Common use of Managing change Clause in Contracts

Managing change. The process for implementing significant workplace change is as follows: ▇▇.▇. ▇▇ is acknowledged that sound management of workplace change requires the involvement of general staff who will be affected by that change. 47.2. Categories of workplace change subject to this clause may include changes in the composition, operation or size of the workforce or in the skills required; the enhancement, elimination or diminution of job opportunities, promotion opportunities or job tenure; the need for retraining or transfer of staff members to other work or locations, hours of work of a group or unit, the restructuring of jobs and changing work practices. 47.3. Where significant workplace change as described under sub-clause 47.2 above, affects staff within a faculty or other unit of the University, the University will directly consult with the staff members affected and advise them they may be represented by their staff representative(s). If a staff member elects representation, the staff representative(s) will advise the University and will be included at all stages of the consultation process. At the request of the affected staff member(s) the workplace change will also be discussed within the Consultative Committee in accordance with the provisions of this Clause. 47.4. Staff members will be entitled to request the advice or assistance of their staff representative(s), as applicable, at any stage of discussion of the change who may be a general staff member, a general staff union delegate or an accredited union official of the CPSU or NTEU ▇▇.▇. ▇▇▇▇▇▇▇▇▇▇ management responsible for any such proposal must notify affected staff that such a proposal is within contemplation in a reasonable period prior to the finalisation of the decision. The University must ensure that sufficient and relevant information is provided to the affected general staff to allow them to understand the extent and nature of the change proposal; reasons for making the change; timeframe for change; and, the details of likely staffing impacts, including possible redundancies and relocations. 47.6. The consultation shall commence as soon as possible after it becomes clear that a change is contemplated. 47.7. For the purpose of the consultations, University management shall provide the staff members likely to be affected and where requested their staff representative(s) with sufficient information. ▇▇.▇. ▇▇ indicated in sub-clause 47.5 above the University management shall allow sufficient time for the consultations and shall give consideration to matters raised by those affected and where requested their staff representative(s) before reaching a definite decision. This process should normally be completed within a 5 week period. 47.9. All affected general staff and where requested their staff representative(s) will be advised of any changes subsequently recommended; the rationale for such changes; and will have an opportunity to comment on the recommendations. 47.10. The process of implementation of any recommendations resulting in changes listed in sub-clause 47.2 above will be in good faith and will proceed after such consultation. Staff and their representatives will be consulted during the implementation process. 47.11. Where changes are likely to lead to the need for forced retrenchment the University shall ensure that reasonable measures are taken including: 47.11.1. all practical avenues of redeployment have been considered; 47.11.2. appropriate staff at the same level in similar categories of employment have been asked to consider voluntary redundancy to create redeployment opportunities; 47.11.3. all positions currently vacant or likely to become vacant in the near future (e.g. through retirement) have been considered as alternatives for redeployment. 47.12. Where the change involves a restructure or implementation of a new structure positions that have not substantively changed will continue to be filled by the incumbent in accordance with their continuing or fixed term contract of employment. Where new positions have been created any staff member at the same classification level displaced or likely to be displaced in the restructure may lodge an expression of interest in those positions in the first instance. Should any expression of interest be unsuccessful, the University may proceed to fill those positions in accordance with its normal recruitment procedures. 47.13. Only after the above factors have been considered and any relevant procedures have been followed shall the University consider the use of forced retrenchment to adjust its staffing profile and shall act in accordance with Clause 48 – Voluntary Redundancy, Redeployment and Retrenchment of this Agreement. 47.14. Any disputes in relation to the application or operation of this Clause shall be dealt with under Clause 9 - Disputes Resolution Procedure.

