Read the hypothetical scenario detailed below and respond to the questions in Parts 1-4.

Scenario or background information

Councillors and executives from the Autumn Council (Local Government Area (referred to as ‘LGA’) of Autumn) and Spring Council (LGA Spring) recently finalised the terms of amalgamation between both councils. The amalgamation process was driven by demographic, geographic and resource factors to encourage efficiencies.  Prior to this time, the existence of cooperation and resource sharing arrangements between the councils confirmed the merits of amalgamation actively supported by ratepayers.

The amalgamated council will be known as the Summer Council in the LGA of Summer. The time frame for amalgamation is twelve (12) months with the necessary change management processes to workforce planning to occur over this period.

The Steering Committee advising the councils on the amalgamation identified a structure that provides a clear framework for the definition of the core business, measurable outcomes, defined accountabilities and key performance expectations. Further, the structure was designed to enhance service delivery with minimal overlap in functions and improve cost efficiencies.

Summer Councils organisational chart outlines the structure of the new council and staffing positions. The amalgamation process will result in a reduction of staff and require HR to prepare job descriptions for each position. In turn, this will impact on existing employees in some form potentially giving rise to concerns and grievances. HR will need to communicate the process and ensure that it is fair, equitable and transparent. A grievance resolution process will support this process.

The amalgamation changes will result in HR implementing a workforce plan aligned to the organisational structure. Additionally, the HR process will include strategies to manage the recruitment and retention of staff, voluntary severance, redundancy and contract termination payouts for staff staged over a twelve (12) month period.

Outlined below are some details of the pre and post amalgamation changes for the councils. Additionally, relevant particulars have been provided in support of the organisational and resultant workforce changes.

Pre amalgamation

LGA Autumn

Population:
6,529 people Males (4,505) Females (2,024)

Area:
5,679 km2

The LGA of Autumn is characterised by a diversity of industries including mining and dry land grazing. The regional centre of Autumn Hill services the community and provides most essential services. However, in recent times the effects of the slowing down in the mining industry and drought conditions have placed an additional burden on the community.

The local council has been faced with increasing arrears from rate payers and financial pressure to maintain existing community services. Also, local unemployment has risen during the past eighteen months with a notable downturn in the rural and housing market.

Despite Autumn Council receiving financial assistance from the federal government to help maintain the regional airport ongoing pressures exists to remain solvent. The Spring Council who is dependent on the regional airport suggested to the Autumn Council that a cooperation and resource sharing arrangement could be of mutual benefit to both councils.

The agreement provided that the financial pressures placed on Autumn Hill Hospital could be relieved by transferring patients to the Spring Well Hospital in the LGA of Spring. The Spring Council could extend the coverage of community assistance programs providing assistance for indigenous persons and those suffering from mental health concerns and at risk of suicide due to bad times.

A review of the Autumn Council workforce reveals that the average employee age for males is 53 and 42 for women. The workforce presently consists of 68% males of which 85% come from an Anglo Celtic Saxon generational background and predominately hold the middle and upper level management positions. The remaining male workforce comes from mixed ethnic backgrounds and largely perform blue collar and lower end white collar administrative roles. On average the male staff turnover rate is 26% per annum and remains stable.

The female workforce of 32% comes from mixed ethnic backgrounds occupying lower level administrative roles. The recent appointment of a widowed female councillor with young family managing a farm has seen an increased interest in local women’s role in council. Also, during the past two years the appearances by female councillors from Spring Council has seen a growing involvement by women on council matters. Lastly, the current average staff turnover rate for females is 41% who cite gender bias in the workplace and dissatisfaction with being overlooked for advancement to more senior roles.

