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<p><strong>PROJECT SEVEN: Pre-organisation Process Advice Strategy<br />
</strong></p>
<p><br />
The key thing to avoid when reorganising and making roles redundant is an accusation of “unfair selection” and “failure to consult”. The purpose of having a process in place is to be able to prove the organisation selected well and consulted appropriately about the organisational changes.</p>
<p><strong>Action<br />
</strong>• The need for change is identified and its basis clearly defined.<br />
• The need for change is set out in writing<br />
• The senior manager and the Executive decide how to react to the need for change<br />
• The Executive creates a written plan of action for ratification<br />
• Individuals effected by the agreed plan are consulted first<br />
• The manager brings written plan to SMT for wider consultation<br />
• SMT circulates plan to staff for a period of consultation<br />
• Staff discuss written plan in their DC’s and provide feedback to SMT<br />
• Manager takes account of feedback and confirms the plan<br />
• Final plan ratified<br />
• Individuals effected get written confirmation of proposed changes<br />
• Effected individuals offered personal discussions re the changes<br />
• Formal letter of change proposals to all staff<br />
• Formal letters of redundancy/contract termination sent<br />
• Individuals offered sessions re terms<br />
• Periods of notice worked (or not and beware tax implications)<br />
• Exit interviews offered<br />
• Leaving event(s) of some kind organised<br />
• Individuals leave the company<br />
• Changes operationalised (i.e. changes in line management)<br />
• New structure reviewed in 3 and 6 months<br />
• Report to Directors on new structure </p>
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