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  1. #31
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    Quote Originally Posted by BH-KatiesMum View Post
    I am actually surprised that Govt departments are allowed to do it that way.

    It is essentially just a work-around to get out of unfair dismissal type claims and/or redundancy payments. They are permanent full time employees who are continuing and ongoing ... but the government is putting them on fixed term contracts purely to limit their responsibilities.

    There is a place for fixed term contracts - if the work itself is only required for a fixed term or the employer has an end date for that work ... but when its ongoing - just the employer doesnt want the comittment of a permanent employee ... its certainly grounds for appeal
    Maybe it's not that calculated? Maybe it has something to do with funding limitations and uncertainty due to policies of the Federal Government?

  2. #32
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    Quote Originally Posted by BH-KatiesMum View Post
    I am actually surprised that Govt departments are allowed to do it that way.

    It is essentially just a work-around to get out of unfair dismissal type claims and/or redundancy payments. They are permanent full time employees who are continuing and ongoing ... but the government is putting them on fixed term contracts purely to limit their responsibilities.

    There is a place for fixed term contracts - if the work itself is only required for a fixed term or the employer has an end date for that work ... but when its ongoing - just the employer doesnt want the comittment of a permanent employee ... its certainly grounds for appeal
    You would be horrified at the working conditions regarding contract and ongoing teachers in vic state schools then!!

    Op, I wish the very best for your dh. I understand where your frustration is stemming from xx

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    oh yeah - dont get me started on 1 year teaching contracts !!!

    its freaking ridiculous

  4. #34
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    Quote Originally Posted by VicPark View Post
    It's also not unheard of for employees to have a biased/over-inflated opinion of their own performance and then jump to conclusions when they receive an accurate performance review. It's a well known fact bullying complaints go through the roof during performance appraisal time - coincidence I think not!
    Yep I can totally vouch for this, working in HR! I see it time and time again, someone is under-performing, gets pulled into a meeting then suddenly they're bringing up isolated incidents from 3 years ago where someone gave them the stink eye and they're being bullied.

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    Quote Originally Posted by VicPark View Post
    It's not that simple unfortunately. Bottom line it comes down to whether or not your DH was THE best applicant for the job, not whether or not he was performing exceptionally well in his job.

    I am sorry you are going through this. Job uncertainty sucks. Xx
    They are advertising for 50 people MORE than they currently have on contracts and considering they have to go through very specialist training that can not be done outside of the organization it would certainly raise questions if he didn't get one of the positions. Like I said previously he has completed the training when he started almost 4 years ago and is a Sworn Officer of the state. (They work under an act)

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    Quote Originally Posted by VicPark View Post
    It's also not unheard of for employees to have a biased/over-inflated opinion of their own performance and then jump to conclusions when they receive an accurate performance review. It's a well known fact bullying complaints go through the roof during performance appraisal time - coincidence I think not!
    But we are talking about my Husband here and his HR Department. He has outstanding performance reviews (I have seen them) He has WRITTEN commendations from some of the clients he works with. He is constantly being asked to act in Higher Positions because of his knowledge, work ethic and reliability. (Has spent approximately 80% of the last two years on Higher Duties).

    Hubbies Division was only moved over to this Department a year ago and it has been one huge continual **** up.

    I will also add the kicker in all this. After he did his training and was sworn in by the Director General, the paperwork was on the Ministers Desk to be signed off for permanency......then Cambell Newman and his cronies won the election and everything was put on hold, never to be heard of again it would appear

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    Quote Originally Posted by Beljane View Post
    They are advertising for 50 people MORE than they currently have on contracts and considering they have to go through very specialist training that can not be done outside of the organization it would certainly raise questions if he didn't get one of the positions. Like I said previously he has completed the training when he started almost 4 years ago and is a Sworn Officer of the state. (They work under an act)
    Just because someone has specialised training it doesn't mean they are a shoe in. It all depends on the weighting assigned to each selection criteria. For whatever reason the panel might value general experience such as working with others, negotiating skills, conflict resolution more than the specific technical skills required for the job. To some extent this can be dependent on how long it takes to train someone in the job and how desperate the company/department is to fill the spot. For example if, as a manager, I needed people 12 months from now and it took 6 months to train someone in the job, I would rather a well rounded person who could work with others and learned quickly, than someone who was already an expert but was an old grumble bum who couldn't cope with change (this is just generally speaking, not elevated to specific people in the OP!).

    Anyway with this case it may be far too early to start getting knickers in a knot over unfair recruitment practices (not saying venting about job security isn't ok, because it is totally understandable!)

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    Quote Originally Posted by Beljane View Post
    But we are talking about my Husband here and his HR Department. He has outstanding performance reviews (I have seen them) He has WRITTEN commendations from some of the clients he works with. He is constantly being asked to act in Higher Positions because of his knowledge, work ethic and reliability. (Has spent approximately 80% of the last two years on Higher Duties).

    Hubbies Division was only moved over to this Department a year ago and it has been one huge continual **** up.

    I will also add the kicker in all this. After he did his training and was sworn in by the Director General, the paperwork was on the Ministers Desk to be signed off for permanency......then Cambell Newman and his cronies won the election and everything was put on hold, never to be heard of again it would appear
    I don't doubt your hubby is an excellent employee. And I would too be ****ed that the change in government screwed him over.

    I know it's hard but try not to worry until the recruitment is over. Chances are your hubby will get a job. In the meantime there's nothing you can do unless your hubby is in the union. If there is a large enough group of people affected perhaps they could lobby the new government/go to the media.

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    This post was actually started because I wanted practical advice. DH is the main income earner supporting all 6 of us (I only work 15 hours per week at present) We are both majorly stressed, exasperated by the fact that there is a history of bad recruitment processes

  11. #40
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    Practical advice:
    - ask the appropriate union for help
    - get a second eye/professional to run their eye over the job app/criteria
    - get your Dh's boss to review his app and provide feedback

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