Management of Change Policy

1. Statement of Policy

The aim of this policy is to ensure a logical, consistent approach is taken to restructuring, redeployment and redundancy in Dyfed-Powys Police, providing fair and equitable treatment of staff irrespective of Age; Disability; Gender Reassignment; Marriage and Civil Partnership; Pregnancy and Maternity; Race; Religion or Belief; Sex; Sexual Orientation or Welsh Language.

Applies to Police staff, whether full-time, part-time, permanent, fixed term, temporary.

2. Policy Scope

This policy applies to all police staff and sets out the force approach to dealing with restructuring, redeployment and redundancy. The policy does not form part of employees’ terms and conditions of employment and may be subject to change at the discretion of management. 

3.  Powers and Policy/Legal Requirements

This policy relates to the Force ‘Redundancy Provisions’ and Police Staff Pay and Conditions of Service Handbook.

4.  Options and Contingencies

The Director/Head of Department is responsible for implementing the proposed changes with support, advice and guidance from People and Organisation Development.

Line managers in consultation with People and Organisation Development will ensure that the pool for selection is identified correctly and the selection criteria used are objective and fairly applied.

The Code of Ethics will be applied to decisions made in this process, specifically:

• Courage – staff will be consulted on proposed changes. Decisions made following consultation will be communicated directly to the staff affected.
• Respect and Empathy- through their participation in group and individual consultation staff are encouraged to have their say, including explaining their personal circumstances and the challenges they face.
• Public service – In making decisions the Head of Department will consider adjustments required by staff and the need to effectively resource Force priorities and provide excellent services to the public.

5.  Take action and review

To ensure the effectiveness of this policy, review will be undertaken every 3 years. Taking account of challenges to the policy and any changes to legislation and national guidance.

The review will be undertaken by People and Organisation Development. All amendments to the policy will be overseen and approved by the Joint Negotiating and Consultative Committee.

CODE OF ETHICS CERTIFICATE OF COMPLIANCE

This policy has been drafted in accordance with the Code of Ethics and has been reviewed on the basis of its content and the supporting evidence and it is deemed compliant with that Code and the principles underpinning it.

HUMAN RIGHTS ACT CERTIFICATE OF COMPLIANCE

This policy has been drafted in accordance with the Human Rights Act and has been reviewed on the basis of its content and the supporting evidence and it is deemed compliant with that Act and the principles underpinning it.

EQUALITY IMPACT ASSESSMENT

Section 4 of the Equality Act 2010 sets out the protected characteristics that qualify for protection under the Act as follows: Age; Disability; Gender Reassignment; Marriage and Civil Partnership; Pregnancy and Maternity; Race; Religion or Belief; Sex; Sexual Orientation.

The public sector equality duty places a proactive legal requirement on public bodies to have regard, in the exercise of their functions, to the need to:

• eliminate discrimination, harassment, victimisation, and any other conduct that is unlawful under the Act;
• advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it;
• foster good relations between persons who share a relevant protected characteristic and persons who do not share it.

The equality duty applies to all protected characteristics with the exception of Marriage and Civil Partnership, to which only the duty to have regard to the need to eliminate discrimination applies.

Carrying out an equality impact assessment involves systematically assessing the likely or actual effects of policies on people in respect of all the protected characteristics set out above. An equality impact assessment should be carried out on any policy that is relevant to the public sector equality duty. 

EQUALITY IMPACT ASSESSMENT COMPLETED: January 2025