- We will be open about intentions
- We will communicate in a timely and open manner
- We will be clear about the drivers and rationale for change
- We will listen and consider alternative views
- We will seek to engage rather than impose
- We will be curious about new, innovative and better ways of doing things.
- We will move over time to a common set of UHLG employment policies but will listen, understand and respect where things may need to be different to meet the needs of particular services
- We will prioritise aligning those employment policies where there is risk of potential inequity across LAASP organisations
- We will implement organisational change through an agreed LAASP organisational change policy and approach
- We will work as one to minimise impact on individuals through:
- Redeployment within LAASP organisations
- LAASP ringfenced recruitment before progressing to the wider market (for corporate and senior leadership roles at Group and site level)
- Making prospective appointments from within LAASP organisations to reduce the risk of regretted loss through a competitive ringfenced process where appropriate
- Moving quickly to align pay protection arrangements.
- We will seek wherever possible to avoid compulsory redundancy.
- We will not act alone in decisions that may impact on other LAASP organisations
- We will collectively agree and align approaches to issues of pay and reward, including agreeing exceptions to this
- We will develop and observe LAASP vacancy control principles which are broadly aligned to the system-wide vacancy control arrangements
- We will be clear and consistent in terms of what is a Group People function and that which is a site (local) People function.
- We will collectively develop a common approach to talent management and leadership development to support the formation and development of the Group
- We will facilitate easier movement across LAASP organisational boundaries through standardisation of processes and sharing of information
- We will– where it makes sense – combine leadership roles and move quickly to support other LAASP organisations through shared leadership appointments or secondments when vacancies arise
- We will work as one to increase the diversity of our LAASP leadership cohort.
- We will adopt the principle of ‘nothing about you without you’ – where individuals and teams are affected by a change or a development, they will be involved at the earliest stage
- Our decisions and actions will be informed by:
- Benchmarking and learning from other organisations and sectors
- Listening carefully to those expert in delivering a service
- Proactively working as one to develop new and combined ways of working to reduce duplication and drive down cost.
- We will utilise benchmarking and learning from other organisations and sectors to identify opportunities to:
- Work as one
- Develop new, innovative and combined ways of working
- Reduce duplication and drive out cost.
