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Appendix 14.10: Staf Development Action Plan and People Charter
ACTIVITY COMMENTS ACTION TIMESCALE OPPORTUNITIES/CONSTRAINTS STATUS RESPONSIBILITY
3. Implement the Plan
3.1 Create understanding of the
transition period and deal with the
issues arising
Staf will react in many dif erent ways,
both positive and negative, to change.
Managers will have to deal with lack
of trust, fear, stress and conl ict. There
is a need to create a climate that is
supportive of change.
Create as many opportunities as
possible for staf to get involved in the
change process
• Immediate
Jan start
Funding for consultants required.
Funding bid to SFC to cover costs
PA
Train the managers in managing
change. Managing of change growing
• 3 months and
ongoing
(Management of Change training)
Culture review of 3 colleges Use change management tools
to identify resistance and develop
strategies to deal with this
• 3 months and
ongoing
IP
Create opportunities for cross-college
meetings/tour of Colleges.
• Immediate Time constraints.
Dissemination of Good Practice PA
3.2 Develop the capacity of staf to
deal with change
Linked to 3.1 - Staf need feel they are
involved in and inl uencing the change
process i.e. there is ownership of and
commitment to the change. Staf also
need to know what is expected of them
before, during and after the change
Training for managers cascaded to
the staf
• 6 months and
ongoing
Time demands again will be considerable
Staf conference. Dedicated team to be
identii ed
IP
To promote team building
(Post restructure)
• August 2010
and ongoing
Diagnostic tools as appropriate
4. Consolidate the change There will be a need to constantly
monitor and evaluate progress and if
necessary, adapt the Training for Merger
plan. Staf must be comfortable in and
capable of performing in their new roles
Ensure that training goals are realistic
and if not revise
• 1-2 years
Where new competences are needed,
provide the training opportunities
• August 2010
and ongoing
Training group will rely on good feedback
from other planning groups
5. Building on Change Continue with the management of
change process
TFM group to continue
• 3-5 years Responsibility
STATUS KEY
A - Achieved P/A - Part Achieved (some milestones achieved) I/P - In Progress (no milestones achieved) D/P - Dii culties in Progressing