The RTBU believe that it is totally unacceptable to have competent employees apply for positions, especially at the base grade, only to find that RailCorp have failed to fill the position due to no applicant being successful.
This situation denies employee's access to the Transport Appeals Board as the only basis for appeals are merit.
RailCorp has advised that they are undertaking training courses to ensure employees have an opportunity to reach a certain level of skills but this does not address our concern regarding our members who applied for positions for which they already have the competencies. Further we believe that it is not credible to just send someone off to a course without specific feedback on how and where it is identified that they need further training.
Members have also advised that when they attended the "Communication Skills Training" they were asked by the instructors what they were doing there thus questioning the credibility of the overall assessment process.
RailCorp's use of the merit selection process as some type of skills audit is unfair and is a demonstration of RailCorp's lack of consistency. It appears that Training, Development, Assessments, Station Operations and Recruitment are all operating in their own silos thus creating an environment of confusion and inconsistency.
The RTBU have demanded that all applicants have the opportunity to demonstrate their merit for positions that they have already attained the competencies for.
We have pointed out that Merit is subjective and the Independent Transport Appeals Board is there to hear appeals when members believe they have greater merit than another applicant. Competencies are not subjective as each employee is determined competent before they take up in their position (acting or not).
On top of all this RailCorp are allowing anyone to act up in any grade without attaining any formal training or ensuring that each employee has the competencies to undertake the duties for the position. Whilst the RTBU are not adverse to employees acting in higher grade positions, in accordance with agreements and proper processes, it is hardly credible to inform an employee acting in a higher grade that he/she did not meet the requirements for a position at a lower grade, their substantive grade or the grade they are acting in.
Something seems seriously wrong with this scenario.
The RTBU has now had an opportunity to view the assessments.
Some of the issues identified were:
• Group Discussions
Potentially one of the group can dominate which does not necessarily mean that the others don't show leadership qualities it may mean that they are polite.
Several members of the group can dominate discussion leaving one or two out. Once again this does not demonstrate much either way.
• Role Play
Role play seemed to be relevant but actors seemed to have unanswerable complaints.
• Announcements - Written Report
The announcement exercise lacked credibility and was over the top. Applicants were timed for reasons only known to the testers.
Written reports were submitted but applicants were not allowed to use dot points. Once again the scenario lacked credibility as our members use different forms of report writing on the job depending on the scenario.
Overall the Assessment process was extremely disappointing and irrelevant for internal applicants.
The RTBU will be meeting with RailCorp shortly to articulate our concerns regarding the Assessment Process and requesting that it be shelved until members can be confident that RailCorp make the process more relevant.
Members will be advised of the outcome of this meeting.
