‘In scope’ means your post has been identified as being directly impacted by this change and there is a potential suitable role in the new structure.

‘In scope and at risk’ means that that there either isn’t an obvious role match at this stage or there are more people than roles. These posts are eligible for voluntary severance.

If you have been identified as ‘in scope and at risk’ you immediately have redeployee status.

All staff who are identified as potentially at risk of redundancy will be given redeployee status from the date of the first collective consultation meeting with the Trade Unions (22/03/2022) and will remain a redeployee for a period of 6 months or until expiry of their notice period, whichever is the greater period, or until you are no longer at risk of redundancy.

There are two reasons why an individual may be put ‘at risk’.

One of the criteria used is based on the number of new roles in the proposed pools: if there are more people than new roles in the proposed pool then staff in that pool will be put at risk.

The other reason that an individual may be put at risk is that there is no obvious match to the individual’s current substantive role to a proposed role in the new proposed structure.

Staff who are ‘in scope and at risk’ are encouraged to speak to their line manager or local Human Resources Partner to explore the specifics of their individual situation.

A voluntary severance package will be available to those ‘in scope and at risk’.  We will also look support ‘at risk’ staff to redeploy, where possible.  However, if at the end of consultation, the VS scheme and redeployment scheme have not successfully removed the ‘at risk’ situation (i.e. there are still staff remaining at risk), the University will seek the approval of the Board of Governors to move to compulsory redundancy.

Changes to roles in the University are given very careful and serious consideration and we have begun formal consultation with the Trade Unions in relation to the proposals. We are committed to ensuring that these proposed changes are conducted fairly and transparently and will manage these through the following procedures, which have been agreed with the Trade Unions: 

• Statute XIII, Part II – Redundancy – Academic and Academic-Related Staff
• Ordinance XXIII, Procedure for the Dismissal of Members of Staff by Reason of Redundancy
• Introducing Change to Organisational Structures Procedure  
• Security of Employment Policy
• Redeployment Policy

Once this process has completed, colleagues remaining in the organisation will be matched to new roles and then assigned to an area to work.

If you are on a fixed term contact and have worked for the University for more than four years, you will be considered in the same way as staff who hold permanent contracts.

If you are on a fixed term contract and have worked for the University for less than four years, you will be eligible to apply for any remaining opportunities in the new structure, once permanent staff and those with more than four years’ service have been accommodated.

If staff on fixed term contracts do not secure a permanent role, your contract will continue until the planned end date as you provide invaluable support in the transition to the new structure.

In line with our standard HR policies, colleagues on fixed term contracts will be eligible to apply for roles as a ‘redeployee’ in the four months before the end of their contract.

This approach is in line with the University Policy and Procedure of Contracts of Employment. In line with employment law, the University recognises the legal presumption that a member of staff is automatically deemed to be permanent if they are on a fixed term contract and they have been continuously employed for a period of four years or more.

A voluntary severance package will be available to those ‘in scope and at risk’. We very much want to reach proposed structural changes through voluntary means.  We are committed to reducing the potential need for compulsory redundancy as stated in The University’s Security of Employment Policy and agreed with the trade unions, wherever possible by: 

• Scrutinising external recruitment.
• Vacancy management controls. 
• Reducing or eliminating agency workers.
• Reducing or eliminating use of non-contractual overtime working.
• Investigating opportunities for income generation. 
• Consideration of savings in non-staff budgets. 

An Equality Impact Assessment has been prepared and shared with the trade unions as part of the collective consultation process. The assessment analysed the current situation of those staff ‘in scope’ based on their gender, ethnicity, disability and age. All managers involved in decision making as part of the change have undertaken training in equality and diversity and unconscious bias.

You can see a copy of the Equality Impact Assessment at:

• Sport EIA March 2022

You don’t have to accept it if it is below or above your current grade.

If you apply for a fixed term role, then you would remain a permanent employee with the same continuity of service, pension etc. Once the FTC ends / as you approach the end of the FTC, you would then become a redeployee.

The redeployment period is 6 months maximum.

The timescales that employees will be considered a redeployee will vary according to the circumstances that led to them being given redeployee status, as set out in section 4.0 above and in accordance with the application of any relevant guidance/policy. The University has agreed that in the circumstances defined in 4.0 (a) and 4.0 (b) above, employees will be given redeployee status from the date of the first collective consultation meeting with the Trade Unions. They will remain a redeployee for a period of 6 months, or until the expiry of their Redeployment Policy Human Resources December 2020 The University of Manchester Page 8 of 8 notice period whichever is the greater period, or until they are no longer at risk of redundancy, during which time the provisions of the Redeployment Policy will apply. In accordance with the Guidance on Introducing Change to Organisational Structures, any members of staff who have not been selected for a role in the new structure, will be issued with notice that confirms attempts will continue to secure their redeployment, but that if they are not appointed to a role, their employment will terminate on a date no later than the date 6 months after they were declared at risk and identified as a redeployee.

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• Collective consultation meetings with the Trade Unions continue.
• Colleagues ‘in scope’ and ’in scope and at risk’ attend a staff briefing detailing the proposed changes
• The Voluntary Severance Scheme (VS) opens to colleagues ‘in scope and at risk’

Dedicated support sessions with People and OD and line managers will be available from March to July 2022. Colleagues impacted by the proposals will receive the details of the support sessions as part of the staff briefing pack by email on 22 March 2022.

• VS scheme closes.

Successful applicants will be notified at the end of April 2022.
If the proposed reduction in posts is not secured through voluntary means and the selection process concludes with ‘at risk’ staff remaining, then moving to a compulsory redundancy situation will be necessary, subject to approval by the Board of Governors. This would likely be at the end of May 2022. If approval is given, one-to-one individual consultation meetings will begin in line with our procedures on compulsory redundancy.

Recruitment to the new structure begins. Posts will be ring-fenced and advertised for staff then any remaining posts will be advertised externally.

Written notice of confirmed changes to UoM Sport colleagues following consultation period with defined date of implementation.

Where agreed, individuals will be informed regarding change to their role and/or job title and/or working pattern, with 12 weeks’ notice of change to terms and conditions following due consultation (up to 30 days).

Implementation of new structure and support into new operating model begins (training and development, trial periods and transition).

Implementation complete.

Redeployment period ends (6 months from start of collective consultation).