The Australian Public Service (APS) has become the centre of attention as public sector agencies seek to introduce a four-day working week for their employees. However, the bid for this change has been rejected by the Australian Public Service Commission (APSC).
In addition, the APS has taken a surprising move by seeking to incorporate “integrity and transparency” directly into APS Enterprise Agreements, likely due to the shockwaves caused by the Royal Commission into the Robodebt Scheme.
Rejection of the four-day work proposal
Carers and productivity-focused employees in the APS had been hopeful for a shift towards a four-day working week with the same hours currently worked. This arrangement would allow employees to work longer daily, maintaining a full-time wage and improving work-life balance. However, the APSC’s chief negotiator, Peter Riordan, has dealt a big blow to these aspirations, outright rejecting the proposal without even considering a trial period.
The rejection has raised concerns among carers seeking more flexible work arrangements that would not require them to be downgraded to part-time positions and face constant renegotiations. A four-day week was a potential tool to attract and retain productivity-focused talent in the APS. Despite the disappointment, Riordan’s position is that the current award conditions already offer sufficient flexibility for employees to achieve a work-life balance.
Existing options include part-time or compressed hours working arrangements, flextime, and other proposed new flexible work arrangements that can be agreed upon during bargaining.
Integrity and Transparency in APS Enterprise Agreements
The aftermath of the Royal Commission into the Robodebt Scheme has led the government to take a surprising turn by seeking to directly incorporate “integrity and transparency” into APS Enterprise Agreements. This move reflects the impact of the commission’s findings on the APS and indicates a shift in attitudes towards prioritising ethical conduct and transparent practices.
The Commonwealth’s new position aims to establish an APS-wide Ethics Advisory Service or a similar service that employees can access. Moreover, it proposes mandatory agency-mandated training about integrity for all APS employees.
The position outlined in the new proposal emphasises procedural fairness as essential in building and maintaining trust with APS employees. It calls for fair and impartial processes when employees are affected by APS-wide or agency decisions. Additionally, employees are encouraged to provide frank, honest, timely advice based on the best available evidence, including scientific advice guided by the best available science and data.
As negotiations continue, finding common ground between employee representatives and the APSC will be crucial to maintaining a productive and contented APS workforce. While the rejection of some specific claims and proposals has been attributed to operational impacts and financial implications, the APS must balance meeting employees’ needs and ensuring the efficiency and effectiveness of the public service.