FACULTY GENERAL STAFF CHANGE PROPOSAL. STAFF CONSULTATION SESSION Updated 26 June 2008 Tim Sprague, Director Human Resources. Purpose of today’s session: Overview of the Change process To provide feedback on the key issues that are being raised Clarification of the lists
STAFF CONSULTATION SESSION
Updated 26 June 2008
Tim Sprague, Director Human Resources
4 Stage process :
Stage 1 - Release of Change Proposal for Consultation
Stage 2 - Response from staff on proposal, consideration of the feedback, decision to proceed
Stage 3 - Release of Implementation Proposal for consultation/consideration feedback
Stage 4 - ImplementationCHANGE PROCESS
So we are freezing general staff permanent appointments in Divisions (hopefully this won’t be for much longer)
We are looking for redeployment opportunities for Dean’s PAs/Exec Assistants
We are not advertising roles when we already have people in similar roles (we will advertise new vacant roles)
We are very hopeful but can’t promise that there will be no forced redundanciesFocus on staff placement
The position of Finance Manager is required as a part of the high level structure
Lots of feedback on individual circumstances and the list
Greater impact on staff in Human Sciences than in the other Faculties given that their work has been focused around a Dept rather than a Divisional structureSUMMARY OF INITIAL FEEDBACK
Proposal doesn’t have a category for specialised roles
Issues related to cultural change
Clarification on title for HDR role
What will happen with vacancies filled by fixed term staff ?
Need more detail on what will happen to staff below the Management levelFEEDBACK cont’d
Deans and Faculty GMs will make decisions about ongoing organisational requirements when we get to the implementation stage.
They can: continue staff on a fixed term basis during the transition phase, make the position permanent or decide that the position is no longer required
How will work be organised for staff below the Management level ?
The allocation of work for staff in these roles will be reviewed in late 2008 and in 2009 at the Faculty/Dept level. This is best done by the staff and the supervisor.
If necessary position descriptions will be reviewedPOSITION ISSUES
Additional detail with respect to Management Roles We will release a summary document identifying the key functional responsibilities of each Management position
Recognition of specialist Faculty based roles - the addition of a category under the Functional groupings to
capture specialist roles such as Clinic Manager, Museum Curator etc
HDR Administrator/Manager - Title will be HDR ManagerPOSITION ISSUES
We’ve held additional group consultation sessions with current Divisional Heads and Heads of Depts and other key staff have taken place to ensure we capture the issues that need to be considered
The Deans, with support from their management teams, will be working to build staff in the new units into teams and to set the direction of the new Faculty
Human Resources will be supporting training, team building and communications
We released the list show staff our initial proposal for which group or role they will be working in and to allow for feedback on these proposed mappings.THE LISTS
Change in reporting line will not necessarily mean change to physical location
Following the additional consultation sessions we will be releasing a revised list for Human Sciences early next weekTHE LIST
Continuity of employment:
Permanent staff keep permanent employment
All General staff in current Divisions will retain the salary of their current grade on translation to the new Faculty structure unless they take an advertised position at a higher level.
The grading of newly created roles will occur in the implementation phase of the change process. If a review of current roles is required as a result of changes to position descriptions, positions will be subjected to a formal evaluation process after staff have moved into the new Faculties.
If a staff member moves to a position that is later graded at a lower level following an evaluation process, they will be entitled to ongoing salary maintenance which will continue until:
the staff member moves into a new job or,
their job is reclassified to a higher HEW Level as a result of changes to the position
a subsequent workplace change affects the role
Staff receiving salary maintenance will continue to receive incremental progression (subject to performance) and increases in accordance with the EA.
In the event that the position falls vacant, the position will be advertised at the new classification level.
Next week - Release of summary document outlining key functions to be undertaken for each of the Management positions identified in the Change Proposal
Release of revised list for Human Sciences
Consultation over the change proposal – Will be extended to 7 July. Feedback to Phil Hagan, Deputy Director Human Resources
Response to feedback following consultation
Decision on proposed change - after consultation.
Release of proposed implementation plan late JulyNEXT STEPS