Contractor misses out on $5m job despite highest rating
Dowsing was one of four groups that put in a bid for the three-year contract with the City of Cockburn to provide in situ concreting, such as footpaths, shared use paths, crossovers and concrete pads or footings.
It was given an assessment score of 80 out of 100, but at its July 8 meeting the council gave the job to Axiis Contracting, which scored 79.94.
Bids were assessed on experience, resources, methodology, sustainability, if they were local, and their price.
The city's evaluation panel, which comprises six city officers, recommended Axiis because it considered its bid had the least risk or chance of variations, and the group had better references.
'Reference checking on Axiis Contracting referred to positive comments reflecting timely and quality work outcomes with no hidden charges,' its report said.
'Reference checking on Dowsing scored less than Axiis Contracting with potential issues raised for operators and their approach to safety. Overall a positive reference was provided.'
Dowsing WA operations manager Sam Dowsing told the council he was surprised to read Axiis' references were rated as more favourable than Dowsing's and asked if they could be independently validated.
'This is not our experience talking to the market that we both serve in,' he said.
'In 40 years of business serving local governments, we've never seen a recommendation contradict the outcome of the tender assessment.
'We'd like to question the integrity of the over-ride of the outcome of the extensive assessment criteria, given Dowsing scored the highest ranking.'
Infrastructure services manager Anton Lees said the city had followed Local Government Act regulations when assessing bids for the contract.
He said the city had carried out reference checking on Axiis.
'We've taken that information on board and obviously provided that recommendation in the report on those references,' Mr Lees said.
On its website, Dowsing says it has an 'uncompromising focus on high-quality workmanship, safety and creating positive outcomes'.
It has been operating since 1985 and Axiis since 2013.
Both groups are based in Maddington. No bids were received from groups based within the city or Perth South Metropolitan Alliance region.
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West Australian
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State whips up new laws to stop snowballing rates blue between Shire of Mt Magnet and vanadium explorer
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The Advertiser
2 days ago
- The Advertiser
'Doesn't pass the pub test': union questions Newcastle council over two high-paid roles
THE United Services Union has questioned City of Newcastle's hiring process for two high-ranking roles at Civic Theatre and Civic Venues, each valued at almost $200,000 a year. Applications closed July 27 for the two executive positions after an internal, six-day expressions of interest process that appears to have been overseen by a single executive. United Services Union official Luke Hutchinson said the process lacked transparency, fairness and merit-based selection, suggesting it could be in breach of the Local Government Act and the council's own policies. "This is a slap in the face to the hundreds of casual workers who keep these venues running," he said. "Over 70 per cent of staff at the Civic Theatre and City Hall are employed casually, many are young, lower-paid workers who've dedicated years to these spaces. "Yet council appears to be quietly handing out permanent, high-paying roles to select individuals without a proper process." 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The union said the current process, where expressions of interest were being reviewed by a single executive following a six-day advertisement period, "clearly fails" to meet the standards of transparency and merit-based selection required by the act and the council's policy. "Moreover, the advertisement's statement that "employees should have a level of experience relevant to the position" is seemingly disingenuous," the letter said. "These positions have only recently been created, trialled with a single acting occupant in each, effectively excluding other employees from gaining the 'relevant experience' now being used as a selection criteria." The letter said the union had not been informed of any formal appointments, but was advised the council was trialling a new structure and was seeking to implement it with "no further reporting or consultation". Mr Hutchinson said casualisation was a big issue among venue staff who would love to have a permanent or permanent part-time position. 