welfare Sefllices

Consefllation

Consumer Affairs

Crown Lands and Suflley

Education

Labour and Industry

Premier's -Auditor -General -P.S.B. -Other

Property and Sefllices

Public Works

Stale Development, Decentralization and Tourism

Transport

p

Males Females

T E p T

17 2 41 6 53

6

36 10 3 146

NOTE-"P", "T" and "E" refer to Permanent, Temporary and E)(empt staff respectively.

34

Total

E p T

2

2

60 24 6 55

26

1

327

38 3 182

Total

230 679 273 411 163

1,756

Total

E

41 43

13 15

77 77

65 126 32 32

368 368

48 233

21

60

44

Water Resources and Water Supply

Youth, Sport and Recreation

Totals

Appendix 8

38 167 9 248

APPENDIX 7 - Continued

38 38 38 644 9 811 1,106

RECRUITMENT INTO THE SECOND DIVISION DURING THE YEAR ENDED 30 JUNE, 1979

Base Grade Graduate Appointment Section

Department Recruitment Cadets From 32 Total Scheme Qualifying Appointment

Examination

Agriculture 2 9 40 51 Arts 1 2 26 29 Chief Secretary's

-State Insurance Office 41 11 52 -Other 1 45 9 55

Community Welfare Services 2 13 52 67 Conservation 5 17 22 Crown Lands 2 3 9 14 Education 22 3 25 Health 53 23 81 158 Housing 2 17 5 24 Labour and Industry• 15 3 18 Law 8 44 5 57 Local Government .. 1 9 4 14 Minerals and Energy 1 11 12 Premier's 16 4 14 9 43 Property and Services 2 4 4 10 Public Works 1 12 8 21 State Development 1 2 2 5 State Forests 3 2 5 Transport 1 1 Treasury 2 38 5 45 Water Resources 1 15 21 38 Youth, Sport & Recreation 1 1

Totals 41 60 339 327 767

• Includes Consumer AHairs -*Includes Planmng

Appendix 9 SECTION 32 APPOINTMENTS Dl.JF!ING THE YEAR ENDED 30 JUNE, 1979

Male Female Total

First Division 10 10 Second Division 195 132 327 Third Division 882 1,212 2.094

Totals 1,087 1,344 2.431

35

Appendix 10 PROMOTIONS AND TRANSFERS

Promotions Transfers to

Department Advertised Positions

Within From Other Within From Other Dept. Dept. Dept. Dept.

Agriculture 90 13 30 8 Arts 21 3 8 1 Chief Secretary's 185 17 33 17 Community Welfare Services 122 3 34 11 Conservation 55 12 11 5 Consumer Affairs 1 0 0 3 Crown Lands and Survey 31 11 3 2 Education 40 9 16 14 Health 267 15 63 12 Housing 31 8 4 6 Labour and Industry 19 5 6 5 Land Conservation Council 3 1 0 0 Law 105 15 20 11 local Government 21 4 0 0 Minerals and Energy 26 2 1 2 Plannin9 4 1 1 1 Premiers 49 26 6 5 Property and Services 14 1 2 6 Public Works 76 16 19 4 State Development 6 6 4 0 State Forests 32 12 16 1 Transport 2 2 1 0 Treasury 61 10 8 1 Water Resources and Water Supply 120 9 66 10 Youth, Sport and Recreation 6 0 2 2

Totals 1,387 201 354 127

36

Appendix 11 PROMOTIONS TO FIRST, SECOND AND THIRD DIVISIONS

DEPARTMENT PROMOTED TO

"' "' ~ >, <= '~ c;, 0

>, c: Q. ~ ~ ::;) ::;)

~ 0 (/) ~ e Q

"' ::;) 1::' <= E >, ~ E "" "' "' ~ ~

(/) 0 :;» "' a: ., "' 'E "' -1::' ~ '<;j "" :::> ii E "' E !:5 "" = c:: <= ~ "' Q. ::; "' <= "' "" c: w

~ t ;;; ,i;' 0 < "" E "' :u ~ 0 0 0 "' <= "' "" "" ;:;

