Planning a Restructure or Redundancy process

DfE guidance states that schools should review their structures regularly to ensure that the deployment of staff is as effective and efficient as possible and that the structure remains fit for purpose and relevant to the current and future needs of the school and its pupils. If any changes to school structures are required it is important to plan well ahead as, depending on the scale of the change required, it could take up to a full academic year to properly plan, consult and implement a change programme.

Change is a reality of life however it is important to recognise that people often feel threatened by change. Any changes need to start with the leadership of the school, leaders need to be able to articulate why the change is needed as this can sometimes get lost under the detail of what needs to change. Those leading the change also need to be convinced of the need for change as otherwise, if it isn’t clear why change is needed or that leaders fully support it, those leading the change may find it difficult to manage the change programme.

Throughout any change programme communication is vital, those affected by the change need to be kept informed or it is likely that the grapevine will become the source of information. There needs to be a planned and controlled communication process which includes sufficient opportunity for meaningful consultation with staff and unions. School leaders need to be mindful of staff feelings or risk a significant impact on morale and engagement levels in the school. Communication throughout a change programme is one of the biggest things to get right but also one of the easiest to get wrong.

Irrespective of whether a full school restructure or a change affecting one area of the school is being considered there are a few key points to be aware of.

School leaders should identify and be able to articulate the reason for the change, proposals and plans should be costed and approved by the Governing Body as the basis for consultation. There should then be a full consultation process with staff and unions before implementation can be considered.

If any redundancies are envisaged it is important to remember that a redundancy process can be difficult and distressing for the staff involved, it should therefore be used as a last resort if there are no other viable options. There must be a genuine reason for redundancy i.e. either the employer has ceased or intends to cease operations or, more usually in schools, that the requirements for employees to perform work of a specific type or in a specific location have ceased or diminished or are expected to do so. Any redundancy process must be structural and can never be about individuals or used to address any issues related to staff performance e.g. conduct, poor attendance or their capability.

If you are planning any form of change in your school and would like to discuss how we can support you please contact us Just People HR on 01768 216775 or by email at getintouch@justpeoplehr.com.