No 1 FACULTY GENERAL STAFF CHANGE PROPOSAL STAFF CONSULTATION SESSION 19 June 2008 Tim Sprague, Director Human Resources

No 2 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

No 3 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

No 4 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

No 5 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

No 6 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

No 7 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

No 8 POSITION ISSUES - Response 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

No 9 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

No 10 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.

No 11 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

No 12 EMPLOYMENT ISSUES REVISITED 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.

No 13 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.

No 14 NEXT STEPS Exec Deans appointed for all Faculties except Arts. Interim Dean appointed to Arts. 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

No 15 QUESTIONS ?