::; tl ~ "' c:

""' <= > "'

0 > ::' t "' Q. c: e 0 "' 0> 3: "' (/)

"' c:: -' 0 0> 0 -:u i;' "' .f 0 1::' a: '§ (/) :::> ~ '-' "' ~

<= Cl E lJl ill <= = c: ::; 'C: "' ,f,? Q. :::> -' u l2 E il: u '<);

0 "' 1:i E Q. ~ ~ "' "' :u 5 < ·;:: "' c:: <= e :::> ~ :::> .0 c:: il: <= c: e 0 :0 c: "' ~ ::;) >-"" t "" 0 0 0 "" 0 "' .:3 .:3 0 :i .!3! a: ::l

U'i U'i ~ ::' 3: 0 0 <( <( Q Q Q Q u UJ :I: :I: -' -' c. c. c. >- >- >- >-

2 103

1 24

2 2 3 2 202

125

67

1

3 I 42

lE 2 2 49

0 3 282 a: u. 31 3 39 c

19 24 LIJ 1-0 3 4 lE

2 2 0 105 2 2 120 a: -·--~--------- ---~---------

Q. 21 3 25 1- 26 28 z LIJ

4 5 lE 1-

6 4 49 2 75 a: < Q. LIJ

14 15 c 3 2 76 92

1 6 12

2 2 2 32 44

1 2 4

2 2 2 61 71

2 120 129

6 6

2 37 52276 36 25 7115 32 34 4 63 26 86 11 38 5 74128 ~0 1,588

37

Appendix 12 Cl_AIMS SUBMITTED BY APPROVED ASSOCIATIONS (Period 1.1.78 - 30.6 79)

MAJOR CLAIMS

(a) Salary Rates (i) Victorian Public Service

Association

(ii) Hospital Employees Federation of Australasia

No. 2 Branch (lii) Printing and Kindred

Industries Union (b) Conditions of Employment

(i) Victorian Public Service Association

(ii) Hospital Employees Federation of Australasia

No. 2 Branch

38

1. 2. 3.

4.

5

6.

7.

8

9.

10.

11.

12

13.

14.

15.

16.

17.

18.

19.

20.

21

Cla1m for an increase in the rates of pay for Pre-School Advisers Claim for an increase 1n the rates of pay for Publications and Publicity Officers. Request that salary rates in the Victorian Public Service be increased by 4% with effect from 15 November 1978 following the decision of the Australian Conciliation and Arbitration Commission in the National Wage Case, June and September Quarters 1978. Request for a salary increase for all classifications of Inspectors of Land, and the introduction of a toxic allowance. Rev1ew of salary rates for the classifications of Draughting Assistant in the Third Schedule. Review of salary rates for Occupational Therapists employed in the Mental Health Division, Health Commission of Victoria. Request that salary rates in the Victorian Public Service be increased by 4% with effect from 1 July 1979 following the decision of the Australian Concilia­tion and Arbitration Commission 1n the National Wage Case. December 1978 and March 1979 Quarters. Request to amend the Public Serv1ce Determinations to ensure the officers who transfer from the Third Division to offices classified in the Second Div1sion do not suffer a reduction in salary. Request to review the method of calculating wages rates of "exempt" typists employed up to 560 hours per annum in the Education Department. Request for an investigation of a purported salary anomaly in the classifica­tions of General Hand, Leading and Cleaner, Senior.

