1. Proposed Organisational Change Initial Consultation Briefing Document [date] Please note that this briefing document has been constructed to supplement the discussion and information that will be provided during the consultation meeting between SCC Management representatives and unions. We therefore advise that this briefing document is not circulated or shared without contextual support material or discussion to ensure the context is fully understood and fairly represented Private and Confidential

2. Meeting Agenda Rationale for changes Impact on the business and customer Impact on employees Consultation Proposed process Timetable and key dates

3. Rationale for Changes Background to changes Business rationale Why things have changed High level outline of proposed changes

4. Where is Organisational Change Proposed? Service? Related services? Specific teams Posts lost Location?

5. Current Structure of team x

6. Proposed Structure of team x

7. Impact on the service/customer

8. Impact on employees Maximum redundancies & explanation FRP Redundancy estimates Employee Assistance Programme- Lifestylesupport

9. Impact on employees cont… Avoiding Redundancy Dismissals Seek to redeploy potentially ‘at risk’ employees within SCC by flagging new available roles (and vacancies) to the population of employees that are likely to be affected – this will be deemed as a proactive intervention to secure employment for employees that at some point in the future will be ‘at risk’ of redundancy. ‘Category B’ of the redeployment process applies. The above will give way to the established redeployment process. Those employees that have been selected for redundancy will be placed on the redeployment list for the duration of their notice period to try to mitigate their redundancy by provision of suitable alternative employment in SCC as appropriate. Once notice has been given ‘Category A’ status will apply. In the event that employees are dismissed on the grounds of redundancy SCC will support staff in finding employment by permitting reasonable time off and outplacement training as appropriate.

10. Consultation 30/45 days Who consultation is with (unions, staff, customers) How to raise questions/make representations Meetings

11. Proposed Process VR? Interviews? Preference forms

12. Key Dates DescriptionDate ( these are indicative and may be subject to change) Continue consultation with affected employees and Unions Close Unison and employee consultation Confirm process to establish new structure and populate posts to employees and unions