A customer centred program of change

We have the opportunity to build on our success and take the delivery of integrated, customer centred services to the next level. To do this we need to make important changes to the way we work with each other, transport providers and communities. This is so we can work more closely together, focusing on greater Sydney and regional NSW in a holistic way to deliver better customer and community outcomes.

This website will be regularly updated to keep staff and leaders working in the Transport cluster informed as we transition to our new operating model.

We have the opportunity to build on our success and take the delivery of integrated, customer centred services to the next level. To do this we need to make important changes to the way we work with each other, transport providers and communities. This is so we can work more closely together, focusing on greater Sydney and regional NSW in a holistic way to deliver better customer and community outcomes.

This website will be regularly updated to keep staff and leaders working in the Transport cluster informed as we transition to our new operating model.

  • 7 February 2020 - How Evolving Transport is progressing

    2 months ago

    In April 2019, we started the journey to become one Transport organisation focused on better customer and community outcomes and to change the ways we work. We established the Evolving Transport program to drive this change within our organisation.

    Throughout the year, we developed and agreed on roles and responsibilities, accountabilities of divisions, and the functions that worked across several divisions.

    From this we established a number of Evolving Transport workstreams to help us implement the transformation and shape the way we work within our new operating model.

    You can now see all of the timelines,...

    In April 2019, we started the journey to become one Transport organisation focused on better customer and community outcomes and to change the ways we work. We established the Evolving Transport program to drive this change within our organisation.

    Throughout the year, we developed and agreed on roles and responsibilities, accountabilities of divisions, and the functions that worked across several divisions.

    From this we established a number of Evolving Transport workstreams to help us implement the transformation and shape the way we work within our new operating model.

    You can now see all of the timelines, initiatives, and commitments for each workstream.

    These 13 workstreams will deliver major change initiatives over the next 6 to 12 months across a range of areas. Eleven are about ways of working, and the other two are about organisational structure and supporting the changes (enablement workstream).

    Each of these workstreams lines up with our operating pillars which ensures we are delivering:

    • the design of new processes and ways of working
    • improved financial sustainability and outcomes
    • an improved experience for our people at work
    • the design and implement the next layers of our new organisational structure.

    Timing of workstreams

    Each workstream has sponsors and project leads who have defined ambitious timelines for driving improvements to our ways of working. As you can see, we are aiming to have many workstream initiatives completed and transitioned to a BAU way of working by mid-year 2020.

    What we’ve achieved so far

    While there is more work to do, we have already made a lot of progress while continuing to deliver every day for customers and communities. Here are some of the highlights:

    • completed an extensive consultation that included receiving over 2000 pieces of feedback and 65 briefing session for the new divisions top level structure
    • set-up new divisions of our operating model which redefines how our business is structured
    • put in place our new top level leadership structures
    • moved everyone to a Transport email address
    • providing an integrated and collaborative Transport response to the NSW bushfires
    • developed a stakeholder management framework to better engage with our external stakeholders

    There will be regular updates about how the workstreams are progressing, so continue to check the Evolving Transport Transformation Program and Workstreams page.

  • 3 February 2020 - Top level leadership appointment and acting arrangements now in place

    2 months ago
    From today, our new top level leadership structure comes into effect with new branches, leaders and reporting lines. Let’s run through what this may mean for you and your team.

    Appointed branch leaders and other leader movements

    Throughout January, recruitment has been progressing to appoint leaders for the top level leadership. You can get to know a little more about the appointed leaders on 'Our leaders' webpage to help you start putting a face to the name.

    Please visit this page for the latest information on appointed leaders, and also leader movements and acting arrangements on your divisional pages found...

    From today, our new top level leadership structure comes into effect with new branches, leaders and reporting lines. Let’s run through what this may mean for you and your team.

    Appointed branch leaders and other leader movements

    Throughout January, recruitment has been progressing to appoint leaders for the top level leadership. You can get to know a little more about the appointed leaders on 'Our leaders' webpage to help you start putting a face to the name.

    Please visit this page for the latest information on appointed leaders, and also leader movements and acting arrangements on your divisional pages found on the right hand panel.

    For the remaining vacant roles, recruitment is progressing well and your divisional and branch leaders will make further announcements about these soon.

