1. Consider the position and make a tentative decision on what needs to be done and why.

2. Any staff that may be affected need to be spoken to individually – unless there are too many.

3. Tell them the purpose of the meeting.

4. At the meeting they should be told why some changes are being looked at and that it is possible that their position may have to change.

5. Give them the details of what is proposed.

6. Ask them for their input into the proposal by a set date (say a week away).

7. Tell them that they may want to get a representative to give them advice.

8. Consider all the comments received throughout the process.

9. Make any further investigations necessary.

10. Make your decisions on what is to happen.

11. Set up a further meeting for each individual. Offer for them to bring a representative to the meeting if they wish to do so.

12. Advise each staff member individually at the meeting what the decision is.

13. Consider redeployment options.

14. If there are no redeployment options give them notice as in their agreement. Advise that there is no redundancy payment (subject to their employment agreement terms).

15. If there are some positions available (e.g. 3 of the 5 current positions) then let them know how many positions are available and invite them to apply for some of those positions.

16. Set a time frame for the applications.

17. Set times for the interviews.

18. Carry out the interviews and make your choices.

19. Offer the positions to the successful candidates (internal only as cannot bring in outside candidates).

20. Advise the unsuccessful candidates and give them notice as in their agreement. Advise that there is no redundancy payment (subject to their employment agreement terms).

 

See our full guide here.

 

Alan Knowsley