Meeting documents

To consider this report.

The Committee received a report from the Lead Officer, Director of Customers, Digital and Workforce – Chris Squire.

 The following points were highlighted:

·       The enormity and importance of the organisational change of Local Reorganisation (LGR).

·       Draft proposals were the result of much consultation and the required level of high transparency to bring five organisations (management and teams) into one new authority.

·       A set of principles, as agreed with staff representatives and chief executives, and shared with the five senior leadership teams (SLTs), would govern the process of restructuring change. These principles will run through all stages including the upcoming tier 2 and 3 recruitment and later changes.

·       Proposals will be shared for the fourth time with Trade Unions this week.

The following comments were made, and questions asked:

-       There was a request for greater clarity of point 3.2.6 in the final report and it was suggested the wording ‘designated appointee’ would give greater clarity.

-       It was asked if all tier 2 appointments would be from existing employees and if not, if there was sufficient time to recruit externally. In response it was stated that there were no assumptions about the origins of post-holders as internal, external, and temporary arrangements would all be considered.

-       It was asked if consideration could be given as an alternative to the phrase ‘slotting-in’; strengthening the point about internal recruitment ahead of external to reassure staff and to highlight the employment opportunities of LGR; re-iterate the issue of trade union involvement by removing ‘initial’ from 3. 1. The Lead Officer accepted those comments and highlighted the need for respect on both sides. 

-       It was asked if there would be support,  such as re-employment skills, for employees who will not have a positive outcome from the LGR process. In response it was confirmed this would be put in place, including mental health support, and details will be brought to a future meeting of the committee.

-       It was requested more information be provided on redundancy as well as detailed information on risk, as identified by the LGR Implementation Board, and the oversight was acknowledged and would be remedied.

-       Clarification was sought on who owned the Key Principles of Organisational Change document. In response it was explained it would be a joint document agreed by the five Chief Executives.

-       Following consideration by this Committee, the report will then go to the Programme Board. 

-       It was suggested that authority is given to the Director of Customers, Digital and Workforce and the Chair of this Committee to finalise the report.

-       It was asked if staff outside of a trade union have a voice in this process and it was noted there was a statutory requirement to consult all employees affected as well as trade unions; the document had not been sent to all 5000 employees.

-       It was noted that revisions resulting from the meeting would be presented to the Programme Board and reported back to the next meeting of this Committee.

The Committee reviewed the Organisational Change Principles and commented on some aspects and noted that the Principles are not ‘policy’, however they are an overarching framework to inform organisational change processes.