Document ID: chunk:federal_register_of_legislation:F2024L01380:reg:9:p13
Version: federal_register_of_legislation:F2024L01380
Segment Type: reg
Provision Reference: reg 9 (pt 13/36)
Character Range: 132756–136473

spread without providing timely, authoritative information)
    -          insufficient information is provided regarding changes (e.g. information is unclear or does not provide enough guidance for workers to understand and engage with the change)
    -          inadequate support for workers through the change process (e.g. not allowing time for workers to learn new tasks), or
    -          providing insufficient training to support changes (e.g. how to perform a new role or use a new process).

Controlling poor organisational change management

Note: These are examples only. You must identify and implement control measures that eliminate or minimise the risks in your workplace, so far as is reasonably practicable.

Job/work design                                       -          You must consult workers who are, or are likely to be, affected by a WHS matter. You must agree consultation arrangements with your workers and should design them to suit your workplace. You must use agreed consultation arrangements when planning changes that raise WHS concerns.
                                                      -          Modify work plans to allow for a period of change (e.g. adjusting performance targets while workers learn new roles).
                                                      -          Plan any changes to duties, tasks, objectives and reporting arrangements to ensure they are reasonable and fair (e.g. ensure workers will not have too much to do).
Physical work environment                             -          Provide practical support for changes in duties, tasks or objectives (e.g. ensure workers have access to the tools and resources they need to perform a new task).
                                                      -          Provide mechanisms to guide workers and managers through the change process (e.g. provide information or feedback sessions to address any concerns).
Managing and communicating organisational change      -          Provide authoritative information about upcoming changes and options being considered as soon as possible, keep workers up to date, and ensure workers understand the changes (e.g. provide updates at team meetings or on notice boards).
                                                      -          Inform customers and suppliers about changes and any impacts this will have.
                                                      -          Provide workers with the reasons for changes.
                                                      -          Provide emotional support to help workers deal with challenges or frustrations resulting from change and uncertainty.
Safe work systems and procedures                      -          Encourage workers to engage with the development of new position descriptions and work processes.
                                                      -          Encourage workers to engage with consultation and raise any issues, concerns or suggestions.
                                                      -          Respect individual differences and recognise workers will respond to change in a range of ways and will have different needs in consultation and engagement.
The worker                                            -          You must provide workers any information, training, instruction and supervision necessary to safely complete their work (e.g. train them on safely using new equipment).
                                                      -          Ensure the person communicating changes has the skills and authority to do so, and supervisors have the skills to support workers through periods of change.

Inadequate recognition and reward

Note: Some of