Professional Staff Meeting

1. Professional Staff Meeting Faculty of Engineering, Computing and Mathematics 9 December 2008

2. Faculty Financial Action Plan and Professional Staff Proposal Why do we need to act? • Faculty is in a declining financial position • We have diminished our Faculty reserves • As a cohesive Faculty we can ensure growth in all disciplines • We will be better placed to succeed.

3. Faculty Profit and Loss Faculty operating result 2004 - 2008

4. Faculty operating salaries ($,000) 2004 - 2008

5. Strategic Reserve Funds Faculty carry forward funds 2004-2008

6. Student Fee Income Faculty’s FFM and FFPOS Income 2004 – 2008(Excluding adjustments and HDR Outputs)

7. Number of students Faculty EFSTL 2004 – 2008

8. Faculty Student Income ($,000) vs EFSTL 2004 - 2008

9. What is the Faculty doing? In 2009, the Faculty will review all business units ALL staff will have a chance to provide input into this review and have a say on the future Faculty structure Possible effects for Professional Staff: • Staff redeployments • Staff redundancies – voluntary redundancies • Change in Faculty structure • New opportunities within the Faculty • Reduced workloads due to greater efficiencies

10. What else is the Faculty doing? • Reducing non-salary expenditure • Purchasing supplies (such as software licences) as a Faculty rather than as Schools to get better more competitive deals • Identifying best practice across the Faculty to make processes more efficient • Sharing resources • Increasing and diversify our income • Increasing international and postgraduate students • Encouraging and enabling research commercialisation

11. Professional Staff Proposal What is it? Proposal to change the reporting lines of School Managers and Centre Business Managers • Change from reporting to the Head of School or the Centre Director to reporting to the Faculty Manager • No other changes at this time

12. Professional Staff Proposal Why? • We need to work as a team to address the Faculty’s current situation • Better placed to respond to changes that may arise out of the broader review of business units in 2009 • Minimising staff losses • Greater ability to match staff to opportunities • Ensure that Faculty staff have access to new opportunities • How? • We will to continue to work with Heads of Schools and Centre Directors to deliver services at a School/Centre level

13. How do I provide feedback? How can I ask more questions? Raise questions or concerns now Email the Dean and Incoming Dean at dean@ecm.uwa.edu.au with comments, questions or feedback Send feedback to the attention of the Manager, Special Projects in the Faculty Office (M017) – can be anonymous feedback Contact HR – David Rogers david.rogers@uwa.edu.au

14. All staff are valued and we look forward to working together

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16. Employee Relations role in Org Change • Advise management on process • Ensure org change meets legal requirements • Participate in consultation, ensuring staff have the capacity to ‘influence the decision maker’ • Assist staff with redundancy and redeployment if necessary including referrals to mobility

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18. Information available • Relevant sites to check process of change and redundancy entitlements: • http://www.hr.uwa.edu.au/hr/publications/organisational_change_guidelines • http://www.hr.uwa.edu.au/agreements/general/general_staff_agreement/schedules/schedule_e_redeployment_redundancy_and_retrenchme

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20. DraftRedundancy & Redeployment Process(UWA General Staff) Employee has 4 weeks to consider options and to notify the University in writing whether to accept redundancy or to opt for redeployment Employee notified their position is redundant Redeployment Severance Where an employee elects Redeployment the University shall attempt to find suitable alternative employment for up to 6 months from the date the employee was notified that their position was redundant • Severance Pay • 3 weeks pay for each completed year of • service for the 1st 10 yrs & 2 weeks • pay for subsequent years to a maximum • of 104 wks • Accrued & pro rata recreation leave • Accrued & pro rata long service leave • 4 weeks pay in lieu of notice (provided there • is at least 4 wks remaining of the • redeployment period) • An employee who does not elect to be • redeployed is entitled to 8 weeks pay • in lieu of notice If trial success, then employee redeployed Trial in Alternative Employment An employee shall be granted a trial period of up to 6 months in any alternative Employment Termination After 4 months an employee who elects to be redeployed may be terminated by the giving of 4 weeks notice in lieu of all or part of this notice If trial unsuccessful, then return to redeployment list or opt to take severance Election while on Redeployment An employee who elects to leave the service of the employer whilst on redeployment will receive 4 weeks pay In lieu of notice (if there is at least 4 weeks left of the redeployment period) Note: during or at the completion of the trial an employee may resign March 2007

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