Autumn Council Organisational Chart

Council Divisions

 

Staff numbers and status

FTP = Full time permanent

FTC = Full time contract (Time)

PTP = Part time permanent

PTC = Part time casual

Totals

Office of General Manager

 

General Manager = FTC (2 Years)

FTP = 2

PTP = 1

 

 

4

Human Resources

 

Manager = FTP

FTP = 3

PTP = 1

 

 

5

Business Services

 

Manager = FTP

FTP = 7

PTP = 4

PTC = 1

 

 

 

13

Planning & Environment Services

 

Manager = FTC (1.5 Years)

FTP = 4

FTC = 2

 

 

7

Public Works Services

 

Manager = FTC (2 Years)

FTP = 20

PTC = 8

 

 

29

Recreation and Community Services
Manager = FTP

FTP = 10

PTC = 15

 

 

26

Note that the staff status abbreviations ‘FTP; FTC; PTP and PTC’ have been applied in the organisational charts for the LGA’s of Spring and Summer

 

LGA Spring

Population:
9,572 people Males (5,456) Females (4,116)

Area:
8,935 km2

The LGA of Spring adjoins the north eastern boundary of the Autumn LGA and consists of mixed agricultural and industrial related activities. Also, the coastal region provides local sea port amenities for the transportation by rail from Autumn LGA to container ships and livestock as part of the live export market to Asia and the middle – east.

The Spring Council workforce has witnessed a slow but progressive increase in the percentage of women employed by council over the past five (5) years rising from 28% to 43% of the total employed workforce. The election of three (3) current female councillors and greater community awareness has helped encourage gender equality in the workplace. However, like the Autumn Council the majority of female employees occupy low level administrative roles with annual employee turnover rates being 37%.

The current male employee profile is similar to the Autumn Council with the only notable difference being higher participation rates by women in the council workforce. The current annual male turnover rate is 23% with the average employee age 51. In the case of females the average employee age is 44 years and the annual turnover 37%.

Spring Council Organisational Chart

Council Divisions

 

Staff numbers and status

 

Totals

Office of General Manager

 

General Manager = FTC (3 Years)

Assistant Manager = FTP

FTP = 4

 

 

 

6

Human Resources

 

Manager = FTC (2 Years)

FTP = 3

 

 

4

 

Business Services

 

Manager = FTC (2.5 years)

FTP = 8

PTP = 4

PTC = 2

 

 

 

15

Planning & Environment Services

 

Manager = FTC (1.5 Years)

FTP = 5

FTC = 2

 

 

8

Public Works Services

 

Manager = FTC (2.5 Years)

FTP = 37

PTC = 12

 

 

50

Recreation and Community Services
Manager = FTC (2 Years)

FTP = 12

PTP = 4

PTC = 19

 

 

 

36

 

Post amalgamation

LGA Summer

Population:
 16,101 people  Males (9,961) Females (6,140)

Area:
 14,614 km2

The Summer Councils appointment of staff will be undertaken on a ‘merits based’ approach. Therefore, staff at the councils interested in a position will need to apply in accordance with Summer Council’s HR policy and procedure. Staff successful in securing a role will be transferred to the Spring Council on newly negotiated terms of permanent employment or contract. Otherwise, permanent employees will be made redundant. In the case of contract workers they will be paid out in accordance with the terms of their contract and casual staff given notice of one (1) month.

Summer Council Organisational Chart

Council Divisions
Staff numbers and status
Totals

Office of General Manager

 

General Manager = FTC

Assistant Manager = FTC

FTP = 2

FTC = 1

 

 

 

5

Human Resources

 

Manager = FTC

Assistant Manager = FTC

FTP = 3

FTC = 2

 

 

 

7

Business Services

 

Manager = FTC

Assistant Manager = FTC

FTP = 8

FTC = 7

 

 

 

17

Planning & Environment Services

 

Manager = FTC

Assistant Manager = FTC

FTP = 5

FTC = 3

 

 

 

10

Public Works Services

 

Manager = FTC

Assistant Manager = FTC

FTP = 20

FTC = 10

PTP =  5

PTC = 10

 

 

 

 

 

 

47

Recreation and Community Services
Manager = FTC

Assistant Manager = FTC

FTP = 15

PTP = 5

PTC = 20

 

 

 

 

42

 

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