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THE United Services Union has questioned City of Newcastle's hiring process for two high-ranking roles at Civic Theatre and Civic Venues, each valued at almost $200,000 a year. Applications closed July 27 for the two executive positions after an internal, six-day expressions of interest process that appears to have been overseen by a single executive. United Services Union official Luke Hutchinson said the process lacked transparency, fairness and merit-based selection, suggesting it could be in breach of the Local Government Act and the council's own policies. "This is a slap in the face to the hundreds of casual workers who keep these venues running," he said. "Over 70 per cent of staff at the Civic Theatre and City Hall are employed casually, many are young, lower-paid workers who've dedicated years to these spaces. "Yet council appears to be quietly handing out permanent, high-paying roles to select individuals without a proper process." The Newcastle Herald sent 11 questions to the council about the value of the roles, the recruitment process and who oversaw it, whether it contradicted previous council hiring processes and its response to the union's claims and a suggestion it was prepared to escalate the matter to the NSW Industrial Relations Commission. A City of Newcastle spokeswoman said the council had responded to the union regarding its concerns about recruitment processes. "An appropriate, merit-based recruitment process is currently under way, in accordance with legislative requirements," she said. "In 2023, City of Newcastle worked with the United Services Union to significantly increase the pay and conditions of our venues staff, including casuals. "There continues to be a mix of permanent and casual employees working across the Civic Theatre and City Hall, consistent with the typical employment profile in the hospitality and venues industries." When the Herald asked the council to clarify whether anyone had been hired in the roles, the council spokeswoman said that following the successful trial of an interim structure in 2024, "an appropriate, merit-based" process is under way for two executive manager positions, one for Civic Theatre and one for City Venues. "City of Newcastle is unable to publicly discuss employment arrangements for individual employees," she said. In a letter sent to City of Newcastle chief executive Jeremy Bath last week, the union questioned the legitimacy and transparency of the process. The union said that, based on the council's Recruitment Policy Procedures and its legislative requirements under the Local Government Act, it appeared "fundamentally flawed". The act says positions within the organisational structure of the council must be advertised in a manner "sufficient to enable suitably qualified persons to apply". The union said the current process, where expressions of interest were being reviewed by a single executive following a six-day advertisement period, "clearly fails" to meet the standards of transparency and merit-based selection required by the act and the council's policy. "Moreover, the advertisement's statement that "employees should have a level of experience relevant to the position" is seemingly disingenuous," the letter said. "These positions have only recently been created, trialled with a single acting occupant in each, effectively excluding other employees from gaining the 'relevant experience' now being used as a selection criteria." The letter said the union had not been informed of any formal appointments, but was advised the council was trialling a new structure and was seeking to implement it with "no further reporting or consultation". Mr Hutchinson said casualisation was a big issue among venue staff who would love to have a permanent or permanent part-time position. "... but the council insists they must stay casual, but here we have a situation where people are getting permanent full-time roles on big money with no due process, it's unfair and it doesn't pass the pub test," he said. The union claims the hiring process contradicts previous council practices where external advertising was deemed essential to attract a suitable pool of applicants. Mr Hutchinson said the "hypocrisy" was "staggering". "They've insisted on external advertising for other roles, including lower-paid ones, but now they're bypassing that entirely for senior positions," he said. "It reeks of favouritism and undermines the principles of equal opportunity." The union has called on the council to halt the current process and recommit to a "fair, open and merit-based recruitment process". "Our theatres and venues thrive because of passionate, hardworking staff," Mr Hutchinson said. "They deserve respect, transparency and a fair go, not backroom deals." THE United Services Union has questioned City of Newcastle's hiring process for two high-ranking roles at Civic Theatre and Civic Venues, each valued at almost $200,000 a year. Applications closed July 27 for the two executive positions after an internal, six-day expressions of interest process that appears to have been overseen by a single executive. United Services Union official Luke Hutchinson said the process lacked transparency, fairness and merit-based selection, suggesting it could be in breach of the Local Government Act and the council's own policies. "This is a slap in the face to the hundreds of casual workers who keep these venues running," he said. "Over 70 per cent of staff at the Civic Theatre and City Hall are employed casually, many are young, lower-paid workers who've dedicated years to these spaces. "Yet council appears to be quietly handing out permanent, high-paying roles to select individuals without a proper process." The Newcastle Herald sent 11 questions to the council about the value of the roles, the recruitment process and who oversaw it, whether it contradicted previous council hiring processes and its response to the union's claims and a suggestion it was prepared to escalate the matter to the