Home' Defence Magazine : Issue 5 2011 Contents 8 DEFENCE MAGAZINE
Bargaining has recommenced towards
a replacement Defence Enterprise
Collective Agreement (DECA) 2011.
Following the employee ‘no’ vote in
July, a revised pay offer was made to
bargaining representatives, however
both Defence and the representatives the
parties continue to remain divided on the
issue of pay.
Defence is maintaining its commitment
to offer its APS1-EL2 workforce a
remuneration level that is in the top
quartile of APS salaries, proposing a nine
per cent offer for three years; an offer
that delivers on this commitment and
is supported by the APS Remuneration
Sur vey data provided by Mercer
Government’s enterprise bargaining
policy in the public sector requires an
organisation to achieve productivity or
efficiency gains to offset pay increases.
Defence has used the productivity
gains achieved through the Strategic
Reform Program (SRP) as justification
for the genuine, quantifiable productivity
improvements needed to offset the pay
rise currently on offer.
Defence’s achievements under SRP
have enabled the organisation to fund the
proposed pay offer without detriment to
other elements of the employment package.
The Deputy Secretary People Strategies
and Policy, Phil Minns, says Defence’s
priority is to deliver a balanced and
appealing employment package.
“The proposed DECA 2011 builds
on the conditions of DECA 2009 and is
written in a way that encourages a healthy
balance between work, home and family
life; encourages our people’s professional
development; and provides for a fair and
inclusive work environment,” Mr Minns says.
“Feedback from our Defence APS
workforce through avenues like the
Defence Attitude Sur vey suggests that we
are delivering on these commitments for
the bulk of the Defence APS workforce.”
Additionally, results of the DECA 2011
sur vey, conducted following the first
DECA 2011 vote, supports that the APS
workforce is generally satisfied with the
conditions on offer.
“We acknowledge though that there is
always room for improvement, and that there
may be some areas in the APS workforce
where our people are not necessarily
accessing the good conditions of ser vice
we’ve built into the DECA,” Mr Minns says.
“We’re working to tackle this and
make application more consistent.
Through DECA 2011 we have been
developing a range of scenario-based
examples to make the principles and
intent of DECA 2011 clearer.
“The aim of these scenarios is to dispel
myths and misinformation and to support
super visors and managers in implementing
various employment provisions, such as
flexible work arrangements.
“In addition to the DECA, we are
compiling the feedback you provide us
through sur veys into quarterly reports
that give Defence with an indication of
what we are doing well and where we
“Through communicating the Defence
Employment Offer, we will share this
intelligence and request that leaders,
managers and supervisors help deliver
on the commitments outlined in our
employment package,” Mr Minns says.
Defence is also investing in its people
through projects that focus on building
people capability for Force 2030.
The Defence APS Core Capability
Framework is the first stage of a three-
year career and talent management
system designed to help grow employees
as leaders of the Defence organisation
(see separate story on page 27).
It will see a shift in Defence from a
situation where APS employees largely
manage their careers with limited
assistance, to a system where managers
and super visors take a more active
role in the career development of their
“We know that our APS workforce
wants better information to manage
their careers and promotional prospects.
The Framework is intended to meet
this need and connect our people more
closely with organisational performance
goals,” Mr Minns says.
“Defence believes that an attractive
employment package isn’t just about pay.
“We’re committed to delivering
a balanced and appealing package
that provides for our people’s career
development, makes an investment
in our people with training and
development to prepare them for future
roles, rewards loyalty, enables our
people to take a break from work each
year, and within a package that supports
our people and their families.”
In addition to the DECA, a new
Workplace Remuneration Agreement
(WRA) is currently being negotiated for
ADF members. The Chiefs of Ser vice
Committee expressed its support for the
WRA to contain a pay offer of nine per
cent for three years, which is consistent
with the pay offer to the APS workforce.
Preserving the link between the
DECA and the WRA is considered an
important strategic objective to support
Defence’s integrated workforce. The
Defence Force Remuneration Tribunal
was scheduled to hear the submission
for a replacement WRA on October 27.
To find out more on DECA 2011, visit
the DECA 2011 Pay and Conditions
intranet page for the latest information
on pay, industrial action and newsletters.
You can also contact the Defence
Workplace Relations team directly
in relation to DECA 2011, with an
email to DECA.firstname.lastname@example.org
for DECA 2011
The Deputy Secretary People Strategies and Policy,
Phil Minns, is working towards a balanced and
appealing employment package.
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