    How this may affect you

    • Reporting lines - As part of the transition to our new top level structure, we have a number of teams moving in and out of divisions, as well as between branches. This means your reporting lines may have changed. If you are unsure which branch your team belongs to in the new structure, please check the updated structure information pack on your divisional page. This pack also includes information on the new reporting lines for Executive administrative and business support staff.
    • Systems – we are working to have our systems reflect the new structure as quickly as possible. In the meantime, there may be discrepancies between what is in the system and how your branch is functioning.
    • Governance – branch leaders will be reviewing and setting up divisional governance for us to operate efficiently as quickly as possible.
    • Operating rhythm – each branch leader will prioritise meeting new teams in the next few weeks, and establishing how the branch will operate.

    How you can help

    Teething problems are inevitable for this scale of change, so we ask that you speak up when you spot something that is not working. Please share thoughts and recommendations to your manager and divisional management office.

    Next steps

    We are now moving onto the detailed design of 15 branches with several of them bundled in the Finance and Investment, Operations, or Place design activities. Another five branches will be designed individually.

    For our other branches, our organisational design is only one part of how we are transforming into a more integrated and collaborative organisation. There are other ways we can start working differently, such as reviewing our processes and workflows.

    Details about the next steps for your branch will come through in the coming weeks from your branch leaders.

  • 20 January 2020 - Our leaders page now live

    3 months ago
    Over the next few months, leaders will be appointed to roles in the new structure. We have a new ‘Our leaders’ page that will help you get to know a little bit more about them including putting a face to the name.

    As we finalise our operating model we will be regularly updated to profile more of our leaders, so stay tuned for more to come.

    You can find further information of the teams under these leaders and other people movements on the divisional pages found on the right hand panel.

    Over the next few months, leaders will be appointed to roles in the new structure. We have a new ‘Our leaders’ page that will help you get to know a little bit more about them including putting a face to the name.

    As we finalise our operating model we will be regularly updated to profile more of our leaders, so stay tuned for more to come.

    You can find further information of the teams under these leaders and other people movements on the divisional pages found on the right hand panel.

  • 13 January 2020 – When will my branch and team be designed? Find out more.

    3 months ago

    We’ve now moved into the next phase of Evolving Transport, where we will look at the organisational design for branches and teams. This work will happen across 3 stages and will be led by our new top level leadership, which comes into effect on Monday 3 February.

    Key information:

    • Detailed organisational design will be done in 3 stages – first stage starting in February, second stage starting in May and third stage starting in August.
    • The design process for each stage is expected to take between four and twelve weeks, depending on the complexities of the...

    We’ve now moved into the next phase of Evolving Transport, where we will look at the organisational design for branches and teams. This work will happen across 3 stages and will be led by our new top level leadership, which comes into effect on Monday 3 February.

    Key information:

    • Detailed organisational design will be done in 3 stages – first stage starting in February, second stage starting in May and third stage starting in August.
    • The design process for each stage is expected to take between four and twelve weeks, depending on the complexities of the teams and functions.
    • We’ve grouped together or ‘bundled’ some highly interconnected branch teams and functions, for example Finance related branches will be designed at the same time so we can more effectively understand and consider the complexities of these teams together. It also means our people have the opportunity to consider more than one role they might be interested in as similar or aligned areas will be designed together.
    • We will share information about how you can get involved in your branch design in the lead up to each stage.
    • If your branch is scheduled for the later stages, there are things you can do now, such as teams within a branch starting to work together to look at better ways to combine or streamline processes, and how relationships can be improved through your day-to-day activities.

    Work is continuing on the 13 Evolving Transport workstreams as we move through changing our structure. For more information, please visit our FAQ’s relating to this announcement. You can also still access the December 9 consolidated top level leadership information


  • 13 January 2020 - Message from the Secretary

    3 months ago

    Hi everyone,

    As I said in my message last week, the continued bushfire crisis has made for a challenging start to the year for us, and for communities across the state and nation. After another difficult day last Friday, I’m pleased that the conditions have again started to ease. The State of Emergency has also now ended. Unfortunately, the need to respond continues and the period of recovery will be even longer. This creates the challenge of supporting the bushfire recovery, including major repairs to roads such as the Gwydir, Oxley, Princes, Snowy Mountains and Kings Highways and the rail...

