CASA Workforce Management Updates
The Workplace Relations Group and the Technical Consultative Committee receive general updates/reports on matters relating to CASA Technical Workforce management and initiatives (these can be accessed online within CASA, and we encourage you review meeting reports).
The AFAP continue to seek progress and outcomes regarding the agreed new EA clauses, 77 Workforce Planning, currently in implementation.
- 1. Method for determining aviation technical workforce resource requirements.
- 2. Work level standard review for the ASR2, ASR3, FO2 and FO3 classifications.
See clauses 77.1 & 77.1 in full below.
Recently CASA has commenced consultation on an updated Flying Qualifications Training Manual, as well as presentations on work regarding position descriptions.
The AFAP and members should welcome progress, however the objective has always been for these agreed conditions of the EA to be in place to for improved workforce management and support of the Technical Workforce, and therefore outcomes MUST reflect those intentions.
Consultation - Flying Qualifications Training Manual
On 31 March 2025, CASA sent the unions the draft Flying Qualifications Training Manual and provided the following description…
“….commence consultation on the Flying Qualification and Training Handbook (FQTH), which has been updated and renamed to Flying Qualifications and Training Manual (FQTM). The updated FQTM has been refined to align content with operational needs and organisational structure (copy attached).”
See link of document provided - draft Flying Qualifications Training Manual
The AFAP requested further information (on 31 March 2025) about the consultation process, in particular details of the changes being consulted (besides the document name change).
CASA provided the following document, see link here summary of amendments to the FQTM.
*CASA stated this document has now been posted to the employee consultation hub after the AFAP request.
Feedback - Flying Qualifications Training Manual
CASA are seeking the unions provide feedback via the National Manager, Regulatory Services 2, Regulatory Oversight Division) by COB Friday, 11 April 2025.
The AFAP request AFAP members provide a copy of any feedback directly provided to CASA, to assist us to support your views.
Should AFAP members seek to provide feedback via the AFAP, please provide some of the initial concerns and comments by 10 April 2025.
The consultation process on this training policy is a little confusing as matters raised will be discussed at the Technical Consultative Committee (TCC), unless a special meeting is call this will be scheduled for the 13 May 2025.
Position Description Consultation
CASA has commenced information sessions regarding the updating of position descriptions for the CASA Technical Workforce, including plans to provide new position descriptions for the Flight Operations (Inspectors).
The positions descriptions (and work undertaken) will relate to the work level standards.
These are very important considerations to get right, as could result in significant recruitment, retention, and/or industrial concerns in the future if positions are impacted.
CASA have provided in writing to unions, committees, and in presentations there is no intention of this review and any changes to disadvantage existing staff pay and classifications – which we welcome this approach (not to contravene the existing EA) but there remains a bigger picture related to the workforce management to consider.
The bigger picture includes that CASA Technical workforce remains competitive to recruitment of new employees in skillset required in accordance with ICAO standards, training strategies to attain and maintain qualifications as per ICAO standards, retention strategies for both employees and the qualifications required under ICA standards, and genuine future proofing of the skilled technical workforce – including longevity, sustainability and capacity for CASA to fulfill its obligations as the aviation safety regulator.
The AFAP therefore are seeking transparency regarding all the position description and work level management changes.
AFAP Contacts
AFAP members can email queries or feedback to Jason Newell, AFAP Senior Industrial Officer via Jason@afap.org.au.
Kind regards,
The AFAP Industrial Team
CASA Enterprise Agreement Clause
Workforce planning
77.1. Method for determining aviation technical workforce resource requirements.
77.1.1. CASA recognises the need to ensure it has the required workforce to meet statutory obligations under the Civil Aviation Act 1988, ICAO standards and government expectations.
77.1.2. During the life of the Agreement, CASA, in consultation with the technical unions, will establish a method for determining staff resource requirements in relation to the aviation technical workforce. The intent of the method is not to decrease the size of the inspectorate/technical workforce rather to inform the composition, capacity, performance, responsiveness and culture of CASA’s workforce to achieve CASA’s goals and priorities in the short and longer term.
77.1.3. The focus of the method will be the development of workforce composition profiles addressing CASA’s aviation technical workforce requirements, considering the aviation community regulatory oversight requirements, ICAO requirements, risk factors, location, the number of Authorisation holders, workforce structure, workload considerations and work requirements.
77.1.4. The process to establish the method will commence no later than 3 months following the commencement of the Agreement.
77.1.5. CASA will implement changes resulting from the established method, following the consultation requirements as per clause 72.
77.1.6. Prior to the commencement of the implementation of the method there will be no reduction in the number of current technical or inspectorate roles in place at the commencement of this Agreement.
77.2. Work level standard review for the ASR2, ASR3, FO2 and FO3 classifications.
77.2.1. CASA, in consultation with the TCC, will commence a review of the work level standards for the ASR2, ASR3, FO2 and FO3 classifications within 12 months of the date of commencement of this Agreement.
77.2.2. The purpose of the review is to ensure that the work value differences for the ASR2, ASR3, FO2 and FO3 classifications are clearly defined and clarify the career progression pathways for employees in the ASR and FO classifications.