Flexible working arrangements
Flexible working is about rethinking the where, when and how your work can be done, in a way that maintains or improves service delivery for the people of NSW.
It does not mean every role, or every individual, can or should (or has to) work flexibly but what it does mean is that everyone can begin a conversation about what type of flexible working is available to them, regardless of the reason they are seeking it.
What does this mean for the government sector?
It is the responsibility of all agency heads to implement this policy commitment by 2019. More information can be found in the Make Flexibility Count strategic framework, which outlines how implementation can take place.
See also: further guidance on what kinds of flexible work options.
Who does this policy commitment apply to?
The flexible working policy commitment applies to all employees of the NSW government sector. This includes employees of the following services, as defined in Part 1 s.3 of the NSW Government Sector Employment Act (2013):
- the Public Service
- the Teaching Service
- the NSW Police Force
- the NSW Health Service
- the Transport Service of New South Wales
- any other service of the Crown (including the service of any NSW government agency)
- the service of any other person or body constituted by or under an Act or exercising public functions (such as a State owned corporation), being a person or body that is prescribed by the regulations for the purposes of this definition.
How do I implement flex work in my agency?
A range of flexible working resources have been provided to support agencies in their implementation. These include:
The PSC advocates a team-based approach to flexible working as an effective implementation mechanism. The PSC is working with colleagues across the NSW government sector to run flexible working team-based design pilots in the first half of 2019. As part of the process, agencies have nominated teams to work together to design their own flexible working solution.
The PSC will develop resources from this process to assist agencies to develop a toolkit for team-based design so that agencies can run workshops internally, and roll out team-based design across their organisations. These resources will be available in late 2019.
Please contact the PSC Flexible Working team for any questions regarding implementation, resources or concerns.
Public Sector Industrial Relations should be contacted for industrial issues.
How is sector progress being monitored?
All clusters are represented on a sector-wide steering committee, to track progress, and provide feedback on the program of work.
Their reporting in turn informs the bi-annual reports to Premier and Cabinet via the Premier’s Implementation Unit, and Secretaries Board.
These reports are informed by data drawn from the flex implementation tracker (FIT), which is deployed twice yearly by the Public Service Commissioner for agencies to self-assess their implementation progress. All agencies in scope must complete this report.
Data is also drawn from the annual People Matter Employee Survey and Workforce Profile (see Workforce reporting).
Agencies can track their own progress and analyse their own data via the Workforce Dashboard.