Assessment 5
Question 1

Item | Your Approach | a) List 5 policies/procedures the organisation needs to ensure best practice for separation/termination? | Five policies/procedures the organisation needs to ensure best practice for separation/termination include: * Separation and Termination of Employment Policy: this policy deals with most issues relating to separation and termination some of these issues include: Abandonment of employment, unlawful termination, suspension of employment and stand down, resignation, retirement, dismissal, notice of termination, final pay and entitlements owing. * Performance, Misconduct and Discipline Policy: this policy is designed to ensure that when discipline and termination issues arise employees are treated fairly and equitably. To ensure industrial law standards for termination of employment; this relates to the reason for the dismissal and the manner in which the dismissal is carried out. * Redundancy and Redeployment Policy: this policy deals with the redundancy of the position, options for suitable alternative employment, the notice period the employee will be required to work before the employment ceases and the termination payment that will be paid to the employee. * Exit Interview Policy: this policy stipulates that all employees will be offered or given the option to participate in an exit interview and outlines that all information collected will comply with the federal privacy legislation (11 privacy principles). * Confidentiality and Privacy Policy: covers the use of information of an employee, how information is collected, stored, and used. And outlines the employee and employers right to confidentiality (privacy principles). | b) What supporting documentation is required? | There are many supporting documents an organisation can utilise in order to support the separation and termination process. Some of these include: * Checklist (termination/separation/suspension checklists) * Release agreement * Exit interview * Templates * Evaluation forms * Receipt or acknowledgement forms * Internal memos * Guidelines * Interviews * Questionnaires * Feedback statements * Referral documents * Letters: * abandonment of service * confirmation of termination * redundancy confirmation * resignation confirmation * statement of service * Centrelink notice of termination * probation end early * probation unsuccessful | c) How will you ensure that all procedures you implement respect the rights of employees, are confidential and comply with the law? | Human Resources will ensure that all procedures that are implemented respect the rights of employees and confidential and comply with the law by: * Ensuring that all persons involved in the separation and termination process are knowledgeable, updated and understand the elements of best practice * Develop and or regularly review separation and termination polices and procedures and supporting documents * Establish procedures that meet all legal requirements, including but not limited to: * National Employment Standards * Anti-discrimination legislation * Equal opportunity legislation * Superannuation legislation * Long service leave legislation * Taxation legislation * Annual leave legislation * Workers compensation legislation * Annual leave legislation * Ensure employees fully understand the separation and termination process and allow enough time for employees to make appropriate decisions in regards to the events that may effect them * Protect employees confidentiality by using the process of depersonalisation (e.g exit interview recorded in consideration of federal privacy legislation) * Document all communication through the separation and termination process | d) What strategies will you use to communicate the new policies and procedures to managers and other relevant staff members? | I would use a combination of formal and informal strategies and methods to communicate the new policies and procedure to both management and other relevant staff.Formal strategies include: To management and all key stakeholdersWritten communication such as a proposal; which will enable me to: * Outline the objective of each new policy and procedure * Outline the strategy of how the new policies and procedures will be integrated into the organisation * Outline the cost involved * Outline the benefits of having the new policies and procedures and how they could potentially make there job easierTo management and all relevant staffFormal document (letter) listing new policies and procedure: management and staff will receive two copies of new policies and procedures with instructions to read, sign and return a signed copy within a specified period of time.Training: I feel the suitable methods of training policies and procedures would be either: * instructor directed training (HR manager) in a class room setting or via video-conferencing/ webinar (for employees located out of the office) * training supervisors or management, who could then train relevant staffInformal strategies or forums include: * email * discussion at staff meetings * posting on noticeboards * memos * newsletter | e) What method/s will you use to revise and modify the new policies, procedures and supporting documentation? | The methods I would use to revise and modify the new policies, procedure and supporting documents is: * Have a period of time (3 months) in which you trial the new policies and procedures * Observation techniques can be used to evaluate the performance of the new policies and procedures * Investigation, consultation and evaluation using a combination of questionnaires and formal discussion with both management and relevant staff; seek feedback as to whether they feel the separation/termination policies and procedures have been a success * If adjustments are required ensure all relevant legislation is checked, seek approval from management and ensure you keep a record of any changers that have been made | f) Outline the key approach you will take to ensure effective communication with staff members in relation to redundancy or redeployment. In particular: skills to support disciplinary processes and to ensure staff are properly counselled. | When it come to redundancy and redeployment in order to ensure effective communication with staff I would: * Ensure a redundancy and redeployment policy is in place, which enforces best practice principles and a fair transparent process; with clear concise instructions along with appropriate supporting documents (redundancy checklist, redundancy and redeployment plan templates). Ensure that the policy meets all legislative requirements * Design a redundancy plan for each redundancy case. The plan will specify: * When the redundancy or redeployment will occur * The alternatives * How the process works * Who is involved in the process * Who and which departments have been identified * How long the process will take * What resources will be available * Policy, legislative and procedural limitations * Forecasted outcomes * Financial advise exclusive of planning * Ensure all persons involved in the redundancy and redeployment process are fully trained on all procedures, and are armed with the skills to support disciplinary processes and to ensure staff are properly counselled. | g) How will you ensure data collected from Exit Interviews in depersonalised. | I will ensure that all data collected is depersonalised (a process of removing all identifying information: names, addresses, signatures, date of birth and photographs) by ensuring that collected data obtained in the Exit Interview is recorded in consideration and in accordance with the federal privacy legislation (11 privacy principles).I will ensure the organisation has privacy policies and that human resources staff managers and supervisors have necessary training on separation/termination processes including the understand of the 11 federal privacy principles. | h) How will you ensure data from Exit Interviews is used to improve existing practices across the organisation? | I will ensure data from Exit Interviews is used to improve existing practices across the organisation by ensuring that Exit Interviews are utilised as a learning tool; a transfer of knowledge between the departing employee and the successor, a driver for organisational improvement on all aspects of the organisation (working environment, culture, processes and systems, management and development and not just forgotten about. By analysing Exit Interview data you can identify trend and patterns that could be indicators for opportunities and improvements. Once trends or patterns have been identified it is important that the information is actioned and lead to the introduction of organisational improvements. |