In a climate of increasing workload pressure as a result of significant staff cuts, DVA has come to the first round of negotiations with a 4% per annum pay offer.
Your feedback, throughout the CPSU claim development process shows overwhelming support for a 5% per annum pay increase with the possibility of further increases through the life of the agreement. Furthermore your feedback clearly states a pay outcome below the inflation rate would be unacceptable. Weighted average inflation in the capital cities is currently 4.5%, see the comparison table below.
Who are we negotiating with?
DVA management stated the budget will not allow an increase greater than 4% per annum. The reality is that DVA is at the end of a budget cycle and negotiations with DOFD (Dept of finance and Deregulation) are due to commence shortly. This is a great opportunity for DVA to lobby DOFD on behalf of DVA staff to secure a decent pay rise for all.
What else was discussed?
CPSU proposed establishment of formal consultative process with key principles being staff capacity to influence decisions before they are made and the right to be represented.
DVA flagged they would like to see simplification of the agreement including the removal of the PD&R from the agreement (the CPSU notes that this is no longer a DEEWR requirement).
DVA support in principle the CPSU position that there should be no disadvantage for any staff in the AWA to UCA transfer process.
DVA flagged they would like to see an additional pay increase for EL1 staff for attraction and retention purposes.
Agreement by both parties to jointly explore progressive staff wellness initiatives and options.
Negotiations continue 19 Aug, 9 Sept and 23 Sept – all feedback to dvamembers@cpsu.org.au
SURVEY - your supplementary feedback required
VSC, Transport, and Allied and Medical Health staff and all staff working to rosters, please complete the online survey here and support the campaign to resolve your rostering issues.
