Manchester 2020 Strategy M2020 Programme M2020 Programme Programme - - PowerPoint PPT Presentation

Manchester 2020 Strategy M2020 Programme

Programme Objectives: – Realising our ambition for excellence – Delivering our agreed Manchester 2020 strategy – Improving efficiency and effectiveness – Achieving financial sustainability “M2020 will require a significant step-change in performance in some areas” Led by the Deputy President and Deputy Vice-Chancellor, Colin Bailey; governed by a Programme Management Board and supported by the M2020 Programme Management Office

M2020 Programme

• Faculty of Biology, Medicine and Health - a reduction of 65 academic posts is

proposed

• School of Arts, Languages and Cultures – a proposed reduction of 35 academic

posts and post involved in primarily academic activities

• The Alliance Manchester Business School – a proposed reduction of 40 academic

posts in certain areas of the School

• Directorate of Finance in the Professional Support Services (PSS) – a proposed

reduction of 18 PSS posts

• Faculty of Science and Engineering (PSS)
• a proposed reduction of seven PSS posts in the Faculty Office
• a proposed reduction of three PSS posts in the National Composites

Certification Evaluation Facility (NCCEF)

• a proposed reduction of three PSS posts in the Photon Science Institute

(PSI)

Proposed implications for staff numbers

Photon Science Institute (PSI)

• Established in 2005 to develop interdisciplinary collaborations across photon science
• In recent years research activity in this area has reduced and the Institute has not met its

strategic or financial targets

• The University has installed new scientific facilities including the Materials Characterisation

Facility and the Henry Moseley X-ray Imaging Facility. This has moved the PSI towards a far broader remit around the characterisation and study of Advanced Materials. The strategic requirements of Royce will further embed this change of direction

Current situation

• The current PSS structure does not fit current and future needs
• The structure is not consistent with posts in place in other Research Institutes and

Schools

Proposal

There is a need to reconsider the requirements of the PSI research facility and its academic community, and to revise the PSS staffing structure to reflect this There is an opportunity to link directly the Royce and PSI together in order to develop a more efficient and effective structure which can support and enhance the development of research activities into the future

Current structure Proposed structure

• Staff ‘in scope’ – staff working in an area that has been identified as potentially

affected by the proposals

• Staff at risk - staff ‘at risk’ are those who are identified as potentially at risk of

redundancy

• The criteria for identifying at risk pools are subject to consultation with the Trade

Unions

• Only those staff identified as at risk would be eligible to apply for voluntary

severance in line with agreed Voluntary Severance Scheme

• We would hope to achieve all reductions on a voluntary basis and only if this is not

achieved would we move to compulsory redundancy

• The University proposes to follow the process outlined in its Introducing Change to

Organisational Structures Procedure, the Security of Employment Policy and the Redeployment Policy as agreed with the Trade Unions

Proposed implications for staff

Manchester 2020 Strategy M2020 Programme HR Process Faculty of Science and Engineering

What we will cover today

• Collective consultation – general
• Collective consultation – Faculty of Science and Engineering
• Meaning of “in scope” and “at risk”
• Voluntary severance scheme (VS)
• After collective consultation ends
• Individual consultation if compulsory redundancy (CR) is necessary

Collective consultation

• S.188 letter issued to trade unions on 4 May – sets out detail of what our

proposals are and what we are consulting on.

• Collective consultation starts today, 10 May
• Consulting with trade unions on the proposals concerning application of

voluntary severance (VS), affected numbers, selection pools, selection criteria for compulsory redundancy (CR), alternatives to redundancy

• VS scheme proposed for each project, timing of launch may differ

Collective consultation

The University will operate within the following Statutes, Ordinances and HR policies and procedures:

• Statute XIII, Part II – Redundancy – Academic and Academic-Related Staff
• Ordinance XXIII, Procedure for the Dismissal of Members of Staff by Reason of

Redundancy

• Introducing Change to Organisational Structures Procedure
• Security of Employment Policy
• Redeployment Policy

Collective consultation

The University will ensure that a rigorous, fair and transparent process is applied to each area and to members of staff who are ultimately identified as “at risk” of redundancy. The University will explore opportunities for the avoidance of redundancy as set out in the Security of Employment Policy and as agreed with the trade unions. This will include:

• Seeking redeployment opportunities within the University;
• Retraining the individual where this is practical and reasonable;
• Restricting or reducing external advertising where this is practical and reasonable;
• Reducing the use of agency staff where this is practical and reasonable.

