Earlier this month every employee of the Council received a letter confirming their place in the structure as part of the transition to the Target Operating Model (TOM).

Further to the letter that I issued, the next phase in the move towards the TOM relates to the reduction in posts agreed by the Strategic Transformation Committee in February and in line with the areas for change identified by Directors, Chief Officers and Managers. As communicated previously, the political priority of the Administration is to avoid compulsory redundancies and that underpins the approach to the transition.

Those who may be impacted by this workforce change have been invited to meetings to notify them of the proposals and will receive an explanation of the consultation process with the Trade Unions and individual staff, who will have the opportunity to consider the rationale and make their own representations.

The Union consultations will run from 17-30 April and individual consultations over the first two weeks of May. Taking into account the responses, a formal decision will then be made on each of the affected posts.

Anyone who is displaced from their current post will be assisted in identifying opportunities for redeployment to an alternative role in which existing skills and knowledge can be utilised or in exploring retraining options.

This is a difficult time not only for those affected directly but also for colleagues and Managers. I have made clear my commitment to managing this process in a sensitive, compassionate and respectful manner and appreciate the support of everyone in the Council in ensuring that.

Members of staff being consulted with in relation to post reductions are being given details of the next steps as well as the support on offer to them during meetings taking place today and through the course of the week. There will understandably be many questions arising as well as concerns and it is vital that colleagues affected have access to information and advice.

The change we are going through as an organisation is not easy – but it is essential. As we work towards the aim of building a leaner Council which is more efficient in the way it meets the needs of those it serves and realises our ambitions for the city as a whole, I am very mindful of the duty of care we have to all employees.

Minimising the potential impact on individual members of staff is my priority and this shared by Directors and Chief Officers.

Written by aberdeenccblog

Chief Executive of Aberdeen City Council. All views are my own.