Information and Guidelines for Staff Declared Surplus to Requirements

The University of Western Australia is committed to managing staff reductions within a framework of shared responsibilities. Your immediate supervisor is required to ensure that all staff identified as surplus are dealt with in a proper and responsible manner. You are required to actively participate in considering the options available to you, identifying strategies and career options, and taking responsibility for your part of the process.

This section should be read in conjunction with Schedule E.

If your position has been made redundant you will be responsible to your head of school or supervisor who will assist you during the transition process by

• ensuring that you have access to information and appropriate counselling resources;
• consulting with you regarding the range of options available to you;
• assisting you to locate alternative job opportunities where that is your preferred option; and/or
• assisting you with a voluntary separation arrangement.

Your supervisor will meet with you as required during this process and discuss the immediate and future implications with you in confidence. As part of this process it is your responsibility to:

• identify your skills and career preferences
• gather information about available options
• develop and implement a plan to effect the preferred option.

There are four groups of options available – the '4 Rs'. In considering these options remember that you are likely to be far more skilled than you may think. An outplacement service can assist you to appraise your skills and interests.

While many general staff would see themselves as multi-skilled already, academic staff and many technical staff may be concerned that they are too highly specialised. Outplacement consultants can refer to a variety of success stories in assisting such staff to new and rewarding employment. They report that academic staff should really take business rather than government employment as their reference point. For example,

• PhD approval and academic publishing is dependent upon a rigorous external referee process;
• winning research grants is highly competitive; and
• academic promotion is dependent on rigorous observation and peer review.

Redeploy: The University has a policy on redeployment (Schedule E) of the 2009 General Staff Agreement or Schedule E of the Academic Staff Agreement 2009) and it may be possible that there are suitable vacancies which will allow you to continue in University employment. For further information contact Human Resources.

Retrain: It is possible that you may be effective in a new role within the University with some retraining or other development assistance. If you are interested in this option it should be discussed with your head of school or supervisor who can assist in seeking further information.

Reduce: You may be at a time in your life when part time work is attractive.

Release: There are a number of ways in which you can leave the University.

Resignation: You may see other work opportunities outside the University. Outplacement services have been successful in other academic environments in assisting staff to find alternative employment. Ask your supervisor to tell you more about outplacement services.

Leave Without Pay or Secondment: You may see opportunities for placement outside the organisation on a seconded basis or on leave without pay. Such a placement would be seen as an opportunity for you to develop new skills and networks to help you to make a voluntary departure from the University in the longer term.

Retirement: Early retirement financial incentives exist within the University and should be considered by anyone over the age of 55. If you are a member of academic staff you may be considered for an honorary position (Visiting and Honorary Appointments, for Senior Honorary (Research) Fellows). Following a break in service you may be offered casual teaching or postgraduate student supervision.

Separation (Voluntary): Existing enterprise agreements provide for financial incentives if you wish to consider voluntary separation (General Staff, Academic Staff).

Redundancy (Involuntary): Involuntary redundancy is a final alternative after other options have been exhausted. It is provided for, however, under the relevant Agreements (General Staff, Academic Staff).