    Hi everyone,

    As I said in my message last week, the continued bushfire crisis has made for a challenging start to the year for us, and for communities across the state and nation. After another difficult day last Friday, I’m pleased that the conditions have again started to ease. The State of Emergency has also now ended. Unfortunately, the need to respond continues and the period of recovery will be even longer. This creates the challenge of supporting the bushfire recovery, including major repairs to roads such as the Gwydir, Oxley, Princes, Snowy Mountains and Kings Highways and the rail line between Mt Victoria and Lithgow, while continuing our focus on how we can create better outcomes for customers and communities across NSW for the longer term.

    Over the last several weeks, I have seen firsthand how the early stages of our integrated operating model helped us during the bushfire crises. Despite our structure not yet fully aligning with the new model, teams under pressure and in the thick of the bushfire response came together, got in and got it done. I know that a crisis can help people to come together and make things happen, regardless of titles and structures. But what I saw went beyond this. We had people working together with a deeper understanding of their colleagues and other parts of the Transport network than would have been the case even six months ago. Our response during the bushfires is a good example that ways of working can get us a long way. The fully developed operating model will get us even further. During 2020 we will continue to design our organisation to ensure everyone experiences the benefits of the integrated operating model.

    Update on Deputy Secretary roles and the Transport leadership team

    Since last year, I’ve been focused on recruiting to three Deputy Secretary roles. I’m pleased to announce the people who will be leading these divisions:

    Tara McCarthy will join us on 3 February as Deputy Secretary, Safety, Environment and Regulation – Tara has worked across government, not for profit and commercial sectors, and is not new to Transport. Tara was formerly Executive Director in Point to Point Transport, successfully leading the establishment of the new regulator. More recently, she was Chief Executive of Local Government NSW where she brought together all local government, supporting and advocating for them so they could continue to meet the needs of local communities. She has extensive operational and strategic leadership experience, from leading programs totalling billions in Transport to being the Deputy Commissioner of the NSW SES.

    Carol-Anne Nelson will join us on 2 March as Deputy Secretary, Regional and Outer Metropolitan – Carol-Anne is an experienced leader in operational management and strategic planning, with a great track record in delivering outstanding outcomes and leading business transformation. She has worked in both the public and private sector in rail, energy and infrastructure. She was with Queensland Rail for over 5 years. As Chief Operating Officer for V/Line in Victoria, she oversaw 45% growth in patronage, three timetable changes and significant cultural change, with operational responsibility for all rail and coach operations in regional Victoria. Carol-Anne has more recently worked in the private sector as General Manager at GFG Alliance, with focus on mining, energy generation, metals and engineering.

    I am equally excited to have appointed a strong candidate as Deputy Secretary Customer Strategy and Technology and will be in a position to announce further details once the appropriate communications have been completed with their current employer. I expect to be able to announce specifics at the end of January, along with more information about Tara and Carol-Anne as we get closer to their start dates.

    While I’m very excited to welcome these new leaders into Transport, I did not expect all three roles to come from outside the organisation. These roles attracted a lot of interest from people in both the public and private sectors across the country. Feedback shows us that leaders think Transport is doing really innovative things in new ways and there is very positive sentiment for our new operating model and Future Transport strategy, especially our more prominent focus on regional NSW, safety, innovation and technology, and how we want to build on our customer and community focus.

    I’d like to take this opportunity to sincerely thank Steve Jones, Rachel Wheeler and Matt Fuller for doing a great job leading these three divisions during a challenging time of change for the organisation and as leaders. I very much appreciate their dedication and contribution to the organisation, especially throughout 2019, and I’m very pleased to share that they have agreed to remain acting deputy secretaries until the new leaders start.

    I am also pleased to share that all three have now been appointed to roles within Transport. Steve will take on the role of the Executive Director, Safety in Safety, Environment and Regulation, Rachel will join Greater Sydney in the Executive Director, Community and Place role and Matt is stepping into the Executive Director, Commercial and Strategic Projects role in Corporate Services.

    In a further update regarding the executive leadership team, with RMS and TfNSW officially becoming one organisation last December, Fiona Trussell is no longer acting Chief Executive of RMS, but continues as acting Chief Transformation Officer, working closely with me on the evolution of our organisation and our move to the new operating model. I have also asked Fiona to lead the Office of the Secretary in the interim while Alison Cunningham takes on an acting Executive Director role in the Safety, Environment and Regulation division.

