Proposed organizational changes are classified as major or minor, as specified in 153.2 and 153.3. Organizational change requests can originate at any level of management. After the request has been reviewed and concurred by the next level managers, it must be initiated by an officer or his designee for approval. Before making an official request, the requestor should discuss it informally with higher level functional management, district or area Human Resources manager, and/or the Manager, Organizational Effectiveness to seek further guidance.
Major organizational changes are initiated by an officer and implemented by Organizational Effectiveness within the Employee Resource Management function. A major organizational change may consist of at least one of the following:
- Consolidation: Involving the movement of operations from one or more facilities to other facilities.
- Closure: Involving the elimination of one or more facilities.
- Restructure: Involving a major change in strategy within a functional group. (For example: centralization, insourcing, shared services, decentralization, and new technology.)
Note: A major organizational change may result in the elimination of encumbered positions which may lead to a potential Reduction in Force (RIF) impact. (See section 354, Assignment of Unassigned Employees.)
Minor organizational changes are initiated by an officer and implemented by Organizational Effectiveness. A minor organizational change may consist of at least one of the following:
- Realignment of functional units. For example: a change in reporting relationship.
- Realignment of work performed within a functional unit resulting in the modification of one or more job descriptions. This may also result in the creation of new jobs.
- Change in job titles.
- Minor changes to a job description.
The above are not all-inclusive. A minor change may consist of other aspects concerning the specific organization.
Note: Minor organizational changes should not result in the elimination of an encumbered position.
Before making an official request, the requestor should discuss it informally with higher level functional management, district or area Human Resources manager, and/or the Manager, Organizational Effectiveness, to seek further guidance.
