Project STAR - FAQs
Why did the University embark on Project STAR?The University wants to ensure that it uses its resources as effectively and efficiently as possible. This is the underlying basis for Project STAR. As the first stage of Project STAR, the University reviewed the structure of the SMT and its portfolios, consulted with staff and unions and proposed a new SMT structure in an effort to:
What areas has Project STAR reviewed and at what stage are the reviews at?There have been five proposals so far:
Decisions on the first four have been made and are being implemented, after consultation with staff and other people including the UCSA. We are now considering submissions, including that from the UCSA, for International and Student Services. We are now in the consultation period for Learning Resources including forums with the VC.
The portfolio relating to the AVC Maori and Pacific has been through one pre-proposal round of consultations. What is a change proposal?A change proposal is a document which outlines, in detail, proposed changes which may affect employees’ positions. Once the University has developed a change proposal, the University will consult with affected employees, and receive their submissions. The University will subsequently consider those submissions from affected staff and consider whether the proposal should be implemented, and whether any changes should be made to the proposal, taking into account the submissions. The University will then make a decision on the proposal (i.e., whether to implement the current proposal, an amended version of it, or not implement it at all). The University would then communicate its decision to employees. Why can’t the proposal document be posted on the web/be given out to anyone who wants it? Is it because of employment law?There is no employment law specifically preventing release of the proposals however there are privacy considerations. We haven't released the full change proposal documents widely because they have all the detail in them about roles that are proposed to be disestablished. This has simply been out of respect for the incumbents of those roles. The Unions (usually the TEU and PSA) are also given full copies. However, in some cases we have been flexible in the interests of ensuring that key groups like representatives of Academic Board have the chance to comment on the full proposal. Importantly, though, the wider UC staff community have had access to a lot of information about the proposals. Aside form several staff forums run by the VC and others, an abbreviated version of each change proposal (minus details about individual roles) has been made available to all staff, including detailed organisation charts and staff have had the chance to comment on the proposed changes at staff forums. Other background documents have also been accessible to staff. Where we have had requests, we have been happy to release some documents to people outside the staff community. Why does UC have to advertise any new roles externally?Whilst there is an obligation at common law to consider employees who are to be made redundant for redeployment to any suitable vacant positions, the University must also comply with the statutory obligations in the State Sector Act. Those obligations require the University to, where practical, openly advertise all new continuous positions so as to maximise the likelihood that the best person available is appointed to each vacant role. In practice, the University will therefore openly advertise all vacant roles, unless there are compelling reasons why that isn't practical. When this occurs, employees who would be eligible for redeployment to a vacant role will be notified of roles that are available, and given assistance to apply for them, but given the State Sector Act obligations, it will be the exception, rather than the norm, for the University to offer automatic redeployment. |