ANSWER
- Develop a reorganization plan that defines the business need that justified the organizational changes. The plan should describe the cost savings or enhanced efficiencies anticipated and identify services that would no longer be provided by the unit. The plan should also specify the impact on positions.
- Plan should be approved by the Academic Dean or Administrative Department Head
- After the plan is developed, it must be reviewed with the appropriate HR consultant, the Office of Equal Opportunity and Diversity (OEOD).
- Recommended Processes for Reassignment of Duties (See the Reassignment Matrix to determine when the use of these processes are permitted)
- Job Reassignment Opportunity
- Skill Set Analysis
- Other Important Requirements
- Comply with UC Policies and Collective Bargaining Agreements
- Develop a communication plan with the staff regarding reorganizations
- Ensure equal opportunity
Reorganization is a permanent and significant change in organizational hierarchy that results in a permanent and significant change in the function of positions within the organization. Usually involve the elimination of positions and/or the reassignment of duties which may result in employee reclassification.
Job Reassignment Opportunity is a process that permits units to reassign job duties internally, within their respective school or administrative office, by sharing job enrichment opportunities that may result from positions being eliminated with employees in the organization.
Skill Set Analysis is a process that permits units to “blend” one or more eliminated position(s) with a remaining position when it makes business sense.
SKA is a process for defining the skills, knowledge, and abilities for successfully fulfilling job duties.