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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

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faculty general staff change proposal

FACULTY GENERAL STAFF CHANGE PROPOSAL

STAFF CONSULTATION SESSION

Updated 26 June 2008

Tim Sprague, Director Human Resources

overview
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

Confirmation of employment issues

Opportunity for staff to ask questions

Next steps

OVERVIEW
change process
Clause 4.14 of the Enterprise Agreement

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 - Implementation

CHANGE PROCESS
focus on staff placement
Our obligation is to, wherever possible, find a job for all permanent staff. So:

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 redundancies

Focus on staff placement
summary of initial feedback
Feedback:

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 structure

SUMMARY OF INITIAL FEEDBACK
feedback cont d
Proposal requires more detail related to what the high level jobs will do

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 level

FEEDBACK cont’d
position issues
Vacancies and Fixed Term staff

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 reviewed

POSITION ISSUES
position issues1
Faculty Finance Manager - We will wait until we have all the feedback in and will make a decision related to the inclusion of this role

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 Manager

POSITION ISSUES
faculty issues
FACULTY ISSUES

Human Sciences

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

Cultural Issues

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

the lists
The lists are designed to primarily to show staff new reporting lines and/or the groups they will be working with.

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
the list
We recognize that some staff have been in multi faceted roles and this may continue in the future but for reporting purposes they need to know where they report

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 week

THE LIST
employment issues revisited
EMPLOYMENT ISSUESREVISITED

Continuity of employment:

Permanent staff keep permanent employment

Salary:

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.

Grading:

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.

employment issues salary maintenance
EMPLOYMENT ISSUES:SALARY MAINTENANCE

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 steps
Exec Deans appointed for all Faculties except Arts. Interim Dean appointed for Humanities.

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 July

NEXT STEPS