Updated 22nd August 2024.

Changes happen; they are a part of any business and life.

Is your employer considering change? READ THIS to understand how change should be applied and what you need to know. You may still have questions, so feel free to contact us!

Most planned organisational change is driven by the need to respond to new challenges or opportunities. University Hospitals Plymouth NHS Trust (the Trust) is facing changes due to the challenges within the NHS, including quality, innovation, productivity, prevention, service transformation, improvements in patient safety, and financial constraints.

While change is inevitable, it should be implemented in a just and supportive manner that fosters a learning environment and shared responsibility among all involved. When changes are made rapidly or on a short-term basis, it is essential to consider this policy, especially if those changes become permanent.

Regardless of the reasons behind the change or its nature, it is clear that our employees are central to its success. Most changes involve new working practices or alterations to contractual terms, and some may bring uncertainty about future employment prospects.

The Trust aims to ensure that employees understand the reasons for change and are committed to it. The Trust also strives to maintain employment stability when it aligns with efficient service provision and to act fairly and reasonably with employees whose jobs are affected by these changes.

Communication is crucial in managing organizational change. Open, honest, and transparent communication will take place between all parties, including the Joint Staff Negotiating Committee (JSNC), management, and affected employees.

Information about proposed changes, their implications, and potential benefits will be communicated and consulted upon by the relevant manager. Employees affected are encouraged to contribute their ideas and suggestions and to voice any concerns with their manager. At all stages of the process, employees can seek advice and support from their professional or Trade Union representatives.

At work, changes should be managed in a meaningful and supportive way. Along with patient service, employers should consider the impact of any changes on the work-life balance of the staff providing the service.

When we are at work, we are NHS staff; when we are at home, we are members of the public or even patients. We all want the service to work, and staff are key to making that service the best it can be!

At some point in your NHS career, you will experience change, and it is crucial that you understand how these changes should be thought out, planned, and implemented if they are fit for purpose.

University Hospitals Plymouth NHS Trust has an Organisational Change Policy that outlines how any change should be managed.

If you are concerned about upcoming changes in your department, please contact your Trade Union as soon as possible. We can ensure that you have access to the most reliable and agreed-upon change policies.

Link to UHPT policy page – Organisational Change Policy – This is the best place to find the most up-to-date version.

GMB Trade Union Reps play a key role in the development and application of policy. If you hear rumors of change, an informal chat with your line manager might clarify or dispel them.

Or just ask us!