Organisational change policies suite performance and accountabilities

​​​​Introduction

The performance and accountabilities below cover the suite of policies relating to organisational change, including:

• organisational ch​ange
  
• redeployment​
  
• medical redeployment
  
• compulsory redundancy
  
• pay protection​​

​Performance and accountabilities​

Employees

They are responsible for:

• adhering to the policy suite
  
• engaging with change constructively and flexibly
  
• responding to employment and deployment developments reasonably and responsibly
  
• supporting colleagues, including managers, appropriately
  

In the case of redeployment for redundancy purposes, actively working with managers and People Services to find a suitable post at the protected grade within the 36-month window of 100% protection.

In the case of redundancy, obtaining information from Pensions Administration regarding the impact on their pension.

Line managers

They are responsib​le for:

• ensuring that the employees they manage are aware of their responsibilities under this policy suite and how it might affect them
  
• ensuring the policies are applied where appropriate to their employees in a fair and consistent way
  
• seeking advice from their departmental HR Consultant or HR Business Partner before contemplating any consultation process
  
• developing options to review headcount, ensuring that the departments are operating in an effective and efficient manner, in line with the Government Plan, and appropriate plans for the implementation of any redundancies have been considered
  
• reviewing roles and team structure where posts become vacant to ensure the best use of public funds
  
• actively delivering change in their area of control as required by senior management
  
• achieving effective change through planning and implementation 
• communicating with and engaging employees and their trade union representatives
  
• supporting the redeployment process of all employees subject to redeployment
• responding to concerns raised by employees
  
• keeping their HR Business Partner fully informed of all the options which are under consideration and the final plans, and considering advice given by HR Business Partners
  
• submitting finalised plans to the Chief Officer or their nominee for a final decision 
• submitting a business case to support an application for redundancy
  
• ensuring that employees who are absent from work, for example on secondment, parental leave  or long-term sick leave, are consulted and kept informed, in line with legislation
  
• assessing each affected employee against an agreed redundancy selection criteria
  
• advising employees of the support facilities available
  
• accepting corporate responsibility to consider eligible employees on the redeployment register for all vacancies that arise in their business unit
  
• ensuring employees are paid correctly if the outcome is a change to pay
  

People Services

People Services, including HR Bus​iness Partners and their operational teams, are responsible for:

• working with Chief Officers and line managers to ensure that the policies are correctly applied
  
• providing advice to managers and employees on any employment issues that may result from the application of these policies
  
• actively enabling the delivery of organisational change to achieve efficiencies, effectiveness and controlled cost reduction within budget
  
• supporting managers in developing and delivering change plans
  
• providing advice and guidance to everyone on the application and interpretation of these policies
  
• ensuring compliance with relevant legislation and guidance
  
• acknowledging the need to work in partnership with Trade Unions and staff representatives 
• working in conjunction with Chief Officers, or their nominee, identifying the ‘pool of jobs’ in their department and across other departments affected by the redundancy process
  
• notifying the Social Security Minister when proposing 12 or more redundancies within a 30-day period
  
• keeping Employment Relations informed to ensure trade union consultation procedures are being adhered to
  
• working together with colleagues across People Services, as well as managers across the Jersey Public Sector to consider options for redeployment where appropriate in other departments and managers across the Jersey Public Service when notice of compulsory redundancy is given to any individual
  
• actively working with displaced employees within the operational Business Partners department to find a suitable alternative role according to their skills, knowledge and experience during the 36-month window of 100% protection
  
• providing policy and procedural advice to Chief Officers and line managers
  
• overseeing the redeployment scheme to facilitate redeployment and minimise redundancies
  
• actively working with employees placed on the redeployment register to identify suitable alternative employment across the Jersey Public Service, supporting these employees to update their skills profile in connect and reviewing roles before they are advertised to identify if they are considered suitable alternative employment
  

Chief Officers

They are re​sponsible for ensuring that:

• arrangements are in place to ensure that employees in their department follow these policies
  
• line managers are fully conversant with their duties and responsibilities under this policy, and understand their responsibilities for action and confidentiality
  
• the relevant Ministers for their department is supportive of the changes
  
• Executive Leadership Team (ELT) is informed of all proposed changes
  
• States Employment Board (SEB) is notified of organisational change proposals
• collaborating with other Chief Officers to ensure that their departments are in alignment and processes are consistently applied
  
• ensuring that measures are developed to try to avoid redundancies both within their department and across the Jersey Public Sector
  
• ensuring all employees affected by redundancy, and their representatives, are formally notified and fully consulted throughout the process
  
• approving applications and supporting business cases for organisational changes that result in redundancy before referring them for final approval to the SEB, or the Chief People Officer, as appropriate to the circumstances
  
• actively achieving efficiencies, effectiveness and controlled cost reduction within budget
  
• promoting the policy and ensuring its effective implementation
  
• ensuring consistency of approach
  

States Employment Board (SEB)​

SEB, or the employer, is responsib​le for determining the Government of Jersey rates for redundancy payments, in accordance with the Employment of States of Jersey Employees (Jersey) Law.

Trade​ Unions and staff representatives

They are asked to:

• adhere to the Union Framework
  
• balance the needs of the service and the public
  
• ensure confidentiality
  
• observe embargoes on joint communications
  
• co-operate with flexible resourcing​​​​