Organisational change is driven by the business needs of the Trust. Change can be triggered either by the external environment or by an internal review of service requirements. Examples of significant organisational change include the reorganisation, relocation, merger, expansion or closure of a service, competitive tendering or outsourcing, or a major change in working practice.
In order to meet changing business needs more effectively, there may be occasions when managers need to implement relatively minor changes. Reasonable minor changes and adjustments to duties and working practices may be implemented without recourse to the formal procedures in this document but will require reasonable consultation with staff affected. Examples might include small changes to working patterns and rota patterns, a change of line management arrangements, cross site working and aligning job descriptions with service need.
This policy sets out procedures 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. It seeks to balance the paramount need for fairness and full staff involvement with the aim of ensuring that the organisation can be efficient and flexible in the way it responds to an ever-changing environment.
The purpose of this document is to set out the Trust’s approach to the management of organisational change and the procedures that should be followed by managers wishing to implement significant change. It provides a framework by which the Trust will implement any proposed change to the nature and size of its workforce.
To provide detailed guidance on the steps to be taken during organisational change.
To ensure fairness and equity throughout the process, ensuring employees are well supported and treated sensitively at all times.
To protect the continued employment of staff, wherever possible, and safeguard staff morale.
To ensure compliance with relevant legislation.
To ensure employees affected by organisational change are not discriminated against, either directly or indirectly, on the grounds of race, age, nationality, ethnic origin, gender, sexual orientation, marital status or disability.
|Compiled by:||HR Business Partners and Advisors|
|Ratified by:||Trust Executive Committee|
|Date Ratified:||March 2018|
|Date Issued:||April 2018|
|Review Date:||March 2021|
|Target Audience:||All staff, managers and employee representatives|
|Contact name:||HR Business Partners and Advisors|