❓ A WA parliamentary question addresses the reclassification process for court officers, particularly concerning potential disadvantages for those in rural areas due to relocation challenges if unsuccessful. The response outlines the applicable policies and regulations, denying inherent disadvantage.
AnsweredQoN 1048Legislative Council
QuestionView source ↗
(1) What is the Department of Justice process when court officers’ positions are reclassified to a higher level?
(2) Is the Minister aware that country court officers are disadvantaged in this process if they are unsuccessful because their personal circumstances due to relocation, such as spousal careers, children’s education, sale of the family home etc, are not taken into account?
(3) What measures are proposed to provide equity for court officers operating in rural and regional areas?
(2) Is the Minister aware that country court officers are disadvantaged in this process if they are unsuccessful because their personal circumstances due to relocation, such as spousal careers, children’s education, sale of the family home etc, are not taken into account?
(3) What measures are proposed to provide equity for court officers operating in rural and regional areas?
AnswerView source ↗
Answered
19 May 2005
Responded by
Leader of the House representing the Minister for Justice
Response time
23 days
(1) Court officers are "public service officers" as defined by the Public Sector Management Act 1994. Section 29(1)(h) of the Act provides the Director General with the authority to classify positions. This is done in accordance with the Department of Justice Classification Determination Policy and the Reclassification With a Position Policy. (2) The policy outlined in (1) is applicable to employees in all work locations within the State. The policy is not considered to disadvantage employees in regional locations. The outcome for unsuccessful employees will depend on their personal circumstances and the business requirements of their office. If an employee's position is reclassified and their substantive position is subsequently abolished the employee is managed in accordance with the Public Sector Management (Redeployment & Redundancy) regulations 1994 which provide that an employee is redeployed within the same geographic location. (3) Not Applicable
(2) The policy outlined in (1) is applicable to employees in all work locations within the State. The policy is not considered to disadvantage employees in regional locations. The outcome for unsuccessful employees will depend on their personal circumstances and the business requirements of their office. If an employee's position is reclassified and their substantive position is subsequently abolished the employee is managed in accordance with the Public Sector Management (Redeployment & Redundancy) regulations 1994 which provide that an employee is redeployed within the same geographic location. (3) Not Applicable
(3) Not Applicable
(2) The policy outlined in (1) is applicable to employees in all work locations within the State. The policy is not considered to disadvantage employees in regional locations. The outcome for unsuccessful employees will depend on their personal circumstances and the business requirements of their office. If an employee's position is reclassified and their substantive position is subsequently abolished the employee is managed in accordance with the Public Sector Management (Redeployment & Redundancy) regulations 1994 which provide that an employee is redeployed within the same geographic location. (3) Not Applicable
(3) Not Applicable
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