Reorganisation / Restructure Plan

1
Reorganisation / Restructure Plan

• Service

2
BDC Principles

• Avoid redundancy wherever possible
• Ensure effective consultation and communication
  takes place
• Provide opportunities for support and development
  for affected employees
• Ensure at risk employees have priority status
  in recruitment

3
Planning

• Consider freezing recruitment
• Ensure effective date of implementation is agreed
  to allow for notice to be given
• Maximum notice 12 weeks i.e. 1 week for each
  year of service up to 12 years
• Minimum contractual notice is 4 weeks

4
Consultation

• Should begin as soon as redundancies are
  contemplated
• May need cabinet member approval/agreement
• 100 redundancies are proposed at one
  establishment within 90 days at least 90 days
  (unlikely to be this level of redundancies)
• 20-99 employees within 90 day period at least 30
  days before the first of the dismissals take
  place
• Less than 20 no formal requirements but would
  recommend similar process to 20-99 redundancies
• Meet with unions throughout the process and
  complete statutory S188 letter when detail is
  known
• Cannot issue notice until consultation period is
  complete

5
Communication

• Will need to consider how we communicate, to
  whom, and when
• Group meetings
• One to ones
• Regular updates
• Staff information pack by email with one to ones

6
Appointment/Selection Process

• Complete new job profiles and job evaluation
  where needed
• Where post fundamentally the same and only one
  employee for the job we can slot without the
  need for interview
• Where the new job is different or there is more
  than one applicant we can ring-fence the post
  to those directly affected by the change and have
  a match to the new post
• Staff must be notified which posts they can apply
  for
• Selection criteria will need to be identified
  using job profile and person specification
• Selection criteria will need to be shared with
  unions

7
Appointment/Selection Process

• Attendance and conduct (where evidenced) over
  the last 2 years can be taken into account
• Where more than one opportunity is applied for,
  deal with in one interview wherever possible
• If staff choose not to apply for any posts,
  vacancies can be identified for them
• If staff fail to apply for suitable posts their
  redundancy payment will be in jeopardy
• Staff will be deemed at risk during this period
  which gives them priority status for posts within
  BDC, 1 grade either side of their substantive
  post

8
Pay Protection

• Where an employee is matched or appointed to a
  lower graded post, pay protection will apply for
  one grade
• 2 years protection of basic salary to include pay
  awards but not increments
• If appointed in another area the protection
  element of pay will be met by the original
  employing department

9
Redundancy

• Employment Stability Scheme designed to minimise
  redundancies by redeploying staff
• Applies to all permanent staff and temporary
  staff with at least 2 years continuous service
  when notice of redundancy is given
• If it is not possible to redeploy, redundancy
  will go ahead
• Amount paid is dependent on age and length of
  service

10
Employee Support

• Apply a four week trial period where appropriate
• Reasonable paid time off to attend interviews
• Assistance with job applications and interview
  preparation
• Sources of information and advice are included in
  the change management toolkit