Chapter 6.3.11 – Job Redesign

Purpose

This policy has been developed in support of the provisions relating to job redesign, skills enhancement and role flexibility for employees at our company.

Sco​​pe

This policy applies to all employees of our cpmpany including contractors, apprentices/trainees, volunteers and external assistance (such as labour-hire workers).

Policy State​​​ment

To support continuous improvement at our company, all employees will actively engage in a process of on-going job redesign and accept role flexibility accompanied by the skills enhancement needed to accommodate the businesses ever-changing needs. The processes set out in this policy in relation to job redesign will also facilitate career development opportunities for all staff Staff through the necessary acquisition of new skills and experience that accompany job redesign.

Our company recognises that over time processes, the functions and responsibilities of positions will require consequential review and modification. This policy sets out the process to be applied when nominated supervisors need to adapt to these changing circumstances. Where a significant change(s) to a position occurs, the Professional Staff Classification Policy will apply to the review of the classification of that position.

Applica​​tion

In implementing job redesign the following principles will be adhered to:

• Our company does not intend for an employee to incur a loss of salary, conditions or status although it is recognised that a potential outcome of the process may result in a position be reclassified at a lower classification level;
• The employee will be consulted on her/his career aspirations, skills and relevant talents and, to the extent possible, these factors will be considered when redesigning the position subject to meeting the requirements of our company;
• when discussing with our company the redesign of her/his position, an employee may be assisted by a representative of her/his choice, providing that person is not a practising solicitor or barrister;
• If the employee can demonstrate that the proposed job redesign would result in a diminution of status or career prospects, our company will seek to resolve the employee’s through the collaborative process. Where the matter cannot be resolved, the company grievance management process may be utilised;
• The company will provide the employee with access to training and/or experience in order to assist her or him perform any new tasks required as part of the newly redesigned position;
• Eligibility for incremental progression shall not be adversely affected as a consequence of job redesign; and,
• The duties of the redesigned position will not breach any legislative obligations.

Career E​​nhancement

Within the constraints of its geographic dispersion and financial circumstances the compan will consider ways of enhancing the career prospects of its employees through job rotation and lateral transfer which will be implemented in appropriate areas as opportunities arise.

Appro​vals

Requests to redesign positions must be submitted by nominated supervisors to the appropriately delegated officer for approval. Information on who is a delegated officer for job redesign is available in the relevant Organisational Delegations charter.