School of somethingFACULTY OF OTHER

Managing Change the Leeds Way

Jenny Creagh

Head of Reward, Recruitment and Resourcing

University of Leeds

The Background

• Pre-92 Russell Group university

• c8,000 staff

• c31,000 students

• Nine academic Faculties, Corporate Services and Facilities Directorate

• Established governance mechanisms

The Context

• Organisational strategy and objectives

• Review of costs

• Need for ongoing academic and financial stability

• Commitment to job security

• Dispute

Strategy Map

The Response

Policy and approach•Org change policy and approach•Collective consultation mechanism•Redeployment framework•Security of employment for staff on fixed funding•Dispute resolution procedure

Policy and approach•Org change policy and approach•Collective consultation mechanism•Redeployment framework•Security of employment for staff on fixed funding•Dispute resolution procedure

Baseline understanding•Academic freedom and collegiality•Specific review agreement

Baseline understanding•Academic freedom and collegiality•Specific review agreement

Into the future•Managing performance•Promotions•Recruitment review•‘Health checks’

Into the future•Managing performance•Promotions•Recruitment review•‘Health checks’

Cost reduction and control•Economies exercise•Streamline services•Monitor and challenge expenditure

Cost reduction and control•Economies exercise•Streamline services•Monitor and challenge expenditure

Support•Org change support programme•Redeployment Service•‘Normal’ mechanisms

Support•Org change support programme•Redeployment Service•‘Normal’ mechanisms

Equality Impact AssessmentEquality Impact Assessment

Cost Reduction and Control

• Service cost review

• Cost reduction – c£35m

- 10 – 20% per area

- Staff / non-staff

- Aligned to strategy

• Voluntary Leavers Scheme

• Recruitment ‘chill’

• Authorisation procedure

Policy and Approach

• Overarching Agreement – employment security and redundancy avoidance

• Five stage organisational change process

• Employment Security Review Group

• Process for staff on fixed funding

• Dispute resolution procedure

Support

• Support through organisational change

- Senior Management Teams

- Managers

- Individuals

• Enhanced redeployment service

- Proactive and focused

• Use of normal mechanisms

Into the Future

• Promotions process

- Academic/strategic fit

- Underpinned by HERA

- Partnership working with Trade Unions

• Managing performance

- Quality is key

- Faculty/service based training

- Resource site

Promotions criteria

Common Skills Core Enhanced

Contribution relating to University values

Teaching

Research or Scholarship

Academic Leadership

Plus 2 of:

•Teaching

•Research or Scholarship

•Enterprise & Knowledge Transfer

•Academic Leadership

Managing Performance Resource Site

Into the Future

• Recruitment and selection

- 360 degree perspective

- Flow from planning with clear definition of roles

- ‘Right’ appointment

- E-recruitment

• ‘Health checks’

- University of Leeds indicators

The Challenges

• Timescales/logistics

• Consistent and fit for purpose

• Developing good practice in practice

• HR priorities

The Outcome

• Still in progress!

• Reviews underway in line with policy

• Good levels of redeployment

• Discussions with Trade Unions

• Good feedback – promotions, managing performance

• Identified areas for improvement – local priorities

• Staff Survey underway