Managing change. The process for implementing significant workplace change is as follows: ▇▇.▇73.1. ▇▇ is acknowledged that sound Sound management of workplace change requires implies the timely consultation and involvement of general the staff members who will be directly affected by that changethe change and, where the staff members have chosen, their union or staff representative(s). 47.273.2. Categories Informal discussions or consideration of workplace change subject issues which may or may not lead to this clause may include changes the development of a specific change proposal do not require the following formal change management process. 73.3. When informal discussions lead to the development of a specific change proposal, such discussion should involve all staff likely to be directly affected as soon as practicable. A staff member will be considered to be directly affected when the proposed change is likely to have a significant impact on that staff member’s work practices or working conditions. 73.4. The formal change process will not apply where all staff members in the composition, operation or size a work area who are directly affected by a change proposal have been involved in consideration of the workforce or in the skills required; the enhancement, elimination or diminution of job opportunities, promotion opportunities or job tenure; the need for retraining or transfer of change and those staff members to other work agree with the proposed change or locationswhere there are no significant impacts on the staff, hours of work of such as a group or unit, the restructuring of jobs and changing work practices. 47.3change in reporting arrangements. Where significant workplace change as described under sub-clause 47.2 above, affects staff within a faculty or other unit of the UniversityHowever, the University will directly consult with notify the relevant union where significant change affects a work area. 73.5. If affected staff members affected and advise them they may be represented by or their union or staff representative(s). If a staff member elects representation, the staff representative(s) will appointed representatives advise the University and will be included at all stages of the consultation process. At the request of the affected staff member(s) the workplace change will also be discussed within the Consultative Committee in accordance that they do not agree with the proposed change, then the formal change process will commence. Formal change proposal 73.6. The provisions of this Clauseclause will apply for major organisational and structural change where a specific change proposal is made which is likely to lead to one or more of the following: elimination of positions; a significant change to hours of operation;;or a significant change to work practices, job design or impact on conditions, including change that would be likely to lead to changed responsibility levels. 47.473.7. Staff members Where there is a specific change proposal, the University will be entitled issue a consultation paper to request the advice or assistance of their staff representative(s), as applicable, at any stage of discussion of the change who may be a general staff member, a general staff union delegate or an accredited union official of the CPSU or NTEU ▇▇.▇. ▇▇▇▇▇▇▇▇▇▇ management responsible for any such proposal must notify directly affected staff that such a proposal is within contemplation in a reasonable period prior to and the finalisation of the decisionrelevant unions. The University must ensure that sufficient and relevant information is provided to the affected general staff to allow them to understand consultation paper will include, where appropriate, the extent and nature of the change proposal; , reasons for making the change; , the aim of the change, a description of proposed staffing changes, timeframe for change; and, and include all relevant documents which have led to the details of likely staffing impacts, including possible redundancies and relocationschange. 47.673.8. Wherever possible the consultation paper will outline a range of options for affected staff and the relevant unions to consider. 73.9. If affected staff are in agreement with the proposed change, a formal notification will be provided to the relevant unions and the University will proceed with implementation. 73.10. The consultation shall commence as soon as possible after it becomes clear that paper will be issued to employees and the union(s) at or within 5 days of a change is contemplated. 47.7. For meeting arranged for the purpose of consultation on the consultations, University management shall provide change proposal. There will be at least 5 days notice of the staff members meeting for Unions to arrange representation and adequate time for all employees affected to organise their participation in this meeting. 73.11. Affected employees and the union(s) will be given an opportunity to be actively involved in the examination of the change proposal. This may include the opportunity for employees likely to be affected by the proposed change and where requested their staff representative(sthe Union to: • hold a meeting(s) of employees to discuss and examine the change proposal and develop responses; • upon request, have a meeting or meetings with sufficient informationthe relevant Head of the work unit to discuss the proposal; and • provide a response to the change proposal and to any further recommendation papers prepared by the University. ▇▇.▇73.12. ▇▇ indicated in sub-clause 47.5 above Following the consultation process, the University management shall allow sufficient time for the consultations and shall give will issue an implementation paper. The implementation paper will include consideration to matters raised by those affected and where requested their staff representative(s) before reaching a definite decision. This process should normally be completed within a 5 week period. 47.9. All affected general staff and where requested their staff representative(s) will be advised of feedback, any changes subsequently recommended; , the rationale for such changes; , the timeframe for implementation, and the identification of surplus and/or new position(s). Identification of surplus or new positions will include a description of changes in functional activities. Supporting documentation (such as position descriptions, business plans, and project plans), where relevant, will be included. 73.13. Employees who may be directly affected and the Union will be issued with a copy of the implementation paper, be consulted over the implementation paper and will have an opportunity to comment on it. 73.14. At the recommendations. 47.10. The process point of the implementation of any recommendations recommendation included in the implementation paper resulting in changes listed referred to in sub-clause 47.2 above 73.6 any matter regarding the particular employment conditions of an employee directly affected will be in good faith and will proceed after such consultationnegotiated with that employee. Staff and their representatives will The employee may request that the union be consulted during the implementation processa party to those negotiations. 47.11. Where changes are likely to lead to the need for forced retrenchment the University shall ensure that reasonable measures are taken including: 47.11.1. all practical avenues of redeployment have been considered; 47.11.2. appropriate staff at the same level in similar categories of employment have been asked to consider voluntary redundancy to create redeployment opportunities; 47.11.3. all positions currently vacant or likely to become vacant in the near future (e.g. through retirement) have been considered as alternatives for redeployment. 47.12. Where the change involves a restructure or implementation of a new structure positions that have not substantively changed will continue to be filled by the incumbent in accordance with their continuing or fixed term contract of employment. Where new positions have been created any staff member at the same classification level displaced or likely to be displaced in the restructure may lodge an expression of interest in those positions in the first instance. Should any expression of interest be unsuccessful, the University may proceed to fill those positions in accordance with its normal recruitment procedures. 47.13. Only after the above factors have been considered and any relevant procedures have been followed shall the University consider the use of forced retrenchment to adjust its staffing profile and shall act in accordance with Clause 48 – Voluntary Redundancy, Redeployment and Retrenchment of this Agreement. 47.14. Any disputes in relation to the application or operation of this Clause shall be dealt with under Clause 9 - Disputes Resolution Procedure.

