Managing major change policy
This policy applies to any major change to the University’s operations, organisation, structures or systems that is likely to have a significant impact on staff.
The University will undertake change in an open and fair way which ensures staff are supported and treated appropriately.
The policy ensures:
- all major change projects meet the requirements of the University’s Workplace Agreements, relevant policies and State and Commonwealth legislation
- major change projects are undertaken with appropriate planning and are aligned with the University’s objectives and values in relation to staff
- staff are treated fairly during major change projects through supportive processes
All RMIT staff
Casual staff are not eligible for redeployment and relocation support.
The University will notify and consult with staff when considering a decision to introduce major changes, which are likely to have significant effects on staff members. If requested, RMIT will also consult with a chosen representative, in accordance with clauses relating to introduction of major change in the relevant Workplace Agreements.
Major change projects will be managed within a broad framework aligned with the University’s objectives. This framework will be documented in a business case that outlines the consultation and communication approach, timelines and an implementation and review strategy.
- Consultation will include those staff affected by the change. It will be used to gather information and opinions which will affect the planning and implementation of a change project.
- During a major change project, all communication with affected staff will be open and transparent and delivered in appropriate ways.
- Managers will seek to understand how change will affect their staff and will identify resources and services to support staff, such as relocation support and redeployment.
- If a major change leads to changes in positions or to removal of positions, RMIT will maximise opportunities for redeployment of affected staff to other suitable employment within RMIT and retrenchment will be a last resort option. However, at any time, if the University forms the view that a staff member’s position has an uncertain future, the staff member can undertake voluntary redeployment to assist in securing ongoing employment with RMIT.
- Implementation processes will comply with the appropriate RMIT policies and will be clearly communicated to the relevant staff.
- The introduction of workplace change will not result in workload for any staff member that is greater than what can be achieved in the staff member’s ordinary hours per week over 52 weeks of the year, less authorised leave and University holidays.
Decisions made during change projects will be consistent with:
- University strategic objectives
- Relevant Workplace Agreements
- Relevant Legislation (e.g. Anti-discrimination legislation)
- Financial objectives
- Organisational effectiveness
- RMIT’s policies and procedures
All major change projects will be assessed in terms of both outcomes and process. This is to ensure that the original change objectives have been met, and whether the process used was effective. The results of this assessment will be used to inform future change projects.[Next: Supporting documents and information ]