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href="/admin-services/human-resources/procedures/workplace-adjustments/workplace-adjustment-passports/">Workplace adjustment passports</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/procedures/workplace-adjustments/workplace-adjustment-passports/workplace-adjustment-passport-guidance/">Workplace adjustment passport guidance</a></li> </ul> </li> <li><a href="/admin-services/human-resources/procedures/workplace-adjustments/examples-of-adjustments/">Examples of adjustments</a></li> </ul> </li> <li><a href="/admin-services/human-resources/procedures/flexible-working/">Flexible working</a></li> <li><a href="/admin-services/human-resources/procedures/harassment-bullying--victimisation/">Harassment and bullying</a></li> <li><a href="/admin-services/human-resources/compliance-and-immigration/immigration/">Immigration guidance</a></li> <li><a href="/admin-services/human-resources/procedures/leaving-employment/">Leaving employment</a> <ul 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href="/admin-services/human-resources/procedures/resolution/">Resolution</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/procedures/resolution/staffraising/">For staff requesting resolution</a></li> <li><a href="/admin-services/human-resources/procedures/resolution/staffagainst/">For staff who have a complaint raised against them</a></li> <li><a href="/admin-services/human-resources/procedures/resolution/investigation/">For managers conducting a formal investigation</a></li> <li><a href="/admin-services/human-resources/procedures/resolution/managers/">Line managers of staff requesting resolution</a></li> <li><a href="/admin-services/human-resources/procedures/resolution/facilitated-conversations/">Facilitated Conversations</a></li> </ul> </li> <li><a href="/admin-services/human-resources/compliance-and-immigration/safeguarding/">Safeguarding</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/secondments-/">Secondments</a></li> <li><a href="/admin-services/human-resources/procedures/sri/">Senior research investigators</a></li> <li><a href="/admin-services/human-resources/procedures/sexual-harassment-sexual-misconduct-and-sexual-violence-/">Sexual Harassment, Sexual Misconduct and Sexual Violence </a></li> <li><a href="/admin-services/human-resources/leave/sickness-absence/">Sickness absence</a></li> <li><a href="/admin-services/human-resources/procedures/smoke-free-policy/">Smoke free policy</a></li> <li><a href="/admin-services/human-resources/procedures/social-networking/">Social networking and personal internet presence</a></li> <li><a href="/admin-services/human-resources/leave/special-leave/">Special leave</a></li> <li><a href="/admin-services/human-resources/procedures/work-location-framework/">Work Location Framework</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/procedures/work-location-framework/overview-and-values/">Overview, Values and principles</a></li> <li><a href="/admin-services/human-resources/procedures/work-location-framework/work-location/">Work location</a></li> <li><a href="/admin-services/human-resources/procedures/work-location-framework/disabled-staff-and-workplace-adjustments-/">Disabled staff and Workplace Adjustments </a></li> <li><a href="/admin-services/human-resources/procedures/work-location-framework/determining-work-location/">Determining work location</a></li> <li><a href="/admin-services/human-resources/procedures/work-location-framework/hybrid-working---practical-considerations/">Hybrid working - practical considerations</a></li> <li><a href="/admin-services/human-resources/procedures/work-location-framework/interaction-of-the-work-location-framework-and-the-flexible-working-policy/">Interaction of the Work Location Framework and the Flexible Working Policy</a></li> <li><a href="/admin-services/human-resources/procedures/work-location-framework/support/">Additional support and guidance</a></li> <li><a href="/admin-services/human-resources/procedures/work-location-framework/faqs/">FAQs</a></li> </ul> </li> <li><a href="/admin-services/human-resources/procedures/workload-principles/">Workload Principles</a></li> </ul> </li><li><a href="/admin-services/human-resources/recruitment-and-promotions/">Recruitment and Promotions</a> <ul class="multilevel-linkul-0"> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/">Recruitment and Progression</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/inclusive-recruitment/">Inclusive Recruitment</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/professional-technical-and-operational-pto-establishment-review/">Professional, Technical and Operational (PTO) Establishment Review</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/professional-technical-and-operational-pto-establishment-review/guidance/">Guidance</a> <ul class="multilevel-linkul-3"> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/professional-technical-and-operational-pto-establishment-review/guidance/guidance-for-line-managers/">Guidance for Line Managers</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/professional-technical-and-operational-pto-establishment-review/guidance/guidance-on-application-form/">Guidance on Application Form</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/professional-technical-and-operational-pto-establishment-review/guidance/guidance-on-writing-job-descriptions/">Guidance on Writing Job Descriptions</a></li> </ul> </li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/professional-technical-and-operational-pto-establishment-review/frequently-asked-questions/">Frequently Asked Questions</a></li> </ul> </li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/academic-senior-research-and-senior-teaching-appointments/">Academic, Senior Research and Senior Teaching appointments</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/academic-senior-research-and-senior-teaching-appointments/college-consuls/">College Consuls</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/academic-senior-research-and-senior-teaching-appointments/chairs-professors-readers-researchers/">Appointment of Senior Academics, Senior Research and Senior Teaching staff</a> <ul class="multilevel-linkul-3"> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/academic-senior-research-and-senior-teaching-appointments/chairs-professors-readers-researchers/further-particulars-/">Further Particulars </a></li> </ul> </li> </ul> </li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/honorary-and-visiting-associations/">Honorary and visiting associations</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/professional-teaching-and-research-staff-appointments/">Professional, teaching and research staff appointments</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/temporary-worker-appointments/">Temporary worker appointments</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/temporary-worker-appointments/existing-casual-workers/">Existing casual workers</a> <ul class="multilevel-linkul-3"> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/temporary-worker-appointments/existing-casual-workers/frequently-asked-questions/">Frequently Asked Questions</a></li> </ul> </li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/temporary-worker-appointments/prospective-casual-workers/">Prospective casual workers</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/temporary-worker-appointments/hiring-departments/">Hiring Departments</a> <ul class="multilevel-linkul-3"> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/temporary-worker-appointments/hiring-departments/hiring-casual-workers/">Hiring casual workers</a> <ul class="multilevel-linkul-4"> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/temporary-worker-appointments/hiring-departments/hiring-casual-workers/frequently-asked-questions/">Frequently Asked Questions</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/temporary-worker-appointments/hiring-departments/hiring-casual-workers/app-user-guides/">App user guides</a></li> </ul> </li> </ul> </li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/temporary-worker-appointments/graduate-teaching-assistants/">Graduate Teaching Assistants</a></li> </ul> </li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/starting-salary-guidance-/">Starting salary guidance </a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/new-job-site-faq/">FAQs for new job site platform</a></li> </ul> </li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/promotions/">Promotions</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/recruitment-and-promotions/promotions/academic-promotions/">Academic Promotions</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/promotions/learning-promotions/">Learning Promotions</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/promotions/research-staff-promotion-and-progression-review/">Research Promotions</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/promotions/teaching-promotions/">Teaching Promotions</a></li> </ul> </li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/contracts/">Contract types and contract changes</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/recruitment-and-promotions/contracts/types/">Contract type guidance</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/contracts/role-guidance/" class="">Contract change form guidance</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/contracts/approvers/" class="">Trusted Requesters and Approvers for contract changes</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/contracts/contract-changes/">Contract changes for current staff</a></li> </ul> </li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/job-families-and-grades/">Job families and grades</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/recruitment-and-promotions/job-families-and-grades/academic/">Academic</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/job-families-and-grades/academic-and-research/">Research</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/job-families-and-grades/learning-and-teaching/">Learning and Teaching</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/job-families-and-grades/operational/">Operational services</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/job-families-and-grades/professional/">Professional services</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/job-families-and-grades/technical/">Technical services</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/job-families-and-grades/teaching-and-research-working-group/">Working Group to review the Learning and Teaching and Research Terms and Conditions and the use of Fixed Term Contracts</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/recruitment-and-promotions/job-families-and-grades/teaching-and-research-working-group/phase-i/">Phase I</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/job-families-and-grades/teaching-and-research-working-group/phase-ii/">Phase II</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/job-families-and-grades/teaching-and-research-working-group/phase-iii/">Phase III</a></li> </ul> </li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/job-families-and-grades/working-group-to-review-academic-titles-and-progression-at-imperial/" class="">Working Group to review Academic Titles and Progression at Imperial</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/recruitment-and-promotions/job-families-and-grades/working-group-to-review-academic-titles-and-progression-at-imperial/terms-of-reference/" class="">Terms of Reference</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/job-families-and-grades/working-group-to-review-academic-titles-and-progression-at-imperial/working-group-members/" class="">Working Group Members</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/job-families-and-grades/working-group-to-review-academic-titles-and-progression-at-imperial/meeting-summaries/" class="">Meeting Summaries</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/job-families-and-grades/working-group-to-review-academic-titles-and-progression-at-imperial/faqs/" class="">FAQs</a></li> </ul> </li> </ul> </li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/secondments-/">Secondments </a></li> </ul> </li><li><a href="/admin-services/human-resources/pay-and-pensions/">Pay and pensions</a> <ul class="multilevel-linkul-0"> <li><a href="/admin-services/human-resources/pay-and-pensions/principles-of-pay-and-recognition/">Principles of pay</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/pay-and-pensions/principles-of-pay-and-recognition/gender-and-ethnicity-pay-gap/">2024 Gender, Ethnicity, and Disability Pay Gap Reports</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/pay-and-pensions/principles-of-pay-and-recognition/gender-and-ethnicity-pay-gap/gender-ethnicity-and-disability-quartiles/">Gender, ethnicity and disability quartiles</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/principles-of-pay-and-recognition/gender-and-ethnicity-pay-gap/gender-ethnicity-and-disability-mean-and-median-pay-gaps/">Gender, ethnicity and disability mean and median pay gaps</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/principles-of-pay-and-recognition/gender-and-ethnicity-pay-gap/gender-pay-gap-in-bonuses/">Gender pay gap in bonuses</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/principles-of-pay-and-recognition/gender-and-ethnicity-pay-gap/ethnicity-pay-gap-in-bonuses/">Ethnicity pay gap in bonuses</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/principles-of-pay-and-recognition/gender-and-ethnicity-pay-gap/disability-pay-gap-bonuses/">Disability pay gap in bonuses</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/principles-of-pay-and-recognition/gender-and-ethnicity-pay-gap/previous-gender-and-ethnicity-data/">Comparison of previous gender and ethnicity pay gap data</a> <ul class="multilevel-linkul-3"> <li><a href="/admin-services/human-resources/pay-and-pensions/principles-of-pay-and-recognition/gender-and-ethnicity-pay-gap/previous-gender-and-ethnicity-data/previous-gender-data/">Comparison of 2017-2024 gender data</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/principles-of-pay-and-recognition/gender-and-ethnicity-pay-gap/previous-gender-and-ethnicity-data/previous-ethnicity-data/">Comparison of 2018-2024 ethnicity data</a></li> </ul> </li> <li><a href="/admin-services/human-resources/pay-and-pensions/principles-of-pay-and-recognition/gender-and-ethnicity-pay-gap/initiatives-and-projects/">Initiatives and projects</a></li> </ul> </li> </ul> </li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/">Pensions</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/pensions-basics/">Pensions basics</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/saul/">SAUL pension scheme</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/saul/saul-care/">SAUL Care</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/saul/saul-start/">SAUL Start</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/saul/saul-data-breach/">SAUL data breach</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/saul/saul-drop-ins-2024/">SAUL Drop-ins 2024</a></li> </ul> </li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/uss/">USS pension scheme</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/uss/changes/">USS valuations</a> <ul class="multilevel-linkul-3"> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/uss/changes/what-is-a-valuation/">What is a valuation?</a> <ul class="multilevel-linkul-4"> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/uss/changes/what-is-a-valuation/glossary-of-parties-involves/">Glossary of terms including the parties involved</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/uss/changes/what-is-a-valuation/timeline/">Timeline</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/uss/changes/what-is-a-valuation/history/">How did we get here?</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/uss/changes/what-is-a-valuation/frequently-asked-questions/">Frequently asked questions</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/uss/changes/what-is-a-valuation/external-resources/">External resources which may help you understand your pension </a></li> </ul> </li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/uss/changes/how-might-this-affect-me/">How might this affect me?</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/uss/changes/what-the-college-is-doing/">What the College is doing</a> <ul class="multilevel-linkul-4"> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/uss/changes/what-the-college-is-doing/uss-staff-working-group/">USS Staff Working Group</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/uss/changes/what-the-college-is-doing/imperial/">Our involvement with previous consultations and valuations</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/uss/changes/what-the-college-is-doing/joint-statement/">Joint statement from Imperial College London and the Imperial College UCU branch</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/uss/changes/what-the-college-is-doing/joint-letter/">Joint letter from the Universities of Cambridge and Oxford and Imperial College London</a></li> </ul> </li> </ul> </li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/uss/uss-prudential-facility/">USS Prudential Facility</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/uss/capita-cyber-incident/">Capita Cyber Incident</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/uss/uss-drop-ins-2024/">USS Drop-ins 2024</a></li> </ul> </li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/nhsps/">NHS pension scheme</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/nhsps/nhs-scheme-pays/">NHS 19/20 scheme pays</a></li> </ul> </li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/the-federated-pension-scheme/">The Federated Pension Scheme</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/the-federated-pension-scheme/statement-of-investment-principles/">Statement of Investment Principles – May 2024</a> <ul class="multilevel-linkul-3"> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/the-federated-pension-scheme/statement-of-investment-principles/implementation-2324/">Implementation 23/24</a></li> </ul> </li> </ul> </li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/financial-advice/">Financial advice</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/financial-planning/">Financial planning</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/tax-relief-on-pension-contributions/">Tax relief on pension contributions</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/approaching-retirement/">Approaching retirement</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/retirement-options/">Retirement options</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/retirement-options/faqs/">FAQs</a></li> </ul> </li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/pensions-auto-enrolment/">Pensions auto-enrolment</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/pensions-auto-enrolment/2019-re-enrolment/">2022 Re-Enrolment</a></li> </ul> </li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/pensionsmart/">PensionSMART</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/pensionsmart/new-starters-information/">New starters information</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/pensionsmart/terminology-explained/">Terminology explained</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/pensionsmart/pensionsmart-faqs/">PensionSMART FAQs</a></li> </ul> </li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/pension-options-for-overseas-staff/">Pension options for overseas staff</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/pension-faqs/">Pension FAQs</a></li> </ul> </li> <li><a href="/admin-services/human-resources/pay-and-pensions/pay-initiatives/">Pay initiatives</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/pay-and-pensions/pay-initiatives/annual-pay-award/">Annual pay award</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/pay-and-pensions/pay-initiatives/annual-pay-award/jtus-pay-claim-202425/">JTUs pay claim 2024/25</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pay-initiatives/annual-pay-award/imperials-full-and-final-pay-offer-202425/">Imperial's full and final pay offer 2024/25</a></li> </ul> </li> <li><a href="/admin-services/human-resources/pay-and-pensions/pay-initiatives/pay-review/">Pay review</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/pay-and-pensions/pay-initiatives/pay-review/guidance-for-managers/">Guidance for managers</a></li> </ul> </li> </ul> </li> <li><a href="/admin-services/human-resources/pay-and-pensions/payroll-deadlines/">Payroll deadlines</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/salaries/">Salaries</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/pay-and-pensions/salaries/engaging-agency-workers--guidance-for-managers/">Engaging agency workers- Guidance for managers</a></li> </ul> </li> <li><a href="/admin-services/human-resources/pay-and-pensions/terms-and-conditions/">Terms and conditions</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/attraction-and-retention-at-imperial/">Attraction and retention at Imperial</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/benchmarking/" class="">Benchmarking</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/pay-and-pensions/benchmarking/professional-technical-operational-and-learning-benchmarks/" class="">Professional, technical, operational and learning benchmarks</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/benchmarking/research-job-family-benchmarks/" class="">Research job family benchmarks</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/benchmarking/teaching-fellows-benchmarks/" class="">Teaching Fellows benchmarks</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/benchmarking/national-academic-job-family-benchmarks/" class="">National Academic job family benchmarks</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/benchmarking/american-benchmarks/" class="">American benchmarks</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/benchmarking/international-academic-job-family-benchmarks/" class="">International Academic Job Family Benchmarks</a></li> </ul> </li> <li><a href="/admin-services/human-resources/pay-and-pensions/industrial-action/">Industrial action</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/pay-and-pensions/industrial-action/industrial-action-students/">Industrial action: guidance for students</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/industrial-action/industrial-action-staff/">Industrial action: guidance for staff</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/industrial-action/industrial-action-undergraduate-marking-and-assessment/">Industrial action: undergraduate marking and assessment</a></li> </ul> </li> </ul> </li><li><a href="/admin-services/human-resources/leave/">Leave and absence</a> <ul class="multilevel-linkul-0"> <li><a href="/admin-services/human-resources/leave/annual-leave/">Annual leave</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/leave/annual-leave/additional-leave/">Purchasing additional annual leave</a></li> <li><a href="/admin-services/human-resources/leave/annual-leave/calculations/">Calculations for annual leave</a></li> </ul> </li> <li><a href="/admin-services/human-resources/leave/sickness-absence/">Sickness absence</a></li> <li><a href="/admin-services/human-resources/leave/university-closure-days/">University closure days</a></li> <li><a href="/admin-services/human-resources/leave/carers-leave/">Carers leave</a></li> <li><a href="/admin-services/human-resources/leave/family-leave/">Family leave</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/leave/family-leave/adoption/">Adoption leave</a></li> <li><a href="/admin-services/human-resources/leave/family-leave/fertility-treatment/">Leave for fertility treatment</a></li> <li><a href="/admin-services/human-resources/leave/family-leave/maternity/">Maternity leave</a></li> <li><a href="/admin-services/human-resources/leave/family-leave/paternity-maternity-support-leave/">Paternity and maternity support leave</a></li> <li><a href="/admin-services/human-resources/leave/family-leave/shared-parental/">Shared parental leave</a></li> <li><a href="/admin-services/human-resources/leave/family-leave/surrogacy/">Surrogacy</a></li> <li><a href="/admin-services/human-resources/leave/family-leave/keep-in-touch/">Keeping in touch days</a></li> <li><a href="/admin-services/human-resources/leave/family-leave/new-parents/">Parents and carers workshops</a></li> <li><a href="/staff/parents-network/parental-portal/">Parental portal</a></li> </ul> </li> <li><a href="/admin-services/human-resources/leave/special-leave/">Special leave</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/leave/special-leave/compassionate/">Compassionate leave</a></li> <li><a href="/admin-services/human-resources/leave/special-leave/domestic-emergency/">Domestic emergencies leave</a></li> <li><a href="/admin-services/human-resources/leave/special-leave/family-emergency/">Family emergencies leave</a></li> <li><a href="/admin-services/human-resources/leave/special-leave/jury-service/">Jury service</a></li> <li><a href="/admin-services/human-resources/leave/special-leave/leave-of-absence-for-academics/">Leave of absence for academics</a></li> <li><a href="/admin-services/human-resources/leave/special-leave/public-duties/">Leave for public duties</a></li> <li><a href="/admin-services/human-resources/leave/special-leave/witness-duty/">Leave for witness duty</a></li> <li><a href="/admin-services/human-resources/leave/special-leave/parental-bereavement-leave/">Parental Bereavement Leave</a></li> <li><a href="/admin-services/human-resources/leave/special-leave/parental/">Parental leave</a></li> <li><a href="/admin-services/human-resources/leave/special-leave/academic-sabbatical/">Sabbatical leave for academic refreshment</a></li> <li><a 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<li><a href="/admin-services/human-resources/benefits/saving-you-money/perks-at-work/perks-at-work-for-former-colleagues/">Perks at Work for former colleagues</a></li> </ul> </li> <li><a href="/admin-services/human-resources/benefits/saving-you-money/cycle-to-work-scheme/">Cycle to Work scheme</a></li> <li><a href="/admin-services/human-resources/benefits/saving-you-money/discounts/">Discounts</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/benefits/saving-you-money/discounts/local-discounts/">Local Discounts</a></li> <li><a href="/admin-services/human-resources/benefits/saving-you-money/discounts/online-discounts/">Online Discounts</a></li> </ul> </li> <li><a href="/admin-services/human-resources/benefits/saving-you-money/social/">Social activities</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/benefits/saving-you-money/social/walk/">Lunchtime walks</a></li> </ul> </li> <li><a href="/admin-services/human-resources/benefits/saving-you-money/discounts-for-teachers/">Discounts for teachers</a></li> <li><a href="/admin-services/human-resources/benefits/saving-you-money/overdrive/">Libby - borrow recreational audiobooks and e-books</a></li> </ul> </li> <li><a href="/admin-services/human-resources/benefits/looking-after-your-money/">Looking after your money</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/benefits/looking-after-your-money/loans/">Loans</a></li> <li><a href="/admin-services/human-resources/benefits/looking-after-your-money/childcare-support-/">Childcare Support </a></li> <li><a href="/admin-services/human-resources/benefits/looking-after-your-money/rental/">Rental deposit loan scheme</a></li> <li><a href="/admin-services/human-resources/benefits/looking-after-your-money/give-as-you-earn-gaye/">Give As You Earn (GAYE)</a></li> </ul> </li> <li><a href="/admin-services/human-resources/benefits/your-development/">Your development</a> <ul class="multilevel-linkul-1"> <li><a href="/staff/carers-network/being-a-carer-at-imperial/carers-support/">Carers' Support</a></li> <li><a href="/admin-services/human-resources/benefits/your-development/teaching-fellows-10-development-days/">Teaching Fellows 10 development days</a></li> </ul> </li> <li><a href="/admin-services/human-resources/benefits/live-well-work-well/">Live well, work well</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/benefits/live-well-work-well/mbs/">Mind, body and soul</a></li> <li><a href="/admin-services/human-resources/benefits/live-well-work-well/bupa-eduhealth/">Private health insurance (Bupa Eduhealth)</a></li> </ul> </li> <li><a href="/admin-services/human-resources/benefits/supporting-you-and-your-family/">Supporting you and your family</a> <ul class="multilevel-linkul-1"> <li><a href="/staff/carers-network/">Carers' network</a></li> <li><a href="/staff/early-years/">Early Years</a></li> <li><a href="/admin-services/human-resources/benefits/supporting-you-and-your-family/my-family-care/" class="">My Family Care</a></li> <li><a href="/admin-services/human-resources/leave/family-leave/">Family leave</a></li> <li><a href="/admin-services/human-resources/leave/special-leave/">Special leave</a></li> <li><a href="/admin-services/human-resources/benefits/supporting-you-and-your-family/elsie-widdowson-fellowship-award/">Elsie Widdowson Fellowship Award</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/benefits/supporting-you-and-your-family/elsie-widdowson-fellowship-award/case/">Case studies</a></li> </ul> </li> <li><a href="/staff/parents-network/">Parents' Network</a></li> <li><a href="/admin-services/human-resources/benefits/supporting-you-and-your-family/bumps/">Parents Network informal meetings</a></li> <li><a href="/admin-services/human-resources/benefits/supporting-you-and-your-family/imperial-activity-camp/">Imperial activity camp</a></li> </ul> </li> <li><a href="/admin-services/human-resources/leave/">Leave</a></li> <li><a href="/admin-services/human-resources/benefits/feedback/">Your benefits feedback</a></li> </ul> </li><li><a href="/admin-services/human-resources/engagement/">Staff Engagement</a> <ul class="multilevel-linkul-0"> <li><a href="/admin-services/human-resources/engagement/staff-survey/">Staff survey</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/engagement/staff-survey/results/" class="">Results 2024</a></li> <li><a href="/admin-services/human-resources/engagement/staff-survey/confidentiality-/">Confidentiality </a></li> <li><a href="/admin-services/human-resources/engagement/staff-survey/faqs/">FAQs</a></li> <li><a href="/admin-services/human-resources/engagement/staff-survey/visual-identity/">Visual identity</a></li> <li><a href="/admin-services/human-resources/engagement/staff-survey/past-surveys/" class="">Past surveys</a></li> <li><a href="/admin-services/human-resources/engagement/staff-survey/contact-us/">Contact us</a></li> <li><a href="/admin-services/human-resources/engagement/staff-survey/engagement-champions/">Engagement Champions</a></li> </ul> </li> <li><a href="/admin-services/human-resources/engagement/support-services-social-committee/">Support services social committee</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/engagement/support-services-social-committee/events-and-activities/">Events and activities</a></li> <li><a href="/admin-services/human-resources/engagement/support-services-social-committee/committee-members/">Committee members</a></li> <li><a href="/admin-services/human-resources/engagement/support-services-social-committee/queens-tower-tour-review/">Queen's Tower tour review</a></li> <li><a href="/admin-services/human-resources/engagement/support-services-social-committee/new-starters-networking-events/">New starters networking events</a></li> </ul> </li> <li><a href="/admin-services/human-resources/engagement/thank-you-day/">Thank you day</a></li> <li><a href="/admin-services/human-resources/engagement/long-servers-events/">Long servers events</a></li> <li><a href="/admin-services/human-resources/engagement/wellbeing/">Wellbeing survey</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/engagement/wellbeing/wellbeing-survey-results/" class="">Wellbeing survey results</a></li> </ul> </li> </ul> </li><li><a href="/admin-services/equality/">Equality</a></li><li><a href="/admin-services/human-resources/about-us/">About us</a> <ul class="multilevel-linkul-0"> <li><a href="/about-the-site/accessibility/">Accessibility statement</a></li> <li><a href="/admin-services/human-resources/about-us/a-z/">A-Z</a></li> <li><a href="/admin-services/human-resources/about-us/contact-us/">Contact us</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/ask-staff-hub/">Ask the Staff Hub</a></li> <li><a href="/admin-services/human-resources/about-us/contact-us/central-hr-administration/">Central HR Administration</a></li> <li><a href="/admin-services/human-resources/about-us/contact-us/directors-office/">Director's Office</a></li> <li><a href="/admin-services/human-resources/about-us/contact-us/employee-relations-and-hr-policy/">Employee Relations and HR Policy</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/about-us/contact-us/employee-relations-and-hr-policy/report-and-support-data-2023/">Report and Support data 2023</a></li> <li><a href="/admin-services/human-resources/about-us/contact-us/employee-relations-and-hr-policy/report-and-support-data-2022/">Report and Support data 2022</a></li> <li><a href="/admin-services/human-resources/about-us/contact-us/employee-relations-and-hr-policy/employee-relations-data-2023/">Employee Relations data 2023</a></li> <li><a href="/admin-services/human-resources/about-us/contact-us/employee-relations-and-hr-policy/employee-relations-data-2022/">Employee Relations data 2022</a></li> <li><a href="/admin-services/human-resources/about-us/contact-us/employee-relations-and-hr-policy/employee-relations-training/">Employee Relations Training</a></li> </ul> </li> <li><a href="/admin-services/human-resources/about-us/contact-us/recruitment-hub/">Recruitment Hub</a></li> <li><a href="/admin-services/human-resources/about-us/contact-us/senior-appointments/">Senior Appointments</a></li> <li><a href="/admin-services/human-resources/about-us/contact-us/hr-partnering-and-reward/">HR Partnering and Reward</a></li> <li><a href="/admin-services/human-resources/about-us/contact-us/systems-and-information/">Systems and Information</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/about-us/contact-us/systems-and-information/insights/" class="">HR Insights</a></li> <li><a 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inclusive culture and leadership</a></li> <li><a href="/admin-services/human-resources/about-us/peoplestrategy/building-a-resilient-workplace/">Building a resilient workplace</a></li> </ul> </li> <li><a href="/admin-services/human-resources/about-us/service-level-agreements/">Service Level Agreements</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/about-us/service-level-agreements/slas/">HR Staff Hub</a></li> <li><a href="/admin-services/human-resources/about-us/service-level-agreements/recruitment-hub/">Recruitment Hub</a></li> <li><a href="/admin-services/human-resources/about-us/service-level-agreements/temporary-worker-team/">Temporary Worker Team</a></li> <li><a href="/admin-services/human-resources/about-us/service-level-agreements/job-evaluation/">Job Evaluation</a></li> <li><a href="/admin-services/human-resources/about-us/service-level-agreements/staff-compliance/">Staff Compliance</a></li> </ul> </li> </ul> </li>  </ul> </nav> </div> </div> </div> </div> </header> <main id="page"> <div class="show-no-js"> <div class="container"> <p class="step-1">In this section</p> <nav class="nav-fallback"> <ul class="nav-fallback__parent"> <li> <a class="lwi" href="/admin-services/human-resources/"> Human Resources </a> </li> </ul> </nav> </div> </div> <div class="container content-template" id="content"> <nav class="page-area-heading"> <a href="/admin-services/human-resources/">Human Resources</a> </nav> <div class="page-heading lg-8 sm-12"> <div class="breadcrumbs"> <ul> <li><a href="/">Imperial Home</a></li> <li><a href="/admin-services/">Administration and support services</a></li><li><a href="/admin-services/human-resources/">Human Resources</a></li><li><a href="/admin-services/human-resources/procedures/">Policies and procedures</a></li><li><a href="/admin-services/human-resources/procedures/change-management/">Change management</a></li> </ul> </div> <h1>Change management</h1> </div> <div class="row row--space-between flow-opposite top" id=""> <aside class="col lg-3 md-4 sm-12"> </aside> <div class="col lg-8 sm-12" role="main" id="primary-content">  <div class="module flow-m"> <div class="row wysiwyg"> <p>Sometimes it is necessary to make changes to an individual’s role or a team structure in order to meet the changing needs of the Department/Faculty/College. However the College recognises that going through a period of change can be difficult for a member of staff and therefore the change management guidance sets out what you can expect in your situation.</p> <p>The College treats equality of opportunity seriously and has an equality framework to ensure equality of opportunity.  Implementation of the Change Management policy must be clear and transparent and not subject to any unfair discriminatory practices by line managers.</p> <p> </p> </div> <div class="flexible "> <div class="heading sr-only"> <h2 class="title">Flexible content widget </h2> </div> <div class="row equal-height-columns">  <div class="flexible__item"> <div class="link-list equal-height"> <h3 class="title">Extra guidance and support</h3> <ul class="link-list"> <li> <a href="/staff/health-and-wellbeing/advice-and-support/"> Advice and support </a> </li> <li> <a href="/admin-services/equality/support-for-staff/"> Equality support </a> </li> <li> <a href="/admin-services/equality/staff-networks/"> Staff networks </a> </li> </ul> </div> </div>   <div class="flexible__item"> <div class="media-item full primary reverse equal-height"> <a href="/media/imperial-college/administration-and-support-services/hr/public/policies/fixedtermworkers/change_management_policy.pdf"> <div class="content"> <h3 class="title">Policy</h3> <p>This guidance has been designed to act as a point of reference. For further details please refer to the full change management policy.</p> <p> <span class="link primary">Download policy</span> </p> </div> </a> </div> </div>   <div class="flexible__item"> <div class="media-item full secondary reverse equal-height"> <a href="https://staff-hub.imperial.ac.uk/support/tickets/new" target="_blank"> <div class="content"> <h3 class="title">Contact HR for further support</h3> <p>Speak to HR if you have any questions or concerns about change management.</p> <p> <span class="link primary">View contact details</span> </p> </div> </a> </div> </div>  </div> </div>  <div class="row wysiwyg"> <p>These guidelines relate to the four most common change management situations and what you can expect in each situation:</p> <ul> <li>Minor change to Job Description.  <span>A minor change is less than 20% of your role.</span></li> <li>Major Change to Job Description.  <span>A major change is 20% or more of your role.</span></li> <li>Restructure with no possibility of redundancy.  <span>A proposed change but redundancy isn’t a possibility.</span></li> <li>Restructure with the possibility of redundancy.  <span>A proposed change where there may be redundancy.</span></li> </ul> </div> <div class="heading"> <h2 class="title fake-h3 not-sr-only"> Staff Guidance </h2> </div> <div class="a11y-accordion-tabs wysiwyg"> <div class="accordion-tabs js-tabs" data-tabs-allowed="false" data-start-collapsed="true"> <ul role="tablist" class="tabs-tab-list"> <li role="presentation"> <a href="#tabpanel_721779" role="tab" id="tab_721779" aria-controls="tabpanel_721779" aria-selected="true" class="tabs-trigger js-tabs-trigger"> Minor Change to Job Description </a> </li><li role="presentation"> <a href="#tabpanel_721780" role="tab" id="tab_721780" aria-controls="tabpanel_721780" aria-selected="true" class="tabs-trigger js-tabs-trigger"> Major Change to Job Description </a> </li><li role="presentation"> <a href="#tabpanel_721783" role="tab" id="tab_721783" aria-controls="tabpanel_721783" aria-selected="true" class="tabs-trigger js-tabs-trigger"> Restructure with no redundancies </a> </li><li role="presentation"> <a href="#tabpanel_721786" role="tab" id="tab_721786" aria-controls="tabpanel_721786" aria-selected="true" class="tabs-trigger js-tabs-trigger"> Restructure with possible redundancies </a> </li> </ul> <section id='tabpanel_721779' role='tabpanel' aria-labelledby='tab_721779' class='tabs-panel js-tabs-panel' tabindex='0'> <div class='accordion-trigger js-accordion-trigger' aria-controls='tabpanel_721779' tabindex='0'> Minor Change to Job Description <svg role='img' aria-hidden='true' focusable='false' class='icon icon--m'><use xlink:href='/assets/website/images/svg/icons.svg#chevron-down'></use></svg> </div> <div class='content' aria-hidden='false'> <ul> <li> <a href="/media/imperial-college/administration-and-support-services/hr/public/policies/fixedtermworkers/Change-management-minor-change.docx">Change Management chart - minor change</a> - Word version</li> </ul> <h4>Frequently asked questions</h4> <p class="body">Please see below answers to frequently asked questions about a proposed change to a job description. If your question is not answered below, please contact your <a href="/admin-services/human-resources/about-us/contact-us/hr-partnering-and-reward/">HR Partner</a> for further information.</p> <p class="body"><strong>What is going to happen?</strong></p> <p class="body">If your manager thinks it is necessary to update/change your job description and the change(s) are 20% or less of the total role, they will discuss the proposed changes with you. (Please contact your HR representative if you would like further information on what constitutes 20% of the total role). Once discussions are concluded, your manager will confirm a date that you will start working to your new job description.</p> <h5 class="body"><strong>What are my options?</strong></h5> <p class="body">Any minor changes will be discussed with you and you will be given the opportunity to provide feedback on the proposed changes.</p> <p class="body">If you are not happy with the proposed changes you should discuss this with your line manager or your <a href="/admin-services/human-resources/about-us/contact-us/hr-partnering-and-reward/">HR Partner</a>.<span> </span></p> <h5 class="body"><strong>What are the stages of the process?</strong></h5> <p class="body">It is an informal process so there are not any formal stages. Your line manager will arrange a meeting with you to discuss the changes and ask for your views.</p> <h5 class="body"><strong>How long will it take?</strong></h5> <p class="body">There is no set period of time for minor changes but generally, it should not take more than 30 days.</p> <h5 class="body"><strong>Who will be involved/know about this?</strong></h5> <p class="body">Only you and your manager will be involved in the informal discussions unless you want to speak to an employee or Trades Union representative. Once discussions are concluded, it may be necessary to let your colleagues know about the change to your Job description.</p> <h5 class="body"><strong>Who will make the decision?</strong></h5> <p class="body">Your line manager is responsible for drafting the amended job description with the agreed changes. Before they make any decision about possible changes, they should discuss it with you and seek your opinion. </p> <h5 class="body"><strong>What are the possible outcomes?</strong></h5> <p class="body">After the consultation process, your line manager will decide whether to go ahead with the proposed changes, implement an amended proposal or to not go ahead with any changes.</p> <p class="body">You will be told the outcome both verbally and in writing.</p> <h5 class="body"><strong>Is this going on my file?</strong></h5> <p class="body">An updated version of your job description will be placed on your file.</p> </div> </section><section id='tabpanel_721780' role='tabpanel' aria-labelledby='tab_721780' class='tabs-panel js-tabs-panel' tabindex='0'> <div class='accordion-trigger js-accordion-trigger' aria-controls='tabpanel_721780' tabindex='0'> Major Change to Job Description <svg role='img' aria-hidden='true' focusable='false' class='icon icon--m'><use xlink:href='/assets/website/images/svg/icons.svg#chevron-down'></use></svg> </div> <div class='content' aria-hidden='false'> <ul> <li><a href="/media/imperial-college/administration-and-support-services/hr/public/policies/fixedtermworkers/Change-Management-staff-guidance-major-change.docx">Change Management chart - major change</a> - Word version</li> </ul> <h5>Frequently asked questions</h5> <p class="body">Please see below answers to frequently asked questions about a proposed change to a job description. If your question is not answered below, please contact your <a href="/admin-services/human-resources/about-us/contact-us/hr-partnering-and-reward/">HR Partner</a> for further information.</p> <h5 class="body"><strong>What is going to happen?</strong></h5> <p class="body">If your manager thinks it is necessary to update/change your job description and the change(s) are more than 20% of the total role, they will consult with you about the proposed changes. (Please contact your HR representative if you would like further information on what constitutes more than 20% of the total role).</p> <p class="body">A consultation period of 30 days allows for you to meet with your line manager as often as needed to discuss the changes and come to an agreement.</p> <p class="body">At the end of the consultation period, you will receive confirmation of the changes to your job description and agree a date for you to start working to the new job description.  </p> <h5 class="body"><strong>What are the stages of the process?</strong></h5> <p class="body">Major changes require formal consultation. This process involves a meeting with your line manager and you. You can invite an employee or Trades Union representative to this meeting if you wish. </p> <p class="body">If the proposed changes affect more than one person, it may be necessary to have a group meeting before having individual meetings.</p> <p class="body">After the initial meeting, you can request as many follow up meetings with your line manager as you need, during the consultation period.</p> <p class="body">You should meet with your line manager at the end of the consultation period to confirm what changes will be made to your job description.</p> <h5 class="body"><strong>How long will it take?</strong></h5> <p class="body">The formal consultation period is 30 days unless more than 100 people are affected in which case this will be extended to a minimum of 45 days.</p> <h5 class="body"><strong>What are my options?</strong></h5> <p class="body">Any major changes are discussed formally with you and you are given the opportunity to provide feedback on the proposed changes during your consultation period.</p> <p class="body">If you are not happy with the proposed changes you should discuss this with your line manager or your <a href="/admin-services/human-resources/about-us/contact-us/hr-partnering-and-reward/">HR Partner</a>.</p> <h5 class="body"><strong>Who can I talk to?</strong></h5> <p>The College understands that this may be a difficult time for you and you are encouraged to make use of the range of <a href="/staff/health-and-wellbeing/advice-and-support/">support </a>available to you.</p> <h5 class="body"><strong>Who will be involved/know about this?</strong></h5> <p class="body">Consultation is between you and your line manager, unless you also want to speak to an employee or Trades Union representative. If you are not the only person affected by the proposal, there may be a group consultation.</p> <p class="body">HR will attend formal meetings to provide support and advice on policy and procedure.</p> <p class="body"><strong>Who will make the decisions?</strong><strong><br /> </strong>Your line manager is responsible for drafting the amended job description with your input.</p> <p class="body">If you are not happy with the changes you should discuss this with your line manager or a member of your HR team.</p> <h5 class="body"><strong>What are the possible outcomes?</strong></h5> <p class="body">After the consultation process, your line manager will decide whether to go ahead with the proposed changes, implement an amended proposal or to not go ahead with any changes.</p> <p class="body">You will be told the outcome both verbally and in writing.</p> <h5 class="body"><strong>Is this going on my file?</strong></h5> <p class="body">An updated version of your job description will be placed on your file and Human Resources will keep a record of all documents and correspondence from the consultation process and write to you to confirm the change.</p> </div> </section><section id='tabpanel_721783' role='tabpanel' aria-labelledby='tab_721783' class='tabs-panel js-tabs-panel' tabindex='0'> <div class='accordion-trigger js-accordion-trigger' aria-controls='tabpanel_721783' tabindex='0'> Restructure with no redundancies <svg role='img' aria-hidden='true' focusable='false' class='icon icon--m'><use xlink:href='/assets/website/images/svg/icons.svg#chevron-down'></use></svg> </div> <div class='content' aria-hidden='false'> <p>From time to time, it may be necessary for a manager to review the structure of a team and consider whether it still meets the needs of the College. If it is identified that the current structure does not meet the needs of the College.</p> <ul> <li><a href="/media/imperial-college/administration-and-support-services/hr/public/policies/fixedtermworkers/Change-Management-managers-restructuring.docx">Change Management chart - restructuring</a>- Word version</li> </ul> <h4>Frequently asked questions</h4> <p class="body">Please see below answers to frequently asked questions about a proposed restructure. If your question is not answered below, please contact your <a href="/admin-services/human-resources/about-us/contact-us/hr-partnering-and-reward/">HR Partner</a> for further information.</p> <h5 class="body"><strong>What is going to happen?</strong></h5> <p class="body">If a manager thinks it’s necessary to change the structure of a team, they will consult with everyone affected about the proposed changes and provide you with a business case which outlines the proposed changes and rationale for change. The consultation period will be 30 days which is set aside for you to meet with the manager both as a group and individually as often as needed to discuss the proposal.</p> <p class="body">At the end of the consultation period, the Head of Department will consider the feedback they have received and decide the outcome of the consultation.    </p> <h5 class="body"><strong>What are my options?</strong></h5> <p class="body">Any proposed restructure is discussed formally with everyone affected and they are given the opportunity to provide feedback on the proposed restructure during a consultation period.</p> <p class="body">If you are not happy with the proposed restructure you should discuss this with the manager or a member of your HR team.</p> <h5 class="body"><strong> Who can I talk to?</strong></h5> <p>The College understands that this may be a difficult time for you and you are encouraged to make use of the range of <a href="/staff/health-and-wellbeing/advice-and-support/" title="Advice%20and%20support">support</a> available to you.</p> <h5 class="body"><strong>What are the stages of the process?</strong></h5> <p class="body">Restructures require formal consultation. This process involves a group meeting with all members of staff followed by individual meetings with the manager and a <a href="/admin-services/human-resources/about-us/contact-us/hr-partnering-and-reward/">HR Partner</a>. You will have the opportunity to submit a counter proposal and request further meetings during the consultation period.  </p> <p class="body">At the end of the consultation period, the outcome will be communicated to you and if necessary a meeting will be arranged with you to discuss any next steps.   </p> <h5 class="body"><strong>How long will it take?</strong></h5> <p class="body">The formal consultation period is 30 days unless more than 100 people are affected then this will be extended to a minimum of 45 days.</p> <h5 class="body"><strong>Who will be involved/know about this?</strong></h5> <p class="body">Consultation is between you and your line manager, unless you also want to speak to an employee or Trades Union representative. If you are not the only person affected by the proposal, there may be a group consultation.</p> <p class="body">HR will attend meetings to provide support and advice on policy and procedure.</p> <h5 class="body"><strong>Who will make the decision?</strong></h5> <p class="body">The Head of Department/Division is responsible for making the decision of whether to go ahead with the proposed restructure, implement an amended restructure or keep the current structure. This will be done once the consultation period has finished and they have considered all feedback that has been provided.  </p> <h5 class="body"><strong>What are the possible outcomes?</strong></h5> <p class="body">After the consultation process, the Head of Department/Division will decide whether to go ahead with the proposed changes, implement an amended proposal or not to go ahead with any changes.</p> <p class="body">If the proposed changes are implemented, the manager will discuss with you either amending your job description or transferring you to a new role.</p> <h5 class="body"><strong>Is this going on my file?</strong></h5> <p class="body">An updated version of your job description will be placed on your file and Human Resources will keep a record of all documents and correspondence from the consultation process. <strong> </strong></p> </div> </section><section id='tabpanel_721786' role='tabpanel' aria-labelledby='tab_721786' class='tabs-panel js-tabs-panel' tabindex='0'> <div class='accordion-trigger js-accordion-trigger' aria-controls='tabpanel_721786' tabindex='0'> Restructure with possible redundancies <svg role='img' aria-hidden='true' focusable='false' class='icon icon--m'><use xlink:href='/assets/website/images/svg/icons.svg#chevron-down'></use></svg> </div> <div class='content' aria-hidden='false'> <p class="body">From time to time, it may be necessary for a manager to review the structure of their team and consider whether it still meets the needs of the College. If it is identified that the current structure or way of working does not meet the needs of the College, they may propose a restructure which could include removing one or more posts from the team. However the College is committed to minimising or avoiding redundancies whenever possible.</p> <ul> <li>&zwnj;&zwnj; <a href="/media/imperial-college/administration-and-support-services/hr/public/policies/fixedtermworkers/Change-Management-staff-guidance-possible-redundancies.docx">Change Management chart - restructuring with possible redundancies</a> - Word version</li> </ul> <h4>Frequently asked questions<strong> </strong></h4> <p class="body"><strong>What is going to happen?</strong></p> <p class="body">If a manager thinks it is necessary to change the structure of a team, they will consult with everyone affected, explore any relevant redundancy avoidance measures that can be taken and provide you with a business case which outlines the proposed changes and rationale for change. The consultation period will be 30 days which is set aside for you to meet with the manager both as a group and individually as often as needed to discuss the proposal.</p> <h5 class="body"><strong>What are the redundancy avoidance measures?</strong></h5> <p class="body">The measures to be taken to avoid potential redundancies that should be explored both prior and during a change exercise may include:</p> <ul> <li>Natural turnover</li> <li>Voluntary accelerated turnover payments, where it will meet operational needs</li> <li>Transfer of cost of appointments wholly or in part to external funds</li> <li>Redeployment and training including to other parts of Imperial College</li> <li>Consideration of freezing external recruitment</li> <li>Voluntary job sharing</li> <li>Voluntary part-time work</li> <li>Voluntary purchase of additional annual leave entitlement</li> <li>Voluntary unpaid sabbatical leave for personal refreshment</li> <li>Voluntary early retirement or voluntary redundancy where it will meet operational needs</li> <li>Savings in non-staff budget</li> <li>Other measures to make savings if the reason for the restructure is purely financial rather than the changing needs of the organisation</li> <li>Explore alternative funding.</li> </ul> <h5 class="body"><strong> What are my options?</strong></h5> <p class="body">Any proposed restructure is discussed formally with everyone affected and they are given the opportunity to provide feedback on the proposed restructure during a consultation period.</p> <p class="body">If you may be at risk of redundancy should the proposal be implemented, you may want to discuss the following options with the manager or Human Resources</p> <ul> <li>Redeployment to an alternative post in the College that is broadly the same as your current role</li> <li>Applying for a vacancy in the College that is not broadly the same as your current role but you believe you have the relevant skills and experience  for</li> </ul> <p class="body">If you are not happy with the proposed restructure you should discuss this with the manager or your <a href="/admin-services/human-resources/about-us/contact-us/hr-partnering-and-reward/">HR Partner</a>.</p> <h5 class="body"><strong>Who can I talk to?</strong></h5> <p>The College understands that this may be a difficult time for you and you are encouraged to make use of the range of <a href="/staff/health-and-wellbeing/advice-and-support/">support </a>available to you.</p> <h5 class="body"><strong>What are the stages of the process?</strong></h5> <p class="body">Restructures require formal consultation. This process involves a group meeting with all members of staff followed by individual meetings with the manager and an HR representative. During the consultation period, you will have the opportunity to give feedback and provide a counter proposal. If you are “at risk” of redundancy as a result of the restructure you will also have the opportunity to appeal the decision.</p> <h5 class="body"><strong>How long will it take?</strong></h5> <p class="body">The formal consultation period is 30 days unless more than 100 people are effected then this will be extended to a minimum of 45 days.</p> <h5 class="body"><strong>Who will be involved/know about this?</strong></h5> <p class="body">Consultation is between you and the manager. If you are not the only person affected by the proposal, there may be a group consultation. You can also arrange for an employee or TU representative to attend meetings with you.</p> <p class="body">HR may attend meetings to provide support and advice on policy and procedure.</p> <h5 class="body"><strong>Who will make the decisions?</strong></h5> <p class="body">Head of Department/Division is responsible for making the decision of whether to go ahead with the proposed restructure, implement an amended restructure or keep the current structure. This will be done once the consultation period has finished and they have considered all feedback that has been provided.  </p> <h5 class="body"><strong>What are the possible outcomes?</strong></h5> <p class="body">After the consultation process, the Head of Department/Division will decide whether to go ahead with the proposed changes, implement an amended proposal or to not go ahead with any changes.</p> <p class="body">If the proposed changes are implemented, you will receive a written notice of the end of your contract. You can raise any questions you have with the manager or HR and you have the right to appeal the redundancy to a College panel consisting of three senior members of staff not previously involved in the case.</p> <h5 class="body"><strong>Is this going on my file?</strong></h5> <p class="body">Human Resources will keep a record of all documents and correspondence from the consultation process. </p> <p class="default"> </p> </div> </section> </div> </div>  <div class="heading"> <h2 class="title fake-h3 not-sr-only"> Managers' Guidance </h2> </div> <div class="a11y-accordion-tabs wysiwyg"> <div class="accordion-tabs js-tabs" data-tabs-allowed="false" data-start-collapsed="true"> <ul role="tablist" class="tabs-tab-list"> <li role="presentation"> <a href="#tabpanel_721791" role="tab" id="tab_721791" aria-controls="tabpanel_721791" aria-selected="true" class="tabs-trigger js-tabs-trigger"> Minor Change to Job Description </a> </li><li role="presentation"> <a href="#tabpanel_721794" role="tab" id="tab_721794" aria-controls="tabpanel_721794" aria-selected="true" class="tabs-trigger js-tabs-trigger"> Major Change to Job Description </a> </li><li role="presentation"> <a href="#tabpanel_721795" role="tab" id="tab_721795" aria-controls="tabpanel_721795" aria-selected="true" class="tabs-trigger js-tabs-trigger"> Restructure with no redundancies </a> </li><li role="presentation"> <a href="#tabpanel_721797" role="tab" id="tab_721797" aria-controls="tabpanel_721797" aria-selected="true" class="tabs-trigger js-tabs-trigger"> Restructure with possible redundancies </a> </li> </ul> <section id='tabpanel_721791' role='tabpanel' aria-labelledby='tab_721791' class='tabs-panel js-tabs-panel' tabindex='0'> </section><section id='tabpanel_721794' role='tabpanel' aria-labelledby='tab_721794' class='tabs-panel js-tabs-panel' tabindex='0'> </section><section id='tabpanel_721795' role='tabpanel' aria-labelledby='tab_721795' class='tabs-panel js-tabs-panel' tabindex='0'> </section><section id='tabpanel_721797' role='tabpanel' aria-labelledby='tab_721797' class='tabs-panel js-tabs-panel' tabindex='0'> <div class='accordion-trigger js-accordion-trigger' aria-controls='tabpanel_721797' tabindex='0'> Restructure with possible redundancies <svg role='img' aria-hidden='true' focusable='false' class='icon icon--m'><use xlink:href='/assets/website/images/svg/icons.svg#chevron-down'></use></svg> </div> <div class='content' aria-hidden='false'> <p class="body">From time to time, it may be necessary for you to review the structure of your team and consider whether it still meets the needs of the Department/Faculty/College. However the College is committed to minimising or avoiding redundancies whenever possible and any relevant redundancy avoidance measures should be explored. If you have identified that the current structure does not meet the needs of the College, you may want to propose a new structure which could include removing one or more posts from the team. Removing a post may result in a member of your team being placed “at risk” of redundancy.</p> <ul> <li>   <a href="/media/imperial-college/administration-and-support-services/hr/public/policies/fixedtermworkers/Change-Management-staff-guidance-possible-redundancies.docx">Change Management chart - restructuring with possible redundancies</a> <em>- Word version of flowchart</em></li> </ul> <h4>Frequently asked questions</h4> <p class="body"><strong>What should I do before starting the process?</strong></p> <p class="body">Before consulting with the members of staff, you should read Section B of the <a href="/media/imperial-college/administration-and-support-services/hr/public/policies/fixedtermworkers/change_management_policy.pdf">Change management policy [pdf]</a> and speak with your HR representative.</p> <p class="body">You will need to consider the measures to avoid redundancy and prepare a business case with input from Human Resources which outlines your proposal and includes any new or updated job descriptions.</p> <p class="body"><strong>What are the measure to avoid redundancy?</strong></p> <p class="body">The measures to be taken to avoid potential redundancies that should be explored both prior to and during a change exercise may include:</p> <ul> <li>Natural turnover</li> <li>Voluntary accelerated turnover payments, where it will meet operational needs</li> <li>Transfer of cost of appointments wholly or in part to external funds</li> <li>Redeployment and training including to other parts of Imperial College</li> <li>Consideration of freezing external recruitment</li> <li>Voluntary job sharing</li> <li>Voluntary part-time work</li> <li>Voluntary purchase of additional annual leave entitlement</li> <li>Voluntary unpaid sabbatical leave for personal refreshment</li> <li>Voluntary early retirement or voluntary redundancy where it will meet operational needs</li> <li>Savings in non-staff budget</li> <li>Other measures to make savings if the reason for the restructure is purely financial rather than changing needs of the organisation</li> <li>Explore alternative funding.<strong> <br /></strong></li> </ul> <p class="body"><strong>What is a business case?</strong></p> <p class="body">A business case is a document that outlines the current and proposed structures, rationale for change and implications of the change. Full details of what to include in a business case are available in the <a href="/media/imperial-college/administration-and-support-services/hr/public/policies/fixedtermworkers/change_management_policy.pdf">Change management policy [pdf]</a></p> <p class="body"><strong>What are the stages of the process?</strong></p> <p class="body">Restructuring a team requires formal consultation. This process involves arranging a group meeting with the team to start the consultation process. They can invite employee or Trades Union representatives to this meeting if they wish. </p> <p class="body">After the group meeting, you should arrange individual meetings with all those affected. They can also request as many follow up meetings with you as they need, during the consultation period and/or submit a counter proposal.</p> <p class="body">You should arrange a meeting at the end of the consultation period to confirm the proposal is going ahead.</p> <p class="body"><strong>How long will it take?</strong></p> <p class="body">The formal consultation period is 30 days unless more than 100 people are effected then this will be extended to a minimum of 45 days.</p> <p class="body"><strong>Who should be involved?</strong></p> <p class="body">Consultation is between you and the members of staff affected by the change. They may also want to involve employee or TU representatives which they have the right to do.</p> <p class="body">Before starting the consultation process, you should contact your HR Team for advice and support on policy and procedure. A member of HR will also be available to attend any formal meetings.</p> <p class="body"><strong>What can I do to avoid redundancies?</strong></p> <p class="body">If someone in the team may be at risk of redundancy if the proposal is implemented, you may want to discuss the following options with them</p> <ul> <li>Any possible redeployment  opportunities, i.e. transferring to an alternative post in the College that is broadly the same as their current role</li> <li>Applying for a vacancy in the College that is not broadly the same as their current role but they may have the relevant skills and experience  for</li> </ul> <p class="body">Discussions regarding possible alternative roles in the College are not instead of consulting with the member of staff about the proposed restructure but can be discussed whilst consultation is ongoing and feedback is being sought.</p> <p class="body"><strong>What happens if redundancies can’t be avoided?</strong></p> <p class="body">After the consultation period has ended and if no alternative post is found, the member of staff will be considered at risk of redundancy. Staff will then receive their notice in writing with details of any redundancy payment. They will then have the right to appeal their redundancy.</p> <p class="body">You should offer assistance to any member of staff who is at risk of redundancy in finding a new role, including making career counselling available to them and time off to seek other employment and undertake any training.</p> <p class="body"><strong>What can I do if someone has the potential ability but not the immediate experience to undertake a particular position in the new structure?</strong></p> <p class="body">In this situation, you should consider whether a trial period during which training is provided is reasonable.  If the member of staff is able and willing to undertake a trial period, a timeframe should be agreed (usually four weeks).</p> <p class="body">Redundancy entitlements are not affected by the trial period in the event that it is not successful and they are not confirmed in post.</p> <p class="default"> </p> </div> </section> </div> </div>  </div> <section class="supplementary-content 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