POLICY /PROCEDURE: MANAGEMENT OF ORGANISATIONAL CHANGE

Transcription

1 Management of Organisational Change SECTION: HUMAN RESOURCES POLICY /PROCEDURE: NATURE AND SCOPE: SUBJECT: POLICY AND PROCEDURE - TRUST WIDE MANAGEMENT OF ORGANISATIONAL CHANGE This policy details Nottinghamshire Healthcare NHS Foundation Trust s intentions for managing organisational change, to ensure that change is handled in a way that is sensitive, consistent, fair and in line with statutory requirements and best practice. This Policy should be read in conjunction with its associated Implementation Manual. DATE OF LATEST RATIFICATION: MAY 2015 RATIFIED BY: HR CORE GROUP IMPLEMENTATION DATE: JUNE 2015 REVIEW DATE: JUNE 2019 ASSOCIATED TRUST POLICIES AND PROCEDURES: Protection of Pay and Conditions of Service Management of Organisational Change Implementation Manual 10.24a ISSUE 7 AUGUST 2018

2 NOTTINGHAMSHIRE HEALTHCARE NHS FOUNDATION TRUST MANAGEMENT OF ORGANISATIONAL CHANGE POLICY AND PROCEDURE CONTENTS 1.0 Introduction 2.0 Policy Principles 3.0 Definitions and Terms Used 4.0 Duties 5.0 Implementation 6.0 Training 7.0 Target Audience 8.0 Review Date 9.0 Consultation 10.0 Relevant Trust Policies 11.0 Monitoring Compliance 12.0 Equality Impact Assessment 13.0 Legislation Compliance 14.0 Champion & Expert Writer 15.0 References /Source Documents Appendix 1 Record of Changes ISSUE 7 AUGUST

3 NOTTINGHAMSHIRE HEALTHCARE NHS FOUNDATION TRUST MANAGEMENT OF ORGANISATIONAL CHANGE POLICY AND PROCEDURE 1.0 INTRODUCTION 1.1 This policy outlines the Trust s intentions for managing organisational change, to ensure it is handled in a sensitive, consistent, fair way, in line with statutory requirements and best practice. This policy has an associated Implementation Manual which details the framework to be applied for all situations of formal organisational change affecting job security. 2.0 POLICY PRINCIPLES 2.1 Nottinghamshire Healthcare NHS Foundation Trust (the Trust) aims to provide all staff with the highest possible level of employment security, delivering services which meet the needs of our local health community. However, it is recognised that service review and development, and the need to continually improve organisational effectiveness may sometimes necessitate changes to staffing levels, structures, roles and ways of working. 2.2 The Trust seeks to make the best use of its assets at all times in line with the service provision requirements placed upon us, and to keep disruption to services, and for the staff working within those services, to a minimum, when striving to meet the demands placed upon us to continually improve our services In the event of workforce reduction being necessary, the Trust undertakes that, as far as is practicable and consistent with operational effectiveness, the following measures will be taken to achieve that reduction: Natural wastage and suspending the advertisement and recruitment to vacancies; Giving preferential consideration to staff in filling vacancies; Re-training for, or transferring employees to, alternative work; Seeking volunteers for redundancy from staff within the organisational change affected area, or, if necessary, the wider organisation (subject to business need and any necessary approval); Reducing bank and agency usage. Where possible, compulsory redundancies will be avoided and will occur only where the above measures have been considered. 2.4 The Implementation Manual supporting this Policy provides the framework for implementing proposals of organisational change, enabling a consistent but flexible approach to support the context of the change being introduced and supporting the intention for compulsory redundancies being kept to a minimum. 2.5 This policy applies to all staff employed by the Trust except where contractual terms express a different arrangement. Such exceptions include, but are not limited to, those on fixed term contracts or secondments. 3.0 DEFINITIONS AND EXPLANATIONS OF TERMS USED Organisational change: any managerial or structural change in the organisation of health service provision Consultation: is the process by which management and employees and/or their representatives jointly examine and discuss issues of mutual concern. It involves managers actively seeking and then taking account of their views of employees, either directly or through their representatives, before making a decision. ISSUE 7 AUGUST

