Roles and Responsibilities within the Change Management Policy and Procedures

Roles

Responsibilities

Member of Staff

Redundancy

  • To make/discuss representations regarding any proposed redundancy affecting them.
  • To provide any relevant information for consideration as part of the selection process.
  • To understand the reasons for the proposed changes/restructuring, or FTC expiry as relevant.
  • To consider any offer of suitable alternative employment

Redeployment

  • To fully engage and participate in the redeployment process.
  • To be proactively update their record on the redeployment database to ensure that it accurately reflects their skills and experience, including any transferable skills.
  • To consider redeployment opportunities as offered; including assessing themselves against any potential vacancies and how any such vacancies that match their skills and experience.
  • To consider any training and development offered by the University.

Manager

Redundancy

  • To meet with the member of staff and explain the reasons for the restructuring/organisational change/FTC expiry.
  • To explain the implications for the member of staff and assist them in accordance with the requirements of the redeployment, redundancy avoidance and redundancy procedures, including any support for training and development.
  • To maintain communication with the member of staff throughout the process.
  • To ensure that the member of staff is consulted with on an individual basis to make certain that s/he understands the reason for being in ‘at risk’ position.
  • To maintain responsibility for the member of staff throughout the consultation period and, where relevant, notice period to continue to seek to identify suitable alternative employment and/or redeployment opportunities up to the point at which s/he is redeployed or his/her employment is terminated at the end of the notice period.
  • To make the decision whether an alternative position is deemed as suitable alternative employment for the member of staff taking into account the factors described in paragraph 5.2 of the Redundancy Avoidance Procedure.
  • Consider appropriate training and support for those at risk of redundancy

Redeployment

  • To ensure that the member of staff is considered initially for any redeployment opportunities within the Department or Faculty in which the member of staff is currently employed.
  • To ensure that if there are no vacancies or redeployment opportunities for which the member of staff can be considered, that the member of staff is placed on the redeployment database, with assistance from Human Resources.
  • To provide a personal statement for the individual’s redeployment record, by request.

Recruiting Manager
(Manager advertising the vacancy)

  • To consider any member of staff on the redeployment database who has the skills and experience which match the vacancy being advertised or for which the redeployee has the potential, with reasonable training and support, to be capable of undertaking the duties of the post.
  • To commit under these circumstances to offer the redeployee a guaranteed interview for the post and must consider the redeployee for the vacancy, being prepared to explain any reasons for non-appointment to the post.
  • To offer a trial period of 4 weeks to the member of staff and to support him/her with any required training and development.

Human Resources

Redundancy

  • To provide advice and support of the application of the procedure.
  • To support the manager in the process of making an informed, fair and reasonable decision.
  • To advise and support the manager on the legislative requirements of redundancy procedures.
  • To advise and work in conjunction with the manager in the determination of any measures which could be considered to avoid or minimise redundancies.

Redeployment

  • To advise staff on the redeployment process, as appropriate, and act as a first point of contact for the redeployee for assistance as required.
  • To maintain the redeployment pool and the register of staff subject to redeployment.
  • To determine, in conjunction with the manager, the eligibility of redeployment candidates of forthcoming vacancies.
  • To provide advice on the legal duty to offer a trial period, if applicable, what is deemed to be suitable alternative employment and the wider role the University has in seeking redeployment opportunities.
  • To advise on timescales and duration in the redeployment pool and whether the timescales can be extended, depending on availability of suitable vacancies.

Review Group

Redundancy

  • To consult with affected staff and their representatives to minimise the risk of redundancy.
  • To provide information about the review to staff and their representatives including reasons for the review, timescale and implications for staff.
  • To ensure that all appropriate measures to avoid redundancy are explored prior to and during the consultation period.
  • To undertake an evaluation of the review process, in conjunction with a selection of those individuals involved in the process, with a view to learning from the process to improve for any future change processes.
  • Consider appropriate training and support for those at risk of redundancy

Redeployment

  • To consider at the outset and duration of the review, any redeployment opportunities within the Department /Faculty for staff affected by the organisational change, to minimise the risk of redundancy.
  • To consider all other relevant measures to avoid redundancy.
  • To consult with staff and trade union representatives to assist staff to find alternative employment in the wider University.
  • To continue to consult with staff affected and their representatives until either redeployment is secured or the expiry of the notice period.