Log of claims regarding salaries and conditions of employment for printing staff at the Government Printing Office Request that the Board reconsider the Association's claim for the prescription of a ten hour rest break between periods of duty. Request to increase the rates of reimbursement for accommodation, meals and incidental expenses 1ncurred whilst travelling on official duties. Request for a review of the allowance prescribed in Determination 72A for Cottage Mothers who are unable to take four days off per fortnight. Request that the Board issue a circular outlining the appropriate practice to be following by Departments in relation to allowances prescribed in Public Serv1ce Determination 92, during periods of leave Request, pursuant to Public Serv1ce Regulation 115(1). to be recognized as the approved Association by whom representations may be made to the Board on behalf of certain Third Division clerical and related staff of the Mental Health Division of the Health Commission. Review of the allowances for stand by applicable to District Forest staff during the fire season. Request for the Board to receive a deputation on proposed amendments to the formula for calculating distance rates prescribed in Public Service Deter­mination 163. Request that the Board amend the employment conditions of "exempr· Works Supervisors in the Public Works Department, to provide for the granting of Public Holidays on the sarne basis as applies to officers. Request to be recognised under Public Service Regulations Part X No. 115(1) as the approved Association by whom representations may be made to the Board on behalf of certain Third Division nursing and artisan staff of the Alcoholics and Drug Dependent Persons Services Branch. Request that because of a number of problems that have arisen in relat1on to the introduction of a nursing aide training course, and the creation of a new office of Mental Health Aide, the Board as a matter of urgency convene a conference between the Mental Health Division, the Board and the Federa­tion.

22. Request to consider amendment to Public Service Determination 50 to pro­vide for a m1nimum rest break period of 10 hours between two periods of duty. or the payment of double time rates

OTHER CLAIMS

(ill) Printing and Kindred Industries Union

(i) Victorian Public Service Association

(ii) Hospital Employees Federation of Australasia

No. 2 Branch

(ili) Printing and Kindred Industries Union

23.

24.

25.

26.

27.

28.

29

30.

31.

32.

33

34.

35.

36.

37.

38.

39

Request to receive a delegation to d1scuss conditions of employment applic­able to night shift employees at the Government Printing Office Request to review the allowance paid to Estate Officers, Third Division, Office of the Housing Commission, Ministry of Housing as compensation for be1ng required to reside on a Commission Estate and for being required to perform standby and overtime duty outside the ordinary hours of duty. Request for a review of the rates of camping allowances payable to officers and employees whilst engaged in duties necessitating their living in a camp. Request that the Board investigate the performance by Teaching Service staff of administrative duties, that are appropriately undertaken by Public Service Otficers Request for re-imbursement of the cost of packing and unpacking furniture and effects in addition to the cost of conveyance, when required to move from one 1ocation to another. Request to amend allowances paid to crew members on board the Public Works Department vessel "SS Rip" and dredges "Matthew Flinders" and ·'April Hamer" when rations are not provided. Request that the Public Service Determinations be amended to provide for a minimum overtime payment of three hours to Meat Inspectors, Department of Agriculture, when required to perform overtime duty after ceasing ordinary hours of duty. Request that the Board amend the employment conditions for Gardeners employed on an "exempt" basis at the Royal Botanic Gardens, Department of Crown Lands and Survey to provide payment of a gratuity at the rate of $130a year for the performance of first aid duties. Request that an allowance be paid to those officers and employees who are issued with uniforms or protective clothing and who are required to bear the costs of dry cleaning or laundering of same. Request to amend Public Service Determination 125 by increasing the hard lying allowance prescribed for ofhcers and employees serving on SS R1p, Ports and Harbours Division, Public Works Department from $261 to $390 a year. Request to examine problems experienced by the Department of Agriculture in implementing the provisions of Public Service Determination 51 (1) relating to excess travelling tirne compensation as it applies to Meat Inspectors attached to the Animal Health Division. Request to amend Public Service Determination 81 ( 1 )(a)(ii) to describe a night shift as one commencing at or after a certain hour rather than as one falling wholly Within the hours of 8 p.m. and 6 a.m Request to amend Public Service Determination 50(9) to reflect the rate of penalty payment in the prescription for granting time off in lieu of overtime. Request that offices be created to effect the permanent appointment of certain field staff employed in the Division of National Parks, Ministry for Conservation. Request for a review of the penalty rates for Firemen employed by the Mental Health Division of the Health Commission, for working Sunday shifts. Request for payment of a meal allowance to officers and employees working overtime following a night shift. Request that because of the nature of the work, employees of the Government Printing Office be supplied with protective clothing.

39

No. 65--15856/79. Price $1.30

40