❓ Dr. Woollard inquires about redeployment of former school cleaners, assessment procedures, costs, and alternatives. The Education Department details training, costs of supernumerary positions, and reasons for not pursuing redeployment in other agencies.
AnsweredQoN 1701Legislative Assembly
QuestionView source ↗
(1) Are there people who were previously employed as cleaners in State Government schools who are presently in a supernumerary capacity awaiting redeployment?
(2) If yes -
(a) what are the assessment procedures for redeployment opportunities;
(b) how many people are awaiting redeployment and what is the initial cost to the Education Department of these supernumerary positions; and
(c) what other alternatives have been considered in relation to these people such as transferring them to other Government agencies as cleaners, or redundancy?
(2) If yes -
(a) what are the assessment procedures for redeployment opportunities;
(b) how many people are awaiting redeployment and what is the initial cost to the Education Department of these supernumerary positions; and
(c) what other alternatives have been considered in relation to these people such as transferring them to other Government agencies as cleaners, or redundancy?
AnswerView source ↗
Answered
7 May 2002
Responded by
Minister for Education
Response time
41 days
(b) how many people are awaiting redeployment and what is the initial cost to the Education Department of these supernumerary positions; and (c) what other alternatives have been considered in relation to these people such as transferring them to other Government agencies as cleaners, or redundancy?
(c) what other alternatives have been considered in relation to these people such as transferring them to other Government agencies as cleaners, or redundancy?
(2) (a) Redeployed cleaners were placed in schools in a supernumerary capacity to undergo training for suitable alternative employment. Training is interactive and hands on, and is provided in schools by experienced staff performing the same type of work. When a redeployee is judged by the school principal to have attained sufficient knowledge and experience to be able to undertake their new role, the redeployee is placed as the Department identifies a vacancy. This placement is probationary for up to 6 months. Assessment is done through direct feedback from staff assisting with the training, and reporting is done through a Redeployee Assessment Form. This form is based on the competencies a person must possess in order to carry out the role of the relevant position. (b) The Department currently has 108 redeployees classified as supernumerary. The annual cost is approx $1.2 million in direct wages. (c) Before they were made redundant, all cleaners were offered the choice between voluntary severance, transfer to a cleaning contractor or redeployment into suitable alternative employment. Due to the return to day labour cleaning, there are now additional redeployment opportunities within the Department. The Department has not actively pursued redeployment opportunities with other government agencies as vacancies were limited and there are opportunities for suitable work within the Department of Education.
When a redeployee is judged by the school principal to have attained sufficient knowledge and experience to be able to undertake their new role, the redeployee is placed as the Department identifies a vacancy. This placement is probationary for up to 6 months. Assessment is done through direct feedback from staff assisting with the training, and reporting is done through a Redeployee Assessment Form. This form is based on the competencies a person must possess in order to carry out the role of the relevant position. (b) The Department currently has 108 redeployees classified as supernumerary. The annual cost is approx $1.2 million in direct wages. (c) Before they were made redundant, all cleaners were offered the choice between voluntary severance, transfer to a cleaning contractor or redeployment into suitable alternative employment. Due to the return to day labour cleaning, there are now additional redeployment opportunities within the Department. The Department has not actively pursued redeployment opportunities with other government agencies as vacancies were limited and there are opportunities for suitable work within the Department of Education.
Assessment is done through direct feedback from staff assisting with the training, and reporting is done through a Redeployee Assessment Form. This form is based on the competencies a person must possess in order to carry out the role of the relevant position. (b) The Department currently has 108 redeployees classified as supernumerary. The annual cost is approx $1.2 million in direct wages. (c) Before they were made redundant, all cleaners were offered the choice between voluntary severance, transfer to a cleaning contractor or redeployment into suitable alternative employment. Due to the return to day labour cleaning, there are now additional redeployment opportunities within the Department. The Department has not actively pursued redeployment opportunities with other government agencies as vacancies were limited and there are opportunities for suitable work within the Department of Education.
(b) The Department currently has 108 redeployees classified as supernumerary. The annual cost is approx $1.2 million in direct wages. (c) Before they were made redundant, all cleaners were offered the choice between voluntary severance, transfer to a cleaning contractor or redeployment into suitable alternative employment. Due to the return to day labour cleaning, there are now additional redeployment opportunities within the Department. The Department has not actively pursued redeployment opportunities with other government agencies as vacancies were limited and there are opportunities for suitable work within the Department of Education.
