Staff presentation on restructure

1. Staff Consultation
BUSINESS DEVELOPMENT &
SUPPORT AND ICT
RESTRUCTURE PROPOSALS

2. Welcome
• Introductions
• Documentation available
– Consultation document
– Revised job descriptions – all evaluated
– Copy of presentation
• Purpose of meeting, covering
– Restructure drivers
– Requirements and outcomes
– Consultation process and timescales
• Who’s affected?
– Permanent
– Fixed term contract
– Contractor
• Support available
– Steph Nichols, HR Business Partner
– Caroline Glendinning and Steve Davis – Union Reps
– Helen Bishop, Head of Business Improvement

3. Restructure Drivers
• Creation of additional key technical roles
• Resilience in Applications Development
• Consistent incident management, resolution and
customer communications per service catalogue,
service level agreement,
• Improved utilisation of managed service
providers contracts
• Out of hours support for critical services
• Project, digital and application skills exchange
• Scanning and application processing
harmonisation

4. Key Features of the Restructure
• A stronger Senior Management team that can develop the
strategic roadmap of services.
• Better opportunities for ICT staff to develop their technical
skills with more rewarding roles.
• Reduced requirement for temporary staff to deliver
‘business as usual’ support.
• A technology led Infrastructure and Operations support and
development function, managing key infrastructure and
leveraging the managed services vendors for best
performance and value.
• A robust Service Delivery function, providing great service
from the help-desk through to client-side troubleshooting
and delivery.
• Reducing the time taken to resolve critical issues and
improving the service delivery and case closure rates.
• Improving the performance and reliability of ICT systems
and the desktop environment for all council officers

5. Key Features of the Restructure
• An expanded and re-focussed Applications Development
and Support team.
• Project Managers working more closely with technical
teams, to improve implementation of ICT projects and the
ICT Work Plan.
• A better integrated Programme Office and relationship
management team, working with both internal clients and
external suppliers.
• Better opportunities to leverage the provisions of managed
service contracts.
• Out of hours ICT service provision to support the public
facing digital services interface, and maximise availability
• Smoother and more streamlined end-to-end processes for
scanning and applications processing, improving service
performance

6. PROPOSED STRUCTURE
ApplicationsProj.
Manager(G8)
JuniorProj.
Manager(G7)
ICTProgramme
SupportOfficer[G6]
Configuration
Developer[G7]
UIDeveloper[G7]
Corporate
Governance
Manager[G9]
SeniorProj. Mgr.-
Extnl.Clients(G9)
Digital
Transformation
Manager(G9)
ExecutiveSupport
TeamManager[G7]
ExecutiveAssistants
(G5/6)x5
Programme&
Partnerships
Administrator(G5)
DataProtection
Administrator[G6]
ServiceDeliveryManager
[G9]
HelpDeskAnalyst
[G5]
HelpDeskAnalyst
[G5]
Infrastructure&
Operations
Manager[G10]
Programme&
Partnerships
Manager[G11]
Commercial
ContractsManager
[G8]
ChiefTechnologyand
InformationOfficer
Configuration
Specialist[G8]
HelpDeskAnalyst
[G5]
End-UserSupport
Analyst[G5)
DatabaseSpecialist
[G8]
InterfaceSpecialist
[G8]
InterfaceDeveloper
[G7]
ServiceDeskTeam
Leader[G6]
End-UserSupport
TeamLeader[G7]
Enterprise
Applications
Manager[G10]
Reporting
Developer[G7]
Operational
Applications
Manager(G9)
WebServices
Developer[G7]
CivicOfficer/LM
Sergeant
DataCentre
Specialist[G7]
Networking
Specialist[G7]
End-User
Technology
Specialist[G7]
DataCentre
Specialist[G7]
End-User
TechnologyAnalyst
[G6]
WebDevelopment
Specialist[G8]
Digital
Development
Specialist[G8]
WebServices
Specialist[G8]
NetworkingAnalyst
[G6]
End-UserSupport
Engineer[G4]
End-UserSupport
Analyst[G5)
Infrastructure
Project Manager
(G8)
G10G11HOS CHANGEDPOSTG4 FIXEDTERM NEW POSTG9 G8 G7 G6 G5

7. PROPOSED STRUCTURE

8. Timescales
Process Date
Example if
4 weeks staff
consultation
Closed consultation w/c 30th October
2017
Open consultation 6th November 2017
Close of consultation 4th December 2017
Job matching exercises By 4th December
2017
One to One’s with affected staff w/c 4th December
2017
Interviews/selection processes with ring fenced staff w/c 18th December
2017

9. Populating the Structure
• Two stage process:
– Job Matching
– Selection Pools (ring fencing)
• Job matching is used where:
– Position is essentially unchanged
– No change in grade; and
– Same number of posts in old/new structure
• Selection pools (ring fencing) used for affected
employees where either:
– Reduced number of posts in new structure and new posts
identical/fundamentally same as existing posts; or
– No reduction in number of posts in new structure and jobs not
a match, but similar enough in nature to current jobs to be
‘suitable alternative’
• More details in Organisational Change Policy and
Procedure and Employee Support Pack

10. Oxford City Commitment
• £400k additional budget
– £200k in base permanently
– £200k for two years to cover fixed term posts
• Transformation Programme Phase 2
– Endpoint refresh, Win10, LAN & WiFi upgrades & more
• Chief Technology and Information Manager to
recruit permanently
• Vic to remain until we have new CTIO and to ensure
robust handover
• Ongoing training and development opportunities
• Apprenticeship potential

11. Consultation and Support
• Support available from Steph Nichols and union
representatives
• Opportunities throughout to write or email me
(Helen Bishop) marked ‘BDS ICT Restructure
Consultation’.
• One-to-one sessions with me
• Weekly update of answers to questions raised
• Intranet page with all documentation

12. ANY QUESTIONS?