The É«ÀÇÉçÇøand your workplace delegates recently met with the Office of the Children’s Guardian (OCG) for the Joint Consultative Committee (JCC) on 22 September 2026 to raise issues affecting members across the agency.
The meeting covered workload, the functional review, flexible working arrangements, WHS, risk assessor meetings, MyWorkZone and several other matters raised by workplace delegates and members.
Functional Review: É«ÀÇÉçÇøto be involved.
The É«ÀÇÉçÇøraised the need for meaningful consultation and É«ÀÇÉçÇøinvolvement in the functional review from the outset.
OCG advised that a Program Manager has commenced the review, which is looking at more than reporting lines or organisational structures. The review will consider workflows, systems, IT, resourcing and how functions across OCG operate.
OCG advised that the purpose of the review is to consider how existing resources can be used more effectively.
The É«ÀÇÉçÇøwill continue to seek involvement throughout the review and advocate for members to be properly consulted about any proposed changes that affect their work, roles, or conditions.
Workload in Working with Children Check
Workload concerns were raised, within Working with Children Check (WWCC).
Delegates raised concerns about the volume and competing nature of work, including intradas, IB responders, Operation Dynamo, short assessments, termination matters, duty work and longstanding legacy matters.
Delegates reported that continually changing priorities can make it difficult to clear existing work and manage workloads effectively.
The É«ÀÇÉçÇøwill continue to pursue these workload, resourcing, and work design concerns with management as part of the functional review.
Risk assessor meetings
Workplace delegates raised the importance of the monthly risk assessor meetings and concerns about the meetings having been discontinued without consultation.
Delegates highlighted that the meetings provided an opportunity to discuss complex risk assessments, share information and approaches, and work through issues collectively.
Management will consider whether broader risk assessor meetings can be facilitated.
Flexible working and hybrid arrangements
The Hybrid Working Model and Flexible Working Hours Policy were implemented without the É«ÀÇÉçÇøbeing provided with an opportunity to further discuss or respond to feedback previously provided.
The É«ÀÇÉçÇøraised this issue at the JCC, including concerns about the consistency of how flexible working arrangements are being applied.
The É«ÀÇÉçÇøalso raised concerns regarding regional and interstate members who are required to travel to the office. The É«ÀÇÉçÇøasked whether more flexible arrangements could be considered for these members, such as allowing them to work several consecutive days in the office each month rather than requiring multiple separate trips. This could help reduce the travel burden and associated costs for members who live significant distances from the workplace.
The OCG advised that these arrangements would need to be discussed with the member’s manager on a case-by-case basis.
Management advised that it is not currently considering allowing staff to work from other approved NSW Government or HPCA office locations as a general arrangement.
Confidentiality was identified as one of the considerations, given the nature of OCG’s work and the sensitive information members are required to access and deal with. There was also discussion about whether suitable private and confidential workspaces would be available at other government office locations.
Importantly, management did not indicate that regional or interstate members could never work from another location. Individual arrangements can still be considered on a case-by-case basis, including potentially consolidating office attendance days to make travel more practical.
The É«ÀÇÉçÇøwill continue to monitor the implementation of the Hybrid Working Model and Flexible Working Hours Policy and raise concerns where members experience inconsistency or a lack of appropriate consideration.
WHS and psychosocial safety
The É«ÀÇÉçÇøraised WHS concerns following changes to the office environment.
OCG advised there have been seven reports relating to issues including lighting and noise. Additional lighting has been installed and action has been taken regarding noise concerns.
Three minor injuries have also been reported, along with two reports relating to psychosocial concerns and workload.
The É«ÀÇÉçÇøwill continue to follow up outstanding psychosocial and workload reports and seek confirmation regarding the status of the WHS Committee.
ÌýApplicants with intellectual or cognitive disability
Your workplace delegates raised concerns regarding the accessibility of processes for applicants with significant intellectual or cognitive disability.
