affected by the proposed move are located in the following premises: 14 Cathedral Road, Cardiff 16 Cathedral Road, Cardiff 18 Cathedral Road, Cardiff Churchill Cardiff Temple of Peace and Health, Cardiff Charnwood Court, Nantgarw Magden Park, Llantrisant Innovation House, Llanharan Hadyn Ellis Building, Cardiff University Mamhilad House N.B. Not all staff in these buildings will move to No.2 Capital Quarter. For example, not all staff from Magden Park will move; some staff from 16 Cathedral Road will move to 18 Cathedral Rd, and also it has been determined that a local presence will need to remain in the Aneurin Bevan Local Health Board area, which may result in some staff either remaining in Mamhilad, or moving to alternative premises within the local area. Consultation Process A Workforce Sub-Group has been established to progress this consultation. The membership of this group is: Hywel Daniel – Assistant Director of Workforce (Chair) Mark Temple – BMA Stephanie Wilkins – Unite Renata Leonardi-Jones – UNISON Tim Williams – Assistant Director of OD & Learning Peta Beynon – Workforce & OD Andrew Cooper – Communications Michele Lewis-Marden – Health Protection Neil Desmond – Health & Wellbeing Rhys Blake – Public Health Services Michelle Hurley-Tyers – Public Health Services Eleri Lewis – Health & Wellbeing & 1000 Lives Karen Williams – Workforce & OD and Corporate Divisions Caroline Hill – Human Resources Rebecca Watkins – Human Resources Jane Rees – Staff Health & Wellbeing Lucy Day – Human Resources The role of members of this group is to act as communication conduits, either for the group that they represent, or for the departments they
Timescale for consultation and implementation; Stakeholder map; Equality Impact Assessment (EQIA); Consultation Process; Identification of relevant trade unions for staff involved. Formal Consultation Phase (1st February 2016 – 11th March 2016) – Wide Consultation on Relocation Issue communication and consultation documents to staff (including FAQs document) – this was initially delayed to avoid commencing consultation over the Christmas period, at the request of trade union colleagues; Local group meetings with staff affected with their manager and union representatives; Consideration of feedback received by Project Team / Workforce Sub-Group. N.B. Feedback or comments can be provided individually via the Our Space e-mail address () or to your line manager as part of your meeting. Managers will be asked to collate feedback from their staff and to submit this via the Our Space e-mail address (). (15th February 2016 – 31st March 2016) – Individual 1-1 Consultation with Staff Managers to set up and hold individual staff meetings to discuss implications of proposed changes with those staff affected, and their own personal circumstances. A pro-forma has been developed to assist managers and staff with this process. (1st April 2016 – Relocation Date) – Implementation Phase Consider and review outcomes from discussions; Consider and review any further issues arising that would impact upon the EQIA; Issue formal confirmation to staff of consultation outcome and contractual changes via letter; Consider, in partnership, and by exception, any individual staff members for whom relocating is an issue via a specifically designed and agreed “Exceptions Process”. Consultation Principles and Aims The following principles will underpin this consultation process:
Should you have any queries, please contact your line manager in the first instance, or alternatively your union representative, or a member of the HR team. Key contacts are listed below:- Unions Mark Temple – BMA ( / 313365) Stephanie Wilkins – Unite ( / 07724 114764) Renata Leonardi-Jones – UNISON () Human Resources Telephone Number: (01443 824167) Michelle Hurley-Tyers – HRBP Public Health Services () Eleri Lewis – HRBP Health & Wellbeing & 1000 Lives () Karen Williams – HRBP Corporate Divisions () Caroline Hill – Human Resources () Rebecca Watkins – Human Resources () Appendix 1 Q & A STAFF CONSULTATION BRIEFING SHEET How will this consultation process be managed? The process will be managed in line with the Organisational Change Policy for NHS This policy has been agreed in partnership with Trade Union representatives. The timescales for the process have been agreed with Trade Union representatives. Where can I obtain a copy of the All Wales Organisational Change Policy? This is available on the Public Health Wales Site. Has an Equality Impact Assessment (EQIA) been carried out? An EQIA will be completed and refined as part of the consultation process in conjunction with staff representatives to ensure that all aspects of the impact of the changes on staff are considered. Could I be made redundant as a result of these proposed changes?