Try as some agencies might, including my own, the APS could better support the delivery of government business and foster a sustainable, mobile, able and responsive workforce by removing restrictive and inefficient work practices that confine or constrain efficient operations. These flexible work arrangements have been advocated by the Public Service Commission (refer State of the Service 2012-13 Chapter 9 [http://www.apsc.gov.au/about-the-apsc/parliamentary/state-of-the-service/sosr-2012-13/chapter-nine] and make an improved contribution to the achievement of the Government set 12% teleworking target [http://www.heraldsun.com.au/news/breaking-news/govt-sets-12-teleworking-target/story-e6frf7kf-1226514843472]
Refer more recently http://www.apsc.gov.au/publications-and-media/current-publications/gender-equality-strategy/flexible-work.
- Supported by the attached Canberra Times article, the APS is also not good in supporting careers of male APS employees who choose to work part-time often for personal circumstances, including caring for young children. It is my experience that female employees are supported and maintain career advancement; however for male APS employees, it is as if their career advancement is on hold until they again resume full-time work.
- The APS also needs to value the contribution that can still be made by APS employees who work beyond 54 years and 11 months. Their careers do not need to be stagnated and their knowledge, experience and skills should be valued!
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