Airservices Just Raised Their Costs.
Thread Starter
Airservices Just Raised Their Costs.
The creation of an entire thought police in Airservices as a response to their culture report.
‘’This is what is killing the Australian Economy; multiple levels of drone public servants proliferating. In this case the Psychological safety, diversity and inclusion” brigade.
‘’There are five positions in melbourne - probably 15 all told, excluding support staff. My cost estimate: 3 million at least in salaries and probably on costs of 100%, so say $6 million a year.
But wait, there is more. These people are there to root out racism, bullying, sexual discrimination and similar social evils. Their continued employment entails finding such thoughtcrimes. So expect a reign of terror within Airservices as these folks make Airservices a safe place to work.
My expectation is that this will lead to the destruction of what’s left of operational performance and ultimately needless deaths of pilots and passengers.
The mission of AsA is air traffic control first and foremost and if culture warriors compromise that, as they have a habit of doing, then the mission suffers.
https://www.seek.com.au/job/50105343
‘’This is what is killing the Australian Economy; multiple levels of drone public servants proliferating. In this case the Psychological safety, diversity and inclusion” brigade.
‘’There are five positions in melbourne - probably 15 all told, excluding support staff. My cost estimate: 3 million at least in salaries and probably on costs of 100%, so say $6 million a year.
But wait, there is more. These people are there to root out racism, bullying, sexual discrimination and similar social evils. Their continued employment entails finding such thoughtcrimes. So expect a reign of terror within Airservices as these folks make Airservices a safe place to work.
My expectation is that this will lead to the destruction of what’s left of operational performance and ultimately needless deaths of pilots and passengers.
The mission of AsA is air traffic control first and foremost and if culture warriors compromise that, as they have a habit of doing, then the mission suffers.
https://www.seek.com.au/job/50105343
The Organisation
Airservices is a government-owned organisation providing safe, secure, efficient and environmentally-responsible services to the aviation industry.
Each year we manage over four million aircraft movements carrying more than 156 million passengers, and provide air navigation services across 11 per cent of the world’s airspace.
The Team
After a recent organisational Culture Review, our newly-appointed Chief People and Culture Officer is on the hunt for some exceptional talent to help transform our culture. Things are changing for the better and we are creating a Safe Place Team.
Directly reporting to the CPCO, this team will be responsible for providing independent, compassionate and human-centred response to allegations of misconduct and has the strategic responsibility for ensuring that consistent and suitable processes and mechanisms are in place to foster a culture of psychological safety; free from inappropriate behaviour.
If you’re passionate about making a difference and aren’t scared of challenging work, then keep reading – this can be a career-defining opportunity!
The Role
Working with a newly-formed team, you’ll be accountable for conducting high quality, professional and timely investigations of allegations of workplace misconduct. Bringing your expertise and new ideas to the table, you will play an important part in supporting the organisation’s culture by building trust and confidence in the way breaches to Airservices’ Code of Conduct are managed. Your day-to-day will see you
The Person, their skills and experience
This opportunity would suit a seasoned workplace investigations specialist with a proven track record on culture reform. To be successful, you will bring
Position Description - Safe Place Investigator.pdf
For any additional information or
Airservices is a government-owned organisation providing safe, secure, efficient and environmentally-responsible services to the aviation industry.
Each year we manage over four million aircraft movements carrying more than 156 million passengers, and provide air navigation services across 11 per cent of the world’s airspace.
The Team
After a recent organisational Culture Review, our newly-appointed Chief People and Culture Officer is on the hunt for some exceptional talent to help transform our culture. Things are changing for the better and we are creating a Safe Place Team.
Directly reporting to the CPCO, this team will be responsible for providing independent, compassionate and human-centred response to allegations of misconduct and has the strategic responsibility for ensuring that consistent and suitable processes and mechanisms are in place to foster a culture of psychological safety; free from inappropriate behaviour.
If you’re passionate about making a difference and aren’t scared of challenging work, then keep reading – this can be a career-defining opportunity!
The Role
Working with a newly-formed team, you’ll be accountable for conducting high quality, professional and timely investigations of allegations of workplace misconduct. Bringing your expertise and new ideas to the table, you will play an important part in supporting the organisation’s culture by building trust and confidence in the way breaches to Airservices’ Code of Conduct are managed. Your day-to-day will see you
- Ensuring consistent, timely and comprehensive investigations that demonstrate our commitment to a positive and fair employee experience
- Monitoring the welfare of all parties subject to an investigation process; arranging for support if required.