Members have identified issues with forms, templates and communications and the additional work required to ensure information is understood.
Delegates raised the importance of accessible processes, meaningful participation and appropriate support for applicants where required.
OCG advised that policy work is underway and that these issues will form part of its broader approach.
Reasonable adjustments
The Reasonable Adjustment Policy is currently under review by People and Culture.
The policy will be considered by directors before broader consultation.
No timeframe for completion or consultation was provided at the JCC.
The É«ÀÇÉçÇøalso raised the availability of quiet and confidential spaces as part of the review, including whether designated quiet areas and appropriate signage could be provided.
MyWorkZone issues
The É«ÀÇÉçÇøraised several ongoing MyWorkZone issues affecting members, including:
- delays with superannuation deposits.
- problems with leave accrual and leave transfers.
- withdrawn leave remaining visible in the system.
- difficulties entering hours.
- delays with flexible work requests; and
- requests being rejected without sufficient explanation.
OCG also raised concerns about aspects of the implementation process, including not having direct representation in some implementation discussions and information sometimes being provided late or through third parties.
OCG acknowledged the concerns and indicated that implementation and data migration issues have contributed to problems experienced across agencies. OCG will raise the concerns with the relevant provider and through the appropriate implementation arrangements.
The É«ÀÇÉçÇøand your delegates will continue to follow up these issues and seek improvements for members.
Working with Children Check overtime
Members raised concerns about the distribution of overtime within Working with Children Check, including whether opportunities are being offered consistently and fairly.
Management has taken the matter on notice and will investigate.
Unreasonable Conduct Policy
OCG advised that its Unreasonable Conduct Policy and Procedure was published in September.
The É«ÀÇÉçÇøreminded the OCG regarding consultation obligations and has requested a copy for review.
The É«ÀÇÉçÇøalso sought clarification regarding telephone warnings about abusive conduct, including which telephone lines the warnings apply to.
Approximately 48 people have enrolled in accidental counsellor training, which is expected to commence towards the end of October.
The É«ÀÇÉçÇøalso raised the importance of ensuring members have appropriate support following abusive interactions, including incident reporting, management support and access to counselling/EAP. Management confirmed that these supports are available to staff.
Christmas closedown
OCG is seeking volunteers to provide skeleton staffing over the Christmas closedown period to maintain critical compliance, intake, and decision-making functions.
Management confirmed there is no intention to compulsorily direct staff to work over the Christmas closedown period.
The É«ÀÇÉçÇøsupports the voluntary approach and has requested that communications clearly distinguish between volunteering to work and being directed to work.
Temporary investigation roles and changes
The É«ÀÇÉçÇøis continuing to seek consultation regarding proposed changes to these temporary investigation roles.
As part of the consultation process, Guardian Rachael Ward will discuss the matter with the PSA.
Other outstanding matters
Several other outstanding matters were also discussed at the JCC:
- Domestic and Family Violence Policy: the matter remains with People and Culture.
- Workload: workload remains an ongoing issue and is linked to the functional review and discussions with directors.
- Telephone call recording retention: the current system retains recordings for approximately 12 months, while OCG requires recordings to be retained for seven years. Discussions are continuing through the IT/database steering committee, including consideration of storage costs and an appropriate solution.
- ID cards: discussions with IT remain ongoing. The issue has been raised as a safety concern.
- PDP system: OCG is considering an alternative system, subject to available resources.
- Grievance Policy: further work is expected, with a possible process update by the end of September.
- JusticeLink: OCG is reviewing current users to determine who still requires access and whether unused licences can be repurposed. Concerns regarding generic email addresses and security issues also require further investigation.
The É«ÀÇÉçÇøwill continue to follow up collective issues raised by members through the JCC.
Members are encouraged to raise individual issues with their manager in the first instance.
Where issues are ongoing or cannot be resolved, members can contact their É«ÀÇÉçÇødelegate or the PSA.
Contacts
Your workplace Delegates.