This Circular focuses on new arrangements from 1 July 1996 with public organisations having greater responsibility for services to their voluntary redundancy clients. The Workforce Management Centre will focus on assisting those employees seeking redeployment to other public organisations.

As you are aware, the Government's policy on Managing Displaced Employees places an emphasis on redeployment. Where redeployment is not practicable, voluntary redundancy may be approved.

A new approach to assist displaced employees has been developed in consultation with public organisations and unions as follows:

1. The Public Employment Office, Workforce Management Centre's role with organisations is to:

• assist with the redeployment of displaced employees within the NSW public sector;
  provide information to displaced employees on their entitlements under the Policy; and
• advise organisations as well as the Government on developments in this area.

2. Public organisations' role now includes:

• support to voluntary redundancy clients in accessing counselling, training and re-training services; and
• reimbursement of expenses incurred by voluntary redundancy clients on counselling, training and re-training services.

The Workforce Management Centre has been restructured and has already taken action to enhance its redeployment role through:

• early access to vacancies;
• an improved matching process for redeployees to vacancies; and
• a move to greater flexibility in placements with a continuing emphasis on ongoing work opportunities and greater use of temporary and trial placements for periods of three months or more.

In line with the change of emphasis, public organisations will be responsible for reimbursing voluntary redundancy clients for expenses associated with counselling, training and re-training services, and compulsory equipment associated with courses of study. New streamlined arrangements have been developed to simplify the process for public organisations on the following basis:

• the voluntary redundancy client incurs the expense and seeks reimbursement on production of receipts;
• the reimbursement is to cover the cost of training and re-training provided by appropriate sources such as TAFE NSW and counselling;
• the voluntary redundancy client is reimbursed once only (in special cases the public organisation may exercise their discretion to pay for the training in advance) and so they accumulate expenses over a period of up to 12 months from their last day of duty. As a guide, average expenditure has been about $2,500, but may be up to $5,000 (this figure has previously included a fee of up to $500 charged by Workforce Management Centre).

Additional Budget funding will only be made available where the restructures arise from Government initiatives, that is where the redeployments/redundancies are associated with an ongoing reduction in Budget support for the organisation. Requests for supplementary funding in reimbursement of payments actually made should be forwarded to Treasury on a regular basis, supported by relevant data and information. Projected expenditure should be reflected in regular reviews of the organisation's Budget position.

Guidelines will soon be issued to public organisations to assist them advise displaced employees who are considering voluntary redundancy on what services are available and how to access the services. In the interim you may wish to contact Paul Baker, Manager, Workforce Management Centre, on telephone number (02) 9266 8140.

These new arrangements will be effective from 1 July 1996. Prior to 1 July 1996 each organisation will be advised of their obligations to voluntary redundancy clients who are at Present registered with the Workforce Management Centre.

assistance in working with the Workforce Management Centre, Public Office to provide quality services to displaced employees is appreciated.

R.B. Wilkins
Acting Commissioner