1. School of something FACULTY OF OTHER Managing Change the Leeds Way Jenny Creagh Head of Reward, Recruitment and Resourcing University of Leeds

2. The Background Pre-92 Russell Group university c8,000 staff c31,000 students Nine academic Faculties, Corporate Services and Facilities Directorate Established governance mechanisms

3. The Context Organisational strategy and objectives Review of costs Need for ongoing academic and financial stability Commitment to job security Dispute

4. Strategy Map

5. The Response Policy and approach Org change policy and approach Collective consultation mechanism Redeployment framework Security of employment for staff on fixed funding Dispute resolution procedure Policy and approach Org change policy and approach Collective consultation mechanism Redeployment framework Security of employment for staff on fixed funding Dispute resolution procedure Baseline understanding Academic freedom and collegiality Specific review agreement Baseline understanding Academic freedom and collegiality Specific review agreement Into the future Managing performance Promotions Recruitment review ‘Health checks’ Into the future Managing performance Promotions Recruitment review ‘Health checks’ Cost reduction and control Economies exercise Streamline services Monitor and challenge expenditure Cost reduction and control Economies exercise Streamline services Monitor and challenge expenditure Support Org change support programme Redeployment Service ‘Normal’ mechanisms Support Org change support programme Redeployment Service ‘Normal’ mechanisms Equality Impact Assessment

6. Cost Reduction and Control Service cost review Cost reduction – c£35m -10 – 20% per area -Staff / non-staff -Aligned to strategy Voluntary Leavers Scheme Recruitment ‘chill’ Authorisation procedure

7. Policy and Approach Overarching Agreement – employment security and redundancy avoidance Five stage organisational change process Employment Security Review Group Process for staff on fixed funding Dispute resolution procedure

8. Support Support through organisational change -Senior Management Teams -Managers -Individuals Enhanced redeployment service -Proactive and focused Use of normal mechanisms

9. Into the Future Promotions process -Academic/strategic fit -Underpinned by HERA -Partnership working with Trade Unions Managing performance -Quality is key -Faculty/service based training -Resource site

10. Promotions criteria Common SkillsCoreEnhanced Contribution relating to University values Teaching Research or Scholarship Academic Leadership Plus 2 of: Teaching Research or Scholarship Enterprise & Knowledge Transfer Academic Leadership

11. Managing Performance Resource Site

12. Into the Future Recruitment and selection -360 degree perspective -Flow from planning with clear definition of roles -‘Right’ appointment -E-recruitment ‘Health checks’ -University of Leeds indicators

13. The Challenges Timescales/logistics Consistent and fit for purpose Developing good practice in practice HR priorities

14. The Outcome Still in progress! Reviews underway in line with policy Good levels of redeployment Discussions with Trade Unions Good feedback – promotions, managing performance Identified areas for improvement – local priorities Staff Survey underway