M2020: Latest update
(28 July 2017)
On Wednesday 19 July the University and the three recognised Trade Unions met for the tenth time. The University provided an update on the number of roles it proposes to reduce. The University also confirmed that it would continue to seek to reduce this number further in affected areas e.g. through redeployment, retirement, etc. and would regularly update the Trade Unions of any changes.
Compulsory redundancy criteria
Issuing the proposed criteria does not mean that the University is implementing compulsory redundancy. The University remains committed to seeking to achieve the proposed reductions in posts by voluntary means. Only if there is insufficient take-up of the Voluntary Severance Scheme, and staff who are ‘at risk’ do not find other roles within the University, will the University consider the need to move to compulsory redundancy.
As part of the consultation process there has been discussion about the proposed criteria and process which would be used to make decisions if compulsory redundancy were to be undertaken. While these discussions continue, the University believes that the proposed criteria and process should be shared with those at risk, so that they have all the information available to assist them in making an informed decision at this point.
The proposed criteria have been developed in such a way that they can be applied consistently across all affected staff, while at the same time recognising the variation in discipline areas across the Schools. All of the criteria have been aligned to the key areas of academic activity. The aim is to be as fair, equitable, transparent and objective as possible. The knowledge, skills and experience of staff will be taken into account in the assessment process.
To further reflect the different nature of academic work and to ensure parity of esteem for both teaching and research, three sets of criteria have been developed within the Faculty which will be applied to the following staffing groups: Teaching and Research; Teaching Focused; Research only (applies to staff in AMBS only). To ensure clear and transparent communication on this issue, all sets of criteria have been shared with all affected staff.
- You can find the proposed AMBS/SALC compulsory redundancy criteria here.
- You can find the proposed AMBS/SALC compulsory redundancy process here.
Voluntary severance: extension for PSS staff
After further consideration and to allow staff additional time to consider their options, the deadline for accepting applications to the Voluntary Severance Scheme for PSS Staff has been extended. The deadline for submitting applications is now Monday, 14 August 2017 at 5pm.
The Voluntary Severance Scheme for academic staff in AMBS and SALC will remain open until 5pm on Tuesday, 29 August 2017.
If you wish to discuss your individual situation or any potential application to the Voluntary Severance Scheme please do not hesitate to contact your line manager or your designated HR Partner.
Support in transitioning to new roles
Outplacement support will be offered to staff leaving the University through voluntary severance, or as a result of compulsory redundancy, to help them transition to new jobs or re-orientate themselves in the job market.
Supporting managers and staff through change
Reminder: Our Staff Learning and Development team has established two courses to support colleagues through change. These courses are led by Neal Chamberlain who is our Lead Staff Learning and Development Partner. For further information on these courses, or to discuss training opportunities for you or your teams please contact firstname.lastname@example.org.