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

Manchester 2020 Strategy M2020 Programme

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

Proposed implications for staff numbers • 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)

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 Proposed structure Current structure

Proposed implications for staff • 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

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

Proposals - “in scope” and “at risk”? 3 Proposed number of PSS posts “in scope” and “at risk” Proposed reduction in the number of PSS posts 3 Current in scope Total number of posts at Proposed reduction in risk 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.