The Institute established this policy to address unit reorganization which may result in one or more of the following conditions: addition or elimination of responsibilities that impact the structure and scope of the unit, change(s) in reporting relationships within the unit that impact occupied positions, and significant increase or decrease in the number of positions.
It is the goal of Georgia Tech to provide a working environment which offers job stability and security for all Institute employees; however, the continuation of academic, research, and service programs depends to a large degree on the availability of State and Federal funds and the organizational needs of the unit. Reorganizations should always be based on sound business reasons which promote the improvement or enhancement of operational efficiencies, implementation of best practices, and/or achieve cost reduction.
Entities Affected By This Policy
All classified employees of the Georgia Institute of Technology are covered by this policy.
Who Should Read This Policy
All classified employees within the Georgia Institute of Technology should be aware of this policy.
The restructuring of an organizational unit, which may result in one or more of the following: addition or elimination of responsibilities that impact the structure and scope of the unit, change(s) in reporting relationships within the unit that impact occupied positions, and significant increase or decrease in the number of positions.
The policy is intended to explain the process to follow should it become necessary to reorganize an organizational unit, which may result in one or more of the following: addition or elimination of responsibilities that impact the structure and scope of the unit, change(s) in reporting relationships within the unit that impact occupied positions, and significant increase or decrease in number of positions.
The requesting unit must prepare a reorganization plan detailing the reasons for action and the positions to be affected. The information should be prepared in the form of a memorandum directed to the AVP-OHR. The recommended format for the memorandum is:
- Describe actions the unit has taken to this point, if any, to respond to budget reductions (i.e. services, programs or events eliminated, unfilled positions in unit, reductions in travel, etc.)
- Describe the current business operations and the role of the affected positions within the operation of the unit. Attach a current organization chart with employee titles.
- Describe the new/different business operations and the impact on positions within the unit. If positions are being reclassified or new positions are being created, include the proposed new job titles; if jobs are being eliminated or an employee's percentage of time is being changed, elaborate on the rationale for doing so. Factors to consider include, but are not limited to: employee tenure with the Institute or department, job performance, and job competencies. Attach a proposed organization chart reflecting the new organization along with relevant job classification questionnaires.
- Summarize the changes including the number of jobs eliminated, the number of jobs to be changed or created, and any salary savings or adjustments. Include the dates the actions are to be implemented.
- Include an approval signature block for the AVP-OHR.
Within the Office of Human Resources, the plan will be reviewed by HR Consultancy, Employee Relations, and Compensation (referred to collectively as the "OHR Group"). This review will consist of an assessment of the probable impact on affected personnel. Specifically, the OHR Group will analyze:
- The impact on employees, particularly those in protected classes
- The impact of new assignments/opportunities
- The length of service of affected employees
- The salary equity within the unit
- The demonstrable business reasons for the reorganization
The Compensation unit will analyze the impact of the reorganization on current and proposed job grade assignments.
The OHR Group will submit the plan to the AVP-OHR along with a recommendation to approve or deny the request. HR Consultancy will notify the requesting unit, in writing, of the Institute's decision.
Therefore, the following levels of approval are required:
- Unit Level: Dean or Associate Vice President
- Office of Human Resources: Heads of Consultancy, Employee Relations, and Compensation
- Executive Level: AVP-OHR
The University System of Georgia prohibits appealing actions associated with reorganizations such as termination, demotion, salary reduction, program modification, promotion decisions, hiring decisions, challenges to transfers or reassignment, challenges to classification or salary decisions, and termination or layoff because of lack or work or position elimination (refer to the University System of Georgia's Grievance Policy for more details).
The responsibilities each party has in connection with Reorganizations are:
|Office of Human Resources, Consultancy||Ensure compliance with policy.|
|Office of Human Resources, Performance and Talent Management||Ensure compliance with policy and offer assistance with policy interpretation.|