NSW Industrial Relations Commission. A City of Newcastle spokeswoman said the council had responded to the union regarding its concerns about recruitment processes. "An appropriate, merit-based recruitment process is currently under way, in accordance with legislative requirements," she said. "In 2023, City of Newcastle worked with the United Services Union to significantly increase the pay and conditions of our venues staff, including casuals. "There continues to be a mix of permanent and casual employees working across the Civic Theatre and City Hall, consistent with the typical employment profile in the hospitality and venues industries." When the Herald asked the council to clarify whether anyone had been hired in the roles, the council spokeswoman said that following the successful trial of an interim structure in 2024, "an appropriate, merit-based" process is under way for two executive manager positions, one for Civic Theatre and one for City Venues. "City of Newcastle is unable to publicly discuss employment arrangements for individual employees," she said. In a letter sent to City of Newcastle chief executive Jeremy Bath last week, the union questioned the legitimacy and transparency of the process. The union said that, based on the council's Recruitment Policy Procedures and its legislative requirements under the Local Government Act, it appeared "fundamentally flawed". The act says positions within the organisational structure of the council must be advertised in a manner "sufficient to enable suitably qualified persons to apply". The union said the current process, where expressions of interest were being reviewed by a single executive following a six-day advertisement period, "clearly fails" to meet the standards of transparency and merit-based selection required by the act and the council's policy. "Moreover, the advertisement's statement that "employees should have a level of experience relevant to the position" is seemingly disingenuous," the letter said. "These positions have only recently been created, trialled with a single acting occupant in each, effectively excluding other employees from gaining the 'relevant experience' now being used as a selection criteria." The letter said the union had not been informed of any formal appointments, but was advised the council was trialling a new structure and was seeking to implement it with "no further reporting or consultation". Mr Hutchinson said casualisation was a big issue among venue staff who would love to have a permanent or permanent part-time position. "... but the council insists they must stay casual, but here we have a situation where people are getting permanent full-time roles on big money with no due process, it's unfair and it doesn't pass the pub test," he said. The union claims the hiring process contradicts previous council practices where external advertising was deemed essential to attract a suitable pool of applicants. Mr Hutchinson said the "hypocrisy" was "staggering". "They've insisted on external advertising for other roles, including lower-paid ones, but now they're bypassing that entirely for senior positions," he said. "It reeks of favouritism and undermines the principles of equal opportunity." The union has called on the council to halt the current process and recommit to a "fair, open and merit-based recruitment process". "Our theatres and venues thrive because of passionate, hardworking staff," Mr Hutchinson said. "They deserve respect, transparency and a fair go, not backroom deals." THE United Services Union has questioned City of Newcastle's hiring process for two high-ranking roles at Civic Theatre and Civic Venues, each valued at almost $200,000 a year. Applications closed July 27 for the two executive positions after an internal, six-day expressions of interest process that appears to have been overseen by a single executive. United Services Union official Luke Hutchinson said the process lacked transparency, fairness and merit-based selection, suggesting it could be in breach of the Local Government Act and the council's own policies. "This is a slap in the face to the hundreds of casual workers who keep these venues running," he said. "Over 70 per cent of staff at the Civic Theatre and City Hall are employed casually, many are young, lower-paid workers who've dedicated years to these spaces. "Yet council appears to be quietly handing out permanent, high-paying roles to select individuals without a proper process." The Newcastle Herald sent 11 questions to the council about the value of the roles, the recruitment process and who oversaw it, whether it contradicted previous council hiring processes and its response to the union's claims and a suggestion it was prepared to escalate the matter to the NSW Industrial Relations Commission. A City of Newcastle spokeswoman said the council had responded to the union regarding its concerns about recruitment processes. "An appropriate, merit-based recruitment process is currently under way, in accordance with legislative requirements," she said. "In 2023, City of Newcastle worked with the United Services Union to significantly increase the pay and conditions of our venues staff, including casuals. "There continues to be a mix of permanent and casual employees working across the Civic Theatre and City Hall, consistent with the typical employment profile