(c) Before they were made redundant, all cleaners were offered the choice between voluntary severance, transfer to a cleaning contractor or redeployment into suitable alternative employment. Due to the return to day labour cleaning, there are now additional redeployment opportunities within the Department. The Department has not actively pursued redeployment opportunities with other government agencies as vacancies were limited and there are opportunities for suitable work within the Department of Education.
Due to the return to day labour cleaning, there are now additional redeployment opportunities within the Department. The Department has not actively pursued redeployment opportunities with other government agencies as vacancies were limited and there are opportunities for suitable work within the Department of Education.
The Department has not actively pursued redeployment opportunities with other government agencies as vacancies were limited and there are opportunities for suitable work within the Department of Education.
(c) what other alternatives have been considered in relation to these people such as transferring them to other Government agencies as cleaners, or redundancy?
(2) (a) Redeployed cleaners were placed in schools in a supernumerary capacity to undergo training for suitable alternative employment. Training is interactive and hands on, and is provided in schools by experienced staff performing the same type of work. When a redeployee is judged by the school principal to have attained sufficient knowledge and experience to be able to undertake their new role, the redeployee is placed as the Department identifies a vacancy. This placement is probationary for up to 6 months. Assessment is done through direct feedback from staff assisting with the training, and reporting is done through a Redeployee Assessment Form. This form is based on the competencies a person must possess in order to carry out the role of the relevant position. (b) The Department currently has 108 redeployees classified as supernumerary. The annual cost is approx $1.2 million in direct wages. (c) Before they were made redundant, all cleaners were offered the choice between voluntary severance, transfer to a cleaning contractor or redeployment into suitable alternative employment. Due to the return to day labour cleaning, there are now additional redeployment opportunities within the Department. The Department has not actively pursued redeployment opportunities with other government agencies as vacancies were limited and there are opportunities for suitable work within the Department of Education.
When a redeployee is judged by the school principal to have attained sufficient knowledge and experience to be able to undertake their new role, the redeployee is placed as the Department identifies a vacancy. This placement is probationary for up to 6 months. Assessment is done through direct feedback from staff assisting with the training, and reporting is done through a Redeployee Assessment Form. This form is based on the competencies a person must possess in order to carry out the role of the relevant position. (b) The Department currently has 108 redeployees classified as supernumerary. The annual cost is approx $1.2 million in direct wages. (c) Before they were made redundant, all cleaners were offered the choice between voluntary severance, transfer to a cleaning contractor or redeployment into suitable alternative employment. Due to the return to day labour cleaning, there are now additional redeployment opportunities within the Department. The Department has not actively pursued redeployment opportunities with other government agencies as vacancies were limited and there are opportunities for suitable work within the Department of Education.
Assessment is done through direct feedback from staff assisting with the training, and reporting is done through a Redeployee Assessment Form. This form is based on the competencies a person must possess in order to carry out the role of the relevant position. (b) The Department currently has 108 redeployees classified as supernumerary. The annual cost is approx $1.2 million in direct wages. (c) Before they were made redundant, all cleaners were offered the choice between voluntary severance, transfer to a cleaning contractor or redeployment into suitable alternative employment. Due to the return to day labour cleaning, there are now additional redeployment opportunities within the Department. The Department has not actively pursued redeployment opportunities with other government agencies as vacancies were limited and there are opportunities for suitable work within the Department of Education.
(b) The Department currently has 108 redeployees classified as supernumerary. The annual cost is approx $1.2 million in direct wages. (c) Before they were made redundant, all cleaners were offered the choice between voluntary severance, transfer to a cleaning contractor or redeployment into suitable alternative employment. Due to the return to day labour cleaning, there are now additional redeployment opportunities within the Department. The Department has not actively pursued redeployment opportunities with other government agencies as vacancies were limited and there are opportunities for suitable work within the Department of Education.
(c) Before they were made redundant, all cleaners were offered the choice between voluntary severance, transfer to a cleaning contractor or redeployment into suitable alternative employment. Due to the return to day labour cleaning, there are now additional redeployment opportunities within the Department. The Department has not actively pursued redeployment opportunities with other government agencies as vacancies were limited and there are opportunities for suitable work within the Department of Education.
Due to the return to day labour cleaning, there are now additional redeployment opportunities within the Department. The Department has not actively pursued redeployment opportunities with other government agencies as vacancies were limited and there are opportunities for suitable work within the Department of Education.
The Department has not actively pursued redeployment opportunities with other government agencies as vacancies were limited and there are opportunities for suitable work within the Department of Education.
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.