Managing change. ‌ The process for implementing significant workplace change is as follows: ▇▇.▇. ▇▇ 49.1 It is acknowledged that sound management of workplace change requires the involvement of general staff who will be affected by that change. 47.2. 49.2 Categories of workplace change subject to this clause may include changes in the composition, operation or size of the workforce or in the skills required; the enhancement, elimination or diminution of job opportunities, promotion opportunities or job tenure; the need for retraining or transfer of staff members to other work or locations, hours of work of a group or unit, the restructuring of jobs and changing work practices. 47.3. 49.3 Where significant workplace change as described under sub-clause 47.2 49.2 above, affects staff within a faculty or other unit of the University, the University will directly consult with the staff members affected and advise them they may be represented by their staff representative(s). If a staff member elects requests representation, the staff representative(s) will advise the University and will be included at all stages of the consultation process. At the request of the affected staff member(s) or their staff representative provided the staff member is identified, the workplace change will also be discussed within the Consultative Committee in accordance with the provisions of this Clause. 47.4. 49.4 Staff members will be entitled to request the advice or assistance of their staff representative(s), as applicable, at any stage of discussion of the change who may be a general staff member, a general staff union delegate or an accredited union official of the CPSU or NTEU ▇▇.▇. ▇▇▇▇▇▇▇▇▇▇ 49.5 University management responsible for any such proposal must notify affected staff that such a proposal is within contemplation in a reasonable period prior to the finalisation of the decision. The University must ensure that sufficient and relevant information is provided to the affected general staff to allow them to understand the extent and nature of the change proposal; reasons for making the change; timeframe for change; and, the details of likely staffing impacts, including possible redundancies and relocations. 47.6. 49.6 The consultation shall commence as soon as possible after it becomes clear that a change is contemplated. 47.7. 49.7 For the purpose of the consultations, University management shall provide the staff members likely to be affected and where requested their staff representative(s) with sufficient information. ▇▇.▇. ▇▇ 49.8 As indicated in sub-clause 47.5 49.5 above the University management shall allow sufficient time for the consultations and shall give consideration to matters raised by those affected and where requested their staff representative(s) before reaching a definite decision. This process should normally be completed within a 5 week period. 47.9. 49.9 All affected general staff and where requested their staff representative(s) will be advised of any changes subsequently recommended; the rationale for such changes; and will have an opportunity to comment on the recommendations. 47.10. 49.10 The process of implementation of any recommendations resulting in changes listed in sub-clause 47.2 49.2 above will be in good faith and will proceed after such consultation. Staff and their representatives will be consulted during the implementation process. 47.11. 49.11 Where changes are likely to lead to the need for forced retrenchment the University shall ensure that reasonable measures are taken including: 47.11.1. 49.11.1 all practical avenues of redeployment have been considered; 47.11.2. 49.11.2 appropriate staff at the same level in similar categories of employment have been asked to consider voluntary redundancy to create redeployment opportunities; 47.11.3. 49.11.3 all positions currently vacant or likely to become vacant in the near future (e.g. through retirement) have been considered as alternatives for redeployment. 47.12. 49.12 Where the change involves a restructure or implementation of a new structure positions that have not substantively changed will continue to be filled by the incumbent in accordance with their continuing or fixed term contract of employment. Where new positions have been created any staff member at the same classification level displaced or likely to be displaced in the restructure may lodge an expression of interest in those positions in the first instance. Should any expression of interest be unsuccessful, the University may proceed to fill those positions in accordance with its normal recruitment procedures. 47.13. 49.13 Only after the above factors have been considered and any relevant procedures have been followed shall the University consider the use of forced retrenchment to adjust its staffing profile and shall act in accordance with Clause 48 50 – Voluntary Redundancy, Redeployment and Retrenchment of this Agreement. 47.14. 49.14 Any disputes in relation to the application or operation of this Clause shall be dealt with under Clause 9 - Disputes Resolution Procedure.

