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The staff are asking the bank to adjust the targets to properly take into account the state of the economy, local factors, training and experience and interruptions such as leave and lack of relief.



The move follows recent ANZ public relations gaffes over expensive holiday cruises at the time jobs were being axed and out of cycle interest rate increases that have made the task of frontline staff even harder. Members have reported to FSU that in some cases their targets went up by 5% over the previous half year with no apparent justification other than the profit budget set by senior management.



One example of the unfairness of the current ANZ targets comes from an area where a senior manager recently said that the week before Easter that because Friday was a public holiday staff would need to get 100% of their weekly target over 4 days. With three public holidays in April that meant an effective 25% target increase for three weeks running.



Letter to Manager is 1st Step



The staff involved in the dispute have each signed a letter to their branch manager to commence the process of achieving change. While the staff know that the line manager has no discretion to change the targets this is a necessary formal step in getting the matter resolved by senior ANZ executives.



After seven days the matter can be escalated to the next level of ANZ and so on until we get to someone who actually has the power make the changes sought by the staff.



ANZ Lags Behind



With recent changes to targets at CBA and Westpac, ANZ now lags behind its major competitors in ensuring that performance targets are fair and reasonable. ANZ staff have fewer rights and less influence over their targets than CBA, Westpac, NAB or St George staff. As a result more ANZ staff are denied annual pay rises on performance grounds than any other bank.