The People & Culture Podcast is a series of in-depth discussions with practitioners and leading experts on emergent trends impacting on the shape of the future workforce. First published in the Mandarin – in this episode I am joined by Gabrielle Sullivan, director of employment and industrial law at Bradley Allen Love lawyers. We discuss why performance management in the public sector is so fraught with horror stories and find out what’s true, myth, or simply a matter of perspective.
CLICK HERE TO LISTEN TO THE PODCAST Acting for both employers and employees, Gabrielle handles matters relating to hiring and firing and everything else in between. She deals with issues across the ACT, NSW and federal governments as well as local councils and the private sector.
We discuss how performance management can be slow to be implemented in the public sector due to factors like the difficulty of the process, managers’ fears that they won’t be acknowledged and people’s unwillingness to deal with conflict. Agencies can, however, swiftly invoke misconduct proceedings when they want to exit an employee.
I ask Gabrielle about performance management in the public sector and the confusion that can occur when performance issues are pursued as misconduct matters. In explaining the difference, she makes the great analogy of the difference between ‘can’t cook’ and ‘won’t cook.’
“I do see some spectacularly unfair decisions being made… there is a profound reluctance once they’ve committed to a course, to change that course even when it’s patently clear that that should happen.”
We also discuss why bullying and harassment receives so much attention in the public sector but, paradoxically, remains unaddressed in some workplaces. We explore what cultural and other factors contribute to specific bullying behaviours in workplaces and why particular workplaces (such as health) seem over-represented.
Dealing with unscheduled absences is also covered in our conversation and I ask Gabrielle about her views on enterprise bargaining in the APS, including a recent policy statement from the Public Service Commissioner and the response from the ACTU.
We also discuss the operation of part of the Fair Work Act (s.424) enabling suspension of proposed industrial action by the Fair Work Commission (FWC) and a recent decision made by that body.
Links and resources
The Bradley Allen Love website.
The 2018 APS Workplace Bargaining Policy referred to our conversation can be found on the Australian Public Service Commission site and the ACTU’s response to the cabinet approved policy can be found in this press release of 9 February.
Here is a story from the Sydney Morning Herald covering the decision by the FWC in January to suspend proposed industrial action by NSW rail workers and the wording of s424 of the Fair Work Act can be accessed here.
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Thanks for listening.