    Bringing our new operating model to life

    Before I move into Evolving Transport updates in more detail, here’s a quick refresh on where we’re up to. The Evolving Transport program has a number of workstreams to help bring our operating model to life. More information on these and how you can get involved will be communicated soon. One of these workstreams is focused on organisation design and structure and I’d like to share an update on this today.

    Recruiting to branch leader roles:

    In December, we finalised the divisional structures and functions of the Transport cluster based on your feedback and input. On 10 December we released job ads for leadership roles heading up some of the new branches. More will be released today, with the final four to be advertised in the week commencing 27 January.

    Our new branch arrangements will come into effect on 3 February and where we’re unable to finalise recruitment to leadership roles before this date, we are putting in place acting arrangements. This means we’ll have leaders in place who can begin establishing the new branches as soon as possible. These acting arrangements are outlined here and will also be effective from 3 February. There is a small number of acting arrangements that will be confirmed during the last weeks of January.

    Thank you to these leaders for taking on this opportunity. I have asked that the people taking on acting roles approach their task with the full delegation to lead their functions as required, especially during this time of change. I would also like everyone to understand that their selection is not indication of a recruitment outcome.

    Designing our new branches:

    From February, we will begin the design of our new branches in three stages across the year, and we now have a schedule for how this will happen. With an organisation as diverse as Transport, it’s important we do this carefully and we consider each branch’s requirements, whether straightforward or complex in both their size and how they interrelate with other teams and functions across the Transport cluster.

    In deciding on the sequencing and timing, we have taken into consideration a number of things such as operational and safety considerations, the size and complexity of teams, interdependencies between teams, work happening across the other Evolving Transport workstreams and the Future Workplace office moves happening this year.

    We are doing the design of our organisation in a different, more systematic way to keep our focus on interdependencies across divisions. We are being careful to not compromise the integrity of the process but it does mean it will take time. It’s important to get this right so we can set ourselves up to deliver even better outcomes in the future.

    The following are some key points about the process. You will hear more about what this means for you from your Divisional leader this week.

    Detailed design of branches will be in 3 stages with the first stage starting in February, second stage in May and third stage in August.

    The design process for each branch is expected to take between four and twelve weeks, depending on the complexities of the teams and functions.

    We’ve grouped together or ‘bundled’ branches with interconnected functions so they can be designed in a way that considers their similarities and interdependencies. For example, finance related branches will be designed at the same time so we can more effectively understand and consider the complexities of these teams together. It also means our people have the opportunity to consider more than one role they might be interested in as similar or aligned areas will be designed together.

    We will share information about how you can get involved in branch design in the lead up to each stage.

    If your branch is scheduled for the second or third stage, there are things you can do now, such as teams within a branch starting to work together to look at better ways to combine or streamline processes, and how relationships can be improved through your day-to-day activities.

    Looking out for yourself and each other

    Now more than ever, it’s important that you prioritise your personal safety, and that of your colleagues, friends and family. Whether that’s in relation to the bushfires or as we go through the ups and downs of change, please look after yourselves and each other, and always reach out for help and support if you need it – lots of support is on hand and outlined here for you.

    We also now have a dedicated site that has been developed to keep all our people across the Transport cluster informed and supported during the bushfire crisis. You can find out what we’re doing to help those in need across NSW, the support available for you including various leave options, how you can help and information to help leaders manage their people during this time. Go to www.stayinformed.com.au anytime, from any device to find the latest information.

    Thank you again to those of you supporting communities and customers across the state, and those who are supporting our people in their efforts to do this.

    Keep safe.

    Rodd Staples

    Secretary

  • 16 December 2019 - Future Workplace - final confirmation of 2020 Sydney office moves

    4 months ago

    Hi everyone,

    I’m writing to update you on the Future Workplace program which, over time, will provide workplaces across the state that are more consistent, support flexibility and enable us to work in more collaborative ways.

    You will recall that we released a draft proposal on 20 November regarding team locations for the Sydney office moves in 2020. My thanks to all of you who provided feedback – we’ve reviewed all of your suggestions and have now made a final decision on where teams will be based.

    An information pack showing all confirmed moves is now available for everyone to...

    Hi everyone,

    I’m writing to update you on the Future Workplace program which, over time, will provide workplaces across the state that are more consistent, support flexibility and enable us to work in more collaborative ways.

