❓ A parliamentary question regarding the Great Southern Institute of Technology's (GSIT) policy on external employment for staff, prompted by concerns raised by the CPSU/CSA. The answer clarifies the policy, its application, and the reasons behind it.
AnsweredQoN 4524Legislative Council
QuestionView source ↗
I refer to the recent survey included in the correspondence of 2 June and 28 July 2011 to the Minister from the Community and Public Sector Union, Civil Service Association (CPSU/CSA) in relation to members of the administrative and lecturing staff within the Great Southern Institute of Technology (GSIT). Given that out of those members surveyed, nearly 70 percent believed there were not any opportunities for promotion, I ask -
(1) What is the recent ruling in relation to staff being prohibited to undertake external employment?
(2) What staff does it apply to?
(3) Who made the decision for this ruling?
(4) What is the reason this decision was made?
(5) Why are staff prohibited from undertaking external employment even when that employment is within the same agency and outside normal work hours?
(1) What is the recent ruling in relation to staff being prohibited to undertake external employment?
(2) What staff does it apply to?
(3) Who made the decision for this ruling?
(4) What is the reason this decision was made?
(5) Why are staff prohibited from undertaking external employment even when that employment is within the same agency and outside normal work hours?
AnswerView source ↗
Answered
20 September 2011
Responded by
Minister for Training and Workforce Development
Response time
35 days
(1) The Institute receives a constant stream of applications for external employment from various staff. The assessment of these applications is undertaken in accordance with the Institute's policy on External Employment.
(2) The policy applies to all full time, fractional and contract Institute staff.
(3) In accordance with the Public Sector Management Act, the Institute Governing Council, as the employing authority, is responsible for granting permission for staff to engage in activities unconnected with their functions. This includes external employment.
(4) There are a variety of reasons why permission to undertake external employment may or may not be granted and they ostensibly revolve around whether it is considered that the external employment constitutes a conflict with the Institute's interests or whether it has the potential to affect a staff member's capacity to work effectively. The following is an extract from a briefing note provided to the Institute's Consultative Committee in response to a request for clarification on the assessment of applications for external employment:
The following issues may and have been considered:
(a) Whether the application is supported by the relevant Manager.
(b) Whether the primary employment contract is full or part time.
(c) How demanding that primary employment is.
(d) How much "external" or additional work is involved and how ongoing it is. For example, an additional 3 hours of lecturing would usually equate to 6 hours of actual additional work each week. The effect that the additional hours has then needs to be considered in terms of possible effects on the employee's health, safety and family considerations.
(e) Whether the proposed external work compliments the existing primary role. An example of where this may be considered favourably is where a lecturer would gain industry experience as a result of external employment.
(f) The likelihood or potential for some of the responsibilities of the external role detracting from or being done during, the employee's primary hours of duty. An example of this may be a GOSAC staff member attending lecturing related courses during their normal hours of duty.
(g) The industrial implications of having a high percentage of casual lecturers as opposed to fixed term contract or permanent staff delivering those units. In that regard, all Portfolios have been asked to keep casual lecturing numbers to a minimum, following representations from the SSTU.
(5) Please refer to the response provided to Question 4. All applications are assessed on face value and any decision to refuse external employment will have been made after considering the facts.
Notice: This document is created or edited using unregistered or evaluation copy of rtLib valid for testing or development purposes only. To use it for productive or any other purposes please register it. You may purchase the license on
http://www.rtlib.com
(2) The policy applies to all full time, fractional and contract Institute staff.
(3) In accordance with the Public Sector Management Act, the Institute Governing Council, as the employing authority, is responsible for granting permission for staff to engage in activities unconnected with their functions. This includes external employment.
(4) There are a variety of reasons why permission to undertake external employment may or may not be granted and they ostensibly revolve around whether it is considered that the external employment constitutes a conflict with the Institute's interests or whether it has the potential to affect a staff member's capacity to work effectively. The following is an extract from a briefing note provided to the Institute's Consultative Committee in response to a request for clarification on the assessment of applications for external employment:
The following issues may and have been considered:
(a) Whether the application is supported by the relevant Manager.
(b) Whether the primary employment contract is full or part time.
(c) How demanding that primary employment is.
(d) How much "external" or additional work is involved and how ongoing it is. For example, an additional 3 hours of lecturing would usually equate to 6 hours of actual additional work each week. The effect that the additional hours has then needs to be considered in terms of possible effects on the employee's health, safety and family considerations.
(e) Whether the proposed external work compliments the existing primary role. An example of where this may be considered favourably is where a lecturer would gain industry experience as a result of external employment.
(f) The likelihood or potential for some of the responsibilities of the external role detracting from or being done during, the employee's primary hours of duty. An example of this may be a GOSAC staff member attending lecturing related courses during their normal hours of duty.
(g) The industrial implications of having a high percentage of casual lecturers as opposed to fixed term contract or permanent staff delivering those units. In that regard, all Portfolios have been asked to keep casual lecturing numbers to a minimum, following representations from the SSTU.
(5) Please refer to the response provided to Question 4. All applications are assessed on face value and any decision to refuse external employment will have been made after considering the facts.
Notice: This document is created or edited using unregistered or evaluation copy of rtLib valid for testing or development purposes only. To use it for productive or any other purposes please register it. You may purchase the license on
http://www.rtlib.com
Explore WA Government Data
Search the full archive in the free dashboard, or query programmatically via API.
Explore more
Government Gazette
Appointments, regulatory notices, planning changes.
Hansard
Debates, questions, speeches and sentiment.
Tabled Papers
Reports and documents tabled in Parliament.
Committees
Committee profiles and recent reports.
Regulations
Subsidiary legislation with filters and summaries.
Bills
Proposed laws and parliamentary progress.
Acts
Current WA legislation and summaries.
Explanatory Memoranda
Bills with EMs (text/PDF) available.
Members
MP profiles, party breakdown and rankings.
Pollie Rankings
Data-driven rankings across 19 categories.
Amendment Chains
Track how schemes and regulations evolve over time.