The Person, their skills and experience
This opportunity would suit a seasoned workplace investigations specialist with a proven track record on culture reform. To be successful, you will bring
- Experience and expertise in a range of conduct and ethics related activities including: workplace complaints, investigations, forensic analysis, reporting requirements and execution and PIDs.
- Demonstrated passion for diversity and inclusion with experience supporting programs of change and culture building
- Demonstrated ability to manage multiple stakeholder relationships to negotiate, motivate, influence and achieve outcomes
- Certificate IV in Government Investigations highly desirable.
Position Description - Safe Place Investigator.pdf
For any additional information or
CAsA also have a "People and Culture" outfit , or thats what it was called last lear.
And we know what sort of people are in that place, and the sort of culture some espouse .
The state of GA in this country is testament to it.
ps..i believe there are some good folk in CAsA, ...but they must be in hiding.
And we know what sort of people are in that place, and the sort of culture some espouse .
The state of GA in this country is testament to it.
ps..i believe there are some good folk in CAsA, ...but they must be in hiding.
The creation of an entire thought police in Airservices as a response to their culture report.
‘’This is what is killing the Australian Economy; multiple levels of drone public servants proliferating. In this case the Psychological safety, diversity and inclusion” brigade.
...
But wait, there is more. These people are there to root out racism, bullying, sexual discrimination and similar social evils. Their continued employment entails finding such thoughtcrimes. So expect a reign of terror within Airservices as these folks make Airservices a safe place to work.
My expectation is that this will lead to the destruction of what’s left of operational performance and ultimately needless deaths of pilots and passengers.
The mission of AsA is air traffic control first and foremost and if culture warriors compromise that, as they have a habit of doing, then the mission suffers.
‘’This is what is killing the Australian Economy; multiple levels of drone public servants proliferating. In this case the Psychological safety, diversity and inclusion” brigade.
...
But wait, there is more. These people are there to root out racism, bullying, sexual discrimination and similar social evils. Their continued employment entails finding such thoughtcrimes. So expect a reign of terror within Airservices as these folks make Airservices a safe place to work.
My expectation is that this will lead to the destruction of what’s left of operational performance and ultimately needless deaths of pilots and passengers.
The mission of AsA is air traffic control first and foremost and if culture warriors compromise that, as they have a habit of doing, then the mission suffers.
Which also came back with negative results about the culture (sexual harassment, bullying etc).
What do you believe ASA do in response to both reports? Ignore them?
Thread Starter
Actually Jonkster I’d use consultants for the task of changing the culture because they can do the job and go away. The trouble with hiring an internal unit to do this is “Parkinson’s Law” - work expands to fill the time available for its completion. This is not just an anecdote. What this means for the poor airservices staff is that they will NEVER be free of gender wars, inclusiveness, harassment programs for the rest of their employment. These new hires will have tremendous power because even the mere allegation of impropriety these days is enough to destroy anyone’s career. They will use that power to “burrow in” to the center of the organisation and can never be removed.
I am not a fan of bullying and sexual harassment - I’ve been a victim myself. I hope Airservices can change their culture, however I don’t believe a fully funded internal unit is the way to go. There are plenty of consultants who can do the job cheaper and better.
https://en.wikipedia.org/wiki/Parkinson%27s_law
I am not a fan of bullying and sexual harassment - I’ve been a victim myself. I hope Airservices can change their culture, however I don’t believe a fully funded internal unit is the way to go. There are plenty of consultants who can do the job cheaper and better.
https://en.wikipedia.org/wiki/Parkinson%27s_law
Not just AsA, but a NSW business arm sent out the following, wanting us to show our commitment to eliminating slavery???
"To this end, and as a supplier to the NSWBC Group, we request that you demonstrate your commitment to these objectives by signing and returning the attached ‘Modern Slavery Compliance Requirements for Suppliers’ document. Could you please sign and return the attached document to me by 5pm on 25 June 2020."
"To this end, and as a supplier to the NSWBC Group, we request that you demonstrate your commitment to these objectives by signing and returning the attached ‘Modern Slavery Compliance Requirements for Suppliers’ document. Could you please sign and return the attached document to me by 5pm on 25 June 2020."
Plenty of 'slaves' employed in GA, I would suggest........
(Paid only for the hours flown - not many - sweep the hangar, wash n polish for free.....etc etc)
No Cheers Here...........
(Paid only for the hours flown - not many - sweep the hangar, wash n polish for free.....etc etc)
No Cheers Here...........
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Not just AsA, but a NSW business arm sent out the following, wanting us to show our commitment to eliminating slavery???
