1. The purpose of this guidance is to assist managers and employees in handling a restructuring or a reorganisation within a Faculty or Directorate, which does not involve redundancies. For redundancy situations, please see the Redundancy Policy.
2. In all cases of restructuring / reorganisation, managers are expected to consult with the employees concerned through the provision of a document which sets out the proposals for change, and the objectives of the change(s). Any proposed modifications to job descriptions and / or person specifications should also be provided, together with any available information on gradings.
3. Following initial consultation with employees, managers should reach a firm but provisional decision on the restructuring / reorganisation proposal in consultation with their People Manager. In particular, they should refer any changes in job descriptions to the People Manager.
4. Where a restructure / reorganisation involves five or more posts and at least one actual or potential grading change, consultation will be with the People Directorate, employees, managers and the appropriate recognised Trade Union to determine a procedure for appointment to the posts within the new structure. This will normally involve consideration of automatic redeployment where old and new posts are closely aligned, and an internal competition for new or upgraded posts.
5. Where a restructuring / reorganisation involves one or more posts within the new structure being graded lower than the current posts, the employees affected will be offered one or more of the following: redeployment, two years salary protection and a potential redeployment via the register, a redundancy payment. Refer to the Redundancy Policy for more information and the principles that will apply in this situation.
6. Where a restructuring / reorganisation involves less than five posts and no changes to grades, managers will consult with employees appropriately, and as in para 2, before implementing the changes. Employees should use the Resolving Issues at Work Policy to deal with any difficulties which may arise.
Last reviewed: June 2024