8.4 Major Change

8.4.1 Where the University has made a decision (including a decision in principle) to introduce major changes in production, program, organisation, structure or technology that are likely to have significant effects (as defined in sub clause 1.3) on staff, the University will notify and consult with the staff members who may be affected by the proposed changes, their staff representatives and the Unions. A decision to replace staff with contractors or third party providers (that is, to outsource jobs) is a major change for the purposes of this clause.

8.4.2 The University will consult directly affected staff informally before the development of a Change Management Plan. Directly affected staff will be informed that the University is contemplating major change in the area and ask staff their views about how proposed expected outcomes might be achieved.

8.4.3 The University will provide relevant information to the affected staff as part of the consultation process. A draft Change Management Plan will be distributed to affected staff. The draft Plan will include information about:

1. The proposed change to occur;
2. The rationale for the change and the expected outcomes;
3. The anticipated effects on staff, including potential benefits or possible adverse effects, if any;
4. How changed work will be performed and distributed between positions (including proposed classifications and job titles) and staff in the future including the anticipated effects on staff in other work units;
5. Where redundancies are proposed, the work that will no longer be required to be performed by anyone, and the work that will continue to be performed by other staff members;
6. Suggestions for avoiding or mitigating any potentially adverse effects on staff;
7. Suggestions for avoiding or mitigating any potentially adverse effects on staff;
8. The anticipated timeframe for consultation and implementation;
9. The impact on the gender profile of the work unit;
10. Any other relevant information.

8.4.4 The University will seek feedback from affected staff and will consider any input from the University workplace community, staff representatives and the Unions when considering change plans; including whether to proceed with the proposed change, (either in its original or a revised form). The University will provide a response as part of the Final Change Plan.

8.4.5 The University will provide a copy of the Final Change Plan to staff, staff representatives and the Unions.

8.4.6 Once the Final Change Plan is approved by the Vice-Chancellor and President, the University may declare a staff member's position to be redundant because the University decides that it no longer wishes the job/duties that the staff member has been doing to be done by anyone at that campus or location, and this is not due to the ordinary and customary turnover of labour.

8.4.7 The University will conduct a post-implementation review appropriate to the change, including of the effectiveness of consultation under clause 8.4.2 and whether the expected outcomes for the change were achieved, within 6 to 12 months after the Final Change Plan implementation. Staff who were directly affected by the change will have the opportunity to participate in the post-implementation review. The review findings and staff feedback will be discussed at an ACU Staff Consultative Committee meeting.