Restructuring/ Reorganisation Flowchart - Staffcentral - University of ...

HR Department
September 2012
Existing staff will be identified at appropriate points for the purposes of collective consultation (e.g.
slotting first and then ring fencing) and this information would be based on the current structure
only.
The paper would also cover how the staff will be consulted, how they can feedback their views to
the relevant manager (or the trade unions representative) and the fact that the consultation is
designed to be fair, open and meaningful. This means that managers/heads will be expected to
have considered and provided an adequate response to any issues raised by trade unions and staff
feedback in writing, before the selection stage goes ahead.
In addition equality impact assessments may need to be undertaken at an appropriate stage and
this can be mentioned in the paper. Further advice can be provided by your HR Adviser.
It is important that key timelines are included in this document to provide a framework for the
process. The three key areas are:
1) The closing date for responses and the final date/planned time period when the consultation
should aim to be completed by;
2) The proposed date for any ring fence interviews/selection process (or planned time period) and
when staff that have been slotted will have their position confirmed;
3) The final implementation date for the new structure (i.e. when the new arrangements will
commence).
The paper should also confirm that staff have the right to be accompanied or represented a trade
union representative or work colleague/person.
The timescales for consultation should be adequate to enable the trade unions and staff to consider
the proposal. As a guide two to three weeks would normally be sufficient for stages 1 and 2 (but
this could be varied by agreement with the trade unions). Any further timings would depend on the
project plan (see rationale for change) and timings would depend on each case.
Grading processes (Support Staff)
Once the content of the jobs has been identified and revised/new job descriptions produced, this
information along with a structure chart and the business case needs to go to a new/ vacant panel
to have the grades agreed. Please see attached link for the new and vacant post grading
procedure for more details
http://staffcentral.brighton.ac.uk/xpedio/groups/Public/documents/staffcentral/doc009381.pdf
There may be situations where managers want to vary job descriptions for reasons either linked to
personal development, or role interchange/ flexibility for school/ service reasons. This can either be
included when a role becomes vacant, or as part of normal day- to-day discussions with members of
staff.
Managers are advised that they have an obligation to consult staff if varying (or updating) job
descriptions and should respond in a reasonable way to any concerns raised. Such changes are
unlikely to need a review of the grade, but the Human Resources Department can provide further
advice as needed.
Changes to job title must be agreed with individual post holders as this constitutes a contractual
term.
6