HR Organisational Change Management

Employee transition options

Possible Scenarios	Transition Options
Position substantially unchanged from old structure to new revised structure there is a "job match" and the majority of the duties and responsibilities of an existing position are reflected in a position within the new structure the position in the new structure is functionally of the same nature and requires equivalent/comparable skills to an existing position/s	Where there is an equal number of employees and positions in the new structure: transition employee or employees directly into the new/revised structure (this process will apply to continuing employees and fixed-term employees (of more than one year) in the first instance. where the position is at the same or lower classification level, employees will not have to apply for these positions in the new/revised structure. where a position in the new structure has been evaluated at a lower level, the employee's current salary level (ie. for their substantive position) will be maintained. The employee will continue to increment through the full range of steps to the top step of their maintained USQ level, as a personal salary horizon. Employees will continue to receive salary increases in accordance with the Enterprise Agreement and any subsequent Agreement, arrangement or employment contract. The employee will be advised of their re-appointment into the new/revised structure. Where there are substantially similar positions, but fewer in number in the new structure (subject again to the operational requirements of the University): discussions and consultation will occur with affected employees, considering all Enterprise Agreement options, including relocation/re-training options, or other vacant/comparable positions across the University in accordance with Clause 27 and 28 of the Enterprise Agreement 2010 - 2013. After these discussions, if there are still more people than positions, the University may either: conduct an Expression of Interest process or a merit based internal recruitment process. These processes may be confined to a finite pool of employees or advertised internally in the first instance within the Faculty/Section or across USQ. They will apply to continuing USQ employees and fixed-term employees (of more than one year) in the first instance. Any Expression of Interest process or merit based internal recruitment process will be based on the principles of the University's recruitment and selection policy, or subject to the operational requirements of the University, a voluntary severance process may occur. This process will be confined to a finite pool of employees. Where the position in the new structure has been evaluated at a lower level, the employee's current salary level (ie. for their substantive position) will be maintained. The employee will continue to increment through the full range of steps to the top step of their maintained USQ level, as a personal salary horizon. Employees will continue to receive salary increases in accordance with the Enterprise Agreement and any subsequent Agreement, arrangement or employment contract. NOTE: An employee or group of employees may at any stage have discussions with the Manager, Workplace Relations regarding their options, including but not limited to, flexible work options, relocation or retraining, or other vacant equivalent/comparable positions across the University.
New positions the majority of the duties and responsibilities of a position in the new structure are not reflected in a position/s in the old structure	discussions and consultation will occur with affected employees, considering all Enterprise Agreement options, including relocation/re-training options, or other vacant/comparable positions across the University in accordance with Clause 27 and 28 of the USQ Enterprise Agreement 2010-2013. after these discussions, the University may conduct an Expressions of Interest process or a merit based internal recruitment process. These processes may be confined to a finite pool of employees or advertised internally in the first instance within the Faculty/Section or across USQ. They will apply to continuing USQ employees and fixed-term employees (of more than one year) in the first instance. Any Expression of Interest process, or merit based internal recruitment process will be based on the principles of the University's recruitment and selection policy. NOTE: An employee or group of employees may at any stage have discussions with the Manager, Workplace Relations regarding their options, including but not limited to, flexible work options, relocation or retraining, or other vacant equivalent/comparable positions across the University.
Where an employee is not transitioned into the new structure, after exhausting the options above, discussions will occur with the affected employees and their nominated representative, in relation to their situation. These discussions will consider ways of avoiding detrimental outcomes to employees and may involve an agreement relating to relocation and/or retraining. Where change is likely to lead to a reduction of one or more positions, the provisions of the Enterprise Agreement apply (Clause 28 of Enterprise Agreement - Introduction of Organisational Change).
Positions no longer required by the University the duties and responsibilities of an existing position are not reflected in a position within the new structure	When a final decision has been made, affected employees and their nominated representative will be notified that their employment will terminate. The employee then has two weeks to advise the University of the following options: Request early separation (Clause 30.6) and, receive the benefits as set out in that clause. Request a review of the decision (Clause 30.7); or Request redeployment (Clause 30.8) NOTE: This option will only be utilised as a last resort and once all other options above have been exhausted. Redeployment is only an option after a position has been identified as being no longer required, and where the affected employee has elected redeployment rather than early separation with appropriate redundancy payment.