    You will recall that we released a draft proposal on 20 November regarding team locations for the Sydney office moves in 2020. My thanks to all of you who provided feedback – we’ve reviewed all of your suggestions and have now made a final decision on where teams will be based.

    An information pack showing all confirmed moves is now available for everyone to view.

    What you told us

    We received more than 600 responses from you, which can be broadly categorised into the following themes:

    • Team location
    • Travel time/cost
    • Facilities/amenities
    • Flexible work arrangements
    • Activity Based Working

    As a result of your feedback, changes have been made to team locations for around 300 people out of the more than 5,200 people who will be moving office locations in 2020. Today, leaders have been briefing Sydney based teams on any changes to the original proposal and their confirmed locations for next year.

    As well as direct feedback on team locations, people sought information and guidance about working flexibly, asked questions about the facilities and amenities in our new and existing offices, and shared thoughts and queries about activity based working.

    We’ll be using this feedback to guide the way we support you in the lead up to the moves. This includes providing more information and Q&As, informing the change and engagement planning, providing training and guidance, as well as opportunities to visit and learn more about our new workplaces and new ways of working.

    Flexible working

    Something I noticed in the feedback is that not everyone feels supported to discuss or practice flexible working arrangements, and some people are concerned that flexible working arrangements won’t be available for them while they transition to a new work location.

    I’d like to remind everyone that Transport is building a culture where working flexibly is part of how we operate. Many teams have great flexible working practices in place and this has proven to help us attract and keep high performing people who reflect NSW’s diversity.

    But there is no one size fits all for flexibility. It’s about being flexible.

    I encourage you to have a conversation and explore flexible working arrangements with your leader and I expect all leaders to seek to understand the personal circumstances of their people, to be open to new ways of working and to consider what arrangements can work best for each person, the team and the organisation.

    There is lots of information on flexible working arrangements on the intranet to support you to have a good conversation today.

    Next steps

    A comprehensive information and support program will roll out from January next year so that those people moving are well prepared in advanced. Timeframes for the moves will also be shared with you in February and the moves will take place from May, starting with teams who are moving to Macquarie Park.

    Our moves to new workplaces in Sydney are an exciting step forward in our transformation journey and will really enable us to work in new ways across the Transport cluster. But I also know that these changes can be unsettling and will affect people in different ways, so please talk to your leader, discuss your personal situation and what it means for you, and use the range of support options that are available for you.

    My thanks once again to everyone for having their say. We believe that a more collaborative workplace with a better mix of co-located teams will help us get our operating model working to its full potential, which in turn will enable us to deliver better customer and community outcomes together.

    Rodd
    Secretary

  • 16 December 2019 - Confirmation of Sydney office moves in 2020

    4 months ago

    Read the final pack to see the confirmed team locations

    Thank you to everyone who had their say on team locations for the Sydney office moves in 2020. All the feedback has been reviewed and a final decision has been made on where teams will be located.

    Read the information pack to see all confirmed moves and the divisional make up of each of our locations.

    Next steps

    • A comprehensive information and support program will roll out from January next year so you’re well prepared ahead of the moves.
    • Timeframes...

    Read the final pack to see the confirmed team locations

    Thank you to everyone who had their say on team locations for the Sydney office moves in 2020. All the feedback has been reviewed and a final decision has been made on where teams will be located.

    Read the information pack to see all confirmed moves and the divisional make up of each of our locations.

    Next steps

    • A comprehensive information and support program will roll out from January next year so you’re well prepared ahead of the moves.
    • Timeframes for the moves will also be shared with you in February and the moves will take place from May, starting with teams moving to Macquarie Park.
    • More details including FAQs, site information and support resources are available on the Future Workplace intranet page. You can also contact the project team at futureworkplace@transport.nsw.gov.au .

  • 9 December 2019 – Information about final top level leadership and divisional functions being released today

    4 months ago

    Detailed information about each division’s top level leadership and functions are available on these divisional pages:

    Information coming in January 2020:

    • Office of the Secretary

    The Office of the Secretary top level leadership is under consideration. This will be determined and released in January 2020.

    Our new operating model embeds the needs of our customers and communities in urban and regional areas across NSW; helps us deliver...

    Detailed information about each division’s top level leadership and functions are available on these divisional pages:

    Information coming in January 2020:

    • Office of the Secretary

    The Office of the Secretary top level leadership is under consideration. This will be determined and released in January 2020.

