This policy document is currently under review to reflect The Australian National University Enterprise Agreement 2023-2026, which came into effect on 5 December 2023. Until this has been reviewed, the new Enterprise Agreement will take precedence over the provisions outlined in this document.
Policy: Staff consultation and organisational change
- The University values the contribution that staff make to the research, education and community engagement activities of the University and provides opportunities for staff participation in decision-making through staff consultation.
- The University is committed to meeting the strategic challenges of the future through effective staff consultation; and will strive to ensure a timely and consultative approach when managing workplace change.
Individual staff consultation
- Managers and supervisors will consult directly with staff on day-to-day matters which affect a staff member's employment.
- Staff are encouraged to raise any concerns they may have about their employment directly with their supervisor.
- Where a staff member feel that they unable to adequately raise their concerns or respond to matters raised by their supervisor, the staff member may request assistance from a staff representative in accordance with the staff representation procedure. The staff representative may provide the staff member with advice and accompany them to meetings.
Work area consultation
- Where there are matters which relate to a work area, the work area may seek assistance from staff representative/s in addressing the particular matter.
- Subject to clause 6 (above), the role of the staff representative will be to provide advice to the staff member and, if appropriate, to accompany them to meetings. At the request of staff, there may be occasions where the manager of a work area consults directly with staff representative/s as part of an overall consultative process.
- The management of workplace change will be conducted in accordance with relevant legislation, the ANU Enterprise Agreement and the University policy framework.
- The University recognises that while workplace change should ideally be planned and supported by University planning processes, external and /or internal influences sometimes necessitate a more immediate response.
- The managing change consultation process will include all staff members who may be directly affected as well as the relevant union(s).
- The University will make available support, such as counselling and career development, to staff affected by the change process.
|Printable version (PDF)
|Staff Consultation and Organisational Change
|To outline the policy framework for the management of change at ANU.
|Staff, Staff-Professional, Staff-Academic, Staff-Academic-Research
|15 Oct 2018
|Next Review Date
|30 Jun 2024
|Chief People Officer
|Human Resources Division
The Australian National University Enterprise Agreement 2023-2026
Higher Education Support Act 2003
Australian National University Act 1991
Fair Work Act 2009
Information generated and received by ANU staff in the course of conducting business on behalf of ANU is a record and should be captured by an authorised recordkeeping system. To learn more about University records and recordkeeping practice at ANU, see ANU recordkeeping and Policy: Records and archives management.