Collective consultation

Key terms

“In scope” pool

• affected by the exercise

“At risk” pool

• affected by the exercise and subsequently identified

as being at risk of redundancy

Proposed number of PSS posts “in scope” and “at risk” 3 Proposed reduction in the number of PSS posts 3

Proposals - “in scope” and “at risk”?

Current in scope Total number of posts at risk Proposed reduction in posts Grade 8 1 1 1 Grade 7 2 2 2 Total 3 3 3

Collective consultation voluntary severance

• Subject to consultation, we will write to staff who are identified as “at risk” and therefore eligible

to apply for voluntary severance (VS), explaining the application process

• “At risk” staff will also be placed on the Redeployment Register (RDR) and have the opportunity

to apply for alternative roles as a redeployee.

• It is proposed that:

– VS would only be offered to those “at risk” – Scheme is likely to be open until the end of collective consultation – VS will not overlap with CR, i.e. CR will only begin after VS ends, if insufficient numbers achieved – Once VS closes it will not be made available again

Voluntary severance scheme

It is proposed that:

• Applications for voluntary severance will be considered by Rachel Brealey

(DoFO) and Sarah March (HoHR) on the basis of business need.

• Applications are likely to be declined from colleagues who hold a business

critical skill which is not available elsewhere in the Faculty and/or is not easily replaceable or where a reduction of this skill would impact on the ability to deliver core activity.

Voluntary severance terms

Under the current scheme:

• Up to five years continuous service – six months basic salary
• Between five years and ten years continuous service – 12 months basic salary
• Beyond ten years continuous service – 14 months basic salary
• Normally first £30k is tax free
• Leave date – to be determined locally (colleagues will generally be allowed to work

their notice period, otherwise notice period is part of the VS package and will be subject to tax and NICs)

After VS – Individual consultation

It is proposed that, subject to consultation:

• If we have not achieved the required numbers through VS it may become

necessary to proceed with CR.

• Selection criteria for compulsory redundancies would be applied to staff in the

“at risk” pool.

• Staff would be entitled to provide written submission in relation to the criteria.
• Criteria would be considered and scored by a panel of senior staff (including where

appropriate senior subject matter experts)

Compulsory redundancy

• At end of the individual consultation period, if individuals have been selected for redundancy and no alternative

roles are identified, a dismissal letter is issued

• Individual remains on Redeployment Register (RDR) for period of 45 days +12 months (less the time elapsed

since 10 May, 1st consultation meeting)

• Right to appeal against dismissal
• Outplacement counselling, other support available
• Staff who are selected for compulsory redundancy (subject to collective and individual consultation and due

process) will receive a statutory redundancy payment as follows, if they have at least two years’ continuous service at the date their contract will end: For each complete year of service up to a maximum of 20 years, employees are entitled to: –

• For each year of service under the age of 22: half a week’s pay*

–

• For each year of service at age 22 but under 41: one week’s pay*

–

• For each year of service at age 41 or over: one and a half week’s pay*

*A weeks pay is subject to the maximum statutory limit of £489 (from 6 April 2017) reviewed annually on 6 April

Next steps

You will receive an email later today from myself via HR as a follow up to today’s meeting. The email will include a copy of this presentation and a link to some frequently asked questions.

Support and information

Senior managers and myself will be available tomorrow for one to one

• discussions. If you would like to speak to us, please contact Jen Taylor

(jennifer.taylor-2@manchester.ac.uk) who will arrange a time tomorrow (or another time if tomorrow doesn't suit) for us to meet.

Support and information

We recognise this will be an unsettling time and we can offer support and the

• pportunity to discuss any issues or concerns you may have.

For further support or information please speak to your line manager, or: HR Partner: Rachel Spilsbury Project Sponsor: Rachel Brealey Or you can email: m2020@manchester.ac.uk