    Our new operating model embeds the needs of our customers and communities in urban and regional areas across NSW; helps us deliver multi-modal, end-to-end customer journeys; and create better places to live, work and visit. It also tries to address where we have duplication, inconsistency, gaps or new opportunities.

    As we undergo these changes to there are a number of support services, such as the Staywell Hub, available on the Getting support during change page.


  • 5 December 2019 - What is the Evolving Transport Transformation Program?

    4 months ago

    The Evolving Transport Transformation Program has been established to help us to become the organisation we need to be to deliver our 10 Year Blueprint and Future Transport 2056 outcomes.

    It is about driving four things across our organisation;
    • improving the outcomes we deliver for customers and communities
    • fundamentally changing the way we are perceived by stakeholders
    • improving the experience for our people at work every day, and last but not least, it is about
    • how sustainable we are as an organisation.
    To establish what this program needs to deliver, we did a lot of...

    The Evolving Transport Transformation Program has been established to help us to become the organisation we need to be to deliver our 10 Year Blueprint and Future Transport 2056 outcomes.

    It is about driving four things across our organisation;
    • improving the outcomes we deliver for customers and communities
    • fundamentally changing the way we are perceived by stakeholders
    • improving the experience for our people at work every day, and last but not least, it is about
    • how sustainable we are as an organisation.
    To establish what this program needs to deliver, we did a lot of work in the foundation planning stage, which many of you helped co-design.

    All this has now been brought together as 13 Evolving Transport workstreams. Organisational structure and Enablement workstreams are already in delivery and planning has started for the remaining workstreams, which will continue to progress next year.

    What is a workstream?

    Workstreams are major change initiatives to be delivered over the next 12-18 months, focused on designing and implementing our new ways of working.

    For example, the customer metrics workstream will develop ways to measure customer satisfaction with end to end journeys as opposed to measuring satisfaction with individual modes of travel such as bus or trains.

    Another example is the capital projects workstream. This workstream will develop more consistent ways of planning and delivering capital projects across the whole of transport.


    Delivering on these 13 workstreams will create new and improved ways of working, which will help us get where we need to go.
  • 4 December 2019 - Evolving Transport consultation now closed

    4 months ago

    4 December 2019

    Thank you to those who provided feedback throughout the Evolving Transport consultation over the past four weeks. Over 2000 pieces of feedback were received throughout this process, and this feedback is still being collated and analysed this week.

    During the consultation, some key themes have emerged including:

    · The purpose and functions of each division

    · Placement, recruitment, and diversity of our senior leaders

    · Feedback on the proposed top level leadership, and grading and scope of roles

    · Collaboration, interdependencies, and duplication with other divisions and agencies

    · The next phase of Evolving Transport

    All the...

    4 December 2019

    Thank you to those who provided feedback throughout the Evolving Transport consultation over the past four weeks. Over 2000 pieces of feedback were received throughout this process, and this feedback is still being collated and analysed this week.

    During the consultation, some key themes have emerged including:

    · The purpose and functions of each division

    · Placement, recruitment, and diversity of our senior leaders

    · Feedback on the proposed top level leadership, and grading and scope of roles

    · Collaboration, interdependencies, and duplication with other divisions and agencies

    · The next phase of Evolving Transport

    All the feedback has now been provided to Divisional Leaders (appropriate to their division). The Strategy and Operations Committee (SOC), which the Secretary and divisional leaders are part of, are meeting this week to review all feedback and approve decisions to change or not change top level structures.

    We had a lot of questions come in over the last four weeks and have been answering the most asked questions on the QA webpage. So make sure you keep checking this page as it’s updated regularly.

    Final decisions on our top level leadership will be announced the week of 9 December. However a lot of your feedback about ways of working and the next layers of leadership will continue to shape the next phases of the Evolving Transport Transformation Program.

    From the week starting 9 December, there will be:

    · Announcements about the top level leadership for each division and how the teams will be mapped to those leadership positions

    · Confirming acting arrangements, placement approach, and recruitment timelines

    · Further information about the approach for the next level of organisation design from February 2020; branches and teams level (Phase 3B-2)

    This information will be available on the Evolving Transport website.

    Also, a reminder to our Sydney based staff consultation for the proposed Sydney office moves in 2020 is still open until this Friday 6 December. Please continue to submit your feedback before the close and see the latest updates on the Future Workplace website.