"To this end, and as a supplier to the NSWBC Group, we request that you demonstrate your commitment to these objectives by signing and returning the attached ‘Modern Slavery Compliance Requirements for Suppliers’ document. Could you please sign and return the attached document to me by 5pm on 25 June 2020."
"To this end, and as a supplier to the NSWBC Group, we request that you demonstrate your commitment to these objectives by signing and returning the attached ‘Modern Slavery Compliance Requirements for Suppliers’ document. Could you please sign and return the attached document to me by 5pm on 25 June 2020."
Blu 3, I object to wasting my time filling in forms about not using slaves in my work or using products sourced from slaves in some flea-bitten country. I object to the idea that some Jobsworth has thought it necessary to even consider this. I object to having Compliance Officers created to assign others to read the inputs from businesses like mine. I noted that there was no absolute requirement to fill in the paperwork, and there were no penalties for non-compliance, so I got one of my slaves to write a message on the back of one of my other slaves, and posted him off to the department that asked the question in the first place.
The hide of them.
The hide of them.
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You can do good air traffic control, fire fighting, navigation aid & radio networks, aero information services etc and also have a great culture. Airservices isn't there yet. Sure we could get consultants as change assistants, but even consultants realise the only way to maintain the change is from the inside (check out Karyn Twaronite).
People also make mistakes. I've been the recipient of offensive homophobic comments from people who genuinely never meant offence. Sincere apologies were made (without any formal complaint) and we all move on for the better as a stronger and more diverse team.
Just remember - your F/O may be lesbian, trans, gay, or may have lost a sibling to suicide as a result of that. Sensitivity and inclusiveness goes a long way to empower a leader.
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People also make mistakes. I've been the recipient of offensive homophobic comments from people who genuinely never meant offence. Sincere apologies were made (without any formal complaint) and we all move on for the better as a stronger and more diverse team.
Just remember - your F/O may be lesbian, trans, gay, or may have lost a sibling to suicide as a result of that. Sensitivity and inclusiveness goes a long way to empower a leader.
.
People also make mistakes.
your F/O may be lesbian, trans, gay, or may have lost a sibling to suicide as a result of that.
Thread Starter
Ivasrus, I am a great supporter of inclusiveness and diversity because it makes teams stronger and more resilient than ones composed of mono cultures.
However, we are yet to recognise two problems;
The first is that of the genuinely “bad actor” who can’t be disciplined or removed because they play the oppressed minority card.
The second is staff (Eg investigators) whose continued employment depends on a steady stream of cases to investigate. If there aren’t enough genuine cases, they will create and develop new ones.
I think long term use of consultants is a cheaper alternative to bringing this in house.
However, we are yet to recognise two problems;
The first is that of the genuinely “bad actor” who can’t be disciplined or removed because they play the oppressed minority card.
The second is staff (Eg investigators) whose continued employment depends on a steady stream of cases to investigate. If there aren’t enough genuine cases, they will create and develop new ones.
I think long term use of consultants is a cheaper alternative to bringing this in house.
Have you considered the cost to that business from all the bullying, harassment, and racism? If these problems are endemic in Airservices as the union suggests, absenteeism, resignations, and lower productivity would be a massive cost to the business. You make some valid points Sunfish, but your argument is weakened when you refer to all these highly objectionable actions as 'thoughtcrimes'.
I'd suggest that you really haven't been in a business where discrimination and harassment prevail as part of the culture. I have, and it is/was an ASX200 company. It is extremely difficult to change unless the exec team get behind serious changes in structure to make it clear that in the 21st century that sort of behaviour is inexcusable.
Also, the Modern Slavery Act is not specific to the aviation industry. It exists to ensure that no matter where you are in the supply chain, you have an obligation to ensure that slave labour was not used further up the chain. As inconvenient as filling out extra paperwork may be for you, I know for a fact that in my previous industry (outside aviation) it forced some suppliers to truly audit their supply chain - which is overall a positive step. Some of the biggest businesses in Australia (think Wesfarmers) were unknowingly using slave labour in the manufacture of their products.
I'd suggest that you really haven't been in a business where discrimination and harassment prevail as part of the culture. I have, and it is/was an ASX200 company. It is extremely difficult to change unless the exec team get behind serious changes in structure to make it clear that in the 21st century that sort of behaviour is inexcusable.
Also, the Modern Slavery Act is not specific to the aviation industry. It exists to ensure that no matter where you are in the supply chain, you have an obligation to ensure that slave labour was not used further up the chain. As inconvenient as filling out extra paperwork may be for you, I know for a fact that in my previous industry (outside aviation) it forced some suppliers to truly audit their supply chain - which is overall a positive step. Some of the biggest businesses in Australia (think Wesfarmers) were unknowingly using slave labour in the manufacture of their products.
