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Organisational Change

Across the University we adopt an approach of continuous improvement in relation to our practice, process, and service provisions.On occasion the University’s operating models need to be updated in order to remain sustainable and efficient. The Human Resources Division can facilitate change within the business, ensuring due process is adhered to, also providing business representatives advice on relevant employment matters. This page covers policies and procedures relating to organisational change in the University, providing key information relating to restructuring principles, voluntary severance, salary protection, re-deployment, avoidance of redundancy, and redundancy.

Please note, in the 'Training Courses' area on the right side of the page you will find links to online courses available through Blackboard, once selected, please log-in using your normal University username and password.  Information on further courses and development services can be found on the general Staff Development page.

The Voluntary Severance Scheme will normally be offered where the University is able to create efficiencies in a specific area. The University is committed to avoiding compulsory redundancies wherever possible and this scheme is one of the means by which this can be achieved. It will normally apply to employees who are potentially impacted by proposed redundancies in the area they work. The Voluntary Severance Scheme, and its application, is entirely at the discretion of the University and employees have no contractual right to voluntary severance.

The University will endeavour to avoid the need for redundancies and will attempt to consult with Trade Unions in order to identify arrangements which might reduce the requirement for compulsory redundancies. The documents below detail the practice and principles adopted in these circumstances:

It is the University’s intention to maximise job security. The University will endeavour to avoid compulsory redundancies wherever possible.However, if it is determined through consultation that it is not possible to avoid compulsory redundancies, the University maintains the right to apply Part B of the Avoidance of Redundancy/Redundancy Policy and Procedure.

Genuine consultation with the trade unions on ways to mitigate the need for compulsory redundancies will continue throughout this process. The procedure outlines what defines a redundancy situation and what process the University will undertake to consult with trade unions and employees to avoid redundancies. Part B of the procedure outlines the steps and compensation if an employee is made compulsorily redundant.

When an area of the University required to restructure, this could result in appointing employees to a new structure.In these circumstances the principles and practice detailed in the Restructuring policy and procedure will apply (see below), which aims to ensure a fair, equitable and transparent process for all employees affected by organisational change.

The University operates a forward thinking approach to operational and resource planning in order to meet the requirements of our students, and also enable our academics and professional services areas to deliver their objectives. It is recognised that from time-to-time there may be changes in organisational requirements which may affect resources. In situations where employees may be facing potential redundancy, the University will seek to redeploy employees into suitable alternative roles elsewhere in the University. The documents below clarify practice and principles adopted in these circumstances:

The salary protection policy applies as a result of change where an employee secures suitable alternative employment. The policy sets out the approach to basic salary protection when employees move from their existing grade to a lower grade as a result of the redeployment process. The salary protection period is limited to a period of 2 years beginning from the effective date of the new appointment at the lower grade. The documents below clarify practice and principles adopted under this scheme: