Restructuring Policy & Procedure - August 2026
In this section
- 1. Introduction
- 2. Scope
- 3. Roles & Responsibilities
- 4. Employees
- 5. Human Resources
- 6. Change
- 7. Planning and Preparation
- 8. Consultation
- 9. Consultation During a Phased Restructure
- 10. Implementation – Filling New Posts in the New Structure
- 11. Process Review
- 12. Period of Adjustment
- 13. Temporary and Fixed Term Employees
- 14. Seconded Employees
- 15. Support
- 16. Excess Travel
- 17. Ensuring Equality of Opportunity
- Appendix A - Restructure Project Plan Template
- Appendix B - Consultation Letter
- Appendix C - Consideration for Post Letter
- Appendix D - Assessment of Compatibility Pro-Forma
- Appendix E - Confirm in Post - Offer Letter
- Appendix F - Confirm in Post - Invitation to Interview
- Appendix G - Unsuccessful Letter
- Appendix H - Notification to Staff of New Posts
- Appendix I - Expression of Interest in New Post - Supporting Statement
7. Planning and Preparation
When it is evident that proposed service changes may have an impact on staff, a planning meeting should be called to discuss the proposals. At this meeting should be the Project Lead and (if not one and the same) the Head of Service, Group Accountant, Lead/HR Business Partner and Lead Business Partner (H&S). This meeting should take place before any submission to Departmental Management Team meetings. This collaborative approach will support the legitimacy of the proposals for change.
The outcomes of this planning meeting will be to identify any action required before and during the review and restructure and agree actions to complete:
The Restructuring Project Plan including communication schedule (Appendix A);
Integrated Impact Assessment;
Proposal Consultation Briefing document;
Review initial Delegated/Executive Officer report for submission to SLT/DMT.
The outcomes of these will be reviewed as appropriate to identify any further actions required.
Once approval to consult has been granted, move to the next phase.