in the hospitality and venues industries." When the Herald asked the council to clarify whether anyone had been hired in the roles, the council spokeswoman said that following the successful trial of an interim structure in 2024, "an appropriate, merit-based" process is under way for two executive manager positions, one for Civic Theatre and one for City Venues. "City of Newcastle is unable to publicly discuss employment arrangements for individual employees," she said. In a letter sent to City of Newcastle chief executive Jeremy Bath last week, the union questioned the legitimacy and transparency of the process. The union said that, based on the council's Recruitment Policy Procedures and its legislative requirements under the Local Government Act, it appeared "fundamentally flawed". The act says positions within the organisational structure of the council must be advertised in a manner "sufficient to enable suitably qualified persons to apply". The union said the current process, where expressions of interest were being reviewed by a single executive following a six-day advertisement period, "clearly fails" to meet the standards of transparency and merit-based selection required by the act and the council's policy. "Moreover, the advertisement's statement that "employees should have a level of experience relevant to the position" is seemingly disingenuous," the letter said. "These positions have only recently been created, trialled with a single acting occupant in each, effectively excluding other employees from gaining the 'relevant experience' now being used as a selection criteria." The letter said the union had not been informed of any formal appointments, but was advised the council was trialling a new structure and was seeking to implement it with "no further reporting or consultation". Mr Hutchinson said casualisation was a big issue among venue staff who would love to have a permanent or permanent part-time position. "... but the council insists they must stay casual, but here we have a situation where people are getting permanent full-time roles on big money with no due process, it's unfair and it doesn't pass the pub test," he said. The union claims the hiring process contradicts previous council practices where external advertising was deemed essential to attract a suitable pool of applicants. Mr Hutchinson said the "hypocrisy" was "staggering". "They've insisted on external advertising for other roles, including lower-paid ones, but now they're bypassing that entirely for senior positions," he said. "It reeks of favouritism and undermines the principles of equal opportunity." The union has called on the council to halt the current process and recommit to a "fair, open and merit-based recruitment process". "Our theatres and venues thrive because of passionate, hardworking staff," Mr Hutchinson said. "They deserve respect, transparency and a fair go, not backroom deals."
Perth Now
23-07-2025
- Perth Now
Contractor misses out on $5m job despite highest rating
A Maddington business has asked why it was not awarded a $5.3 million local government contract despite receiving the highest assessment score. Dowsing was one of four groups that put in a bid for the three-year contract with the City of Cockburn to provide in situ concreting, such as footpaths, shared use paths, crossovers and concrete pads or footings. It was given an assessment score of 80 out of 100, but at its July 8 meeting the council gave the job to Axiis Contracting, which scored 79.94. Bids were assessed on experience, resources, methodology, sustainability, if they were local, and their price. The city's evaluation panel, which comprises six city officers, recommended Axiis because it considered its bid had the least risk or chance of variations, and the group had better references. 'Reference checking on Axiis Contracting referred to positive comments reflecting timely and quality work outcomes with no hidden charges,' its report said. 'Reference checking on Dowsing scored less than Axiis Contracting with potential issues raised for operators and their approach to safety. Overall a positive reference was provided.' Dowsing WA operations manager Sam Dowsing told the council he was surprised to read Axiis' references were rated as more favourable than Dowsing's and asked if they could be independently validated. 'This is not our experience talking to the market that we both serve in,' he said. 'In 40 years of business serving local governments, we've never seen a recommendation contradict the outcome of the tender assessment. 'We'd like to question the integrity of the over-ride of the outcome of the extensive assessment criteria, given Dowsing scored the highest ranking.' Infrastructure services manager Anton Lees said the city had followed Local Government Act regulations when assessing bids for the contract. He said the city had carried out reference checking on Axiis. 'We've taken that information on board and obviously provided that recommendation in the report on those references,' Mr Lees said. On its website, Dowsing says it has an 'uncompromising focus on high-quality workmanship, safety and creating positive outcomes'. It has been operating since 1985 and Axiis since 2013. Both groups are based in Maddington. No bids were received from groups based within the city or Perth South Metropolitan Alliance region.