4 At risk employee: is an employee who is currently under notice of dismissal by reason of redundancy. Affected by organisational change : is an employee who is identified as being potentially adversely affected by organisational change and will therefore be granted access to redeployment opportunities. Slotting-In : An employee will be slotted-in to a post in the structure affected by organisational change, where the post remains substantially unchanged to that previously held by the postholder, and on the basis that there are, at least, the same number of posts. Redundancy: occurs if the employee is dismissed and the dismissal is wholly or mainly attributable to the fact that: the employer has ceased, or intends to cease: or to carry on the business for the purposes of which the employee was employed; or to carry on the business in the place where the employee was so employed: the requirements of the business for employees: to carry out work of a particular kind; or to carry out work of a particular kind in the place where the employee was employed; have ceased or diminished, or are expected to cease or diminish. Alternative Work: is work which is broadly comparable in nature taking into account such factors as status; nature of work, pay; working hours; work location and home to work travel. 4.0 DUTIES 4.1 Executive Directors of the Trust are responsible for authorising any programmes of organisational change before they are progressed for consultation and implementation, and that any authorisations of redundancy are only made when deemed to be in the best business and financial interest for the organisation, reporting to the Trust Board as appropriate. 4.2 Leading managers of organisational change programmes are responsible for ensuring that programmes are implemented in accordance with the framework outlined in the Implementation Manual, seeking to ensure sustainable services continue to be provided through a workforce who is suitably skilled, experienced and utilised. 4.3 Human Resource Department representatives will support line managers in the appropriate utilisation of the Implementation Manual to ensure that the organisation meets its statutory obligations in respect of organisational change. 4.4 Employees are responsible for ensuring that they co-operate fully in programmes or organisational change which directly impact upon them, including their full co-operation in trying to secure alternative work within the organisation ISSUE 7 AUGUST

5 5.0 IMPLEMENTATION 5.1 As this policy has already been previously implemented no implementation plan is required for this reviewed policy. 6.0 TRAINING 6.1 Training implications arising from the policy and/or procedure will be addressed as appropriate with the individual(s) concerned, supported by the Human Resource function. 7.0 TARGET AUDIENCE 7.1 The target audience for this policy will be any employee directly affected as a result of a proposal of organisational change. These individuals will be identified by the senior manager leading the programme of change prior to the invoking of the policy. 8.0 REVIEW DATE 8.1 This policy will be reviewed in 3 years, or in light of organisational or legislative changes. 9.0 CONSULTATION 9.1 Groups consulted in the course of the review of this Policy include: Executive Leadership Team Core Group 10.0 RELEVANT TRUST POLICIES 10.1 Relevant Trust Policies/Procedures referred to/linked with this Policy are: Protection of Pay & Conditions of Service MONITORING COMPLIANCE 11.1 The Trust s Core Group will assess the effectiveness of this policy on an on-going basis, and will review as necessary EQUALITY IMPACT ASSESSMENT 12.1 An Equality Impact Assessment has been completed prior to progressing the policy/ procedure for ratification LEGISLATION COMPLIANCE 13.1 This policy has been considered in the context of the following legislation: Trade Union and Labour Relations (Consolidation) act 1992, as amended by the Collective Redundancies and Transfer of Undertakings (Protection of Employment) Regulations 1999 Employment Rights Act 1996 Maternity and Parental Leave Regulations 1999 Paternity and Adoption Leave Regulations 2002 ISSUE 7 AUGUST

6 Information and Consultation of Employees Regulations 2004 Equality Act CHAMPION AND EXPERT WRITER Management of Organisational Change The Champion of this policy is Associate Director Human Resources. The Expert Writer is Human Resource Manager, Local Services REFERENCES /SOURCE DOCUMENTS 15.1 Other documents which have been reviewed and taken into account in the drafting of this Policy: Agenda for Change Terms and Conditions of Service Handbook Croner s Reference Book for Employers ISSUE 7 AUGUST

7 Policy for: Management of Organisational Change (previously 13.05) APPENDIX 1 Issue: 07 Status: Author Name and Title: APPROVED Rachel Vardy, Human Resource Manager Issue Date: JUNE 2015 Review Date: JUNE 2019 Approved by: Distribution/Access: HR CORE GROUP Normal DATE AUTHOR RECORD OF CHANGES POLICY / PROCEDURE Jan 10 L Eastham DETAILS OF CHANGE Addition of Appendix 1 - Good Practice Steps - Organisational Change and Consultation Mar 10 L Eastham Changes to Appendix 1 only June 13 L Eastham Changes to issue number, review date only Oct 13 R Vardy (Issue 5) May 14 P Hall May 15 R Vardy Changes throughout Aug 18 B Cassidy (issue 6) Review date extended Dec 18 B Cassidy (issue 7) Changes to policy number Update other referenced policies to reflect policy number update Addition of affecting job security at paragraph 1.1 Review date extended from April 2019 to June 2019 ISSUE 7 AUGUST