Implementation
This stage is about continuing to communicate by implementing the communication plan and implementing the change.
Work with Human Resources to:
Arrange Trial Periods
- A trial period may be used to assess whether the post is suitable.
For more information see:
Build Capability/Skills for New Roles
(As required through training and development)
- Help staff prepare for new roles with appropriate training and development opportunities;
- Set objectives for new roles as soon as possible (Personal Development Plan Template).
Communicate
- Communicate change to stakeholders and customers;
- Communicate short-term "wins" that are visible and clearly relate to the change effort.
For more information see:
Help Staff to Adapt to Change
- Be mindful of the potential impact of change on staff;
- Involve staff in problem solving and developing new work processes etc;
- Support staff through their notice period and redeployment phase, as appropriate.
For more information see:
- Adapting to Change
- Staff/Manager Timeline (TO BE ADDED)
Deal with Appeals
(e.g.relating to redundancies)
Undertake Post-Change Administration
This may include:
- Changing staff reporting lines on uBase;
- Changing staff records;
- SRDS arrangements, including determining who will be involved in the reviews (if managers have left);
- Administration relating to trial periods, where applicable.