Cuts hurt CSIRO

Cuts hurt CSIRO


In April 2013, CSIRO Chief Executive Megan Clark announced plans to introduce deep cuts across the organisation over the next twelve months – likely to result in over 200 jobs lost from the 6,500 strong workforce. The Staff Association has condemned the decision, warning that the organisation’s research and operational capacity will be seriously damaged. More here.

Where will the cuts be felt most?

Briefings with the majority of Divisional Chiefs and Human Resources staff have provided the following information on potential Full-Time Equivalent job loss numbers. Please note that these numbers are approximate, subject to change and may be reduced through mitigation processes such as redeployment. Where areas of CSIRO are not specified below, further information and confirmation will be sought by the Staff Association.

The information below is current as at Tuesday 23 July 2013.

CMAR – 47
22 redundancies & 25 term employment cessation/other attrition
CESRE – 10 to 20 CES 33
18 redundancies & 15 term employment cessation/other attrition
CMSE –55
Including 5 term employment
PI –
4 to 7
6 to 9
45 to 50
CLW  40 to 45
22 indefinite. 
CMIS / ICT – up to 5 Property – up to 5 Finance – 10
With creation of 5 new CSOF2s in a new declassified structure
Admin Services –
CSIRO Executive – 1 HR –
Excluding Tidbinilla site

Recent bulletins

The Staff Association Members is committed to providing members with the latest information through regular updates on job cuts and redundancy process.

Know your rights

The Staff Association produces fact sheets on a range of workplace issues. Three particularly relevant fact sheets in the current environment relate to:

The complete set of resources can be found here.

Support for members

Members in need of support are encouraged to contact their local Staff Association delegate for initial advice. More information, including how to find your local delegate, can be found here.

Formal advice

Under the terms of the current CSIRO enterprise agreement, management is required to provide formal, written advice to the Staff Association when ten or more officers are likely to become potentially redundant. This is commonly referred to as Clause 3(a) advice.

Recent media

Additional resources

Staff Association delegates who require additional resources such as technical information, guides and workplace materials are encouraged to contact their local organiser or email

Have your say 

Tell us what you think by posting a comment below.

Cuts Hurt - Clayton Members

Cuts Hurt – Clayton Members

8 thoughts on “Cuts hurt CSIRO

  1. Since the ‘partial’ formal advice from CLW on 19 May, member discussions indicate there has been some delay in progress of the actions identified in the advice. On 4 June we requested an update on progress, and clarification of staff communication and consultation processes, and if/when a further formal advice maybe expected. We have been advised that a response will be provided on 11 June.

    • CLW update: The current tally appears to be 42 with 23 redundancies and 19 term cessations and substitutions. But despite assurances that it would be business as usual after these redundancies went through, their now appears to be some talk around the division of the need for another dozen or so heads on the chopping block in the not to distant future. Possibly due to the 6.7% increase in overheads as the result of CSIRO not being able to persuade government (Dept of Finance, I believe) to change the way building depreciation is handled.

  2. Dear Staff Association, Staff at CSIRO is up for a salary increase of 4% in July. Why don’t you campaign to delay that increase in the salaries to save the jobs, at least some of it. I am sure the greater majority of CSIRO staff will agree to it. Doubt if the management would. Surely 4% of billions of dollars will save many jobs!!!

  3. The Staff Association has on repeated occasions raised with CSIRO Executive (including in the last bargaining negotiation for the current agreement) whether they would guarantee to protect jobs if pay rises were reduced. The answer has consistently been no. The Staff Association cannot agree to something which will harm staff pay and conditions, yet potentially end up resulting in the same number of involuntary redundancies in any case. Pay is set to rise in July 2013 – but only by 3.5 per cent.

  4. Good on you, we are believers in the staff association. Once the number for involuntary redundancies are on the table one would think it is a good time for a re-visit the issue with the CSIRO executive if we can reduce the number of involuntary redundancies. I as a staff member and an association member would be more than willing to delay an increase in 3.5% if we can significantly reduce those numbers. 3,5% of 6500 people can save a lot of jobs.

    • good comment. Why not have a CSIRO wide survey to find out how many staff support the idea of pay rise delay at the current situation?

      • Been tried before, but didn’t stop divisions from finding ways of going broke and shedding staff. During this period the number of staff in CSIRO decreased by >1500. All that was achieved was CSIRO becoming uncompetitive in the labour market and a large catch up pay rise of about 10 years ago. Also puts pressure on to move to individual contracts to meet pay expectations and equivalent CSOF level staff being on different pay rates depending on market demand for the professional skills. Do we really want to go down this route?

  5. A former CSIRO executive once suggested that if all employees in an organisational unit were willing to take a demotion to CSOF3 salary level then there would be no need for redundancies in that group. The executive however was extremely silent when asked whether he would accepted a CSOF3 demotion to help save jobs as his job was not at risk!


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