The impetus for the changes were outlined in the HMBS Major Organisational Change Proposal (Proposal). The Proposal sought to outline details for the three functional areas where the proposed changes resulted in a limited number of redundancies.
The proposed changes for the functional areas in the Proposal were subject to a formal period of consultation conducted in accordance with clause 69.4 of the Agreement, that was open for 20 working days and closed on Wednesday 28 August 2024.
The University received more than one hundred submissions through the consultation, in addition to many useful discussions. This feedback was very constructive and insightful, and after thorough consideration the University's Chief Operating Officer approved on 30 September 2024 the Major Organisational Change Proposal: HMBS.
An Implementation Paper - Major Organisational Change - HMBS (Implementation Paper) was released on Tuesday 1 October 2024 providing a summary of the feedback received, amendments made to incorporate feedback, and outlining the implementation approach.
Implementation approach and next steps
The implementation of changes presented in the Major Organisational Change Proposal: HMBS aim to prioritise staff welfare and minimise disruption.
Below are high level actions and indicative timeframes, further information and details are outlined in section 5 of the Major Organisational Change - Implementation Paper
| ACTION | INDICATIVE DATES |
|---|
| Develop a change and implementation framework for professional services for HMBS, including the identification of required project and change management support | October 2024 |
| Appoint to new and open positions | October - November 2024 Impacted employees will receive details of the process and confirmed timeframes via email |
| Implementation of revised organisational structures and associated changes to position titles and reporting lines | 1 January 2025 An earlier date of transition for some or all positions within a given function may occur where implementation planning identifies this is the preferred path and operationally viable |
| Integration and alignment of current practices to achieve a new operating model for each function, including alignment to the precinct model and the development of service catalogues and a resourcing model | Throughout 2025 Work may commence in 2024 for some functions to map the current differences in scope of service and operating models between the two faculties. If agreed to be appropriate and feasible, revised service models can be progressed prior to the establishment of HMBS |
| Realignment of position responsibilities and updates to position descriptions, which will largely be informed when new operating models and services catalogues are agreed | Phased throughout 2024/2025 and 2025/2026 Annual Performance Development cycles |
