Elements and Performance Criteria
- Develop policies and procedures for separation/termination of employment
- Undertake research to determine features of best practice systems of separation/termination and the legal requirements
- Undertake consultation with relevant managers prior to introduction of new forms, procedures or systems
- Develop policies, procedures and supporting documentation for all forms of separation/termination
- Ensure procedures for dismissal or termination respect employees, provide strict confidentiality and comply with legislation
- Obtain support for separation/termination policies and procedures from senior managers
- Communicate policies and procedures, and provide supporting documents to relevant personnel
- Use feedback to make refinements to policies, procedures and supporting documents for separation and termination
- Manage separation/termination processes
- Develop a redundancy or redeployment plan
- Manage redundancies and redeployment and provide relevant information about processes so work outcomes are not compromised
- Provide outplacement or other assistance in accordance with organisational policies and legal requirements
- Ensure dismissals for incapacity to perform or misconduct comply with legislative and organisational requirements
- Ensure human resource staff, managers and supervisors have necessary skills and knowledge to take disciplinary action
- Review workforce data for predicted numbers of people retiring and make necessary plans
- Review and evaluate separation/termination procedures regularly and introduce improvements
- Manage exit interview process
- Ensure separating employees are offered opportunity to participate in exit interviews
- Ensure process for exit interviews is clear and that staff are skilled to conduct them
- Ensure data from exit interviews is recorded and depersonalised
- Analyse data from exit interviews to establish trends and patterns and introduce improvements across the organisation