Managing change

The Enterprise Agreement (EA) (clauses 257 to 264) includes revised procedures for managing workplace changes in relation to work activities or services, hours of operation or working hours, organisational structure and work processes, technological change or the redeployment of staff. The new procedures comprise four key steps:

• situational assessment, describing the current operation and the opportunities for improvement identified;
• statement of a vision for the future following the implementation of change;
• planning for change, describing how the future state will be achieved; and
• evaluation and confirmation of change.

The new procedures require an initial written draft change proposal, which will be the subject of consultation with affected staff. Where the University decides to proceed with a change after the initial consultation phase, a formal written change proposal will be prepared, addressing the following:

• nature of, and rationale for, the change
• proposals to mitigate negative effects including training and redeployment;
• expected outcomes including expected advantages and disadvantages;
• ways to minimise any adverse occupational health and safety impacts;
• financial implications;
• timing of consultation and implementation of change;
• implications for staff, including changes in duties, number of staff, workload, work environment; and
• mechanism for assessing and reporting on progress of the change, and evaluating the change with staff.

The formal written change proposal is then distributed to affected staff for consultation. If requested by a Union, copies of the proposal will also be provided to the Management and Staff Consultative Committee, which may discuss the proposal and make recommendations to the relevant managers and affected staff.

A final change plan is then established, and this is followed by further consultation with staff in relation to the implementation of the change, after which a written implementation plan is developed.