The following steps will help you work out the best way to implement your change decisions:
- write job descriptions for new roles
- have descriptions job sized if this is something that your organisation does
- decide what the job will be paid
- work out whether each new job is ‘comparable’ to any existing job, whether it can be a suitable alternative or whether it is significantly different.
Comparable jobs - these can generally be confirmed
Permanent staff can be confirmed in jobs without an assessment and selection process if:
- the job is comparable to the employee's current job and
- the number of employees currently doing the job is the same or less than the number of new comparable jobs available.
A comparable job is one which is generally similar to the old role however it may have:
- some change to the job functions
- a title change
- a change in reporting line.
Refer to our Job Comparison Table for a way to check this.
Suitable alternative jobs – these can be reassigned
A suitable alternative job is one that:
- is in keeping with skills, qualifications, personal characteristics and experience, may require some retraining (eg for new technology or way of working)
- is in the same location or reasonable commuting distance
- maintains pay rate (with no intention to reduce later).
The general rule is that if a job is reasonably within the skills and experience of the employee, it may be viewed as a suitable alternative one. The assessment is an objective one which matches the employees' skills and experience to the job, rather than their personal preferences. For employees the safety net is that the terms and conditions offered must be similar to the old job, including salary and benefits.
Note: Depending on your employment agreement/policies, staff that turn down an offer of a suitable alternative job may be deemed to have resigned (with redundancy not payable). This is because they have chosen not to take a job that is considered suitable for them. If this is the case then you will need to be clear about this in your implementation document.
- If you turn down a job that your employer considers a suitable alternative job then your employer might say that you have resigned because you turned down what they say is a suitable job.
- You should be given good information showing how the new job is a suitable alternative for you – considering your skills and ability.
- A change is about keeping as many jobs as possible for staff. These do not have to be exactly the same as your old job.
- If you really think that the job you are offered is not a job that you can do (even with the training offered), or the terms and conditions are less than your current job, you should talk to your manager about this. Use the resolving issues process if you can’t resolve the issue by talking to your manager.
Significantly different jobs – these roles are generally advertised
A significantly different job is one where the job is new or is different to the job that an employee is currently doing. These roles are usually advertised (internally to the affected staff first) and staff who apply will go through a selection and appointment process.
Job Comparison table
The easiest way to do this is to prepare a table and compare the jobs directly.
Select total assessed impact - comparable/suitable alternative/significantly different
|Job requirements||Current job||New job|
|Essential functions of the job|
|Key responsibilities/areas of responsibility|
|Scope or scale of job|
|Freedom to act/authority to make decisions|
|Skills, experience and personal characteristics required|
|Physical demands or other criteria needed|
The results of this comparison will give you information to help you set out all of the jobs:
|Current job||→||Comparable new job|
|Senior advisor||→||Senior project advisor|
|Customer service manager