Thread Starter
MagnumPI, I have been sexually harassed too and it is a very unpleasant feeling.I agree with you about costs as well. My concerns about having a relatively large multi level unit within a business to deal with the problem is that after the initial clean up, they have then to justify their existence. From experience, that means they will go looking for work within the organization, also known as “making @#$% up”. Hence my preference for consultants. They can do a multi million “clean up”, followed by design and implementation of reporting systems and a program. They can then be called back at regular intervals to review and update the program.
’
A company I worked for tapped into really experienced practitioners in “people stuff” who were so good and so expensive they consulted to big companies. They designed and built our “people stuff” program and kept a watching brief on it. We had MBTI, five day live in neurolinguistics courses, etc., etc. long before they were mainstream. At least one consultant is now a Professor at Melbourne.
You can get really high end people as consultants and in my opinion, they will be better value for money.
Anecdotal evidence from relatives BTW, is that the defence forces are still full of it - both hetero and homo harassment by both sexes..
’
A company I worked for tapped into really experienced practitioners in “people stuff” who were so good and so expensive they consulted to big companies. They designed and built our “people stuff” program and kept a watching brief on it. We had MBTI, five day live in neurolinguistics courses, etc., etc. long before they were mainstream. At least one consultant is now a Professor at Melbourne.
You can get really high end people as consultants and in my opinion, they will be better value for money.
Anecdotal evidence from relatives BTW, is that the defence forces are still full of it - both hetero and homo harassment by both sexes..
Consultants...
I have seen outside consultants come into a business, charge management an eye watering sum for their services, study and analyse the business, provide massive volumes of documentation, training packages, recommendations and restructure plans that look great but either cannot be implemented or end up getting undone afterwards because they either cause more dramas than they fix, damage systems that worked just fine or turn out to be simply unworkable.
I have also seen cases where consultants come in to provide an "outside, independent analysis" and after charging a large amount for their services, tell management exactly what management hired them to tell them, except now with mountains of documentation. And if the preliminary reports aren't quite what management wants to hear, the consultants will make sure it is when the final reports are provided.
I have seen consultants come in to a business to provide services the company cannot (or do not want to) provide and end up in a nice cosy position for years, basically becoming part of the staff and culture but costing more than if the organsiation had just implemented that functionality themselves.
Not saying your analysis of how creating new structures inside a business result in those structures needing to justify their position but consultants do much the same - ie you need to spend money on us as your business has problems and only we know how to fix them for you and you need us to keep coming back to make sure you are on track, here sign this contract for the next five years and note we expect our invoices to be promptly paid and provisions for our staff to be accomodated on site.
I am sure there are fantastic consults around who do provide value for money but the idea they are the only smart way to address problems makes me raise an eyebrow.
I imagine, if AA chose to spend money on outside consultants to resolve this, I suspect some people on social media would be raising a din over the incredible waste of taxpayer's money Airservices are making by spending on outside consultants...
my 2c
I have seen outside consultants come into a business, charge management an eye watering sum for their services, study and analyse the business, provide massive volumes of documentation, training packages, recommendations and restructure plans that look great but either cannot be implemented or end up getting undone afterwards because they either cause more dramas than they fix, damage systems that worked just fine or turn out to be simply unworkable.
I have also seen cases where consultants come in to provide an "outside, independent analysis" and after charging a large amount for their services, tell management exactly what management hired them to tell them, except now with mountains of documentation. And if the preliminary reports aren't quite what management wants to hear, the consultants will make sure it is when the final reports are provided.
I have seen consultants come in to a business to provide services the company cannot (or do not want to) provide and end up in a nice cosy position for years, basically becoming part of the staff and culture but costing more than if the organsiation had just implemented that functionality themselves.
Not saying your analysis of how creating new structures inside a business result in those structures needing to justify their position but consultants do much the same - ie you need to spend money on us as your business has problems and only we know how to fix them for you and you need us to keep coming back to make sure you are on track, here sign this contract for the next five years and note we expect our invoices to be promptly paid and provisions for our staff to be accomodated on site.
I am sure there are fantastic consults around who do provide value for money but the idea they are the only smart way to address problems makes me raise an eyebrow.
I imagine, if AA chose to spend money on outside consultants to resolve this, I suspect some people on social media would be raising a din over the incredible waste of taxpayer's money Airservices are making by spending on outside consultants...
my 2c
Thread Starter
Jonkster, I don’t disagree with you. I’ve seen the same. The one variable is the quality of management. If your management is stupid, consultants will do exactly as you say.
