South Gippsland Shire Council CEO, Tim Tamlin today announced a proposed new organisational structure for Council. But after a comprehensive review of all staff positions, the shire has only been able to cut 0.5 of a position and will still have an EFT of 261 people on the payrole which next financial year will amount to $24.126 million.
There’s been no reduction there either according to Mr Tamlin who has however claimed there will be savings in subsequent year.
It’s a far cry from what has been achieved at Baw Baw where seven jobs have been scrapped and 35 positions made redundant, off-set by the creation of 28 positions with a report on the savings tocome later.
Asked by the Sentinel-Times if he thought ratepayers would view the net loss of 0.5 positions after such a wholesale review as some kind of “joke”, Mr Tamlin agreed that was possible but assured those interested that it would lead to savings and a better outcome for the community.
The proposed structure reduces the number of Directors and Managers, sees a number of new positions created and several current positions removed. In total, it is proposed that there will be a reduction of 0.5 EFT.
Mr Tamlin said “This is not a cost cutting exercise. It is to strategically position the organisation to take advantage of our changing operating environment. The new structure will be supported by further developing staff, embracing new technologies and enhancing systems and processes to increase productivity and the effectiveness of Council’s services.”
“The proposed structure will support me in delivering greater operational value to the ratepayers and better support the Council in meeting community needs.”
“Through this process I have already consulted with many staff and union representatives to ensure the objectives are understood and that opportunities for feedback are provided. The next step is to continue consulting with staff to make sure nothing has been overlooked and that we have aligned our functions appropriately to ensure best service delivery. I need input from everybody to achieve the best outcome for the organisation and our community.”
“For some individuals affected, this may be a difficult time. We will be offering the appropriate support and guidance during the transition.”
A staff consultation process will run for three weeks with the structure being finalised in approximately five weeks.