Timescale for consultation and implementation; Stakeholder map; Equality Impact Assessment (EQIA); Consultation Process; Identification of relevant trade unions for staff involved. Formal Consultation Phase (1st February 2016 11th March 2016) Wide Consultation on – – Relocation Issue communication and consultation documents to staff (including FAQs document) this was initially delayed to avoid commencing – consultation over the Christmas period, at the request of trade union colleagues; Local group meetings with staff affected with their manager and union representatives; Consideration of feedback received by Project Team / Workforce Sub-Group. N.B. Feedback or comments can be provided individually via the Our Space e-mail address () or to your line manager as part of your meeting. Managers will be asked to collate feedback from their staff and to submit this via the Our Space e-mail address (). (15th February 2016 31st March 2016) Individual 1-1 – – Consultation with Staff Managers to set up and hold individual staff meetings to discuss implications of proposed changes with those staff affected, and their own personal circumstances. A pro-forma has been developed to assist managers and staff with this process. (1st April 2016 Relocation Date) Implementation Phase – – Consider and review outcomes from discussions; Consider and review any further issues arising that would impact upon the EQIA; Issue formal confirmation to staff of consultation outcome and contractual changes via letter; Consider, in partnership, and by exception, any individual staff members for whom relocating is an issue via a specifically designed and agreed Process”. “Exceptions Consultation Principles and Aims The following principles will underpin this consultation process:
Timescale for consultation and implementation; Stakeholder map; Equality Impact Assessment (EQIA); Consultation Process; Identification of relevant trade unions for staff involved. Formal Consultation Phase (1st February 2016 – 11th March 2016) – Wide Consultation on Relocation Issue communication and consultation documents to staff (including FAQs document) – this was initially delayed to avoid commencing consultation over the Christmas period, at the request of trade union colleagues; Local group meetings with staff affected with their manager and union representatives; Consideration of feedback received by Project Team / Workforce Sub-Group. N.B. Feedback or comments can be provided individually via the Our Space e-mail address () or to your line manager as part of your meeting. Managers will be asked to collate feedback from their staff and to submit this via the Our Space e-mail address (). (15th February 2016 – 31st March 2016) – Individual 1-1 Consultation with Staff Managers to set up and hold individual staff meetings to discuss implications of proposed changes with those staff affected, and their own personal circumstances. A pro-forma has been developed to assist managers and staff with this process. (1st April 2016 – Relocation Date) – Implementation Phase Consider and review outcomes from discussions; Consider and review any further issues arising that would impact upon the EQIA; Issue formal confirmation to staff of consultation outcome and contractual changes via letter; Consider, in partnership, and by exception, any individual staff members for whom relocating is an issue via a specifically designed and agreed “Exceptions Process”. Consultation Principles and Aims The following principles will underpin this consultation process:
Our%20Space%20Staff%20Consultation%20Document%20-%2001.02.2016.docx