4. Where forward planning indicates that a reduction in staffing is likely, the following actions should be considered in consultation with the Directorate of Human Resources, to minimise the need for job losses:
5. If these or other preventative measures prove inadequate, and a reduction in the number of existing posts is judged to be required to align staff numbers with organisational needs, selection for possible redundancies will be based on objective criteria, which will be reasonably and fairly applied. Such objective criteria may be related to personal performance, skills, qualifications, attendance/absence, disciplinary history or other work-related factors.
6. Staff with a disability who are within the pool for selection will not be put at any disadvantage within this process as a consequence of their disability. The University will make the appropriate adjustments to ensure that equal consideration is given. More generally, the University will ensure that no discriminatory criteria are used which infringe the University’s Equality and Diversity Policy.
7. In the circumstances where a reduction in posts is judged to be required, the relevant Faculties/Directorate(s) will produce a report, demonstrating the reasons why posts are felt to be at risk of redundancy. Where a reduction in posts is linked to the closure of an academic programme or course, the Faculty must ensure that it has implemented all aspects of the closure procedures set out in the Quality and Standards Handbook. Any prior actions that have been taken under paragraph 4 above should be included in the report as should other potential ways of avoiding redundancies, the definition of the pool for selection and, if it is possible, the draft criteria for selection, The Directorate of Human Resources should be consulted and involved in the production of the report.
8. Where the Directorate of Human Resources and the Faculties/Directorate(s) concerned are agreed on the basis of the report that post losses are likely to occur, an action plan will be drawn up aimed at minimising redundancies and including clear and non-discriminatory criteria for post losses and redundancies. So far as possible, job descriptions and grades for posts within the continuing structure will be included in this action plan.
9. The report and action plan will be discussed with SMT and then with the appropriate recognised union(s), with a view to reaching agreement. A final report/action plan will then be prepared taking account of comments received, and it will be circulated to all those affected.
10. A ‘provisional at risk’ consultation meeting will be held with each individual employee who is potentially affected by the job losses, and with the relevant union(s). These meetings will be conducted by the appropriate Dean/Director or a designated deputy and will cover the following topics:
11. The objectives of this consultation are to:
12. Following these meetings, the final selection criteria and the numbers of post losses will be determined by the Faculty/Directorate concerned in consultation with SMT and the Directorate of Human Resources, taking account of the outcomes of the consultative process and any other changes in circumstances affecting the situation. A final ‘at risk’ list of proposed job losses will be drawn up and the individuals and the relevant union(s) informed. All employees on the list will be included on the Redeployment Register, unless they have agreed in writing to terminate their employment through voluntary severance.
13. Each employee on the final ‘at risk’ list will be invited to a further meeting with the Dean/Director, at which they will be informed of the basis of his/her selection and invited to submit any further representations within 7 days (or as otherwise agreed between the parties). Staff who were previously on the ‘provisional at risk’ list but who are no longer being considered for redundancy will be informed in writing.
14. Any further representations received within the agreed period will be fully considered before a final decision is made on the number of redundancies and the identity of the employees to be made redundant. The final decision will be conveyed to the staff on the at risk list either in writing or at a meeting convened for that specific purpose. If they have not already done so, they will be invited to submit a full CV and supporting pro forma on redeployment preferences to the Redeployment Panel, and to consider whether they wish to opt for any voluntary severance terms for which they are eligible.
15. Staff have the right to be accompanied by a friend or union representative in any formal meeting held under this procedure (from point 10 onwards), to discuss possible staffing changes and staffing requirements.