Change Principles Sample Clauses

Change Principles. 75.1 Change may be large or small. It may affect a structure, technology or a process. Where change will have a significant impact, it will be managed in accordance with the following principles:  When change is contemplated, affected employees and the PSA will be consulted at the earliest opportunity  The need for change will be communicated early andactively  Employees have a right to know why change is being explored or introduced, andso all reasonable efforts will be made to ensure employees understandthis  The process by which change will be progressed will be clearly advised to all affected employees including those who are likely to be impacted in some way by the change  Affected employees and the PSA will be kept updated on progress and decisions  Consultation with the PSA and employees who may be affected will be ongoing, honest and timely  The parties recognise that consultation requires genuine consideration of their respective positions  Employees affected and the PSA will be given a genuine opportunity to influence the change  Every effort will be made to ensure that both business service delivery and employee well- being is maintained  The timeframe for the change will reflect the needs of MBIE and of individual employees. Note: where there is any doubt as to whether a situation will have a ‘significant impact’ or not, the parties will consider the particular facts of the situation prior to making adecision.
Sample 1
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Change Principles. The parties recognise and agree that the process of change is ongoing and that the best change is made with effective engagement with the workforce the change may affect. Change may be brought about by: • the impact of Government policy or legislation. • the organisation looking for continuous improvement to quality and delivery of service. For example, the assessment and development of better work practices, structures, technology or processes. • employees proposing changes in work practices. 12.1.1 There are positive ways in which the process of change can be approached and utilised to the benefit of all. • Planning, prior to and during a change process, is recognised as an important part of any managed approach. This produces effective measures for dealing with the impact upon employees and the organisation. • The Ministry recognises the PSA as a key stakeholder in managing change, and as such will engage and communicate early with PSA where change is being considered that may impact on PSA members covered this agreement. • The consultation process will enable employees affected and the PSA to actively participate in the management of change process. • The Ministry recognises that employees understand their own work areas and are an important resource in contributing to how to achieve good practice and the objectives of any change. • The Ministry’s aim when managing change shall always be to retain as many employees as possible. 12.1.2 Where a change proposal results in employees being affected as in clause 12.1.3 the processes in 12.3-12.7 will be followed. 12.1.3 Employees are ‘affected’ by a management of change situation where their positions are directly affected by the Ministry requiring: • a reduction in the number of employees, and/or • changes to employees’ current positions, position location, terms and conditions. 12.1.4 Where change is less significant (e.g. a small-scale change to a reporting line, or changes to work practices which impact on employees), a full change process may not be required but clauses 12.1 and 12.2, and the principles of good communication engagement and consultation will apply. A. Policy Changes B. Government Legislation or Policy Direction C. Changes to ‘How we Work’ Process, system and technology D.
Sample 1
Change Principles. The parties recognise and agree that the process of change is ongoing and that the best change is made with effective engagement with the workforce the change may affect.
Sample 1Sample 2
Change Principles. (replaces current clauses 12. 1) The parties recognise and agree that the process of change is ongoing and that the best change is made with effective engagement with the workforce the change may affect. Change may be brought about by: o the impact of Government policy or legislation. o the organisation looking for continuous improvement to quality and delivery of service. For example, the assessment and development of better work practices, structures, technology or processes. o employees proposing changes in work practices. 12.1.1 There are positive ways in which the process of change can be approached and utilised to the benefit of all. o Planning, prior to and during a change process, is recognised as an important part of any managed approach. This produces effective measures for dealing with the impact upon employees and the organisation. o The Ministry recognises the PSA as a key stakeholder in managing change, and as such will engage and communicate early with PSA where change is being considered that may impact on PSA members covered this agreement. o The consultation process will enable employees affected and the PSA to actively participate in the management of change process. o The Ministry recognises that employees understand their own work areas and are an important resource in contributing to how to achieve good practice and the objectives of any change. o The Ministry’s aim when managing change shall always be to retain as many employees as possible. 12.1.2 Where a change proposal results in employees being affected as in clause 12.1.3 the processes in 12.3-12.7 will be followed. 12.1.3 Employees are ‘affected’ by a management of change situation where their positions are directly affected by the Ministry requiring: o a reduction in the number of employees, and/or o changes to employees’ current positions, position location, terms and conditions. 12.1.4 Where change is less significant (e.g. a small-scale change to a reporting line, or changes to work practices which impact on employees), a full change process may not be required but clauses 12.1 and 12.2, and the principles of good communication engagement and consultation will apply.
Sample 1
Change Principles. 13.1.1 The parties recognise and agree that: The parties recognise and agree that the process of change is ongoing and that the best change is made with effective engagement with the workforce the change may affect. + Indent at: 0.74 cm • the organisation looking for continuous improvement to quality and delivery of service. For example, the assessment and development of better work practices, structures, technology or processes. • employees proposing changes in work practices. The process of change is ongoing 0.63 cm + 1.75 cm • Planning, prior to and during a change process, is recognised as an important part of any managed approach. This produces effective measures for dealing with the impact upon employees and the organisation. • The Ministry recognises the PSA as a key stakeholder in managing change, and as such will engage and communicate early with PSA where change is being considered that may impact on PSA members covered this agreement. • The consultation process will enable employees affected and the PSA to actively participate in the management of change process. • The Ministry recognises that employees understand their own work areas and are an important resource in contributing to how to achieve good practice and the objectives of any change. • The Ministry’s aim when managing change shall always be to retain as many employees as possible. 13.1.2 Where a change proposal results in employees being affected as in clause 13.1.32.1.3 the processes in 13.3 – 13.7 2.3-12.7 will be followed. 13.1.3 Employees are ‘affected’ by a management of change situation where their positions are directly affected by the Ministry requiring: • a reduction in the number of employees, and/or • changes to employees’ current positions, position location, terms and conditions.
Sample 1

Related to Change Principles

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