Managing change. ‌ 49.1 The process for implementing significant workplace change is as follows: ▇▇.▇. ▇▇ 49.1.1 it is acknowledged that sound management of workplace change requires the involvement of general staff professional services employees who will be affected by that change. 47.2. Categories 49.1.2 categories of workplace change subject to this clause may include changes in the composition, operation or size of the workforce or in the skills required; the enhancement, elimination or diminution of job opportunities, promotion opportunities or job tenure; the need for retraining or transfer of staff members employees to other work or locations, hours of work of a group or unit, the restructuring of jobs and changing work practices. 47.3. 49.2 Where significant workplace change as described under sub-clause 47.2 49.2 above, affects staff employees within a faculty or other unit of the University, the University will directly consult with the staff members employees affected and advise them they may be represented by their staff employee representative(s). If a staff member elects an employee requests representation, the staff employee representative(s) will advise the University and will be included at all stages of the consultation process. At the request of the affected staff member(semployee(s) or their employee representative provided the employee is identified, the workplace change will also be discussed within the Consultative Committee in accordance with the provisions of this Clauseclause. 47.4. Staff members 49.3 Employees will be entitled to request the advice or assistance of their staff employee representative(s), as applicable, at any stage of discussion of the change who may be a general staff memberprofessional services employee, a general staff professional services employee union delegate or an accredited union official of the CPSU or NTEU. ▇▇.▇. ▇▇▇▇▇▇▇▇▇▇ 49.4 University management responsible for any such proposal must notify affected staff employees that such a proposal is within contemplation in a reasonable period prior to the finalisation of the decision. The University must ensure that sufficient and relevant information is provided to the affected general staff professional services employees to allow them to understand the extent and nature of the change proposal; reasons for making the change; timeframe for change; and, the details of likely staffing employee impacts, including possible redundancies and relocations. 47.6. 49.5 The consultation shall commence as soon as possible after it becomes clear that a change is contemplated. 47.7. 49.6 For the purpose of the consultations, University management shall provide the staff members employees likely to be affected and where requested their staff employee representative(s) with sufficient information. ▇▇.▇. ▇▇ 49.7 As indicated in sub-clause 47.5 49.5 above the University management shall allow sufficient time for the consultations and shall give consideration to matters raised by those affected and where requested their staff employee representative(s) before reaching a definite decision. This process should normally be completed within a 5 week period. 47.9. 49.8 All affected general staff professional services employees and where requested their staff employee representative(s) will be advised of any changes subsequently recommended; the rationale for such changes; and will have an opportunity to comment on the recommendations. 47.10. 49.9 The process of implementation of any recommendations resulting in changes listed in sub-clause 47.2 above will be in good faith and will proceed after such consultation. Staff and their representatives will be consulted during the implementation process. 47.11. Where changes are likely to lead to the need for forced retrenchment the University shall ensure that reasonable measures are taken including: 47.11.1. all practical avenues of redeployment have been considered; 47.11.2. appropriate staff at the same level in similar categories of employment have been asked to consider voluntary redundancy to create redeployment opportunities; 47.11.3. all positions currently vacant or likely to become vacant in the near future (e.g. through retirement) have been considered as alternatives for redeployment. 47.12. Where the change involves a restructure or implementation of a new structure positions that have not substantively changed will continue to be filled by the incumbent in accordance with their continuing or fixed term contract of employment. Where new positions have been created any staff member at the same classification level displaced or likely to be displaced in the restructure may lodge an expression of interest in those positions in the first instance. Should any expression of interest be unsuccessful, the University may proceed to fill those positions in accordance with its normal recruitment procedures. 47.13. Only after the above factors have been considered and any relevant procedures have been followed shall the University consider the use of forced retrenchment to adjust its staffing profile and shall act in accordance with Clause 48 – Voluntary Redundancy, Redeployment and Retrenchment of this Agreement. 47.14. Any disputes in relation to the application or operation of this Clause shall be dealt with under Clause 9 - Disputes Resolution Procedure.clause

