Legislation, policy and guidelines Underpinning the processes articulated in this plan are a number of legislative and other instruments and guides that apply when change is occurring within public sector organisations. Communication strategy A detailed Communication Strategy has been developed and includes the following components: [regular newsletters to all staff direct access to the (director general/ Human Resource Director) staff information sessions (where there is a significant whole-of-agency issue to be raised. Managers, however, will be the primary source of information in this regard). Frequently Asked Questions (FAQs) in future newsletters.] All staff will be notified of developments as soon as practicable and also in writing. Union consultation There will be regular briefings and meetings with the relevant union and joint consultative committee. Grievance process The process is available to staff should a matter arise from the change agency’s grievance management process. Process for filling positions in the new structure Creation of the new structures The reform is likely to result in changes to existing staffing structures, changes to existing roles and responsibilities and the creation of new positions. Like-to-like transfers Like-to-like transfer will be the preferred mechanism for placement of staff in the new structures. The [agency name] will endeavour to fill as many positions as possible in the new structure through like-to-like transfers. Assessment of like-to-like transfers In assessing whether a staff member can be transferred to a position on the basis of a like-to-like transfer, the following factors will be considered:
Legislation, policy and guidelines Underpinning the processes articulated in this plan are a number of legislative and other instruments and guides that apply when change is occurring within public sector organisations. Communication strategy A detailed Communication Strategy has been developed and includes the following components: [regular newsletters to all staff direct access to the (director general/ Human Resource Director) staff information sessions (where there is a significant whole-of-agency issue to be raised. Managers, however, will be the primary source of information in this regard). Frequently Asked Questions (FAQs) in future newsletters.] All staff will be notified of developments as soon as practicable and also in writing. Union consultation There will be regular briefings and meetings with the relevant union and joint consultative committee. Grievance process The agency’s grievance process is available to staff should a matter arise from the change management process. Process for filling positions in the new structure Creation of the new structures The reform is likely to result in changes to existing staffing structures, changes to existing roles and responsibilities and the creation of new positions. Like-to-like transfers Like-to-like transfer will be the preferred mechanism for placement of staff in the new structures. The [agency name] will endeavour to fill as many positions as possible in the new structure through like-to-like transfers. Assessment of like-to-like transfers In assessing whether a staff member can be transferred to a position on the basis of a like-to-like transfer, the following factors will be considered:
structural_change_management_-_appendix_c_-_example_human_resources_plan_1.docx