2014-01-13 Deamalgamation Report Attachment

4.6 Human Resource Transfer Action Plan
The Human Resource TAP Team’s role was to ensure the new Noosa Council has the human
resources in place that are:
    necessary to effectively and efficiently service the community, and
    aligned with corporate priorities.

The initial focus of the group was to have an interim structure and processes and procedures in
place for 1 January 2014 to be considered and adopted by the new Noosa Council.

The longer term objective is to have in place a Strategic Human Resource Management Plan that
links human resource functions with the strategic objectives of the Noosa Council.

Significant challenges were experienced during the process:
     In accordance with the LDIR, the Sunshine Coast Council Chief Executive Officer identified
      positions and employees to transfer to the new Noosa Council. This advice was delayed and
      not received until the 28 October 2013 which was later than expected. This impacted on the
      time available to deal with staffing arrangements and population of the interim structure.
     The Sunshine Coast Council conducted a review of its organisation including a restructure.
     The new Noosa Council is required to comply with the existing Sunshine Coast Council
      certified agreements. This has financial implication for the new Noosa Council.

This multifaceted task involved (but was not limited to), the following steps:
    Review staff and positions nominated to transfer to the new Noosa Council and identify the
     roles required in the new organisational structure.
    Draft an interim organisational structure and populated via direct translation and competitive
     process to ensure the alignment of employees into roles within the interim structure.
    Undertake workforce planning activities, to ensure the new Noosa Council has the correct
     number of employees and appropriate skill set to meet corporate goals.
    Establish procedures to guide the process of populating the interim structure, including
     interim appointment instruments such as correspondence and contracts to ensure legal
     obligations are met.
    Review contracts and the conditions of employment of transferring employees including
     terms of contract, appointment letters and seek legal advice where necessary.
    Communicate the transfer process to staff.
    Review workforce accommodation requirements to ensure adequate facilities and resources
     are provided for employees to undertake their roles in a safe work environment.
    Ensure the smooth transition of staff entitlements associated with the new payroll
     configuration.
    Produce an accrual and consolidated list of all employees and pay details and map existing
     systems to the new system to ensure access to accurate, relevant employee data.
    Implement a new workforce work place health and safety plan that meets council’s significant
     obligations under the Work Health and Safety Act 2011 including training and accreditation,
     safe work practices and workplace health and safety systems.




                                                                                     Page 80 of 95