Elements and Performance Criteria
- Establish the context for change
- Requirement for change is confirmed through consideration of changes to legislation, business or organisational requirements
- Key stakeholders are identified and consulted on the proposed change
- Benchmarking is conducted with other similar organisational/ functional/best practice standards to confirm the preferred methodology for managing the change
- Specialists and experts are consulted as required to assist in identifying major change requirements or opportunities
- Overall life-cycle and phases of change are identified
- Develop risk management strategy
- Risk assessment is conducted to identify risks and hazards related to the change
- Identified risks are evaluated and controls are established so far as is reasonably practicable in accordance with organisational policy and procedures
- Responsibility for management of established controls is determined
- Develop implementation plan
- Complexity of change is identified and appropriate phases and transition plans are developed
- Communication strategy is developed in collaboration with key stakeholders
- Modifications to systems and infrastructure are identified
- Resources required to implement the change are identified
- Affected personnel and required training/up skilling is identified
- Updating of risk registers and other safety documentation is identified
- Procedures for post implementation monitoring and review are established
- Changes are documented and approval by key stakeholders is obtained in accordance with regulatory and organisational requirements
- Communicate workplace change
- Anticipated change is advertised to appropriate organisational personnel who will be affected by the change
- Range of strategies is used to foster a positive attitude to the change, especially from the individuals on whom the organisational change will have the most effect
- Advice is provided to key stakeholders on strategies for effective change management and sensitivity is shown to people’s individual responses to change
- Leadership and communication strategies are used to assist others to deal with ambiguity and to adapt to change
- Implement workplace change
- Policies, practices and procedures are altered and implemented as required to support the change management strategy
- Modifications to systems and infrastructure are implemented
- Required training/up skilling of affected personnel is facilitated
- Risk registers and other safety documentation are updated to reflect the implemented change
- Monitor and review change process and outcomes