1. Management Resourcing and Considerations – Prior to Change Proposal December 2015 HR Document – Tool for Managers Contact for queries – your HR Business Partner/ERMS representative Published on Website

2. Prior to Developing Change Proposal Consider: CHANGE LEADERSHIP TEAM Who will be on the change leadership team – how do you identify them (eg key decision makers, trusted managers); what qualities you want them to have; and whether they will need coaching to effectively run the change process CONSIDER WHICH STAFF WILL NEED TO PARTICIPATE IF FORMAL ORGANISATIOANL CHANGE PROCES: Determined by the business area and HRBP/ERMS on a case by case basis. Anyone who will be directly and significantly affected will be invited – others may be involved as wider consultation may be necessary or beneficial. TIMING Depending on the nature of the change, (eg if the change means some positions are no longer required), it may require a ‘freeze’ on advertising some or all positions during the organisational change process. If high volumes of feedback are received, this can delay the process. Key times (Christmas closedown etc) need to also be considered carefully. Any travel or annul leave of key leaves should be avoided where possible so leaders are available to staff in the change process

3. Business Area Resourcing Considerations : Adequate resources in the business area will need to be identified to: Hold preliminary/informal change discussions with staff where applicable as per the EBA Draft communications for review by HRBP/ERMS Establish current state data and current organisational charts Consider proposed costings including cost benefit/efficiencies/student experience measures Draft new draft position descriptions Develop new proposed organisational charts Draft the change proposal for review by HRBP/ERMS Hold 3 meetings with staff Draft the final decision document for review by HRBP/ERMS Manage, collate, consider and address feedback provided by staff; Revise the changes proposed, PDs and organisational charts in response to feedback from staff Embed the changes including 6 or 12 month review, and manage redeployees, if any, during the redeployment period by providing meaningful work

4. Special Considerations: DIVERSITY Is anyone from a diversity group or with a a special need likely to be affected by the change? Are there any adjustments we can make to the process or consider as a result of this? CURRENT STATE DOCUMETNATION Are PDA’s, organisational charts, and current position descriptions up to date? LEAVE/SABBATICAL Is there anyone on leave (eg parental, LSL), or sabbatical – who will contact them / how ? SECONDMENTS/SABBATICALS Are there any staff affected on secondment or higher duties that are impacted and need to be included ? What are the impacts on their substantive position? FUTURE PROPOSED CHANGES Are there other likely change in future that should be incorporated into this change proposal to minimise difficult impacts on staff? Are there key business activities coming up that could affect timing and resourcing for the change proposal?