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Dispelling the myths behind the matching process
As many staff members would be aware, CFA is moving into a new phase of the change process with many teams briefing or consulting on their proposed designs.
I understand that change brings some uncertainty, and staff members have questions about their role and how the change affects them. I want to take this opportunity to address some of the concerns and myths that are circulating, particularly regarding the job matching process.
The job matching process will only take place after a consultation period has ended and a design is finalised. During consultation, staff members will have the opportunity to provide feedback and make suggestions which will be considered before a final decision is made.
A team’s design could change as a result of the feedback received during consultation.
Once a design is finalised and a matching process has been completed, any staff members who are confirmed as ‘unmatched’ will discuss work with their managers, be provided with support and assistance, and be given priority consideration for suitable vacant roles within CFA.
There is no ‘centralised office’ or ‘pool’ of unmatched staff members – in fact, it’s likely they will remain where they are, sitting at the same desk and working with the same people. Managers and employees will work together to develop a plan to best transition their current duties to the new structure. This could take some time (e.g. up to six months) depending on the complexity of the work being undertaken.
The transition will be a gradual process and those affected will be supported every step of the way.
Some staff members are learning that their reporting line and position may change with a new alignment to another directorate. Regardless of which directorate you are working in, the concept of ‘team’ crosses all CFA teams as we share a common purpose – to protect lives and property.
CFA has been shaped by a long and proud history, and we must continue to look ahead and keep pace with changes around us. We are changing the way we do business to become a more agile and adaptive organisation into the future. We have to live within our means and become more efficient in our processes and how we work.
What will not change, however, is our focus on keeping our people and communities safe. We are expecting another busy fire season ahead and our first priority is making sure we are ready.
We will implement change in a way that does not impact on our service delivery or our preparedness for the fire season.
To learn more about the change and job matching process, and to help answer some of your questions, Executive Director Performance & Strategy David Spokes, Executive Director People & Culture Fran Boyd will be joining me this Thursday, 23 October at 12.30pm for an online live stream event at CFA HQ. You’ll have the opportunity to watch it live from your computer or tablet, and text, tweet or email your questions to us. For more details about the event, including how to send in questions and where to watch it live, click here.
If you miss the live stream, we will be posting it online as a video afterwards so you can view it at any time. Additionally, you can also read a series of written Q&As on ‘matching myths’, which are progressively updated on the intranet portal and may help answer some of your questions.