Managing change. ‌ 54.1 The process for implementing significant workplace change is as follows: ▇▇.▇. ▇▇ is acknowledged University recognises that the sound management of workplace change requires the involvement of general staff professional services employees who will be affected by that change. 47.2. 54.2 Categories of significant workplace change subject to this clause the processes outlined in clauses 54.11 to 54.23 may include include: 54.2.1 changes in the composition, operation or size of the workforce or in the skills required; ; 54.2.2 the enhancement, elimination or diminution of job opportunities, promotion opportunities or job tenure; ; 54.2.3 the need for retraining or transfer of staff members employees to other work or locations, ; 54.2.4 outsourcing; 54.2.5 the alteration of hours of work of a group or unit, unit and changes in work practices; and 54.2.6 the restructuring of jobs and changing work practicesjobs. 47.3. Where significant workplace change as described under sub-clause 47.2 above, affects staff within a faculty or other unit of the University, the University 54.3 An employee will directly consult with the staff members affected and advise them they may be entitled to be represented by their staff representative(s)during the workplace change. If a staff member elects representation, the staff representative(s) will advise the University and will be included at all stages of the consultation process. At the request of the affected staff member(s) the The workplace change will also be discussed within the Joint Consultative Committee in accordance with the provisions of this Clauseclause. 47.4. Staff members 54.4 The University will allow sufficient time for the consultations and will give genuine consideration to matters raised by those affected. 54.5 The consultation process will be entitled to request the advice or assistance of their staff representative(s)collaborative, as applicable, at any stage of discussion of the change who may but consultation does not necessarily mean that agreement will be a general staff member, a general staff union delegate or an accredited union official of the CPSU or NTEUreached. ▇▇.▇. ▇▇▇▇▇▇▇▇▇▇ management responsible for any such proposal must notify affected staff that such a proposal is within contemplation in a reasonable period prior to the finalisation of the decision. 54.6 The University must ensure that sufficient and relevant information is provided to the affected general staff employees (and their employee representative(s)) to allow them to understand the extent and nature of the change proposal; reasons for making the proposed change; timeframe for change; and, the details of likely staffing employee impacts, including possible redundancies and relocations. 47.6. The consultation shall commence as soon as possible after it becomes clear that a change is contemplated. 47.7. For the purpose of the consultations, University management shall provide the staff members likely to be affected and where requested their staff representative(s) with sufficient information. ▇▇.▇. ▇▇ indicated in sub-clause 47.5 above the University management shall allow sufficient time for the consultations and shall give consideration to matters raised by those affected and where requested their staff representative(s) before reaching a definite decision. This process should normally be completed within a 5 week period. 47.9. 54.7 All affected general staff employees and where requested their staff employee representative(s) will be advised of any changes subsequently recommended; the rationale for such changes; and will have an opportunity to comment on the recommendations. 47.10. The 54.8 During the term of this Agreement and subject to any exceptional circumstances that may arise (including substantial changes in government funding or major negative economic disruption), an employee will not be subject to more than one workplace change process of implementation of any recommendations resulting in changes listed in sub-clause 47.2 above will be in good faith and will proceed after such consultation. Staff and their representatives will be consulted during the implementation process. 47.11. Where changes are likely to lead to the need for forced retrenchment the University shall ensure where that reasonable measures are taken including: 47.11.1. all practical avenues of redeployment have been considered; 47.11.2. appropriate staff at the same level in similar categories of employment have been asked to consider voluntary redundancy to create redeployment opportunities; 47.11.3. all positions currently vacant or likely to become vacant change process may result in the near future (e.g. through retirement) have been considered as alternatives termination of their employment on the ground of redundancy. This limitation does not apply to any form of voluntary separation, including calls for redeployment. 47.12. Where the change involves a restructure or implementation of a new structure positions that have not substantively changed will continue to be filled by the incumbent in accordance with their continuing or fixed term contract of employment. Where new positions have been created any staff member at the same classification level displaced or likely to be displaced in the restructure may lodge an expression expressions of interest in those positions in the first instance. Should any expression of interest be unsuccessful, the University may proceed to fill those positions in accordance with its normal recruitment proceduresvoluntary redundancy. 47.13. Only after 54.9 Redundancy will be the above factors have been considered and any relevant procedures have been followed shall the University consider the use of forced retrenchment to adjust its staffing profile and shall act in accordance with Clause 48 – Voluntary Redundancy, Redeployment and Retrenchment of this Agreementlast resort. 47.14. 54.10 Any disputes in relation to the application or operation of this Clause shall clause will be dealt with under Clause 9 clause 11 - Disputes Resolution Procedure.